AGREEMENT

between

Cleveland-Cliffs Steel Corp

Rockport Works

and

International Union, United Automobile, Aerospace and

Agricultural Implement Workers of America, UAW
and

UAW Local 3044

September 30, 2021

through
September 30, 2024
 TABLE OF CONTENTS

ARTICLE 1. PREAMBLE .................................................................................................................. 2

ARTICLE 2. POSITIVE WORK ENVIRONMENT ...................................................................... 2
ARTICLE 3. RECOGNITION ........................................................................................................... 2
ARTICLE 4. DEFINITION OF EMPLOYEE ................................................................................. 2
ARTICLE 5. PROBATIONARY PERIOD ...................................................................................... 3
ARTICLE 6. UNION ACTIVITY ....................................................................................................... 3
ARTICLE 7. UNION SECURITY ..................................................................................................... 3
ARTICLE 8. CHECK-OFF ................................................................................................................. 3
ARTICLE 9. UNION BULLETIN BOARD ..................................................................................... 4
ARTICLE 10. UNION REPRESENTATION PLANT VISITATION ........................................ 4
ARTICLE 11. MANAGEMENT RIGHTS ....................................................................................... 4
ARTICLE 12. WORK STOPPAGES, STRIKES, AND LOCKOUTS ......................................................... 5
ARTICLE 13. SENIORITY ........................................................................................................................ 6
ARTICLE 14. PROBLEM SOLVING, GRIEVANCES, AND ARBITRATION ..................... 9
ARTICLE 15. NON DISCRIMINATION ...................................................................................... 14
ARTICLE 16. GRIEVANCE INVESTIGATION AND DISPOSITION ................................. 14
ARTICLE 17. DISCIPLINE ............................................................................................................. 14
ARTICLE 18. SAFETY AND HEALTH ........................................................................................................ 15
ARTICLE 19. FAMILY MEDICAL LEAVE ACT .................................................................................. 16
ARTICLE 20. LEAVES OF ABSENCE ........................................................................................................ 18
ARTICLE 21. DISTRIBUTION OF OVERTIME ..................................................................................... 20
ARTICLE 22. SPECIAL ASSIGNMENTS ............................................................................................. 26
ARTICLE 23. SUPERVISORS PERFORMING BARGAINING UNIT WORK ......................................... 27
ARTICLE 24. TRAINING ................................................................................................................ 27
ARTICLE 25. SUB-CONTRACTING ..................................................................................................... 27
ARTICLE 26. DRUG AND ALCOHOL TESTING .................................................................... 28
ARTICLE 27. ATTENDANCE .......................................................................................................... 30
ARTICLE 28. HOURS OF WORK AND RATES OF PAY ........................................................................... 32
ARTICLE 29. HOLIDAYS ............................................................................................................................ 34
ARTICLE 30. VACATION............................................................................................................................ 36
ARTICLE 31. JURY SERVICE ...................................................................................................... 39
ARTICLE 32. FUNERAL LEAVE ................................................................................................. 40
ARTICLE 33. INSURANCE ......................................................................................................................... 40
ARTICLE 34. PENSION AND THRIFT PLANS .......................................................................................... 42
ARTICLE 35. GENERAL PROVISIONS .................................................................................... 42
ARTICLE 36. DURATION AND TERMINATION ..................................................................... 43

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 ARTICLE 1. PREAMBLE

This Agreement is entered into on this 24th day of September 2021, by and
between Cleveland-Cliffs Steel Corporation, for its Rockport Works facility located at 6500
North US 231, Rockport, Indiana 47635, hereinafter designated and referred to as the
Company, and the International Union, United Automobile, Aerospace and Agricultural
Implement Workers of America, UAW, and its affiliated Local Union No. 3044, hereinafter
designated and referred to as the Union, through their duly authorized representatives.

This Agreement is entered into to address terms and conditions of employment of

Bargaining Unit Employees at the Rockport Works, recognizing that safety, quality, and
productivity are critical to employment; that without them there can be no job security;
that the industry is likely to become ever more competitive in the future; and that
operational flexibility for management is a hallmark of a company that can change and
adapt to achieve successful results.

This Agreement shall be binding upon the parties hereto, their successors,
administrators, executors, and assigns.

The Company shall give notice, with a copy to the Union, of the existence of this
Agreement to any purchaser, lessee, or assignee of the operation covered by this
Agreement.

ARTICLE 2. POSITIVE WORK ENVIRONMENT

The Company, the Union, and the Employees understand their responsibilities in
creating a positive work environment. Critical to a positive work environment are safety,
quality, and productivity, and all recognize their duty to achieve the highest in these. It is
recognized that competition is likely to become ever more competitive and that change
and management flexibility are and will be ever more critical to success. Employees with
the mindset, determination, ability, and performance to achieve these are assets and their
contributions in these regards are and will be appreciated, as are their suggestions for
further improvements in safety, quality, and efficiency.

ARTICLE 3. RECOGNITION

The Company recognizes the Union as the exclusive collective bargaining

representative for all production and maintenance Employees employed by the Company
at its Rockport, Indiana facility as identified in Article 4, Definition of Employee. The only
purpose or intent of this Article is to recognize the Union pursuant to said certification and
to identify the persons the Union represents.

ARTICLE 4. DEFINITION OF EMPLOYEE

“Employee” as meant by this Agreement shall mean all regular, full-time Production
Technicians, Mechanical Technicians, Electrical Technicians, Expeditors, and Material
Handlers employed by the Company at its Rockport, Indiana plant, but

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 excluding all other employees including temporary employees, confidential
employees, sub-contractor or vendor employees, clerical employees, planners, and all
professional employees, guards, and supervisors as defined by the National Labor
Relations Act.

The Union hereby further agrees that it will not file or pursue subsequent unit
clarification petitions or pursue any other means to seek modification of the agreed upon
bargaining unit as set forth in Articles 3 and 4 of the Agreement.

ARTICLE 5. PROBATIONARY PERIOD

The probationary period, after which the employee shall be subject to this
Agreement for all purposes, shall be 780 working hours, and employees shall be entitled
to benefits not later than 90 calendar days or 520 working hours, whichever is earlier,
after hire, consistent with the terms of this Agreement. During the probationary period,
said employee may be discharged at any time at the Company’s sole discretion, except
that any such discharge shall not violate the Non-Discrimination provisions of this
Agreement.

ARTICLE 6. UNION ACTIVITY

Employees shall be free to engage in union activity, as they may choose. Subject
to any other express terms of this Agreement, no Employee shall engage in union activity
in any manner that interferes with the Company’s business or engage in any union activity
during time being paid for by the Company, unless permitted by the Agreement.

ARTICLE 7. UNION SECURITY

Should Indiana law no longer make it unlawful to require Union membership as a

condition of employment, the parties will immediately reinstate the provisions set forth in
Article 7 of the 2007 Agreement.

ARTICLE 8. CHECK-OFF

During the term of this Agreement, the Company shall deduct from the second
(2nd) pay each month of all bargaining unit Employees who have voluntarily executed an
authorization-assignment form, the monthly dues, initiation fees, or monthly service
charges levied by the Union. V-CAP check-off donations will be checked off on the same
basis as monthly dues, fees, or charges. In the event an Employee receives a back-pay
settlement or grievance award for any month for which no deduction of dues, fees, or
service charges were made, a deduction shall be taken for each month out of such
settlement or award.

During the first pay period of the month prior to dues deduction for all new members
of the Union, the Company shall deduct a one-time $25 initiation fee for Union
membership.

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 The Financial Secretary of UAW Local 3044 shall certify to the Company the
amount established by the Union as monthly dues, fees, or service charges. All amounts
deducted from the Employee’s pay pursuant to this Section shall be promptly remitted to
the designated officer of the Local Union.

The Union shall indemnify and hold the Company harmless against any and all
claims, demands, suits, or other forms of liability that shall arise out of or by reason of
action taken or not taken by the Company to comply with this Article, or in reliance upon
signed checkoff authorizations furnished to the Company by the Union, or request made
to the Company by the Union.

ARTICLE 9. UNION BULLETIN BOARD

The Company will maintain all Union Bulletin Boards presently in the plant for the
exclusive use by the Union for the posting of Union notices. Notices posted on the bulletin
boards shall be confined to notices of Union meetings, special events, changes or
amendment votes, general information, elections, or any other information approved by
the Company prior to posting. Except as expressly provided above, there shall be no
distribution or posting by the Union or any Employee of any kind of printed or written
material on Company property or during the work time of an Employee.

ARTICLE 10. UNION REPRESENTATION PLANT VISITATION

Visit to the facility by a non-Employee International Union Representative or an

Employee Union Representative for purposes of union business shall be by Company
permission with as much advance written notice as possible to the Company, and at a
mutually agreeable time and place. Under no circumstances will the visit result in work
being interfered with or impeded. Company permission for plant visitation will not be
unreasonably denied.

ARTICLE 11. MANAGEMENT RIGHTS

The Union recognizes and agrees that, except as expressly limited by the specific
provisions of this Agreement, the Company maintains the sole and exclusive right to
manage its business in such manner as the Company shall determine to be in its best
interest. The Company’s right to manage its business includes, but is not limited to, the
right to hire, promote, demote, layoff, transfer, assign and direct Employees; to discipline,
suspend or discharge; to make, change, rescind, and enforce plant and safety rules and
regulations; to increase or decrease the working force; to determine the number of
departments and the work to be performed therein, job content, the work to be performed,
the Employees to perform the work, the methods to be employed, and quality and work
requirements and standards; to subcontract; to discontinue or relocate all or any portion
of the operations now and hereafter carried on the premises covered by this Agreement;
to schedule hours, including overtime; to establish and change job classifications
required; to maintain safety, efficiency and order; to establish, assign, and change work
shifts; to change the starting and quitting times for shifts; to establish work schedules for
Employees including the right to determine the number of actual hours to be worked in

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any day, week or shift; to require Employees to work overtime; to utilize part-time and
temporary Employees; to establish and/or modify acceptable performance levels by
Employees; to do Employee substance abuse testing as deemed appropriate; to provide
for safety and health; to vary from past practices; to establish and change production and
incentive standards and rates; to establish and change gain sharing, incentive, and profit
sharing programs; and to otherwise maintain and improve efficiency, safety, quality, and
productivity. The failure of the Company to exercise any of its rights, or to exercise them
in a particular way, shall not be deemed to have waived such rights or to preclude exercise
in some other way. All management rights not curtailed or surrendered by this Agreement
are reserved to the Company, and without requirement of further bargaining.

ARTICLE 12. WORK STOPPAGES, STRIKES, AND LOCKOUTS

Section 1. During the term of this Agreement or any extension thereof, neither
the Union, its officers, agents, members or any Employee will authorize, instigate, aid,
condone, participate in, or engage in any form or type of strike, sympathy strike, work
stoppage, slow down, boycott, picket line, bannering, refusal to work overtime, refusal to
cross any picket line or any other interruption, refusal, cessation or interference with the
Company’s work or operations, or any impending of the work or operations of the
Company, regardless of whether or not such action is taken in protest of matters or
actions covered by this Agreement, or matters or actions not referable thereto and not
within the normal bargaining relationship between the parties, and regardless of whether
or not the actions complained of are subject to the grievance procedures of this
Agreement and regardless of whether or not based on an alleged claim of a breach of
this Agreement or a breach of State or Federal law by the Company. On the contrary,
the Union will actively discourage and endeavor by using every legal means at its disposal
to prevent or terminate any of the foregoing instances or activities. If there is a violation
of this Section 1, the Union, through its officers and/or its designated International
Representative, shall publicly declare in writing such action as a violation of this
Agreement immediately after learning or becoming aware of it, shall publicly and
personally in writing order all Employees and/or other persons engaged in such conduct
to cease the prohibited conduct, and shall use and continue to use its best and every
effort to immediately terminate such conduct. Any violation of this Section 1 shall not be
subject to either the Grievance Procedure or the Arbitration Procedure of this Agreement,
but instead the Company shall be entitled to injunctive and to other relief from any
appropriate court.

Section 2. Any Employee or group of Employees, who in any way violate the
provisions of this Article, may be subject to discipline up to and including discharge. It is
expressly understood that the Company in administering discipline including discharge,
for violations cited in Section 1, may distinguish between leaders and other participants if
it deems appropriate. Discipline taken under this Section 2 may be processed through
the Grievance and Arbitration Procedure in this Agreement with the authority of the
Arbitrator limited to determining whether or not the Employee did in fact participate in
conduct which violates Section 1.

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 Section 3. During the term of this Agreement, the Company will not lock out
any Employees, except that in the event of any violation of Section 1 above, this Section
3 does not apply.

ARTICLE 13. SENIORITY

Section 1. The term seniority as used herein shall be defined as length of full-
time continuous service with the Rockport Works.

Section 2. An Employee’s seniority and employment status shall terminate for

the following reasons:

(a) Quit;

(b) Failure to report to work for three consecutive workdays and without
notifying the Company within that time period, unless there is just cause
provided to the Company justifying failure to report;

(c) Discharge for just cause;

(d) Failure to return to work after a layoff within five consecutive workdays after
being notified in writing to report to work, by certified mail addressed to the
last known address or by actual notice, unless there is just cause provided
to the Company justifying failure to return;

(e) Being continuously on layoff for a period in excess of thirty-six months (36)
or the Employee’s length of continuous service, whichever is less;

(f) Retirement;

(g) Failure to report immediately to work at the termination of a leave of

absence, unless there is just cause provided to the Company justifying
failure to report.

Section 3. Layoffs, reductions in the workforce, departmental transfers, and

recalls will be governed by seniority. Thus, in cases of layoff, the least senior Employees
will be the first Employees laid off (after consideration of Section 11), and in the cases of
recall from layoff, Employees will be recalled by seniority, except for the four members of
the Union Executive Board who shall be the last Employees laid off and first to be recalled,
provided they have the skill, ability, and physical fitness to perform available work and
provided further that the four members of the Executive Board shall return to their original
seniority standing upon termination of their term in office. No Employee will be laid off
unless all temporary employees, and any probationary employees who are in the same
job title and department as those Employees designated for layoff, are laid off first. During
layoffs or reductions in force, affected Employees who have been previously qualified in
other positions in the plant may bump Employees working those positions who have less
plant-wide continuous service. During a layoff or reduction in force, Employees will be

6
given the opportunity to bump and be assigned into the Shipping Department solely on
the basis of plant-wide continuous service.

Notwithstanding the above, layoffs of forty-five (45) calendar days or less will, by mutual
agreement of the parties, be governed by Department seniority.

Section 4. The Company shall maintain and furnish annually to the Union an
official service list of Employees together with their addresses and telephone numbers, if
any, arranged by length of full-time continuous service with the Company. Should a
legitimate need arise, the Union may request an updated service list.

Section 5. New Employees shall be regarded as on probation for the first 780
working hours. After 780 working hours, the names of such Employees shall be placed
on the service list.

Section 6.

(a) An Employee’s length of full-time continuous service shall accumulate from

the most recent hire date without time deducted for approved leaves of
absence granted in accordance with this Agreement. The hire date shall be
the first day worked by the Employee. When more than one Employee has
the same hire date, relative length of full-time continuous service will be
determined by alphabetical order of the last name of each Employee as of
the most recent hire date.

(b) The Company also shall maintain and furnish to the Union an official list of
Employees arranged by length of full-time continuous service with previous
maintenance vendor(s) who performed maintenance work at the Company
(”vendors service list”). When more than one Maintenance Employee has
the same seniority date, relative length of full-time continuous service will
be determined by the Maintenance Employee’s vendor service date.

(c) When employees have the same continuous service date and/or
Maintenance vendor service date (consistent with the Maintenance
Agreement dated May 22, 2017), relative length of full-time continuous
service will be determined by Employee’s last name.

Section 7. The Company determines when all vacancies are to be posted

and/or filled and the qualifications required for the vacancy. Job postings will reflect the
wage, job classification, qualifications, and required documentation to be provided by the
bidder, department, specific work assignment(s) to be initially trained, and crew. When a
permanent vacancy occurs and the Company determines that the permanent vacancy
will be filled, the Company will post a notice in each major operating area for 15 calendar
days, and Employees may express an interest in the vacancy by signing and dating the
posting:

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 Primary Vacancy:

(a) The vacancy will be filled based upon the seniority of those bidding; if there
are no qualified bidders, the Company may hire from the outside.

Secondary Vacancy:

(b) A secondary vacancy resulting from the primary vacancy will be posted and
filled in the same manner.

Third Round Vacancy:

(c) A third level vacancy in production resulting from a second level vacancy
will be posted in the Utility group. However, if the third level vacancy occurs
in maintenance, then the vacancy may be filled by the Company at its
discretion. No other resulting maintenance vacancies will be posted, and
the Company may, at its discretion, fill those vacancies by hiring from the
outside.

Fourth Round Vacancy:

(d) A fourth level vacancy will be posted in Shipping, and prior to hiring from
the outside, Material Handlers will have the opportunity to move into
Shipping, by seniority. No other resulting vacancies will be posted, and the
Company may, at its discretion, fill those vacancies by hiring from the
outside.

(e) Bid sheets with all bidders will be posted in each operating area that reflects
prevailing bidder(s). Successful bidders will be given a trial period not to
exceed 20 working days during which time the Employee may voluntarily
return to his prior position or the Company may require the Employee to
return to his prior position if the employee cannot meet the requirements of
the job to which the employee has been assigned. Successful bidders
(defined as an Employee who is offered and accepts the bid) are barred
from bidding on any permanent vacancy for a period of one year from the
date the Employee begins the trial period. This section is not a limitation
upon the Company’s right not to fill a vacancy or to fill a temporary vacancy
as determined by the Company. If an Employee is held or frozen in his
current position after successfully bidding to a higher paid position, the
Employee will be paid the higher rate beginning 45 days after being
awarded the bid. A successful bidder must be moved to his new position
within 90 days of acceptance of the bid. If not, the Employee will receive
$1.00 per hour added to the current rate or rate of the bid job, whichever is
higher until moved. An Employee who elects to return to his former position
prior to the completion of the trial period will not receive any of the $1.00
per hour pay liability.

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 Section 8. An Employee will not be denied an opportunity to earn 36 hours of
pay in a work week. This Section does not apply if the Employee is on layoff.

Section 9. Prior to a permanent vacancy being posted for bid in accordance

with Section 7 above, qualified incumbents within the Department will be permitted to fill
the vacancy on the basis of seniority. Thereafter, the remaining opening will be put up
for bid. Each Department will have a voluntary sign-up sheet for Employees to sign in
order to become qualified on jobs within the department. Sign-ups must be made prior to
notice of an anticipated vacancy becoming available. Employees who have started
training are considered qualified for purposes of being a ‘qualified incumbent’ prior to
bidding in Section 7 above. Training will be provided by seniority and training
opportunities will not be denied to senior employees because of crew staffing levels;
however, the Company will determine the number of Employees trained and the timing of
such training.

Section 10. All applications of seniority under this Article are subject to the
Employee having the skill, ability, and physical fitness to perform the work as determined
by the Company. The final determination with respect to physical fitness shall be made
by the Company physician. However, if a dispute arises regarding the physical fitness of
an employee, the Company physician will consult with the employee’s physician in an
effort to resolve the dispute.

Section 11. The Company and the Union agree that voluntary layoffs can be a
positive alternative to involuntary layoffs. Nothing in the Agreement shall prohibit the
Company from allowing voluntary layoffs. Any Employees wishing consideration to be
laid off may sign a voluntary layoff list. Any Employee granted voluntary layoff cannot
request reinstatement for 60 days, and requests to return will be considered in light of the
reasonable business needs of the plant. Employees that have been granted voluntary
layoff, will not have benefits terminated during the approved voluntary layoff period.

Section 12. The Parties have agreed to a maintenance seniority roster as of the
effective date of the Agreement which is included as Exhibit A of this Agreement. Any
employee completing a maintenance training program after the effective date of the
Agreement will have their seniority date merged into the maintenance seniority roster
based on their plant-wide seniority date.

ARTICLE 14. PROBLEM SOLVING, GRIEVANCES, AND ARBITRATION

An Employee having a problem shall endeavor to resolve it through the informal

channels of the Company within the Plant. Formal grievances should be avoided
wherever possible. Should use of the Plant’s informal channels not resolve the matter,
the following procedure shall be the sole and exclusive mechanism by which Employee(s)
can resolve any grievance with the Company.

Section 1. Grievance Procedure

a. A grievance, as such term is used in this Agreement, means only a dispute

between the Company and Employee(s) involving the application or interpretation of any
9
provision of this Agreement, including the disciplining of an Employee, that has been
reduced to writing in Section 1 of this Article and presented to the Company on a
Grievance Form provided by the Company.

FORMAL STEP. The Grievance Representative shall present in person or by

electronic transmission the grievance to Labor Relations, or designee, in writing on a
Grievance Form agreed to by the parties, within 15 calendar days of the occurrence of
the alleged grievance. The Grievance Form must be filled out completely setting forth the
Grievance Number, Grievant’s name, seniority date, classification, pay rate, the specific
provision(s) of the Agreement alleged to have been violated, all facts which are the basis
of the grievance, the date and time of the event complained of, a statement of the relief
or adjustment sought, and provide space(s) for date and disposition at each step of the
Procedure. The grievance must be signed by the grievant and the Grievance
Representative, except the Union may file a department or plant-wide grievance so long
as the President of the Union, or designee, and 2 additional affected Employees sign as
Grievants. Any Grievance Form which has not been completely filled out will not be
processed and the grievance shall not thereafter be arbitrable. The Company will notify
the Union of any known deficiency in the Grievance Form as set forth in the above
requirements prior to the expiration of the 15 calendar days. Labor Relations will provide
a signed and dated receipt of the grievance.

A meeting will be held between Labor Relations and a Bargaining Representative

within 15 calendar days from receipt of the grievance. The Company will provide a written
answer within 15 calendar days from the date of the meeting.

If the meeting is not held within 15 calendar days, and that timeframe is not
extended in writing by agreement of the parties, the Union may appeal the grievance to
arbitration within 45 days after the last day on which the meeting could have been held.
If the Union appeals the grievance to arbitration prior to the Formal Step meeting being
held, the parties will hold the Formal Step Meeting within 30 calendar days of the date of
the appeal to arbitration, and the Company will provide a written answer within 15
calendar days from the date of the meeting.

If the meeting is held, and the Company’s written answer is not received by the
Union within 15 days of the date of that meeting, then the Union may appeal the grievance
to arbitration within 45 days of the last date on which the Answer could have been
provided. If the Union appeals the grievance to arbitration prior to the receipt of the
Company’s written answer, the Company will provide a written answer within 15 calendar
days from the date of the appeal.

If the Company fails to provide a written answer in the time limits identified herein
after the Union has appealed the case to arbitration, unless those time limits are extended
by agreement of the parties in writing, the grievance shall be considered resolved in favor
of the Grievants on a non-precedent setting, non-referable basis, and the only issue which
can be presented in arbitration is the issue of remedy (if the parties are unable to agree
on the appropriate remedy).

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 If a satisfactory resolution of the Formal Step appeal is not accomplished, the
International Union Representative may appeal the grievance to arbitration within forty-
five (45) calendar days after response to the Union at Formal Step.

b. No grievance, the basis for which occurred prior to the effective date of this
Agreement or subsequent to the termination of this Agreement, shall be considered or be
subject to adjustment under this Agreement. The grievance procedure and the arbitration
procedure established in this Article shall be the sole and exclusive remedy available to
an Employee and to the Union for any alleged Company breach of this Agreement.

c. The Union may designate one non-probationary Employee per shift to be

the Grievance Representative for each of the following 5 locations in the Rockport Works:
a) pickle line, b) continuous cold mill/temper mill/hydrogen anneal/material movement, c)
galvanizing line, d) shipping, and e) maintenance. The Union must notify the Company
in writing of the name of the Grievance Representatives and the name of the Union
designated Staff Representative to deal with the Company. Any change in either of these
positions which might occur from time to time must also be delivered to the Company in
writing before the change becomes effective. Time spent by a Grievance Representative
or a Bargaining Committee Member in Grievance meetings, as scheduled by the
Company, under this Article will be paid at his or her straight time hourly rate.

Section 2. Expedited Arbitration Procedure

The expedited arbitration procedure is designed to provide prompt and efficient

handling of grievances involving routine issues having limited contractual significance
such as overtime bypass claims, job preference claims, and discipline matters involving
three (3) day suspensions or less. Any grievance submitted to expedited arbitration will
be by mutual agreement of the parties. The procedure is not intended for cases involving
complicated or extraordinary contract issues, rates, or discharges.

a. If the parties mutually agree or the arbitrator should conclude, at any point after a
grievance has been appealed to the expedited procedure but before a decision is
rendered, that the grievance involves issue(s) or fact(s) that are not appropriate to
be handled in the procedure, then the grievance shall be referred to the appropriate
formal step representatives for processing under the regular arbitration procedure.

b. Decisions under this expedited arbitration procedure shall not establish a

precedent and shall not be used or referred to in any manner whatsoever.

c. The President of Local 3044, or his designee, or the Company's Representative

may appeal a grievance to the expedited procedure by notifying the other party in
writing after receipt of the Company's Formal Step Answer. The parties will
thereafter cooperate in the scheduling of the hearing.

d. To select a panel of arbitrators for expedited arbitration, the parties will request a
panel of nine (9) arbitrators from the American Arbitration Association (AAA) who
must be members of The National Academy of Arbitrators. The request to AAA is
solely to provide the panel of arbitrators. AAA has no case administration
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 authority. The arbitrators will be selected from the panel by an alternate strike
method until three names remain. This remaining list shall comprise the expedited
arbitration panel. Each arbitrator on the panel so selected will hear one expedited
arbitration agenda on a rotating basis. Each party retains the right to unilaterally
remove one (1) arbitrator from this panel after that arbitrator has heard at least one
(1) agenda. The parties agree to replace any Arbitrator removed from the panel
by requesting another panel of nine (9) Arbitrators from AAA and selecting the
replacement Arbitrator by alternate strike method.

e. The agenda must include at least three (3) but not more than seven (7) grievances
per day which have been appealed to expedited arbitration. The agenda must be
provided thirty (30) days in advance of the hearing date. The parties will contact
the arbitrator due to hear the agenda and will mutually agree upon hearing date(s).

f. The expedited arbitration hearing shall be conducted in accordance with the

following:

The hearing shall be informal; no briefs shall be filed or transcripts made.

There shall be no formal evidence rules.

Each party's case shall be presented by a designated local representative.

The parties agree that each case will take a maximum of one (1) hour; each
side will be allotted thirty (30) minutes.

The Company agrees that it shall not call as a witness in these proceedings
any employee from the bargaining unit. The Union agrees that it shall not
call as a witness in these proceedings any non-bargaining unit employee.

The Arbitrator shall have the obligation of assuring that all necessary facts
and considerations are brought before him by the representatives of the
parties. In all respects, he shall assure that the hearing is a fair one.

g. The Arbitrator shall issue a decision no later than seven (7) days after conclusion
of the hearing (excluding Saturdays, Sundays, and holidays). His decision shall
be based on the records developed by the parties before and at the hearing and
shall include a brief written explanation of the basis for his conclusion. These de-
cisions shall not be cited as a precedent in any discussion at any step of the
grievance or arbitration procedure or in any other litigation; the decisions are non-
referable. The authority of the Arbitrator shall be the same as provided in the
regular arbitration procedure of the Collective Bargaining Agreement, Article 14,
Section 3(b).

Section 3. Arbitration Procedure

a. The appeal to arbitration shall be by a written, dated, notice signed by the

12
 International Union Representative to Labor Relations stating the Union has
appealed the grievance to arbitration and the specific reasons for doing so.

b. Representatives designated by the Company and the Union shall mutually agree
upon the selection of the arbitrator to hear the grievance. If the parties fail to agree
on an arbitrator within 21 calendar days of the appeal to arbitration, the parties will
request a panel of 9 arbitrators from the American Arbitration Association (AAA)
who must be members of The National Academy of Arbitrators. The request to
AAA is solely to provide the panel of arbitrators. The parties do not consent to the
jurisdiction of AAA nor to case administration by AAA. The arbitrator will be
selected from the panel by an alternate strike method. The party to strike first will
be determined by a coin toss. The Arbitrator so selected shall hear only the one
grievance for which he was selected. Separate grievances shall not be joined
together for hearing by the same arbitrator without the written consent of the
Company and the Union. The arbitrator mutually selected shall have only such
authority as is granted to him in this Agreement. He shall render his decision in
writing, and it shall be final and binding upon the Company, the Union and the
Employee(s). The costs of the court reporter and transcript shall be borne by the
requesting party, except the costs will be shared if the other party requests a copy
of the transcript. If a transcript is requested by either party, it shall be the official
record of the hearing. The arbitrator shall have no power or authority to change,
amend, modify, add to, delete from, or otherwise alter this Agreement, nor to
establish or change any wage rate, nor to grant any remedy or award for any period
prior to the effective date of this Agreement or 15 calendar days before the filing
date of the grievance, whichever is the shorter period, or for any event occurring
or period extending beyond the termination date of this Agreement, nor to grant
any relief that was greater than that which was specifically requested in the
grievance when it was reduced to writing at the Formal Step of the grievance
procedure, nor to conduct unilateral hearings, nor to grant default awards, nor to
substitute his discretion for that of management.

c. All disciplinary discharges may be submitted to non-binding mediation prior to

arbitration.

Section 4. Time Limits

Failure to meet the time requirements as set forth in Sections 1 and 2 above shall
result in denial of the grievance, and the Union shall be conclusively presumed to have
accepted the Company’s position and the grievance shall not thereafter be arbitrable,
unless the Company specifically waives the time limit, in writing.

13
 ARTICLE 15. NON DISCRIMINATION

The parties agree that neither shall discriminate in their employment practices nor
in the application of the terms of this Agreement on the basis of race, color, religion,
national origin, sex, sexual orientation, gender identity, age (over 40), genetic information,
protected military status, status as a qualified disabled person, union membership or non-
membership, or protected union activity or refraining from such activity in accordance with
state and federal law.

ARTICLE 16. GRIEVANCE INVESTIGATION AND DISPOSITION

Prompt resolution of workplace issues is important in maintaining a positive

relationship between the Company and the Union. Accordingly, the parties agree:

A Grievance Representative only with reasonable advance notice, to and

with consent from his direct supervision will be allowed a reasonable time off his
scheduled assignment without loss of pay to perform grievance investigations and
to attend meetings scheduled by mutual agreement of the Company and the
Union. Such time away from work will not be unreasonably denied.

A Grievance Representative must advise his direct supervision of location

and the anticipated time of return to his scheduled assignment.

Such investigation and grievance disposition shall not interfere with

productivity, quality, safety, or cause overtime. However, should the Grievance
Representative be requested by the Company to attend a grievance/disciplinary
meeting as needed, on overtime, it is a recognized exception to the forgoing
sentence.

ARTICLE 17. DISCIPLINE

Section 1. No discipline will be issued without just cause and due

consideration. The parties agree that disciplinary penalties should be applied based upon
the facts and circumstances of each particular case and that where justified by the facts
and circumstances, corrective disciplinary action should precede disciplinary discharge.
When an Employee has completed twelve (12) consecutive months of work without any
disciplinary action, then prior disciplinary penalties on the Employee’s record will not be
considered by the Company in the determination of the penalty for the event under review,
except attendance infractions are excluded from this limitation.

If a Supervisor observes an Employee commit an unsafe act or work rule violation,

the Supervisor must provide the Employee immediate notice of the observation and
communicate whether discipline will be under consideration. It is agreed that subsequent
discipline, if any, should be issued within a reasonable period of time based upon such
factors as the work schedules of the Supervisor(s) and Employee(s) involved and length
of the investigation.

14
 Section 2. Video Review

a. Supervisory review of video (whether recorded or live) unrelated to

previously known incident/accidents will not result in formal discipline. However, during
the course of incident/accident investigations should violations be observed, discipline
can result. It should also be noted that even when formal discipline is not issued,
counseling, training, or reinstruction may occur as a result of video review.

For purposes of administration of the above paragraph, incident/accident is defined as:

a. Safety, Quality, Environmental Incident/Accident or near-miss,
b. the completion of a Safety Incident Report,
c. the occurrence of a Quality Incident involving the rejection or retreat of more
than 60 tons (three coils minimum), or
d. the completion of an Environmental Incident Form.

b. The Union will participate in the counseling, training, or reinstruction

referenced in a) above.

c. Addressing specific violations consistent with a) above will not preclude the
Company from issuing discipline for similar or identical violations subsequently observed
in person.

ARTICLE 18. SAFETY AND HEALTH

Section 1. The Company shall make reasonable provisions for the safety and
health of its Employees at the plant during the hours of their employment. In this
connection, the Company, the Union, and the Employees acknowledge their
responsibilities under applicable federal and state safety and health laws.

Section 2. In accordance with practices now prevailing at the plant, and insofar
as it is able to do so, the Company will provide protective devices, wearing apparel, and
other equipment to protect the Employees from injury and disease. A request for
replacement safety shoes will be promptly addressed.

Section 3. Any Employee failing or refusing to use safety or health equipment

or apparel furnished to him, or comply with any safety rule of the Company, or with any
program required by applicable federal or state safety and health laws, may be subject to
disciplinary action, including suspension or discharge.

Section 4. Any Employee who, while performing work to which he was

assigned, is unable to continue to perform work on a regularly scheduled job due to a
work-related injury or illness, as determined by the Company, shall be paid for any loss
of earnings for the balance of the shift on which he was injured.

Section 5. A Joint Committee will be comprised of two (2) representatives of the

Union (Union President and Union Safety Representative) and two (2) representatives of
the Company (Safety Manager and HR/LR Manager, or designee). Meetings will be held

15
no less than monthly, but it is anticipated that safety issues of a more immediate concern
will be addressed more frequently through meetings scheduled by mutual agreement.

Section 6. Bargaining unit Employee(s) will participate in the incident/accident

investigation process and bargaining unit Employee(s) involved in the incident/accident
investigation may make recommendations regarding working conditions or procedures.
The Company shall promptly notify the Union President (or highest ranking Union official
available) of any accidents involving serious injury or fatality.

Section 7. If uniforms are required by the Employer, the Employees will be

provided 7 uniforms (shirt and pants) that are laundered at the expense of the Company.

Section 8. No employee will be permitted to work in excess of 16 hours straight,

excluding safety and quality meetings, unless otherwise agreed by the parties.

ARTICLE 19. FAMILY MEDICAL LEAVE ACT

The following terms apply to the administration of the Company’s FMLA policy and
procedures:

Section 1. Eligible Employees may take a maximum of 12 weeks of FMLA

leave in a "rolling” 12-month period. FMLA leave generally is unpaid. Any FMLA leave
taken will reduce an Employee’s remaining available leave entitlement. Seniority will
accrue during all FMLA leaves.

Section 2. Employees seeking to use FMLA leave are required to provide 30-
days advance notice of the need to take FMLA leave when the need is foreseeable. If 30
days notice is not practicable, Employees must give the Company notice of the need for
FMLA leave as soon as practicable. As a general rule, as soon as practicable would
mean that the Employee gives the Company notification of the need for FMLA leave within
one or two business days of when the need for leave becomes known to the Employee.
Failure to provide the required notice may result in the delay of the taking of the FMLA
leave until at least 30 days after the date the Employee provided notice to the Company
of the need for FMLA leave.

If an Employee is absent (including away from work for a partial day or days) and
the Company has not been notified that the absence is for an FMLA reason, the Employee
must notify the Company, within two business days of returning to work from the absence,
of the FMLA reason for the absence. If the Employee fails to so notify the Company of
the FMLA reason for the absence, the period of the absence will not be treated as an
FMLA-protected absence.

Section 3. Medical certification will be required whenever an Employee is

requesting an FMLA leave because of the Employee’s, or a spouse, parent, or child’s,
serious health condition. Medical certification must be completed by a health care
provider using the form available in the Human Resources Department. Certification
should be provided to the Human Resources Department prior to an Employee’s leave,
and must be provided no later than 15 days after an FMLA leave request. Failure to
16
provide the required certification may result in denial of leave. Completed certification
forms should be given to the Employee, by their physician, to provide to the Company,
as it is the Employee’s responsibility to provide the Company with the completed
certification. Incomplete forms will not be accepted and will be the employee’s
responsibility to have an additional form completed. If the employee submits a complete
certification form, and the Company seeks authentication or clarification of the form, the
Company will reimburse the employee for one-half of any reasonable fees charged by the
health care provider to provide that authentication or clarification

At its expense, the Company may require a second (and possibly third) health care
provider’s opinion certifying the existence of a serious health condition. Recertification
may be required as permitted by law.

Section 4. Employees on FMLA leave may be required periodically to report on

their status and intent to return from leave.

Section 5. Intermittent or reduced schedule FMLA leave will be permitted only

where medically necessary. When intermittent leave is needed to care for an immediate
family member or the Employee’s own illness, and is for planned medical treatment, the
Employee must try to schedule treatment so as not to unduly disrupt operations. The
Company temporarily may alter the position of an Employee on such leave, or may require
an Employee on such leave to transfer temporarily to an alternative position, in order to
better accommodate an Employee’s need for such leave.

Section 6. While on FMLA leave, Employees may not engage in other

employment or work of any kind, unless disclosed in advance to the Company and
approved in writing by the Company.

Section 7. Accrued vacation (excluding 1 week) will be substituted for and

applied toward any FMLA-qualified leave.

Section 8. While on FMLA leave, Employees will be required to continue paying

their portion of optional life insurance premiums, if any. If the FMLA leave is substituted
paid leave, premiums will be deducted as usual. If the FMLA leave is unpaid, the
Employee must remit payment at the same time due via payroll deduction. If the
Employee fails to make the required payments, the Employee will remain responsible for
the amount of the Employee’s share paid by the Company, and the Company will take
action to recover such monies.

Section 9. Before being restored to employment, any Employee who has taken
an FMLA leave that was in any part attributable to the Employee’s serious health condition
must submit to the Company a medical certificate that the Employee is fit for duty.

Section 10. If an Employee fails to return from an unpaid FMLA leave for reasons
other than a serious health condition or circumstances beyond the Employee’s control,
the Employee is indebted to the Company for the amount of premiums paid by the
Company to continue the Employee’s health (and any other) insurance coverage during
the leave. The Company may take legal action against the Employee to recover such
17
monies. If the Employee is unable to return from FMLA leave because of a serious health
condition, medical certification substantiating the condition will be required.

Section 11. Employees returning from FMLA leave will be reinstated to their
former, or an equivalent, position.

Section 12. Disciplinary action may be taken against Employees who violate any
of their obligations set forth in this Article or in the FMLA.

Section 13. The Company will make FMLA forms readily accessible. If an
Employee is denied requested FMLA leave, the Company will provide, in writing (within
7 days), the reason for the denial to the Employee.

ARTICLE 20. LEAVES OF ABSENCE

Section 1. Union Leave. One Employee appointed or elected to serve as a full-

time Employee of the local, regional, or international union shall be granted a leave of
absence, without pay or benefits, except such Employee will receive contributions to the
DCPP, in accordance with Article 31, Section 3, on the basis of 2080 hours paid per year,
upon at least 30 days advance written notice, for a period not to exceed three years during
which time seniority shall continue to accumulate. Requests for extensions of such leave
will be considered by the Company, if submitted in writing within 30 days of the expiration
of the one year period, and approval of an extension, not to exceed one year, will not be
unreasonably denied.

Each calendar year, a maximum of 250 hours of leave, with pay, may be requested
by local Union officers or appointees to conduct Union business, provided they give as
much notice as possible, but not less than 2 weeks prior to the start of the leave, unless
otherwise agreed. The 250 hours of paid leave is the maximum hours in any calendar
year, regardless of the number of union officers or appointees requesting such leave,
except during a contract bargaining year – hours will be increased to 350 hours. The
Employee requesting leave shall do so in writing, providing a full explanation of the
purpose for the leave. Such leave will not be unreasonably denied.

The Local Union Executive Board (including a Skilled Trades Representative,

Grievance Committee Chairperson, Safety and Health Representative, and the Sargent
at Arms) will be excused from their work schedule, with pay, 1 day per calendar month to
attend the monthly union meeting if that union meeting occurs on their regularly scheduled
workday.

Union President will be placed on full-time leave and compensated at forty eight
(48) straight-time hours per week, at the highest contractual rate; he will be eligible for
voluntary overtime assignments. It is understood that the Union President will maintain
offices off-site and enter the plant from time-to-time to perform his full-time
representational duties on behalf of the bargaining unit; for safety and communication
reasons, the Union President will provide notice (email, text, or telephone call) to the Plant
HR/LR Manager prior to plant visits. It is further understood that the Union President will
exclusively perform union representational duties for the bargaining unit during paid-time,
18
and that no non-Rockport bargaining unit representational duties will be performed on
plant property.

The Union President will return to his previous work assignment at the conclusion
of his term. While on leave, his vacancy will be filled through the bidding process, as
agreed to by the parties.

The existing MOA regarding an Hourly Health and Safety Representative is

terminated; however, the existing employee will be retained as the Hourly Health and
Safety Representative who will be placed on full-time leave and compensated forty (40)
hours at his incumbent straight-time hourly rate. He will be eligible for voluntary overtime
assignments. The Hourly Health and Safety Representative will be assigned to the Safety
Department and be supervised by the Safety Manager. The Hourly Health and Safety
Representative will be nominated by the Union President, with the input and approval of
the Company; such approval will only be withheld for bona fide concerns over
qualifications, problem resolution skills, and overall ability to effectively perform the duties
of the position. The Hourly Health and Safety Representative may be removed by thirty
(30) days written notice from either party to the other.

The Union may designate an active Employee to serve as the Grievance

Committee Chair. The Grievance Committee Chair will be required to work his or her
regular schedule, but will be compensated 3 hours of pay per week at his or her straight-
time hourly rate for the performance of Union Business. The 3 hours of pay shall not
conflict with, but will be in addition to, the designated Employee’s regular work schedule
and will not accrue towards overtime eligibility. The Grievance Committee Chair will be
responsible for the coordination of the overall grievance procedure and coordination of
meetings. Additionally, the following elected officials (Vice-President, Recording
Secretary, Financial Secretary and Skilled Trades Representative) will be compensated
3 hours of pay per week at their straight-time hourly rate for the performance of Union
Business. The 3 hours of pay shall not conflict with, but will be in addition to, the
designated Employee’s regular work schedule and will not accrue towards overtime
eligibility.

New hires will meet with the Local Union President during new hire orientation.

Section 2. Military Leave. Full-time, non-probationary Employees who are

members of the military reserve force and attend annual or weekend training each year
will be granted time off to fulfill their obligations. A maximum of 10 workdays’ pay in any
one calendar year will be paid for Employees on military training leave. The Employee
will be paid for his scheduled hours at his regular straight time hourly rate, less pay
received for such military training, for each workday missed to attend training. An
authorized Military Leave of Absence Form must be completed prior to the scheduled
leave start date. In addition, the Company will comply with all provisions of state and
federal law with respect to members of military reserve called to active duty.

Section 3. Leave Forms. The Company will make S&A and FMLA forms readily
accessible, if and when forms have not been provided in a timely manner, Employees or

19
the Union will contact Human Resources. Current procedures for submission, review, and
approval will continue.

ARTICLE 21. DISTRIBUTION OF OVERTIME

Section 1. The Company recognizes the need to provide the equitable

distribution of overtime opportunities to qualified Employees. The following is understood
with regard to distribution of overtime:

a. Temporary imbalances and/or errors may occur with regard to the tracking and
distribution of overtime on a weekly basis. Because overtime opportunities can
occur each week, these situations will be adjusted and/or corrected through the
assignment of additional, comparable overtime opportunities (make-up turns), or 2
hours at the Employee’s straight time hourly rate. A make-up turn is an additional
turn of work for which an Employee is not otherwise entitled and which does not
result in loss of overtime for any other Employee. The date on which the
comparable make-up turn will be worked must be identified within 30 days of the
event giving rise to the make-up opportunity.

b. Qualified Employees who are available to work on a straight time rate may be
assigned before providing overtime opportunities to others.

Section 2. Overtime distribution procedure:

a. Qualified Employees with the lowest overtime hours will have first opportunity for
overtime turns.

b. If all qualified Employees refuse the overtime opportunity, the qualified Employee
with the lowest overtime hours worked will be assigned the work. If two or more
qualified Employees have the same amount of overtime hours worked, Employees
with the least continuous service will be assigned the work.

Section 3. Overtime tracking procedure

a. Overtime hours will be tracked for each Employee.

b. Overtime hours for each Employee will be set at zero at 6:00 a.m. on January 1 of
each calendar year. Any overtime assignment, whether scheduled or short notice,
will be scheduled based on the overtime hours as of the date of the overtime
assignment (i.e., Overtime hours for each Employee will be set at zero starting the
first payroll week on or following January 1 of each calendar year.)
i. January 2, 2022
ii. January 1, 2023
iii. January 7, 2024

c. Overtime hours worked will be updated each day, excluding Saturdays, Sundays,
and holidays.

20
 d. If an Employee transfers from one Department to another during the calendar year,
the transferred Employee’s overtime hours will be set at the average of all tracked
overtime hours for the members of the Employee’s new Department/assigned crew
(i.e., A/B, C/D or days).

Section 4. The Company and the Union have agreed to the following with respect
to the distribution of overtime.

(a) Every attempt to fill positions without overtime will be made. When it is
determined by management that coverage will be necessary, OT will be
scheduled.

(b) OT scheduling

1. Each area will make available, 2 weeks in advance, a voluntary sign-

up list for technicians interested in OT. The qualified person with the
lowest hours to sign the voluntary list will be scheduled.

2. If there are four days of a rotation that need to be covered and no

one signs up for voluntary OT, the manager will attempt to only
schedule the eligible technician working off the available turn the first
two days of the same shift he/she had been working and the last two
days will be scheduled with a technician from the opposite crew who
will come in two days before their normally scheduled shift of the
same turn. The person required to work will be the individual who is
qualified with the lowest total OT hours.

3. If no one signs up for scheduled OT, the manager may determine

that the position should be filled with the normally scheduled operator
from an opposite crew. When possible, a qualified technician on the
crew needing coverage will be shifted to the open position at which
time someone from the opposite crew will be assigned by OT
ranking.

4. Vacation is defined according to Article 27, Section 3. When an

individual has a single day of vacation, personal day or is a member
of the Executive Board (including Skilled Trades Maintenance
Representative) they will be considered the least eligible for OT
during their off days before and/or after their regularly scheduled
day/s. The Company recognizes the inconvenience that being forced
to work OT during scheduled vacation periods creates for
employees. In those cases where forcing during scheduled vacation
periods will impose a hardship, the Employee may request, and the
Company will not unreasonably deny, relief from forcing during
scheduled vacations and scheduled personal days. When
Employees have scheduled vacation for their full rotation, and/or

21
 block (40 hours), they will be ineligible for OT during their off days
before and/or after their regularly scheduled day/s.

(c) Call off coverage

1. One call will be made to those who are qualified for the position
needing filled by OT rank and seniority if necessary.

2. If this is not feasible, restructuring the crew needing coverage will be

looked at & then filling the vacated position by qualification & rank
will be explored.

(d) Lack of coverage

1. If a call off occurs & no qualified Employees accept the overtime

opportunity, the qualified Employee contacted with the lowest OT
hours will be assigned the work. If two or more qualified Employees
have the same amount of OT hours, the Employee with the lowest
seniority will be assigned the work.

2. When an Employee on shift is on an overtime assignment or an extra

shift, that Employee will be considered the least eligible to be forced.
If the manager determines the turn can be adequately covered by
holding over a person for 4 hours & bringing one out 4 hours at the
end of the shift, the hours will be offered to all those working who are
qualified. If there are no volunteers, the two lowest qualified will be
forced. The next to lowest qualified Employee will choose between
staying for 4 hours or working the last 4 hours of the following shift.
If two or more qualified Employees have the same amount of OT
hours, the Employee with the lowest seniority will be assigned the
work.

(e) Coverage in another department

In the event that everyone within a department has been offered OT and there is
no voluntary coverage the manager may elect to offer OT to a qualified
technician outside of the department.

1. A sign-up sheet will be posted in each department for any technician

who is not in the department but is qualified on one or more position
within that department and wants to be considered for OT
opportunities.

2. The overtime will be awarded by seniority and any hours worked

outside of an assigned unit will not be counted on the OT tracking list
in their own unit, excluding maintenance employees.

22
 Phone lists - Each technician will provide only one number in
which they wish to be contacted for OT opportunities. Any
disconnected or unavailable extension will be considered
offered OT.

 Scheduled OT conflicts - There will be times when operators

will report they have a conflict with scheduled OT. The
operator will be responsible for finding someone qualified to
cover the OT for him and will be required to first contact
anyone else who signed the voluntary sheet in order of lowest
to highest hours. A form must be filled out by the operator
which lists the scheduled day he cannot work, which operator
he has found to cover the particular shift and then must be
signed by both. The operator is responsible for reviewing the
change with the administrator to assure clarification. A copy
must be retained by the administrator along with an additional
copy going to the day manager.

 When a new technician is hired they will be given the same

number of overtime hours as the person with the lowest hours.

 Sickness and Accident Leave – when an individual is off work

for more than 30 days due to S&A (Article 33, Section 6), they
will be given an average of the OT hours they were eligible for
during the time they were off.

 Calls to technicians:

1. Refusals, messages left or no answer when calling people

at the number provided will be documented.

 Recording - A list with department name, OT ranking, &

contact phone number will be maintained in the Shift
Manager’s office. The shift managers will document all
overtime offered for the week on this list. The administrator
will collect this on a weekly basis. He will retain the weekly
refusal lists in a folder for each year, separated by month. The
yearly folder is to be kept for one year upon its completion.

 If an individual feels there is a discrepancy with the tracking

of hours they should bring it to the manager’s attention within
15 days of when the list which includes the disputed hours is
posted.

 One technician from each operating unit will be appointed by

the union to review and audit the weekly overtime information
including schedule, call-out sheets, etc.

23
 Maintenance Overtime Procedures

Section 5. Overtime will be distributed as equally as possible.

Each Department will have a volunteer sheet posted, no later than two weeks in advance
of the schedule being posted.

a. Crew overtime within a department will be filled by crew volunteers within

that same department, based on lowest OT hours.

1. Vacancies on crews rotating M-F, 6a to 6p may be filled with day shift

employees consistent with 5(d)(a) below, or may be posted for
overtime on crew.

b. If there are no crew volunteers, the turn will be filled by day shift volunteers
with that same department, based on lowest OT hours.

c. If there are no crew or day shift volunteers within the department,

maintenance employees from other departments, who volunteered, will be
assigned the turn based on lowest OT hours.

d. If the three options above have been exhausted and the turn is still not filled,
crew employees within the department will be assigned at managements
discretion, and consistent with Section 5, e., excluding the following:

a. At management’s discretion, crew vacancies from 6a to 6p could be

filled by holding a day shift employee over from 3 p to 6 p. That
decision would be based on lowest hours.

e. If there is a rotation that needs to be covered and no one signs up for

voluntary OT, the manager will attempt to only schedule the eligible
technician that previously worked off the available turn the first two days of
the same shift he/she had been working and the last two days will be
scheduled with a technician from the opposite crew who will come in two
days before their normally scheduled shift of the same turn. The person
required to work will be the individual who is qualified with the lowest total
OT hours. As previously mentioned, day shift employees can/will be used
to cover crew rotation when necessary.

24
 For example:
If B crew needs coverage on Wednesday, D crew would be the force crew.

If A crew needs coverage on Thursday, D crew would be the force crew.

If C crew needs coverage on Monday, A crew would be the force crew.

A CREW Sunday Monday Tuesday Wednesday Thursday Friday Saturday

MT OFF OFF 6P- 6A 6P- 6A 6P- 6A 6P- 6A OFF
ET OFF OFF 6P- 6A 6P- 6A 6P- 6A 6P- 6A OFF
B CREW
MT OFF OFF 6A - 6P 6A - 6P 6A - 6P 6A - 6P OFF
ET OFF OFF 6A - 6P 6A - 6P 6A - 6P 6A - 6P OFF
C CREW
MT 6P- 6A 6P- 6A OFF OFF OFF OFF 6A - 6P
ET 6P- 6A 6P- 6A OFF OFF OFF OFF 6A - 6P
D CREW
MT 6A - 6P 6A - 6P OFF OFF OFF OFF 6P- 6A
ET 6A - 6P 6A - 6P OFF OFF OFF OFF 6P- 6A

Additionally, day shift maintenance will be least eligible to cover Saturday day
turn, Saturday night turn, or Sunday day turn.

Day shift may be forced to cover the Sunday 6p-6a shift, those Employees will
be least eligible. Coverage for 6p-6a requires the Company to give 3 days
notice. Additionally, the Employees will not be scheduled to work their original
scheduled turn on Monday 7a-3p.

f. It is understood that when OT vacancies are posted, management has two

options for that particular posting:

1. If the turn can be filled by an ET or MT, the turn will be posted as

such – 1 ET/MT for dd/mm/yy. If there are no volunteers for that
posting, the Company will have the discretion to not cover that turn
with overtime.

2. If the turn has to specifically be covered by an ET or MT, the turn will

be posted specifically identifying that craft. If there are no volunteers,
the turn will be covered consistent with Section 5.(e) above.

Infrastructure Maintenance will be scheduled and assigned overtime according

to the following three (3) groups: Infrastructure & Outage Support, Reliability,
and Instrumentation. Employees will only be forced to cover overtime within
their assigned groups.

25
 Outages
For maintenance weekly downturn overtime assignments (24 hours or less), it
is agreed that the maintenance crew completing the scheduled midnight
rotation (6p to 6a) will not be forced for the weekly downturn. This limitation on
forcing does not apply during major maintenance outages.

For maintenance weekly downturn overtime assignments, it is agreed that

when Crew A is on daylight shift, then Crew C will be the force crew. When
Crew B is on daylight shift, then Crew D is the force crew. When C Crew is on
daylight shift, then B crew will be the force crew. When D crew is on daylight
shift, then A crew is the force crew. Force crew is defined as the crew that will
be forced in to work overtime. This limitation on forcing does not apply during
major maintenance outages.

OT Continuation-
Maintenance Day Turn employees working on projects or on a unit, as originally
scheduled, where the work needs to be finished beyond a normal scheduled
turn, shall be held over no longer than two (2) hours. Such hold-over, is subject
to no other interruptions of the scheduled workday. If such hold-over
assignment exceeds two (2) hours, any employee(s) who would have otherwise
been eligible for the overtime assignment will be awarded a make-up
opportunity consistent with Article 21, Section 1(a) of the Collective Bargaining
Agreement. If work is expected to go beyond two (2) hours, the employees
originally assigned will continue working until management completes a callout.

ARTICLE 22. SPECIAL ASSIGNMENTS

The Company has the sole discretion to select and remove Step-Up (Production
or Maintenance) Supervisors, Maintenance Section Leaders, LOTO Coordinators, and
Maintenance/Shipping Crew Leaders (“special assignments”). Special assignments are
not bargaining unit work. No Employee shall be required to take the position of a Step-
Up Supervisor, Maintenance Section Leader, LOTO Coordinator, or
Maintenance/Shipping Crew Leader without his or her consent. An Employee in a special
assignment wishing to return to his or her regular position may be required to remain in
the special assignment until a replacement is selected and available to work the special
assignment. Employees working in special assignments will remain members of the
bargaining unit. When an Employee is selected and works as a Step-Up Supervisor,
Maintenance Section Leader, LOTO Coordinator (when assigned to perform LOTO
Coordinator duties by supervision in preparation for or during a departmental downturn
only), or Maintenance/Shipping Crew Leader, the Employee will receive an additional
$1.00 per hour worked. Employees working special assignments after 30 days will be
required to work or volunteer for overtime in accordance with overtime procedures;
overtime hours worked in special assignments (excluding Step-Up Supervisors) will
accrue toward overtime distribution. Step-Up Supervisor assignments may last for
varying periods of time as designated by the Company, but no single period of designation
will exceed ninety (90) calendar days, absent mutual agreement of the parties. There is
no limit on the number of periods that an employee may be designated as a Step-Up

26
Supervisor. However, Step-Up Supervisor and Crew Leaders will not be used to replace
a full-time supervisor.

ARTICLE 23. SUPERVISORS PERFORMING BARGAINING UNIT WORK

Section 1. Supervisors employed by the Company at the plant shall not perform
work which is normally performed by the Bargaining Unit except in the following situations:

(a) experimental work;

(b) demonstration work performed for the purpose of instructing and training;

(c) work required by conditions which, if not performed, may result in

interference with plant operations, bodily injury, or loss or damage to
material and/or equipment;

(d) work which is negligible in amount;

(e) work that is incidental to the performance of supervisory duties;

(f) technical support of the plant.

Section 2. It is not the intent of the foregoing provision to have supervisors

perform Bargaining Unit work solely to displace a regular, full-time Employee. If a
supervisor performs work in violation of the foregoing provision and an available and
qualified Employee that could have performed this work can reasonably be identified, the
Company shall pay to that Employee the actual amount of time worked by the supervisor,
or a minimum of 2 hours at the Employee’s straight time hourly rate.

ARTICLE 24. TRAINING

The parties agree that the right to adequate training is fundamental to achieving a
safe and productive workplace. The Company will pay for all training required by the
Company. The Company may implement training programs as it deems appropriate.

The Company will pay for training recommended by the Union (Union President,
Safety Representative, and Skilled Trades Representative) if approved by both the Union
President and the Plant Manager or his designee.

ARTICLE 25. SUB-CONTRACTING

A Joint Committee consisting of 2 members of the Union Committee and 2

representatives of the Company will be formed and will hold meetings as mutually agreed,
but no less than quarterly. The Committee will review the Company’s subcontracting
activity and the reasons for the decisions. These meetings will provide an opportunity for
the Committee to make suggestions to improve the effectiveness of the operation so that
the Company can make the best decisions in implementing its subcontracting activity.

27
Union Committee members will be paid 8 hours per quarter at their straight time hourly
rate for time spent in preparation for and attendance at the meeting.

The Joint Committee, by mutual agreement, may investigate and make

recommendations regarding the potential in-sourcing of work whereby bargaining unit
employees would perform work that is performed by contractor(s) on a cost-savings
basis, without adversely impacting safety, quality, and productivity. Any decision to in-
source work shall be exclusively and solely determined by the Company, and in light of
the conditions set forth in Articles 3 and 4 of the Agreement, a decision by the Company
under this Article 25 is not subject to the provisions of Article 14, Problem Solving,
Grievances, and Arbitration. Should the committee fail to resolve the issue, it may be
elevated to the Company’s Executive Vice-President, Operations and the Vice
President, Human Resources & Labor Relations.

ARTICLE 26. DRUG AND ALCOHOL TESTING

Any drug or alcohol testing will be pursuant to the below terms and conditions.

Purpose

Cleveland-Cliffs Steel Corporation seeks to maintain at its Rockport Works a safe

and healthy work environment that is free from the effects of unprescribed, controlled
drugs and alcohol (hereinafter “Controlled Substances”). Cleveland-Cliffs Steel
Corporation also offers professional assistance to those employees who may have
substance abuse problems, consistent with the Company’s substance-free workplace
goal. Employees with drug or alcohol problems are encouraged to come forward
voluntarily before the need to apply this policy and to seek help through the EAP
Program.

Policy

The following is prohibited on Company property: manufacture, distribution,

possession, use, or being under the influence of a Controlled Substance.

Employees who violate any of the prohibitions will be subject to disciplinary action,
including termination from employment. A positive test result, or refusal to submit to a
drug or alcohol test, is cause for discharge. A refusal of a search or an attempt to tamper
with or alter a specimen for testing is cause for discharge.

Enforcement of Policy

Controlled Substance screening tests may be conducted under the following

circumstances.

 Pre-employment drug tests and post-offer pre-employment controlled

substance screening tests. Applicants who refuse to comply with this
Policy, or who test positive for an unprescribed controlled drug, will not be
offered the employment for which they applied. Individuals who have been
28
 offered a job contingent upon satisfactory results of a post-offer pre-
employment medical examination who refuse to comply with this Policy, or
who test positive for an unprescribed controlled drug, will have their
employment offer rescinded.

 Upon return to work from a leave of absence, layoff, or other extended

absence from work.

 Required testing as may be indicated as part of professional counseling or

disciplinary action.

 Company-provided physical examinations may include routine controlled

substance screening tests.

 If there is a reasonable suspicion that an employee has violated one or more

of the above prohibitions. Examples of the basis for reasonable suspicion
include, but are not limited to: accidents, deterioration in job performance,
deterioration in attendance, or strange or unusual behavior or demeanor.

 Testing will be required whenever a workplace accident occurs involving an

employee, equipment, or property controlled by an employee involving: (a)
one or more deaths; (b) an injury requiring professional medical treatment
beyond first aid; (c) damage of property for which the company estimates a
potential cost greater than or equal to $10,000; (d) discharge or release of
any hazardous substance; (e) any accident involving mobile equipment.
Testing will also be required whenever a serious potential accident occurs
which management determines could have resulted in (a) through (e).
Where the Company cannot rule out an employee as being involved in the
events or conditions which led to the incident, the employee shall be
required to submit to the testing. The Company shall require testing for
employees as soon as practical. Any employee whose serious injury
precludes them from providing a specimen, must provide the necessary
authorization for obtaining hospital reports and other documents that would
indicate whether there were any Controlled Substances in their system.

 Employees may be required to submit to controlled substance screening

tests at any time on a random basis.

The results of any controlled substance screening tests will be treated as

confidential as possible.

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Employee Criminal Conviction Notifications Requirements

As set forth in the Drug Free Workplace Act of 1988, each employee shall notify
the Company of any criminal drug statute conviction for a violation occurring in the
workplace no later than 5 days after such conviction. Within 30 days after such
notification to Cleveland-Cliffs Steel Corporation, the Company will issue summary
discipline, up to and including discharge or Cleveland-Cliffs Steel Corporation will require
the employee to participate in a drug abuse assistance or rehabilitation program.

Employee Assistance Program

Services offered through the Employee Assistance Program are available to all
employees and their families. These services include education information concerning
the effects and consequences of Controlled Substance abuse on personal health, safety,
and work environment. Cleveland-Cliffs Steel Corporation encourages each employee
to use the Program to overcome any substance abuse problem before it affects the
employee’s job performance or health, or the safety of that employee or other employees.
Supervisory or self-referrals to an EAP professional will be administered on a strictly
confidential basis.

The EAP Program contact information will be provided and posted on Union
bulletin boards. Human Resources will notify the Union of any changes to the EAP
Program in a timely manner.

ARTICLE 27. ATTENDANCE

Section 1. General

Employee attendance is extremely important to the efficiency of the Rockport Works. The
following sets forth the terms and conditions governing absenteeism of Employees.

Section 2. Definitions:

a. Occurrences

1. Each scheduled day of work missed will count as one (1) occurrence.

2. Tardiness occurs when an employee is not present at the employees

scheduled start time. An early departure occurs when an employee
leaves work prior to the end of the employees scheduled shift without
approval. Tardiness or early departure of less than two (2) hours will
be considered one-half (½) of an occurrence. Tardiness or early
departure of two (2) or more hours will be considered one (1)
occurrence.

3. An absence that is certified by a physician’s statement that an

Employee has an infectious disease that may infect others will not
be counted as an occurrence.
30
 4. Additionally, any incidents of being off without reporting or walking
off the job or job abandonment are separate and distinct from the
occurrences addressed above and will be addressed by separate
disciplinary action.

b. Excused Occurrences

1. An absence from scheduled work for military leave, jury duty, court
mandated absence where the Employee is not subject to
prosecution, paid funeral leave, approved absence under the FMLA,
and approved Union business are excused absences and will not be
counted as an occurrence.

2. When an employee is evaluated at Cliffs Medical and relieved for the

remainder of his shift due to illness, such absence will not be an
occurrence under this policy.

Section 3. Procedures

a. Disciplinary action steps:

1. Step I – Verbal Warning: If three (3) occurrences are recorded in a

twelve month period, a verbal warning will be given, recorded, and
discussed with the employee

2. Step II – Written Warning: If three (3) additional occurrences are

recorded following the Verbal Warning in a twelve month period,
there will be a Written Warning given along with a discussion with the
employee

3. Step III – Suspension: If three (3) additional occurrences are

recorded following the Written Warning in a twelve month period, a
three-day suspension will be issued as well as a discussion with the
employee.

4. Step IV – Discharge: If two (2) additional occurrences are recorded

following the Suspension in a twelve month period, the employee will
be discharged for cause.

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 b. The following table indicates the action that will be taken given the number
of occurrences in the specified time frame.

Number of
Rolling Months in Resulting
Number of
STEP which Disciplinary
Occurrences
Occurrences Action
took Place
Verbal
I 3 12
Warning
Written
II 3 12
Warning
3-Day
III 3 12
Suspension
IV 2 12 Discharge

c. Employees can request an updated absentee report from Human

Resources and it will be provided in a timely manner.

d. In an effort to encourage good attendance, employees who have had zero

occurrences for 12 consecutive months will have the last disciplinary action
(attendance related) removed.

e. When an employee has completed 18 consecutive months of work without

any disciplinary action (attendance related), then prior attendance
disciplinary penalties on the employee’s record will not be considered.

Section 4. No Report – Reporting Back to Work

a. No Report – Failure to report off work, subject to Management review, will

result in discipline, up to and including termination of employment.

b. Reporting Back to Work – Employees who miss three (3) or more scheduled
days of work for issues other than those defined under Paragraph 2.b.(1) of
this policy must be cleared through plant medical before being allowed to
return to work.

ARTICLE 28. HOURS OF WORK AND RATES OF PAY

Section 1. An Employee’s normal work schedule shall not be construed as a

guarantee of hours of work per day or per week or days of work per week, or for any other
period of time.

Section 2. The normal workday and normal work schedule varies by

department. The establishment of Employee work schedules, including the determination
of the starting and quitting times of daily and weekly work schedules, shall be made by

32
 the Company, and such schedules may be changed by the Company from time to time
to suit varying operating conditions, with seven (7) day advance notice to the Union and
the opportunity to discuss proposed changes, unless emergency conditions require a
shorter notice period.

Section 3. Wages. The following sets forth the straight time hourly rates for
the below identified job titles:
• Increases are effective on the first day of the first pay period of the Month
Job Title # of Years in Dept 9/1/2021 10/1/2021 10/1/2022 10/1/2023
Material Handler $19.50 $20.50 $21.25 $22.25
Shipping Tech < that 2 years of service $19.50 $20.50 $21.25 $22.25
2 years of service but < that 4 $21.50 $22.50 $23.25 $24.25
> 4 years of service $23.50 $24.50 $25.25 $26.25
Utility Tech $25.50 $26.50 $27.25 $28.25
Production Tech $27.40 $28.40 $29.15 $30.15
> 10 years of service & Qualified
Senior Prod Tech $28.40 $29.40 $30.15 $31.15
on 3 or more jobs
Mechanical Tech $29.75 $30.75 $31.50 $32.50
Senior Mechanical Tech* $30.75 $31.75 $32.50 $33.50
Electrical Tech $31.00 $32.00 $32.75 $33.75
Senior Electrical Tech* $32.00 $33.00 $33.75 $34.75

The classifications of Senior Production Technician and Utility Technician are

established. A Senior Production Technician will be incumbent to a specific department
and will be required, at a minimum, to have ten (10) years of continuous service in the
department and have been fully qualified on at least three (3) work assignments in the
department. The Utility Technician position will exist in a separate plant-wide department
and incumbents to this position will work various schedules and will be assigned to various
departments and duties at the discretion of management.

* The parties agreed to meet within 120 days after ratification of the 2021 Agreement and
establish the qualifications, training, and other related issues for the senior electrical and
senior mechanical maintenance technician classifications.

The establishment of these job titles for pay purposes does not create work content, job
content, or duty assignment jurisdictional or other barriers; an Employee may be assigned
to perform any work that s/he can safely perform. The establishment of these job titles
creates no obligation on the Company to actually have any Employee in each title nor
does it restrict the Company from exercising its managerial rights as set forth in Article 11
of this Agreement.

Section 4. Time and one-half of an Employee’s straight-time hourly rate will be

paid for all hours worked in excess of 40 hours in a workweek. All hours worked and
holiday hours paid but not worked shall count towards the calculation of overtime.

33
Overtime will be scheduled or assigned, as determined by management, to promote the
orderly and efficient operation of the plant.

Section 5. Employees will receive a shift differential of $0.50 per hour worked if
scheduled to work the 6:00 pm to 6:00 am shift.

Section 6. An employee who has been scheduled or notified to report to work,

and who reports to work, shall be allowed a minimum of 4 hours pay at standard hourly
rate (plus any applicable shift differential).

Section 7. If an error is confirmed in the payroll check of an Employee in an

amount exceeding $150, then an adjustment will be made through the issuance of a
payroll check within 3 business days of notice to the Company. Lesser amounts will be
adjusted in the next regularly scheduled payroll cycle.

Section 8. An employee’s electronic earnings statement will reflect the hours,

rate, and total amount of contributions on behalf of the employee to the 401k account.

Section 9. Employees will be paid one and one-half (1.5) times their straight
time hourly rate for all hours worked between the hours of 6 am and 6 pm on Sunday.

Section 10. There shall be no duplication or pyramiding of time, hours, or pay. If

hours worked are subject to more than one overtime or premium pay condition(s), the
higher rate shall apply.

Section 11. When the Company offers a voluntary reduction of hours, the
Company will, subject to operational needs, approve requests by seniority within the
department.

Section 12. Nothing set forth in this Article is or shall be construed as a limitation
on the parties’ rights as otherwise set forth in this Agreement.

ARTICLE 29. HOLIDAYS

Section 1. The following paid holidays will be observed: New Years Day, Good
Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Friday after
Thanksgiving, Christmas Eve Day, and Christmas Day.

Section 2. To receive holiday pay, the following eligibility requirements must be

met:
a. Each full time, active Employee (not on layoff, suspension, or leave)
must have completed 90 days or 520 working hours after hire;

b. The Employee must work the entire scheduled workday immediately

prior to the holiday and the entire scheduled workday immediately following
the holiday, unless excused by management.

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 c. Tardiness occurs when an employee is not present at the employees
scheduled start time. An early departure occurs when an employee leaves
work prior to the end of the employees scheduled shift. Tardiness or early
departure of less than thirty (30) minutes will not disqualify an Employee’s
eligibility for holiday pay.

d. If scheduled to work the holiday, the Employee must complete his

entire work schedule on the holiday, unless excused by management.

Section 3. Pay for a holiday not worked by an eligible Employee is regularly

scheduled hours at the Employee’s straight time hourly rate. If an eligible Employee
works on a holiday, then such Employee shall be paid double-time and one-half (2.50)
his straight time hourly rate for all hours worked on the holiday. Holidays that occur during
an Employee’s vacation will be paid as an unworked holiday in addition to vacation pay if
the Employee is otherwise eligible for holiday pay.

Section 4. Each full-time Employee who has completed 90 calendar days or 520
working hours after hire and who is actively at work shall be eligible for two paid personal
holidays as of January 1 in each calendar year. Pay for personal holidays will be at the
Employee’s straight time hourly rate for all hours scheduled for that day (not to exceed
12 hours). The Employee must use the paid personal holidays before December 31 of
the calendar year that they became due or prior to termination of employment, if sooner,
or such personal holidays are lost. The Employee must request to schedule a personal
holiday 10 days in advance, and the request will not be unreasonably denied. Personal
days are not allowed during the period of December 24 through December 31 of each
calendar year. The required advance notice for the scheduling of personal days may be
waived, at the Company’s discretion.

Employees will be able to use personal holidays to avoid an occurrence under this
agreement. Such request, must be made with as much advance notice as possible prior
to the start of their scheduled shift. Employees will not be allowed to use this day on their
last scheduled work day prior to a holiday, unless excused by management, or a day
that’s previously been denied. Additionally, such request will be based on the Employees
active attendance record. Employees who have already been issued a 3-day suspension
under Article 27, Section 3(a)(3), will not be able to use a personal holiday to avoid an
occurrence, unless excused by management.

Section 5. A volunteer sign-up sheet will be posted in each department 3 weeks

before each holiday recognized in Section 1 above. Employees who are not scheduled
to work the holiday but desire to do so may volunteer by signing the volunteer sheet
maintained in each department no later than 2 weeks before the holiday. An Employee
may request to be excused from work on the holiday, and the Company will determine
whether he can be excused from work based upon reasonable business needs,
qualifications of volunteers, and seniority of those Employees scheduled to work and
those Employees volunteering to work.

35
 ARTICLE 30. VACATION

Section 1. Each non-probationary full-time Employee who has actually worked

at least 1,040 hours during the prior calendar year and who is actively at work shall
receive paid vacation benefits based upon his years of continuous employment with the
Company as determined by the Employee’s anniversary date in each calendar year in
accordance with the following:

Length of Continuous Service Weeks of Vacation

1 year but less than 5 years 2 weeks / *1 wk SDV
5 years but less than 15 years 3 weeks / *1 wk SDV
15 years but less than 24 years 4 weeks / *2 wks SDV
24 years or more 5 weeks / *3 wks SDV

*Indicates the number of weeks allowed/taken as actual SDV’s. If and when

employees have scheduled vacation for their full rotation, and/or block (40 hours) using
SDV’s – that will not be counted against their SDV allotment.

Section 2. Each non-probationary full-time Employee, who is not eligible for

vacation in accordance with Section 1 above, and who is actively at work, shall earn 1
day of vacation for every 520 hours worked during the calendar year in which the 520
hours are worked, up to a maximum of 5 days of vacation.

Additionally, an employee with fifteen (15) or more years of continuous service,

who is actively at work, but is not eligible for vacation in accordance with Section 1 above,
shall be entitled to their allotted vacation entitlement, less one (1) week.

Section 3. The Company will determine the time each Employee eligible for
vacation will take vacation or is scheduled for vacation, subject to the following.

a. The Company will use 8 vacation scheduling units for production.

Those units and the limit of Employees that may schedule vacation in any calendar
week are as follows:

APL 2 Employee’s per crew, per day

CPL 2 Employee’s per crew, per day
Cold Mill 2 Employee’s per crew, per day
Galvanize Line 3 Employee’s per crew, per day
Temper Mill 1 Employee per crew, per day
Hydrogen/Anneal Line 1 Employee per crew, per day
Material Movement 1 Employee’s per crew, per day
Shipping 5 Employee’s per crew, per day

Personal Holidays & vacations are included/represent the limit

identified above. The Company will determine whether more than the number of
Employees identified above may schedule vacation in any particular week.

36
 b. The Company will use 4 vacation scheduling units for maintenance.
Those units and the limit of Employees that may schedule vacation in any calendar
week are as follows:

Finishing:
Galv Line Day 1 Employee per day, per craft (MT/ET)
Galv Line Crew 1 Employee per crew
Material Handler 1 Employee per day
Expeditor 1 Employee per day

Cold Mill:
Cold Mill 1 Employee per crew, per day
Cold Mill Crew 1 Employee per crew, per day
Material Handler 1 Employee per day
Expeditor 1 Employee per day

Pickling:
APL Day 1 Employee per day, per craft (MT/ET)
CPL Day 1 Employee per day, per craft (MT/ET)
Pickle Crew 1 Employee per day, per craft (MT/ET)
Material Handler 1 Employee per day
Expeditor 1 Employee per day
Infrastructure:
Infrastructure Day 1 Employee per day, per craft (MT/ET)
Infrastructure Crew 1 Employee per crew, per day
Reliability 1 Employee per day
Instrumentation 1 Employee per day
Outage Support 1 Employee per day
Material Handler 1 Employee per day
Expeditor 1 Employee per day

Personal Holidays & vacations are included/represent the limit

identified above. The Company will determine whether more than the number of
Employees identified above may schedule vacation in any particular week.

c. Vacation requests will be submitted and scheduled between

November 1 and December 15 (“scheduling period”) for vacation entitlement
beginning in the subsequent calendar year.

d. Employees who do not schedule any portion of their vacation

allotment during the scheduling period may, with four weeks advance written
request, schedule vacation in any remaining available weeks. Vacation will be
scheduled, beginning with a minimum of one week or two week blocks, with the
most senior Employee in each vacation scheduling unit. After Employees in each
vacation scheduling unit have had one opportunity (first round) to schedule either
a one or two week block based on seniority, a second round of vacation scheduling

37
 will occur, by seniority, for Employees to schedule their remaining vacation
allotment.

e. The Company may determine that vacation(s) scheduled for a

particular week must be cancelled or that certain busy periods of the year or areas
of operation are not available for vacation to be taken by any Employee provided
that the business needs reasonably warrant such action. No vacation shall occur
nor be permitted without the approval of the Company in advance of the start of
such vacation.

Employees should attempt to schedule and use their vacation before December
31 of the calendar year that it became due. An Employee may not carryover
vacation from one calendar year to the next. However, any unused vacation at the
end of the calendar year will be paid to the Employee in lieu of vacation. A vacation
week is defined as 7 consecutive days of a pay week regardless of the Employee’s
schedule or the plant schedule for that pay week. Vacation pay will be 40 hours
pay computed at the Employee’s straight time hourly rate, and the vacation pay
will be paid on the regular pay date for the week(s) taken. As an exception to the
foregoing, when the Employee has split a week of vacation over two calendar
weeks, and the Employee has scheduled the full rotation of vacation and/or blocks
(40 hours), the Employee will be given the opportunity to earn thirty-six (36) hours
of pay in both calendar weeks, provided the Employee works all scheduled turns
not covered by vacation days in those two calendar weeks. If an Employee
separates employment prior to his anniversary date and has received paid
vacation in excess of the amount to which he was otherwise entitled prior to his
anniversary date, overpayment will be deducted from the Employee’s pay. An
Employee may elect not to use vacation and the days of vacation so elected will
be paid on the next regularly scheduled pay date; vacation paid in accordance with
this provision is not eligible for vacation bonus under Section 5.

Section 4. Single vacation days can be taken on scheduled days of work only.
A single day of vacation will be paid as follows: Crew – 10 hours at the Employee’s
straight time hourly rate; Days – 8 hours at the Employee’s straight time hourly rate.
Single day vacations paid for but not worked shall not accrue towards overtime eligibility
for the work week. Single day vacations (including holiday weeks) will be scheduled at
the discretion of the Company.

Section 5. A vacation bonus of $300 per week will be paid to Employees for
each week of vacation scheduled and taken by March 31 of each calendar year.

Section 6. No vacations will be scheduled during the period of December 24

through December 31 of each calendar year.

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 ARTICLE 31. JURY SERVICE

Each full-time Employee, who has completed 90 days or 520 working hours after
hire, who is actively at work shall be eligible for paid jury service leave for the time
necessarily lost from work, up to a maximum of 30 work days during the term of this
Agreement, due to federal or state jury service. Pay for time necessarily lost will be the
difference between the payment the Employee receives for the jury service and the
Employee’s straight time hourly rate for the hours the Employee was scheduled to work
on that workday. The Employee must notify the Company within 72 hours of receipt of
the jury summons and also present to the Company a copy of the jury summons, a written
statement from the court of the jury service performed, and the payments received by
such Employee for the jury service.

Employees will be excused from work as provided below:

During the period for which the Employee is summoned for jury service, the
summoned Employee’s work schedule will note his potential absence and assign another
Employee as designated relief to cover the summoned Employee’s scheduled shifts.

Each evening before a day on which an Employee is summoned for jury service,
he must contact the court to determine whether he must report for jury service. He must
then contact his supervisor between 5:00 p.m. and 6:00 p.m. to state whether he is
required to report for jury service the following day.

If the summoned Employee is scheduled to work day shift, he will be excused from
his work schedule for the time he is attending jury service. If he is excused from jury
service with more than half of his scheduled shift remaining, he must report promptly to
work for the remainder of his shift.

If the summoned Employee is scheduled to work night shift, he will be excused

from his work schedule for the entire shift preceding each day on which he attends jury
service.

If he is excused from jury service before Noon, and is not expected to return to jury
service the following day, he must promptly contact his supervisor and report to work at
the start of his shift that evening.

If he is excused from jury service after Noon, he will be excused from work for the
remainder of the day.

Each evening before a day on which designated relief is scheduled to cover a day
shift, he must contact his supervisor after 6:00 p.m. to confirm if he will be required to
cover the day shift for the following day.

39
 ARTICLE 32. FUNERAL LEAVE

Each full-time Employee, who has completed 90 days or 520 working hours after
hire, who is actively at work shall receive pay for the time necessarily lost from work due
to attending a funeral or memorial service as outlined in the chart below:

The days referred to above shall be the Employee’s selection from the following days
necessarily lost from work: day of death, day after the day of death, two days immediately
preceding the funeral or memorial service, day of funeral or memorial service, or day after
funeral or memorial service. Pay for time necessarily lost will be for the hours such
Employee was scheduled to work on that workday at the Employee’s straight-time hourly
rate (not to exceed 12 hours). Unpaid funeral leave may be granted at the discretion of
management, and such requests will not be unreasonably denied. Written verification of
the relationship, the date of death, and the funeral or memorial service time and place
must be provided by the Employee to be eligible for paid or unpaid funeral leave. An
Employee who intends to seek leave under this Article must notify the Company of the
date of death, relationship, and the date of the funeral as soon as possible and receive
approval prior to absenting himself from work under this Article.

ARTICLE 33. INSURANCE

Section 1. Each full-time Employee, who has completed 90 days or 520 working
hours after hire, who is actively at work shall be eligible for health care, prescription drug,
dental, vision, Flex Fund, disability (sickness and accident) and life insurance benefits
levels currently provided by the Company commencing with the first day of the month
following the completion of 90 days or 520 working hours, except the changes to current
benefit levels set forth in the attached Exhibit A shall be implemented upon the effective
date of this Agreement. The benefit levels for the previously mentioned benefits, as
amended in the attached Exhibit A, will not be reduced during the term of this Agreement.

Section 2. The benefits set forth in Section 1 shall terminate when the
Employee is no longer employed by the Company, the Employee is laid off for 30
consecutive calendar days, or the Agreement terminates, whichever is the earlier time.

40
 Section 3. The Company shall select the insurance carrier or carriers,
coverages, plans, and providers to provide the benefit levels described in Section 1 above
and may change them from time to time for any or all or some portion of such benefits,
as the Company may determine. The Company may also determine from time to time to
self insure any or all of some portion of such benefits or to change from self insurance to
an insurance carrier.

Section 4. In the event a national or other government health care program is

established which provides comparable or increased insurance benefits to those provided
for in this Agreement, or any amendment to this Agreement, the parties shall meet within
30 days after the effective date of the legislation and determine whether any modification
to the insurance benefits provided in this Agreement may be necessary or desirable.

Section 5. For those Employees who retire on or after the effective date of the
2021 Collective Bargaining Agreement, such retirees and their eligible dependents will be
granted access to pre-Medicare and Medicare-eligible Company sponsored medical and
prescription drug plan(s) that are available to certain salaried retirees of legacy AK Steel
Corporation. Access is defined as an opportunity to enroll in the plan(s); the premiums
and/or costs of the coverage under such plan(s) will be paid entirely by the retiree and/or
eligible dependent(s). The Company will be responsible for no cost whatsoever, except
to make access available as described above. The Company, in its sole discretion, may
amend, modify, or terminate such plans. The sole purpose of this Section is to provide
access to plans that may be otherwise available.

For purposes of the foregoing paragraph, an employee is considered retired and eligible
for plan access if the employee separates employment under one of the following
circumstances:

1. 65 years old and 15 years of service;

2. 62 years old and 20 years of service;
3. 30 years of service; or
4. 15 years of service and is granted disability benefits through Social Security.

Section 6. Effective January 1, 2022, employees will have $0.50 cents for each
hour paid contributed by the Company into a 401(k) medical sub-account. The Company
will establish and administer these accounts in accordance with law. It is agreed that
there will be no provisions for loans from the medical sub-account.

Section 7. Sickness and Accident Benefits. Eligible Employees will be paid

$575 per week up to 6 months. In addition, Employees are required to use 1 week of
paid vacation during the 7 day waiting period for S&A benefits.

Section 8. Long Term Disability Benefits. Employees who qualify for Long Term
Disability, as defined in the Company’s applicable Summary Plan Description, will receive
long term disability benefits up to a maximum period of 52 weeks. The disability payments
are 60% of the Employee’s straight-time hourly wage multiplied by 40 hours and will be
reduced by state and federal disability payments.

41
 ARTICLE 34. PENSION AND THRIFT PLANS

Section 1. The Company has already established a qualified 401(k) thrift plan
and that plan will be maintained during the term of this Agreement in accordance with the
eligibility and administration guidelines set forth in the AK Steel Corporation Thrift Plan A
Summary Plan Description (SPD) effective January 1, 2002, as amended January 1,
2003, with the following modifications: a) pre- tax and post- tax contributions will be
allowed from 1% to the maximum amounts permissible by law; b) “eligible wages” shall
include base wages, overtime, and incentive. Effective September 30, 2013, the plan is
amended to eliminate the Company variable match.

Section 2. For active Employees currently enrolled in the Retirement

Accumulation Pension Plan (RAPP), their pensions will be locked and frozen as of August
7, 2004, and pay earned and service accrued thereafter will not be reflected in this locked
and frozen benefit. Locked and frozen retirement accumulation pensions will be
administered in accordance with the eligibility and administration guidelines set forth in
the AK Steel Corporation Retirement Accumulation Pension Plan Summary Plan
Description (SPD) effective January 1, 2002, as amended January 1, 2003. A defined
contribution pension plan (DCPP) will replace the retirement accumulation pension plan
effective the first day of the second full month following ratification as set forth in Section
3 below.

Section 3. A Defined Contribution Pension Plan (DCPP) has been previously

established for all active hourly Employees. Effective September 25, 2019, the Company
contributes $3.10 for each hour paid to an Employee. Each Employee covered by the
DCPP will have established an individual retirement account based upon the Company’s
contributions. The Employee will be provided varied investment options for his/her
individual retirement account.

Employees are fully vested in the DCPP after 3 years of continuous service. Also,
an active Employee who dies before completing 3 years of continuous service becomes
fully vested in the DCPP.

Section 4. The DCPP benefit as defined in the plan document will provide a
lump sum benefit.

ARTICLE 35. GENERAL PROVISIONS

This written Agreement constitutes the entire agreement between the Company
and the Union and supersedes or replaces any and all obligations and/or agreements,
whether written or oral or expressed or implied between or concerning the Employees or
the Union and the Company. Any amendment, modification, deletion, or addition to this
Agreement must be reduced to writing and duly executed by the Company and the Union
to be effective. If any part of this Agreement is rendered or declared invalid by reason of
any existing or subsequently enacted legislation, valid governmental regulation or order,
or by decree of a court of competent jurisdiction, then the invalidation of such part of this

42
Agreement shall not affect or invalidate any of the remaining parts hereof and the same
shall continue in full force and effect.

The parties acknowledge that during the negotiations which preceded this
Agreement each had the unlimited opportunity to make demands or proposals with
respect to any subject or matter not removed by law from the area of collective bargaining
and that the agreements arrived at by the parties after the exercise of such opportunity
are set forth in this Agreement. All other areas or matters are not part of this Agreement.
Therefore, unless a written provision of this Agreement specifically requires otherwise,
the Union and the Company each unqualifiedly waives the right and each agrees that the
other shall not be obligated during the time period covered by this Agreement to negotiate
with the other with respect to any subject or matter raised in said negotiations but not
covered in this Agreement, or with respect to any subject or matter referred to or covered
in this Agreement, or with respect to any subject or matter not specifically referred to or
covered in this Agreement, or with respect to any subject or matter not raised in said
negotiations even though such subject or matter may not have been within the knowledge
or contemplation of either or both of the parties at the time of the negotiations and/or the
date this Agreement was executed.

ARTICLE 36. DURATION AND TERMINATION

This Agreement shall be effective at 3:01 p.m. on September 30, 2021, and shall
continue in effect through 3:00 p.m. on September 30, 2024, and shall be automatically
renewed from year to year thereafter, unless at least 60 days prior to the expiration of this
Agreement or any of the dates of renewal thereof, written notice of termination shall be
delivered by either party to the other via certified mail. Such terms and conditions are in
effect only during the term of this Agreement as set forth above, and they are not in effect
with respect to any events which occur either before the effective date of this Agreement
or after its termination date.

IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be

executed by their duly authorized representatives this 24th day of September, 2021.

Cleveland-Cliffs Steel Corp International Union, United Automobile,

Aerospace and Agricultural Implement
Workers of America, UAW and UAW
Local 3044
/s/ Rob Fischer Vice President, HR & Labor Relations /s/Wayne Blanchard, UAW Region 2B Director

/s/ James Dyckman GM, HR & Labor Steel Manufacturing /s/Tom Wright, UAW International Rep

/s/ G. Randall Ayers, Attorney _____ /s/ Joe Peters, Local 3044 Union President

/s/ Derrick Webb Manager, HR & Labor Relations _____ /s/ Tommy Sebastian, Local 3044 Vice President

/s/ Heather Smallwood, Sr. HR Representative _____ /s/ Perry Weedman

/s/ Chris Wells

/s/ George Howard

43
September 25, 2017

Mr. Rick Ditto

President, UAW Local 3044

Re: AK Steel Corporation - Rockport Works and UAW

Contract Negotiations

Dear Mr. Ditto:

This letter confirms the understanding reached by the parties during negotiations
for the 2017 collective bargaining agreement that the Company will provide drinking water
and hand washing facilities to Receiving. Bottled water for operating areas will be
continued during the term of the Agreement as currently provided.

Sincerely,

Derrick Webb
Manager,
Human Resources & Labor Relations

44
Mr. Derrick Webb
Manager, Human Resources & Labor Relations
6500 North US 231
Rockport, IN 47635

Dear Mr. Webb:

During the current negotiations between Cleveland-Cliffs Steel Corporation and UAW
Local 3044, the parties acknowledged the desirability of ensuring prompt, fair and final
resolution of employee grievances. The parties also recognized that the maintenance of
a stable, effective and dependable grievance procedure is necessary to implement the
foregoing principle to which they both subscribe. Accordingly, the parties view any
attempt to reinstate a grievance properly disposed of as contrary to the purpose for which
the grievance procedure was established and violative of the fundamental principles of
collective bargaining.

However, in those instances where the International Union, UAW, by either its Executive
Board, Public Review Board, or Constitutional Convention Appeals Committee has
reviewed the disposition of a grievance and found that such disposition was improperly
effected by the Union or a Union representative involved, the International Union may
inform the Corporation’s Labor Relations staff in writing that such grievance is reinstated
in the Dispute Resolution Procedure at the step at which the original disposition of the
grievance occurred.

It is agreed, however, that the Corporation will not be liable for any claims for damages,
including back pay claims, arising out of the grievance that either are already barred under
the provisions of the Agreement at the time of the reinstatement of the grievance or that
relate to the period between the time of the original disposition and the time of the
reinstatement as provided herein. It is further agreed that the reinstatement of any such
grievance shall be conditioned upon the prior agreement of the Union and the employee
or employees involved that none of them will thereafter pursue such claims for damages
against the Corporation in the Dispute Resolution procedure, or in any court or before any
Federal, State, or municipal agency.

Notwithstanding the foregoing, a decision of the Arbitrator on any grievance shall continue
to be final and binding on the Union and its members, the employee or employees
involved, and the Corporation and such grievance shall not be subject to reinstatement,

This letter is not to be construed as modifying in any way either the rights or obligations
of the parties under the terms of this Agreement, except as specifically limited herein, and
does not affect sections thereof that cancel financial liability or limit the payment or
retroactivity of any claim, including claims for back wages, or that provide for the final and
binding nature of any decisions by an Arbitrator or other grievance resolutions.

It is understood this letter and the parties obligations to reinstate grievances as provided
herein can be terminated by either party upon 60 days notice in writing to the other.

45
It is agreed that none of the provisions will be applicable to any case settled prior to
October 1, 2017.

Sincerely,

J. Woods
International Representative
UAW Region 2-B

c: R. Ditto

46
August 12, 2021

Mr. Joe Peters

President, UAW Local 3044

Re: Cleveland-Cliffs Steel Corporation - Rockport Works and UAW

Contract Negotiations

Dear Mr. Peters:

This letter is to confirm that in the event the State of Indiana adopts a statue that
legalizes medical and/or recreational marijuana, the parties will meet to discuss an
accurate system for testing.

Sincerely,

Derrick Webb
Manager,
Human Resources & Labor Relations

47
September 1, 2021

Mr. Joe Peters

President, UAW Local 3044

Re: Cleveland-Cliffs Steel Corporation - Rockport Works and UAW

Contract Negotiations

Dear Mr. Peters:

This letter is to confirm the Company’s intention to staff Outage Support to a level
that provides relief to Article 21, Section 5(f)(Outages). This would only be applicable for
Outages 24 hours or less.

Sincerely,

Derrick Webb
Manager,
Human Resources & Labor Relations

48
September 14, 2021

Mr. Joe Peters

President, UAW Local 3044

Re: Cleveland-Cliffs Steel Corporation - Rockport Works and UAW

Contract Negotiations

Dear Mr. Peters:

The parties have established a program for one full-time Union Safety
Representative. However, if additional safety training is needed, and the parties mutually
agree, the Company may add one additional Safety Representative for a period up to 90
calendar days unless extended by mutual agreement between the Parties. This
additional representative will be determined by the Company after input and consultation
with the Union. The position will be scheduled for a maximum of forty (40) hours per
week, and the rate of pay will be determined by the employee’s incumbent rate of
pay. The duties assigned will be determined based upon the needs of the Safety
Program, and the Representative(s) will report to the Plant Occupational Safety and
Health Manager. Employees selected as Union Safety Representative wishing to return
to his or her regular position may be required to remain in current role until a replacement
is selected and available. Either party can terminate this Agreement upon Thirty (30)
days advance written notice.

Sincerely,

Derrick Webb
Manager,
Human Resources & Labor Relations

49
September 24, 2021

Mr. Joe Peters

President, UAW Local 3044

Re: Cleveland-Cliffs Steel Corporation - Rockport Works and UAW

Contract Negotiations

Dear Mr. Peters:

The Company may employ up to ten (10) temporary workers to perform bargaining
unit work, in Shipping, unless agreed otherwise. Temporary workers will be paid up to
$15 per hour with no benefits. Temporary workers will not have any seniority rights.
Temporary workers will not be eligible for vacation pay, holiday pay, insurance coverage,
401(k), incentive, or any other fringe benefit offered to bargaining unit employees.
Bargaining unit employees will be offered the opportunity to displace temporary workers
before being laid off from the plant.

Sincerely,

Derrick Webb
Manager,
Human Resources & Labor Relations

50
September 24, 2021

Mr. Joe Peters

President, UAW Local 3044

Re: Cleveland-Cliffs Steel Corporation - Rockport Works and UAW

Contract Negotiations

Dear Mr. Peters:

During the discussions leading up to the 2021 Agreement, the parties reached a verbal
understanding on several issues:

 The Parties will meet to resolve any ongoing problems an employee is having with
their Company supplied safety shoes. A certified statement from their treating
physician may be required in reviewing solutions up to and including reimbursement
from an outside provider.
 The Union was advised the Company continues to evaluate prescription safety glass
providers in attempt to continuously improve service.
 The Company will continue to post overtime opportunities for known maintenance
crew vacancies on evening and weekend turns.
 Consistent with Article 26, Employees that self-report a drug or alcohol
problem/addiction, prior to an incident or testing positive, will continue to be given
an opportunity to seek treatment.
 Unpaid, approved funeral leave will not be considered as an occurrence as defined
in Article 27.
 Maintenance Employees scheduled M-F 7a-3p will not be unreasonably denied the
opportunity to attend a scheduled doctor’s appointment with 30 days advanced
notice (however, should the Company provide data that the process is being abused,
it will be discontinued).
 On Veteran’s Day, the Company will make a formal announcement throughout the
plant, honoring and recognizing our Veteran’s for their service.
 While serving his term, the President will remain an ‘active’ Employee under
Collective Bargaining Agreement.
 When necessary, for voting purposes, the Company will make space available for
Local 3044.
 When adequately staffed in Outage Support, the parties will meet and discuss the
potential of increasing the limit of Employees for that vacation group.
 Step-up Supervisors & Crew Leaders will not cover miscellaneous absences,
vacation or personal days.

51
 If the Company cancels an Employees vacation, the parties will meet and discuss
reimbursement options.
 Employees working their last scheduled turn prior to a vacation, will be ineligible to
be held over.

Sincerely,

Derrick Webb
Manager,
Human Resources & Labor Relations

52
 ROCKPORT Current Options
Benefit Schedule PPO Health Savings Plan**(with HSA)
Medical and RX In-Network Out-of-Network In-Network Out-of-Network
Annual Deductible* *Subject to annual IRS adjustments
Single $250 $1,000 $1,350 $2,700
Per Family $500 $2,000 $2,700 $5,400
Coinsurance
Plan pays/Participant pays 90% / 10% 70% / 30% 90% / 10% 70% / 30%
Out-Of-Pocket Maximum Limit (includes deductible, coinsurance and copayments per ACA) ** Deductibles, Out-Of-Pocket maximums and maximum annual
contributions to HSA can be adjusted annually by Federal Law.
Single $1,000 $4,000 $2,250 $5,000
Family $2,000 $8,000 $4,500 $10,000
Other Medical Provisions
Lifetime Maximum Unlimited Unlimited
Live Health Online (Telemedicine Subject to Deductible and N/A Subject to Deductible and N/A
Via live health online) coinsurance coinsurance
Retail Clinic Visits Subject to Deductible and Subject to Deductible and Subject to Deductible and Subject to Deductible and
coinsurance coinsurance coinsurance coinsurance
Dr. Office Visits Subject to Deductible and Subject to Deductible and Subject to Deductible and Subject to Deductible and
coinsurance coinsurance coinsurance coinsurance
Urgent Care Subject to Deductible and Subject to Deductible and Subject to Deductible and Subject to Deductible and
coinsurance coinsurance coinsurance coinsurance
Emergency Room Subject to Deductible and Subject to Deductible and Subject to Deductible and Subject to Deductible and
coinsurance coinsurance coinsurance coinsurance
Mental Health Care and Substance Subject to deductible and Subject to deductible and Subject to deductible and Subject to deductible and
Abuse coinsurance (number of visit coinsurance (number of visit coinsurance (number of visit coinsurance (number of visit
limitations remain unchanged) limitations remain unchanged) limitations remain unchanged) limitations remain unchanged)
Hearing Exam and Hearing Aids Subject to deductible and coinsurance up to $1,000 every 5 years Subject to deductible and coinsurance up to $1,000 every 5 years
Preventive Care ACA Provisions apply - 100% (not Not Covered ACA Provisions apply - 100% (not Not Covered
subject to deductible) subject to deductible)
Note: ACA preventive services are Note: ACA preventive services are
subject to review and modification subject to review and modification
by the USPSTF and this plan will be by the USPSTF and this plan will be
changed to comply as required. changed to comply as required.

Prescription Drugs
Express Scripts National Preferred Express Scripts National Preferred
Formulary applies. Formulary applies.
Specialty drugs must be purchased Specialty drugs must be purchased
through Accredo, Express Scripts through Accredo, Express Scripts
specialty drug division. specialty drug division.

Retail Pharmacy Carved out of Medical Patient pays Not Covered Combined with medical. Paid at Not Covered
copays 90% after deductible
Generic $10
Preferred Brand $20
Non Preferred Brand $35
Mail Order
Generic $20
Preferred Brand $40
Non Preferred Brand $70

Prescription Out of Pocket Limit

Single $3,300
Family $6,600
Weekly Premiums PPO Health Savings Plan (with HSA)

Single $15 $3
Family $30 $5
* Family deductible means that in the Employees who elects the BCN plan or the PPO plan for out-of-service Optum Bank
PPO a family pays $500 in aggregate area participants may not have a Health Savings Account because the Company Fixed Annual Contribution:
before anyone is in benefit. plans do not qualify under IRS rules for HSAs Single $500
Two Person $1,250
Family $1,250
Additional Performance-Based Company Contribution according to
attainment of Management Incentive Plan Financial Goal at:
Single $500
Two Person $1,675
Family $2,850

53
 Dental

Annual Deductible (excluding preventive & $50 Single

orthodontia) $100 Family
The Plan Pays*** 80%
Annual Maximum $1,500
Orthodontia Lifetime Max $2,000
*** The Plan pays 80% after the deductible is met for a
certain covered services, such as dental x-rays, teeth
extractions, fillings, and oral surgery

EyeMed Vision Care Select Plan

Benefit Provisions
Network (Member Pays) Out-of-Network
Exam with dilation as necessary $0 copay Plan pays $35
Frames 80% of balance over $75 Plan pays $25
Standard Plastic Lenses
Single Vision $0 copay Plan pays $25 (per lens)
Bifocal $0 copay Plan pays $30 (per lens)
Trifocal $0 copay Plan pays $35 (per lens)
Standard Progressive $65 copay Plan pays $35 (per lens)

Lens Options
UV Coating $15 copay N/A
Tint (Solid and Gradient) $15 copay N/A
Standard Scratch Resistant $15 copay N/A
Standard Polycarbonate $40 copay N/A
Standard Anti-Reflective $45 copay N/A
Other Add-ons and Services 80% of retail price N/A
Contact Lenses
Conventional 85% of balance over $80 Plan pays $80 (per pair)
Disposable Balance over $80 Plan pays $80 (per pair)
Standard Fit and Follow Up $40 copay N/A
Premium Fit and Follow Up 90% of charge N/A
Every 12 months for exams and lenses
Benefit Period
Every 24 months for frames or contact lenses

54
 VENDOR
SENIORITY FIRST NAME LAST NAME C.S.D HRIS JOB TITLE DEPT SERVICE
DATE
8 ROBERT LITKENHUS 10/13/97 1609143 ELECT TRAINING GALV LINE
18 JEFFREY FRANCE 1/5/98 1618743 ELECT TECH GALV LINE
38 CHRISTOPHER BERRY 6/15/98 2210543 MAINT TECH PICKLE
62 PATRICK BURCH 3/8/99 1999243 ELECT TRAINING INFRASTRUCTURE
67 TOMMY SEBASTIAN 8/16/99 2300943 ELECT TRAINING PICKLE
78 WILLIAM ROBERTS 9/20/99 1763543 MAINT TECH COLD MILL
82 JOHNNIE KEENER 5/22/00 1774743 ELECT TRAINING PICKLE
95 NANCY ARNOLD 9/11/00 2201643 MAT HANDLER INFRASTRUCTURE
172 JEFF GOODWIN 1/1/16 1778900 ELECT TECH GALV LINE 02/23/98
173 RUSSELL KILLMAN 1/1/16 1773600 MAINT TECH INFRASTRUCTURE 03/02/98
174 JEFFERY SCHAEFER 1/1/16 1770700 ELECT TECH INFRASTRUCTURE 03/02/98
175 DERON STAFFORD 1/1/16 1770900 ELECT TECH INFRASTRUCTURE 03/02/98
176 WILLIAM LYLES 1/1/16 1780800 ELECT TECH COLD MILL 03/16/98
177 KERRY DAVIS 1/1/16 1769800 ELECT TECH COLD MILL 03/24/98
178 JEFFREY FERGUSON 1/1/16 1780500 EXPEDITOR PICKLE 05/05/98
179 LOWELL STIFF JR 1/1/16 1779600 EXPEDITOR INFRASTRUCTURE 05/18/98
180 JOSEPH FORLER 1/1/16 1774900 ELECT TECH COLD MILL 06/30/98
181 DONNIE PLUMMER 1/1/16 1774100 EXPEDITOR GALV LINE 07/09/98
182 PATRICK CLARK 1/1/16 1771800 ELECT TECH COLD MILL 07/25/98
183 JAMES JOHNSON JR 1/1/16 1775300 MAINT TECH INFRASTRUCTURE 07/30/98
185 BILLY STEWART 1/1/16 1779500 MAINT TECH PICKLE 09/14/98
186 DENNIS STRAHL 1/1/16 1775600 ELECT TECH COLD MILL 09/14/98
187 JOHN VELOTTA 1/1/16 1771100 MAINT TECH COLD MILL 10/08/98
188 MARTIN LOGSDON 1/1/16 1770400 MAINT TECH COLD MILL 10/20/98
189 BRADLEY COOK 1/1/16 1773100 ELECT TECH GALV LINE 12/14/98
190 JEFF CECIL 1/1/16 1778600 MAINT TECH COLD MILL 10/18/99
192 PAUL BERRY 1/1/16 1781400 ELECT TECH COLD MILL 12/01/99
193 KEVIN LAMEY 1/1/16 1773800 MAINT TECH COLD MILL 12/27/99
194 BRUCE BROTHERS 1/1/16 1774600 MAINT TECH INFRASTRUCTURE 04/03/00
195 CHRISTOPHER MCKINLEY 1/1/16 1773900 MAINT TECH GALV LINE 04/05/00
196 BRUCE ELDER 1/1/16 1772200 ELECT TECH INFRASTRUCTURE 09/11/00
197 THOMAS CROSSLEY 1/1/16 1769700 ELECT TECH COLD MILL 09/18/00
198 JEFFREY SMITH 1/1/16 1770800 MAINT TECH INFRASTRUCTURE 12/04/00
201 STEVE SABELHAUS 1/1/16 1772600 MAINT TECH PICKLE 04/06/02
202 PAUL HIGDON 1/1/16 1779100 MAINT TECH INFRASTRUCTURE 08/04/04
203 WILLIAM HOWARD 1/1/16 1781800 EXPEDITOR PICKLE 11/15/04
204 JOSHUA CLARK 1/1/16 1769500 MAINT TECH INFRASTRUCTURE 01/10/05

55
205 BRIAN EVANS 1/1/16 1773300 MAINT TECH INFRASTRUCTURE 03/14/05

206 RANDALL WILLIAMS 1/1/16 1771200 MAINT TECH INFRASTRUCTURE 02/20/06

207 THOMAS RHINERSON 1/1/16 1782400 MAINT TECH COLD MILL 10/02/06

208 BRANDON SEVERS 1/1/16 1774300 MAINT TECH GALV LINE 10/02/06

209 ERIC ADKINS 1/1/16 1776200 MAINT TECH GALV LINE 02/19/07

210 ANTHONY BAKER 1/1/16 1778500 ELECT TECH INFRASTRUCTURE 09/10/07

211 WADE LOSSIE 1/1/16 1772500 MAINT TECH GALV LINE 10/15/07

213 ROBERT EDWARDS 1/1/16 1772100 ELECT TECH PICKLE 07/28/08

214 DARRYL DUNCAN 1/1/16 1774800 ELECT TECH PICKLE 07/27/09

215 MATTHEW SIMS 1/1/16 1772700 MAINT TECH INFRASTRUCTURE 08/18/09

216 HARRY CLAISE 1/1/16 1778700 MAINT TECH COLD MILL 08/24/09

217 JONATHAN KLUEH 1/1/16 1773700 MAINT TECH COLD MILL 10/12/09

218 JOSHUA DECKER 1/1/16 1778800 ELECT TECH PICKLE 10/26/09

219 AARON CROSS 1/1/16 1773200 MAINT TECH PICKLE 11/02/09

220 SCOTT FULKERSON 1/1/16 1769900 MAINT TECH INFRASTRUCTURE 11/30/09

221 NICHOLAS SCOTT 1/1/16 1779400 ELECT TECH COLD MILL 01/04/10

222 SCOTT DEWITT 1/1/16 1771900 ELECT TECH INFRASTRUCTURE 02/01/10

223 RONALD CASEBEER 1/1/16 1781100 ELECT TECH PICKLE 06/07/10

224 ROGER KARNEY 1/1/16 1770200 MAT HANDLER INFRASTRUCTURE 06/07/10

225 WILLIAM MINGUS 1/1/16 1770500 MAINT TECH GALV LINE 07/26/10

227 KEVIN HUFFMAN 1/1/16 1775200 MAINT TECH COLD MILL 09/07/10

228 JODY HOWARD 1/1/16 1777100 ELECT TRAINING INFRASTRUCTURE 04/11/11

229 KEVIN WEIGAND 1/1/16 1774500 MAINT TECH COLD MILL 07/05/11

230 STEPHEN REED 1/1/16 1781000 MAINT TECH PICKLE 08/01/11

232 DERRICK CHANLEY 1/1/16 1780200 ELECT TECH COLD MILL 10/31/11

233 CHRISTOPHER BLAKE 1/1/16 1771600 MAINT TECH GALV LINE 05/07/12

234 CODY REED 1/1/16 1770600 ELECT TECH INFRASTRUCTURE 05/14/12

235 JERON PARKER 1/1/16 1775500 MAINT TECH INFRASTRUCTURE 08/27/12

236 MICHAEL EVANS 1/1/16 1776300 MAINT TECH PICKLE 10/01/12

238 JARED FULTON 1/1/16 1776600 ELECT TECH PICKLE 10/07/13

239 JON RICHARDSON 1/1/16 1777900 ELECT TECH INFRASTRUCTURE 06/09/14

240 KEITH HAMILTON 1/1/16 1773400 MAINT TECH INFRASTRUCTURE 06/19/14

244 MICHAEL HOWARD 1/1/16 1775100 MAINT TECH PICKLE 01/05/15

245 AUSTIN GRAY 1/1/16 1770100 ELECT TECH INFRASTRUCTURE 04/13/15

246 JEREMY MAY 1/1/16 1782200 MAINT TECH GALV LINE 05/11/15

247 GREGORY COULTAS 1/1/16 1780300 ELECT TECH PICKLE 05/26/15

56
248 AUSTIN GOETZ 1/1/16 1775000 ELECT TECH GALV LINE 05/26/15
249 PAUL NICKLES 1/1/16 1774000 MAINT TECH COLD MILL 05/26/15
250 TIMOTHY BOONE 1/1/16 1775800 ELECT TECH COLD MILL 06/08/15

57