ARTICLE VII
Negotiations, Grievances and Arbitrations

SECTION 1. The Company and the Union recognize the mutual
benefits of working toward a prompt resolution of disputes which
may arise from time to time out of this Agreement.

The Company recognizes the right of the Union to designate a
steward. The steward has authority to investigate and present
grievances in accordance with the provisions of this collective
bargaining agreement. The steward has no authority to take
action that will interrupt the Company’s business.

The steward recognizes the obligation to notify his/her
supervisor before conducting Union business on Company time.
The supervisor will be notified of the nature and purpose of the
matter. The Company will not be arbitrary or unreasonable in
restricting the steward in the exercising of his/her duties under
this Agreement.

SECTION 2. The Union shall appoint a Negotiating Committee
not to exceed seven (7) members for the purpose of negotiating
changes in this Agreement.

SECTION 3. Should any difference arise between the Company
and its employees covered by this Agreement as to the
meaning and application of this Agreement with respect to
rates of pay, wages, hours of employment and other conditions
of employment, the procedure of settlement shall be in the
following manner:

a. Step One. An employee who claims he/she has a
grievance shall, with his/her steward or in his/her
absence, the Chief Steward, meet with the supervisor
to discuss the nature of the dispute. If the grievance
is not resolved at this meeting, the employee shall put
his/her grievance in writing on a form supplied by the
Company, the original of which is to be dated and signed
by the employee and the steward. The grievance and
any replies from both the Company and the Union will be
handwritten or typed on a Grievance Reply Form. Two
(2) originals of each documented Step will be initialed
in blue ink and dated by the responding party. One (1)
original will be retained and one forwarded to the other
party. The Union will give one (1) original grievance to
the supervisor to forward to Human Resources. Such
grievance shall be submitted in writing within fifteen (15)
working days after the event giving rise to same has
occurred, or shall be deemed waived.

b. Step Two. The Company will schedule a meeting to
discuss the merits of the grievance within fifteen working
days of receipt of the grievance by Human Resources,
unless an extension is requested. The Company will
contact the Chief Steward or his designee to determine
who will represent the Union at the Step Two meeting.
The Company will give the supervisors of the Union
Grievance Committee notice in advance of the meeting
to allow for scheduling of work. Both the Union and the
Company may each bring up to five (5) representatives
to all grievance meetings for the purpose of expediting a
resolution.

After the Step Two meeting, the Company will note
on a Grievance Reply Form the proposed disposition
of the matter within fifteen (15) working days, and
provide a signed dated Reply to the Union. The Union
will designate either “Satisfactorily Resolved” or “Not
Satisfactorily Resolved”, and may state a reason and
return the signed, dated Reply to the Company.

c. Step Three. The Union will submit this Reply to the
Company within fifteen (15) working days of receipt of
the Company’s Reply, for the purpose of determining
whether an additional meeting could expedite a possible
resolution of the matter. If the Company or the Union
have additional information or an alternate proposal
for settlement, either party may request a Step Three
meeting within fifteen (15) working days to discuss the
matter, using the same notification and reply procedure
as in Step Two above.

d. Arbitration. In the event the dispute shall not have
been satisfactorily settled in the steps outlined above,
either party may at any time, but no later than thirty (30)
calendar days after the last step, request that the issue
be submitted to arbitration. Such request will be made in
writing, setting forth the subject in dispute. The thirty (30)
calendar day period may be extended for a like period by
notifying the other party that the matter is pending further
consideration, but the request for an extension must be
made before the thirtieth (30th) day. A third arbitrator,
who shall act as Chairman of the Arbitration board,
shall be selected by the parties from a list of arbitrators
recommended from the American Arbitration Association
or, if both the Company and the Union agree, the case
can be submitted to the Connecticut State Board of
Mediation and Arbitration. Each party shall designate
its representative to the arbitration board prior to the
hearing.

On a schedule to be determined at the hearing, the
parties shall submit briefs to the third party arbitrator.
After receipt of the briefs, the third party will provide a
draft opinion to the arbitration panel and schedule a
meeting with the panel to discuss the draft. After the
meeting, and within thirty (30) calendar days of the
hearing, the third party will render a written decision, from
which either the Company or Union representative may
dissent.

The decision of the arbitration panel shall be final and
binding on both parties to this Agreement. The Company
and the Union shall each bear the expense of its own
representative and the expense of the third party shall
be borne equally by the Company and the Union. The
arbitration panel may not add to, subtract from, or modify
the terms of the Agreement in any way.

e. The steps in the grievance procedure described above
are for the purpose of expediting the grievance. If the
Company or the Union causes an unreasonable delay in
the process, the other party has the option to proceed to
the next step.

f. All grievances shall be processed from the first step
of the grievance to arbitration in no more than three
(3) months’ time. Both parties recognize the impact of
vacation periods and contract negotiations and accept
resulting delays.

g. None of the provisions of the grievance procedure
shall restrict an employee and his/her supervisor from
discussing matters of mutual concern.