UFCW Local 655
300 WEIDMAN ROAD 
MANCHESTER, MO 63011 
394-6500
TABLE OF CONTENTS
ARTICLE 1 - JURISDICTION: ............... .1
ARTICLE 2 - UNION SECURITY: ............. .2
ARTICLE 3 - MANAGEMENT RIGHTS: .......... .4
ARTICLE 4 - GRIEVANCES AND ARBITRATION: . .4
ARTICLE 5 - UNION COOPERATION: .......... .6
ARTICLE 6 - UNAUTHORIZED ACTIVITIES: --- .6
ARTICLE 7 - HOURS AND WORKING CONDITIONS: .7
ARTICLE 8 - SENIORITY: ................... 11
ARTICLE 9 - UNIFORMS AND DRESS CODE: ___ 17
ARTICLE 10 - SUBSTANCE ABUSE: ........... 17
ARTICLE 11 - LEAVES OF ABSENCE: ......... 18 
ARTICLE 12 - FUNERAL LEAVE: ............. 20 
ARTICLE 13 - JURY DUTY: .................. 21 
ARTICLE 14 - SUNDAYS AND HOLIDAYS: ..... 21 
ARTICLE 15 - VACATIONS: .................. 23
ARTICLE 16 - HEALTH AND WELFARE: ........ 25
ARTICLE 17 - PENSION: .................... 26 
ARTICLE 18 - 401(K) SAVINGS PLAN: ...... 27
ARTICLE 19 - TECHNOLOGICAL CHANGE: ..... ,27
ARTICLE 20 - STORE CLOSING: ............. ,28
ARTICLE 21 - SEPARABILITY: .............. .29
ARTICLE 22 - TERM OF CONTRACT: .......... .30
SCHEDULE "A" WAGES ....................... .31
SUPPLEMENTAL AGREEMENT NO. 1 ............ .35
SUPPLEMENTAL DEPARTMENTS .............. .35
SUPPLEMENTAL AGREEMENT #2 ............... .39
STORE SPACE ALLOCATION CREW ........... .39
NATIONAL ONLY .......................... .39
SUPPLEMENTAL AGREEMENT #3 41
Meat & Del i/Seafood Department Employees- 
(SCHNUCKS AND NATIONAL) ............ ..... .41.41
SUPPLEMENTAL AGREEMENT #4 ........
UTILITY CLERKS ............  ..... ,44
NATIONAL ONLY ..................!!!!!!” !! ,4444
SUPPLEMENTAL AGREEMENT #5 ___
PORTERS .........................  ...... 45
(n a t i o n a l a nd s c h n u c k s ) 4545
SUPPLEMENTAL AGREEMENT #6 .......
ICE CREAM COUNTER .............. 47
(DIERBERGS ONLY) ................... 4747
SIDE LETTER .................. 48
This AGREEMENT, mutually entered into by and between
______________________________________________________ and/or
successors and assigns, a signatory hereto, hereinafter referred to as 
the Employer, and the United Food & Commercial Workers Union Local 
No. 655, ch a r t e r e d  by the Unit ed Food & Commercial Workers 
International Union, AFL-CIO-CLC, hereinafter referred to as the 
Union.
It is the intent and purpose of the parties hereto, by entering into 
this Agreement, to promote and to improve industrial and economic 
relationships between the Employer and their employees, to recognize 
mutual interests, to provide a channel through which information and 
problems can be transmitted from one to another, to formulate rules to 
govern the relationship between the Union and the Employer, and to 
promote efficiency and service. These objectives shall guide the 
parties and be observed by them during the term of this Agreement.
WITNESSETH: That the parties have agreed and do, by these presents, 
agree as follows.
ARTICLE 1 - JURISDICTION:
1.1 The Union shall be the sole and exclusive bargaining agent 
for all employees as defined in this Agreement in the City of St. 
Louis and in the counties of St. Louis, Franklin, St. Charles, 
Jefferson, Washington, Warren and Lincoln, excluding store managers, 
who shall not supplant bargaining unit employees, supervisory and 
other employees as defined by the National Labor Relations Act, as 
amended, and those employees covered by other collective bargaining 
agreements with the Employer.
1.2 All work and services connected with all operations carried 
on at the premises of the Employer's retail establishments including, 
but not limited to, the handling and selling of all merchandise, shall 
be performed only by employees within the unit as defined in this 
Agreement, and by employees working for the first thirty-one (31) days 
of their employment; provided, however, that the foregoing restriction 
on work jurisdiction may be altered or relaxed in whole or in part by 
mutual agreement between the Employer and the Union.
1.3 Under no condition shall supervisors or store managers 
perform bargaining unit work, except in case of emergency, such as 
Acts of God or other conditions beyond the control of the Employer, 
and to the extent that they may perform customer services. Customer 
services shall not be construed to including stocking, price marking, 
truck unloading or building displays, or any other bargaining unit 
work on a regular basis.
1.4 As of the effective date of this Agreement, the above 
described restriction on work jurisdiction has been, by mutual 
agreement between the Union and the Employer, relaxed and altered in 
the following respect; that vendors entering the said retail 
establishment for the purpose of delivering bread, milk, and potato
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chips may service their product line. The greeting card department 
may be serviced by their respective vendors.
1.5 Any work done by any person outside of the bargaining unit
in violation of this Agreement after it has once been brought to the 
attention of management shall result in the employee on duty who 
reports the violation receiving pay for the time worked at the top 
clerk rate in the contract, or the employee's regular rate, whichever 
is the greatest, in addition to his normal pay for that day. This 
shall not preclude the Union representative of the local union from 
filing a grievance pertaining to a violation of this paragraph in the 
name of a particular employee who shall be compensated in the method 
herein provided above.
Once a violation of any work done by any person outside of the 
bargaining unit has once been brought to the attention of Management; 
any other violations within a two (2) week time period by the same 
person shall result in the employee on duty who reports the violation 
receiving pay for the time worked at the top clerk rate in the 
contract, or the employee's regular rate, whichever is greater, in 
addition to his normal pay for that day.
ARTICLE 2 - UNION SECURITY:
2l1 . . A11 employees who are now members of the Union shall, as a
condition of employment, maintain membership in good standinq 
consistent with the provisions of the Labor-Management Relations Act 
of 1947, as amended.
The Employer shall not be required to discharge an employee for 
failure to attain or maintain membership in the Union unless it shall 
have received three (3) days' written notice from the Union prior to 
the date such discharge is to be effective.
2-2 All new e m p l oy ee s must become members of the Union
thirty-one (31) days after their employment date and thereafter shall, 
as a condition of employment, maintain membership in good standing 
cons i s tents withnt he Provisions of the L abor-M an agemen t Relations Act
CHECKOFF: The Employer agrees to deduct initiation fees, union dues,
and uniform assessments where lawful, uniformly required as a 
condition of acquiring or retaining membership in the Union from the 
wages of each employee, present and future, as the same shall be due, 
provided each such employee executes written authorization therefor, 
in a form authorized by law, and such authorization is turned over to 
the Employer.
The Employer agrees to remit such dues and initiation fees as deducted 
to the Union.
The Union shall, on or before the tenth (10th) day of each month, 
furnish to the Employer a list of member-employees and the amounts due 
therefore, including dues owing for the succeeding month.
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The Employer shall, on or before the last day of the same month, 
deduct and remit such dues as authorized to the Union.
The Employer will deduct Union dues and initiation fees on a weekly 
basis. The Employer shall, on or before the 10th day of the 
following month remit such dues as authorized to the Union.
In the event no wages are then due the employee, or, are insufficient 
to cover the required deduction, it shall be the responsibility of the 
Union to resubmit the amount due on the next regular monthly billing.
Once each month the employer will submit to the union a list of 
employees hired the previous month. The list will include the 
employees name, social security number, store code, job code, and date 
of hire.
Once each year the employer will deduct from the pay of the employees, 
who have certified in writing, a political deduction. The union shall 
furnish to the employer the amounts to be deducted on the regular 
monthly billings.
2.3 No employee shall be deprived of membership in the Union 
except in accordance with the Constitution and By-Laws of the Union.
2.4 The Employer and/or its agents or representatives agree not 
to aid, promote or finance any other group or organization which 
purports to engage in collective bargaining.
2.5 The Employer and the Union agree that there shall be no 
discrimination against any employee on account of Union activities or 
affiliation, or because of race, religion, color, creed, national 
origin, sex or age in accordance with existing law. Where the word 
"he" appears in this Agreement, the parties agree that it applies to 
both "male and female" employees.
2.6 The Employer agrees not to enter into any agreement or 
contract with their employees, individually or collectively which, in 
any way, conflicts with the terms and provisions of this Agreement.
2.7 The Employer agrees to permit an authorized representative 
or officer of the Union to have free access to the stores at all hours 
when members of Local No. 655 are on duty to satisfy the Union that 
the terms of this Ag r e e m e n t  are c o mp li ed w i th , but su ch 
representative or officer shall not interfere with the duties of any 
of the said employees or the business of the Employer.
The Union shall have the right to designate a union steward and 
assistant union steward for each store who shall have top ranking 
seniority (during the term of their office), irrespective of actual 
length of service, in case of layoffs and transfers.
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2.8 The Union store card may be displayed in all places where 
members of Local No. 655 are employed exclusively. The store card 
shall be removed at the request of the Union.
2.9 Members of the Union must wear their union buttons when on 
duty.
2.10 Corrective action initiated as a result of investigative 
shopping reports will be taken within five (5) scheduled working days. 
All other corrective action will be taken within a reasonable period 
of time.
Corrective action will be discussed in the presence of the employee 
and if requested, the Union Steward or the Business Agent or another 
bargaining unit employee. The employee and the union will be given a 
copy of the "Corrective Action".
Work rules and regulations which apply to bargaining unit employees 
and changes thereafter will be given to the Union.
ARTICLE 3 - MANAGEMENT RIGHTS:
The Management of the business and the direction of the working 
forces, including the right to plan, direct and control store 
operations, hire, suspend or discharge for proper cause, transfer or 
relieve employees from duty because of lack of work or for other 
legitimate reasons, the right to study or introduce new or improved 
production methods or facilities, and the right to establish and 
maintain reasonable rules and regulations covering the operation of 
the stores, a violation of which shall be among the causes for 
discharge, are vested in the Employer; provided, however, that their 
right shall be exercised with due regard for the rights of the 
employees, and provided further that it will not be used for the 
purpose of discrimination against any employee. This paragraph is 
subject to the Grievance Procedure.
ARTICLE 4 - GRIEVANCES AND ARBITRATION:
4.1 Should any differences, disputes or complaints arise over
the interpretation or application of the contents of this Agreement, 
there shall be an earnest effort made on the part of both parties to 
settle same promptly through the following steps:
Step 1. By conference between the aggrieved employee, the union 
steward and/or business agent, or both, and the store manager or owner. 
Store Management shall make its decision known within two (2) working 
days thereafter. If the matter is not resolved in Step 1, it shall be 
referred to Step 2 within two (2) working days.
Step 2. By conference between the business agent and the owner or a 
supervisor of the Employer. The Employer shall make its decision 
known within three (3) working days thereafter. If the matter is not 
resolved in Step 2, it shall be reduced to writing and referred within 
three (3) working days to Step 3.
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Step 3. By conference between an official or officials of the Union 
and a designated representative of the Employer.
Step 4. In the event the last step fails to settle the complaint, it 
shall be referred, within seven (7) working days, to Arbitration.
4.2 In any case in which an employee is aggrieved and the Union 
promptly notifies the employee that it does not intend to request 
arbitration after the Step 3 meeting, the time for requesting 
arbitration shall be stayed pending the employee's exhaustion of 
internal union appeals to the Union's Executive Board.
4.3 The Employer and the Union shall mutually agree to an 
impartial arbitrator to hear said arbitration case; however, if said 
arbitrator cannot be chosen within three (3) days then the Federal 
Mediation and Conciliation Service will be requested to furnish a 
panel of seven (7) names from which the arbitrator may be chosen. The 
arbitrator will be selected within seven (7) days after the receipt of 
the panel by alternately striking names. The party striking first 
will be determined by the flip of a coin. The decision of the 
arbitrator shall be binding on both parties. The expenses of the 
arbitrator shall be paid for jointly.
Such Arbitrator shall not be empowered to add to, detract from, or 
alter the terms of this Agreement.
4.4 The Employer may, at any time, discharge any worker for 
proper cause. The Union or the employee may file a written complaint 
with the Employer within seven (7) days after the date of discharge 
asserting that the discharge was improper. Such complaint must be 
taken up promptly. If the Employer and the Union fail to agree within 
five (5) days, it shall be referred to Arbitration. Should the 
Arbitrator determine that it was an unfair discharge, the Employer 
shall abide by the decision of the Arbitrator.
4.5 Grievances must be taken up promptly. No grievance will be 
considered, discussed, or become arbitrable which is presented later 
than seven (7) days after such has happened.
4.6 The Employer shall have the right to call a conference with 
a Union steward or officials of the Union for the pu rpose of 
discussing his grievance, criticisms, or other problems.
4-7 Grievances will be discussed only through the outlined
procedures; except that by mutual agreement between the Union and the 
Employer, the time limits may be waived.
4-8 There shall be no lockout or cessation of work pending the
decision of the Arbitrator.
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ARTICLE 5 - UNION COOPERATION:
5.1 The Union shall use its best efforts as a labor organization 
to enhance the interests of the Employer, as an employer of union 
1abor.
5.2 The Union agrees to uphold the rules and regulations of the 
Employer with regard to punctual and steady attendance, proper and 
sufficient notification in case of necessary absence, conduct on the 
job, and all other reasonable rules and regulations established by the 
Emp1 oyer.
5.3 The Union agrees to co o p e r a t e  with the Employer in 
maintaining and improving safe working conditions and practices, in 
improving the cleanliness and good housekeeping of the stores, and in 
caring for equipment and machinery.
5.4 The Union recognizes the need for conservation and the 
elimination of waste, and agrees to cooperate with the Employer in 
suggesting and practicing methods in the interest of conservation and 
waste elimination.
5.5 The Union recognizes the need for improved methods and 
output in the interest of the employees and the business, and agrees 
to cooperate with the Employer in the installation of such methods, in 
suggesting improved methods, and in the education of its members in 
the necessity for such changes and improvements.
ARTICLE 6 - UNAUTHORIZED ACTIVITIES:
6.1 During the term hereof, the Union agrees that there shall be 
no strike or any interference with or interruption of the normal 
conditions of the Employer's business. The Employer agrees there 
shall be no lockout.
6.2 The failure of any employee to cross or work behind a 
lawful, primary labor picket line which has been officially recognized 
by the St. Louis Labor Council and/or the United Food & Commercial 
Workers International Union, AFL-CIO and CLC shall not constitute a 
violation of this Agreement.
6.3 The Employer and the Union mutually agree that in the event 
of an unauthorized strike or slowdown by an employee or employees that 
the Employer will not file or press suits for monetary damages against 
the Union. The Union agrees that it will immediately take every 
reasonable means to induce the employee or employees to return to 
their jobs or resume standard production. Should such employee or 
employees refuse to return to work or to resume normal production, the 
Employer may exercise whatever disciplinary action it deems proper 
against such employee or employees, including discharge, layoff, loss 
of seniority rights or other privileges granted employees under this 
Agreement or the Employer policy.
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ARTICLE 7 - HOURS AND WORKING CONDITIONS:
7-la The basic work week for all employees covered by this 
Agreement, shall be forty (40) hours to be worked in five (5) eight 
(8) hour shifts or four (4) ten (10) hour shifts, not necessarily 
consecutive. The work week shall be each Employer's seven day payroll 
period.
b- The regular work day for all employees shall not exceed 
eight (8) consecutive hours per shift [or ten (10) consecutive hours 
per shift for those employees scheduled to work four (4) ten (10) hour 
shifts] exclusive of an unpaid meal period.
c- All time worked in excess of forty (40) hours per week or 
eight (8) consecutive hours per shift [ten (10) consecutive hours per 
shift for employees working four (4) ten (10) hour shifts] shall be 
paid at the rate of time and one-half (1 1/2) the employees' regular 
rate of pay. There shall be no pyramiding of overtime or premium pay.
d- Available schedules for full time employees of four (4) ten 
(10) hour shifts shall be on a voluntary basis in accordance with 
seniority and qualifications to perform the job. The Employer will 
ascertain the number of four (4) ten (10) hour schedules available by 
department; then determine the actual number to be scheduled by 
department based on the number of volunteers per department. At no 
time shall anyone be forced to work a four (4) ten (10) hour schedule.
e. Daily overtime shall be offered by seniority and job 
classification within the store among the employees present and 
qualified to do the work when the need for overtime arises. Scheduled 
overtime shall be offered by seniority to employees qualified to do 
the work within the store for the designated time. Employees shall 
not be required or compelled to work overtime as defined above. 
However, if an insufficient number of employees volunteer, then 
qualified employees may be required to work by inverse order of 
seni ori ty.
f - A11 employees shall receive at least one full day off per 
calendar week, Monday through Saturday inclusive. If employees are 
required to work on their scheduled day off, they shall be paid at the 
rate of time and one-half (1 1/2) their regular rate.
7.2a. The Store Manager will post a work schedule by seniority (in 
ink or other permanent means) for all employees, by surname and 
initial, for the succeeding week by 4:00 p.m. Friday of the current 
week. Any employee leaving on schedule before 4:00 p.m. and is not 
scheduled to work on Saturday, will be advised by store management of 
his schedule to be posted. This schedule shall be accessible to all 
employees and the Union. Copies of all master food schedules shall be 
posted in one central location accessible to all employees.
*>• All employees shall have a minimum of eight (8) hours off 
between shifts except as referenced in Section 7.2h, and except that
7
at the employee's option, the eight (8) hour minimum may be waived. 
Employees shall not work split shifts.
c. Starting time for full-time employees shall not be changed 
without twenty-four (24) hours' notice to each employee affected by 
such change, except in case of emergency caused by illness, 
absenteeism, etc.
d. Thirty-two (32) or more hours per week employees shall have 
preference of available days off by seniority, job classification, and 
availability.
Once days off are selected, they will not be changed except in holiday 
weeks for reasons beyond the control of the Em pl o y e r  or for 
operational changes. By agreement with the Union, the Employer may 
elect to rotate Saturday off between all employees in a particular 
classification rather than to grant them to the more senior employees. 
This paragraph shall not preclude the right of the Employer to grant, 
on an individual request basis, a particular day off on an infrequent 
basis to an employee for a valid reason.
e. When hours are added to the posted schedule during the week, 
they shall be given to the most senior qualified employee(s) who are 
available to work those hours. Such added hours will be given in 
consideration of the employee(s) present schedule and the operational 
needs of the store, both in the number of hours added and when the 
hours are needed; and further provided such hours will not cause the 
payment of overtime. If the Employer offers the hours to an employee 
not scheduled the day the added hours are needed, the Employer will 
call the most senior qualified regular employee not scheduled to work 
five (5) shifts excluding Sunday and offer the added hours to this 
emp1oyee.
f• If in case of an emergency an employee fails to report to 
work as scheduled, then those hours will be offered to the most senior 
qualified employee working that day and is available to work the 
needed hours, or to the mosy senior qualified employee not scheduled 
to work on those days. Sbch hours will be given in consideration of 
the emp1oyee(s) present schedule and the operational needs of the 
store, both in the number of hours offered and when the hours are 
needed; provided such hours will not cause payment of overtime. When 
the Employer offers the hours to an employee not scheduled the day the 
hours are needed, the Employer will call the most senior qualified 
regular employee not scheduled to work five (5) shifts excluding 
Sunday and offer the hours to this employee.
g. It is agreed that night work after 6:00 p.m. will be 
assigned on an equitable basis among all employees who work thirty-two 
(32) hours or more per week, and that no thirty-two (32) hour or more 
per week employee will be required to work more than two (2) nights 
per week, except the head grocery clerk and head produce clerk who 
will not be required to work more than three (3) nights per week. 
(For the purpose of applying this clause, this employee shall have 
worked thirty-two (32) hours or more per week for a period of thirteen
8
(13) consecutive weeks.) An employee who works less than thirty-two 
(32) hours per week for a period of thirteen (13) consecutive weeks 
shall be disqualified from the above two (2) night provision.
All employees hired after May 1, 1972, who work thirty-two (32) hours 
or more per week for thirteen (13) consecutive weeks, will not be 
required to work more than three (3) nights per week.
h- A premium of sixty cents (60t) per hour in addition to the 
regular rate of pay shall be paid for all hours worked between 12:00
A.M. and 5:00 A.M. Employees scheduled for more than five (5) hours, 
whose shift encompasses 12:00 A.M. to 5:00 A.M., will be paid the 
premium for the entire shift. Night shift differential shall be 
included in computing vacation pay. In the week in which a holiday 
occurs, the week's pay shall not be less than the basic pay plus 
normal shift differential. An employee working on a night shift which 
either begins or ends on a Sunday or holiday will be compensated at 
straight time plus night premium for the entire shift. However, 
employees who are scheduled both the night shift before and the night 
shift of a Sunday or a holiday will receive their appropriate Sunday 
or holiday premium pay for the entire Sunday or holiday night shift.
Any shift that is scheduled to end after midnight or begin before 4:00
A.M. is considered to be a night shift. This shift for full-time 
employees shall be eight (8) hours, not to exceed five (5) nights, 
forty (40) hours per week, except that full-time employees may be 
scheduled for forty (40) hours to be worked in four (4) ten (10) hour 
shifts. In this event, daily overtime shall not be paid until more 
than ten (10) hours have been worked. Employees working the night 
shift must have a minimum of twelve (12) hours' break between shifts.
Available night schedules may be selected by qualified employees on 
the basis of seniority. In the event there are not enough volunteers, 
inverse seniority shall apply.
Night stock crew employees working a forty (40) hour night schedule 
may replace a less senior forty (40) hour employee in their store not 
working a forty (40) hour night schedule, seniority and qualifications 
permitting. Such employees shall give the Employer at least ten (10) 
days' written notice.
’• I" scheduling courtesy clerks, the Employer shall schedule 
for a minimum of ten (10) hours per week. When scheduled, they shall 
not be reduced below ten (10) hours per week that week. It is 
understood that this guarantee cannot apply to an employee called in 
for replacement of another employee.
J • Any employee who averages twenty-five (25) hours or more per 
week and who is unable to work because of injuries received during the 
scheduled work week, and whose injuries resulted out of or during the 
course of employment on the store premisses, shall be entitled to full 
pay not to exceed eight (8) hours [ten (10) hours for employees 
scheduled to work four (4) ten (10) hour shifts] for each scheduled 
day lost because of such injuries, but not to exceed three (3) days,
9
provided, however, that the employee shall report upon receipt of the 
injury to the store manager who shall refer the employee to the 
Employer's physician. The physician's decision with respect to the 
length of time required off from the job shall be the controlling 
factor, provided further that nothing in this provision shall affect 
any rights accruing to either party under the Worker's Compensation 
Act of the State of Missouri, and that the Employer shall receive 
credit for any p a ym en t made under this Article, should any 
compensation be awarded in accordance with the State Worker's 
Compensation Act.
The above payment is meant to compensate the employee for scheduled 
days lost prior to the date Worker's Compensation benefits become 
effective.
When an employee averaging less than twenty-five (25) hours per week 
is injured on the job, they will be paid for the balance of that days 
work schedule provided that they conform with the procedures set forth 
above.
k. When an employee, following an "on-the-job injury," is 
certified as ready and able to perform all regular duties by his or 
her attending physician and/or Company doctor but requires continued 
medical treatments as a result of the same injury, the Employer shall 
adjust the work schedule upon request without penalty to the employee 
or Employer, to provide both the time for medical care and the number 
of hours of work for which the employee is regularly scheduled by 
seniority and job classification.
7.3 All employees working shifts of six (6) or more hours per 
day will be allowed a paid uninterrupted rest period of fifteen (15) 
minutes for each one-half (1/2) shift worked, not to exceed two (2) 
rest periods per day. Employees working four (4) hour shifts up to 
six (6) hour shifts per day shall be entitled to one (1) paid 
uninterrupted fifteen (15) minute rest period per day. Rest periods 
shall not be required until the employee has been on duty at least two 
(2) hours.
7.4 The meal period, without pay, shall not exceed one (1) hour 
per day on the employee's time and shall be allowed between the 
beginning of the fourth (4th) hour and the ending of the sixth (6th) 
hour after starting time. Any employee working five (5) hours or more 
shall be entitled to an unpaid thirty (30) minute lunch period, if 
requested.
7.5 When an employee shall report for work at the time and place 
ordered or scheduled, then such employee shall be paid a minimum of 
four (4) hours' pay at the regular rate. Students who are available 
regularly for as much as four (4) hours in any day during regular 
store hours shall be covered by the four (4) hour guarantee, except 
courtesy clerks may be scheduled for three (3) hours in any day.
7.6. When supervision or the Employer elects to instruct a member 
of the bargaining unit to report to the store for emergencies, they
10
will be paid a minimum of two (2) hours at time and one-half (1 1/2) 
their regular rate of pay.
7.7 Hours not worked but compensated for by the employer (up to 
a maximum of forty (40) hours per week), shall be credited as hours 
worked for purposes of seniority, vacation pay, holiday pay, severance 
pay and wage progression.
7.8 All employees covered by this Agreement who receive hourly 
compensation shall record in person the exact number of hours worked 
by use of a time clock or other time record keeping instrument. The 
Employer and the Union agree that a proven violation of established 
time clock rules, including work before punching in or after punching 
out, may subject an employee to disciplinary action up to and 
including discharge. Falsification of payroll records shall be cause 
for dismissal. The Employer agrees to allow the shop steward or 
Business Representative to check time records for hours worked on 
employees covered by this Collective Bargaining Agreement; and further 
agrees upon reasonable notice, to allow records to be checked where 
necessary for wage rates.
7 ,g The Employer agrees to provide a complete first aid kit in
each store.
7.10 Official notices authorized by the Local Union may be posted 
on the store bulletin board. They shall not be objectionable in 
nature.
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ARTICLE 8 - SENIORITY:
8.1 Seniority shall be defined as the employee's length of 
continuous service with the Employer, or date of entry into the 
bargaining unit or seniority classification, whichever is later. No 
employee shall acquire any seniority rights until he/she has been 
employed by the Employer for at least forty-five (45) days, and he/she 
shall not be deemed to be entitled to any of the privileges of 
seniority until he/she has been employed for that long. On the 
forty-sixth (46th) day, seniority shall apply from the date of 
employment. It is understood that by mutual agreement between the 
Employer and the Union, an extension of the forty-five (45) day 
probationary period may be granted, not to exceed an additional 
fifteen (15) days.
8.2 Seniority of an employee shall terminate for any of the 
following reasons:
A. Voluntary resignation.
B. Discharge for proper cause.
C. Failure of an employee to return to work following a 
layoff within five (5) working days after'notice by certified mail or 
telegram by the Employer to the employee's last known address on 
Employer's records.
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anH • <.E 3 1 ' U1e oE an emP 1oyee to return to work undei 
and conditions of Article 11 (Leaves of Absence). the terms
for a period ̂ f 6 six fb? months' l l c ^ I  “of"6, ay"o°f f0r the Empl°y -
F. Ret i rement.
8.3 There shall be three (3) seniority lists as follows:
B • Regular clerks
forty (40) hours per week. regular clerk normally works less than
C. Courtesy Clerks.
8.4a Full-time clerks shall have seniority over regular clerks.
L  ,, ,QB?ployJeel wh0 were placed on the full time seniority list on 
ay,^,’ and w >̂° were classified as regular on that date will he
ranked on the full time seniority list u9sing t h a t  re g u f a r^ se n io r i^ y
ffoorrttyv  f( 44 0n)\f  hours for tiamne  aecmcpo1ouyneteisn ga rpee riinovdo,l untthaeryi lyw ilreld ucheadv pb etlnonw 
seniority on the regular seniority list. P
. Any fu,1-time employee who voluntarily reduces their hours 
‘°jnre9“ ,ar status will be put on the regular clerk seniority list 
using the employee s original seniority date in the bargaining unit.
e" Employees who were classified as regular on May 11 1985
rclla!slsjiffiteada n ast hapta rt?-atti®m’ e anond  wthiant  dhaatvee. senior1ty over employees who were 
fqoc . 11Cour\tesy who were classified as regulars on May 11,
1985, will retain that date and will have seniority over courtesy 
clerks who were classified as part-time on that date. y
®-5 . The Employer shall submit to the Union, on a quarterly
basis, a current seniority list. 3
avai lahid Court e sy Clerk. When a regular clerk's job becomes 
available, a courtesy clerk employee wilT have the first opportunity 
to advance into the regular classification within the store in which
avail,Va'bhPii1li0i-t*ye e anWd? ra kbkSi.l, ibJty  steo nidoo rtihtey ,w orpkr.ovided the employee has the 
12
8.7a Employees shall be scheduled by seniority for the most
weekly hours.
8. At least fifty (50%) percent of the scheduled hours in each
store (excluding Courtesy Clerk hours) shall be guaranteed forty (40) 
hour schedules. Forty (40) hour schedules shall be assigned to 
employees by job classification based on seniority and ability to 
perform the work.
The number of forty (40) hour schedules in a store will be the same 
for each week of a period, and will be calculated (averaged) on the 
budgeted hours based on expected sales for each of the four (4) weeks 
of the period. For example:
1st week budgeted hours 1900 hours 
2nd week budgeted hours 1250 hours 
3rd week budgeted hours 1640 hours 
4th week budgeted hours 1500 hours 
Total budgeted hours 6290 hours
6290 period hours divided by 4 weeks = 1573 average 
1573 times 50% ratio = 787 full time hours
787 divided by 40 = 20 full time schedules each week of that period
The Employer agrees that if a store's actual hours worked by those 
employees covered under this Section deviates more than reasonable can 
be expected from the budgeted hours for a four (4) week period, 
appropriate adjustments shall be made immediately after the Business 
Representative brings such deviations to the attention of the Company 
of f i ci al s .
This section shall not apply during the first eight (8) weeks of a new 
store opening, or the first four (4) weeks of a major remodel.
Fractions of forty (40) hour schedules will be rounded up or down.
All forty (40) hour schedules that are shown on the work schedule 
count for purposes of the ratio whether worked by the employee or not. 
However, full time employees on an approved leave of absence for over 
four (4) weeks shall be replaced under the following conditions:
1. Will not be replaced if the store has an overage in the full 
time ratio.
2. If replaced within the store, the employee must be qualified 
to perform the job and will be considered as a "temporary replacement" 
and not assigned a full time seniority date.
3. _ A full time employee may be transferred from another store 
if his/her store has an overage in the full time ratio.
A. The replacement will take place at the beginning of the next
accounting period following at least four (4) weeks of absence.
13
The remaining fifty (50%) percent of the hours (excluding Courtesy 
Clerk hours) shall be weekly schedules assigned to regular employees. 
At least forty (40%) percent of these weekly scheduled hours shall be 
schedules of at least twenty-five (25) hours but less than forty (40) 
hours. Regular employees, by job classification, are entitled to the 
weekly schedule with the most hours based on seniority and ability to 
perform the work.
c. Employees may claim the entire weekly schedule of a less 
senior employee, if the less senior employee has a schedule with more 
weekly hours, in accordance with availability, job classification, and 
ability to perform the type of work within the store in which they 
work.
Claims under this provision of the Agreement must be made by the 
employee to the Employer no later than 5:00 p.m. Saturday, or the 
employee forfeits any claim.
8.7d
1. In the event a forty (40) hour Master Food schedule becomes 
available, exclusive of department head and assistant department head 
positions, the following procedure will apply:
The most senior Master Food employee as referenced in Section 8.4c 
above in the geographical zone of the Employer where the forty (40) 
hour permanent schedule becomes available will be given the first 
opportunity to work a forty (40) hour schedule.
The Employer will offer the position to the most senior employees in 
the geographical zone, who have indicated to the Employer in writing 
that they desire to work a forty (40) hour schedule. These written 
requests for forty (40) hour jobs must be sent to the Labor Relations 
Department prior to August 1st and February 1st of each year for each 
succeeding six (6) month period.
Employees who refuse to transfer to obtain a forty (40) hour schedule 
relinquish their opportunity for that six (6) month request period to 
be transferred for a forty (40) hour schedule, and will only be 
offered the opportunity to work an available forty (40) hour schedule 
by seniority in his/her store during the remainder of that six (6) 
month period. Employees will acknowledge in writing each time a forty 
(40) hour schedule is offered and they refuse the opportunity.
2. In the event a forty (40) hour schedule becomes available 
due to volume fluctuations, the most senior employee in the store 
where the opening is deemed to exist who desires forty (40) hours will 
be given an opportunity to work a forty (40) hour schedule.
The employee placed in the forty (40) hour position will be a 
temporary replacement and not assigned to a full time seniority date. 
If the forty (40) hour job continues to exist after three (3) full
14
accounting periods, it will be filled by the process outlined in 
Sect i on 1 above.
3. If necessary, training in the job to be performed will be 
provided. The Employer will determine within a two (2) to four (4) 
week period if the employee can perform the work satisfactorily. If 
an employee is disqualified because of this provision, he/she will be 
transferred back to their original store. These employees may only be 
offered forty (40) hour schedules in the future in their present job 
classification, i.e., grocery, produce, checking and office.
4. In the event a forty (40) hour schedule becomes available 
for an employee covered under a Supplemental Agreement, the most 
senior regular employee in this Supplemental Agreement department in 
the store where the opening is deemed to exist, who desires forty (40) 
hours will be given an opportunity to work a forty (40) hour schedule. 
If necessary, training in the job to be performed will be provided. 
The Employer will determine within a two (2) to four (4) week period 
if the employee can perform the work satisfactorily.
5. If the employee mentioned in #1 above refuses a forty (40) 
hour schedule, then the Employer will repeat the procedure in #1 until 
the ten (10) most senior employees in the geographical zone who have 
submitted their request, in writing, have been offered the schedule. 
If none of these ten (10) employees accept this forty (40) hour 
schedule, then the Employer may offer the schedule to the most senior 
employee in the store where this opening is deemed to exist who 
desires to work a forty (40) hour schedule.
6. Forty (40) hour schedules in new and/or remodeled stores are 
not to be considered as available forty (40) hour schedules. Forty 
(40) hour schedules vacated in other stores because of the new store 
will be filled in accordance with #1 above.
7. The Employer may elect not to replace the forty (40) hour 
job if the store has an overage in the full time ratio.
8. A full time employee may be transferred from another store 
to fill the vacancy if his/her store has an overage in the full time 
ratio.
9. Geographical zones will be mutually agreed to between the 
Employer and the Union and attached hereto and considered to be part 
of this Agreement.
8.8 Employees who at any time have voluntarily limited their 
availability for work may thereafter claim a weekly schedule with more 
hours only when a vacancy occurs, or when additional hours become 
available. The employee shall notify the Employer in writing of their 
intent to claim a schedule with a greater number of hours when their 
availability is again unlimited on a permanent basis.
8.9 It is agreed by the Employer that the store manager will not 
use the scheduling of hours as a punitive measure.
15
8.10 A full-time (40 hour) employee who has been reduced below 
forty (40) hours per week for four (4) out of six (6) weeks in their 
store, seniority permitting, may replace the least senior full-time 
employee in the same job c l a s s i f i c a t i o n  in each Em pl o y e r ' s  
geographical area. Requests to exercise seniority in this regard must 
be made in writing to the Personnel Department within one (1) week 
following the four (4) week period.
In the event an employee who was on the Regular seniority list on May 
11, 1985 and is eligible for the twenty-five (25) hour minimum 
schedule as specified in 8.7b, and the employee is reduced below 
twenty-five (25) hours for two (2) consecutive weeks, the employee may 
request, in writing, to be trained in a different job function in 
his/her store. If such training would make available to the employee 
a work schedule with more hours in his/her store, the Store Manager 
will make such training available. The Employer will determine within 
three (3) weeks if the employee can perform the work satisfactorily.
8.11 In the event of a store closing, full-time (40 hour) 
employees in the closed store will be treated as laid-off employees in 
accordance with Section 8.12, paragraphs a, b, and c.
8.12 In the event of lay-off, all employees may exercise their 
seniority in the following manner:
a. Employees may exercise their seniority on the basis of 
replacement of the least senior employee working in the same 
classification in each Employers' geographical area.
b. An employee who is displaced as a result of (a) above may 
have the opportunity to replace the least senior employee in the same 
classification in another of the Employer's geographical areas closest 
to that employee's residence.
c. An employee who is displaced as a result of (b) above may 
have the opportunity to displace the least senior employee in the same 
classification in the unit covered by this Agreement.
d. An employee who is displaced as a result of (c) above will 
be considered to be on layoff status. Recall to work shall be in 
accordance with seniority, with the last employee laid off being the 
first to be recalled within the affected job classification.
e. A regular clerk who is laid off, seniority permitting, may 
displace a courtesy clerk in the store in which he is working. Such 
employee shall receive the prevailing courtesy clerk rate of pay and 
be placed on the courtesy clerk seniority list in accordance with his 
regular clerk seniority date, or his original courtesy clerk seniority 
date, whichever is earlier.
f. All changes occurring due to paragraphs a, b, and c, above 
shall be completed in a period of not more than two (2) weeks.
16
8.13 Department heads may exercise their seniority as described 
in section 8.12 a, b, c, and d, above with the exception:
Department heads may not displace another department head but may 
displace a full-time employee.
8.14 PROMOTIONS: In the matter of promotions after giving due
regard to seniority, the Employer shall have the right to exercise 
their judgment.
8.15 TRANSFERS: Transfers from one type of work to another or
from one store to another will be made for justifiable reasons and 
will not be used for the purpose of discriminating against any 
emp1oyee.
When the Employer opens a new store where there are additional 
full-time openings, employees working forty (40) hours a week, who 
have advised the Personnel Department or the Employer in writing of 
their desire to transfer to a store nearer their home, will be 
considered for such openings in accordance with seniority and 
availability.
ARTICLE 9 - UNIFORMS AND DRESS CODE:
8-1 Any uniforms or specific neckwear deemed necessary by the
Employer for its employees shall be furnished and laundered by the 
Employer without charge. Where dacron or similar type uniforms are 
furnished employees, such uniforms shall be laundered by the employee 
and will be replaced as necessary, provided the employee turns in the 
worn uniform for a new uniform.
8-2 During excessively cold weather, reasonable wearing apparel
may be worn.
8.3 Employees will be allowed to wear any light, solid colored
dress shirt. Hair styles of employees not conforming to the Company's 
dress code will be reviewed by the supervisor or Personnel Manager and 
the Business Agent before any suspension or discharge of employee.
ARTICLE 10 - SUBSTANCE ABUSE:
10.1 The Employer and the Union recognize the seriousness of 
substance abuse in our society, and the need to approach this problem 
in a humane and progressive manner, and in a manner which recognizes 
the legitimate privacy rights of the employees. It is a violation of 
this Agreement for an employee to be on the premises of the Employer 
under the influence of a controlled substance or alcohol.
10.2 Where there is a reasonable basis for believing that an 
employee is under the influence of a controlled substance or alcohol, 
the Employer may request the employee to submit to a testing procedure 
consistent with the steps set forth below. At the time that such a 
request is made, both the employee and the Union business agent (or in 
the event of the unavailability of the business agent, the steward or
17
another member of the bargaining unit) shall be specifically advised 
of all of the facts forming the basis of the Employer's belief that 
the employee is under the influence of drugs or alcohol. If the 
employee refuses to take the test, and if the Em pl oy er had a 
reasonable basis for believing that the employee was under the 
influence of a controlled substance or alcohol, then the Employer may 
impose discipline up to and including discharge.
10.3 Any test performed under this Article shall be performed at 
a clinic or hospital at the Employer's expense. The employee shall be 
compensated for all time involved with the testing, and for travel to 
and from the test site.
10.4 For alcohol, one test is sufficient. If it is established 
that the employee was under the influence, the employee is subject to 
discipline up to and including discharge. In lieu of the discharge, 
the Employer, at his discretion, may elect to require the employee to 
participate in an alcohol treatment program.
10.5 In the event that the tests prove positive for a controlled 
substance, then a confirming test must be performed. If the validity 
of the results of the first test are confirmed, the employee is 
subject to discipline up to and including discharge. In lieu of the 
discharge, the Employer, at his discretion, may elect to require the 
employee to participate in a drug treatment program. To the extent 
required to enable the employee to participate in the program, the 
employee shall be allowed to take an unpaid leave of absence not to 
exceed thirty (30) days.
Should the employee refuse to participate in a treatment program, he 
will be terminated.
10.6 As a condition of returning to work after completion of the 
program, an employee who participated in a drug treatment program will 
be subject to random testing, up to one year after completion of said 
program. In the event the random test proves positive for controlled 
substances, the employee will be discharged.
Company records shall be kept in strict confidence, and neither said 
records nor the contents thereof shall be disseminated to any third 
party except to the extent required by law.
10.7 In the event any test results do not establish that the 
employee was under the influence of alcohol or tested positive for 
controlled substances, then the Employer shall expunge from it's 
records all references to the testing.
ARTICLE 11 - LEAVES OF ABSENCE:
11.1 A Leave of Absence shall be defined as a period during which 
an employee must, for legitimate reasons, be absent from work. Leaves 
under this Article shall be limited to:
18
a. Mili tary
b. Medical
c. Maternity
d. Union
e. Management
f. Personal
They shall be for a specified length of time and without pay.
11.2 MILITARY LEAVE: In the event an employee covered by this
Agreement enters into the Armed Forces of the United States, they 
shall be eligible for reinstatement in accordance with the provisions 
of the applicable Federal Legislation.
11.3 MEDICAL LEAVE: A leave of absence for reason of extended
personal illness or injury shall be granted to all employees, with six 
(6) months or more of consecutive service, for an initial period not 
to exceed thirty (30) days, provided such request is supported by 
satisfactory medical evidence. If at the end of thirty (30) days the 
employee is unable to return to work, the leave may be extended for an 
additional thirty (30) days and each thirty (30) days thereafter, up 
to a maximum of twelve (12) months, provided such request for an 
extension is supported by satisfactory medical evidence.
11.4 MATERNITY LEAVE:
a. A maternity leave of absence shall be granted to all 
employees with six (6) months or more of consecutive service for the 
purpose of prenatal and postnatal care. The Employee shall notify the 
Employer as soon as pregnancy is determined.
b. The pregnant employee must furnish the Employer with an 
attending physician's statement indicating approximate delivery date, 
and the employee's ability to continue work.
c. Following submission of satisfactory medical evidence that a 
pregnant employee is physically capable of continuing to work, and 
after consideration of all the factors involved in the performance of 
job duties including her own safety as well as other employees, the 
Employer shall grant the leave.
d. Maternity leave shall extend for an initial period not to 
exceed thirty (30) days from the date of birth. If at the end of the 
thirty (30) days the employee is unable to return to work, the leave 
shall be extended under the provisions of Section 11.3 Medical Leave.
11.5 Following compliance with the terms of 11.3 and 11.4 above, 
an employee, upon returning to work with a doctor's release indicating 
physical fitness to return to work, shall be placed in the same or 
comparable job classification, seniority permitting, and shall receive 
the rate of pay then established for the job. The employee will be 
scheduled for work on the next posted schedule in accordance with 
seniority, provided that the necessary notification and/or release was 
presented to the Employer at least twenty-four (24) hours prior to the
19
time called for in this Agreement for the posting of the written 
schedule.
11.6 UNION LEAVE: When an employee leaves employment with the
Company to take employment with United Food & Commercial Workers Union 
Local No. 655, or the United Food & Commercial Workers International 
Union, the employee shall be considered on a leave of absence up to a 
maximum of three (3) years, and the employee shall, after completion 
of such employment with the Union, return to his former employment 
with the Company, and his seniority shall continue uninterrupted.
Employees duly elected to serve as a Vice-President with Local Union 
No. 655, or as Shop Steward, shall upon giving proper notice be 
granted an unpaid leave of absence to attend scheduled meetings or 
conferences. However, at the employees request, when attending 
meetings of four (4) or less hours, they will have their daily work 
schedule adjusted without penalty to the employee.
11.7 MANAGEMENT LEAVE: A management leave of absence may be
granted to an employee accepting a management position with the same 
Employer subject to the written approval of the Employer for a period 
of time not to exceed three (3) years. Seniority will not be 
interrupted during this period.
11.8 PERSONAL LEAVE: A personal leave of absence may be granted
to employees having six (6) months or more of continuous service 
subject to the written approval of the Employer. Seniority shall not 
accrue during a personal leave of absence.
11.9 GENERAL PR OV I S I O N S : Except in cases of emergencies, a
written request to the Personnel Department for a leave shall be made 
at least five (5) working days prior to the requested starting date of 
the leave.
It shall be the responsibility of an employee who is on leave to 
notify the Employer if they are unable to return to work at the 
expiration of the leave and to request an extension in accordance with 
proper procedure.
A copy of the approved Leave of Absence will be forwarded to the Union 
office.
ARTICLE 12 - FUNERAL LEAVE:
In the event of the death of a parent, brother, sister, spouse, son, 
daughter, or present mother-in-law, father-in-law, brother-in-law, 
sister-in-law, or present step-father or step-mother, of an employee 
averaging twenty-five (25) hours or more per week, or other relative 
residing with the employee, the Employer will grant a leave of absence 
from day of death until and including the day of the funeral, not to 
exceed three (3) days with pay for scheduled working days, provided 
the employee attends the funeral. In the case of grandparents and 
grandchildren (member or spouse) or son-in-law or daughter-in-law not 
living with the employee, one day will be given off, that day being
20
the day of the funeral. The employee shall not be paid beyond the 
date of the funeral.
ARTICLE 13 - JURY DUTY:
Employees averaging twenty-five (25) hours or more per week who are 
subpoenaed and who report for jury service shall receive the 
difference in pay for the time lost and the amount received as jury 
pay, but in no case shall the total pay exceed forty (40) hours pay at 
the employee's regular straight time hourly rate of pay. Jury pay 
shall not exceed ten (10) working days per calendar year. When an 
employee is released for a day or the greater part of the day, he/she 
shall report to the store for work, except that if a night work 
employee is required to be on jury duty more than four (4) hours in 
any one day, the employee shall not be expected to report for work 
that night providing he/she is scheduled to serve on jury duty the 
following day.
ARTICLE 14 - SUNDAYS AND HOLIDAYS:
14.1 The following days shall be recognized as holidays and shall
apply only to employees hired prior to June 19, 1988, and to employees 
hired after June 18, 1988 who have completed six (6) months of 
service: New Year's Day, Memorial Day, Fourth-of-July, Labor Day,
Thanksgiving Day and Christmas Day, or on days legally celebrated in 
lieu thereof.
In addition to the above holidays, employees hired prior to May 9, 
1982, and employees hired after that date averaging twenty-five (25) 
or more hours per week who have had one (1) year or more of continuous 
service, shall be granted a personal holiday (Effective January 1, 
1990, two (2) personal holidays) subject to the same conditions set 
forth in this Article for other holidays. This personal holiday shall 
be celebrated on any day which is mutually agreeable to the employee 
and the Employer. No weeks may be blocked out. After employees have 
initially qualified for a personal holiday, they will qualify for 
future personal holidays as of January 1st.
14.2 All employees averaging twenty-five (25) hours or more per 
week shall receive a full day off, with pay, on their birthdays. If 
the birthday falls on a Sunday or a holiday, or on the regularly 
scheduled day off, the full day will be granted in the following 
manner:
Birthday on Sunday. Celebrated on the first scheduled day after 
Sunday.
Birthday on Holiday. Celebrated on the first scheduled day after a 
recognized holiday.
Birthday on scheduled day off. Celebrated on the first scheduled day 
after day off.
21
The Employee shall notify the store manager at least fourteen (14) 
days prior to the birthday in order to qualify for this day off.
14.3 All employees who have not been absent of their own accord
on either the scheduled working day before or the scheduled working 
day after a holiday shall receive holiday pay on a pro-rated basis 
based on the average hours worked during the preceding four (4) week 
period in accordance with the following schedule:
Under 16 hours 3 hours' pay 
16 through 24 hours .4 hours 1 pay 
25 through 31 hours 6 hours' pay 
32 through 40 hours 8 hours' pay
14.4 However, if an employee is absent on the scheduled working 
day before or the scheduled working day after a holiday due to proven 
illness, or absence approved in advance by the Employer, they shall 
receive the holiday pay provided they work any part of the holiday 
week.
14.5 During weeks in which holidays occur, full time employees 
will be scheduled for a minimum of thirty-two (32) hours work in four 
(4) shifts, except for those full time employees who are working ten 
(10) hour shifts during a holiday week. These employees shall be 
scheduled a minimum of thirty (30) hours work in three (3) shifts. 
The holiday pay for these individuals shall be ten (10) hours. Weekly 
overtime will not be paid in a holiday week until after forty (40) 
hours of actual work.
14.6 Sunday work may be part of the basic work week. Employees 
who work on Sundays shall be paid time and one-half (1-1/2) their 
straight time hourly rate of pay, except that employees hired after 
June 13, 1985 shall be paid a premium of One Dollar ($1.00) per hour 
in addition to their regular straight time hourly rate of pay for 
hours worked on Sunday; however, employees other than Courtesy Clerks, 
shall receive a premium of Two Dollars ($2.00) per hour in addition to 
their regular straight time hourly rate of pay after one (1) year of 
emp1oyment.
Employees hired prior to June 19 , 1 988 who work on holidays shall be 
paid time and one-half (1-1/2) their straight time hourly rate of pay. 
Employees hired after June 18, 1988 shall be paid a premium of One 
Dollar ($1.00) per hour in addition to their regular straight time 
rate of pay for hours worked on holidays; however, employees other 
than courtesy clerks, shall receive a premium of Two Dollars ($2.00) 
per hour in addition to their regular straight time hourly rate of pay 
after one (1) year of employment.
Work on Sundays and Holidays shall be on a voluntary and rotating 
basis among qualified employees in the seniority classifications 
needed. However, if not enough employees volunteer to work, then such 
work will be assigned to qualified employees on an inverse seniority 
basis, except for those employees hired before May 8, 1982.
22
A Sunday and holiday volunteer list will be posted by seniority 
classification in each store in order to determine those employees who 
desire Sunday and holiday work. This Sunday and holiday list shall be 
posted for each four (4) week period throughout the year. Employees 
may add their names to the list at any time or delete their names from 
the Sunday and holiday volunteer list at any time. If an employee 
elects to delete their name from the volunteer list, they will be 
passed over on that particular Sunday or holiday until such time as 
they volunteer again. When said employee again places their name on 
the volunteer list, they will be placed on the bottom of the volunteer 
list and begin to work their way up through the rotation process.
When Sunday work is part of the basic work week, management will 
attempt whenever possible to make schedules with two (2) consecutive 
days off.
Hours worked on Sundays and holidays will apply toward the following:
1. Wage progression
2. Vacation hours
3. Holiday pro-rata pay
4. Seniority
14.7 There shall be no work on New Year's Day, Easter Sunday,
Thanksgiving Day, Christmas Day, and after 6:00 P. M. on Christmas Eve 
and 8:30 P.M. on New Year's Eve. Stores will be closed no later than 
5:30 P.M. on Christmas Eve and 8:00 P.M. New Year's Eve to allow 
employees to finish work by the appropriate time. Work after 6:00 
P.M. on New Years's Eve shall be voluntary; however, should an 
insufficient number of employees volunteer, the Employer may assign 
employees to work after 6:00 P.M. by inverse seniority. When 
Christmas Day and New Year's Day fall on a Sunday, there shall be no 
work on those days, and pay and work for the following Mondays will be 
in accordance with Section 14.6 above.
ARTICLE 15 - VACATIONS:
15.1 All employees who have been in the continuous employment of
the Employer for one (1) year or more shall be granted one (1) week's 
vacation with pay.
All employees who have been in the continuous employment of the 
Employer for three (3) years or more shall be granted two (2) week's 
vacation with pay.
All employees who have been in the continuous employment of the 
Employer for seven (7) years or more shall be granted three (3) week's 
vacation with pay.
All employees who have been in the continuous employment of the 
Employer for fifteen (15) years or more shall be granted four (4) 
week's vacation with pay.
23
All employees who have been in the continuous employment of the 
Employer for twenty (20) years or more shall be granted five (5) 
week's vacation with pay.
All employees previously eligible for six (6) weeks of vacation shall 
continue to be granted six (6) weeks of vacation.
15.2 Vacations may be scheduled throughout all fifty-two (52) 
weeks of the year. No weeks will be blocked out. The Employer shall 
determine by store the number of employees, by department (produce, 
grocery, checking, etc.), who may be away on vacation during any week 
of the year, subject to the operational needs of the business.
Vacation schedules shall be posted by December 1st and vacations 
selected by January 15th of each year. The completed vacation 
schedule shall be posted by February 15th of each year.
Employees who fail to select vacations by January 15th will be placed 
at the bottom of the seniority list for the purpose of vacation 
selection.
15.3 Vacation pay for all employees shall be based on the 
employee's rate of pay at the time vacation is taken and will be 
determined by averaging the hours worked per week in the anniversary 
year preceding the vacation, or the twelve month period commencing 
January 1st to December 31st in the year prior to taking vacation. 
However, in no event shall a week's vacation pay exceed the number of 
hours in the basic work week times the employee's regular straight 
time hourly rate.
The Employer must notify the Union within sixty (60) days after the 
effective date of this Agreement as to the method used to determine 
vacation, and must at all times stay with this choice during the life 
of this Agreement.
15.4 Employees who are eligible for two (2) or more weeks of 
vacation will be allowed to use one (1) week of their vacation one (1) 
day at a time for sickness or other personal reasons. Employees 
abusing this privilege shall be subject to corrective action. If 
these days are used for other than sickness, the rules of selecting 
personal holidays in Article 14, Section 14.1 will apply.
15.5 Leaves of absence for illness and/or injury of less than 
ninety (90) days in a calendar year shall not affect vacations. Such 
leaves of more than ninety (90) days but not over one hundred eighty 
(180) days shall reduce vacation and vacation pay by one quarter (1/4). 
Such leaves of more than one hundred eighty (180) days but not over 
two hundred seventy (270) days shall reduce vacation and vacation pay 
by one-half (1/2). Such leaves of more than two hundred seventy (270) 
days shall disqualify an employee for vacations.
In the event an employee is off work because of an on-the-job injury 
through one hundred twenty (120) days, the Employer shall count all
24
time off as time worked for the purpose of computing vacation pay. 
Over one hundred twenty (120) days, the above formula shall apply.
15.6 If a holiday, as enumerated in Article 14 hereof, occurs 
during an employee's vacation, he or she shall be paid an additional 
day's pay or receive an extra day off in addition to the vacation pay.
15.7 In case of death of an employee, unpaid vacation benefits 
will be paid to the employee's beneficiary.
15.8 Any employee who is laid off or quits after his anniversary 
date shall be entitled to earned vacation due, but not taken. In 
addition, any employee with three (3) years of service shall be 
entitled to pro-rata vacation pay based on one-twelfth (1/12) for each 
full month worked past the last anniversary date. Any employee who is 
discharged for dishonesty, or does not give proper notice shall 
forfeit all vacation rights.
ARTICLE 16 - HEALTH AND WELFARE:
16.1 The Employer shall pay eighty-three cents (834) per hour for 
all hours paid with a maximum of forty (40) hours per week, for all 
employees covered by this Agreement, into the United Food and 
Commercial Workers Union Local No. 655 Welfare Fund.
Effective July 1, 1988, for hours paid in June, 1988, the Employer 
shall not be required to make contributions on behalf of courtesy 
clerks and employees covered under supplemental agreements hired on or 
after June 19, 1988 for the first twelve (12) months of employment.
The Employers agree that during the term of this Agreement they will 
raise the Health and Welfare contribution rate to the level necessary 
to maintain the level of benefits in effect as of June 18, 1988 as 
determined by the Board of Trustees.
16.2 A copy of the Trust Agreement and any amendment thereto 
shall be made a part hereof as fully as if herein at length set forth.
15.3 If the Employer fails to make monthly Health and Welfare 
contributions as set forth herein, the Employer shall be notified by 
certified or registered mail of the Employer's delinquency, by the 
Health and Welfare Administrator if said remittance is not paid within 
ten (10) days; notwithstanding any provision of this Agreement the 
Union, without the necessity of giving any other further notice, shall 
have the right to strike or to take such action as it shall deem 
necessary until such delinquency payments are made. It is further 
agreed that in the event such action is taken, the Employer shall be 
responsible to the employees for any losses resulting therefrom. The 
Employer hereby waives the requirement of any other notice or notices 
being given by the Health and Welfare Administrator or by the Union to 
the Employer or anyone else other than such notice or notices 
expressly provided for in this Article.
25
16.4 The Employer agrees, upon reasonable notice, to allow 
records to be checked where necessary for Health and Welfare 
contri buti ons.
ARTICLE 17 - PENSION:
17.1 Subject to the terms of this Article, from the effective 
date of this Agreement, the Employer shall pay fifty five (554) cents 
per hour for all hours paid with a maximum of forty (40) hours per 
week for all employees covered by this A g re em en t, into the 
Emp1oyer-Union Pension Fund, which shall be jointly administered by 
the Union and the Employer as provided in an agreement establishing 
such Pension Fund.
Effective July 1, 1988, for the hours paid in June, 1988, the Employer 
shall not be required to make contributions on behalf of courtesy 
clerks hired on or after June 19, 1988 for the first twelve (12) 
months of employment.
The Employers agree that during the term of this Agreement they will 
raise the pension contribution rate to the level necessary to maintain 
the level of benefits in effect as of June 18, 1988 as determined by 
the Board of Trustees.
17.2 Said Pension Fund shall be used to provide benefit pensions 
for eligible employees of the Employer as provided in a Pension Plan, 
the terms and provisions of which are to be agreed upon by the parties 
hereto. Said Pension Plan shall, among other things, provide that all 
be nefits under the Plan and costs, char ge s and expenses of 
administering the Plan, and all taxes levied or assessed upon or in 
respect of said Plan or Trust or any income therefrom, shall be paid 
out of the Pension Fund.
17.3 Said Pension Plan and the Trust Agreement establishing the 
Pension Fund shall be submitted to the United States Treasury 
Department and the United States Department of Labor for the approval 
and rulings satisfactory to the Employer, that said Plan is qualified 
under I.R.C., Section 401, et Seq., and that no part of such payments 
shall be included in the regular rate of pay of any employee.
17.4 It is understood and agreed that any and all steps necessary 
and advisable will be taken to obtain and maintain the approval and 
rulings of government agencies as outlined in paragraph 17.3 above, 
but payment of contributions to the Fund will not be delayed pending 
such approval and rulings; provided, however, that if such Plan is 
disapproved, then all contributions made by the Employer to the 
Pension Fund will be refunded to the Employer.
17.5 A copy of the Trust Agreement and any amendments thereto 
shall be made a part hereof as fully as if herein at length set forth, 
when adopted.
17.6 If the Employer fails to make monthly Pension contributions 
as set forth herein, they shall be notified by certified or registered
26
mail of their delinquency, by the Pension Plan Administrator, if said 
remittance is not paid within ten (10) days; notwithstanding any 
provision of this Agreement, the Union, without the necessity of 
giving any other further notice, shall have the right to strike or to 
take such action as it shall deem necessary until such delinquency 
payments are made. It is further agreed that in the event such action 
is taken, the Employer shall be responsible to the employees for any 
losses resulting therefrom. The E m pl oy er hereby waives the 
requirement of any other notice or notices being given by the Pension 
Plan Administrator or by the Union to the Employer or anyone else 
other than such notice or notices expressly provided for in this 
Article.
17.7 The Employer agrees, upon reasonable notice, to allow
records to be checked where necessary for Pension contributions.
ARTICLE 18 - 401(K) SAVINGS PLAN:
The Employer agrees to provide to all eligible employees a 401 (K ) 
Savings Plan no later than January 1, 1990.
ARTICLE 19 - TECHNOLOGICAL CHANGE:
19.1 The parties r e c o g n i z e  that au tomated equipment and 
technology is now available for the retail food industry. The 
Employer recognizes that there is a desire to protect and preserve 
work opportunities. At the same time, the Union recognizes that the 
Employer has a right to avail itself of modern technology. With this 
common objective, the parties agree as follows:
19.2 In the event the Employer introduces major technological 
changes which would have direct material impact affecting bargaining 
unit work, thirty (30) days advance notice of such change will be 
given to the Union.
In addition, the Employer agrees:
A. Any retraining necessary will be furnished by the Employer 
at no expense to the employees.
B. Where retraining is not applicable, the Employer will make 
every effort to effect a transfer to another store.
C. In the event an employee is not retrained or transferred and 
is permanently displaced as a direct result of major technological 
changes, the employee will be eligible for severance pay in accordance 
with the following provisions:
1. All employees, excluding Courtesy Clerks, with two (2) or
more years of continuous service will be eligible for one (1) week's 
severance pay for each year of continuous service. Maximum severance 
pay of eight (8) week's pay to be paid on a weekly basis. Weekly 
severance pay shall be determined by the average number of hours
27
worked for the four (4) weeks preceding displacement, not to exceed 
forty (40) hour's straight-time pay.
2. An employee shall be disqualified for severance pay in the
event the employee:
a. Refuses retraining.
b. Refuses a transfer within a radius of forty (40) miles.
c. Voluntarily terminates employment.
ARTICLE 20 - STORE CLOSING:
20.1 In the event the Employer closes or sells a store and 
employees are terminated as a result thereof, pay equal to one week's 
pay for each year of continuous service, commencing with the third 
(3rd) year of continuous service for employees averaging twenty-five 
(25) hours or more per week, and the fifth (5th) year for employees 
averaging less than twenty-five (25) hours per week, up to, but not to 
exceed, eight (8) weeks pay at their regular rate. However, those 
employees who have an incomplete year of continuous service as an 
employee, will receive pro-rata severance pay for that year as 
follows:
0-3 months equals twenty-five (25) percent of a week's pay.
3-6 months equals fifty (50) percent of a week's pay.
6-9 months equals seventy-five (75) percent of a week's pay.
Over 9 months equals one (1) week's pay.
Severance pay shall be computed based on the average hours worked per 
week for the fifty-two (52) weeks preceding a voluntary layoff or 
termination.
20.2 The Employer shall continue contributions to the Pension and 
Health and Welfare Trust Fund for three (3) full months following 
termination for those employees who receive severance pay, except 
those employees who secure employment with a contributing Employer in 
the Pension and Health and Welfare Trust Fund.
20.3 Employees who are eligible for severance pay shall be 
entitled to holiday pay for calendar holidays that fall within thirty 
(30) days after their termination.
All employees who are terminated as a result of store closing shall 
receive pay for earned personal and birthday holidays, and earned and 
pro-rata vacation in accordance with the provisions of Article 15, 
Sect ion 15.8.
20.4 All monies due employees shall be paid in a lump sum upon 
termination.
20.5 An employee who is terminated and who is eligible for 
severance pay, and accepts severance pay, forfeits their seniority and
28
has no recall rights. However, an employee may elect to accept a 
voluntary layoff not to exceed ninety (90) days. At the end of the 
ninety (90) day period if they have not been recalled, they will be 
paid severance pay and forfeit their seniority. Any extension of this 
ninety (90) day period must be agreed in writing and signed by the 
employee, a representative of the Union, and the Employer. In no case 
will such extension exceed a total of six (6) months from the date the 
employee accepted the layoff.
20.6 If an employee is offered a transfer within forty (40) miles 
of the store in which the employee was last working, and the job is 
comparable (similar type of work and similar number of hours worked 
per week) and the employee refuses to accept the transfer, the 
employee shall forfeit all rights to severance pay, holiday pay and 
Pension and Health and Welfare contributions.
20.7 If a store is sold and the successor Employer offers 
employment to an employee who is otherwise eligible for severance pay 
under the terms of this Article, and the new job is comparable 
(similar type of work and similar number of hours worked per week at a 
rate of pay not less than one (1) bracket below their current rate), 
then no provision of this Article shall apply.
20.8 The Employer agrees to give to the employee and the Union 
three (3) week's notice in advance of a store closing or sale. When 
such notice is given, an employee shall remain with the Employer or 
forfeit their rights under this Article unless mutually agreed to by 
the employee, Employer, and Union. Failure of the Employer to give 
the required three (3) week's notice shall result in the payment of 
three (3) week's pay to the employees terminated as a result of the 
store closing.
20.9 No benefits shall accrue under the terms of this Article 
unless the Employer makes a business decision to close or sell a store. 
If a store closing is caused by fire, flood, storm, land condemnation, 
then this Article shall not apply.
20.10 Employees who are eligible for severance pay and accept a 
transfer to a lower rated job will maintain their present rate, or the 
rate for the contract covering the area to which they are transferred, 
whichever is greater.
Department heads who are displaced as a result of store closing shall 
maintain their present rate of pay for a period of ninety (90) days 
and thereafter will be placed on the appropriate contract rate.
ARTICLE 21 - SEPARABILITY:
Nothing contained in this Agreement is intended to violate any Federal 
or State laws, rules or regulations made pursuant thereto. If any 
part of this Agreement is construed to be in such violation by any 
court of competent jurisdiction, then that part shall be null and void 
and the parties will negotiate to replace said void part with a valid 
provision.
29
ARTICLE 22 - TERM OF CONTRACT:
22.1 THIS AGREEMENT shall continue in full force and effect from
June 19, 1988, through June 15, 1991, and shall continue from year to 
year thereafter unless either party serves notice in writing sixty 
(60) days prior to the expiration date, or prior to any anniversary 
thereafter, of a desire for termination of or for changes in this 
Agreement.
It is further provided that any improvements, changes or amendments, 
unless otherwise provided for in the new Agreement, shall become 
effective on the day following the expiration date of the old 
Agreement provided there has not been a work stoppage.
IN WITNESS WHEREOF, the said parties have caused duplicate copies
hereof to be executed by their duly authorized officers this _______
__________________ day of_________________________ ,19____ :
FOR THE UNION: FOR THE COMPANY:
UNITED FOOD & COMMERCIAL UNION 
LOCAL NO. 655, AFL-CIO-CLC:
BY _____________________________  BY__________________________________
30
SCHEDULE "A" WAGES
A- Clerks presently employed who have been in the employ of the
Employer for the following designated periods of time shall receive 
these minimum wages during the life of this Agreement.
DEPARTMENT MANAGERS
EFFECTIVE: 06/19/88 06/17/90
GROCERY MANAGER $12.25 $12.55
PRODUCE MANAGER 12.16 12.46
HEAD CASHIER 11.25 11.55
DAIRY MANAGER 11.125 11.425
CLERKS
1st 520 hours 4.75 4.75
Next 520 hours 4.90
Next 4.90520 hours 5.10
Next 5.10520 hours 5.40 5.40
Next 520 hours 5.70 5.70
Next 520 hours 6.20 6.20
Next 520 hours 7.00* 7.00
Next 520 hours 7.39
Next 7.39*520 hours 8.03 8.03
Next 520 hours 8.40 8.40
Next 520 hours 8.78 8.78
Next 520 hours 9.25 9.25
Next 520 hours 9.72 9. 72
Next 520 hours 10.13 10.13
Thereafter 10.55 10.55
* Capped rate.
Thereafter (Prior to 6/16/85) 11.00 11.30
E f f e ct iv e 6/19 /88 the above employees shall be placed on the 
appropriate wage bracket with credit for all hours worked toward their 
next scheduled increase. This provision does not apply to employees 
who are capped at their present rate.
*B . tireci
(34) hours per week shall not progress bey_ ond - s. i a u c
(effective 6/17/90 $7.39) per hour. AArn,y ■  such emiipy li ouyee whno aver ages thiirtuy-ifuour  (34) nhoiurs or more per week (442 t„„ v. q vr otal hours or more) ra calendar auarter (..f.i.r..s.t. p ayroll weekending
>re) f oi 
 in Ja
payroll weekending iinn  MMaarrcchh; 
in January„  t—hr o-ugh l1 as 1
; first payrrool1l1 weekenn  dH i1 nn gn  i-.in. .A rlast payroll weekending in n Ap
o ,r w. i.(  l.1  4t- hU  r..ougl
---r - y r o u  weekending in Ju•nIen;ner
throuah last navrnll wppkpnHi ; first payroll weekending in Ju 
l
g p y o ee e d ng in September; first payroll weekendi 
in October through last payroll wweeeekkeennddiinngg  iinn  DDeecc ember) shall beg 
accumulating hours towards the next hhiigahheerr  rraattee  HHoo urs worked durit 
a qualifying quarter shall count and shall apply t o the next wat
31
progression bracket. Employees who are available for additional hours 
only during the summer months shall not have those additional hours 
counted for this purpose.
E f fe ct iv e 6/26/88, employees who are above the rate of $7.00 
(effective 6/17/90 $7.39) per hour who average less than thirty-four 
(34) hours per week shall remain at their rate of pay until such time 
as they commence averaging thirty-four (34) or more hours per week as 
pr ov id ed for above. At that time, the employee shall begin 
accumulating hours towards the next higher rate. Hours worked during 
a qualifying quarter shall count and shall apply to the next wage 
progression bracket.
This provision shall also apply to employees in the Supplemental 
Agreements attached hereto, except for the rates of pay.
C. Master food department managers and full time employees who 
were at the base rate of $10.65 per hour or higher as of 6/18/88 will 
receive a cash bonus of $500.00 no later than 12/9/88 and 6/16/89. 
Regular employees who were at the base rate of $10.65 per hour or 
higher as of 6/18/88 will receive a pro-rata cash bonus based on the 
number of hours paid for vacation purposes for the year in which the 
payment is made. The cash bonus will be minus the legally required 
deductions.
Full-time employees at the base rate of $10.55 per hour will receive a 
Cash bonus of $250.00 no later than 12/9/88, 6/16/89 and 6/15/90. 
Regular employees at the base rate of $10.55 per hour will receive a 
pro-rata Cash Bonus based on the number of hours paid for vacation 
purposes for the year in which the payment is made. The Cash bonus 
will be minus the legally required deductions.
D. All stores will have a Grocery Manager, Produce Manager, 
Head Cashier and Dairy Manager.
At the Employer's option, and with the employee's consent, an employee 
may be appointed to a salaried position in addition or in lieu of the 
above-mentioned head Grocery Manager classification. Effective June 
19, 1988 the Grocery Manager's salary shall be a minimum of $540.00 
(effective June 17, 1990 $555.00) per week. Effective June 19, 1988 
Sunday pay shall be $80.00 (effective June 17, 1990 $82.50) for 
one-half day of work and $160.00 (effective June 17, 1990 $165.00) for 
a whole day of work.
A Customer Service Manager and Frozen Food Manager may be appointed by 
the Employer on the basis of one each per store. Assistant Department 
Managers may be appointed in accordance with three (3) Assistant 
Department Managers for every one hundred (100) bargaining unit 
employees or portion thereof working in the store. For example:
32
Number of Bargaining Unit Number of Assistant 
Employees per Store Department Heads
0 - 3 3 0
34 - 66 1
67 - 99 2
100 - 133 3
134 - 167 4
etc. etc.
Full time (40 hour) clerks as of 6/18/88 shall not be reduced in hours 
to create room under the full time ratio for new Assistant Department 
Managers. Assistant Department Managers will be paid $5.00 per week 
over the top clerk rate. Customer Service Managers will be paid 
$10.00 per week over the top clerk rate. Effective 6/19/88 Frozen 
Food Managers will be paid $11,125 per hour (effective 6/17/90 
$11,425).
E. An employee relieving a Department Head for one (1) week or 
more shall receive the Department head's rate of pay.
F. Emp1oyees - r eceiving in excess of the above scales shall not 
have their pay decreased because of this Agreement.
G. Employees hired above the starting rate of pay will progress 
to the next pay bracket upon completion of the established number of 
hours.
H. COURTESY CLERKS
Courtesy Clerks shall be paid according to the following schedule:
Effective: 06/19/88
Per Hour
Hired prior to 5/8/82 $ 4.70
Hired after 5/8/82
1st 520 hours 4.00
Thereafter 4.30
The duties of a Courtesy Clerk are confined to: bagging, carrying 
customers' purchases, handling bascarts, parcel pickup, sorting of 
empty beverage containers, sweeping and mopping store, and returning 
merchandise left in the checkstands to the shelves.
In the event of a proven violation of this Agreement with respect to 
the duties and use of the Courtesy Clerk classification, the aggrieved 
employee shall be paid the clerk rate of pay for all hours worked that 
week and will be elevated to a regular employee with a seniority date 
of that date and shall remain in that classification.
In the event of a second violation in the same store of the Employer 
within a six (6) month period (following the first violation), the
33
Union may,advise the Employer, in writing, that the classification of 
Courtesy Clerk in that store is terminated for a period of six (6) 
months; and that all employees in the Courtesy Clerk classification 
will be reclassified as of the first (1st) day of the next pay period 
to the appropriate clerk rate, and remain in this classification.
A violation is constituted when work, other than proper duties for 
Courtesy Clerk, is by the direction of Management and/or work that is 
done with Management's knowledge.
FOR THE UNION: FOR THE COMPANY:
UNITED FOOD & COMMERCIAL UNION 
LOCAL NO. 655, AFL-CIO-CLC:
BY _____________________________  BY_______________
DATE ___________________________  DATE
34
SUPPLEMENTAL AGREEMENT NO. 1
SUPPLEMENTAL DEPARTMENTS
This Supplement Agreement will apply to employees working in the 
following departments:
1. General Merchandise/Home Entertainment (Schnucks, National)
2. Bakery (All)
3. Florist/Gift* (All)
4. Salad Bar (All)
5 . Bulk F ood (National)
6. Nutrition (National)
7. Gourmet (National)
8. General Merchandise (Schnucks, Dierberg)
9. Home Entertainment (Dierberg)
10. Bu 1 k/Nutrition (Schnucks)
11. Snack Bar (Dierberg)
12. Specialty** (National, Dierberg)
* The employee(s) so classified, shall order, display, arrange, care 
for, sell, and inventory those items commonly sold by florist gift 
shops, including fresh or artificial flowers, potted plants, bulbs, 
seeds, garden plants, accessories to floral arrangements; i.e. ribbon, 
vase, basket, gift items, such as floral arrangements, fruit baskets, 
corsages, and combination gift packages, and items sold in nurseries 
including nursery stock, fertilizers, garden tools or equipment and 
plant spray.
The above is intended to refer to gift baskets through the year. It 
is not the intent of the parties to change the present practice of 
mass fruit basket preparation at the Holiday Season.
The above is not intended to include the sale of regular produce items 
except as they are parts of gift packages.
** A specialty department employee is an employee who works in a 
specialty, service-oriented department such as a Pizza Department, 
Bulk Foods Department or any combination of such departments.
1- All provisions of the Master Agreement shall apply except as 
noted below:
2- The employees so classified in the above classifications 
shall perform all duties necessary for the efficient operation of 
their department in conjunction with the Employer's merchandising 
technique, including, but not limited to selling, stocking, 
processing, weighing/pricing as necessary, displaying and cleaning.
3. Seniority for each department listed in this Supplemental
Agreement shall be separate and apart each from the other and from 
those other employees covered under the Master Agreement.
35
4. Wages Rates:
Supplemental Department Managers
Effective: 06/19/88 06/17/90
General Merchandise Managers 
Promoted prior to 6/13/85 $ 11.25 $ 11.55 
Promoted after 6/13/85 8.75 8.75
Bakery Bake-Off 8.20 8.20 
Bakery Sales 8.10 8.10
All other Supplemental Department Managers shall receive twenty-five 
cents (254) per hour over their current rate.
Supplemental Department Employees Employees hired after 6/13/85
EFFECTIVE 06/19/88
1st 520 hours $ 4.20
Next 520 hours 4.30
Next 520 hours 4.50 
Next 520 hours 4.75 
Next 520 hours 5.00
Next 520 hours 5.30 
Next 520 hours 5.60 
Next 520 hours 5.95 
Next 520 hours 6.33 
Next 520 hours 7.00*
Thereafter 7.50
* Capped Rate (See Schedule "A" Wages)
Ef f e c t i v e  6/19/88 the above employees shall be placed on the 
appropriate wage bracket with credit for all hours worked toward their 
next scheduled increase. This provision does not apply to employees
who are capped at their present rate.
Cosmet i ci an
1st 6 months 5.35
2nd 6 months 6.25
Thereafter 7.05
36
General Merchandise Clerks hired prior to 6/13/85
Effecti ve: 06/19/88
1st 1040 hours $ 4.55
Next 1040 hours 5.57
Next 1040 hours 6.37
7.00*
Next 1040 hours 7.14
Thereafter 8.46
* Capped Rate (See Schedule "A" Wages)
Florist Clerks & Salad Bar Clerks hired prior to 6/13/85
Effecti ve: 06/19/88
1st 1040 hours $ 4.55
Next 1040 hours 5.40
Next 1040 hours 6.08
7.00*
Next 1040 hours 7.25
Thereafter 7.71
* Capped rate (See Schedule "A" Wages)
Employees receiving in excess of the above wage scales shall not have 
their pay decreased because of this Agreement.
Supplement department managers and top-rated full time Supplemental 
employees will receive a cash bonus of two hundred fifty dollars 
($250.00) no later than 12/9/88, 6/16/89 and 6/15/90. Regular 
Supplemental department employees at the top rate will receive a 
pro-rata cash bonus based on the number of hours paid for vacation 
purposes for the year in which the payments are made. The cash 
payments will be minus the legally required deductions.
5. Pension
The Employer will contribute thirty-two (32*) cents (effective 6/1/91 
thirty-seven cents (37 * ) per hour for all hours worked, including 
vacations and holidays with a maximum of forty (40) hours per week, 
for all employees covered by this Agreement, with a hire date of June
18, 1988 or earlier, and for those employees hired on or after June
19, 1988 who have completed twelve months of employment, to a fund 
known as the United Food & Commercial Workers Union and Employers 
Midwest Pension Fund, jointly administered, which has as its purpose 
to provide pension benefits for all eligible employees, working for 
the Employer under the terms and conditions of this Agreement. The 
nature, type, and extent of pension benefits to be provided shall be 
such as the Trustees, in their discretion, will determine, and which 
are in accordance with the Trust Agreement.
37
The Employer agrees to pay any amount so designated by the Trustees of 
the United Food and Commercial Workers Unions and Employers Midwest 
Pension Fund to maintain the level of benefits in effect as of 
6/18/88.
6. Employees working under this Supplemental Agreement in any 
department, shall also be allowed to work in other Supplemental 
Agreement departments to relieve for breaks and/or lunch and to assist 
customers when necessary.
7. The intent of consolidating these departments into one (1) 
Supplemental Agreement is not to combine allocated hours for two (2) 
or more departments, except for those departments presently combined, 
to reduce the number of employees in those departments. However, this 
Supplemental Agreement does not preclude the Employer from introducing 
new departments, combining present departments, or combining new and 
present departments, subject to mutual agreement between the Employer 
and the Union.
This Supplement shall expire with the expiration of the Master 
Agreement-.
FOR THE UNION: FOR THE COMPANY:
UNITED FOOD & COMMERCIAL UNION 
LOCAL NO. 655, AFL-CIO-CLC:
BY _____________________________  BY_______________
D A T E ________________________DATE ______________
38
SUPPLEMENTAL AGREEMENT #2 
STORE SPACE ALLOCATION CREW 
NATIONAL ONLY
It is agreed between the parties that the wages and hours contained 
herein shall apply to the Store Space Allocation Crew.
1. One supervisor shall be exempt from the unit.
2. Rates of Pay:
06/19/88 06/17/90
1st 520 hours $ 8.78 $ 8.78
Next 520 hours 9.25 9.25
Next 520 hours 9.72 9.72
Next 520 hours 10.13 10.13
Thereafter 10.55 10.55
Thereafter (prior to 6/16/85) 11.00 11.30
Employees who were at the base rate of $10.65 per hour as of 6/18/88 
and employees at the base rate of $10.55 per hour shall receive the 
respective Cash Bonuses as outlined in Paragraph C of Schedule "A" 
Wages .
A. A store employee, assigned on a permanent basis to the Store 
Space Allocation Crew, shall be paid first bracket as above per basic 
work week or his current rate, whichever is higher, and advanced to 
each succeeding length of service wage bracket on completion of 
required length of service in the crew.
B. A newly hired employee for the Store Space Allocation Crew, 
irrespective of previous comparable experience in the retail food 
industry, shall be paid the first bracket above per basic work week, 
and advance to the succeeding length of service wage brackets on 
completion of the required length of service on the crew.
C. An employee permanently transferred from this crew to other 
work in a store shall be paid in accordance with provisions of the 
Master Agreement.
D. All work in excess of forty (40) hours per week shall be 
considered as overtime and be compensated at one and one-half (1-1/2) 
times the employee's regular rate. Overtime shall not be paid on a 
daily b as i s .
E. Night work in resetting a store shall be paid as provided in 
Article 7, Section 7.2h of the Master Agreement.
F. Travel between stores will be hours worked.
39
G. In "Out of Metropolitan Area" store assignments, expenses 
shall be compensated per Company policy.
H. The Master Agreement is applicable to employees of the Store 
Space Allocation Crew except as specifically amended herein.
I. It is understood that the Employer will supplement the Crew, 
as needed, from employees of the store location to be reset.
J. This Supplement shall expire with the expiration of the 
Master Agreement.
FOR THE UNION: FOR THE COMPANY:
UNITED FOOD & COMMERCIAL UNION 
LOCAL NO. 655, AFL-CIO-CLC:
BY _____________________________  BY__________________________________
DATE ___________________________  DATE _______________________________
40
SUPPLEMENTAL AGREEMENT #3 
Meat & Oeli/Seafood Department Employees:
(SCHNUCKS AND NATIONAL)
WHEREAS the "Employer" and the "Union" entered into a Labor Agreement 
on June 19, 1988, hereinafter referred to as the "Master Agreement" 
and;
WHEREAS said Master Agreement provides for wages and other conditions 
for certain classifications of employees, and;
WHEREAS said Master Agreement makes no provision for wages and other 
conditions for "Meat & Deli/Seafood Department" employees:
NOW THEREFORE IT IS AGREED BETWEEN THE PARTIES AS FOLLOWS:
Employees in the Meat and Deli/Seafood Departments of the Employer's 
store located within the city limits of DeSoto, Washington, and 
Wentzville, Missouri are covered under the "Master Agreement" between 
the parties except as follows:
A. Meat Department Employees:
06/19/88 06/17/90
Head Meat Cutter $14.50 $14.80
Journeyman 12.85 13.15
Full time employees in the above classification will receive a Cash 
Bonus of $500.00 no later than 12/9/88 and 6/16/89. Regular employees 
in the above classification will receive a pro-rata Cash Bonus based 
on the number of hours paid for vacation purposes for the year in 
which the payment is made. The Cash Bonus will be minus the legally 
required deductions.
When a Journeyman Meat Cutter relieves a Head Meat Cutter for a period 
of one (1) week or longer, the Journeyman shall be paid the Head Meat 
Cutter's contract rate of pay.
Wrappers and apprentice meat cutters and meat clerks shall be paid the 
same rate as clerks.
The apprenticeship for a Journeyman Meat Cutter will be no more than 
four thousand, one hundred sixty (4,160) hours and said apprentices 
will be assigned to various jobs in the market in order to give the 
apprentice the opportunity to qualify as a journeyman at the end of 
four thousand, one hundred sixty (4,160) hours.
A premium of fifty cents (504) per hour shall be paid for all hours 
worked after 6:00 p.m. for meat department employees, Monday through 
Saturday inclusive.
41
A Journeyman Meat Cutter who volunteers to work on Sunday will be 
scheduled for eight (8) hours, provided the store is open for business 
at least eight (8) hours. Additional Journeymen may be scheduled for 
four (4) hours. The Journeyman Meat Cutter will work the eight (8) 
hours prior to 6:00 p.m.
Any Journeyman Meat Cutter hired shall be paid at the rate of one 
dollar ($1.00) per hour less than the contract rate for the first year 
of employment, and fifty cents (50t) per hour less than the contract 
rate for the 2nd year of employment.
B. Deli/Seafood Department Employees:
1. Deli/Seafood clerks shall prepare, slice, package, display 
and sell all Deli/Seafood department products.
2. Deli/Seafood clerks and Bakery clerks may work in either the 
Bakery or Deli/Seafood department for the purpose of relieving for 
breaks and meal periods.
3. A separate seniority list shall be maintained for the 
Deli/Seafood department employees and shall apply only to employees in 
that department.
4. Wages: 
Effective: 06/19/88
1st 520 hours $ 4.20
Next 520 hours 4.30
Next 520 hours 4.50
Next 520 hours 4.75
Next 520 hours 5.00
Next 520 hours 5.30
Next 520 hours 5.60
Next 520 hours 5.95
Next 520 hours 6.33
Next 520 hours 7.00*
Thereafter 7.50
Deli/Seafood Manager 8.20
* Capped rate (See Schedule "A" Wages)
Deli/Seafood Managers and full time deli/seafood clerks at the base 
rate of $7.50 per hour will receive a Cash Bonus of $250.00 no later 
than 12/9/88, 6/16/89 and 6/15/90. Regular deli/seafood clerks at the 
base rate of $7.50 per hour will receive pro-rata Cash Bonus based on 
the number of hours paid for vacation purposes for the year in which 
the payment is made. The Cash Bonus will be minus the legally 
required deductions. The above shall also apply to full time and 
regular wrappers and/or apprentices at the base rate of $10.55 per 
hour.
42
C. This Supplemental Agreement shall expire with the expiration
of the Master Agreement.
FOR THE UNION: FOR THE COMPANY:
UNITED FOOD & COMMERCIAL UNION 
LOCAL NO. 655, AFL-CIO-CLC:
BY BY
DATE DATE
43
SUPPLEMENTAL AGREEMENT #4 
UTILITY CLERKS 
NATIONAL ONLY
Supplement to the Master Agreement, effective June 19, 1988 between 
National Super Markets, Inc., St. Louis, and the United Food & 
Co mm e r c i a l  Workers Union, Local No. 655, AEL-CIO-CLC. This 
Supplemental Agreement applies to the store in Crystal City only.
RATES OF PAY: 06/19/88
1st 6 months $ 4.50
2nd 6 months 5.35
After 1 year 6.75
The Utility Clerk classification is defined as covering clerks 
employed in retail stores whose duties are confined to sweeping, 
cleaning, handling salvage, beverage containers, etc., and assisting 
customers in parking lots.
If a Utility Clerk works part of his hours as a clerk, he shall 
receive the eighth (8th) 520 hour clerk rate for the hours worked as a 
clerk. When the hours worked as a clerk equal 520 hours, he shall 
then receive the next 520 hour clerk rate for the hours worked as a 
clerk. For each 520 hours worked thereafter as a clerk, he shall 
receive the next step in the clerk rate for the hours worked as a 
clerk.
It is understood that this supplement will expire with the Master 
Agreement.
FOR THE UNION: FOR THE COMPANY:
UNITED FOOD & COMMERCIAL UNION 
LOCAL NO. 655, AFL-CIO-CLC:
BY ______________________________ BY__________________________________
DATE ___________________________  DATE
44
SUPPLEMENTAL AGREEMENT #5 
PORTERS
(NATIONAL AND SCHNUCKS)
The Master Agreement, entered into on the 19th day of June, 1988, 
between the parties is hereby extended in its entirety to cover all 
empl oy ee s employed as Porters in its DeSoto, Washington, and 
Wentzville stores.
All terms of the present Agreement shall apply except as noted below:
1. A seniority list shall be maintained by the Employer for the
employees in this unit, separate from those now covered in the Master 
Agreement.
2. The Porter classification is defined as covering individuals 
employed in retail stores whose duties are confined to sweeping, 
mopping, cleaning and other general maintenance and handling salvage.
3. Wage Rates:
06/19/88
1st 6 months $ 4.25 
2nd 6 months 4.75 
Thereafter 6.25
4. The Em pl oy er will contribute thirty-two (324) cents 
(effective 6/1/91 thirty-seven cents (374) per hour) for all hours 
worked, including vacations and holidays with a maximum of forty (40) 
hours per week, for all employees covered by this Agreement, with a 
hire date of June 18, 1988 or earlier, and for those employees hired 
on or after June 19, 1988 who have completed twelve months of 
employment, to a fund known as the United Food & Commercial Workers 
Union and Employers Midwest Pension Fund, jointly administered, which 
has as its purpose to provide pension benefits for all eligible 
employees, working for the Employer under the terms and conditions of 
the Agreement. The nature, type, and extent of pension benefits to be 
provided shall be such as the Trustees, in their discretion, will 
determine, and which are in accordance with the Trust Agreement.
The Employer agrees to pay any amount so designated by the Trustees of 
the United Food and Commercial Workers Unions and Employers Midwest 
Pension Fund to maintain the level of benefits in effect as of 
6/18/88.
45
5. This supplement will expire with expiration of the Master
Agreement.
FOR THE UNION: FOR THE COMPANY:
UNITED FOOD & COMMERCIAL UNION 
LOCAL NO. 655, AFL-CIO-CLC:
BY BY
DATE DATE
46
SUPPLEMENTAL AGREEMENT #6 
ICE CREAM COUNTER 
(DIERBERGS ONLY)
All provisions of the Master Agreement shall apply except as follows:
1. Sen i or i t.y:
A separate seniority list shall be maintained for the Ice 
Cream Counter and shall apply only to this Department.
2. Employees may work only during the period from April 1st 
through October 30th of any year.
3. Pension:
The Employer will contribute thirty-two (32$) cents per hour 
for all hours worked, including vacations and holidays up to a maximum 
of forty (40) hours, to a fund known as the United Food & Commercial 
Workers Union and Employers Midwest Pension Fund, jointly administered 
which has as its purpose to provide pension benefits for all eligible 
employees working for the Employer under the terms and conditions of 
this Agreement. The nature, type, and extent of pension benefits to 
be provided shall be such as the Trustees in their discretion will 
determine and which are in accordance with the Trust Agreement.
4. Wages:
Ice Cream employees shall be paid according to the following schedule:
EFFECTIVE: 06/19/88
Per Hour
1st 520 hours $4.00
Thereafter 4.50
Employees receiving in excess of the above scale shall not have their 
pay decreased because of this Agreement.
5. This supplement shall expire with the expiration of the
Master Agreement.
FOR THE UNION: FOR THE COMPANY:
UNITED FOOD & COMMERCIAL WORKERS 
UNION LOCAL NO. 655, AFL-CIO-CLC
BY _________________________________ BY ______________________________
DATE ______________________________  DATE ___________________________
47
SIDE LETTER
The following understandings were reached during negotiations:
A. Employees who were on regular status on May 11, 1985, who 
continue to average at least twenty (20) hours per week will be 
eligible for funeral pay, jury duty, personal holidays and birthday 
hoii days.
B. The Employer agrees that during the term of this Agreement
they will maintain the wage rates at a level which is at least fifteen
cents (154) higher than the federal minimum wage.
C . Reference 7.2h Night Stock Crew
The following are pay procedures in conjunction with Section 7.2h for 
employees on night stocking crews that work during weekends that 
include holidays that are celebrated on Mondays.
1. There are three possible night stocking crew work shifts:
a. Saturday night into Sunday morning.
b. Sunday night into Monday morning.
c. Monday night into Tuesday morning.
2. If a night stocking crew employee works any one (1) of the 
above shifts, they shall be paid the night premium pay for all hours 
worked in that shift.
3. If a night stocking crew employee works any two (2) of the 
above shifts, they shall be paid the night premium pay for the first 
full shift worked and the appropriate Sunday or Holiday premium for 
the 2nd full shift worked.
For example: Employee works Saturday into Sunday and Monday into
Tuesday: he shall receive night premium pay for Saturday into Sunday 
and Holiday premium pay for Monday into Tuesday.
4. If a night stocking crew employee works all three (3) of the 
above shifts, they shall be paid the night premium pay for the first 
full shift worked, Sunday premium pay for the 2nd full shift worked 
and Holiday premium pay for the last shift worked.
5. For Holidays that fall on Sunday but are legally celebrated 
on Monday, such as New Year's Day and Christmas Day, employees who 
work their second full night shift from Sunday night into Monday 
morning shall receive their Sunday premium for hours worked on that 
shift. Employees who work their second full night shift from Monday 
night into Tuesday morning shall receive their Holiday premium for 
hours worked on that shift.
48
D. Profit Participation Plan - The Employer and the Union have 
agreed to meet and reach an agreement within ninety (90) days of 
ratification on a meaningful Profit Participation Plan.
E. Reference 8.8 - Limited Availability - Employees may limit 
their availability as rt regards total number of shifts they are 
available to work in a week and/or the total number of weekly hours 
they are available to work. This shall not be construed to mean 
preferential shifts.
F. Article 15. Health & Welfare - The Employer shall not make 
Health & Welfare contributions for the calendar months of August, 
October and December of 1988; however, the Employer shall report hours 
paid in July, September and November of 1988 for determining Health & 
Welfare eligibility.
G. Schedule "A" Wages, Paragraph B - CappinqLanquaqe - The 
capping provision of thirty (30) hours per week (390 hours for a 
calendar quarter) will be maintained through the payroll period ending 
on June 25, 1988.
H. Reference- 14,6 - Sunday Pay - Employees who are paid a 
premium which is less than time and one-half (1-1/2) for working 
holidays and/or Sundays shall receive time and one-half (1-1/2) their 
hourly rate for those hours worked on Sundays and holidays when the 
total of all other hours worked that week exceed forty (40) hours.
FOR THE UNION: FOR THE COMPANY:
UNITED FOOD & COMMERCIAL WORKERS ________________________________
UNION LOCAL NO. 655, AFL-CIO-CLC
BY _________________________________ BY ______________________________
DATE ______________________________  DATE ___________________________
49
INDEX
SUBJECT ARTICLE & PARAGRAPH PAGE
Arbitration Procedure.......... 4.3
Bakery Clerk ................... 5Supplement No. 1
Bargaining Unit Work .......... 361.2, 1.3
Cash Bonus...................... 1Schedule “A" Wages, C
Checkoff ....................... 322.2 2
Christmas Eve Closing ......... 14.7 23
Corrective Action.............. 2.10 4
Days Off ....................... 7.If, 7.2d 7,8
Department Head Designations... Schedule "A" Wages 31
Emergency Call-In.............. 7.6 10
First Aid Kit .................. 7.9 11
Floral Clerk ................... Supplement No. 1 36
Grievance Procedure............ 4.1
Head Customer Service Clerk ... 4Schedule "A" Wages
Health and Welfare ............ 3216
Holidays ....................... 2514
Hours Not Worked .............. 217.7 11
Hours and Working Conditions... 7
Jurisdiction ................... 71
Layoffs......................... 18.12 16
Leaves of Absence:
Funeral...................... 12 20
Jury Duty ................... 13 21
Maternity ................... 11.4 19
Med i c al...................... 11.3
Mi 1 i tary..................... 1911.2 19
Personal..................... 11.8 20
Man agement................... 11.7 20
Union........................ 11.6 20
Management Rights.............. 3 4
Meal Periods.................... 7.4 10
Minimum Schedule
Courtesy Clerks ............ 7.2 I 9
Daily........................ 7.5 10
New Year's Eve Closing ........ 14.7 23
Night Work ..................... 7.2 G,H. 8,9
Non Discrimination ............ 2.5 3
"On The Job" Injury ........... 7.2 J,K 9,10
Overtime ....................... 7.1 C 7
Pay Rates:
Bakery Clerks .............. Supplement No. 1 36
Bulk Food ................... Supplement No. 1 36
Courtesy Clerks ............ Schedule "A" Wages 33
Deli Clerk .................. Supplement No. 3 42
Drug Clerks ................ Supplement No. 1 36,37
Floral Clerks .............. Supplement No. 1 36,37
General Merchandise Clerk... Supplement No. 1 36,37
Gourmet Sales .............. Supplement No. 1 36
Grocery Department Clerks... Schedule "A" Wages 31
Grocery Department Heads.... Schedule "A" Wages 31
INDEX (CONT.)
SUBJECT ARTICLE & PARAGRAPH PAGE
Head Dairy Clerks .......... Schedule "A" 1Wages 31
Home Entertainment Center... S upp1ement No . 1 36
Ice Cream Counter .......... Supp1ement No . 6 47
Meat Dept Employees ........ Supp 1 ement No . 3 41
Nutrition Center ........... Supplement No . 1 36
Porters ..................... S upp1ement No . 5 45
Salad Bar ................... Supplement No . 1 36,37
Snack Bar ................... Supp1ement No . 1 36
Specialty Department........ Supplement No . 1 36
Store Space Allocation Crew. Supplement No . 2 39
Uti1ity Clerks ............. Supplement No . 4 44
Pension ........................ 17 26
Rest Periods ................... 7.3 10
Sen i ority Defi ned ............. 8.1 11
Seniority Lists ............... 8.3 12
Seniority reduction of hours... 8.10 16
Seniority Terminated .......... 8.2 11
40 Hour Job Guarantee ......... 8.7b 13
Job Training ................... 8.7 d ( 3) 15
25 Hour Minimum Schedule ..... 8.7b 14
Separability ................... 21 29
Split Shifts.................... 7.2 b 7
Store Closing .................. 20 28
Sundays ........................ 14.6 22
Technological Changes.......... 19 27
Term of Contract............... 22 30
Time Clock Rules .............. 7.8 11
Transfers....................... 8.15 17
Unauthorized Activities ...... 6 6
Uniforms and Dress Code........ 9 17
Union Cooperation ............. 5 6
Union Market Card.............. 2.8 4
Union Security ................ 2 2
Union Shop Stewards............ 2.7
Vacation Entitlement........... 315
Vacation Pay ................... 2315.3 24
Vacation Scheduling ........... 15.2 24
Vendor Stocking ............... 1.4, 1.5 1,2
Work Schedule .................. 7.2 a 7
Side Letter 48

r -gau of Labor Statistics U.S. Department of Labor
collective Bargaining Studies
006733 This report is authorized by law 29 U.S.C. 2. Form Approved Your voluntary cooperation is needed to make O.M.B. No. 1220-0001 
the results of this survey comprehensive, 
OCTOBER 24,1988 accurate, and timely.
Approval Expires 1/31/90
NOV I 5 1986
r ~ i
Executive Vice President 
United Food S Comm Workers 
ASSOCIATION LOCAL 655 
300 Weidsaan Road 
Manchester , MO. 63011 PREVIOUS AGREEMENT EXPIRED 
j JUNE 18, 1988
Respondent:
We have in our file of collective bargaining agreements a copy of your agreement(s):
I-A Food Industry Lu 655 «iTH Food and Coauercial Workers MISSOURI
Would you please send us a copy of your current agreement— with any supplements (e.g., employee-benefit plans) and wage 
schedules— negotiated to replace or to supplement the expired agreement. If your old agreement has been continued w ithout 
change or if it is to remain in force until negotiations are concluded, a notation to this effect on this letter will be appreciated.
I should like to remind you that our agreement file is open for your use, except for material submitted with a restriction or 
public inspection. You may return this form and your agreement in the enclosed envelope which requires no postage.
Sincerely yours.
JANET L. NORWOOD
Commissioner PLEASE RETURN THIS LETTER WITH 
YOUR RESPONSE OR AGREEMENTIS).
If more than one agreement, use back of form for each document I Please Print)
1. Approximate number of employees involved_______________ 10 >Q00___________________________________
2. Number and location of establishments covered by agreement 95 Metropol 1 Ian St.— I OUi S , Ml SSOli r i  Area
3. Product, service, or type of business ________ Retai  1__Food Stores---------------------------------
4. If your agreement has been extended, indicate new expiration date Not extended -— new expiration date 6/1 5/91
Your Name and Position Area Code/Telephone Number
William B. Campey, Executive Vice Presirlpnt _____________ (314) 394-6500
Address City/State/ZIP Code
300 Weidman Road Manchester, Missouri 63011
BLS 2452 (Rev. August 1984)
• I