A G R E E M E N T

This Agreement is between ROHM AND HAAS Chemicals LLC,KnoxvillePlant, hereinafter referred to as the "Company," and the United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers, on behalf of Local 90 herein after referred as the "Union."

ARTICLE I - COVERAGE

This Agreement relates solely to the employees of the Company for whom the Union is recognized as the bargaining agent at its plant in Knoxville, Tennessee.

ARTICLE II - RECOGNITION AND COOPERATION

       1.  During the life of this Agreement or any extension thereof, the Company will recognize and deal with the Union as the exclusive and sole collective bargaining agent with respect to hours, wages, working conditions and other conditions of employment for all hourly rated production, maintenance, cafeteria, and laboratory workers, including yard truck drivers, common laborers and hourly paid production clerks but excluding clerical employees, technicians, salaried employees and all supervisory employees with the authority to hire, promote, discharge, discipline, or effectively recommend such action.

2    While it is not required as a condition of employment, it is the Company's and the Union's suggestion that, in the interest of harmony, all employees become and remain members of the Union in good standing after thirty (30) calendar days of employment.  This clause does not preclude the Company's hiring whom it sees fit so long as the recall provisions of this Agreement are first observed.

(a)   Upon proper authorization (Exhibit "A" Payroll Deduction Authorization), the Company agrees to deduct Union dues and initiation fees as established by the Union and deliver said monies, together with a financial statement showing the employees from whose pay deductions were made, to the International Secretary/Treasurer of the United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers, or its successor, Five Gateway Center, Pittsburg, PA 15222 on or before the 15th day of each month.

(b)   Deductions on the basis of authorization cards submitted to the Company shall commence with respect to dues for the month in which the Company receives such authorization card or in which such card becomes effective, whichever is later.

(c)   The only Union membership dues to be deducted for payment to the Union from the pay of the employee who has furnished an authorization shall be for the monthly Union dues.  The Company will deduct initiation fees when notified by the Local Secretary-Treasurer.

ARTICLE II - RECOGNITION AND COOPERATION  (cont’d)

(d)   The sole authorized representative of the Union for the purpose of certifying the amount of any change in monthly dues or initiation fees to be deducted by the Company shall be the Local Secretary-Treasurer.

(e)   It is understood that the Union will save the Company harmless against any and all claims of liability which may arise out of, or by reason of action taken or not taken by the Company in compliance with check-off authorization cards or certified lists of Union membership furnished by or through the Union to the Company.

(f)    In the event applicable laws governing Union security are revised to the extent that they allow a significant change from the present Article II, the Company and Union agree to meet and discuss modification of the Union security provisions of the present Article II - Recognition and Cooperation.

3.    During the life of this Agreement, the Company will not enter into any contract with any employee or group of employees, or with any other employees' organization in the plant above named which would supersede the provisions of this Agreement, except as required by the National Labor Relations Board or any other governmental agency having jurisdiction in such matters.

ARTICLE III - GRIEVANCE ORGANIZATION

1.   The Union, for the purpose of effectively representing employees of the Company who are included in the bargaining unit, may appoint from this plant of the Company and the Company will recognize and deal with one (1) member of the Local Union for each shift of each department, as per lists of departments supplied by the Company, to act as shop steward in said department for which appointed.  The shop steward shall only be authorized to present grievances of the department which he  represents.

2.   The Company and the Union will furnish each other with lists of the names of their duly authorized representatives, and subsequent substitutions thereof, so that they may cooperate in properly performing their duties and effectively carrying out their responsibilities for observance of the provisions of this Agreement.

3.   The Joint Industrial Relations Committee shall be composed of representatives of the Company and the Union.

(a)   The Joint Industrial Relations Committee representatives for the Union shall consist of the President and Vice President of the Local Union and four (4) members of the Union selected from its membership.

(b)   The Joint Industrial Relations Committee representatives for the Company shall consist of members from its executive and supervisory staffs.

ARTICLE III - GRIEVANCE ORGANIZATION (cont’d)

4.    It shall be the mutual responsibility of shop steward and all other Union representatives and Company representatives to cooperate at all times in the promotion of harmonious labor relations in the plant.

ARTICLE IV - GRIEVANCE PROCEDURE

The Company and the Union both agree to investigate suggestions and complaints thoroughly and at all times make every effort to come to a prompt and mutually satisfactory solution.  Such complaints arising under this Agreement as involve wages (other than general adjustments), individual base rates, hours of employment and working conditions which any employee may desire to discuss with the Company shall be subject to adjustment.

1.    These questions must be presented as soon as possible and in no event later than ten (10) calendar days after occurrence of the incident causing the grievance and must be processed in accordance with the following procedure:

Step #l - It shall be the employee's right to discuss a problem with his immediate supervisor, by himself or in company with his steward. 

Step #2 - Should the employee and his immediate supervisor fail to reach agreement, the employee may file a grievance which must be in writing on the grievance form (five (5) copies) provided by the Company.  The statement then will be countersigned by the shop steward and presented to the employee's immediate supervisor who will set forth his answer on the same form.  The grievant, shop steward, and immediate supervisor shall meet before the grievance is answered in writing.

Step #3 - Should the shop steward and the employee's immediate supervisor fail to reach agreement, the grievance then will be submitted by the President of the Local Union or his authorized representative to the Joint Industrial Relations Committee for disposition.  (The Company may initiate a grievance at this step.)

(a)   The Joint Industrial Relations Committee shall meet at a time mutually agreed upon, provided there shall have been referred to the Committee matters of grievances for settlement or discussion and can be convened after reasonable notice has been given to each party. 

(b)   Minutes shall be kept of the meetings of the Joint Industrial Relations Committee.  These minutes shall be signed by both parties and thereafter stand as approved.  Two (2) copies will be delivered to the Officers of the Union for their files.

ARTICLE IV - GRIEVANCE PROCEDURE (cont'd)

(c)   It shall be the right of either party to refuse to discuss any grievance or other problem at the meeting of the Joint Industrial Relations Committee if such grievance has not gone through the regular steps of the grievance procedure and if such problems have not been presented as part of the agenda for the meeting at least forty-eight (48) hours before said meeting and unless they are included on the final order of business twenty-four (24) hours before said meeting.

(d)   The Joint Industrial Relations Committee does not have the right to add to, subtract from, or modify the provisions of this Agreement.  Any discussion held by the Joint Industrial Relations Committee which may result in a proposed Memorandum of Agreement shall be submitted in writing to the President of the International Union or his representative and the Plant Manager or his representative and such proposed Memorandum of Agreement shall only become effective and binding on both parties when formally signed by these latter representatives of the Union and Company.

Step #4 - Should the Joint Industrial Relations Committee fail to reach agreement, then they will express their opinions in writing and attach same to the grievance for action by the President of the International Union or his representative and the Plant Manager or his representative.  Should the President of the International Union or his representative and the Plant Manager or his representative fail to reach agreement the grievance may be referred to the Federal Mediation and Conciliation Service for mediation but should the grievance involve interpretation of the contract, then the next step shall be arbitration as described in ARTICLE V.  A notice of intent to arbitrate shall be served upon the other party within ten (10) days after the last step of the grievance procedure stating the subject of such intent.

2.    In any step of the grievance procedure, either party may call in such witnesses as it feels may be necessary to secure all the facts in the case.

3.    Employees of the Company, before acting in their capacity as Union representatives, shall arrange with their supervisor to be released from their jobs.

4.    The International President of the Union or his representatives and the President of the Local Union or his representative shall have access to the plant at any time in order to investigate matters pertaining to this Agreement.  Such access shall be granted when adequate prior request for admittance has been made to the Company.  Any officers of the Union visiting the plant on Union business may be accompanied, at the Company's option, by a Company representative.

5.    Those employees of the Company who are part of the grievance procedure shall be compensated only to the extent that such meetings are held during their regular working hours.

ARTICLE IV - GRIEVANCE PROCEDURE (cont'd)

6.    The Company retains the right to suspend and discharge any employee, but no employee will be discharged or suspended without just cause.  Any regular employee and his Union representative shall be given the reason for such discipline in writing.  If investigation proves that injustice has been done, the Company will reinstate said employee and pay him for any net loss of earnings.  Any complaint under this section must be filed with the Company in writing within forty-eight (48) hours (excluding Saturdays, Sundays and holidays) after such disciplinary action or the particular case will be considered closed.  Should a Local Union Officer be discharged, the International President of the Union or his representative shall be notified before such discharge shall become final.

ARTICLE V - ARBITRATION

1.    The arbitrator shall be appointed in accordance with the Federal Mediation and Conciliation Service Rules, then obtaining, of the Federal Mediation  and  Conciliation Service.  Written notice to the Federal Mediation and Conciliation Service and the other party will authorize the institution of proceedings under the Rules.

2.    The arbitrator in no way shall be permitted to add to, subtract from, or modify in any way the terms of this Agreement or have any authority in making of a new Agreement.  He shall have no authority over wage rates established by this Agreement but shall have authority to arbitrate such individual wage rates as involve changes in method or new operations or new or changed jobs arising during the period of this Agreement.

3.    More than one grievance may be presented at the same arbitration proceeding except that separate arbitration may be required by either party in settlement of rate disputes carried to this step.

4.    Each party shall bear its own expense pursuant to arbitration proceedings but shall share equally in any general expense jointly incurred as a result of those proceedings.

5.    The decision in such proceedings shall be rendered within thirty (30) days of the conclusion of the hearing and shall be final and binding on both parties in accordance with Federal Mediation and Conciliation Service Rules then obtaining.

6.    In view of the foregoing, the Company and Union agree that there shall be no strikes, walkouts, lockouts, or work stoppages of any nature during the term of this Agreement.

ARTICLE VI - SENIORITY

The Company and Union agree that plant seniority and competence shall be the deciding factors in making adjustments in the work force.  Exceptional cases may be discussed in the steps of the grievance procedure.

ARTICLE VI - SENIORITY  (cont’d)

1.    Seniority is based on the number of years, months and days of service that each employee has accumulated in accordance with the following rules:

(a)   All rights in a department shall be terminated 1) upon a transfer at employee request from the department; 2) upon an employee's failure to accept recall to a department from which he/she is displaced; 3) an employee will only maintain recall rights to one department.

(b)   Plant seniority is the number of years, months, and days of service credited in the bargaining unit and shall be used for job changes (for example, promotions, demotions, bidding).

(1)   An employee laid off and recalled before his or her recall rights expire will receive full credit for all time on layoff and plant seniority will remain unchanged.

(2)   If an employee's recall rights expire and he/she is later rehired, credit is granted for the period between the date of layoff and the last day on the seniority list for plant seniority purposes only.  This will result in an adjusted plant seniority date.

(3)   If an employee quits, or is fired, and is later rehired, his/her plant seniority date will be the last date of rehire.

(c)   Company seniority is the number of days, months, and years of credited Company service and shall be used in computing eligibility for pension, vacation, and long service recognition.  (For eligibility for life insurance, medical, and savings plan benefits, refer to Employee Handbook.)

(1)   An employee laid off and recalled before his/her recall rights expire will be granted one month credit for pension eligibility for each full month of layoff, up to a maximum of one year, for the period he/she was on layoff.

(2)   An employee laid off and recalled before his/her recall rights expire will be granted full credit for time on layoff for computing eligibility for vacation and long service recognition.

(3)   If an employee is terminated and later rehired, credit is not granted for the period between termination and rehire.  Credit is granted for all services prior to termination and will result in an adjusted Company seniority date.

(4)   If an employee's recall rights expire and he/she is rehired, credit is not granted for the period between the date of layoff and rehire.  Credit is granted for all services prior to date of layoff and will result in an adjusted Company seniority date.

ARTICLE VI - SENIORITY (cont’d)

2.    The seniority of Mechanical Department employees, in addition to the above, shall be based on their plant seniority within each line of progression.  See Article IX, section 7.

3.    All seniority shall be terminated under the following conditions:

(a)   If an employee engages in or encourages programs or activities which are subversive or detrimental to the security, general interest, or defense of the United States of America or if an employee's separation is requested by a Government agency for security reasons.

(b)   Failure to comply with the terms of a leave of absence or to return in accordance with the terms of a leave of absence.

(c)   If an employee is absent for three (3) working days without notifying the Company by the end of his third (3rd) scheduled shift when he is able to do so, unless he presents a reason approved by the Personnel Director.

(d)   If an employee is discharged for just cause.

(e)   If an employee quits voluntarily.

(f)    Upon any employee's failure to report his intention of returning for work within a four (4) calendar day period after receipt of recall notice and failure to actually report for work within a fourteen (14) calendar day period after receipt of notice.  Any employee, upon being laid off due to shutdown or reduction of forces, shall leave his address with the Personnel Department on a form provided for that purpose and, in the event of recall, the Personnel Department shall notify each such employee in his turn, as set forth in Article IX, Section 5, by registered letter or personal contact.  It is agreed that the responsibility of maintaining current addresses on file shall rest upon the employee and any injustice done because of lack of proper address on file with the Company shall not be subject to the grievance procedure.  The Company will keep a record of all these transactions.  Service records and employment lists shall be discussed with the Local President of the Union or his representative at their request.

(g)   Whenever an employee who is laid off and is offered a job in accordance with the seniority provisions of this contract, and shall refuse such job.

(h)   Section (f) and (g) above shall not apply if the job offered is temporary in nature, and the employee shall show within four (4) calendar days after receipt of recall notice that he is employed elsewhere.

(i)    If any employee discloses to other manufacturers or competitors of the Company facilities, equipment, processes, instructions, drawings, or samples confidential to the Company.

ARTICLE VI - SENIORITY (cont’d)

4.    New employees are considered probationary for a period of work through twenty (20) calendar weeks after which they will be classified as regular employees or be terminated as having failed to pass probationary period.  Each cumulative absence of five (5) working days will add  one calendar week to the probationary period.  Probationary employees shall not accumulate seniority, but if and when such probationary employees become regular employees, they shall be given seniority credit for all time worked in attaining regular status.

5.    Full seniority status in accordance with the seniority policy set forth in this Agreement shall be retained by employees and their seniority shall accumulate while acting a) as full-time officers or representatives of the Union, b) employees while complying with the terms of a leave of absence, or c) as salaried employees of the Company.

       Plant seniority shall be terminated for employees not covered under a), b), or c) above who have been laid off for lack of work upon expiration of their recall rights which shall equal in length the period of their plant seniority, which period shall not be in excess of five (5) years.

6.    A complete plant seniority list of all employees, revised monthly, is posted in each department on the bulletin board and is available to employees at all times.

7.    Workers may be employed for the duration of an emergency, in which case their status shall be that of regular employees in matters of wages, hours, and most conditions of employment on an active basis.  Their effective seniority shall be terminated as soon as feasible after the Company notifies the Union of its ability to resume normal operations and to separate such temporary or "emergency" employees.

8.    In order to promote better relations between the parties to this Agreement, the President of Local 90 will work the day shift when feasible and practical as approved by the Joint Industrial Relations Committee.

ARTICLE VII - PROMOTIONS

1.    A mutually satisfactory promotion schedule shall be established for, and posted in, each department showing the steps of promotion employees may follow provided they have a reasonable expectancy of qualifying.

(a)   Promotion schedules are a listing of jobs shown in the order of their wage level and relationship to each other.  These schedules provide an orderly path of progression based on department seniority and competence and also establish an orderly route of displacement in the event of a complement reduction or disqualification.

ARTICLE VII - PROMOTIONS (cont’d)

2.     (a).  When a vacancy occurs on a job such vacancy shall be posted in the department for a 

period of seven (7) calendar days and the job filled on the basis of plant seniority and          competence of all applicants, except that the horizontal moves resulting from the application of this section shall be limited to one (1) posting at the rate level where the vacancy occurs and one posting at each rate below where the vacancy occurs.  The last vacancy on each rate level will be offered to employees from the next lower rate level in order of their plant seniority until the job is filled.                                                                                                                   

New employees shall be allowed to select jobs based on vacancies selected by the company based on plant needs at their time of hire according to their seniority ranking.  New employees cannot bid off for one (1) year.  At the completion of their first year, new employees will have the opportunity to select any vacant job (jobs which have been posted and go unsigned) open at that time.  If a new employee selects a vacant job, then the bid restriction language below will apply.

Successful bidders to job rates equal to or lower than their current rate (based on Schedule A rates) will be restricted for four (4) years, except to bid to mechanical department jobs. 

Successful bidders to job rates higher than their current rate will be restricted for one (1) year from the time they are moved to that job classification.  If they arre not moved within six (6) months, time will start (i.e. resulting in a maximum bid restriction of one (1) year and six (6) months), except to bid to mechanical department jobs.

An employee exercising his bidding rights on more than one posted vacancy in one day shall designate his order of preference.

       (b)   Should it not be possible to secure candidates for a vacancy from the department in which the vacancy exists, then such vacancy in the department shall be posted for a period of seven (7) calendar days in the gatehouse of the Company.  Filling of such jobs shall be based on plant seniority and competence of those applicants.

       (c)   Posting, as set forth in Sections a) and b), shall take place simultaneously as follows: 1) Notice of the vacancy setting forth the job and the shift where the vacancy exists shall be posted in the appropriate department and in the gatehouse of the Company; 2) Employees wishing to apply for this vacancy shall sign an application list for the vacancy in the Personnel Department on the first and second shifts, and third shift employees will sign the list in the gatehouse where the list will be maintained by the General Services Coordinator; 3) An employee must accept the job if his bid is successful.

3.    (a)   Shift preference can only be exercised by employees assigned to the job on which any vacancy occurs and the preference of shift will be made before the vacancy is posted, except as provided in Article VIII, Section 2, and Article IX, Section 1 (f) and 2 (c).

(b)  Employees on a job where there is opportunity to exercise shift preference will be polled to determine their preference.  In all disputes seniority will prevail.

ARTICLE VII - PROMOTIONS (cont’d)

4.        (a)  Employees returning to work after approved absence or illness of less than thirty (30)                calendar days, after vacation, or after occupational disability of any duration, who because of their seniority may have right to consideration for a vacancy which occurs in their department or in new departments established during their absence, will be allowed seven (7) calendar days after their return to make known their desire for such vacancy.  Employees who return to work after an occupational disability will make their desire known for such vacancy and will displace the least senior employee in the classification according to Article IX.

      (b)  Prior to an approved absence or illness of less than thirty (30) calendar days, prior to vacation, or prior to occupational disability of any duration, employees also have the right to identify by written bid, job classifications in the plant for which they request consideration in the event a vacancy occurs during their absence.

5.     In the event that an employee is promoted or transferred, the employee shall be given a trial period up to ninety (90) working days which may be extended by the Company after written notice to the Union.  The employee will be given every reasonable assistance by both employees and supervision to enable him to qualify.  On failure to qualify, the individual will be returned to the job he held immediately prior to the failure to qualify.  All other employees who had successfully bid to and remain on the resulting vacancy(s) will also be returned to their former jobs.  No trial period shall be given to employees who do not have reasonable expectancy of qualifying.  In determining reasonable expectancy of qualifying, it is considered desirable for the Company to use objective measures.

6.     Promotions in the Mechanical Department will be made in accordance with the Company-Union Skilled Trades Training Program (Exhibit B).  Advancement in job classification and wage rate of an employee started in the Training Program will be dependent only upon his satisfactory completion of the required academic courses and practical training (subject to Article IX, Section 7). 

7.     Job Codes 770 (Refrigeration Operator), 772 (Boiler Operator), and 775 (Utility Operator),  will have the ability to bid/sign for a vacancy in the Mechanical Department prior to it being posted for plant-wide bid opporutnities.

ARTICLE VIII - TRANSFERS 

1.    Employees wishing to transfer from one department to another shall do so in accordance with Article VII, Section 2 (b).

2.    Once an employee has accepted a transfer to another department, and fails to qualify in the new department within the qualifying period, he shall be returned to his former job or one to which he is entitled by his plant seniority in his former promotion schedule, except that he shall not be eligible for intervening promotions.  He shall, however, be eligible to exercise shift preference in accordance with Article IX, Section 1 (f). 

3.    In such cases where an employee is to be transferred from one department to another and such transfer is delayed by direction of the Company, then the employee's rights in the new department shall be effective on the date on which the job transfer would have been made

ARTICLE VIII - TRANSFERS (cont’d)

had such delay not occurred.  The employee held back shall be eligible to exercise his seniority to any subsequent vacancy that might occur during this delay.  The effective date of each vacancy will be posted on the vacancy notice. 

4.    The nature of the Company operations make it necessary that employees accept temporary assignments to take care of temporary workload peaks, emergency needs, vacancies resulting from absence from work for any reason, or to maintain employment.  These assignments will be given to employees preferably of the department deemed capable of performing the work and will normally not exceed fourteen (14) calendar days, unless extended with the concurrence of the shop steward. 

(a)   In cases of disability absence replacement, temporary assignments may be made for a period that will normally not exceed sixty (60) calendar days, unless extended with the concurrence of the shop steward.  These positions will be filled by employees that do not have a permanent job classification, after shift preference is offered on the classification where the absence occurs.  If it is known at the time of the start of the absence, or later it becomes known, that the disability will last more than sixty (60) calendar days, the vacancy will be filled according to Article VIII, Section 5, unless extended by concurrence of the shop steward.

(b)   Employees temporarily assigned for four (4) hours or more are credited with a day toward qualification for the base rate of the job but not toward job tenure qualifications for seniority purposes.

(c)   Whenever a multiple temporary assignment need be made, the Company will first discuss with the Shop Steward the reasons for the moves.

(d)   The temporary assignment of employees will be made with consideration given to the seniority principles set forth in this Agreement when feasible and practical.  Employees temporarily assigned by either management initiative or successful bid will exercise promotion and bidding rights as though remaining in the department from which they were assigned.

5.    When employees are absent for periods exceeding 14 days or sixty (60) days for disability absence, as referred to in Section 4 and 4(a) of this Article the vacancy will be filled by the vacancy relief, or by overtime.  If neither of these options is practical the vacancy will be posted and awarded to the senior employee.  The successful bidder will not be moved into the vacancy until a trained replacement is available.  Subsequent vacancies will be filled with employees who do not have a permanent job classification.  If there are no signers, the vacancy will be filled by an employee who does not have a permanent job.

ARTICLE IX - DEMOTIONS, LAYOFF, RECALLS AND DISQUALIFICATION

1.    Demotions and layoff will be determined by plant seniority and made in accordance with the promotion schedules.  When it is necessary to reduce the complement of a department, other than Mechanical, such reductions will be made in accordance with the following steps:

ARTICLE IX - DEMOTIONS, LAYOFF, RECALLS AND DISQUALIFICATION (cont’d)

(a)   The employees to be displaced from jobs will be determined.

(b)   A like number of the junior employees in the department will be laid off therefrom regardless of their position in the promotion schedule even though it may be necessary for the Company to train other employees for their jobs.

(c)   The employees affected in step (a) will displace junior employees who are the junior employees on the same rate level.

(d)   The junior employees affected will in turn displace those employees who are junior in seniority on the next lower rate level.  This same principle will be applied to lower rate levels.

(e)   No displacement will take place on a rate level where a vacancy has resulted in step (b) above, but rather the demoting employee will fill the vacancy.  The senior employee of the demoting group will accept the vacancy of his choice when the junior employees have been displaced with the remaining vacancy at this rate level being filled using the same procedure.  Those demoting employees unable to hold at a higher rate level will pass through successive rate levels according to the above procedure until all demoting employees are able to hold jobs at rate levels where their seniority allows.

(f)    Within one work week after an employee is displaced from either his job or shift, he may exercise shift preference within the classification to which he moves at a time satisfactory to the Company. 

2.     (a)   An employee laid off  from a department and unable to exercise any other displacement rights shall use his plant seniority to displace the employee with the least seniority in the highest rate level which the displacing employee has the seniority to hold in the other department even though it may be necessary for the Company to train other employees for their jobs (Except for Job Code #735 and any mechanic hired from outside the bargaining unit into Job Codes #725 and #705 which can not bid or bump to any other job in the Plant).

(b)   Displacing employees from departments other than mechanical shall have an optional recall to their former department from which they were laid off in the reverse order of their layoff.  The displacing employee may return to the department from which he was displaced when work is there resumed.

(c)   An employee displaced under this section, however, is entitled to exercise shift preference as described above in (F), Section 1 of this Article.

3.    The Company may lay off or discharge probationary employees without limitation and there shall be no responsibility for re-employment of such employees if they are discharged or laid off during the probationary period, as defined in Article VI, Section 4.

ARTICLE IX - DEMOTIONS, LAYOFF, RECALLS AND DISQUALIFICATION (cont’d)

4.     In the event of a layoff, the Company agrees that employees will be given three (3) working days' notice and that within twenty-four (24) hours after the expiration of such notice,

employees so affected will be paid off in full.  Notice of layoff will be given in writing either individually or by a notice to a group.  It is understood that this paragraph does not apply to layoffs caused by emergencies or other conditions beyond the Company's control.

5.    Layoff lists will be maintained by department seniority and by plant seniority and in the Mechanical Department as defined in Article VI, Section 2.  In the case where a department needs more employees, and there are no employees on the departmental layoff list, vacancies for this department will be filled from the plant seniority layoff list in accordance with competence and plant seniority after the job has been posted in the gatehouse.  When all layoff lists have been exhausted, the Company will hire new employees.

6.    (a)     In the event of a temporary shutdown of any process (not to exceed fourteen (14) calendar days) due to lack of materials, or repairs to the unit or any other cause beyond the Company's control, the employees in the process or processes affected will be temporarily laid off irrespective of their plant seniority.  The Company, however, will make every effort to place these employees in any department where they can be used.

(b)     Any shutdown arising out of conditions beyond the Company's control which extends beyond fourteen (14) calendar days shall be referred to the Joint Industrial Relations Committee for discussion and disposition.

7.    (a)   Exception to the preceding provisions governing reduction of force and layoff is made for Mechanical Department employees who may be subject to demotion on the basis of seniority, as defined in Article VI, Section 2.  (#735 Electrician/Electronic Instrument Mechanics hired from outside after January 20,1995, cannot bid or bump to any other job in the Plant.  #705 Millwright/Machinist/Rigger Mechanics and #725 Pipefitter/Welder Mechanics hired from outside the bargaining unit after December 31, 2009, cannot bid or bump to any other job in the Plant).

(b)   Employees demoted or laid off from a line of progression within the Mechanical Department shall have recall rights to such line of progression according to their seniority.

(c)   (1)   Employees classified as A Mechanics will be reduced to the status of Maintenance Mechanic, or possibly displaced from the Department.  (Except for #735 Electrician/Electronic Instrument Mechanics hired form outside after January 20,1995.  They cannot bid or bump to any other job in the Plant.  #705 Millwright/Machinist/Rigger Mechanics and #725 Pipefitter/Welder Mechanics hired from outside the bargaining unit after December 31, 2009, cannot bid or bump to any other job in the Plant).

(2)   Employees classified as Trainees will be reduced before the Class A Mechanics are affected by displacement. 

ARTICLE IX - DEMOTIONS, LAYOFF, RECALLS AND DISQUALIFICATION (cont’d)

(3)   In effecting changes in the size or composition of the work force as set forth in the preceding section, Class A Mechanics may be granted lay off (subject to the provisions of Article VI, Section 7) instead of accepting reduction, provided no unemployment compensation claim results therefrom.

(4)   Any employee exercising the option of Section (c) (3) will be required to return to work if a vacancy should exist in the line of progression from which he was laid off.  Failure to return will result in cancellation of all seniority.

(5)   During such time as any A Mechanics in the above classification shall be demoted or on layoff, no promotion to these classifications can take place except to anticipate future vacancies for training purposes, when mutually agreed to by the Parties.

(d)   Should an employee's seniority not hold him in a trade, he may exercise seniority to displace the junior employee on a Maintenance Mechanic or unskilled classification within the Mechanical Department, provided he is able and willing to perform the work. 

(e)   One year of rate protection will be given to "A" mechanics who are displaced to Production.  The rate protection ceases if the mechanic refuses recall to the Mechanical Department.

8.      Employees may be offered recall to the plant for temporary assignment of not more than fourteen (14) calendar days without regard to seniority but based on previous qualifications on the work to be performed.  The fourteen (14) calendar day period can be extended by mutual consent.

9.      Disqualification Process

In the event that a production employee is disqualified, s/he will be demoted in accordance with contract language.  The disqualified employee will not be able to exercise bidding rights for one (1) year from the date s/he was disqualified.  Bidding after one (1) year is contingent on the results of the quarterly performance reviews held with the employee.

An employee who is directly displaced due to the disqualification of another employee will not be layed off as a result of this action.

10.  When an employee, in a department other than mechanical is displaced from their job classification through no fault of their own, and is not laid off as a result, they will have optional recall rights, by seniority, to their former classification, for a period of one year from the date the actual transfer occurs. This right will be waived if the employee has failed to exercise their recall rights. Employees will only maintain recall rights to the first classification from which they were displaced.

(a)  An employee exercising their recall rights under this section is entitled to exercise shift preference as described above in Section 1 (f) of the Article.

ARTICLE X - LEAVE OF ABSENCE

1.    It is agreed that leaves of absence may be granted for the following reasons when approved by the Company:

(a)   Absence of thirty (30) days or more because of sickness, personal injury, or compensable injury.  (Leave commences on thirtieth (30) day of disability.)

(b)   Absence for strong personal reasons beyond the employee's control.

(c)   Absence for veterans to take advantage of educational or rehabilitation rights under the G.I. Bill.

(d)   Absence at the request of the Union for release of an employee to act as a full-time Union official.

(e)   Absence while complying with the Rohm and Haas Company U.S. Family and Medical Leave Policy and the Rohm and Haas Company U.S. Supplemental Child Care Policy.

2.    (a)   Leaves of absence will be granted for a minimum of thirty (30) calendar days and not more than ninety (90) calendar days at any one time.  These leaves of absence may be renewed up to a period of one (1) year in thirty (30) or ninety (90) calendar day periods upon the written request of the employee.  Failure on the part of the employee to renew said leave of absence or actually return to work at the expiration thereof will result in termination of said employee from the Company's payroll and loss of all seniority.

       (b)   Members of the unit who are duly elected or selected by the Union to serve as representatives may be granted leaves of absence.  Such leaves may extend for the duration of this Agreement without loss of seniority and will be requested by written certification of the Union to the Company.

       (c)   In the application of 2 (a) and 2 (b), employees may on their request be returned to work prior to the expiration of a leave of absence but only at the option of the Company.

3.    All benefits, including right to promotion to which an employee may be entitled under this Agreement, will be forfeited during the leave of absence.  Exception is made in the instance of employees absent due to occupational disability and employees acting as full-time Union officers or representatives, in which cases the right to any promotion to which they are eligible within their former promotion schedule and which occurs during the authorized leave is protected.

4.    Veterans will be reinstated in accordance with the law in effect at the time of their return.

ARTICLE XI - WAGES

1.    All wage rates of jobs coming within the collective bargaining unit and as agreed upon are a part of this Agreement as set forth in Schedule A and shall remain undisturbed for the life

ARTICLE XI WAGES (cont’d)

thereof except as modified, added to, or subtracted from, in accordance with other

provisions of this Agreement.  No such changes will be made effective unless they have been discussed with the Plant Manager, or his representative, and the President of the International Union, or his representative, and a mutually satisfactory adjustment has been reached.  Payments on a new or changed job classification will be at the new rate retroactive to the date on which the new job classification, procedure, or job duty became part of the regular operation.

2.    Whenever the Company finds it necessary to establish a new job classification, it will establish a tentative rate and the job will be filled in the customary manner, i.e., by posted bid.  The tentative rate will be proposed to the Joint Industrial Relations Committee for the purpose of addition to Schedule A in accordance with the preceding Section 1.  After reaching agreement, the successful bidder then will be paid the agreed upon rate beginning the agreed upon effective date.  Whenever the Company makes a bona fide change in an existing job classification which merits a change in rate, it will propose a revision of the rate to the Joint Industrial Relations Committee for the purpose of modifying Schedule A as specified in Section 1 above.  The incumbent on the job classification shall enjoy the advantage of any wage increase with retroactive pay for all time spent on the job or classification since changes were added.

(a)   Should the duty elements of a single job be transferred by the Company to another job and a rate devaluation result in one or both of these jobs, employees classified on those jobs will have immediate opportunity to exercise seniority to obtain the preferred job and rate of the two classifications involved.

(b)   Should employees of a single job classification face job devaluation because of reduction or elimination of duty elements of that job by the Company or should employees be displaced from the preferred job to the other job of two job classifications involved under paragraph (a) above, they will receive rate protection by retaining a rate commensurate with the former evaluation of the job or jobs, such protection continuing until:

(1)   Displacement from the devalued job has occurred through subsequent operation of seniority rights, or

(2)   The employee has promoted, bid or transferred to another job.  (Such employees who promote, bid successfully or transfer from a devalued job and are returned to the devalued job through displacement are eligible to resume the rate protection provided in this section.)

If the rate of the new job is equal to or higher than the rate formerly paid for the devalued job, the rate for the new job will apply.

If the rate of the new job is lower than the rate formerly paid for the devalued job, the employee will be paid the lower of the following:

(1)   The rate for the new job plus the amount by which the old rate of the devalued job exceeds the new rate of the devalued job.

ARTICLE XI - WAGES (cont'd.)

(2)   The rate formerly paid for the devalued job.

(c)   Any rate protection provided under Section 2 of this Article shall cease one (1) year from the date the rate for the job was decreased.

(d)   If a subsequent general wage adjustment is made, the former rate at which the employee is protected will likewise be adjusted for the balance of the one (1) year period.

(e)   Evaluation of new job classifications or of bona fide changes in old job classifications will be made by the Company as promptly as circumstances permit within sixty (60) working days from the date of agreement to evaluate.  Failure to complete such evaluation within the time limit will result in resolution in the Fourth Step of the grievance procedure.

3.    Wages shall be paid every week on Thursday and shall be exempt from deductions except as may be required by law or which may be voluntarily authorized by the individual employee.  When payday falls on a holiday, the Company will endeavor, insofar as possible, to pay off the previous day.  Wages are to be paid on Friday rather than Thursday, when a week contains a Monday or Tuesday holiday.  All Bargaining Unit employees are required to have their pay direct deposited to the bank of their choice.

4.    All new employees hired on or after January 20,1995, will start at the established Starting rate set forth in Schedule A.  At the end of the probationary period, the following rates will apply:

           Year 1 (after probationary period)          75% of the Schedule “A” base rate of the job

                                                                           being performed.

           Year 2                                                     80% of the Schedule “A” base rate of the job

                                                                           being performed.

           Year 3                                                     90% of the Schedule “A” base rate of the job  

                                                                            being performed.

           Year 4                                                     100% of the Schedule “A”base rate of the  

                                                                            job being performed.

       Any future increases in base rates in Schedule “A” would be included in applying the above percentages.

5.    (a)   Employees promoted or transferred to jobs not covered by the Skilled Trades Training Program shall serve a trial period up to ninety (90) working days during which time they shall be paid the rate of the job.

       (b)   In the case of promotion or transfer to Mechanical Department jobs, a thirty (30) day trial period shall apply.

       (c)   An employee who successfully bids to another job and is held back to train a replacement will receive the rate of the job to which he had bid effective the thirty-first (31st) day following the date the bid was closed.

ARTICLE XI - WAGES (cont’d)

6.     Employees demoted or transferred to a lower rated job because of no fault of their own will receive rate protection for one year at the rate of the job from which he/she was demoted or transferred. The employee loses rate protection if he/she bids to and is awarded another position.

7.    Any employee temporarily changed to another job because his own job is no longer available shall take the rate of the job to which he may be temporarily assigned.  If such temporary assignment is to a higher rated job, he shall receive a rate in accord with the logic used in promotion.

8.    When an employee is temporarily assigned at Company request to another job when his own job is still existent, then such employee shall receive at least his regular rate.  If the employee is so assigned to a higher rated job, he will receive the rate of the job.  This provision shall not apply to periods involving less than one hour nor to replacement of employees on higher rated jobs during relief or lunch periods.

ARTICLE XII - HOURS, OVERTIME AND PREMIUM PAY

1.    A normal work week shall be not more than forty (40) hours.  The work week shall be computed from the department's regular starting time on Monday.  See exhibit D for approved shift times.

2.    (a)   The present starting and quitting times shall not be altered, nor will types of work schedules unfamiliar to a department be installed until such changes are discussed in advance with the Union.  Complaints that the Company has violated this section may be taken up through the grievance procedure provided in this Agreement.

       (b)   No rotating shifts will be initiated at the Knoxville Plant, unless mutually agreed to between the Company and Union.

       (c)   Should an employee be unfamiliar with work to be performed on jobs newly occupied, on new methods or equipment of their regular jobs, or be in need of refresher instruction, they may be given training on the day shift.  During such training, qualified employees will work the vacant shift if needed until the training is satisfactorily completed.

3.    (a)   The Union recognizes that the Company's operations require overtime work from time to time.  The Union agrees to cooperate to work such overtime.  When an employee agrees to work overtime, such overtime hours will be considered as a part of his scheduled hours of work.  Employees working on continuous operation, as described in Article XIII, Section 1, must remain at work until properly relieved.  Employees may not work more than sixteen (16) consecutive hours and must have at least eight (8) hours off before and after working sixteen (16) consecutive hours.  Team meetings, safety meetings, etc. (i.e. all time on the clock) counts toward the sixteen (16) hour maximum.  Emergency situations will be dealt with on a case by case basis.

 ARTICLE XII - HOURS,OVERTIME AND PREMIUM PAY (cont’d)

 (b)  When overtime work is necessary for employees on a given classification, those                                   employees regularly performing the operations involved shall perform the overtime                                        work in accordance with the following:

(1) If the employee to be relieved is notified four (4) hours or more before completion of his regular shift that relief is not expected, he will continue work for either an additional half shift or full shift at the option of the Company.

(2)   If the regular employee relieving is late or if the employee to be relieved is notified less than four (4) hours before completion of his regular shift that relief is not expected, the employee will notify the Company if he wishes to work four (4) hours or the full shift and the Company will endeavor to so arrange the relief schedule.  The Company will make every effort to find work for the late employee but, if this is not possible, the late employee will be sent home and is not eligible for reporting pay.

(3)   If the Company fails to obtain proper coverage of a continuous operation by employees normally performing the work through the provisions of paragraph (1) or (2) above, any available qualified employee may be assigned to the work in question.  In such a case the overtime worked will not be involved in equalization of overtime among shifts either on the job classification of the overtime assignment or that regularly carried by the relieving employee.  In any case, the employee must remain at work until proper relief is secured.

(c)   (1)  Temporary employees or employees temporarily assigned or employees who have successfully bid to a temporary vacancy will share overtime assigned on the job. 

        (2)   When overtime work is required on a sixth (6th) or seventh (7th) day, it is not necessary to offer more than eight (8) hours of such work to employees on the job classification involved.  If sufficient coverage is not thus obtained, capable employees of the department but outside the classification may be offered the balance of overtime work remaining.

4.    (a)   All hours in excess of eight (8) in any twenty-four (24) consecutive hour period shall be paid for at the rate of time and one-half except as double time payment is specified in other provisions of this Article.

       (b)   The twenty-four (24) hour period begins whenever the employee is scheduled to or actually starts to work, whichever is the earlier, except that, for the purpose of payroll calculations, when an employee reports late for work the day begins whenever the employee actually starts to work.

(c)   The same period of work cannot be used to form two (2) separate twenty-four (24) hour periods of work in the calculation of overtime.

(d)   When overtime hours run over the twenty-four (24) consecutive hour period, they shall be considered as falling within that same period for the purpose of payroll calculations except

ARTICLE XII - HOURS,OVERTIME AND PREMIUM PAY (cont’d)

that at least one-half of a normal shift must fall within a twenty-four (24) hour period in order that the hours running over that period should be considered for overtime calculations.

(e)   All hours worked in excess of twelve (12) hours in any one twenty-four (24) hour period will be paid at the rate of double time provided there is not an eight (8) hour period off between working hours.

5.    (a)   Time and one-half shall be paid for all hours worked in excess of forty (40) hours per work week.

       (b)   Time and one-half shall be paid for any hours worked on the sixth (6th) day worked in the work week.

       (c)   Double time shall be paid for any hours worked on the seventh (7th) consecutive day worked in the work week.

       (d)   Double time and one-half shall be paid for all hours worked over eight (8) on a holiday.

       (e)   In the determination of what constitutes a day worked in the calculation of sixth (6th) and seventh (7th) consecutive day overtime:

(1)   Holidays, as set forth in Article XIV, when worked or when holiday pay is paid, except when the holiday occurs on the employee's regularly scheduled day off shall count as days worked.

(2)   Any partial day worked which shall be equal to a half shift or more shall be counted as a day worked.

(3)   An employee scheduled and not reporting for work because of previous notice not to report shall be entitled to have this day counted as a day worked.

(4)   An employee injured at work which prevents the employee from continuing work for the balance of that shift shall have the day counted as a day worked.  However, subsequent days lost as a result of this injury will not be counted as days worked.

(5)   Days off during a work week due to vacation or leaves of absence shall count as days worked.

(6)   Time spent from an employee's regular work schedule when he is serving on non-volunteer jury duty, or when the Company has requested him to serve as a pallbearer for a fellow employee or as a blood donor.

(7)   A regularly scheduled day missed because of an approved absence on Union business.

ARTICLE XII - HOURS,OVERTIME AND PREMIUM PAY (con’td.)

6.        Sunday work shall be paid for at the rate of not less than time and one half the regular    rate.  Employees called in early for work connected with the Sunday day shift shall be eligible to have the work considered to be on Sunday.  Employees continuing work beyond the third shift Sunday into Monday shall be entitled to have all such work considered as Sunday work.

Employees reporting early Monday shall not be entitled to have the time spent prior to 7:00a.m. Monday at the Sunday rate except if they start work at least one-half shift (not less than four (4) hours) early.

7.    Premium payments will not be pyramided to allow more than one type of premium to be paid for the same hours worked; however, where time and one-half and double time both apply, the employees will be paid double time.  Where an employee is eligible for time and one-half pay for the sixth (6th) day worked in a work week, double pay for the seventh (7th) day worked in a work week, or time and one-half for work on Sunday, such premium pay shall not be offset by any premium pay earned on any other day.

8.    (a)   When overtime hours extend into the seventh (7th) consecutive day worked in the work week, such hours shall be considered as a continuation of the sixth (6th) day unless hours worked are at least one-half a regular shift when they will be considered as the seventh (7th) consecutive day of work.

       (b)   When overtime hours continue beyond the seventh (7th) consecutive day worked in the work week, such hours will be considered as part of the seventh (7th) day worked.

9.    A night shift differential of 45¢ per hour will be paid to shift workers working between the hours of 3:00 p.m. and 11:00 p.m., and 70¢ per hour will be paid for all hours worked between 11:00 p.m. and 7:00 a.m.  Effective January 24, 2005, the night shift differential will be 50¢ per hour will be paid to shift workers working between the hours of 3:00 p.m. and 11:00 p.m., and 75¢ per hour will be paid for all hours worked between 11:00 p.m. and 7:00 a.m.

       Regular day workers shall not be eligible for night shift differential until they have worked at least four (4) consecutive hours during the night shifts running from the stopping time of their normal day shift to the starting time of their normal day shift, in which case they will receive the appropriate night shift differential for the hours worked on the night shifts as defined above.  Any overtime worked on these shifts will include the above premiums as part of the basic hourly rate in the calculation of overtime where the premium is earned as set forth above.

10.  (a)   Any employee reporting to his job more than three (3) minutes late shall not be permitted to work until the next six (6) minute period and shall not be paid for this time.

(b)   Any lateness beyond the first six (6) minute period shall be computed in six (6) minute periods during which the employee shall not be required to work and shall not be paid for this time.

11.  Any employee injured while on duty and leaving work with the approval of the Company doctor or nurse shall receive his full pay for that scheduled day's work.

ARTICLE XII - HOURS,OVERTIME AND PREMIUM PAY (cont’d)

12.  An employee sent outside the plant during his regular working hours for medical                                          treatment or examination will be paid for such time except that the Company may refuse to make such payment if the employee does not make a reasonable effort to get back to work.

13.  An employee called back to work in an emergency after leaving the plant shall be paid for work until the time his regular shift begins either for the actual time worked or a minimum of six (6) straight time hours, whichever is the higher.  Replacement call-in to offset absence or prior to notice of call back shall nullify this provision.

14.  An employee called back or requested to work on a scheduled day off will be paid at the rate of not less than time and one-half for all hours worked on that day.  This provision does not apply if such hours of work create an equivalent or greater wage payment resulting from other premium provisions of this Agreement.

15.  An employee scheduled to attend a department team meeting on their scheduled day off shall be paid for the time in the team meeting (including any appropriate premium pay) or four(4) straight time hours, whichever is greater.  Any other meeting will be paid in accordance with the language in the Collective Bargaining Agreement.

16.  An employee scheduled to attend a department team meeting which starts within four (4) hours of the employee’s regular starting or quitting time shall be paid for the time in the team meeting, including any appropriate premium pay.  An employee scheduled to attend a department team meeting which starts more than four hours from the employee’s regular starting or quitting times,shall be paid for the time in the team meeting, including any appropriate premium pay, or four(4) straight time hours, whichever is greater.

17.  An employee scheduled and reporting for work without previous notice not to report who is sent home shall receive one-half shift pay at his regular rate, except in a situation beyond the control of the Company, such as cancellation of orders, or breakdown or other situations for which the Company cannot be fairly blamed.  The Company will make every effort to find at least four (4) hours' work for the employee and the employee will receive the rate of the job to which he is assigned.  If the employee refuses to accept any work which was offered, he shall not be eligible for this guarantee.

18.  The Company will pay for time lost from an employee's regular work schedule when serving at Company request as a pallbearer for a fellow employee or as a blood donor.

       The Company will pay for time lost from an employee's regular work schedule when serving on non-volunteer jury duty, provided the employee arranges for such absence in advance and presents to the Company a statement of time spent while on jury duty.

       This provision also applies to employees subpoenaed as a witness, limited to one (1) day for each issued subpoena.  It does not apply when an employee is subpoenaed as a defendant.

ARTICLE XII - HOURS,OVERTIME AND PREMIUM PAY (cont’d)

19.     If an employee is absent due to a death in his immediate family, he will receive straight   time pay lost if his regular schedule provides for work from the day of death through the day of the funeral.  Immediate family is limited as follows:  Mother, father, brother, sister, son-in-law,daughter-in-law, grandchildren, mother or father of spouse, brother or sister of spouse, grandparents and step parents of employees, or spouse of brother or sister.  Should the employee's attendance at the funeral require travel beyond a radius of one hundred (100) miles from Knoxville, he may be allowed additional time with pay depending on the travel time required.  In no case shall the total allowance exceed three (3) working days.In the event burial cannot be held on Sunday and must be postponed until Monday,an additional day will be granted to an employee if his regular schedule provides that he work on the day of the funeral.

In the case the deceased is the employee’s husband or wife, child or stepchild, the employee will be granted up to five (5) scheduled working days (straight time pay) from the day of the death.  Should the employee’s attendance at the funeral require travel beyond a radius of one hundred (100) miles from Knoxville, he/she may be allowed additional time with pay depending on the tavel time required.  In the even burial cannot be held on Sunday and must be postponed until Monday, an additional day will be granted to an employee if his/her regular schedule provides that he/she work on the day of the funeral.

20.  A premium of thirty cents (30¢) per hour will be paid for all hours worked when employees are required to eat meals at their work stations during meal periods.

21.  Shift Swaps:  Voluntary changes of schedule between employees for up to two (2) consecutive weeks are permitted provided:

(1) their supervisor is notified in advance,

(2) the exchange can be accomplished without additional cost or penalty to the company and

(3) no other employee is moved from his/her job assignment.

To facilitate these exchanges, these employees shall agree to waive overtime or premium payments other than those overtime payments required for all consecutive hours over eight (8) and for all hours worked in excess of forty (40) in a work week. It is understood that employees will not be permitted to work two (2) consecutive shifts to facilitate these changes. All swaps not equal to one or two weeks must be completed within a single pay period.

ARTICLE XIII - RELIEF PERIODS AND LUNCH PERIODS

Reasonable relief periods for personal needs shall be provided promptly for all employees working on occupations or positions where they cannot leave their stations unless relieved by someone else.  Such relief must be with the permission of the Team Manager.

1.      Two rest periods and a meal period (thirty (30) minutes) will be observed during each full shift of work at times customary to each department and in accordance with production requirements. 

ARTICLE XIII - RELIEF PERIODS AND LUNCH PERIODS (cont’d)

·         Shift workers (employees scheduled to work at jobs having substantially the same duties of operation sixteen (16) or more hours per day at the same work station and who are required to replace or relieve each other in transferring the duties of the job at shift change hours) will be entitled to these periods without deduction from pay.

·         Employees who are scheduled to report to work after 12:00 noon or before 6:00 a.m. on jobs having substantially the same duties of equipment operation sixteen (16) or more hours per day at the same work station and at second and third shift Mechanical Department jobs will be entitled to these periods without deduction from pay.

·         Day workers (employees scheduled to work at single shifts at Mechanical Department day shift jobs or at other jobs not meeting the above definition for shift workers) will not be compensated for their meal periods but will be compensated for their rest periods.  If possible, employees will be permitted to leave their place of work during such periods.

(a)   Any day worker who is transferred to a shift job for four (4) hours or more or who is working within one (1) hour of the end of the shift on a shift job will be considered a shift worker and be entitled to a thirty (30) minute paid lunch period, whether or not he is still working on that job at the end of the shift.

(b)   Any shift worker who is temporarily assigned to a day work job for a complete shift will be considered a day worker for this period and will work the customary day work schedule for this job and will not be entitled to any pay for his lunch period.

2.    (a)   Employees who work two (2) hours or more overtime beyond a full shift of work will normally take rest and meal periods along with the other workers regularly assigned to this shift with whom his work is involved.  However, such employees may be released by the Team Manager to take the thirty (30) miniute meal period when the first rest period normally occurs and to take the rest period when the meal

        period for the overtime shift normally occurs.

(b)   Under the following circumstances, Company paid meal passes will be issued:

 (1)    Employees who are requested to work two (2) or more hours overtime beyond a full shift of work will be provided with the first meal during the overtime at Company expense unless the Company gave at least eight (8) hours' notice of

                       such overtime work in advance of the scheduled starting time of the shift

                       beyond which the overtime is to be worked.

(2)     Employees also will be provided with a meal pass if they are required to work two (2) or more hours immediately prior to the commencement of their shift and complete a full shift of work without two (2) hours' notice in advance of the early starting time.

3.    An employee required by the Company to vary or forego rest or meal periods set forth above will be granted due compensatory time off.

4.    Should the Company not make food available for those employees entitled to overtime lunch, then such employees may leave the plant to eat, in which case they shall be entitled to five dollars ($5.00) for food but in no way be compensated for the time spent outside the plant premises which exceeds the specified meal period.

ARTICLE XIV - HOLIDAYS

1.    Employees not scheduled on a holiday shall be paid holiday pay based on eight (8) hours at straight time for the following recognized holidays, provided they shall have worked the scheduled workday before or the scheduled workday after the holiday and as long as the absence occurring on one of these days is excused.

New Year's Eve Day                                    Labor Day

New Year's Day                                           Thanksgiving Day

Thursday Before Good Friday                     Day After Thanksgiving Day

Good Friday                                                 Christmas Eve

Memorial Day                                               Christmas Day

Fourth of July 

2.    Employees scheduled for work on any of the above designated holidays shall receive time and one-half their base rate for the first eight (8) hours worked on the holiday and, in addition, will receive holiday pay.  All hours worked beyond eight (8) on the holiday shall be compensated at two and one-half times the employees' base rate.  An employee scheduled to work on a holiday will not receive the holiday payment, except upon presentation of an excusable reason to the Personnel Director, if an absence occurs on the holiday.

3.    A holiday that falls on a Sunday will be celebrated on Monday and holiday pay will apply.

4.   Holiday pay will be based on an employee's regular rate or the rate the employee received                              the last scheduled day before the holiday, whichever is higher.  An employee on a split rate    will receive payment at the higher of the two rates.

ARTICLE XV - VACATIONS

The Company will give each employee a vacation with pay sometime between the dates of January 1 and December 31 of the following year based on previous service and conditions as outlined below.  Employees requesting vacations at times other than scheduled by the Company shall be granted such vacations provided that they can be released without affecting the operations of the department.  In the event work schedules are of such nature that the services of employees are needed, employees may be required to accept payment in lieu of any unused vacation time.

In order to be eligible for any vacation payment, regardless of the number of years of service, an employee must be actively employed and receive pay during the vacation period and, in addition, fulfill the requirements set forth below:

1.    Each employee who during the vacation period shall have attained one (1) year of Company seniority but who shall have less than five (5) years of Company seniority shall be eligible for two (2) weeks' vacation with pay.

2.    Each employee who during the vacation period shall have attained five (5) years of Company seniority shall be eligible for three (3) weeks' vacation with pay.

ARTICLE XV - VACATIONS (cont’d)

3.    Each employee who during the calendar year shall have attained ten (10) years of Company seniority shall be eligible for four (4) weeks' vacation with pay.

4.    Each employee who during the calendar year shall have attained twenty (20) years of Company seniority shall be eligible for five (5) weeks' vacation with pay. 

5.    Each employee who during the calendar year shall have attained thirty (30) years of Company seniority shall be eligible for six (6) weeks' vacation with pay.

6.    Each employee on the payroll and those laid off employees who may be reinstated shall be eligible for a vacation with pay based on the schedule in effect prior to the signing of this Agreement until eligible for two (2) weeks' vacation as described in Section 1 above.

7.    In order to be eligible for vacation payments, an employee must have earned prior to the completion of the vacation period at least thirteen (13) weeks' pay in the calendar year or thirty-nine (39) weeks' pay in the previous calendar year.

8.     Vacation pay will be computed at straight time based on each employee's highest base          rate on file in the Payroll Department two (2) weeks prior to March 15, multiplied by forty             (40) hours for each week of vacation.  Each employee will receive all the vacation pay     they are entitled to on March 15. An employee may receive all or part of his vacation pay earlier than specified in this Agreement if a bonafide personal financial emergency exists and early payment is approved by the Personnel Director.

9.     Any employee leaving the Company for any reason will be eligible for his full vacation pay at the time of his termination, provided he has earned the required number of paychecks.

10.  Upon proof of induction in the Armed Forces, an employee otherwise eligible for vacation with pay shall be paid the appropriate vacation allowances.

11.  All employees who have not received their vacation prior to December 31 of each year will receive their vacation pay on the first Thursday payday after December 31. 

12.  Employees will be allowed to take up to 5 days of vacation with as little as 12 hours notice to the Company. The maximum number of employees allowed off under this provision is 2 per shift per classification regardless of the number of employees already scheduled for vacation.

Employees will be allowed to take up to 5 additional days of vacation with as little as 48 hours notice with Company approval.

ARTICLE XVI - SAFETY AND HEALTH

1.      The Company will make reasonable provisions for safety and health of the employees in the plant during the hours of their employment.  Such protective devices and other safety equipment as the Company may deem necessary to properly protect employees from injury shall be provided by the Company without cost to the employees.  The Team Manager in each department will arrange to provide for this equipment.

ARTICLE XVI - SAFETY AND HEALTH (cont’d)

2.      Gloves and uniforms shall be considered a protective device and shall be furnished free by the Company, and all uniforms shall be laundered and maintained by the Company. To insure good industrial hygiene, uniforms must be worn by all hourly employees if they are performing their plant job.  Each employee will be allowed the appropriate amount for safety shoes defined as follows:  The Company will determine the dollar amount to pay for safety shoes by applying the highest rate in Schedule A multiplied by four and one half (4.5).

3.      The Union agrees in order to protect the employees from injury and to protect the facilities of the plant that it will cooperate to the fullest extent in seeing that the rules and regulations set forth in the safety manual are followed and that it will lend its wholehearted support to the safety program of the Company.

4.      The Company agrees that it will give full consideration to all suggestions from its employees or their representatives in matters pertaining to safety and health and, if these suggestions are determined to be sound, steps will be taken to put them into effect.

5.      It shall be considered a part of each employee's work duties to attend monthly safety meetings scheduled by the Company.  Hours spent at safety meetings will be compensated for as hours worked.

6.      To maintain a safe work environment for our employees, no barganining unit employees may work more than sixteen (16) consecutive hours.  Also, they must have at least eight (8) hours off before and after working sixteen (16) consecutive hours.  Team meetings, safety meetings, etc. (i.e., all time on clock) counts toward the sixteen (16) hour maximum.

ARTICLE XVII - MEDICAL EXAMINATIONS

1.    All new employees must pass a Company medical examination.

2.    Company medical examinations of employees or groups of employees shall be made from time to time.  A PSA test will be performed on all employees age 50 and older as part of their regular physical examination by the company doctor. Should any examination disclose that a transfer to another department would be beneficial from a health standpoint, the employee will be consulted and the transfer made.  A transfer for this reason is not to be considered a violation of seniority provisions of this Agreement.

3.    Should any employee disagree with the results of a Company medical examination affecting his employment status, the case may be referred to the grievance procedure for disposition.

4.    When any employee feels he needs a Company medical examination, he will receive same upon a written request to the Personnel Director.  Employees may obtain, upon request, copies of the reports of their medical examination.

5.    Should it be determined by a medical examination following any accident that an employee is no longer able to do his regular work, then this employee shall be eligible for such other regular work which may be available and which he can perform with normal efficiency.  Said employee shall receive the rate of the job to which he is transferred.

ARTICLE XVII - MEDICAL EXAMINATIONS (cont’d)

6.    The Company will pay the cost of x-rays given to employees which are recommended as part of their regular physical examination by the company doctor.

ARTICLE XVIII - BULLETIN BOARDS

1.    The Company will permit the Union to use its bulletin boards or, where they shall be inadequate, the Company will provide bulletin boards for the purpose of posting notices approved by the Personnel Director and restricted to:

(a)   Notices of Union recreational and social affairs.

(b)   Notices of Union elections.

(c)   Notices of Union appointments and results of Union elections.

(d)   Notices of Union meetings.

2.    The bulletin boards shall not be used by either party for disseminating propaganda of any kind, for posting or distributing pamphlets or political matter, for advertising, or for notices adversely reflecting upon the Union or the Company.

ARTICLE XIX - EMPLOYEES IN A SUPERVISORY OR SALARIED POSITION

1.      Employees in a supervisory position shall confine their activities to work of a supervisory nature in general and shall not be permitted to do any work regularly performed by regular employees, except for the purpose of instructing the employees or in the case of

an emergency.  It is mutually agreed, however, that nothing herein contained shall prevent supervisors, technicians, or supervisory trainees from doing experimental and development work on processes in line with present Company practice or the actual work done by supervisory trainees, but the Company agrees that no such work shall be done to the detriment of Union members.

2.   Former bargaining unit employees who accepted salaried jobs prior to January 29, 2007 who subsequently return to the bargaining unit will return with their full accumulated seniority as though they had never left.

Bargaining unit employees who accept salaried or supervisory positions after January 29, 2007 who subsequently return to the bargaining unit will return with the seniority they had when they left.

In either case, such employees will not be liable for any retroactive dues or fees upon their return to the bargaining unit. In addition, returning employees will be placed on the job of the junior employee in the bargaining unit. No bargaining unit member will be laid off as the result of the initial return of a salaried employee to the bargaining unit.

ARTICLE XX - RETURN OF TOOLS

1.  Employees engaged in work where tools are taken from department tool rooms shall be allowed sufficient time to return tools or equipment at the end of each shift.

2.  It is understood that in the event employees do not return tools for which they are charged, they will be liable for the cost thereof.

3.  Although it is generally recognized that mechanics must have the tools of their trade and maintain their tools in good condition, the Company agrees that whenever tools in good condition are broken accidentally in the regular course of work and such tools are presented for inspection, the Company will repair or replace such tools.  In case employees are instructed to leave their tools on the job and such tools have been locked up in appropriate tool boxes and are stolen, then the Company will replace such tools.  The Company is not responsible for any personal tools lost or stolen in the regular course of work except as set forth above.

ARTICLE XXI - RIGHTS OF MANAGEMENT

1.    The Union recognizes that it is the Company's sole right and prerogative to operate the plant at Knoxville in a manner which it deems efficient and necessary to continue productivity, and otherwise exercise all the regular and customary functions of management.  This does not abrogate any other provision of this Agreement.

2.      It is agreed that the recruitment and selection of new employees shall be at the sole discretion of the Company.

3.      The Company shall have the absolute right at its sole discretion to hire outside independent contractors to do construction work or maintenance work which cannot be accomplished by the Company's regular maintenance force or from which such employees

are not currently available, but such contractors shall not be hired for the purpose of discriminating against the Union or its members.

4.    When a contract is let by the Company for any repair or construction work, which is customarily performed by the Company in its own plant and with its own employees, the Union will be advised thereof in advance, and the Company will request the contractor to employ, if practical, as many idle employees as possible, provided they are qualified for the work available, and in no case shall the wages be less than the plant rate for the type of work performed.  The intent of this clause is to assist employees in securing temporary employment.

5.    The Company may contract out janitorial work.  Should it become necessary to reduce the hourly work force, the contract janitorial service shall be terminated before members of the bargaining unit are laid off.                                                                                                                                                      

ARTICLE XXII - LEGISLATION AND GOVERNMENT REGULATIONS

If any term or provision of this Agreement is at any time during the life of this Agreement in conflict with any applicable valid Federal or State law (including the "A.D.A." or "Civil

ARTICLE XXII - LEGISLATION AND GOVERNMENT REGULATIONS (cont’d)

Rights" law), such term or provision shall continue in effect only to the extent permitted by such law and other terms or provisions of this Agreement, or any modification or extension thereof, shall not be impaired.  If, at any time thereafter, such term or provision is no longer in conflict with any Federal or State law, such term or provision, as originally embodied in this Agreement, shall be restored in full force and effect, barring retroactive liability.

Where the male gender is referred to in this Agreement, it shall also mean and include the female gender.

ARTICLE XXIII - DURATION  AND WAGE INCREASES

The Agreement shall be in effect from 3:00 p.m., January 26, 2007, to 3:00 p.m., January 28, 2011, and shall continue from year to year thereafter unless either party to the Agreement shall notify the other party at least sixty (60) days before the expiration of this Agreement of its intention to terminate or alter its terms.

1.    Effective January 29, 2007 at 7:00 a.m., a wage increase of 2.8% will be granted to all wage rates in Schedule A.

2.     Effective January 28, 2008 at 7:00 a.m., a wage increase of  2.8% will be granted to all wage rates in Schedule A.

3.     Effective January 26, 2009 at 7:00 a.m., a wage increase of  2.8% wiil be granted to all wage rates in Schedule A.

4.     Effective January 25, 2010 at 7:00 a.m., a wage increase of 2.6% will be granted to all wage rates in Schedule A.

5.     All wage adjustments will be made in terms of whole cents.  In computing the general increase to all wage rates on Schedule "A", transactions of less than one half cent (1/2¢) will

be amended to the next lower cent and fractions of one half cent (1/2¢) or more will be rounded to the next higher cent. 

6.   This agreement constitutes a complete understanding with respect to all issues between the parties and supersedes all memoranda or agreements by the parties which are in conflict with the provisions of this contract.  The Company reserves to itself those prerogatives and functions not otherwise qualified or conditioned in this Agreement.

NOTE:    For future reference, the definition of the C.O.L.A. formula has been:  One cent ($0.01) for each full 0.3 point increase between (date - mo./yr.) and (date - mo./yr.), Bureau of Labor Statistics' National (U.S.  City Average Revised Urban Wage Earners and Clerical Workers) Consumer Price Index (1967=100).  This amount will be added to the (date - mo./yr.), Plant Weighted Average Base Rate.  After the cost-of-living adjustment has been added, a percentage general increase will be added to the (date - mo./yr.), Planted Weighted Average Base Rate.  The sum of the cost-of-living adjustment and the percentage increase will be calculated as a percent in (date - mo./yr.), Plant Weighted Average Base Rate.  The resulting percentage will be applied to all base rates as shown in Schedule A. 

SCHEDULE A

ROHM AND HAAS CHEMICALS LLC, KNOXVILLE PLANT

*     Tentative Rate

**   Entitled to but does not include .30 cents confinement pay when on Boiler Operator job. 

.                                                                                                                                    

EXHIBIT A

PAYROLL DEDUCTION AUTHORIZATION

I hereby assign to Local No. 90, ABG Division of the United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers, , and I hereby authorize and direct Rohm and Haas Chemicals LLC,Knoxville Plant, to deduct Union dues (as directed by the Secretary-Treasurer of the Local Union) each pay period from my earnings while employed in the established bargaining unit, and I hereby assign to said Local and I hereby authorize and direct said Company to deduct my Union initiation fee (applicable only to new members who have not paid an initiation fee) and I further authorize and direct the said Company to pay all such sums thus deducted over to the financial secretary of Local No. 90.  The initiation fee and dues referred to may be changed by action of the International Union or the Local Union with International Union approval, provided such change satisfies all applicable legal requirements.  The change will become effective only after the Company has been notified of the change in writing by the International Union.  This assignment, authorization and direction shall be irrevocable for the period of one (1) year from the date of this Authorization, or until the termination of the current collective bargaining agreement between the Company and the Union, whichever occurs sooner; and I agree and direct that this assignment, authorization and direction shall be automatically renewed and shall be irrevocable for successive periods of one (1) year each or for the period of each succeeding applicable collective agreement between the Company and the Union, whichever shall be the shorter, unless written notice to the contrary is given by me to the Company and the Union by registered mail, return receipt requested, postmarked not more than fifteen (15) days and not less than five (5) days prior to the expiration of each period of one (1) year, or of each applicable collective agreement between the Company and the Union, whichever occurs sooner.

EXHIBIT B

KNOXVILLE SKILLED TRADES TRAINING PROGRAM

I.       PURPOSE

         In the Skilled Trades Training Program it is the purpose of the Knoxville Plant of Rohm and Haas Chemicals LLC and Local 90 of the ABG Division of the United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers  to provide an opportunity for Mechanical Department employees to obtain the knowledge and skills necessary to become qualified mechanics in their various trades and to provide Rohm and Haas Chemicals LLC, Knoxville Plant, with a complement of qualified well-trained employees for the efficient operation of its Mechanical Department.

II.       ENROLLMENT

         Employees entering the Mechanical Department must meet the following requirements:

1)      Future Mechanical Department job postings would be handled as follows:

A.      All future Electrician/Electronic Instrument Mechanic (#735) vacancies will be filled by hiring qualified Class “A” craftspersons from outside the plant.  After 12/31/09 all Millwright/Machinist/Rigger (#705) and Pipefitter/Welder (#725) vacancies will be filled by hiring qualified Class “A”* Craftsperson candidates first from the internal bargaining unit and then from outside the plant.  Those hired from outside cannot bid or “bump” to any other job in the plant.

*  Qualified Class “A” will be defined in MOA.

B.    All current eligible employees would be allowed to bid on jobs posted internally (excluding Job Code #735 Electrician/Electronic Instrument Mechanic).

                  C.The senior eligible employee would be the successful bidder on jobs posted                     

                      internally.

                  D.All employees with more plant seniority than the successful bidder are not eligible

                      for future Mechanical bids unless they are within the negotiated maximum age

                      limits at the time the future jobs are posted.

                   E.The bid process will be repeated until the age chart as indicated below is

                       reached :

                                   Age 52 -1993

                                   Age 51 -1994

                                   Age 50 -1995

                                   Age 47 -1996

                        Age 47 would remain as the permanent maximum age for entering into the

                        Skilled Trades Training Program.

                    F.Employees hired,or rehired on or after January 22,1993, would be subject to the

                       age chart limitations.

                    G.The age restrictions would apply to only those jobs in the Skilled Trades

                         Training Program,i.e.,utility operators would be excluded.

2)      Successful passing of a Company physical examination, and a physical work sample. 

3)      Successful passing of objective tests to measure aptitude and other traits likely to affect learning ability, and capacity to qualify for advancement.  Any employee who has failed the tests shall be eligible for one additional attempt to pass the tests after a lapse of six months.  Employees are required to score a minimum of sixteen (16) points on the GATB (General Apptitude Testing Battery) in order to enter the Skill Trades Training Program. 

4)      The program will be administered by a committee composed of two representatives of Management and two from the Union appointed by the Local President subject to the approval of the Local's Executive Board.  This administrative committee does not have the authority to add to, delete, or change the agreed-upon program.

III.      TRAINING

         The program will consist of two parts:

A.      Academic training through the Plant Engineering Training System.  This system offers three basic training categories, namely 1) Maintenance Fundamentals, 2) Electrical Maintenance, and 3) Mechanical Maintenance.  Each trainee must complete the program as outlined in Appendix "A" in their respective craft.

B.      On-the-job training to develop skill and practical "know-how" will be given under the direction of the Mechanical Department Supervision and with the assistance of higher grade mechanics.  The employee, whenever feasible, will be given shop work on the basis of a goal a unit plan as outlined in Appendix "A" relating to the material being studied.  When practical to do so, the work of increasing complexity will be assigned as the employee masters the more complex principles and techniques of the trade.

C.     The amount of times (academic and trade training) allocated for the above training is as outlined in Appendix "A".

IV.     COST OF TRAINING

         The Company will furnish the employee full tuition for such training upon presentation of satisfactory evidence of successful completion of each section of the course, i.e., Trainee - Intermediate Trainee - A Class Mechanic.  The employee will not be reimbursed by the Company for time spent for outside regular work hours study.

V.  QUALIFICATION AND ADVANCEMENT

A.    When an employee is advanced from Maintenance Mechanic to Trainee, he will start in the training program, and automatic advancement will be made upon satisfactory completion of the required academic courses and on-the-job training. 

B.    Once an employee has been accepted for training as a Trainee, such training will be continuous until the employee has completed all courses necessary to qualify for the top trade classification as outlined in the Mechanical Department promotion ladder (provided his academic and practical shop progress is satisfactory and the workload permits his retention on the program).  When an employee becomes qualified as an A Class Mechanic, he is expected to maintain a high level of proficiency and keep abreast of technological developments within his trade.

C.    In addition to the successful completion of academic courses and their attendant tests, the employee must also pass appropriate tests of practical knowledge and manual skills before advancement to the next level in a trade.  These manual tests shall be reviewed by the committee administering the program.

D.    The wage rates of the classification as outlined in Schedule A of the Company-Union Contract will automatically be paid the employee as he successfully progresses in accordance with the training schedule that has been agreed upon as part of this program.

E.    Failure on the part of the employee to satisfactorily complete any part of the training program will result in a review of his progress by the committee.  Each case will be determined on its merits for appropriate action.  An employee entering the Mechanical Department Training Program who twice fails his academic or practical manual tests of skill within each trade classifications; i.e., Trainee, Intermediate Trainee or A, or who fails to keep abreast of his training requirements will be disqualified and returned to his former job in accordance with the terms of the contract.  In no case will a trainee be permitted to take the same test more than twice, and each testing must be at least three months apart.

F.    Employees in the training program are expected to complete and turn in lesson units at specified intervals based upon the number of units required within the training times allotted as listed in the Appendix.

G.    Promotion to all top classifications will be contingent upon completion of academic and/or vocational training courses required as well as the necessary training time.

       Additions to and deletions from the academic or vocational training courses required will be made for the various trades in accordance with changes in techniques, duties, or equipment which may occur.

VI.     METHOD OF PROGRESSION

A.    When the Company requires additional mechanics or is able to determine the future need for mechanics due to retirements, expansion programs, or other needs, Maintenance Mechanic or Maintenance Mechanic Trainee who are qualified (based on seniority and competence) will be eligible to promote to the Trainee classification in a trade.  After January 20,1995, Job Code #735 Electrician/Electronic Instrument Mechanic jobs will be filled by trained mechanics hired from outside the Plant.

       Preference for promotion will be given to qualified Maintenance Mechanic or Maintenance Mechanic Trainee on the basis of successful bidding.  If no Maintenance Mechanic bids on the job, it will be posted in the Mechanical Department before posting for plantwide bid.

B.    All mechanics will accept any assignments within the trade which they are deemed capable of performing.  For example: If supervision feels that any trainee or Intermediate Trainee, has progressed to the point where he can do a job that would normally be classified as A work, he may be assigned the job without split rate pay.  However, if such an assignment of higher class work is made, the trainee will not be reprimanded for performance resulting from lack of skill.  Mechanics will not be assigned to tasks on which they do not have adequate proficiency without guidance or supervision.  They will thus be given an opportunity to train and be tested on all phases of higher grade work of their trade within the training periods set forth on the attached schedule at the end of which, qualified, they will be advanced in grade in accordance with the Mechanical Department promotion ladders.  Where two or more persons start at the same time, the senior employee with a passing grade will be promoted first.

C.    Under the foregoing, if no qualified employees are available through promotion or transfer at the time a vacancy exists, the Company may hire trained mechanics from outside the plant.  Should the Union be able to process successfully a grievance against the Company charging that hire of outside mechanics demonstrate negligence in anticipating the normal needs of the Mechanical Department work force for expansion and replacement then the Company will be obliged to start a present employee in training for Mechanic rating to restore the missed opportunity for advancement.  The effective date of such a trainee's rating as a Mechanic will be the day previous to the hire of the outside Mechanic in question.

D.    The Mechanical Training Program applies only to employees in the specific mechanical occupations listed in the Appendix except as it may be extended by the Company (following the training committee recommendation).

VII.    CONTRACT PROVISIONS

A.    If any portion of this Mechanical Training Program is found to be in conflict with the current contract between the Company and the Union, the provisions of this Agreement shall govern.

APPENDIX A

ESTIMATED TIME REQUIRED FOR TRAINING PROGRAM

                                                                                                                  Academic      Academic

                                                                                                                  Minimum       Maximum

                                                                               TPC            Unit           Time              Time

                                                                              Units            Goals     in Months     in Months

Mw./Rig. Trainee to Mw./Rig. Intermed.                  10                  10                10                  12

Mw./Rig. Intermed. to Mw./Mach./Rig. “A”              12                  12                10                  12

Total Trade Training Time in Months                      22                  22                20                  24

         (Minimum) = 24

Pf./Wldr. Trainee to Pf./Wldr. Intermed.                   9                    9                  9                  12

Pf./Wldr. Intermed. to Pf./Wldr. “A”                         11                  11                  9                  12

Total Trade Training Time in Months                      20                  20                18                  24

         (Minimum) = 24

Elec./Inst. Mech. Trainee to

Elec./Inst. Mech. Intermed.                                       9                    9                  9                  15

Elec./Inst. Mech. Intermed. to

Elec./Inst. Mech. “A”                                                17                  17                10                  15

Elec./Inst.Mech.”A” to

Elec./EIectronic Inst.Mech.                                     6                    6                 6                   6

Total Trade Training Time in Months                    32                  32                 25 36

         (Minimum) = 36

Carp.-Mw./Painter/Insulator Trainee to

Carp.-Mw./Painter/Insul. Intermed.                           9                    9                  9                  12

Carp.-Mw./Painter/Insulator Intermed. to

Carp.-Mw./Painter/Insulator                                    9   9                  9                12

Total Trade Training Time in Months                      18                  18                18                  24

          (Minimum) = 24

Maintenance Mechanic Trainee to

Maintenance Mechanic Intermed.                             6                    6                  6                    7

Maintenance Mechanic Intermed. to

Maintenance Mechanic                                             7                    7                  7                    8

Total Trade Training Time in Months                      13                  13                13                  15

         (Minimum) = 15

APPENDIX B

TPC COURSE (UNIT) LISTING BY CRAFT

#762 CARP-MW/PAINTER/INSULATOR TRAINEE

TO

#761 INTERMEDIATE TRAINEE CARP-MW/PAINTER/INSULATOR

#761 CARP-MW/PAINTER/INSULATOR INTERMED TRAINEE

TO

#760 CARP-MW/PAINTER/INSULATOR “A”

#708 MILLWRT/RIGGER TRAINEE

TO

#707 MILLWRT/RIGGER INTERMED TRAINEE

#707 MILLWT/RIGGER INTERMED TRAINEE

TO

#706 MILLWRT/RIGGER "A"

#706 MILLWRIGHT/RIGGER A

TO

#705 MILLWRIGHT/MACHINIST/RIGGER A

#727 PIPEFITTER/WLDR TRAINEE

TO

#726 PIPEFITTER/WLDR INTERMED

#726 PIPEFITTER/WLDR INTERMED TRAINEE

TO

#725 PIPEFITTER/WLDR "A" (CERT.)

#738 ELECT/INSTR MECH TRAINEE

TO

#737 ELEC/INSTR MECH INTERMED TRAINEE

#737 ELECT/INSTR MECH INTERMED TRAINEE

TO

#736 ELEC/INSTR MECH "A"