Henkel TA

Company Last Best and Final Economic Proposal: All Agreed to Tentative Agreements

Year 1 2.1% - GWI effective 4-1-2020 Boot Allowance to 140/yr – Add Tuition Reimbursement Lead Pay to $1/hr Year 2 2.75% GWI effective 3-28-2021 Boot Allowance $140/yr – Add Tuition Reimbursement Lead Pay to $1/hr Term: 2-year agreement ending February 28, 2022.

A one-'me $1200 Ra'fica'on Bonus will be paid con'ngent upon full Commi>ee Support and will be paid no later than 5-8-2020 if this contract is ra'fied by 4-30-2020.

For the Union:

Gary Holloway

Date:

Luciano Covarrubias

Date:

For the company: Jim Shantz

Date:

TA – Wage Progression Date:

Article: Appendix A Time:

Changed Language:

1.

CCL

2.

CCL

3.

CCL

4.

CCL

5.

CCL

6.

The progressions established under the minimum wage rates established below shall be based upon time in the labor grade, not plant seniority. However, upon promotion to a higher classification, the employee shall be placed in the appropriate grade progression at the next higher rate in the new progression.24 month rate or the first rate in the new classification, whichever is higher than their old rate, and shall commence their progression within the new labor grade from that point.

The company proposes extending the progression 12 months.

Current Level

Effective 04/01/19 New Hire Rate

12 Month Rate

(1% increase)

24 Month Rate

36 Month Rate

Full Rate/48 Month Rate

Grade I

$17.87

$20.59

$23.30

$26.01

$28.73

Grade II

$15.63

$18.00

$20.37

$22.75

$25.12

Grade III

$13.68

$15.76

$17.84

$19.91

$21.99

NH

12

24

36

48

60

Changed:

Progressio Year 1 n 2.1%

9.86

I

$18.34

$20.14

$22.13

$24.31

$26.71

$29.34

8.98

II

$16.69

$18.19

$19.82

$21.60

$23.54

$25.66

7.95

III

$15.23

$16.53

$17.85

$19.27

$20.80

$22.45

12

24

36

48

60

Progressio Year 2 n 2.75%

NH

9.86

I

$18.84

$20.70

$22.74

$24.98

$27.44

$30.15

8.98

II

$17.15

$18.69

$20.37

$22.20

$24.19

$26.36

7.95

III

$15.41

$16.99

$18.34

$19.80

$21.37

$23.07

If the company determines that it is necessary in order to meet market conditions or provide for internal equity, the Company may increase base wages in any classification through a market adjustment. Such increases will be effective for all employees in that classification.

For the Union:

Gary Holloway

Date:

Luciano Covarrubias

Date:

For the company: Jim Shantz

Date:

Tentative Agreement – Benefit Programs Date:

Article: 11 Time:

Changed Language: ARTICLE XI BENEFIT PROGRAMS For the life of the Agreement employees shall not experience any increase in their percentage cost for benefit coverage contributions.

Section 11.1 – Life Insurance, Accidental Death and Dismemberment Insurance The Company shall maintain during the life of this Agreement life insurance of $50,000, and accidental death and dismemberment of $25,000 and any additional life insurance purchased by the employee for the remainder of 2020. Beginning January 1, 2021, the Company will provide life and accidental death and dismemberment insurance consistent with the level of benefits provided to non-represented employees under the Henkel of America Group Benefit Plan.”

Employees have the option to purchase additional life insurance. in increments of $10,000 to a maximum of $50,000 and to purchase additional AD&D insurance in increments of $5,000 to a maximum of $25,000.

Section 11.2 – Pension Plan; 401(k) Plan – CCL Section 11.3 – Healthcare Coverage

MEDICAL, DENTAL AND VISION Beginning January 1, 2021, employees shall be eligible to participate in the Company’s comprehensive medical, dental and vision programs (“Medical Plan”) under Henkel of America Group Benefit Plan, more specifically described in the official Plan documents, as salaried employees of Henkel US Operations Corporation. Employees shall be required to pay the same cost of coverage for these benefits Medical Plan as salaried employees except as outlined in section 11.4 herein. For purposes of this provision, cost of coverage for insured Medical Plan arrangements shall mean the premium and for self-insured medical plan arrangement shall mean the COBRA rate.

An employee may elect once per year during the open enrollment period to participate in the Medical Plan, provided the employee is eligible under the terms and conditions of said Plan.

FLEXIBLE SPENDING HEALTH DEPENDENT CARE Employees are eligible to participate in the Health Care and Dependent Care Flexible Spending Accounts under the terms and conditions described in the Henkel of America Flexible Benefit Plan for so long as such coverage, as may be amended from time to time, is available to salaried employees.

DENTAL and VISION Beginning January 2021, employees shall be eligible to participate in the same Dental and Vision programs of Henkel America Group Benefit Plan, more specifically described in the official Plan documents, as salaried employees of Henkel Us Operations Corporation.

ABILITY TO REVISE PLANS/CARRIERS The Company will continue to make the Medical, Dental, Vision and Flexible Spending Account Plans available to employees covered by this Agreement, as said Plans may be amended from time to time at the Company’s sole discretion, for as long as it makes these same Plans available to said salaried employees. The Company also reserves the right to change the carriers, administrators and providers of these Plans.

The Union hereby waives any right it may have to bargain or to arbitrate with respect to any Plan coverages referenced herein, or with respect to the application, interpretation, amendment or termination of said Plans. (a) Medical, Dental and Vision benefit shall not be reduced, nor shall any of the required employee co-payments or deductibles relevant to the plans be increased in the aggregate during the term of the collective bargaining agreement, except for those modifications that may be required by law, or as may be changed or discontinued at the discretion of the vendor. (b)

Should the Company change vendors during the life of the Agreement, the Company will endeavor to provide benefit schedules on the same or similar basis as practicable with the new vendor.

Section 11.4 – Employee Contributions Effective 1/01/17, Active employees who timely elect coverage shall contribute up to twenty-five percent (25%) of medical, dental and vision insurance premiums during the life of this Agreement. The weekly rates for the Aetna Healthfund 70/50 shall be as follows: Employee - $22.14 / Employee + Spouse - $46.49 Employee + Children - $37.63 / Family - $64.20.

Effective 1/01/17, a working spouse surcharge of $100 per month will apply if: 1) the employee’s spouse or domestic partner works and is eligible for minimal essential medical coverage (otherwise known as major medical) through his or her employer and 2) chooses to cover the spouse or domestic partner as a dependent for medical coverage

through Henkel. If the spouse or domestic partner is employed by Henkel, the surcharge does not apply.

For the Union:

Gary Holloway

Date:

Luciano Covarrubias

Date:

For the company: Jim Shantz

Date:

Tentative Agreement – Appendix A Classifications

Article: Appendix A

Changed Language: APPENDIX A

1.

Grade 1

Classification Material Handler Adhesive Film Coater/Blender Slitting Operator Die Cutting Operator Semi Auto Press Operator

II

Manual Punch Press Operator

III

Packing Inspector

Lead person shall not be a classification and designation of lead persons shall be at the sole discretion of the Company. Upon designation as a lead person, an employee will receive a premium of One Dollar ($1.00) Seventy-Five Cents ($.75) per hour in addition to the maximum rate in their classification for so long as they retain such designation.

For the Union:

Gary Holloway

Date:

Luciano Covarrubias

Date:

For the company: Jim Shantz

Date:

The Company reserves the right to add to or change this or any other proposal or to introduce completely new proposals during this contract negotiation.

Tentative Agreement – Tuition Reimbursement

Article: 16.6

Changed Language: Section 16.6 – Tuition Reimbursement

Members of this bargaining unit will be able to participate in the Company’s Tuition Reimbursement Plan under the terms of that plan.

For the Union:

Gary Holloway

Date:

Luciano Covarrubias

Date:

For the company: Jim Shantz

Date:

22 Apr 2020

22 Apr 2020

22 Apr 2020

22 Apr 2020

22 Apr 2020

22 Apr 2020

XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

Tentative Agreement – Safety Shoes Article: 16.3 b Changed Language: Section 16.3 – Safety Equipment and Uniforms (a)

CCL

(b)

The Company shall annually provide safety shoes to employees either through reimbursement, voucher or Company-designated shoe vendor. The Company will provide notice to employees regarding the means by which shoes will be provided. The Company will reimburse eligible employees to a maximum of One-Hundred Forty Dollars ($110.00) ($140.00) (upon submission of a receipt satisfactory to the Company evidencing the purchase of steel-toed shoes or subsidize such shoes at the same dollar amount. Employees are not eligible for this shoe allowance more than once in any calendar year.

For the Union:

Gary Holloway

Date:

Luciano Covarrubias

Date:

For the company: Jim Shantz

Date:

TA – Personal Health days & Floaters Date: Changed Language:

Article: 14.6&7 Time:

Section 14.6 – Personal Health Days (a) On each January 1, each non-probationary employee shall be entitled to three (2) paid Personal Health Days to use for the balance of the calendar year. (b) Any employee who is still employed as of December 31 who has not used their Personal Health Days during the year shall be paid for the unused day(s) within thirty (30) days of the end of the year. (c) Unused Personal Health Days shall not be paid to employees upon termination. (d) Personal Health Days may be used for purposes outlined in the Healthy Workplace Healthy Families Act under the conditions of that Act. Section 14.7 – Floaters (a) On January 1, each non-probationary employee shall be entitled to three (3) Floaters for those on a standard 5/08 work schedule or on a standard 4/10 work schedule. (b) No employee is eligible for Floaters in any calendar year before the completion of twelve (12) months’ continuous service with the company. (c) Subject to approval by the Company, and upon at least twenty-one (21) days’ advance written request, an employee may take a Floater on the day of their choosing. In case of an absence for urgent personal reasons, such as illness, however, an employee may take a Floater by telephonic notice to the Company in advance of their start time for the day on which the employee would be absent.

Floaters not taken shall be cashed out at year-end and cannot be carried forward into the following year. (d) Up to one ?loater may be used for purposes outlined in the Healthy Workplace Healthy Families Act under the conditions of that Act. 14.8: The Parties intend the application of Sections 14.6 and 14.7 to meet the full requirements of the Healthy Workplace Heathy Families Act of 2014.

For the Union:

Gary Holloway

Date:

Luciano Covarrubias

Date:

For the company: Jim Shantz

Date:

Tentative Agreement – Labor Agreement, Effective Date and Expiration and Notice of Termination Changed Language: Labor Agreement This Agreement is entered into this 1st day of May 2020 between Henkel Corporation (Rancho Dominguez), hereinafter referred to as the “Company,” and the United Steel, Paper & Forestry, Rubber, Manufacturing, Energy, Allied Industrial Service Workers International Union (USW), for itself and on behalf of its Local 675, hereinafter referred to as the “Union.” This Agreement shall be in full force and effect from May 1, 2020 through February 28th, 2022.

Section 18.1 – Effective Date and Expiration This Agreement shall be in full force and effect May 1, 2020 through February 28th, 2022.

Section 18.2 – Notice of Termination If either the Union or the Company desires to change or terminate this Agreement on or after February 28, 2022, written notice by registered mail and a description of any proposed changes must be given to the other party not sooner than ninety (90) days nor later than sixty (60) days prior to such expiration date, date of postmark to govern. If such notice is given, the parties shall meet as necessary for the purpose of negotiating on any proposed amendments or modifications. If the parties have failed to reach a settlement by the expiration of this Agreement or by any subsequent expiration date agreed upon by the parties in writing, the Union shall have the right to strike and the Company shall have the right to lock out, and this Agreement and all rights and claims hereunder shall thereupon be of no further force or effect.

For the Union:

Gary Holloway

Date:

Luciano Covarrubias

Date:

For the company: Jim Shantz

Date:

Memorandum of Agreement Transition from 48-month progression to a 60-month Progression Henkel Corporation, Rancho Dominguez, California (“Company”) and United Steel, Paper, & Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International Union Local 675 (“Union”), hereby agree to the following related to Appendix A – Lead Pay All employees that are at the top wage in their current grade are in the 60-month progression All future employees will be in the 60-month progression For the 8 employees who are current progressing through the 48 month progression, those employees will stay in the 48 month progression until they bid on a new position, at which time they will be promoted to the next higher rate of pay in the new job grade in the 60-month progression.

To be clear, those employees who are currently progressing through the 48-month progression are: Bradley J

Phillips

Miller

Keo

Abel

Gomez Jr

Jerry Nilo

de Jesus

Jessica Lois

Maggart

Camille

Villafania-Vicencio

Jhesster Lizardo

Morante

Jhoanna Marie

Reyes

All other employees are part of the new 60-month progression.

The wage ranges for the 48-month progression are listed below.

Effective April 1, 2020 New Hire

12 Month

24 Month

36 Month

48 Month

2.10% Grade I

18.34

21.09

23.84

26.59

29.34

Grade II

16.69

18.92

21.17

23.41

25.66

Grade III

$15.23

$17.04

$18.85

$20.66

$22.45

Effective March 28, 2021 New Hire

12 Month

24 Month

36 Month

48 Month

2.75% Grade I

18.84

21.67

24.5

27.33

30.15

Grade II

17.15

19.45

21.75

24.05

26.36

Grade III

15.41

17.33

19.25

21.17

23.07

The parties agree that the terms and conditions of this agreement to be non-precedent setting.

For the Union:

Gary Holloway

Date:

Luciano Covarrubias

Date:

For the company: Jim Shantz

Date:

Memorandum of Agreement Effective January 1, 2021 through December 31, 2021.

Henkel Corporation, Rancho Dominguez, California (“Company”) and United Steel, Paper, & Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International Union Local 675 (“Union”), hereby agree to the following related to Article XI – Benefit Programs, effective only for the 2021 calendar year (January 1, 2021 – December 31, 2021).

The Company shall make available to active employees covered by the collective bargaining agreement the following category of benefits during the 2021 open enrollment period: group medical, vision, dental, life, accidental death and dismemberment insurance and flexible spending and reimbursement accounts as described below. Such enrollment and provision of benefits is governed by the Summary Plan Description for the relevant benefits. Nothing in this Agreement is intended to supersede the Company’s right to change or amend benefits as set forth in Article XI of the parties’ collective bargaining agreement.

i.

Medical benefits offered through a POS (Point of Service) Plan.

ii.

Medical benefits offered through Kaiser HMO Plan

iii.

Dental Plan

iv.

Life insurance (with a minimum benefit of $50,000) for active employees

v.

Accidental Death and Dismemberment Insurance with a minimum benefit of $50,000 for active employees.

vi.

Vision Plan

vii.

Flexible Spending and Reimbursement Accounts (HCRA and DCRA)

The parties agree that the terms and conditions of this agreement to be non-precedent setting.

For the Union:

Gary Holloway

Date:

Luciano Covarrubias

Date:

For the company: Jim Shantz

Date:

Memorandum of Agreement Lead Pay for Miriam Delgado Henkel Corporation, Rancho Dominguez, California (“Company”) and United Steel, Paper, & Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International Union Local 675 (“Union”), hereby agree to the following related to Appendix A – Lead Pay The Company will pay Miriam Delgado at the full grade I rate for lead duties as soon as she becomes certified on the Preco Punch Press.

Ms. Delgado will be expected to complete all her assigned lead duties as determined by the Company except that Ms. Delgado will not be required to discipline other employees.

The parties agree that the terms and conditions of this agreement to be non-precedent setting.

For the Union:

Gary Holloway

Date:

Luciano Covarrubias

Date:

For the company: Jim Shantz

Date: