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AGREEMENT

This Agreement is made and entered

into at Lowell, Michigan, this 20th day of

November, 2015, by and between ATTWOOD

CORPORATION, 1016 N. Monroe, Lowell, Michigan,

hereinafter referred to as the "COMPANY" and

the INTERNATIONAL BROTHERHOOD OF BOILERMAKERS,

IRON SHIP BUILDERS, BLACKSMITHS, FORGERS, AND

HELPERS AFL-CIO, Local M-7, hereinafter

referred to as the "UNION".

The company agrees that if they should

move the operation, now being done at its 1016

N. Monroe, Lowell Michigan Facility, to

another location within 50 miles of Lowell,

this agreement shall be recognized by the

company at the new location and all hourly

employees covered by this agreement shall be

offered to move with the operation.

PREAMBLE

The Company and the Union have a mutual

objective in maintaining successful and

profitable operation of the business and

constructive labor relations, bearing in mind

that the Company is a customer service plant.

The parties agree that the following

conditions of employment will govern the

employment of those individuals covered by

this Agreement and designated as employees of

Attwood Corporation.

Attwood is dedicated to helping marine

customers succeed. Our mission is to partner

with customers and provide the best value in

our products and services by working to

understand pleasure boat business

opportunities, needs, and problems. We

provide:

. high quality products that consistently

meet or exceed customer expectations.

K9848

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. dependable, on-time delivery to keep

customer assembly lines running and

prevent retail out-of-stocks, and

. competitive prices.

For marine, we focus on boating and

fishing accessories and components that help

maximize the pleasure boating experience, as

well as related markets.

We embrace new technology and continuous

improvement to better service customers, to

provide exceptional value, and to produce

superior business results.

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ARTICLE I

UNION RECOGNITION

The Company recognizes the Union as the

exclusive bargaining agent with respect to

wages, hours of employment or other conditions

of employment for all production, maintenance,

and other factory employees of the Company's

plant located at 1016 North Monroe Street,

Lowell, Michigan but excluding plant clerical,

office clerical, inspectors, administrative

employees, professional employees, guards,

temporary/on-call employees and all

supervisory employees as defined in the Labor-

Management Relations Act of 1947 as amended.

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ARTICLE II

UNION REPRESENTATION

Section 1. For the purpose of

representation, the employees of the Company's

plant located at 1016 N. Monroe, Lowell,

Michigan will be represented by a plant-wide

committee of three (3), of which one (1) shall

be the President herein referred to as

Chairperson. This committee will represent the

Union on all matters. The size of the

committee and number of stewards can be

changed with the mutual consent of the Union

Committee and Management.

Section 2. a. The first shift will

have a steward and alternate steward in the

following departments or combination of

departments.

1. Assembly

2. Stockroom Warehouse, Shipping and

Receiving

3. Pedestals

4. MotorGuide / Technical Assembly

(Maintenance will be represented by a

steward from one of the departments noted

in items 1 or 2.)

b. Second shift will be

represented by a Union steward and

alternate steward for Assembly,

Warehouse, Pedestals and MotorGuide.

c. The employees on any shift will

be represented by only one of the above on any

given issue. The alternate steward will

replace the elected steward when he or she is

not readily available.

Section 3. Union officials may be

selected in any manner determined by the

Union; however, once selected, members of the

Shop Committee shall be assigned to the first

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shift, provided they have seniority, and there

is work on the first shift that they are

qualified to perform. The Shop Committee shall

have preferential seniority plant-wide for

layoff purposes. Stewards shall have

preferential department seniority for layoff

purposes provided they have the ability to

perform the scheduled work. A steward can only

be bumped from his/her classification so long

as he/she has the skill and ability to bump

into another classification within the same

department and on the same shift. It is

further understood in the event of a Shop

Committee person and a Steward working in the

same department they both shall have

preferential seniority for

involuntary/temporary transfers with the

member of the Shop Committee being considered

as having the greater seniority and the

Steward being considered as having the next

greater seniority. Any such preferential

seniority shall apply only during their term

in office. Section 4. The Union shall keep the

Company advised in writing of their

appointment or election of Union

representatives. Such duly certified employees

shall be recognized by the Company upon

receipt of written notification.

Section 5. The Company agrees that

the Chairperson or Designated Committee Person

or Deputy Chairperson will be permitted time

during the day for investigation of legitimate

grievances that have progressed beyond step

one of the grievance procedure provided he/she

records time on a card for that purpose,

secures permission from the floor supervisor

before leaving and reports to the floor

supervisor upon return. The Company also

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agrees that permission will not be unreasonably withheld. The Chairperson or Designated

Committee Person or Deputy Chairperson will be

compensated at the current rate of their

classification, including add-ons for time so

spent. The parties agree that such time will

be kept at a minimum and that this right will

not be abused. The Company also agrees to pay

members of the Union Committee and Deputy

Chairpersons up to one (1) hour once a month

for the purpose of meeting and communicating

with Stewards from all shifts. It is

understood that in no event will the Company

pay for more than one committee person and/or

one steward in the processing of grievances.

The Company and the Union Committee shall

meet once each month for one(1)hour for the

purpose of reviewing the steward’s agenda and

Third Step grievances. The Company will pay

the members of the Union Committee. By mutual

consent, other parties may be present.

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ARTICLE III

UNION SECURITY

Section 1. All permanent fulltime

employees at the end of their 90th calendar

day (not including absences) may become

members of the Union.

Section 2. (a) The Company agrees to

deduct from the wages of each employee in the

bargaining unit who submits a voluntary

authorization card directing such deduction,

the Union membership initiation fees and dues

assessments in effect from time to time. Such

authorization card shall be effective the

month in which received by the Company, but

dues shall be deducted in accordance with the

provisions of Section 2 (c) of this Article.

(b) The Financial

Secretary of Local M-7 will submit to the

Company, by the first day of each month, the

amounts so due the Union by the individual

employees.

(c) Such deductions shall

be made by the Company from the paycheck for

the first day falling within the calendar

month, and the Company shall remit such

payment to the Secretary – International

Treasurer within ten (10) days after such

deduction. In cases where seniority employees

leave the Company and their initiation fee has

not been paid, the Company agrees to deduct

same from their last paycheck.

(d) The parties agree

that the check-off authorization card shall be

the same as currently being used.

(e) The Union will hold

the Company harmless and will accept all legal

and other responsibility for the Company's

action in making such deductions.

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ARTICLE IV

GRIEVANCE PROCEDURE

SECTION 1. A Union representative

shall be compensated at their current rate,

including add-ons for any legitimate time

spent in connection with the grievance

procedure during the scheduled work day. Time

will be paid beyond the end of the scheduled

shift only when the Union representative is

requested to stay by management. The following

grievance procedure shall be strictly

followed:

FIRST STEP: Recognizing the value and

importance of full discussion in clearing up

misunderstandings and preserving harmonious

relations, every reasonable effort shall be

made to settle problems promptly at this point

through discussion. An employee believing he

or she has cause for grieving may, at his or

her option, discuss the matter directly with

the supervisor or may take it up with his or

her steward. It shall be the obligation of the

supervisor and the steward to make their best

efforts to assure that timely and thoughtful

consideration is given to every grievance that

is discussed within the scope of their ability

and authority.

Initial oral discussions with the

supervisor shall be required for further

processing of a grievance, and failure to

honor a request for oral discussion shall be

proper basis for taking the grievance to the

second (2nd) step.

Time limitations will include

twenty-four (24) clock hours when discussing

rates and five (5) working days from

occurrence of the alleged violation of the

contract. In the event time limitations are

surpassed, facts surrounding the violation

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will be reviewed and mutually agreed to

whether the grievance will be allowed. If the

grievance is accepted beyond the time

limitations, there will be no additional

Company liability after the fifth (5th) day.

SECOND STEP: In the event the grievance

has not been satisfactorily resolved in the

initial oral discussion (Step 1), and the

steward wishes to appeal the grievance

further, it will be submitted in writing to

the Human Resource department. After the

grievance is submitted, an answer will be

given in writing within five (5) working days.

The Company may request a time extension for

further investigation of the grievance. A

meeting will be held to discuss second step

grievance answers.

THIRD STEP: If the grievance is not

resolved at the Second Step, it may be taken

up by the Shop Committee with the Company at

the next meeting, but no longer than thirty

(30) days from the date of the Second Step

meeting, unless mutually agreed upon, provided

the Union notifies the Company within five (5)

working days after the Second Step meeting

that it desires to process the grievance

further. If no such notice is given, the

grievance shall be considered dropped and

shall not be resubmitted.

If the grievance involves discharge

or disciplinary layoff, the grievant may be

present, and he or she will be compensated for

any time lost from the regularly scheduled

work day for the time so spent.

The Fifth Step can be initiated if

the grievance is not resolved at Step Four by

mutual consent of the Union and Management.

FOURTH STEP: If no satisfactory

settlement has been reached

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under the Third Step, either party may by

notice within Thirty (30) calendar days after

the end of the meeting at the Third Step, call

in special representatives, including

representatives of the Federal Mediation and

Conciliation Services and the Michigan

Employment Relations Commission, to assist in

arriving at a settlement acceptable to all

parties. If no such notice is given, the

grievance shall be considered dropped and

shall not be resubmitted. The parties, by

mutual agreement may waive this step and

proceed with the next step according to the

terms of the Agreement.

FIFTH STEP-ARBITRATION: If a grievance is not

settled at the Fourth Step, it may be

submitted to arbitration by the Union by

giving written notice to the Company within

ten (10) working days after the conclusion of

the Fourth Step meeting, or, if by mutual

agreement the Fourth Step is waived, the

notice shall be given within ten (10) working

days after the Third Step meeting. If such

written notice is not given, the grievance

shall be considered dropped and shall not be

resubmitted. The grieving party shall request

from the Federal Mediation and Conciliation

Service (“FMCS”) a list of seven (7)

arbitrators. Upon receipt of such list, the

Union and the Company shall use a coin toss to

determine which party shall strike first from

the list of arbitrators provided by the FMCS.

Each party shall strike one name in an

alternating manor until one name remains.

This selection process shall be completed

within thirty(30) working days of receipt of

said list. The grieving party shall notify

the FMCS of the remaining name. The award of

the arbitrator shall be final and binding on

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the Company, the Union and the employee or

employees involved. The expenses of the

arbitrator, including the arbitrator’s fee,

shall be shared equally by the parties. Each

party shall pay its own costs of preparation

and presentation.

The arbitrator shall only have the power and

authority to interpret and apply the

provisions of this Agreement to the grievance

presented and the arbitrator’s decision shall

apply only to the issue arising out of the

facts of such grievance. The arbitrator shall

have no authority to alter, amend, modify,

nullify, ignore or add to the provisions of

this Agreement. The arbitrator shall have the

power and authority to establish the effective

date of any award.

Copies of all arbitration awards shall be

given to the Company and the Union.

SECTION 2. A grievance is a claim of

a violation of a contract provision by the

Company from an employee in the bargaining

unit, or between the Company and the Union

concerning wages, hours, and other terms and

conditions of employment, and refers to the

specific provision of the contract violated

and the facts pertaining to such alleged

violation.

SECTION 3. The Union has the right to

file a grievance at the Second Step on any

questions of application or interpretation of

this Agreement.

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ARTICLE V

INDUSTRIAL PEACE

SECTION 1. Continuous and

uninterrupted manufacture and

production of goods by the Company, and

orderly collective bargaining relations

between the Company and Union to secure prompt

and fair disposition of grievances being

essential considerations of this Agreement, it

is agreed that the Union and its members,

individually and collectively, will not,

during the term of this Agreement, cause,

permit or take part in any strike, picketing,

sit-down, stay-in, slow-down, nor be locked

out.

SECTION 2. In consideration of the

afore Agreement, the Union Committee must

cooperate with the Management and extend every

effort to produce a good day's work and do

everything in their power to control its

members.

SECTION 3. In further consideration

of the afore Agreement, the Company must

cooperate with the Union Committee to extend

every effort to halt adverse working

conditions as they arise.

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ARTICLE VI

MANAGEMENT RIGHTS

SECTION 1. The Company retains

exclusively all the customary and normal

functions of management, including, but not

limited to, the right to determine labor

requirements of the Company, the right to

hire, transfer, promote employees; suspend,

discharge or otherwise discipline employees

for just cause; to establish rules; to relieve

employees from work because of lack of work;

and to maintain discipline and efficiency of

employees, except that these provisions will

not be used to override any of the provisions

of this Agreement.

SECTION 2. The Union recognizes the

Company's exclusive rights to take action in

all matters pertaining to the products to be

manufactured, the location of the operations,

subcontracting, contracting out or contracting

in, the schedules, the methods, means and

processes of manufacture, materials to be

used; and the right to introduce new and

improved methods and facilities and to change

existing methods and facilities. When

economically feasible, the Company agrees to

fully utilize its work force regarding

subcontracting so as not to cause layoff of

seniority employees. It is agreed that the

taking of inventory, including the means,

methods, and personnel used, is a management

accounting function reserved solely and

exclusively to management. People selected for

the taking of inventories will be determined

by seniority of those who are best qualified,

as determined by management, and will be paid

at their current rate including add-ons.

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SECTION 3. Transfer of Company Title

or Interest. The Company shall give notice of

the existence of this Agreement to any

purchaser, transferee, leasee, assignee, etc.,

of the operation covered by this Agreement or

any part thereof. Such notice shall be in

writing with a copy to the Union at the time

the seller, transferee or lessor executes a

contract of transaction as herein described.

SECTION 4. The company will notify the

union committee as soon as possible on matters

affecting union members pertaining to

displacement of union members or job

classification elimination as the company

deems practical. With the understanding that

the union committee will not disclose

confidentiality.

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ARTICLE VII

SENIORITY

SECTION 1. Employees shall acquire

seniority upon completion of their

probationary period with their seniority date

being the date of hire. During this

probationary period such employees may be laid

off or terminated at the sole discretion of

the Company. The probationary period is 90

calendar days (not including absences),

however, the Company may extend the

probationary period by up to 30 additional

calendar days (not including absences). The Company will furnish

the Union Committee with up-to-date seniority

lists at the beginning of each calendar

quarter.

SECTION 2. Seniority is defined as

length of service with the Company; shall be

determined from the last date of hire, and

shall be applied only as specifically set

forth in this agreement.

In cases where employees have the

same date of hire, the first initial of the

employee's last name that they were hired in

at will be used to determine seniority.

SECTION 3. (1) Seniority will be

applied first by department and second by

classification within the department, provided

the senior employee has the ability to perform

all the average requirements of the job.

SECTION 4. The principles of

seniority herein described shall be applied to

layoffs and recalls, as prescribed herein:

A. Temporary Layoff. When the work

force is to be reduced due to emergencies,

machine or equipment breakdowns, shortage of

materials, temporary lack of work or other

production difficulties which are of a

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temporary nature, employees may be laid off in

any way the Company deems necessary, for a

period not to exceed ten (10) working days. An

employee may request to extend the temporary

layoff period with the approval of Human

Resources based on production needs. The

Company's intent is to follow seniority where

practical in these situations.

B. An indefinite layoff is a layoff for

lack of work for more than ten (10) working

days during which seniority shall apply and a

posted notice of at least forty-eight (48)

hours will be given.

C. Employees laid off from their

classification may exercise seniority

elsewhere in the department by notifying their

direct supervisor or the Human Resource

Department within 24 hours of the posted

layoff notification date as described in

Section B above, to displace the junior

employee with the least seniority in any

classification in which the laid off employee

has the ability. Seniority employees on

indefinite layoffs upon request or transfer

will be considered for current job openings

per Section 7 of this Article.

D. The Company has developed a cross

training program in conjunction with the Union

committee for all employees who wish to become

certified in a classification outside of their

home department. Employees will be paid for

time spent on certification training.

Training will be provided based on completion

of home department matrix and workload with

certification and recertification provided bi-

annually. Certified employees will meet the

definition of ability in Article VII, Section

4E and 4F for bumping purposes.

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E. When a classification is eliminated,

the employees in that classification may

exercise seniority within two (2) working days

of their layoff date to displace the junior

employee with the least seniority in any

classification plant-wide in which the laid

off employee has the ability. Any such

employee who is bumped because of

classification elimination shall have the same

opportunity as described above.

Employees whose job classifications

are eliminated and bump into a new department

will have their company seniority travel with

them immediately to the new department for

recall purposes. Employees will have up to

thirty (30) calendar days to demonstrate

ability to perform the job they have chosen to

bump to. This period may be extended an

additional thirty (30) calendar days upon the

approval of management.

The Company will determine the

number of positions, specific jobs and shifts

for employees bumping into a department during

the initial thirty (30) or sixty (60) calendar

day period.

Employees who do not successfully demonstrate

ability to perform the job they have bumped,

will be placed on layoff status. Any such

employee will have the opportunity indicated

under Sections 4E and 7 and be subject to

Section C.

F. Employees laid off from their

department for lack of work shall await recall

to their department; after ninety (90)

calendar days, they may elect to bump the

least senior employee in any classification

provided they have the skill and ability. This

applies only to bumping to other departments.

If the employee does not notify the Human

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Resources Department of their intent within

five (5) working days before the end of the

ninety (90) calendar day period, they shall

await recall to their department; however,

they will be given first opportunity under

Section 7 for employment before hiring new

employees. Employees selecting this option

will no longer have recall rights to their

former department except as follows:

The most recent employee from a

skilled position to utilize a plant-wide bump

may be temporarily transferred back to their

former classification for training/fill-in

purposes for a period not to exceed sixty (60)

calendar days. This period may be extended

with the approval of the Union and Management

committees.

Employees who do not utilize their

90 day bumping option and are later recalled

from layoff, will have another 90 day bumping

option if they are laid off again at a later

date.

Employees who are recalled from

layoff to fill-in for another employee on

leave or vacation for less than 90 days will

not have the time counted toward their 90 day

plant-wide bumping option.

G. Recall Procedure: When employees

laid off for lack of work are to be recalled

to a department other than their own, they

will have recall rights to their former

department.

Employees offered recall to their

former department who decline will forfeit

their recall rights.

The following recall procedures will

be followed:

(1) The employee will be called by

telephone, or notified in person of his/her

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recall and the date on which he/she is to

return to work.

(2) If an employee cannot be

contacted personally under (1) above, the

Company will send a certified letter notifying

the employee of his/her recall to work and the

date of his/her return.

(3) Any employee notified in

accordance with (1) and(2) above, who fails to

report by the end of the proper shift on the

third (3rd) working day after notice is sent

to his or her last known address, shall be

considered to have quit, unless an employee

presents an acceptable reason for his or her

failure to report.

If the date given in the recall

notice is a date beyond the end of the third

(3rd) working day specified above, then the

employee shall have until the end of the shift

on the day specified to report before being

considered as a quit, unless an employee

presents an acceptable reason for his or her

failure to report.

It is mandatory that each employee

maintains his or her correct address and

telephone number on file with the Company's

Human Resources Department, and the Company

shall not assume any responsibility in the

event notices are not received because the

last address or telephone number is not

correct. The union will be supplied quarterly

with a list of names and addresses to be

printed off the Human Resource database of

employees represented by the union.

The Company reserves the right to

temporarily fill any job during the processing

of recalls in any manner it sees fit, provided

it has initiated the recall procedure.

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Severance

If there are any permanent layoffs

during the course of the agreement the union

reserves the right to negotiate with the

company over the impact on the affected

employees, including proposals for severance

pay.

H. Voluntary Layoff. Senior employees

within a department and classification, may at

their option, apply for a layoff in lieu of

junior employees taking an involuntary layoff.

Such requests for layoffs shall be for either

a period of 90 calendar days or 30 calendar

days, as specified at the time of request

unless recalled from layoff. With regards to

the 30 day layoff, an employee can extend

their layoff by an additional 30 days by

notifying the Company ten working days prior

to the end of the 30 day period if there is

still a need for such a layoff when the

employee is to return, and no other senior

employee in the classification volunteers. A

voluntary layoff of Skilled Trade or skilled

position individuals will be subject to

Management approval to verify sufficient

qualified back-ups are available within the

department. Such an employee on layoff shall

notify the Company ten (10) working days prior

to the end of the three (3) month period of

their intent to return to work. If there is

still a need for such layoff when the employee

returns, and no other employee in the

classification volunteers, the employee may

request another layoff.

In the case of a recall, employees

on involuntary layoff will be recalled first

in seniority order. If additional employees

are still needed, then employees on voluntary

layoff will be recalled in reverse seniority

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order. Other provisions for recall shall be

the same as in "G" above.

SECTION 5. An employee shall lose

his/her seniority for the following reasons:

A. If the employee quits.

B. If the employee is discharged for

just cause.

C. If the employee fails to report for

work upon recall from layoff as

outlined in Section 4G.

D. If the employee is absent from work

three (3) consecutive days without

giving a reasonable excuse for such

absence. E. Once an employee completes the

provisions of Article 3, Section 1,

they will have recall rights for

eighteen months. It is the

employee’s responsibility to

personally, notify the Human

Resource Department every 90 days,

of their desire to remain on the

recall list.

F. A list of laid off employees will be

given to the first shift steward in

that department. In the event of a

clerical error, the remedy will be

limited to reinstatement to the

seniority list.

SECTION 6. Departments and

classifications for the purpose of exercising

seniority are as follows.

Management will establish training

programs where, in their opinion, it is

practical and needed to maintain or enhance

employee skills, learn new concepts, or will

provide the employee the opportunity to

upgrade themselves. Such training will be

offered and will be mandatory if required by

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law or necessary to maintain proficiency

within their classification.

A. ASSEMBLY

1. Assembler

2. Assembler/Trainer*

B. Warehouse Inbound

1. Storekeeper

2. Storekeeper/Truck Driver **

3. Truck Driver**

4. Storekeeper/Trainer*

5. Receiving/Storekeeper*

6. Receiving*

C. Warehouse Outbound

1. Storekeeper/Operator

2. Pressure Machine Operator

3. Storekeeper/Trainer*

D. MAINTENANCE (Skilled Positions)

1. Facility Maintenance Technician**

2. Maintenance Technician I

3. Maintenance Technician II**

4. Maintenance Technician III**

E. PEDESTALS

1. Pedestal Operator

2. Senior Weld Technician**

3. Weld Technician/Operator**

4. Welder Setup/Operator**

5. Welder/Operator

6. Pedestal Operator/Trainer*

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7. CNC Programming and Prototype

Lathe/Mill Setup Operator**

8. CNC Lathe/Mill Setup and Operator**

9. CNC Lathe/Mill Changeover and

Operator

F. MOTORGUIDE

1. MotorGuide Operator

2. MotorGuide Operator/Trainer*

G. TECHNICAL ASSEMBLY

1. Technical Assembly Team Member

* Prior Experience Required

** Prior Experience Required and Skilled

Position

All Skilled Positions have been assigned

the responsible department and are denoted by

two asterisks (**) after the position title.

The job titles are agreed upon for Skilled

Position Groupings for the purpose of

exercising seniority rights.

All Skilled Positions shall be furnished

with basic perishable tools necessary to

perform their basic jobs. All tools purchased

by the Company shall be considered the

property of the Company.

Management reserves the right to combine

classifications when necessitated due to

changing workloads, and will notify the union

prior to any change. In the establishment of

new and/or changed job classifications, the

subsequent rates will be mutually agreed upon

with the Union.

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SECTION 7. The Company and the Union

firmly agree to the principle of job

opportunity for all employees. For the

purpose of this Article, the words “job

opening” shall mean: A permanent vacancy or

open position that is not the result of a

leave of absence, disciplinary suspension, or

vacation, where manning levels remain the

same, and also the result of the creation of a

new classification or the need of additional

permanent employees in an existing

classification. To allow everyone to be able

to upgrade themselves, within the limits of

their abilities, job openings will be filled

by the following procedure:

An employee can only utilize a “job bid”

within a department if the position the

employee is bidding on is in a different

classification.

Employees hired prior to November 6, 2006

who successfully bid on an open position

(excluding Maintenance) will move to the 8

month rate of their current classification.

A. When an opening occurs, it will be

filled from within the department, where

possible, by a departmental posting.

If a qualified candidate is not

found, the job will be posted on the Brunswick

website and notice of job opening will be

posted on the bulletin board near the main

employee entrance for a period of at least

forty (40)hours. This posting may be

simultaneous with the posting within the

department.

In all cases, qualified candidates shall

be selected by the following guidelines:

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(1) The ability to perform the

qualifications listed for the job, which may

include testing.

(2) A satisfactory record on the

present job.

(3) When the foregoing factors are

relatively equal, seniority shall govern.

After the posting has expired, the

Company may hire new employees. The Company

does agree to give current employees an

opportunity as trainees prior to hiring new

employees as trainees.

B. Any employee transferred under the

provisions of this Section will retain and

accumulate seniority in the former

classification and former department and shall

have date-of-entry seniority in the new

classification and new department for a period

of sixty (60) calendar days for skilled

classifications and thirty (30) calendar days

for unskilled classifications unless qualified

earlier. In which case, their seniority will

follow at that time. With an additional

extension of thirty (30) days, where warranted

may be added, with mutual consent of Union and

Management. After such period of time (30 or

60 days), the employee's full seniority shall

apply in the new classification and new

department and shall be cancelled in the

former classification and former department.

During the 30 or 60 day period the Company may

return the employee to the former

classification and department or the employee

may elect to return to the former

classification and department within ten (10)

working days. However when an opening occurs

in the classification for which the employee

has been offered the position and the employee

turns down the transfer, or if the employee

26

elects to return to the former classification

and department, this will still be counted as

a successful job bid.

C. An employee may have no more than

two (2) successful job bids in a twelve (12)

month period. There shall be no bidding into

any other position for a period of three (3)

months. Promotions into a skilled trade will

be counted as a successful job bid.

D. Any employee on Medical leave of

absence or on restricted work shall be

eligible to participate under this Section,

provided it is within one (1) week of the date

the attending physician releases the employee

to return to work. The Company reserves the

right to place an employee in the position

temporarily to await the employee's return

from leave.

SECTION 8.A. It is agreed that the

Company may temporarily transfer employees to

another classification in their own or in any

other department where needed to assist

production. Any employee filling a temporary

vacancy will not gain permanent seniority in

that classification. This transfer will be

filled by the lowest seniority employee from

the department affected when qualified to do

the necessary work. Employees so transferred

will continue to receive the hourly base rate

of his or her regular seniority classification

or the higher paid classification, whichever

is greater. The intent of this section is not

to deprive another department of normal

overtime or prevent the creation of a

permanent job opening. The temporary transfer

will not exceed forty (40) working days for

any specific employee except where noted below

unless mutually agreed to by the Company and

Union. Employees will be given the

27

opportunity to work eight (8) hours. Any

employee temporarily transferred into a single

or double asterisk position for training or

fill-in purposes, will not be subject to the

above limitations.

In the case where there is an employee on

layoff, (excluding voluntary layoffs) from

that classification, the temporary transfer

will not exceed ten (10) working days unless

agreed to by the Union.

SECTION 8.B. The Company shall be able

to utilize temporary/ on-call employees to

work situations such as replacements for

absenteeism, leaves of absence, vacations and

during periods of increased workload.

Temporary/on-call employees are not subject to

the provisions of this Agreement. Employees

on layoff may decline to work temporary/on-

call positions at their option. It is agreed

that the Company will not utilize

temporary/on-call employees to cause the

layoff or transfer of seniority employees,

fill permanent vacancies or to cause a

reduction in the regularly scheduled hours of

a department. At no time during this

agreement shall the number of temporary

workers exceed twenty-five percent (25%)

during the off season and fifty percent (50%)

during season of the entire union workforce.

The start of the six (6) month season will be

mutually agreed to by the Company and Union in

a meeting held annually.

Permanent staffing requirements will be

determined at the end of each Fiscal Year (by

December 31) during the planning process for

the following Fiscal Year (January through

28

December). Anticipated staffing requirements,

adjusted for seasonality, will be compared to

actual staffing levels. If additional

employees are indicated, they will be hired as

determined by production requirements in

accordance with the terms of Article VII,

Section 7. The status of current openings

will be reviewed quarterly with the Union

Committee at the regular monthly meeting.

Employees leaving the Company due to

retirement or termination during the year will

be replaced based on production requirements.

Permanent posted positions (Article VII,

Section 7) will not be filled by temporary/on-

call employees for periods of longer than

ninety (90) calendar days. This time frame

may be extended by mutual consent of the Union

and Management Committees. Temporary/on-call

employees shall not receive overtime unless

department seniority employees have refused.

The Union will be notified weekly regarding

the need for temporary/on-call employees.

SECTION 9. Any employee of the Company

who has heretofore, or hereafter been

transferred from a position in the bargaining

unit to a position outside the bargaining unit

shall be credited with his or her full

seniority in the job classification last held

before such transfer. If returned to the

bargaining unit by the Company, he or she

shall accumulate Company service. Non-

supervisory employees will be granted a six

(6) month probationary period during which

time he or she may return to the bargaining

unit; however, the non-bargaining unit

employee may return to the bargaining unit in

the classification from which he or she left

at any time up to six months. He or she may

also return after six months providing he or

29

she does not cause a layoff of another

bargaining unit employee. Union seniority will

be frozen for the time spent outside the

bargaining unit beyond the probationary

period.

Any employee temporarily transferred from

a bargaining unit position to a position

outside the bargaining unit for a period up to

one hundred twenty (120) working days in any

twelve (12) month period will continue to

accumulate seniority in the job classification

last held before the transfer. Employees will

be selected by qualifications and then

seniority to fill the temporary position. The

Union will be notified before any such

transfer is made.

SECTION 10. Whenever an employee with

seniority develops a physical condition which

makes it impossible for the employee to meet

the performance requirements of the present

job or the Company doctor determines that the

present job will be likely to aggravate the

condition, the safety manager and the Company

will attempt to place the employee on a job

where the performance requirements can be met,

providing it will not jeopardize or aggravate

the employee in performing his newly assigned

responsibilities. The Union will be notified

regarding any such assignment. There will be a

thirty (30) day probationary period for both

parties to be certain the transfer is a

successful one. Employees with permanent

disabilities shall have priority over other

employees "bidding" for jobs under Section 7

above, but they may not displace any other

employee in their present classification. In

the case of a temporary disability of less

30

than sixty (60) calendar days, this will not

be considered a permanent transfer.

The medical condition shall be determined

by their family doctor, but in cases where the

Company questions the disability, the employee

may be referred to the Company doctor. If a

dispute arises, a third doctor shall be

selected by the Company doctor and employee's

doctor by mutual agreement. The third doctor's

answer shall be accepted.

Shift Transfer

SECTION 11. Employees may use a shift

preference (bump) to move from one shift to

another in the following manner:

A. Upon written application, employees may

transfer from one shift to another in

their department and classification, and

on the basis of their seniority, provided

the shift they request is currently

utilizing their classification in their

department and the employee is fully

qualified to do all the work required of

the classification on the shift.

B. An employee requesting to utilize a shift

preference (bump) to fill a vacant

position within the same classification

and same department, may do so only after

the position has been posted department-

wide and plant-wide and no employee has

bid on the position.

C. Employees who are entitled by seniority

to change shifts may exercise their

preference only once every six month

period beginning from the date the

preference was exercised.

31

D. There will be a maximum of ten (10)

working days in which to complete the

transaction.

E. Employees recalled from layoff will have

shift preference according to seniority.

SECTION 12. Supervisory employees

shall not perform work on any hourly rated job

classification, except when this will not

prevent such work (1) in emergencies, when

regular employees are not immediately

available, (2) in the instruction or training

of employees, (3) in testing materials and

production, (4) or when an employee has

requested assistance. The department steward,

or in his absence, a committee member, must be

notified before such work is performed, except

as described in item (2). This section will be

strictly adhered to.

32

ARTICLE VIII

LEAVES OF ABSENCE

SECTION 1. Personal Leave. An

employee requesting a personal leave of

absence shall make application to his or her

immediate supervisor on a form provided by the

Human Resources Department. This section is

intended for leave requests of 1 week or more.

This leave of absence form must be signed by

the supervisor, superintendent and Human

Resources office before such employee's leave

becomes effective. Any leave that the employee

deems too personal in nature to discuss with

his or her supervisor may be discussed with

the Human Resources office. This matter will

be held in total confidence and a decision

rendered. This leave of absence may be granted

for personal reasons for a period not to

exceed thirty (30) days. Two additional thirty

(30) day extensions may be granted with the

approval of management when the services of

the employee are not immediately required and

there are employees available in the plant

capable of doing his or her work, provided the

employee does not work in any occupation for

his or her gain during the leave of absence

unless mutually agreed to by the Company and

the Union. Any violation of this provision may

result in the employee losing his or her

seniority. Previously scheduled and approved

vacation time need not be used prior to

granting a personal leave.

SECTION 2. Sick Leave. If an

employee is ill or suffers an injury

necessitating absence from work, the employee

will, on application, be granted a leave of

absence up to the length of his or her

seniority at time of illness or injury, or up

33

to twelve (12) months, whichever is less,

provided such leave is supported by a doctor's

certificate if required by the Company, and

the Company reserves the right to require a

physical examination at Company expense by the

Company doctor. Such sick leave is extendable

for one (1) additional period of twelve (12)

months upon presentation of a doctor's

certificate to the effect an extension is

needed. The Company reserves the right to

require a physical examination, at Company

expense, by the Company doctor before any such

employee will be permitted to extend such

leave or return to work. If a dispute arises,

a third doctor shall be selected by the

Company and the employee's doctor by mutual

agreement. The third doctor's answer shall be

accepted.

SECTION 3. Military Leave. Any

employee who leaves the service of the Company

for military service under the provisions of

any law, shall, upon completion of this

service, be entitled to all the re-employment

rights to which he or she is entitled under

such law. Seniority shall accumulate during

such leaves.

SECTION 4. Union Leave. Leave of

Absence necessary for Union business will be

granted to any employee appointed or elected

to a position with the International Union or

Local Union as a Union Representative with

accumulation of seniority, provided twenty-

four (24) hours advance notification is given.

SECTION 5. Family Medical Leave. The

provisions of this article are understood to

be subject to the terms of the Family and

Medical Leave Act of 1993 in accordance with

procedures established by the Company

consistent with the Act.

34

SECTION 6. Insurance Continuation.

Continuation of insurance coverage for leaves

is in accordance with Article XIV, Section 3.

35

ARTICLE IX

HOLIDAYS

Subject to the conditions hereafter set

forth, the Company agrees to pay the employees

eight (8) hours pay at current base rate for

holidays. The holiday schedule will match the

Brunswick holiday schedule with eleven (11)

annual Holidays. Holiday schedules will be

determined by November 1st for the following

calendar year. Holidays will include:

Thanksgiving

Friday After Thanksgiving

Christmas Eve

Christmas Day

New Year's Eve

New Year's Day

Good Friday

Memorial Day

Fourth of July

Labor Day

One (1) Floating Holiday

Date for the Floating Holiday and

holidays falling on weekends will be

coordinated with corporate holiday/financial

calendar.

In order to qualify for such holiday pay,

each employee must have completed thirty (30)

days, and must have worked 8 hours on the last

regularly scheduled work day prior to each

such holiday and the first regularly scheduled

work day after such holiday unless excused for

absences upon showing such were due to (a)

layoffs for lack of work, (b) bona fide injury

or illness supported by a doctor's certificate

when requested, (c) funeral services in the

immediate family as defined in Article XIII,

Section 9A, or (d) pre-approved vacation,

(e)spouse or child victim of serious accident

36

or illness requiring immediate medical

attention (supported by a doctor's certificate

if requested), or (f) personal leave granted

to attend funeral services other than

immediate family or (g) other bona fide

excused absence. All excused time shall be

limited to the time reasonably necessary under

the circumstances.

If an employee is excused for one of the

reasons enumerated above, his/her absence

still must begin not more than fifteen (15)

calendar days prior to the holiday in order to

remain eligible for holiday pay.

If any employee works part or all of any

such holiday, they shall receive double their

regular hourly rate for the time worked. This

is in addition to the employee's regular

holiday pay.

If a paid holiday falls within an

employee's scheduled vacation period, and the

employee would have been eligible for holiday

pay for that holiday but for the vacation, the

employee shall receive the holiday pay for

that holiday in addition to his vacation pay.

If an employee is scheduled and accepts a

work assignment on a paid holiday and fails to

come in, he or she will be disqualified for

holiday pay.

37

ARTICLE X

HOURS OF WORK AND OVERTIME

SECTION 1. The normal workweek for

overtime purposes shall be from Monday at

12:00a.m. to the following Sunday at 11:59

p.m. The normal work day will be eight (8)

hours, Monday through Friday, consecutively.

All employees will be at their work station

performing the work assigned except for

scheduled break periods and lunchtime.

SECTION 2. Overtime Premium.

Employees shall be paid time and one half for

all hours worked in excess of eight (8) hours

in any one workday. Employees shall be paid

double time for all hours in excess of ten

(10) hours in any one work day.

Employees assigned to a normal work week

of four (4) days, ten (10) hour shifts shall

be paid time and one half for all hours worked

in excess of ten (10) hours in any one

workday. Employees shall be paid double time

for all hours in excess of twelve (12) hours

in any one work day.

If an employee has an unexcused

absence during the work week, such employee

will forfeit premium pay he or she would

otherwise have been eligible for on his or her

first forty (40) clock hours. Excused absence,

holidays and vacation days will count the same

as clock hours at the rate of eight (8) hours

per day for overtime purposes.

38

Employees will be excused for the

following reasons:

A. Holiday.

B. Company's failure to supply

sufficient work.

C. Death or funeral services in

the immediate family (as

defined in Article XIII,

Section 9A).

D. Spouse or child victim of

serious accident or

sickness requiring immediate

medical attention (supported by

doctor's certificate if

requested).

E. Employee's bona fide injury or

illness (supported by doctor's

certificate if requested).

F. Scheduled vacation day or days.

G. Official Union business.

H. Medical and dental appointments

that have to be

made in advance and during the

employee's normal hours of

work, provided twenty-four (24)

hours advance notice is given

and the doctor's slip is

presented upon the employee's

return if requested.

I. Or other bona fide excused

absence.

All excused time shall be limited to

the time reasonably necessary under the

circumstances.

SECTION 3. Double time shall be paid

for all Sunday work. There will be no

pyramiding or duplication of overtime premium

payments.

39

SECTION 4. The Company reserves the

right to establish shift starting and quitting

times, rest period time and lunch periods.

Shop Committee Chairperson will be notified in

advance of changes in starting and quitting

times. A rest period of twelve (12) minutes

duration will be provided during the first

half of each shift, and wash-up period of five

(5) minutes duration will be provided prior to

the beginning of the lunch period and prior to

the end of the shift. A twelve (12) minute

rest period will be allowed in the second half

of a shift. Any employee working a ten (10)

hour shift will be allowed an extra ten (10)

minute break after the eighth (8th) hour of

work performed. Rest and wash-up periods will

be strictly adhered to, and violation of the

privileges may result in disciplinary action.

SECTION 5. Nothing in this Agreement shall

guarantee any number of hours of work, except

as outlined in Article 10, Section 7, nor

shall there be any limitation of the Company's

right to schedule or require overtime work

other than set forth in "A", "B", "C", "D",

and "E" below.

A. Assignment of Overtime. Overtime

in any classification shall be

assigned as equally as practical by

shift among qualified employees in

such classifications. Overtime will

be balanced as equally as possible

between shifts within the

department. Employees normally on

specific assignment on a normal work

day, unless it is a continuation of

a job, will perform the overtime

work required. A current record will

be kept of departmental overtime.

Questions regarding disputes of

40

overtime will be discussed by the

supervisor, employee and steward as

they arise, and the remedy shall be

limited to balancing. Overtime

within classifications by shift will

be equalized within forty (40)

hours. For the purpose of balancing

overtime will be charged on the

basis of actual clock hours and the

balancing record will be posted

within the department. In situations

where only limited work is available

for a specific classification, the

work can be assigned to employees by

low overtime hours provided they

have the skill and ability to

perform the other classification.

B. Anyone who is absent and unexcused

from voluntary overtime (whether

scheduled or unscheduled) shall be

charged with double the number of

hours that would have been worked

for overtime balancing purposes.

Anyone who is absent and unexcused

from scheduled (not voluntary)

overtime shall be charged with time

and one half the number of hours

that would have been worked for

overtime balancing purposes.

C. Scheduled Overtime. Scheduled

overtime is overtime that is

scheduled either plant-wide, by

department, within a department, or

by one or more shifts depending on

production scheduling requirements.

Scheduled weekend overtime notice

will be posted at least two (2)

hours prior to the end of the shift

on Thursday. Scheduled daily

41

overtime will be posted at least

four (4) hours prior to the end of

the preceding day. For daily

overtime, when a partial department

or shift is required, volunteers and

then temporary employees will be

solicited. For weekend overtime,

when a partial department or shift

is required, volunteers within the

department, then employees from the

back-up overtime list, then

temporary employees will be

solicited. If the needs of the

partial department or shift are not

met by volunteers and then temporary

employees, the additional needs will

be filled on a seniority basis from

junior to senior.

D. Voluntary Overtime. Voluntary

overtime may be requested of

employees in specific

classifications or specific jobs by

supervision. Notice of same day

voluntary overtime selection will be

given at least two (2) hours prior

to the end of the shift. If proper

notification is not given, overtime

may be refused and those hours will

not be reflected as having been

worked for overtime balancing

purposes. If employees are asked to

work voluntarily from senior to

junior and refuse, and sufficient

qualified temporary employees do not

accept, then overtime will be

assigned starting with the junior

employees with the necessary skill,

ability and production experience,

on up until there are enough people,

42

and overtime shall be required of

those people selected, regardless of

the time of notice.

E. Skilled Positions Overtime. Skilled

positions employees working on and

familiar with a critical assignment

can be required to work beyond the

end of their normal shift to

complete the assignment. All same

day overtime assignments not of a

critical and familiar nature as

determined by the supervisor, will

be handled according to Section 5.D

of this article.

F. Back-Up (Week-end/Holiday) Voluntary

Overtime. In the event of overtime

situations where proper advance

notice cannot be given, employees

will be selected from a department

overtime sign-up listing by low

overtime hours. A sign-up listing

will be posted weekly in the

department. If a sufficient

number of employees are not

available, the provisions of Section

5.D. "Voluntary Overtime" will

apply. Employees who cannot be

reached by phone will be considered

for overtime by low hours on the

next listing on which they sign up.

All employees from other departments

will be eligible to sign the back-up

(week-end/holiday) overtime posting,

with the following provision:

- As long as it does not result

in a back-to-back shift

- An employee can only volunteer

to work in a different

department if they are not

43

scheduled to work in their

normal department.

- Each shift must maintain 75% of

regular departmental employees.

- Provisions only apply for

assembly operators, (and

storekeepers if recent

experience and current hi-lo

license).

G. Overtime Cancellation. Notification

of cancellation of weekend overtime

will be given at least two (2) hours

prior to the end of the shift on

Friday. Late cancellation will allow

the employee to work the scheduled

overtime within the plant. If an

employee chooses to work elsewhere

within the plant, the rate of pay

will be the higher of the two base

rates. The Company will make an

attempt to notify employees of

cancellation of scheduled daily

overtime by phone for employees who

are on an approved leave of absence

(i.e., vacation day/jury duty/etc.

Section 6. Any employee called to

work or permitted to come to work for his or

her regular shift, without having been

properly notified in advance that there will

be no work, shall receive a minimum of four

(4) hours pay at his or her regular hourly

rate, or if put to work, four (4) hours work

at his or her hourly base rate, or the rate of

the job to which assigned, whichever is

greater. Refusal to perform assigned work will

result in loss of call-in pay eligibility. The

Company will not be responsible in any

situations where the employee cannot be

44

contacted due to not having a phone, or not

notifying the Company of phone number changes.

In case of a situation caused by power

failure, fire, Act of God, or any other

situation beyond the control of the Company,

the Company will not be liable. Equipment

failures which are shown to be due to

negligence are not to be considered beyond the

control of the Company. If such a situation as

set forth above occurs after employees have

begun work on their shift but before they have

completed four (4) hours of work and have been

denied a job opportunity because of any of the

above situations, they will be compensated a

minimum of four (4) hours pay.

Whenever an employee is called in for

emergency work before or after regular hours

or on Saturday, Sunday or holidays, he or she

shall receive a minimum of four (4) hours

call-in pay.

Section 7. When it is necessary to

curtail production in a job classification,

volunteers for lack of work will be taken

prior to reducing employees to provide the

normal work day and normal work week for the

remaining employees.

Overtime During Layoffs. When employees

within a job

classification with established seniority

rights are laid off and are available for

recall, hours of work shall not be increased

over forty (40) hours per week unless

temporary emergency situations arise including

behind conditions or quality problems. Working

of overtime will not be limited when employees

are on layoff from the department due to

bumping and there has been no actual reduction

in the department staffing levels. The

45

committee and department steward will be

notified when these situations occur.

Section 8. The Company recognizes the

inherent advantages of job rotation. To the

extent practicable and within the limits of

individual employee abilities, the Company

will rotate jobs within a classification. The

Company will consider suggestions pertaining

to rotation by employees in the department.

46

ARTICLE XI

VACATIONS

Section 1. Employees who on January

1st of any calendar year who have the required

seniority shall be entitled to vacation pay,

and vacation time off as specified in Section

2.

Section 2. The following vacation

schedule will apply to employees who qualify.

Vacation pay shall be paid at current base

rate.

Vacation Vacation

Days Hours

Less than 3 years 6 48

3 years but less than 7 years 11 88

7 years but less than 10 years 13.5 108

10 years but less than 15 years 16 128

15 years but less than 20 years 18.5 148

20 years but less than 25 years 21 168

25 year or more 23.5 188

Effective January 2018, the following vacation

schedule will apply to employees who qualify.

Vacation Vacation

Days Hours

Less than 3 years 6 48

3 years but less than 7 years 11 88

7 years but less than 10 years 13.5 108

10 years but less than 15 years 16 128

15 years but less than 20 years 18.5 148

20 years but less than 25 years 21 168

25 years but less than 30 years 23.5 188

30 years or more 25 200

47

In order to qualify for vacation pay per the

above schedule, the employee must have worked

the following number of required hours during

the preceding vacation year.

1300 or more 100% of schedule

520 or more 50% of schedule

Any hour amount between 520 and 1300 will be

calculated on a prorated basis.

Employees who have quit or have lost

their seniority for any reason shall not

qualify for any vacation pay.

Section 3. Employees who have been on

Workmen's Compensation leaves will have those

weeks counted as if worked at forty (40) hours

base rate provided the employee has actually

worked during the vacation year.

Section 4. Employees having

additional time off for vacations or late

changes may make arrangements for such time

off with the Department Supervisor, and,

subject to the needs of production, the

Company will attempt to comply with such

requests. Vacation schedules will be issued by

October 1, and applied for by the end of the

employees shift on November 1, of the vacation

year to allow seniority employees, per

classification, per department, their choice.

Vacation requests must be approved by the

Company and a copy of the employee’s initial

confirmation slip will be returned to the

employee by December 1st.

Section 5. Vacation pay will be

issued to employees at the time vacation is

taken.

Section 6. A retiring employee or

deceased employee shall receive prorated

vacation pay.

48

ARTICLE XII

PRODUCTION STANDARDS

SECTION 1. Work standards shall be

established by the Company on the basis of

fairness and equity, consistent with quality

of workmanship, efficiency of operations and

reasonable working capacity of normal

operators. The Company agrees they will not be

discriminatory by continually studying one

employee when there are other qualified

employees available.

SECTION 2. A standard hour represents

the amount of accepted consistent quality work

that can be produced in one (1) hour by an

average operator working with average skill

and average effort, under average conditions

and established methods, and is called one

hundred percent (100%) performance when

produced in one actual man hour. Any rate

after November 6, 1982 will utilize a P.F.D.

factor of 12% against the clock hours.

Additional allowances will be given if

required.

SECTION 3. Work standards for any

operation may be reviewed and adjusted at any

time in accordance with Sections 1 and 2.

No standard shall be changed unless the

overall accumulated effect is greater than

plus or minus two percent (2%).

Any revised work standard will be subject

to the grievance procedure and to

arbitration by a qualified time-study

engineer. When a rate is in dispute, the

Union may bring in a qualified time-study

representative as indicated in Section 7.

SECTION 4.

Method of establishing standards shall be

by Time Study and/or use of Standard Data.

Data for a Time Study may be collected in

49

person or by reviewing video of the work being

performed. Within 72 hours of completing a

Time Study the person conducting the study

will give to the employee studied and/or his

or her Union representative the following

information in writing:

A. Employee's name.

B. Total number of studies.

C. Number of units observed.

D. Strike-Outs. All recorded time on

the time-study sheet which will not

be used in the calculation of the

standard and/or study must carry

with the strike-outs on the time

study a clear and acceptable

explanation as to why they were not

used.

E. The rating factor for each element.

A new job may be studied more than once

prior to a rate being put into effect when

deemed necessary in order to be sure that the

established rate is equitable.

SECTION 5. A file will be made

available to an operator upon request showing

the complete method of performing a rated job.

There will be no standard set until the method

of operation, in accordance with the

Operations Manual and the quality standards is

established.

SECTION 6. The Union agrees to try a

rate placed on a job for a period of sixteen

(16) production hours. If, at the end of that

time the Union wishes to contest the rate, it

should so notify the department supervisor.

The Company will then restudy the job. When a

study is in dispute, more than one person will

be evaluated. When needed, management agrees

to make a one (1) hour time study on those new

standards that are in dispute. The floor

50

supervisor and department steward will make

judgment who will be studied for the one (1)

hour period. The employee and quality control

representative must sign all time study jobs

after study is completed. Copies of these time

studies will be given to the department

steward.

A qualified Union timestudy

representative may be present on rates in

dispute at the third step of the grievance.

Pertinent data will be made available to this

qualified Union timestudy representative.

SECTION 7. The Company shall notify

the Union Chairperson and/or a Union Committee

person at least 5 working days prior, when

possible, to any time study. The Union may

elect to appoint a time study representative

to be present during all time studies;

however, that time study representative shall

be from the “Assembly Department”.

51

ARTICLE XIII

MISCELLANEOUS

SECTION 1. Communications posted on

the Union Bulletin Boards must be approved by

the Company and Union Committee.

SECTION 2. Any part of this Agreement

which shall conflict with applicable law, now

or in the future, shall be null and void, but

only to the extent of the conflict; all other

parts shall be in full force and effect for

the duration of this Agreement.

SECTION 3. Work rules, shop rules and

safety rules deemed necessary and proper to

the operation of the plant by the Company,

will be posted with copies made available to

each employee.

Management will give serious

consideration to all suggested rule changes

which the Union may propose and a special

meeting for this purpose will be held on a

semi-annual basis. Rules will be reasonable.

Before changing or adding any rules, the

Company will discuss same with the Union

Committee and will give serious consideration

to any proposed changes. Any new or changed

rule will be posted for a minimum of seventy-

two (72) hours before becoming effective.

A copy of rules currently in effect will

be attached to this Agreement, but are not to

be considered a part of this Agreement.

Employees have the right to grieve over

the application of any work rules in

any given factual situation.

SECTION 4. Employees who are injured

on the job and are sent to the doctor or

hospital or home, by the Company

representative will be paid for time lost on

the day of injury and/or visits to the above

as follows.

52

A. If he or she returns to work on that

day, he or she will be paid for time

spent away from work because of the

injury at their current rate,

including add-ons.

B. If he or she is sent home from the

doctor's office or hospital, he or

she shall be paid for time lost on

that day from work because of the

injury according to the schedule in

(A) above.

C. If subsequent visits to the doctor's

office or hospital

are required and such visits cannot

be scheduled so as not to interfere

with the employee's scheduled work

hours, then the employee shall be

compensated according to the

schedule in (A) above.

D. Employees from the second shift who

are injured on the job and required

to report to the clinic on the

following day will be paid two hours

of straight time according to the

schedule in A above.

SECTION 5. SAFETY The Company will

make reasonable provisions for the safety and

health of its employees during the hours of

their employment.

A. No employee shall be allowed to

continue work on any job which is

unduly hazardous to safety and

health.

B. All items of safety equipment, the

use of which is a condition of

employment, shall be furnished.

However, if safety equipment is

53

lost, replacements must be paid for

by the employee. All equipment

furnished by the Company shall be

returned at the time of layoff or

termination.

C. A joint Health and Safety Committee

is to be established. This committee

is to consist of three (3) members

from the Union and three (3)

Management representatives. The

meeting will be held monthly as set

by the Committee. Any change in the

above numbers must be jointly agreed

to by Union and Management. The

Safety Committee Chairperson is to

be a member of the Union and duly

elected by the Safety Committee.

The authority of the Union members of the

Safety Committee is:

(1) Discuss safety hazards with the

departmental floor supervisor. The

floor supervisor is then to take the

appropriate action. If the dispute

is not resolved on the off shift,

the steward and deputy chairperson

may become immediately involved.

(2) If the request is not acted upon

within a reasonable period of time,

contact the Safety Manager. If the

Safety Manager is not available,

contact the Personnel Office for

direct action on the alleged safety

hazard. (3) Operations may be shut down only by

Management.

54

D. The Company agrees to maintain

adequate first aid facilities and

will train as many people as

practicable in first aid for the

second shift.

SECTION 6. Jury Duty Pay. An

employee will receive the difference in pay

computed at eight (8) hours base rate for jury

duty service. An employee will be excused

without pay for subpoena or summons as a

witness or legal guardian, with documentation.

SECTION 7. Emergency Response Team

Each member of the Attwood emergency response

team will be paid an additional twenty cents

($.20) per clock hour. They will also be paid

one (1) hour at base rate for any meeting they

may be asked to attend by management outside

of their regular shift. They will also be paid

at average earnings for each emergency

response. Management has the right to appoint

or to remove any emergency response team

member at their discretion.

SECTION 8 Tool Allowance Based on

the judgment of supervision, small hand tools

and equipment necessary for performance of a

job will be issued to the employee by the

Company. In the event these tools are

repeatedly lost and need replacement, the

company may charge the employee for the cost

of replacement.

SECTION 9. Bereavement Pay.

A. When death occurs in an employee's

immediate family, a leave of absence for three

(3), eight (8) hour paid days will be granted.

Such leave is to be taken within 1 week of the

date of death. Immediate family is defined as

husband or wife, child, stepchild, stepchild

55

of spouse, parent, stepparent, sister, half

and step sister, brother, half and step

brother, grandparent, step-grandparent,

grandchild, step-grandchild mother-in-law,

step-mother-in-law, father-in-law, step-

father-in-law, daughter-in-law and son-in-law.

A reasonable amount of time will be allowed to

travel if it falls on Monday through Friday,

and the distance to travel prevents return to

work on the day after the funeral.

B. When a death occurs in an employee’s

extended family, a leave of absence for one

(1), eight (8) hour paid day will be granted.

Such leave is to be taken within one (1) week

of the date of death. For Winter deaths with

Spring services, Employee may use one (1)

eight (8) hour unpaid excused day for burial

services in the Spring with documentation.

Extended family is defined as: grandparent of

spouse, aunt, uncle, sister-in-law, brother-

in-law, niece and nephew.

C. If all or part of an employee's

vacation falls during the bereavement

period, that portion of the vacation may

be rescheduled at a time mutually

agreeable with the supervisor.

Verification may be required in reference

to the death.

SECTION 10. The Company and Union

agree that with respect to all matters

involving hiring, tenure of employment,

promotion, compensation, training, transfers,

assignments, and other terms and conditions of

employment, there shall be no discrimination

because of race, religion, ethnic origin,

handicap, Vietnam era and disabled veterans,

sex or age of any employee.

56

SECTION 11. The Company will assume

the cost of printing the local Agreement in

booklets. These booklets will be made

available to all employees within 90 days

after signing this agreement. The company

will also provide the International Union with

a pdf electronic copy of the agreement.

SECTION 12. The Company agrees to

continue to provide a smoking area for its

employees. The Union and its members will

extend its full cooperation in maintaining the

cleanliness of the area. Should a problem

arise, the Company and the Union Committees

shall meet to discuss solutions. However,

repeated problems with the cleanliness of the

area could result in the closing of the

smoking area.

SECTION 13. The Company and the Union

(on behalf of itself and its members) agree

that this Agreement represents a complete

Agreement on all matters which are or may be

the subject of collective bargaining for the

duration of the Agreement, and except as

spelled out in the language of this Agreement,

notifications from one party to the other,

under the provisions of any law, are

specifically waived, and are not to be

implied.

57

ARTICLE XIV

INSURANCE

SECTION 1. The Company agrees to pay

the insurance premiums to the carrier chosen

by the Company to provide the following

benefits:

Employee Coverage only:

Life Insurance

1.5 X base annual salary

Accidental Death and Dismemberment

1.5 X base annual salary

Short Term Disability

60% of Base Pay up to $500 weekly

maximum

14 calendar day waiting period

Maximum 24 weeks

SECTION 2. Employees will be eligible

for the following insurance and benefit

programs:

Medical/Prescription

Dental

Vision

Life Insurance

Accidental Death and

Dismemberment

Spouse Life

Child Life

Personal Accident Insurance

Flexible Spending Accounts

Short Term Disability

Optional Long Term Disability

58

Retiree Medical

Plan coverages, eligibility and cost are in

accordance with individual Summary Plan

Descriptions (SPD’s).

Employee Bi-Weekly Medical/Dental

Contributions

The above medical and Dental plans and

employee contribution rates will be adjusted

in January of each year at the same levels as

Lowell office hourly and salaried < $50k

employees.

SECTION 3. Continuation of Insurance.

Group Life, Accidental Death and

Dismemberment, hospital-medical-surgical

benefits, and dental benefits for employees

laid off for lack of work, sick leave, and

personal leave will continue to be made

available to employees for three (3) insurance

months beginning the first of the month

directly following the date of such event,

with the Company's contribution continued.

Insurance will be continued for one (1)

insurance month in the case of military and

Union leaves. The Company's contribution will

not exceed three (3) insurance months for any

single leave or combination of leaves.

Employees will be eligible to purchase

extended medical and dental coverage under the

terms of the Consolidated Omnibus Budget

Reconciliation Act (C.O.B.R.A.), from the date

of the qualifying event. Premium costs and

lengths of continuation will be in accordance

with the COBRA law. Insurance coverage will be

maintained by the Company for any employee on

a Workman's Compensation leave of absence. It

is understood that there shall be a non-

59

duplication of benefits clause in any

hospital-medical-surgical or dental plans.

SECTION 4. All changes in insurance

benefits and employee contributions, unless

otherwise indicated, will become effective as

of January 1 of each year.

SECTION 5. The current Brunswick Rule

of 65 Retiree Medical plan will be offered to

eligible Union retirees in accordance with the

provisions of the plan document.

60

ARTICLE XV

PENSION

A. The Company will freeze the benefit

multiplier and the crediting of additional

service (including but not limited to vesting

and credited service, other than purposes of

determining eligibility for early retirement

and/or disability benefits) in the present

Brunswick Pension Plan for Hourly Bargaining

Unit Employees on December 31, 2013.

Thereafter, the Plan Administrator shall have

the ability to terminate the Plan only on the

condition that Plan assets are disbursed to

Plan participants in the form and manner

required by law.

B. The purpose of the 401(K) program is

to help employees provide for additional long-

term savings and retirement needs. The

Company will maintain a 401(K) program for

Union employees. The program will provide for

pre-tax savings deductions for employees along

with investment options and quarterly

statements.

Effective July 1, 2013, the Company matching

formula for participants in the 401(k) Plan

(hereafter referred to as the Brunswick

Retirement Savings Plan or “BRSP”) will be 50

cents on the dollar for every dollar an

employee contributes up to 6% of eligible

compensation deferred by the employee, subject

to the provisions of BRSP in effect at the

time eligible pay is deferred.

C. An employee may retire during the

term of this Agreement after attaining age

sixty-five (65) without an actuarially reduced

pension benefit. Effective December 31, 2013,

61

a “hard” freeze is in effect on the pension

plan. In no event will any Participant accrue

any additional benefits under the Plan for any

period after December 31, 2013 (“pension

freeze date”). For the purpose:

a. Vesting Service will not include any service for any period after the

pension freeze day for any purpose,

other than for purposes of determining

vesting, eligibility for early

retirement and/or disability benefits,

for any Participant under the Plan.

b. The monthly benefit in effect on or after November 7, 2011, equivalent to

$28.75 times years of credited service,

will remain frozen without any increase

for any purpose for any Participant

under the Plan.

c. The monthly benefit for any Participant who has not terminated employment prior

to the pension freeze date will be

determined as if such participants had

terminated employment with Brunswick on

the pension freeze date.

d. Benefits for Participants terminating employment prior to November 7, 2011

will be calculated using the monthly

benefit in effect per the Agreement and

Plan Document as of the date of such

Participants’ termination without any

increase for any purpose for any

Participant under the Plan.

62

ARTICLE XVI

WAGES AND ALLOWANCES

A. The following classifications will

receive an adjustment to base rates as

follows:

B. The following contract rate maximums

will be in effect during the term of the

contract.

B.1

Pre November 6, 2006

Received 11/20/15 11/18/16 11/17/17 11/16/18

Year 1 Year 2 Year 3 Year 4

Lump sum payment amount $500.00 N/A N/A N/A

Post November 6, 2006

Received 11/20/15 11/18/16 11/17/17 11/16/18

Year 1 Year 2 Year 3 Year 4

Lump sum payment amount $500.00 N/A N/A N/A

Normal add-ons such as shift premium,

emergency response team, etc., will be applied on

top of the hourly rate.

Pre November 6, 2006 Effective Effective Effective Effective

11/23/15 11/21/16 11/20/17 11/26/18 Year 1 Year 2 Year 3 Year 4 Assembly Assembler $16.47 $16.77 $16.97 $17.07 Assembler / Trainer* $16.68 $16.98 $17.18 $17.28 Warehouse Inbound Storekeeper $16.27 $16.57 $16.77 $16.87 Truck Driver / Storekeeper** $16.81 $17.11 $17.31 $17.41 Truck Driver** $16.81 $17.11 $17.31 $17.41 Storekeeper / Trainer* $16.48 $16.78 $16.98 $17.08 Receiving / Storekeeper* $16.27 $16.57 $16.77 $16.87 Receiving* $16.27 $16.57 $16.77 $16.87 Warehouse Outbound Storekeeper / Operator $16.27 $16.57 $16.77 $16.87 Pressure Machine Operator $16.77 $17.07 $17.27 $17.37 Storekeeper / Trainer* $16.48 $16.78 $16.98 $17.08 Maintenance Facility Maintenance Tech** $22.23 $22.53 $22.73 $22.83

63

Post November 6, 2006 Effective Effective Effective

11/23/15 11/21/16 11/20/17 11/26/18 Year 1 Year 2 Year 3 Year 4 Assembly Assembler $13.15 $13.55 $13.95 $14.45 Assembler / Trainer* $14.75 $15.15 $15.55 $16.05 Warehouse Inbound Storekeeper $13.15 $13.55 $13.95 $14.45 Truck Driver / Storekeeper** $13.69 $14.09 $14.49 $14.99 Truck Driver** $13.69 $14.09 $14.49 $14.99 Storekeeper / Trainer* $14.75 $15.15 $15.55 $16.05 Receiving / Storekeeper* $13.15 $13.55 $13.95 $14.45 Receiving* $13.15 $13.55 $13.95 $14.45 Warehouse Outbound Storekeeper / Operator $13.15 $13.55 $13.95 $14.45 Pressure Machine Operator $13.65 $14.05 $14.45 $14.95 Storekeeper / Trainer* $14.75 $15.15 $15.55 $16.05 Maintenance Maintenance Technician I $14.65 $15.05 $15.45 $15.95 Maintenance Technician II $18.90 $19.30 $19.70 $20.20 Maintenance Technician III $24.40 $24.80 $25.20 $25.70 Pedestals Pedestal Operator $13.15 $13.55 $13.95 $14.45 Pedestal Operator / Trainer* $14.75 $15.15 $15.55 $16.05 Senior Weld Technician** $19.65 $20.05 $20.45 $20.95 Weld Technician / Operator** $18.65 $19.05 $19.45 $19.95 Welder Setup / Operator** $16.90 $17.30 $17.70 $18.20 Welder / Operator $14.65 $15.05 $15.45 $15.95 CNC Lathe / Mill Setup and Operator** $18.90 $19.30 $19.70 $20.20 CNC Lathe / Mill Changeover and Operator

$16.65 $17.05 $17.45 $17.95

CNC Programing & Proto Type Lathe Mill Setup Operator**

$21.65 $22.05 $22.45 $22.95

MotorGuide MotorGuide Operator $13.15 $13.55 $13.95 $14.45 MotorGuide Operator / Trainer* $14.75 $15.15 $15.55 $16.05 Technical Assembly Technical Team Member $14.75 $15.15 $15.55 $16.05

C. Efficiency and Cost Reduction Payment.

The Company will pay a 3.6% Efficiency and

cost reduction payment (of gross earnings

calculated from November 7, to November 6) to

all employees covered by this agreement,

64

provided an equivalent amount of labor savings

is realized during the period. The efficiency

and cost reduction payment will be paid

annually of each year of this contract, the

week before Thanksgiving.

D. The following wage rates will be effective

during the term of the contract for employees

hired prior to November 6, 2006 unless otherwise

noted. Employees transferring to a new

classification will enter at the six month rate

of the new classification.

BASE HOURLY RATE DOLLAR PER HOUR

Year 1 Start

4 month

8 month

12 month

16 month

Contract

Assembly

Assembler $15.47 $15.72 $15.97 $16.22 $16.47 $16.47

Assembler / Trainer* $15.68 $15.93 $16.18 $16.43 $16.68 $16.68

Warehouse Inbound

Storekeeper $15.27 $15.52 $15.77 $16.02 $16.27 $16.27

Truck Driver/Storekeeper** $15.81 $16.06 $16.31 $16.56 $16.81 $16.81

Truck Driver** $15.81 $16.06 $16.31 $16.56 $16.81 $16.81

Storekeeper / Trainer* $15.48 $15.73 $15.98 $16.23 $16.48 $16.48

Receiving / Storekeeper* $15.27 $15.52 $15.77 $16.02 $16.27 $16.27

Receiving* $15.27 $15.52 $15.77 $16.02 $16.27 $16.27

Warehouse Outbound

Storekeeper / Operator $15.27 $15.52 $15.77 $16.02 $16.27 $16.27

Pressure Machine Operator

$15.77 $16.02 $16.27 $16.52 $16.77 $16.77

Storekeeper /Trainer* $15.48 $15.73 $15.98 $16.23 $16.48 $16.48

Maintenance

Facility Maintenance Tech**

$21.23 $21.48 $21.73 $21.98 $22.23 $22.23

65

Year 2 Start

4 month

8 month

12 month

16 month

Contract

Assembly Assembler $15.77 $16.02 $16.27 $16.52 $16.77 $16.77

Assembler / Trainer* $15.98 $16.23 $16.48 $16.73 $16.98 $16.98

Warehouse Inbound

Storekeeper $15.57 $15.82 $16.07 $16.32 $16.57 $16.57

Truck Driver/Storekeeper** $16.11 $16.36 $16.61 $16.86 $17.11 $17.11

Truck Driver** $16.11 $16.36 $16.61 $16.86 $17.11 $17.11

Storekeeper / Trainer* $15.78 $16.03 $16.28 $16.53 $16.78 $16.78

Receiving / Storekeeper* $15.57 $15.82 $16.07 $16.32 $16.57 $16.57

Receiving* $15.57 $15.82 $16.07 $16.32 $16.57 $16.57

Warehouse Outbound

Storekeeper / Operator $15.57 $15.82 $16.07 $16.32 $16.57 $16.57

Pressure Machine Operator

$16.07 $16.32 $16.57 $16.82 $17.07 $17.07

Storekeeper / Trainer* $15.78 $16.03 $16.28 $16.53 $16.78 $16.78

Maintenance

Facility Maintenance Tech**

$21.53 $21.78 $22.03 $22.28 $22.53 $22.53

Year 3

Start 4

month 8

month 12

month 16

month Contract

Assembly Assembler $15.97 $16.22 $16.47 $16.72 $16.97 $16.97

Assembler / Trainer* $16.18 $16.43 $16.68 $16.93 $17.18 $17.18

Warehouse Inbound

Storekeeper $15.77 $16.02 $16.27 $16.52 $16.77 $16.77

Truck Driver/Storekeeper** $16.31 $16.56 $16.81 $17.06 $17.31 $17.31

Truck Driver** $16.31 $16.56 $16.81 $17.06 $17.31 $17.31

Storekeeper / Trainer* $15.98 $16.23 $16.48 $16.73 $16.98 $16.98

Receiving / Storekeeper* $15.77 $16.02 $16.27 $16.52 $16.77 $16.77

Receiving* $15.77 $16.02 $16.27 $16.52 $16.77 $16.77

Warehouse Outbound

Storekeeper / Operator $15.77 $16.02 $16.27 $16.52 $16.77 $16.77

Pressure Machine Operator

$16.27 $16.52 $16.77 $17.02 $17.27 $17.27

Storekeeper / Trainer* $15.98 $16.23 $16.48 $16.73 $16.98 $16.98

66

Maintenance

Facility Maintenance Tech**

$21.73 $21.98 $22.23 $22.48 $22.73 $22.73

Year 4 Start

4 month

8 month

12 month

16 month

Contract

Assembly Assembler $16.07 $16.32 $16.57 $16.82 $17.07 $17.07

Assembler / Trainer* $16.28 $16.53 $16.78 $17.03 $17.28 $17.28

Warehouse Inbound

Storekeeper $15.87 $16.12 $16.37 $16.62 $16.87 $16.87

Truck Driver/Storekeeper** $16.41 $16.66 $16.91 $17.16 $17.41 $17.41

Truck Driver** $16.41 $16.66 $16.91 $17.16 $17.41 $17.41

Storekeeper / Trainer* $16.08 $16.33 $16.58 $16.83 $17.08 $17.08

Receiving / Storekeeper* $15.87 $16.12 $16.37 $16.62 $16.87 $16.87

Receiving* $15.87 $16.12 $16.37 $16.62 $16.87 $16.87

Warehouse Outbound

Storekeeper / Operator $15.87 $16.12 $16.37 $16.62 $16.87 $16.87

Pressure Machine Operator

$16.37 $16.62 $16.87 $17.12 $17.37 $17.37

Storekeeper / Trainer* $16.08 $16.33 $16.58 $16.83 $17.08 $17.08

Maintenance

Facility Maintenance Tech**

$21.83 $22.08 $22.33 $22.58 $22.83 $22.83

General Plant Inspection Salvage (Restricted Work) 25% reduction in employee’s

current base wage. Total earnings will be based on current Michigan

state Workers Compensation laws.

E. Employees hired into the following classifications after November

7, 2006 will be eligible for the below base hourly schedule:

Year 1 Start 4 month 8 month 12 month 16 month Contract

Assembly

Assembler $12.15 $12.40 $12.65 $12.90 $13.15 $13.15

Assembler / Trainer* $13.75 $14.00 $14.25 $14.50 $14.75 $14.75

67

Warehouse Inbound

Storekeeper $12.15 $12.40 $12.65 $12.90 $13.15 $13.15

Truck Driver/Storekeeper** $12.69 $12.94 $13.19 $13.44 $13.69 $13.69

Truck Driver** $12.69 $12.94 $13.19 $13.44 $13.69 $13.69

Storekeeper / Trainer* $13.75 $14.00 $14.25 $14.50 $14.75 $14.75

Receiving/Storekeeper* $12.15 $12.40 $12.65 $12.90 $13.15 $13.15

Receiving* $12.15 $12.40 $12.65 $12.90 $13.15 $13.15

Warehouse Outbound

Storekeeper / Operator $12.15 $12.40 $12.65 $12.90 $13.15 $13.15

Pressure Machine Operator

$12.65 $12.90 $13.15 $13.40 $13.65 $13.65

Storekeeper / Trainer* $13.75 $14.00 $14.25 $14.50 $14.75 $14.75

Maintenance

Maintenance Technician I $13.65 $13.90 $14.15 $14.40 $14.65 $14.65

Maintenance Technician II $17.90 $18.15 $18.40 $18.65 $18.90 $18.90

Maintenance Technician III $23.40 $23.65 $23.90 $24.15 $24.40 $24.40

Pedestals

Pedestal Operator $12.15 $12.40 $12.65 $12.90 $13.15 $13.15

Pedestal Operator / Trainer*

$13.75 $14.00 $14.25 $14.50 $14.75 $14.75

Senior Weld Technician**

$18.65 $18.90 $19.15 $19.40 $19.65 $19.65

Weld Technician / Operator**

$17.65 $17.90 $18.15 $18.40 $18.65 $18.65

Welder Setup / Operator**

$15.90 $16.15 $16.40 $16.65 $16.90 $16.90

Welder / Operator $13.65 $13.90 $14.15 $14.40 $14.65 $14.65

CNC Lathe / Mill Changeover and Operator

$15.65 $15.90 $16.15 $16.40 $16.65 $16.65

CNC Lathe / Mill Setup and Operator

$17.90 $18.15 $18.40 $18.65 $18.90 $18.90

CNC Programming & Proto Type Lathe Mill Setup Operator

$20.65 $20.90 $21.15 $21.40 $21.65 $21.65

MotorGuide MotorGuide Operator $12.15 $12.40 $12.65 $12.90 $13.15 $13.15

MotorGuide Operator / Trainer*

$13.75 $14.00 $14.25 $14.50 $14.75 $14.75

68

Technical Assembly Technical Assembly

Team Member $13.75 $14.00 $14.25 $14.50 $14.75 $14.75

Year 2 Start 4 month 8 month 12 month 16 month Contract

Assembly

Assembler $12.55 $12.80 $13.05 $13.30 $13.55 $13.55

Assembler / Trainer* $14.15 $14.40 $14.65 $14.90 $15.15 $15.15

Warehouse Inbound

Storekeeper $12.55 $12.80 $13.05 $13.30 $13.55 $13.55

Truck Driver/Storekeeper** $13.09 $13.34 $13.59 $13.84 $14.09 $14.09

Truck Driver** $13.09 $13.34 $13.59 $13.84 $14.09 $14.09

Storekeeper / Trainer* $14.15 $14.40 $14.65 $14.90 $15.15 $15.15

Receiving/Storekeeper* $12.55 $12.80 $13.05 $13.30 $13.55 $13.55

Receiving* $12.55 $12.80 $13.05 $13.30 $13.55 $13.55

Warehouse Outbound

Storekeeper / Operator $12.55 $12.80 $13.05 $13.30 $13.55 $13.55

Pressure Machine Operator

$13.05 $13.30 $13.55 $13.80 $14.05 $14.05

Storekeeper / Trainer* $14.15 $14.40 $14.65 $14.90 $15.15 $15.15

Maintenance

Maintenance Technician I $14.05 $14.30 $14.55 $14.80 $15.05 $15.05

Maintenance Technician II $18.30 $18.55 $18.80 $19.05 $19.30 $19.30

Maintenance Technician III $23.80 $24.05 $24.30 $24.55 $24.80 $24.80

Pedestals

Pedestal Operator $12.55 $12.80 $13.05 $13.30 $13.55 $13.55

Pedestal Operator / Trainer*

$14.15 $14.40 $14.65 $14.90 $15.15 $15.15

Senior Weld Technician**

$19.05 $19.30 $19.55 $19.80 $20.05 $20.05

Weld Technician / Operator**

$18.05 $18.30 $18.55 $18.80 $19.05 $19.05

Welder Setup / Operator**

$16.30 $16.55 $16.80 $17.05 $17.30 $17.30

Welder / Operator $14.05 $14.30 $14.55 $14.80 $15.05 $15.05

CNC Lathe / Mill Changeover and Operator

$16.05 $16.30 $16.55 $16.80 $17.05 $17.05

CNC Lathe / Mill Setup and Operator

$18.30 $18.55 $18.80 $19.05 $19.30 $19.30

69

CNC Programming & Proto Type Lathe Mill Setup Operator

$21.05 $21.30 $21.55 $21.80 $22.05 $22.05

MotorGuide

MotorGuide Operator $12.55 $12.80 $13.05 $13.30 $13.55 $13.55

MotorGuide Operator / Trainer*

$14.15 $14.40 $14.65 $14.90 $15.15 $15.15

Technical Assembly

Technical Assembly Team Member

$14.15 $14.40 $14.65 $14.90 $15.15 $15.15

Year 3 Start 4 month 8 month 12 month 16 month Contract

Assembly

Assembler $12.95 $13.20 $13.45 $13.70 $13.95 $13.95

Assembler / Trainer* $14.55 $14.80 $15.05 $15.30 $15.55 $15.55

Warehouse Inbound

Storekeeper $12.95 $13.20 $13.45 $13.70 $13.95 $13.95

Truck Driver/Storekeeper** $13.49 $13.74 $13.99 $14.24 $14.49 $14.49

Truck Driver** $13.49 $13.74 $13.99 $14.24 $14.49 $14.49

Storekeeper / Trainer* $14.55 $14.80 $15.05 $15.30 $15.55 $15.55

Receiving/Storekeeper* $12.95 $13.20 $13.45 $13.70 $13.95 $13.95

Receiving* $12.95 $13.20 $13.45 $13.70 $13.95 $13.95

Warehouse Outbound

Storekeeper / Operator $12.95 $13.20 $13.45 $13.70 $13.95 $13.95

Pressure Machine Operator

$13.45 $13.70 $13.95 $14.20 $14.45 $14.45

Storekeeper / Trainer* $14.55 $14.80 $15.05 $15.30 $15.55 $15.55

Maintenance

Maintenance Technician I $14.45 $14.70 $14.95 $15.20 $15.45 $15.45

Maintenance Technician II $18.70 $18.95 $19.20 $19.45 $19.70 $19.70

Maintenance Technician III $24.20 $24.45 $24.70 $24.95 $25.20 $25.20

Pedestals

Pedestal Operator $12.95 $13.20 $13.45 $13.70 $13.95 $13.95

Pedestal Operator / Trainer*

$14.55 $14.80 $15.05 $15.30 $15.55 $15.55

70

Senior Weld Technician**

$19.45 $19.70 $19.95 $20.20 $20.45 $20.45

Weld Technician / Operator**

$18.45 $18.70 $18.95 $19.20 $19.45 $19.45

Welder Setup / Operator**

$16.70 $16.95 $17.20 $17.45 $17.70 $17.70

Welder / Operator $14.45 $14.70 $14.95 $15.20 $15.45 $15.45

CNC Lathe / Mill Changeover and Operator

$16.45 $16.70 $16.95 $17.20 $17.45 $17.45

CNC Lathe / Mill Setup and Operator

$18.70 $18.95 $19.20 $19.45 $19.70 $19.70

CNC Programming & Proto Type Lathe Mill Setup Operator

$21.45 $21.70 $21.95 $22.20 $22.45 $22.45

MotorGuide

MotorGuide Operator $12.95 $13.20 $13.45 $13.70 $13.95 $13.95

MotorGuide Operator / Trainer*

$14.55 $14.80 $15.05 $15.30 $15.55 $15.55

Technical Assembly

Technical Assembly Team Member

$14.55 $14.80 $15.05 $15.30 $15.55 $15.55

Year 4 Start 4 month 8 month 12 month 16 month Contract

Assembly

Assembler $13.45 $13.70 $13.95 $14.20 $14.45 $14.45

Assembler / Trainer* $15.05 $15.30 $15.55 $15.80 $16.05 $16.05

Warehouse Inbound

Storekeeper $13.45 $13.70 $13.95 $14.20 $14.45 $14.45

Truck Driver/Storekeeper** $13.99 $14.24 $14.49 $14.74 $14.99 $14.99

Truck Driver** $13.99 $14.24 $14.49 $14.74 $14.99 $14.99

Storekeeper / Trainer* $15.05 $15.30 $15.55 $15.80 $16.05 $16.05

Receiving/Storekeeper* $13.45 $13.70 $13.95 $14.20 $14.45 $14.45

Receiving* $13.45 $13.70 $13.95 $14.20 $14.45 $14.45

Warehouse Outbound

Storekeeper / Operator $13.45 $13.70 $13.95 $14.20 $14.45 $14.45

Pressure Machine Operator

$13.95 $14.20 $14.45 $14.70 $14.95 $14.95

Storekeeper / Trainer* $15.05 $15.30 $15.55 $15.80 $16.05 $16.05

71

Maintenance

Maintenance Technician I $14.95 $15.20 $15.45 $15.70 $15.95 $15.95

Maintenance Technician II $19.20 $19.45 $19.70 $19.95 $20.20 $20.20

Maintenance Technician III $24.70 $24.95 $25.20 $25.45 $25.70 $25.70

Pedestals

Pedestal Operator $13.45 $13.70 $13.95 $14.20 $14.45 $14.45

Pedestal Operator / Trainer*

$15.05 $15.30 $15.55 $15.80 $16.05 $16.05

Senior Weld Technician**

$19.95 $20.20 $20.45 $20.70 $20.95 $20.95

Weld Technician / Operator**

$18.95 $19.20 $19.45 $19.70 $19.95 $19.95

Welder Setup / Operator**

$17.20 $17.45 $17.70 $17.95 $18.20 $18.20

Welder / Operator $14.95 $15.20 $15.45 $15.70 $15.95 $15.95

CNC Lathe / Mill Changeover and Operator

$16.95 $17.20 $17.45 $17.70 $17.95 $17.95

CNC Lathe / Mill Setup and Operator

$19.20 $19.45 $19.70 $19.95 $20.20 $20.20

CNC Programming & Proto Type Lathe Mill Setup Operator

$21.95 $22.20 $22.45 $22.70 $22.95 $22.95

MotorGuide

MotorGuide Operator $13.45 $13.70 $13.95 $14.20 $14.45 $14.45

MotorGuide Operator / Trainer*

$15.05 $15.30 $15.55 $15.80 $16.05 $16.05

Technical Assembly

Technical Assembly Team Member

$15.05 $15.30 $15.55 $15.80 $16.05 $16.05

SPECIAL ALLOWANCES

Night shift premium will be as follows:

2nd shift $.50 per clock hour

72

ARTICLE XVII

DURATION OF CONTRACT

The terms and conditions of this

agreement shall be effective as of November

20, 2015, and shall continue in effect until

November 19, 2019 and thereafter from year to

year automatically renewing itself unless

terminated as hereinafter set forth. The 7th

day of November of each year of the contract

shall be considered the anniversary date.

Should either party desire to terminate or

modify this Agreement on November 20, 2019 or

upon any annual termination date thereafter,

not more than 90 days and at least 60 days

prior written notice must be given to the

other party.

IN WITNESS WHEREOF, the parties have

caused their names to be subscribed by their

duly authorized officers and representatives

the day and year first above written--LOCAL M-

7 OF The International Brotherhood of

Boilermakers, Iron ship Builders, Blacksmiths,

Forgers, and Helpers, AFL, CIO.

AFL-CIO ATTWOOD CORPORATION

By __________________ By _________________

By __________________ By _________________

By __________________ By__________________

By __________________ By__________________