Union Proposals to WestRock March 27 April 27

Union Counter Proposal March 27, 2017

TEN (10) HOUR SHIFT

WestRock Day Maintenance

The Labor Agreement between the Company and Union establishes that the normal workday is 8 hours.
The normal work schedule established by the Company is five 8-hour days per week. The Company wishes
to change the normal workday and schedule for daylight (non-tour) Maintenance workers to four 10-hour
days. The Company is willing to agree as long as the arrangement is cost neutral compared to the standard
8-hour schedule. To meet this requirement, the following will apply:

Basic Understandings 10 Hour Scheduling

This will be done on a one-year trial basis.

Day maintenance workers will work on one of two teams working shifts that will rotate every
week from Monday through Thursday from 6:30 am 4:30 pm and Tuesday through Friday from
6:30 am 4:30 pm with time and one-half (overtime) to be paid after 10 hours. Employees will
select their shift preference by seniority and primary craft designation.
The regular schedule of 10 hours will be paid at ones regular rate of pay with no shift differential
during the ten (10) hour schedule.
There will be no organized lunch break on ten hour shifts. To be successful the following is
recognized and will be adhered to by all Day Maintenance, Central Stores and GMS&S personnel:
o It is imperative for the success of this provision of the ten hour scheduling that
employees are self disciplined and self directed in their commitment to comply with the
spirit, letter, and intent of working ten hours when scheduled.
o Central Store and GMS&S will work 4 10 hour shifts but may adjust the number of
people on a team or may keep the departments on a fixed schedule.
o No organized lunch means the following:
Time to eat, at a reasonable time during the shift will be given when it makes
sense. This change does not mean employees will not have some opportunity to
eat during a 10 hour shift. Lunch periods are normally considered paid time.
The priority will always be to keep a job going.
Critical jobs will always be manned.
When a vacancy (scheduled or unscheduled) occurs in Day Maintenance, if needed, it will be filled by a
Tour Maintenance worker. When this situation occurs, the employee filling the vacancy may work no
more than 16 consecutive hours unless specifically authorized by management.

The Labor Agreement will be amended as follows;

1. The normal starting and stopping time for day workers shall be 6:30 a.m. to
4:30 p.m. The Company under normal operating conditions will arrange the
schedule of Day Maintenance workers so they will begin work on Monday and
work four (4) consecutive days or begin work on Tuesday and work four (4)
consecutive days of ten (10) consecutive hours. It is understood there will be
no organized lunch break.
2. The work day is a twenty-four hour period beginning with the start of an
employees designated shift. The work week is a seven (7) day period
beginning on Monday at 6:30 a.m. for workers.

3. Overtime at a rate of time-and-one-half is paid after ten (10) hours. An

employee who is scheduled to work ten (10) hours cannot work more than six
hours of overtime or sixteen (16) consecutive hours unless specifically
authorized by management. All other labor pay provisions will remain the
same except as noted in this agreement.

4. Employees required to perform Jury Duty will be reimbursed up to a

maximum of ten (10) hours pay at the straight time rate for losses in regular
wages. All other language will be followed under Article IV, Section 14.

5. Funeral pay allowance will be amended to allow pay for missed work time up
to a maximum of ten (10) hours pay at the employees straight time rate. All
other language for Funeral Leave will be followed under Article IV, Section 13.

6. Holiday pay will be ten (10) hours for the holidays listed in Article 8 of the
Labor Agreement that an employees team normally would have been or is
scheduled to work for the employees team whether it is worked or not.
Holiday Pay will be paid at eight (8) hours for all other holidays listed in
Article 8 of the Labor Agreement that an employees team would not
normally be scheduled to work and will otherwise follow the language of
Article 8.

7. Any employee sent home by the company doctor or nurse by reason of injury
incurred on the job, shall receive pay for the full hours he/she reported to
work at the rate of pay for the workday during which the injury occurs.

8. 10 Hour Scheduling

This trial will commence on the date the ten (10) hour scheduling begins and
conclude, the nearest Monday, one (1) year following that date. Two weeks
prior to the end of this trial either party (Covington Paperworkers Union Local
675 or the Company) will be required to inform the others in writing of its
intent to disband this agreement at which time all parties will revert to a (5)
day coverage (8) hour scheduling within thirty (30) calendar days following the
conclusion of the trial; at the start of a work week (a nearest Monday).
Written notification must be received prior to the deadline. Should timely
written notification not be received, to disband the ten (10) hour scheduling,
(as described above) all parties will be bound to follow the agreed upon ten
(10) hour scheduling into the future until otherwise agreed.

With this understanding it is recognized that not all jobs within a department
may be allowed to be rescheduled on a 10 hour schedule. In these cases it will
not prevent other jobs, in the same department, from this change when
 agreeable to management and the union. The Company and Union may by
mutual agreement establish alternate scheduling to allow a department or
section within a department a different schedule if the 10-hour schedule is
not appropriate.

March 27, 2017

UNION PROPOSAL ARTICLE IX, SECTION 1

Current Language:

Section 1: Lunch Period Worked: Any day worker required by the Company to work his/her lunch
period shall not take, or be required to take an equivalent time off except by mutual consent of both
parties. Time-and-one-half shall be paid for work performed during the employees scheduled lunch
period, but the Company shall not pay overtime twice for the same hours worked in the day.

Proposed Language:

Section 1: Meals: An employee required by the Company to work more than two (2) hours beyond the
end of his/her shift, shall be granted a reasonable lunch period provided he/she returns to work. The
above lunch period shall be included as paid time. Whenever a Supervisor advises an employee not to
take this lunch period, said employee shall remain at work and receive an additional one (1) hours pay at
straight time rate in lieu of such lunch period.

Maintenance Group Structure

Alignment:
The maintenance group will continue with departmental structure with all maintenance
personnel assigned to one of the following departments in the groups:
Mechanical Group: Machine Shop, Paper Mill Mechanics, Pipe Shop, Power Millwrights, Pulp
Mill Mechanics, Welders, Precision Rebuild Shop Millwrights
Building Trades Group: Carpenter, General Mechanic, Tin Shop.
Tour Maintenance Group: Lead Millwright, Lead Pipefitter

This will not affect seniority, therefore will not require a realignment.
Craftsperson's within the departments will choose assignments by area and crew as under the
CBA, Agreements and Understandings, section I.
Management will continue to assign jobs across craft lines within the groups as feasible to build
multiple craft knowledge for journeymen. The emphasis will be to have journeymen become proficiently
skilled in all the crafts within their groups so they can function independently in each craft.
Overtime:
The company and union will continue to work towards a written mutually agreeable overtime
procedure that encompasses maintenance overtime needs.
System will include electronic communication that employees can volunteer to be on.
Need an overtime system that promotes volunteerism.
Craftsperson's should feel comfortable with job assignments.(knowledge based)
The overtime system should encompass equal distribution while allowing for continuity.
There needs to be an Area backup process for the day light maintenance.
In the case of natural disasters and noncraft overtime there needs to be a system for
determining whose "work" it is to protect seniority.

March 28, 2017

UNION PROPOSAL ARTICLE V, SECTION 9-a

Current Language:

a. An exception to this section shall be made only in the case of an employee who works the
third tour on Sunday, or on a holiday, and continues to work the first tour on Monday, or on
the day following a holiday, in which event such employee shall be paid time-and-one-half for
the continuous hours so worked.

Proposed Language:

a. An exception to this section shall be made only in the case of an employee who works the
third tour on Sunday, the second tour on Sunday, or on a holiday, and continues to work the
first tour on Monday, or on the day following a holiday, in which event such employee shall
be paid time-and-one-half for the continuous hours so worked.
 March 28, 2017

UNION PROPOSAL Vacations. Replace language in Article VII with APPENDIX E with the following
amendments:

VACATION PLAN

Section 1: Effective Date.

The vacation plan for hourly employees outlined hereafter becomes effective (insert date), and
will remain in effect for the duration of the Agreement.

Section 1: Eligibility and Payment.

Each hourly paid employee on December 31 of the preceding vacation year and who during the
vacation year will on his or her employment anniversary date have accumulated at least one
year of mill seniority will be entitled to a vacation allowance at his or her rate at the time he or
she takes a vacation in accordance with the following table:

Weeks of Hours of
Mill Seniority Vacation Pay

1 year - less than 3 years 1 45 50

3 years - less than 8 years 2 90 100
8 years - less than 12 years 3 135 150
12 years - less than 18 years 4 180 200
18 years - less than 25 years 5 225 250
25 years - less than 32 years 6 270 300
32 years 7 350

Where an employee regularly works on two or more jobs in the 30 days prior to taking
vacation, the weighted average of the employees" straight time hourly rates will be used in
calculating the vacation allowance.

Section 2: Vacation Year.

The vacation year shall begin on the Monday nearest to January 1 of each year and extend for 52
consecutive weeks.

Section 3: Vacation Schedules.

a. Vacation schedules shall be made up at the beginning of the Vacation Year at which time each
eligible employee, in turn by mill seniority, shall have the opportunity to specify the period in
which he/she wishes his/her vacation.

1. Each employee who becomes eligible for one weeks vacation after the first day of the
vacation year must schedule his/her vacation after the employment anniversary date.

2. Each employee who becomes eligible for two weeks" vacation after the first day of the
vacation year may schedule two one weeks. prior to the employment anniversary date,
and the second week thereafter, but may schedule both weeks after the employment
anniversary date if so desired.

3. Each employee who becomes eligible for three weeks vacation after the first day of the
vacation year may schedule two three weeks. prior to the employment anniversary date
and the third week thereafter, but may schedule all three weeks after the employment
anniversary date if so desired.

4. Each employee who becomes eligible for four weeks vacation after the first day of the
vacation year may schedule three four weeks. prior to the employment anniversary and
the fourth week thereafter, but may schedule all four weeks after the employment
anniversary date if so desired.

5. Each employee who becomes eligible for five weeks vacation after the first day of the
vacation year may schedule four five weeks. prior to the employment anniversary date
and the fifth week thereafter, but may schedule all five weeks after the employment
anniversary date if so desired.

6. Each employee who becomes eligible for six weeks vacation after the first day of the
vacation year may schedule five six weeks. prior to the employment anniversary date and
the sixth week thereafter, but may schedule all six weeks after the employment
anniversary date if so desired.

7. Each employee who becomes eligible for seven weeks vacation after the first day of the
vacation year may schedule seven weeks.

b. Vacations effective January 1, 2011 will be scheduled by shift. Vacations will be spread
throughout the year to provide least disruption to production.

1. While the employees preferences will be respected so far as practicable, the

Company reserves the right to rearrange schedules to help meet production
problems.
2. Any employee who has their scheduled vacation denied by the Company
shall, upon submitting receipts to Company, be made whole by the Company
for any moneys unrecoverable for reservations, flights, etc.
3. An employee eligible for more than one weeks vacation may split his/her
vacation into weekly periods. He/she may select his/her first week or
consecutive weeks on a mill seniority basis and then after all other eligible
 employees have made their first selections, select, on a mill seniority basis,
the remaining weeks which may be split into weekly periods or combinations
of weekly periods.

The above procedure may be modified by agreement of the parties.

c. Any employee eligible for more than two weeks of vacation during a vacation year
may voluntarily elect at his/her option to take pay instead of vacation for any or all of the
remaining weeks. Employees making such an election must do so prior to the time the
vacation schedule is prepared and before the beginning of the vacation year. Such pay
will be made in the first pay of the vacation year at the employees classified rate. All
remaining weeks of vacation which are to be taken as time off will be distributed
according to the provisions of 4-b above. This provision of the vacation plan is not to be
considered as a guarantee that work will be available or furnished by the Company for
the weeks not taken or for any other period.

Section 4: Veterans.

Any employee who entered the armed forces, and returns to work within three months after an
honorable discharge from the armed forces and during the vacation year will be granted vacation with
pay as provided in Section 2, with the proviso that his/her seniority shall accumulate while in the armed
forces.

Section 5: General.

a. Vacations must be taken during the vacation year specified in Section 3. Vacations may not
be postponed to the following year.

b. The vacation week covers the established workweek, and holidays which occur during a
vacation will be regarded as part of the vacation.

c. Vacations for employees who have met the eligibility requirement established in Section 2
are non-forfeitable for any reason.

d. Employees will be given their Vacation Allowance during the week prior to taking vacations
unless a change in the vacation period has been made at the request of the employee. In this
case, the vacation pay will be given after the payroll department has had one weeks notice
of the change from the Human Resources Department.

e. The beneficiary of any deceased employee shall receive the Vacation Allowance to which the
deceased employee would have been entitled.

f. Any employee, whose employment anniversary date comes so late in the vacation year as to
make it impractical to take his/her vacation that year, shall receive the appropriate Vacation
Allowance thereof.
f. Any vacancy which occurs after the vacation schedule is established shall be posted in the
department for 15 days if time permits. The vacancy shall be granted to the most senior
employee who requests it, who did not have an opportunity for the week in question. If not
filled in this manner, it will be granted to the most senior employee requesting it.

g. Employees that retain eligibility from service at other MWV WRK facilities shall be entitled
to anniversary weeks according to contractual vacation scheduling.

h. The company agrees to allow vacation anniversary weeks be scheduled during big game
hunting season.

In the calendar year 2011 the company will agree to a trial to provide employees
opportunity to elect taking one (1) week of their eligible vacation weeks one (1) day at a
time. At the end of the trial period, the parties must mutually agree to continue the
practice. This would require employees to commit to using this week in this manner during
the vacation scheduling period prior to the vacation year. Further details for administration
will be developed prior to scheduling 2011 vacation that allows for acceptable planning of
this time off so that it can be scheduled ahead of any date requested by an employee, it
does not create an overtime burden for the company or employees, and it does not
interfere with acceptable operating conditions.

j. The formula for calculating the vacation load per department shall be as follows:
Total of employee vacation weeks divided by number of available weeks in the vacation
signing period (subtracting any weeks set aside for annual training). There will be no
limitation to the number of maximum load weeks.

Example:
162 total vacation weeks. 52 week signing period. 4 weeks of annual training.

162 (52 4) = 3.375

The maximum number of employees (excluding anniversary weeks) who can sign
vacation per week would be three (4).

k. Subject Matter Experts (SMEs)- An employee assigned work as an SME at the time of vacation
sign up will schedule his/her vacation separate from their department. However, their
vacation weeks will be included in calculating the maximum vacation load in their
department.

l. Hourly Safety Director- An employee performing work as an Hourly Safety Director at the time
of vacation sign up will schedule his/her vacation separate from their department. However,
their vacation weeks will be included in calculating the maximum vacation load in their
department.

m. Day at a time vacation- The Company will provide employees opportunity to elect taking one
(1) week of their eligible vacation weeks one (1) day at a time.
Employees must declare intent to utilize one (1) week of eligible vacation as single
days prior to annual vacation sign-ups.
 Employees single day vacations will be paid according to their assignment on day one
of the vacation period in which they have so signed. An employee assigned to a 10-
Hour Schedule on that date will receive four (4) days in single days in lieu of one (1)
week eligible vacation paid at twelve-and-one-half (12 ) hours per day.

An employee assigned to an 8-Hour Schedule on that date will receive five (5) days in
single days in lieu of one (1) week eligible vacation paid at ten (10) hours per day.

All employees will be paid at the rate of the job they were scheduled to be working
on the day the single day vacation is granted.

An employee electing to take one week of vacation as single days will be paid any
unused days at the end of the vacation year. A single day vacation cannot be sold
throughout the year.

Single day vacations must be scheduled at least fourteen (14) days in advance and
must be approved by supervision. Every attempt will be made to honor a single day
request made fourteen (14) days in advance.

Requests for single day vacations without a fourteen (14) day notice will only be
granted on an emergency basis.

Weeks elected for single day vacations will count towards determining maximum
number of employees who can sign vacation per week.

April 25, 2017

Union proposal
85 Rule

Proposal:
Article XX, section 1: An employee who has reached through years of age and years of service an
accumulated total of 85, will be eligible to retire without penalty for early retirement.
Union proposal 4/25/2017
Move Agreements and Understandings, H

Currently;
Article 6, section 2-d-6 When an employee is laid off or when in lieu of a layoff an employee accepts
work in another job or department, the employee is subject to recall or transfer as follows:
Agreements and Understandings
H. Agreement Regarding Employees on Layoff
Should it become necessary to lay off employees from the mill, the union and the company will
meet to discuss alternatives to avoid a lay off. All opportunities for work within the employee's
capabilities will be explored and utilized where and when possible based on the circumstances at the
time.

Proposed;
Article 6, section 2-d-6 Should it become necessary to lay off employees from the Mill, the union and
the company will meet to discuss alternatives to avoid a lay off. All opportunities for work within the
employee's capabilities will be explored and utilized where and when possible based on the
circumstances at the time. When an employee is laid off or when in lieu of a layoff an employee accepts
work in another job or department, the employee is subject to recall or transfer as follows:

Union proposal April 25, 2017

Changes in work schedules
Currently;
Article III, section 6-a
a. As a general policy, changes in work schedules which affect an entire department or substantial
portion thereof will be discussed with the Union prior to the change, but such discussion shall not
be used to delay the effective date of the change.

Proposed;
Article III, section 6-a
a. As a general policy, Changes in work schedules which affect an entire department or substantial
portion thereof will be discussed with the Union prior to the change, but such discussion shall not be used
to delay the effective date of the change.
 April 25, 2017

Union proposal
Changing Employees Time

Currently:
Agreements and Understandings:
J. Agreement Regarding Timekeeping With respect to the issue of timekeeping changes to employees
reported time, efforts will be made to contact an affected employee, or supervision to notify the
affected employee, when the affected employees' time is changed.

Proposal:
Agreements and Understandings:
J. Agreement Regarding Timekeeping With respect to the issue of timekeeping changes to employees
reported time, efforts will be made to contact an affected employee, or supervision to notify the
affected employee, an affected employee will be notified when the affected employees' time is
changed.

April 25, 2017

Union proposal
Attachment 11

Proposal:
Attachment 11 Attach Summary of economic offer under this section. To include allowances, benefits
and reimbursements.

April 25, 2017

Union proposal
General Repairman name change

The union proposes changing the name of the General Repairman classification to General
Mechanic. This change will affect Appendix B, General Repairman. Also included are any references in
apprentice standards, job descriptions, etc.

April 25, 2017

Union proposal
GMS&S Scaffolding

Proposal:
The Union would like to propose to the Company that GMS&S personnel be trained to assist craftsmen
when erecting yellow buck scaffolding in the mill. The understanding would be that daily scaffolding could
be installed by mill personnel but larger more intricate or numerous outage scaffolds could still be
contracted.
Union proposal April 25, 2017
Limit time held on transfer

Current language:
Article VI:
Section 2-d-1: Any employee in a department may signify in advance his/her desire to transfer to
another department by signing a preference list in the HR department. Once management determines a
vacancy will be filled, the senior qualified employee on the preference list on the date of the vacancy is
declared will be awarded the job and will be transferred accordingly. The junior employee of.......

Proposal:
Article VI:
Section 2-d-1: Any employee in a department may signify in advance his/her desire to transfer to
another department by signing a preference list in the HR department. Once vacancies occur in the
preferred department, the senior qualified employee on the preference list on the date the vacancy is
declared will be awarded the job and will be transferred on the following Monday if possible but no
longer than two weeks following the next Monday. The junior employee of.......

April 25, 2017

Union proposal
Maintenance Vacancies

Currently;
Agreements and Understandings,
I. Agreement Regarding filling Vacancies in the Maintenance Department
When vacancies arise in Craft jobs in the Maintenance Department the following will apply.
1. When vacancies are declared in the Maintenance Department the Company will communicate
the area and crew (with the name of the foreman).
2. A vacancy that is posted.....

Proposed;
Agreements and Understandings,
I. Agreement Regarding filling Vacancies in the Maintenance Department
When vacancies arise in Craft jobs in the Maintenance Department the following will apply.
1. When vacancies are declared in the Maintenance Department the Company will communicate
the area and crew (with the name of the foreman).
2. Vacancy will be awarded to the senior qualified employee by mill seniority requesting it.
3. A vacancy that is posted.......
 April 25, 2017
Union Proposal
Tracking Attendance Points

Proposal:
Attachment 1 Absentee Control Procedure
Point System
No longer than twelve (12) months following ratification of a Labor Agreement, the company
will establish a system which will allow employees to readily access their point totals for the
Absentee Control Procedure.

April 25, 2017

Union proposal
Willful Intent

Current language:
Article XXII, section 3: The Company agrees to discuss accidents with the Mill Safety Committees,
composed of supervisory and hourly employees, to determine their cause and to take steps to prevent a
similar accident. The Union agrees to support the Committees in their efforts to prevent accidents.
Hourly members of safety committees shall be elected by the hourly employees represented by them.

Proposal:
Article XXII, section 3: The Company agrees to discuss accidents with the Mill Safety Committees,
composed of supervisory and hourly employees, to determine their cause and to take steps to prevent a
similar accident. The Company and the Union agree to support the Committees in their efforts to
prevent accidents. Hourly members of safety committees shall be elected by the hourly employees
represented by them. No employees will be disciplined as a result of these safety investigations unless
willful intent to violate a safety policy is proven.
 April 27, 2017

UNION PROPOSAL APPENDIX F-A

Current Language:

SEVERANCE PAY

A. An employee with one (1) or more years mill seniority will be eligible for severance pay when laid
off, and a leaving slip processed, because there is no work available to which he/she is entitled by
seniority.

Proposed Language:

SEVERANCE PAY

A. An employee with one (1) or more years mill seniority who has completed his/her probation
period will be eligible for severance pay when laid off, and a leaving slip processed, because there
is no work available to which he/she is entitled by seniority.

April 27, 2017

Union Proposal:

GUIDELINES FOR COMPLETING A WEEKLY SCHEDULE rev-02-18-2016

1) Information for issues below must be submitted to schedulers by 3pm on Wednesday, in order to be
incorporated in the schedule for the following week:

Department supervision will notify timekeeping of an employee who will start training in the
next week.

Department supervision will notify timekeeping of an employee who will complete training by
the end of the week.

In order for the permanent refusal to take effect, a completed form must be turned in to the
scheduler and timekeeping.
 Employees desiring to invoke recall to return to their former department shall notify
supervision, who must notify the scheduler. This does not exclude employees from existing
recall language.

The 28 day with shift float refusal form turned in to scheduler and timekeeping, due to a change
in status due to moving above the float line, or coming back from a long-term absence.

2) Preparing the Weekly Schedule:

The weekly schedule is based on the preceding weeks schedule.
The first step is to place employees returning from vacation, Leave of Absence (LOA), training,
etc. into the schedule. Such employees, in order of most mill seniority first, are placed on the job
and shift they were last scheduled to work, unless the position has been filled during their
absence by an employee who has promotional rights ahead of them.
Next, remove employees that will be off for any know reason (vacations, training, assignment
outside of the promotional ladder, LOA for illness/injury, etc.) for the entire week.
Then place employees displaced by employees returning to the schedule. When demoting
employees, demote in order of least mill seniority first. In situations where an employee has
forfeited promotional seniority by way of refusal, or a junior employee is master scheduled on a
job above a senior employee, demote in order of least promotional seniority first. Demotions
occur in reverse order of promotions.
Next, step up to fill vacancies in order of highest classification first. When multiple vacancies
occur in the same classification, promote in order of greatest mill/promotional seniority to
position vacated by employee with greatest mill seniority first. When enough employees are
unavailable to fill all vacancies by shift set up, the vacancy will remain where it originally
occurred.

3) Filling Greater Than Vacancies over 28 Day Vacancies:

When it is known that a vacancy will continue for more than 28 calendar days, or has existed
for 28 days and will continue for the following week, the vacancy will be filled beginning on the
following Monday in accordance with the section on permanent promotions, provided
management has received notice before the schedule is posted for the following week. (Article
V, Section 3-a-2)
o This language is used for both promotions and demotions.

Using the Master Classifications Roster, create a Temporary Setup Roster/Weekly Working
Schedule by promoting the most senior qualified promotional employee in the next lower
classification. (Q4 and Q10)

Reference the refusal for temporary set up for vacancies greater than 28 days that require shift
floating master list

For temporary vacancies, the three top qualified employees on the Temporary Roster will have
the right to refuse the temporary promotion that requires shift floating without impact to their
seniority for permanent promotion. (p136-c) Guidelines for refusing are attached:
Steps:
1. Identify most senior qualified employee on the Temporary Roster. If they are on the same shift
as vacancy, set them up into vacancy.
2. If they are not on the same shift, check to verify if employee has signed refusal of shift float. If
they have not signed, place them in vacancy.
3. If they have signed refusal of shift float, move on to the next senior qualified employee and
repeat steps until the vacancy is filled.
4. If the vacancy cannot be filled in this manner, the most junior qualified will fill the vacancy.

(See examples at the end of this document)

3) Complete Shift Setups
Temporary vacancies of four(4) weeks or less, and all vacancies resulting from vacations, that
management determines need to be filled shall be filled first by shift set up, and then by
overtime. (Art V, Sect 3-a-1)
Shift set ups will be made for vacation periods and periods of absence up to twenty-eight (28)
days. (Art V, Sect 3-a-3 )
Using the Temporary Setup Roster/Working schedule, identify, and fill weekly absences by
stepping up on shift, leaving the lower jobs to be filled by floaters. (Q11)
Vacations (Q7)
Absences up to twenty-eight days
Training For exceptions See Q9
While it is the companys intent to make shift set ups as describedthere may be occasions
where conditions do not allow shift set up and therefore require seniority set ups across shifts for
periods less than twenty-eight(28) days. (p 136-f)

4) Assign displaced Floaters in bottom level jobs to open positions.

Employees in bottom level jobs will float across shifts on a week to week basis as needed and
required. (Art V Sect 3-a-3)
Bottom level jobs that will continue to float across shifts on a weekly basis will be designated by
the company by job sequence. These will not necessarily be the same jobs as those identified on
the bottom level job list for reductions. (P 136 e)(Q1)
Complete weekly schedule promoting the floaters on the Temporary Setup Roster/Working
Schedule to the vacancies identified above.
The most senior employee(s) who float will move across shifts to the highest classified job
available regardless of the shift on which the vacancy falls. Attempts will be made The policy is
to leave the floaters on the same shift in the higher classification (if a vacancy exists) in
subsequent weeks unless displaced by a more senior floater. (Q2)
Bottom level jobs are determined by an employees position on the Temporary Roster/Weekly
Schedule. (Q1)
FREQUENTLY ASKED QUESTIONS:

1) Employees assigned to a departments bottom level job on the Temporary Setup Roster/ Working
Schedule of Vacancy Replacement will float across shifts on the weekly schedule. What positions are
considered the bottom level jobs?
C1 Utility Assistant and below
C2 Utility Assistant and below
C8 Utility Assistant and below
Loading (C8) Bracers and below
Stock and Additives/Coating Utility Cleanup and below
Power Fifth Assistant and below
Recovery Laborers (The four most senior will be assigned a shift and will be excluded)
and below
Bleach Plant Utility Assistant and below
UPM Vacancy Replacements
Woodyard Vacancy Replacements
Environmental Utility Assistant and below
Quality Assurance Vacancy Replacements
Carbon Utility Assistant and below

2) What determines the shift assignment of the floaters on the weekly schedule?
o Employees assigned to bottom level jobs will stay on a preferred shift or last shift worked if
possible unless there is an opportunity to work a higher job. Employees will float across to
work a higher job based on mill seniority.
o If two floaters must change shifts from a prior week, normally the most senior floater will fill for
the most senior employee on the Temporary Roster.
o Floaters have a shift assignment for vacation scheduling only.

3) Three senior people will have the option not to float when a temporary set-up is made to fill
vacancies over 28 days. Are those three the oldest by mill seniority or by promotional seniority? The top
three (3) qualified employees will have the right to refuse the temporary promotion over 28 days
without impact to their seniority. Promotional seniority will dictate.

4) How will an employee working a temporary vacancy be scheduled when the temporary vacancy ends?
Demotions are made in reverse order to promotions. This could require lateral moves in some
classifications to keep the most senior people stepped up. When the number of greater than 28 day
vacancies are reduced, the employee filling the vacancy will either be moved to the temporary vacancy
occupied by the least senior employee filling a temporary setup in that classification, demoted one
classification to the position filled by the least senior employee filling a temporary setup, or back to
his/her position on the classified roster.

5) After the more senior employee has been moved, can he/she sign a temporary refusal?
If there are fewer than 3 temporary refusals signed to that vacancy or if the employee is more senior to
the 3 employees who have signed the temporary refusal, then the employee can sign a temporary
refusal. The least senior employee who has signed the temporary refusal will be forced to fill the
vacancy.
6) What happens if the top three (3) qualified employees sign a temporary refusal and there are no
qualified employees to fill the temporary vacancy?
Management will fill the temporary vacancy in the most expeditious manner. (p 136) Refer to step 2, Fill
Vacancies over 28 Days (4th bullet and steps).

In situations where employees have signed a temporary refusal, and no other qualified employees are
available to promote, the most junior qualified employee will fill the vacancy.

7) Will vacations over 4 weeks be handled as a temporary setup?

Shift setups Greater than 28 day promotions will be made for all vacation periods of four weeks, or
more.

8) What determines the attainment of job refusals to a 25% level or less?

When refusals of each job classification reach a level of 25% or less in a department, the company will
discuss with the union to allow training periods greater than twenty-eight (28) days for the
consideration of temporary promotion across shifts. (Companys position)

9) Which departments are considered under the 25% refusal level and can include training periods
greater than twenty-eight (28) for the consideration of temporary promotion across shifts?
C2, Bleach Plant, Woodyard, C8, UPM, WTP, Recovery, Loading, and QA

10) If two temporary (> 28 day vacancies) setups are made for the following week, what determines the
shift assignment?
1) Determine if either of the two most senior employees to be temporarily promoted can stay on
shift.
o Example: 28-day-vacancies are on C (Most senior) and D Tour
Employee 1(Most senior) has been working A Tour
Employee 2 has been working C Tour
Assign Employee 1 to D Tour and Employee 2 to C Tour
2) If the employees cannot stay on shift, normally assign the most senior promotional employee to
the vacancy created by the most senior employee.
o Example of exception:
Vacancy created by least senior employee will be six months and most
senior employee six weeks. Move most senior employee to longest
vacancy.

11) Can Vacancy Replacements refuse a temporary promotion?

Employees in lower level jobs (p 136) cannot refuse a temporary promotion. The lower level jobs have
been identified in Question 1.

Refusal for Temporary Set-up for Vacancies Greater than 28 days that Require Shift Floating

Guidelines for Refusal for Temporary set-up for Vacancies Greater than 28 days that Require Shift
Floating
Employees classified in jobs above the float line in their department may indicate their desire not to
float across shifts for greater than 28-day promotions. Employees will document such elections by
signing a form and presenting it to department supervision during election periods.
There will be two election periods per year: The first two full weeks in December and the first two full
weeks in June.

The effective period for employees who sign and submit election forms in December will be six (6)
months beginning on the first full week in January. The effective period for employees who sign and
submit election forms in June will be six (6) months beginning on the first full week in July. Once an
election period has expired, employees will not be able to change their preference until the next
election period.

Employees who are not scheduled to work during an election period may sign and submit an election
form to supervision during the first full week that they return to work.
Employees who become classified in positions above the float line in their department between election
periods may sign and submit an election form to department supervision during the first full week
following such promotion.

Department supervision will communicate elections to timekeeping on the first full workday following
expiration of the election periods.

On this date, ________________, I, ________________________________ refuse any temporary set up

for vacancies greater than 28 days that requires shift floating.
I understand that this refusal will have NO impact on my rights to promote when a permanent vacancy
occurs and I understand this refusal will stand until the end of the election period.
I also understand this refusal only applies to greater than 28 day temporary promotions that require
shift floating and not temporary promotions on the same shift.

Signed,
___________________________________________________

Print Name
___________________________________________________

Date Received by Management:___________________

Steps:
1. Identify most senior qualified employee on the Temporary Roster. If they are on the same shift
as vacancy, set them up into vacancy.
2. If they are not on the same shift, check to verify if employee has signed refusal of shift float. If
they have not signed, place them in vacancy.
3. If they have signed refusal of shift float, move on to the next senior qualified employee and
repeat steps until the vacancy is filled.
4. If the vacancy cannot be filled in this manner, the most junior qualified will fill the vacancy.
Examples:
Assume Senior 1, Senior 3 & Senior 4 have signed
Refusal to Set Up for Shift Float

A Tour B Tour C Tour D Tour

1st Asst Vacancy
2nd Asst Senior 1 Senior 2 Senior 3 Senior 4

Senior 1 will fill vacancy. Refusal form doesn't come into play since
vacancy is on same shift.

A Tour B Tour C Tour D Tour

1st Asst Vacancy
2nd Asst Senior 1 Senior 2 Senior 3 Senior 4

Senior 2 will fill vacancy. Senior 1 signed refusal to float form so isn't eligible.

Assume Senior 1-8 have signed

Refusal to Set Up for Shift Float

A Tour B Tour C Tour D Tour

1st Asst Vacancy
2nd Asst Senior 1 Senior 2 Senior 3 Senior 4
2nd Asst Senior 6 Senior 8 Senior 5 Senior 7
Senior 4 will fill vacancy.
Refusal form doesn't come into play since vacancy
is on same shift.

Assume Senior 1-8 have signed

Refusal to Set Up for Shift Float. Assume Senior 2 isn't available.

A Tour B Tour C Tour D Tour

1st Asst Vacancy
2nd Asst Senior 1 Senior 2 Senior 8 Senior 7
2nd Asst Senior 6 Senior 4 Senior 5 Senior 3
Senior 4 will fill vacancy. Refusal form doesn't come into play since
vacancy is on same shift.
 Assume Senior 1-8 have signed
Refusal to Set Up for Shift Float. Assume Senior 2 & 4 aren't available.

A Tour B Tour C Tour D Tour

1st Asst Vacancy
2nd Asst Senior 1 Senior 2 Senior 8 Senior 7
2nd Asst Senior 6 Senior 4 Senior 5 Senior 3
Senior 8 will fill vacancy.

April 27, 2017

Union Proposal

WestRock 401k Plan*

Replace current language on page 118 and page 119 of existing Labor Agreement as follows:

The WestRock 401k savings plan* will be available to bargaining unit employees for the term of
the agreement and is made a part of the agreement by reference. The Company will give the Union
timely notice of proposed changes in the plan and that any proposed changes affecting the bargaining
unit shall be negotiated and agreed to prior to implementation within this bargaining unit except as such
changes are mandated by changes in the law.

Effective January 1, 2018 the Company will raise its match to dollar for dollar of the first seven percent
(7%) of an employees contribution to the employees 401k account.

* Insert the proper title for the 401(k) plan as described by the Company

April 27, 2017

Union proposal
Time sheets

Proposed new language:

Article IV, section 4: The Company agrees to provide employees continuous access to a payroll system
where they can verify their work time and compensated wages. The system will be readily accessible
and show; the dates employees work, hours worked, and the wage rate that corresponds with hours
worked. The wage rate should include all compensation.
 April 27, 2017
Permanent Shift Trades (Operations)

Proposal:

Permanent shift trades will not occur without approval from the Local 675 Executive Board.

April 27, 2017

Union proposal Permanent trades (Maintenance)

When two employees of the same primary craft, who are assigned to different departments/areas wish
to permanently trade each other departments/areas, the following procedure will apply;
1) All mill employees in that craft who can be affected will need to give their approval before the trade
will be allowed. If anyone in the craft disagrees with these moves, they will not be allowed.
2) If the individuals agree to the move they will become immediately permanent and no recall will be
allowed.

Union proposal April 27, 2017

Life and AD&D after 65
Currently;
Appendix G Basic Life Insurance and AD&D
After age 65, coverage for active employees for Basic Life Insurance and AD&D continues.
However, the level of coverage at age 65 will be reduced by 8% per year thereafter, until
retirement, but not below $4000.00. At actual retirement at or after 65, coverage will be
reduced to the $4000.00 Life Insurance/Medical Insurance coverage presently provided for
retired employees.

Proposed;
Appendix G Basic Life Insurance and AD&D
After age 65, coverage for active employees for Basic Life Insurance and AD&D continues.
At actual retirement at or after 65, coverage will be reduced to the $6000.00 Life
Insurance/Medical Insurance coverage presently provided for retired employees.
 April 27, 2017

UNION PROPOSAL Labor Pool Preference

Proposal:

During a new hires probationary period, he/she will be able to sign first, second, and third preferences
of the departments he/she would desire to be assigned to either during probation, if applicable, or upon
completion of his/her probation. The preference list will be maintained in the HR department, and an
employee will add/remove his or her name from the preference list during normal business hours.

April 27, 2017

UNION PROPOSAL MOU Labor Day Contribution

Proposal:

An annual Labor Day contribution of $6,000 will be paid to the CPU Local 675 Labor Day fund before the
close of business on the last Friday in July. This contribution will be used solely for the annual
community Labor Day celebration organized by CPU Local 675. The company will be publically
recognized for its contribution.

April 27, 2017

UNION PROPOSAL Article XVI, Section 6

Current Language:

The Company will compensate those members of the Grievance Committee or their witnesses as
designated by the Union at their respective hourly rates for the documented time lost from work due to
keeping their appointments with Management, but not to exceed a total of (125) hours per month.

Proposal 1:

The Company will compensate those members of the Grievance Committee or their witnesses as
designated by the Union (125) hours per month at their respective hourly rates for the documented
time lost from work due to meeting preparation and keeping their appointments with Management.
Any of the 125 hours not utilized within the month will rollover to the following months, but not to
exceed a total of 125 hours rolled over or 250 hours total in any month.
 April 27, 2017
Union Proposal: Article IV, section 6

Article IV, section 6: (Not a language addendum) It is agreed that the Company and Union will each send
a representative to mutually agreeable job analysist training to help facilitate compensation for job
changes that occur in the course of the current labor agreement.
According to Article IV, section 6, the following is a list of some of the jobs that have substantially
changed and will need to be negotiated. While this list is a good faith effort to address current job
changes, the Union requests that any changes either party may not be aware of be addressed at a later
date.

Job Analyst Evaluated List

BLEACHED PULP MILL

Tank Car Unloader - Current Labor Grade 10 - Proposed Labor Grade 15

Utility Assistant - Current Labor Grade 3 - Proposed Labor Grade 4

ENVIROMENTAL SERVICES

First Assistant - Current Labor Grade 9 - Proposed Labor Grade 17

POWER DEPARTMENT

Shift Lead - Current Labor Grade 36 - Proposed Labor Grade 38 = $38.87

RECOVERY DEPARTMENT

Shift Lead - Current Labor Grade 36 - Proposed Labor Grade 38 = $ 38.87

No. 2 First Operator - Current Labor Grade 30 - Proposed Labor Grade 31
No. 1 First Operator - Current Labor Grade 25 - Proposed Labor Grade 26
Recausticizing Operator - Current Labor 22 - Proposed Labor Grade 24
Assistant Operator - Current Labor Grade 21 - Proposed Labor Grade 22
Second Assistant - Current Labor Grade 18- Proposed Labor Grade 19
Third Assistant - Current Labor Grade 17 - Proposed Labor Grade 18
Forth Assistant - Current Labor Grade 16 - Proposed Labor Grade 17
Fifth Assistant - Current Labor Grade 15 - Proposed Labor Grade 16
Sixth Assistant - Current Labor Grade 14 - Proposed Labor Grade 15

NO 1 PAPER MACHINE

Team Lead - Current Labor Grade 35 - Proposed Labor Grade 36

First Assistant - Current Labor Grade 29 - Proposed Labor Grade 30
Loading Coordinator - Current Labor Grade 23 - Proposed Labor Grade 25
Second Assistant - Current Labor Grade 18 - Proposed Labor Grade 21
Third Assistant - Current Labor Grade 13 - Proposed Labor Grade 16
Fourth Assistant - Current Labor Grade 11 - Proposed Labor Grade 14

NO 2 PAPER MACHINE

Team Lead - Current Labor Grade 35 - Proposed Labor Grade 36

First Assistant - Current Labor Grade 29 - Proposed Labor Grade 30
Second Assistant - Current Labor Grade 21 - Proposed Labor Grade 23
Third Assistant - Current Labor Grade 13 - Proposed Labor Grade 16
Fourth Assistant - Current Labor Grade 11 - Proposed Labor Grade 14

NO 8 PAPER MACHINE

Shift Lead - Current Labor Grade 36 - Proposed Labor Grade 38 = $38.87

First Assistant Dry End - Current Labor Grade 28 - Proposed Labor Grade 29
First Assistant Wet End - Current Labor Grade 28 - Proposed Labor Grade 30
Second Assistant Coater Operator - Current Labor Grade 19 - Proposed Labor Grade 20
Second Assistant Scales Operator - Current Labor Grade 18 - Proposed Labor Grade 19
Second Assistant Winder Operator - Current Labor Grade 17 - Proposed Labor Grade 18
Third Assistant Operator Dry End - Current Labor Grade 10 - Proposed Labor Grade 13
Third Assistant Operator Winder - Current Labor Grade 10 - Proposed Labor Grade 12
Fourth Assistant Operator - Current Labor Grade 7 - Proposed Labor Grade 10

LOADING DEPARTMENT

Loader Shipper - Current Labor Grade 11 - Proposed Labor Grade 14

Loader Helper & Bracer - Current Labor Grade 8 - Proposed Labor Grade 11
Cleanup- Utility - Current Labor Grade 3 - Proposed Labor Grade 5

STOCKS & ADDITIVES

Material Handler - Current Labor Grade 9 - Proposed Labor Grade 11

S&A Material Utility Assistant - Current Labor Grade 6 - Proposed Labor Grade 7
Material Utility Operator - Current Labor Grade 5 - Proposed Labor Grade 6

QUALITY ASSURANCE

Paper Inspector A - Current Labor Grade 16 - Proposed Labor Grade 19

Paper Inspector B Current Labor Grade 16 Proposed Labor Grade 18
Control Tester A - Current Labor Grade 10 - Proposed Labor Grade 13

GMS&S

Air Filterman - Current Labor Grade 9 - Proposed Labor Grade 11

Garage Attendant - Current Labor Grade 8 - Proposed Labor Grade 10
Miscellaneous Operator - Current Labor Grade 5 - Proposed Labor Grade 7
General Laborer - Current Labor Grade 3 - Proposed Labor Grade 5

CENTRAL STORES

Storekeeper - Current Labor Grade 17 - Proposed Labor Grade 19

Stores Operator Current Labor Grade 11 Proposed Labor Grade 15
Repairman & Tool Keeper - Current Labor Grade 11 - Proposed Labor Grade 13
Laborer - Current Labor Grade 2 - Proposed Labor Grade 3

DRY RUN WOODWARD

Second Assistant Current Labor Grade 13 Proposed Labor Grade 14

Third Assistant Current Labor Grade 9 Proposed Labor Grade 12

April 27, 2017

Union proposal
GMS&S Vacancy Replacement

Proposal:
Appendix B
GMS&S Vacancy Replacement The Union proposes adding 4(four) vacancy replacement employees to
GMS&S. Three of these employees will be to replace employees for vacation load and one employee will
be to replace for leaves of absences.

April 27, 2017

Union proposal
Janitors

Proposal
Appendix B
GMS&S Cleanup(Janitor) - The Union proposes that 6 (six) janitors be put back into the mill with routes
assigned as proposed by the union. This will provide mill wide coverage with cleaning duties shared by
departmental personnel and the janitorial employees.
 April 27, 2017

General Policies

Proposal:

Concerning Covington Mill General Rules document dated November 14, 2016, the Union proposes
the following:

Establish specific tasks and areas where jewelry (ring, watches, earrings, etc.) cannot be worn.
Establish specific tasks and areas where long hair must be put up. Establish that the Company
will provide hairnets, or other agreed upon PPE for securing long hair.
Establish specific tasks and areas where facial hair is restricted to no more than three (3)
inches.
Establish areas where neckties, scarves, bandanas, etc. are not permitted.
Upon request, the Company will provide transitional lenses for employees whose work
responsibilities require them to work both indoors and outside.

April 27, 2017

Union Proposal MOU
Automatic Valve Change Guideline

It is understood the replacement of automatic flanged valves will be distributed as follows:

A) Any control valve that is 3" or less and is flanged will be assigned to the E&I group for
replacement. For any sized valve where auxiliary parts must be repaired or replaced but the valve body
remains in place, E&I will handle the repair.
B) Any control valve above 3" that is flanged or any control valve otherwise attached will be
replaced by Mechanical craftsmen.

Note: The MOU is to be signed by the IBEW Local 464, CPU/AWPPW Local 675, and WRK.

April 27, 2017

UNION PROPOSAL ARTICLE XII, SECTION 4

Proposed Language:

Section 4: Clean dining areas will be provided by the Company. These dining areas will be free of chemicals
and toxic substances that pose health hazards. The Company will consider work responsibilities that may
limit the distance employees can travel from their work stations and locate these dining areas in
convenient proximity, so as to be readily accessed by employees.
 April 27, 2017
Departmental Issues

The Union intends to discuss and or negotiate the following Departmental Issues:

CPU Local 675 Department Issues List

Department Issue Company Response

The company has no interest in scheduling
an absolute for all outages, but will
endeavor to ensure employees have an
C1 Equal overtime scheduling equal opportunity for scheduled overtime
The company is currently working with a
consultant to help us optimize store room
Central Stores Leave vacancies where they fall performance
The company is currently working with a
Align daylight and tour start consultant to help us optimize store room
Central Stores times performance
The company is currently working with a
SME or learning leader (Dept. consultant to help us optimize store room
Central Stores lacks SOP's) performance
The company is currently working with a
Add the running of rosters to consultant to help us optimize store room
Central Stores Store Tour Operator job performance
A fan was recently installed to resolve this
Central Stores Ventilation in Stores building issue, waiting on feedback
Do away with pop-ups and use
Recovery extra Shift Leaders No interest
We will work with plant security on where
Designate areas for contractors contractors park inside and outside of the
Recovery to park mill
Need dedicated Oiler for There are currently oilers assigned to the
Recovery Recovery department
Recovery Need Utility Assistant No interest
Need more Instrument and We will continue to work on improving
Recovery Electric help service to the department
We will look into options for making more
Recovery Need Shift Leader office space space
Want to operate satellite lay
Woodyard down yard No interest
No interest at this time, will review if
Woodyard Need UTV for shift Utility there is a business case
Woodyard Winter clothing allowance No interest

Woodyard Updated Job Descriptions
Woodyard CTS Building Elevator
Train fill-in Pipe Fitter for
Plant Protection vacations and absences due to
(Fire Inspectors) illnesses
Plant Protection Raise Fire Inspector pay to
(Fire Inspectors) include Self-Direction
Better Housekeeping in Locker
Welding Rooms
Welding Time sheets
Bleach Room Locker Room needs
Pulp-Mill Mechanics updated
Need larger Break Room for
Power-Millwrights Boiler/Power Millwrights
Building and Trades More people
Oilers #1 and #2 Oil Shack Flooding
Oilers Tank farm Flooding
Oilers Boil out Lines Leaking
Battery jump box for GMS&S
GMS&S Group
Employees have access to current job
qualification requirements in SkillsNow.
For any request to review pay, the
company will review any changes since
last labor agreement ratification of
8/5/2010, but changes must be presented
to the company with business case
Capital request has been submitted for
approval
The company will agree to look at this
provided we post for a fill-in, and once
trained, that person is the next to step
into the position permanently should an
opening occur. The company still reserves
the right to determine when and if to fill
the position.
The company would be agreeable to pay
individuals with more than one craft equal
to others with more than one craft;
however, the company has no interest in
paying for self-direction in this job.
The company will follow up with the
vendor contracted to clean, we are also
looking at capital upgrades to locker room
facilities
Kronos is our current time system, and the
company can provide refresher training to
individuals who ask for it to access their
information
The company will follow up with the
vendor contracted to clean, we are also
looking at capital upgrades to locker room
facilities
We are open to having a team work to use
LEAN work practices to simplify and
organize the space for better utilization
No interest
We will look into moving the oil shack to
another location; also a capital request
has been submitted for approval to
improve the flooding issue
Capital request has been submitted for
approval to improve the flooding issue
We will continue to address repairs as
needed
Agreed
GMS&S Kenwood 2-way radios (6) Agreed
The area looked at is not available for this
use, and the cost would be too much, we
GMS&S Windshield washing station are open to discussion on options
Snow blade attachment for rental
GMS&S bobcat No interest
GMS&S Small snow blower for sidewalks Agreed
We are looking into relocation of the mail
and sorting area to stores or a nearby area
to eliminate the issues with the mail van,
GMS&S Purchase newer mail van sorting area, and Fedex issues
Sandwich vending machine with Will look into options for vending options
GMS&S microwave station for this area
Electric outlets installed in We will follow up with mill forces to
GMS&S hallway improve the area as requested
We will follow up with mill forces to
GMS&S Steam heater in hallway improve the area as requested
We will follow up with mill forces to
GMS&S Build a partition wall in hallway improve the area as requested
Will review any changes since last labor
agreement ratification of 8/5/2010, but
changes must be presented to the
GMS&S Evaluate jobs in GMS&S company with business case
Confined space monitors with
GMS&S bump stations (4) Agreed
We are looking into relocation of the mail
and sorting area to stores or a nearby area
to eliminate the issues with the mail van,
GMS&S Mail sorting area sorting area, and Fedex issues
This is not practical or cost effective for
GMS&S Awning over GMS&S equipment the area
The company agrees to give employees
refresher fork truck training for the Utility
Bleach Room Fork lift training and Vacancy replacement classifications
The company agrees to have a snack
machine installed on the "basketball
court" provided the atmosphere is
Bleach Room Snack machine in control room acceptable
The company agrees to install a washer
and dryer in an appropriate location that
Bleach Room Washer and dryer upstairs suits the majority
Need to address everyone on shift being a
Tour Maintenance Lead lead
Extra 1st Assistant utilizing
Stocks & Additives seniority promotion
 April 27, 2017
Union proposal

Agreements and Understandings C. Selection Procedure for Apprentices

Current language
4. Interview panels for apprenticeship selection will be comprised of four members
including representatives from both Labor and Management.
5. For final selection to the Apprentice Department, the applicant must score"7" or
above in the Nowlin Selection process consisting of both written test and interview scores.
Among those applicants scoring "7" or above in the selection process, seniority will be the
deciding criteria.

Proposal
4. Interview panels for apprenticeship selection will be comprised of four members, two
journeymen and two representatives from management.
5. For final selection to the Apprentice Department, the applicant must score "6" or
above on a nine (9) point scale in the process consisting of both written test and interview
scores. Among those applicants scoring "6" or above in the selection process, mill seniority will
be the deciding criteria.