Searchable contract text:

‍ ‍

Agreement Between

Hunger Mountain Co-op

and

United Electrical, Radio and

Machine Workers of America (UE)

and Its Affiliate Local 255

July 1, 2025 – June 27, 2027

Contents

Article 1 Agreement 1

Article 2 Union Recognition 1

Article 3 Maintenance of Full-Time Jobs 3

Article 4 Union Security and Check-Off 4

Article 5 Grievance Procedure 5

Article 6 Definitions 7

Article 7 Union Visitation and Activities 8

Article 8 Discipline and Discharge of Employees 9

Article 9 Health and Safety 15

Article 10 No Discrimination 16

Article 11 Introductory Period 17

Article 12 Personnel Files 17

Article 13 Job Postings 17

Article 14 Paychecks 20

Article 15 Breaks 20

Article16 Working Hours 21

Article 17 Medical Coverage 22

Article 18 Life Insurance 23

Article 19 Paid Time Off 23

Article 20 Paid Holidays 27

Article 21 Bereavement Leave 28

Article 22 Jury Duty 28

Article 23 Family and Medical Leave and Short-Term Family Leave 29

Article 24 Unpaid Leaves of Absence 30

Article 25 Union Leaves of Absence 31

Article 26 Employee Referral Bonus 32

Article 27 Employee Discount 32

Article 28 Bulletin Boards 32

Article 29 Flexible Benefits Administration 33

Article 30 401K Plan 33

Article 31 Employee Assistance Program 34

Article 32 Layoff and Recall 34

Article 33 Job Performance Evaluations 35

Article 34 Scheduled and Emergency Closings 37

Article 35 Training 37

Article 36 Free Speech 38

Article 37 Membership In Co-op 38

Article 38 No Strikes/No Lockouts 39

Article 39 Management Rights 39

Article 40 Separability 39

Article 41 Wages 40

Article 42 Gain Sharing 42

Article 43 Scope of Agreement 42

Appendix A: Wage Structure 45

Appendix B The Family and Medical Leave Act of 1993 (FMLA) 48

Appendix C Hunger Mountain Co-op Gain Sharing Program 55

Side Letter of Agreement Concerning the System Administrator and Accounting/Payroll Coordinator Positions 58

Side Letter on Core Workers 58

Side Letter on Training and Development Program Committee 58

Side Letter Agreement on Supplemental Pay for Buyers 60

Article 1 Agreement

This Agreement is entered into effective July 1, 2025 by and between Hunger Mountain Co-op of Montpelier, Vermont, hereinafter called the Employer or the Co-op and the United Electrical, Radio, and Machine Workers of America, and its affiliate, Local 255, hereinafter called the Union.

Article 2 Union Recognition

1. The Employer recognizes the Union as the sole and exclusive bargaining agent, for the purposes of establishing wages, hours, benefits and conditions of employment, for all full-time, regular part-time and substitute employees in the following positions:

Accounting & Payroll Coordinator

Accounts Payable Clerk

Bakery Coordinator

Bookkeeper

Bulk Assistant Buyer

Bulk Buyer

Bulk Packer

Bulk Stocker

Cashier

Cheese Assistant Buyer

Cheese Buyer

Cheese, Wine & Beer Assistant

Cross Departmental Clerk

Dairy Assistant Buyer

Depositor

Deli Counter Service

Deli Department Supervisor

Deli Packager

Demo Coordinator

Dish & Kitchen Assistant

Front End Supervisor

Frozen Assistant Buyer

Graphic Artist

Graphic Designer

Grocery Assistant Buyer

Grocery Buyer

Grocery Lead Buyer

Grocery Stocker

Hot Bar Chef

Kitchen Supervisor

Maintenance Assistant

Maintenance Coordinator

Meat & Fish Buyer

Meat Clerk

Member Owner Services Assistant

Pastry & Dessert Cook

Payroll Specialist

Prepared Foods Supervisor

Production Cook

Produce Assistant Buyer & Receiver

Produce Buyer & Receiver

Produce Stocker

Receiver

System Administrator

System Administration Technician

Wellness Assistant Buyer

Wellness Buyer

Wine & Beer Assistant Buyer

Wine & Beer Buyer

and for employees in such other eligible positions as defined by the National Labor Relations Act, but excluding all temporary, confidential, managerial and others excluded under the National Labor Relations Act.

2. The term “employee” as used in this Agreement shall refer to the employees in these aforementioned positions.

Article 3 Maintenance of Full-Time Jobs

The Co-op will make its best efforts to maintain and create full-time jobs consistent with the financial sustainability of the business through the process outlined in Article 13 and incorporated herein.

Article 4 Union Security and Check-Off

All eligible employees hired on or after August 1, 2003, shall, beginning upon the successful completion of their introductory period, pay an amount equal to UE membership dues and (if owing) initiation fees as designated by the Union. Failure to pay the Union the periodic dues and initiation fees uniformly required shall, within seven (7) days following notification to the Employer in writing, result in the termination of employment.

All eligible employees hired before August 1, 2003, the effective date of this Agreement, who are or become members of the Union, shall as a condition of employment pay an amount equal to the UE membership dues and (if owing) initiation fees as designated by the Union. Failure to pay the Union the periodic dues and initiation fees uniformly required shall, within seven (7) days following notification to the Employer in writing, result in the termination of employment.

During the term of this Agreement, the Employer agrees to deduct regular union dues on a bi-weekly basis, in accordance with the Constitution and By-Laws of the Local Union, from the wages of each employee who authorizes such deduction in writing. The employer will remit the amount so deducted to the Financial Secretary-Treasurer of UE Local 255 on a monthly basis. The Employer agrees to mail by the fifth (5th) of each month one (1) check in the amount of the total monthly dues and initiation fees for all union members in the preceding month. The Employer agrees to furnish the Union each month with the names, addresses, and dates of hire of newly hired employees, terminated employees and their dates of termination, and the names of employees on unpaid leaves of absence in excess of five (5) days.

The Union agrees to indemnify and hold the Employer harmless from and against any and all claims, demands, suit or other form of liability that may arise out of, or by reason of, any action taken by the Employer pursuant to the provisions of this Article.

Article 5 Grievance Procedure

1. Procedure. The grievance procedure is designed, and it is the intention of the parties hereto, to attempt to resolve a grievance to the mutual satisfaction of all parties at the lowest level possible. A grievance is any dispute an employee may have with the Co-op relating to conditions of employment. Specific examples include, but are not limited to:

disputes regarding payment of wages, scheduling, unequal application of employment policies

all forms of discrimination

retaliation or harassment

Grievances shall be taken up as follows:

Step 1. Any employee who has a grievance shall, except in the case of a suspension or discharge, discuss the grievance with the relevant manager, or have a Steward discuss the grievance, within twenty-one (21) working days after the event(s) giving rise to the grievance is known or should have been known to the employee or the Union. The manager shall respond to the grievance no later than seven (7) working days following the discussion.

Step 2. If the grievance is not satisfactorily settled in Step 1, it shall be presented in writing to the Operations Manager within ten (10) working days following the receipt of the Step 1 decision. The written notice shall briefly state the date of the incident, the provision(s) of the agreement or past practice allegedly violated, and the remedy sought. The Operations Manager or designee shall meet to discuss the matter with a union committee including the Chief Steward or designee within five (5) working days after the Operations Manager receives notice of the intent to advance the grievance. The Operations Manager or designee who was present for the discussion during the Step 2 meeting shall submit a written reply to the union within seven (7) working days following the Step 2 meeting.

Step 3. If the grievance is not satisfactorily settled in Step 2, it shall be presented in writing to the General Manager within ten (10) working days following the receipt of the Step 2 decision. The written notice shall briefly state the date of the incident, the provision(s) of the Agreement or past practice allegedly violated, and the remedy sought. Within five (5) working days following the filing of the Step 3 grievance, the Union shall submit a request to schedule the Step 3 grievance meeting, which shall include proposed times and dates within the following twenty-one (21) working days that the Union is available to meet. The General Manager or designee shall meet to discuss the matter with a Union committee, which may include the Union’s national representative. The General Manager or designee shall submit a written reply to the Union within seven (7) working days following the Step 3 meeting.

Step 4. If the Union is not satisfied with the decision of the General Manager, it shall within thirty (30) working days following the receipt of the decision in Step 3, give written notice to the General Manager of the intent to invoke arbitration. Such notification shall state the issues remaining in dispute, the provisions of the Agreement or the past practice allegedly violated, and the remedy sought. At the same time, the Union shall request that the Federal Mediation and Conciliation Service submit a panel of arbitrators for selection pursuant to the rules of the Service. The award of an arbitrator on any grievance shall be final and binding on all parties to the Agreement. Each party will be responsible for its own attorney fees, witnesses and transcript expenses. The arbitrator’s fee shall be shared equally by both parties.

2. Multi-Department and Policy Grievances. Grievances affecting employees in more than one department or involving operating policies and procedures may be initiated under Step 2 above.

3. Suspension and Discharge Grievances. This procedure shall be followed for all grievances except that in the case of a grievance involving a discharge or suspension with or without pay, the grievance procedure shall commence with Step 3 no later than ten (10) working days following the termination or suspension.

4. Time Limits. If at any time the time limits contained in this procedure are not met by the Union, the grievance shall be closed for all purposes. If the Employer fails to meet any of the time limits set forth in this Agreement, it is understood that the grievance will be deemed denied at that step. The time limits in this Agreement shall not be deemed waived except by mutual agreement of the Employer and the Union.

5. Working days as referenced in this article shall be defined as days the Co-op is open for business.

Article 6 Definitions

1. Full-Time Employees. Any employee regularly scheduled to work at least sixty-four (64) hours in a consecutive two-week period. Any employee hired before August 1, 2005 shall be considered a full-time employee as long as they are regularly scheduled to work at least sixty (60) hours in a consecutive two-week period.

2. Part-Time Employees. Any employee regularly scheduled to work less than sixty-four (64) hours in a consecutive two-week period, or less than sixty (60) hours if hired before August 1, 2005.

3. Substitute Employee. Any employee who does not have a regularly scheduled shift for more than six (6) weeks in a row but who works two (2) unscheduled shifts per month or works at least forty-eight (48) hours per quarter. Substitutes who were not able to meet the minimum requirements of this section because they were not offered sufficient hours will be offered another opportunity to meet the necessary hours in the following quarter.

4. Temporary Employee. Temporary employees are those employees hired to fill a temporary position for a specific, limited period of time not to exceed ninety (90) days. It is understood that Management shall first attempt to fill the need for temporary help by filling the position using Article 35 Training, Section 2 or by using the process outlined in Article 13 Job Postings, Section 1, if either is applicable. In the event it is not possible to fill the temporary vacancy through the Article 35, Section 2 or Article 13, Section 1, it is understood that Management may then hire a temporary employee. It is further understood that temporary employees shall not be used to erode bargaining unit positions.

Article 7 Union Visitation and Activities

1. National Union Representatives shall have reasonable access to the Employer’s facilities for the purpose of administering this Agreement provided such visits do not interfere with the duties assigned to employees or interfere with the operation of the Employer. The National Union Representative will notify the Co-op at least forty-eight (48) hours prior to the visit or at least twenty-four (24) hours by mutual agreement.

2. The Union shall notify the Employer of the names of properly elected Stewards and other Union Officers who will be responsible for administering this Agreement.

3. Union Stewards will be paid at their normal rate for time spent for the processing and handling of complaints and grievances, including necessary appearances at all steps of the grievance procedure and may spend up to a combined total of five (5) hours investigating a grievance, without loss of pay. To perform any Union activities while on the clock other than break time, employees need to notify their manager, as well as inform their supervisor (or MOD) when they are leaving their normal duties and when they are returning to normal duties.

4. Union Officers will be paid at their normal rate for time spent for Union administrative duties not related to grievances (e.g., bookkeeping, planning meetings) up to two (2) hours per month.

5. Officers will be paid at their normal rate for time spent attending Union meetings not related to grievances up to two (2) hours per month. Union members will be paid at their normal rate for time spent attending Union meetings not related to grievances up to one (1) hour per month.

6. To perform any Union activities not related to grievances while on the clock other than break time, employees need to request approval from their manager, as well as inform their supervisor (or MOD) when they are leaving their normal duties and when they are returning to normal duties.

Article 8 Discipline and Discharge of Employees

1. No employee may be disciplined or discharged without just cause.

2. Discipline will normally be progressive, except the sequence need not be followed if an infraction is sufficiently severe to merit a greater level of discipline.

3. For serious alleged infractions, the Employer may place an employee on immediate investigatory suspension without pay for a maximum of three (3) days. Should the employee receive any level of discipline lower than termination, the employee will be given back pay and made whole for all their losses, except in cases of Step 4 discipline for violations of the harassment or discrimination policies or for workplace violence.

4. The Employer shall notify an employee of their right to have a Union Steward present whenever the employee is to be disciplined or interviewed about an event which could lead to discipline. The role of the Union Steward is to provide assistance and counsel to the employee. If the employee wishes to have a steward, the meeting will be held as soon as a steward can be made available. The employer may proceed without a steward if one is not available within twenty-four (24) hours. If the employee’s violation requires immediate attention, the Employer may take the required disciplinary action and notify the Steward as soon as possible.

5. Mutual Resolution Conversation – Prior to discipline other than for serious alleged infractions, the manager meets with the employee about a potential or alleged work-related problem or infraction. The employee will be informed of their right to have a Steward present. It shall be understood that this conversation will take place in a private setting and the contents of the conversation shall be kept confidential. The purpose of this meeting is to clarify expectations, collaborate on potential solutions or offer support. During this meeting, the manager will offer resources and other means of support to the employee, and the employee will also have the opportunity to share any mitigating or extenuating circumstances. In the event that no satisfactory resolution is reached during the course of this meeting, the WPRP process shall be initiated.

6. Work Problem Resolution Procedure: In order to provide a fair method of addressing workplace problems, the Employer may initiate the Work Problem Resolution Procedure (WPRP). It is understood that the severity of the action will depend upon the nature of the offense.

Steps in the Procedure:

Step One-Oral Reminder – The employee will be informed of their right to have a Steward present. The manager and the employee discuss an identified problem. Mutual learning is an anticipated outcome of the interaction. It is understood that an employee shall remain at Step One for a period not to exceed thirty (30) calendar days provided the employee does not re-commit the same offense which resulted in the disciplinary action in this thirty (30) day period, with the following exceptions: for violations under section 7 (Punctuality) or section 8, A1-A3 (Attendance) below, it is understood that an employee shall remain at Step One for a period not to exceed fifty (50) calendar days provided the employee does not re-commit the same offense which resulted in the disciplinary action in this fifty (50) day period. Notwithstanding the above, an employee who has three (3) occurrences of Step One discipline for the same offense in a one (1) year period shall begin the WPRP process at Step Two on the third (3rd) occurrence of the same offense.

Step Two-Written Reminder – The employee will be informed of their right to have a Steward present. The manager clarifies with the employee that a problem has not been solved. The intent is to try to identify the cause of the problem and work on a solution. It is understood that an employee shall remain at Step Two for a period not to exceed sixty (60) calendar days provided the employee does not re-commit the same offense which resulted in the disciplinary action in this sixty (60) day period.

Step Three–Decision-Making Leave (Suspension) – If the problem persists, the employee is sent home with pay to decide whether or not to remain at the Co-op. The employee will be informed of their right to have a Steward present.

Step Four-Plan Making and Follow-Through – The employee will be informed of their right to have a Steward present for this meeting. If the employee chooses to remain at the Co-op after Step Three, the manager and employee will write up a plan of action to be followed by both for a period not to exceed ninety (90) days spelling out what will be accomplished and by when. If the plan of action is successful, then the employee will remain at the Co-op. If not, a meeting is scheduled with the employee, a Union Steward, the Manager and the Human Resources Manager at which discipline up to and including discharge will be issued. The employee shall remain at Step Four for a period not to exceed ninety (90) calendar days provided the employee does not re-commit the same offense which resulted in the disciplinary action in this ninety (90) day period. Notwithstanding the above, an employee who has two (2) occurrences of Step Four discipline for the same offense in a one (1) year period shall remain at Step Four for a period not to exceed six (6) months for the second occurrence.

For all steps: At the Union’s request, employees’ personnel files shall be reviewed by Human Resources and the Chief Steward. Discipline documents which are more than one (1) year old will be removed from the employee’s personnel file at the employee’s or Union’s request.

7. Employees should be ready to work at the time their shift is scheduled to begin. It is understood that an employee may be considered tardy if they arrive to work more than five (5) minutes after the time the employee’s shift was scheduled to begin. The five (5) minute grace period is intended to be used for circumstances that prevent an employee from arriving to work on time. If an employee is going to be late due to unavoidable or emergency circumstances, the employee shall notify their Department Manager, Assistant Manager or Manager on Duty as soon as the situation becomes known to the employee. If the tardiness is beyond the employee’s control and is not a frequent and recurring issue, the Manager or Assistant Manager shall excuse the tardiness and such excused tardiness shall not be counted toward any discipline in the WPRP process. Employees may be subject to the WPRP if: an employee has three (3) or more unexcused instances of tardiness in a calendar month.

Attendance. An absence without adequate notification, excessive absences or leaving before the completion of your full working shift places an unnecessary burden on fellow workers, managers and our customers. Employees are responsible for timely and adequate notification of an absence to appropriate personnel.

An employee shall be subject to the WPRP for attendance violations as set out below:

More than one (1) unplanned absence in a calendar month not to exceed nine (9) in a calendar year. It is understood that the Department Manager may excuse an unplanned absence caused by illness, emergencies or circumstances beyond the employee’s control upon request. In all cases when an employee provides valid written verification for unplanned absences related to illness or injury for themselves or a family member, such absences shall be considered excused under these guidelines. For all other unplanned absences, the Department Manager will reasonably consider a written request from the employee that an absence be excused. The employee may include valid written verification for the reason for absence with the request, and the Department Manager will respond in writing to the employee’s request. An absence of up to five (5) consecutive days due to the same illness, injury or other incident will be counted as one (1) unplanned absence.

Notification Procedure. Failure to give at least one (1) hour notice of intent to be absent to the Department Manager, Assistant Manager, MOD or designated department personnel. After attempting to speak directly to designated personnel, the employee may leave a voicemail, using the designated voicemail number. Employees working early morning shifts, especially in the Deli and Front End, should try to notify their department manager, assistant manager, MOD or designated department personnel the night before their shift if they may not be able to work. An employee who is absent on consecutive days shall be required to follow the notification procedure for each day the employee is absent, except when the employee has provided documentation from a health care provider verifying the need for absences of more than one day. Exceptions may be made for extraordinary circumstances when an employee is incapacitated or otherwise unable to make the required notification.

Leaving early. Three (3) or more instances per calendar month of leaving work more than thirty (30) minutes before the end of an employee’s shift unless allowed to leave by the Department Manager, Assistant Manager or MOD. The Department Manager may excuse an employee leaving early without prior approval for emergencies or circumstances beyond the employee’s control upon request. Leaving early will be excused when an employee provides valid written verification that the instance was due to illness or injury for themselves or a family member. For all other unapproved instances of leaving early, the Department Manager shall consider a written request from the employee for the instance to be excused. The employee’s request must state the reason for leaving. The Department Manager will respond in writing to the employee’s request. No request for excusal shall be unreasonably denied.

Should an employee violate any of the above paragraphs, they shall be subject to the WPRP for attendance issues. Any violations of any of the above paragraphs while already on the WPRP for attendance shall place the employee on the next step of the WPRP.

No call, No Show for a single shift. A No Call, No Show shall be defined as an employee not calling or arriving at work within thirty (30) minutes following the start of their shift. It is understood that an employee who is a No Call, No Show for a single shift shall be placed at Step Two (2) of the WPRP process provided that the department schedule has been posted at least four (4) weeks in advance in accordance with Article 16 and/or the employee has agreed in advance to work the shift. Step Two (2) for the purposes of this section shall be a period not to exceed ninety (90) days. Two (2) unexcused incidents of No-Call, No Show within ninety (90) days will place an employee on an automatic Step Four (4) of the WPRP. Step Four (4) for the purposes of this section shall be a period not to exceed one hundred eighty (180) days. Exceptions may be made for extraordinary circumstances when an employee is incapacitated or otherwise unable to call in within the required thirty (30) minute period following the start of the employee’s shift.

Time Clock. Failing to punch in or out for work three (3) or more times in a calendar month shall subject an employee to the WPRP process. Employees should not clock in more than five (5) minutes prior to the start of their shift unless mutually agreed on between the employee and their manager. Each employee is required to punch in when beginning work and punch out when ending work. There is no punch out requirement for employees who are on an authorized break.

Article 19: The guidelines in this Article apply even when the time off is eligible for payment under Article 19 (PTO).

Exceptions: Employees on authorized Paid Time Off, Military Leave, Jury Duty, Bereavement, FMLA, Vermont Parental and Family Leave and Workers Compensation Leave, or other forms of leave provided to employees under applicable law, are not subject to discipline under this article provided the employee complies with the notification requirements of the applicable law or forms of leave described elsewhere in this Agreement.

Article 9 Health and Safety

1. The Employer will provide each employee with safe and healthful conditions at work.

2. Safety Data Sheets (SDS) for any known chemicals being used in planned store projects or renovations shall be provided to the Union President. Chief Steward and Assistant Chief Steward as well as posted in the store no less than one week prior to the store project or renovation. Should there be an emergency store project where less than one weeks' notification is possible, SDS sheets will be provided to the President, Chief Steward and Assistant Chief Steward as well as posted in the store as soon as possible.

3. A joint Health and Safety Committee shall be created that will consist of an equal number of Management and Union Representatives; however, the committee shall not consist of any fewer than four (4) Management Representatives and four (4) Union Representatives and not more than six (6) Management Representatives and six (6) Union Representatives. Each party shall notify the other as to the names of the Health and Safety Committee no later than sixty (60) days following the date of election or appointment of committee members, and committee members shall be elected for a term of one (1) year. It is understood that an employee from the Front End, the Deli and the Grocery department shall serve on the committee. If the Union does not select a representative from one or more of these departments then management shall select one or more of their representatives from these departments. It is understood that both the Management Representatives and the Union Representatives shall each elect a co-chairperson. The chairpersons shall jointly decide the schedule and agendas of the Health and Safety Committee meetings. The committee shall meet as needed but no more than twice monthly.

4. Health and safety committee members will be paid at their normal rate for time spent attending committee meetings. Committee members will be granted additional time for specific tasks as assigned by the committee to attend other health and safety related matters such as writing minutes, preparing for meetings and trainings, safety inspections, reporting to the membership and addressing safety concerns. To perform any Health and Safety Committee activities while on the clock other than break time, employees need to request approval from their manager, as well as inform their supervisor (or MOD) when they are leaving their normal duties and when they are returning to normal duties. Safety committee activities must not interfere with employees’ responsibilities to perform their assigned duties.

5. The Senior Manager present shall notify the Union President, Vice President, Financial Secretary or Chief Steward (or in their absence, a Steward) when any Representative of Vermont Occupational Safety and Health Administration arrives at the Co-op on official business.

Article 10 No Discrimination

The Employer and the Union agree that there shall be no discrimination because of race, color, religion, national origin, ancestry, place of birth, sex, sexual orientation, veteran status, disability, age, HIV positive status, political affiliation or ideology, gender identity, genetic information, or any other status protected by state or federal law to the application of any provision of this Agreement.

Article 11 Introductory Period

New employees will have an introductory period. The introductory period for full-time employees is thirty (30) days. The introductory period for part-time and substitute employees is sixty (60) days. The introductory period may be extended at the initiative of the Department Manager, provided notice of extension is given in writing to the employee and the Union. The notice must include the reason for the extension and a plan to improve so that the employee knows what they must do in order to attain regular employee status. Should an employee's introductory period be extended, such an extension shall not exceed an additional sixty (60) days or one hundred twenty-eight (128) hours worked, whichever comes sooner. Any further introductory period extension must be mutually agreed upon by the employer and the Union. Notwithstanding any other provision of this Agreement, the Employer may at any time during the introductory period discipline or discharge employees at its sole discretion and such action shall not be subject to the grievance and arbitration procedures of this Agreement.

Article 12 Personnel Files

Employees may have access to their files for review upon request to Human Resources and may request and shall be given copies of items in their file.

Article 13 Job Postings

In the event new hours become available because:

Additional hours are needed on a permanent basis

An employee leaves a position

An employee is scheduled to be on a leave of absence

Additional hours are needed for seasonal or specific events

the hours shall be offered first to employees who hold the same job title in order of seniority before being posted as an open position within the department. Such offers shall be documented. and such documentation shall be retained for a period of six (6) months. Managers may post the hours as a block and the hours shall be awarded to the most senior employee who requests them. The hours shall be posted within the department and simultaneously on the Co-op’s HR/Payroll software for a period of seven (7) calendar days. Seniority for the purposes of selection shall be defined as the continuous length of time an employee has worked for the Co-op. Employees may request some or all of the hours, and managers shall not unreasonably deny such requests. It is understood that if new hours are offered on a temporary basis, the posting shall include the expected time frame during which such hours are needed. All regular full-time and part-time employees within the same department shall be allowed to apply for the additional hours. Substitute employees who have worked a minimum of one-thousand (1,000) hours in the department shall also be allowed to apply. Once the eligible employees have been afforded the opportunity to acquire some or all of the new hours, any remaining hours shall be posted in accordance with Section 2 of this Article.

Current open bargaining unit positions shall be defined as:

Residual hours which remain after the process described in Section 1 of this Article has been followed, or

An opening occurs in a bargaining unit position which has no other employees in the same job title, or

A new bargaining unit position is created with a job title that did not previously exist

Current open bargaining unit positions will be posted on the employee bulletin board at the top of the back stairwell and simultaneously on the Co-op’s HR/Payroll software. All open positions will be posted for seven (7) calendar days. All regular full- and part-time employees, and substitute employees who have worked a minimum of eight hundred (800) hours in the job title posted shall be allowed to apply for open positions during this seven (7) day period.

The Co-op is committed to fostering the growth and development of employees. The Co-op will hire a qualified internal bargaining unit applicant over an external applicant. If there are two (2) qualified internal candidates, the senior applicant will be awarded the position unless the less senior employee is substantially better qualified. Seniority for the purposes of selection shall be defined as the continuous length of time an employee has worked for the Co-op. Qualifications which shall be considered shall be specific to duties described in the job description and shall be defined as prior relevant work experience, skills and abilities, education and certifications, licenses held, and prior training. The seniority of the employees with the same starting date shall be established by lottery or by blind random selection. Employees shall not be considered for open bargaining unit positions if they are currently on Step 4 in the disciplinary process.

3. In the event there are no interested and/or qualified applicants for the open bargaining unit position described in Section 2 herein, the position shall be offered to substitute employees. If there are two (2) qualified internal substitute employees, the senior applicant will be awarded the position unless the less senior employee is substantially better qualified. Seniority for the purposes of selection shall be defined as the continuous length of time an employee has worked for the Co-op. Qualifications which shall be considered shall be specific to duties described in the job description and shall be defined as prior relevant work experience, skills and abilities, education, certifications or licenses held, and prior training. The seniority of the employees with the same starting date shall be established by lottery or by blind random selection.

4. Temporary Transfers. In cases of temporary transfers [maximum time limit two (2) weeks] to a lower paid position, an employee’s pay rate will remain the same. When the transfer is to a higher paid position, the employee shall receive the pay rate according to Article 41 “Wages”.

5. The Chief Steward shall receive copies of all job postings described in Sections 1 through 3 above when such jobs are posted. In the event that a less senior and/or outside applicant is awarded a position as described herein, the Chief Steward shall be notified forty-eight (48) hours before the position is filled. The Co-op will inform all candidates regarding the hiring decision and the Union will maintain confidentiality until all candidates are notified.

Article 14 Paychecks

1. Paychecks are distributed every other Friday by twelve (12:00) p.m. and are placed in the employee’s mailbox. Employees may also make arrangements for direct deposit of pay into a bank account of their choosing. Pay stubs for direct deposit are available electronically on pay days by twelve (12:00) p.m.

2. The pay stub lists current wage, hours paid, taxes, SSI and other required deductions as well as voluntary deductions the employee may make, including 401K deductions, Union dues or fees, medical plan deductions or flexible spending account deductions. The bi-weekly paycheck will also include your PTO accrual, usage and balance on your paystub.

3. An employee may ask their Department Manager for a printout of the employees’ clock in and out times in the current payroll period.

Article 15 Breaks

Employees shall be entitled to the following paid breaks:

2 – 3 hour shift one 10-minute break

4 hour shift one 15-minute break

5 hour shift 20 minutes of break time

5 ½ hour shift 25 minutes of break time

6 hour shift 30 minutes of break time

6 ½ hour shift 40 minutes of break time

7 hour shift 50 minutes of break time

7 ½ hour shift 55 minutes of break time

8 hour shift 60 minutes of break time

If an employee works a single shift, break time will be calculated using the hours worked.

If the employee works more than one shift and the shifts are continuous or separated by an hour or less, the total combined length of the shifts will be used for the purpose of calculating break time. If the shifts are separated by more than one hour, then the shifts will be considered separate, and breaks will be calculated based on the length of each shift.

Department Managers are responsible for scheduling and approving all breaks.

Article16 Working Hours

Schedules: Department Managers will set weekly schedules and post them at least four (4) weeks in advance. Managers shall make their best efforts to post completed schedules. Managers will make their best efforts to accommodate the needs and preferences of employees, consistent with operating needs. In general, employees with set schedules shall not have their schedules altered except in extraordinary circumstances unless the employee has voluntarily agreed to a schedule change. Employees are responsible for requesting any permanent changes in their schedule and Department Mangers shall not unreasonably deny such requests.

It is understood that each department shall maintain a list ordered by seniority of substitutes and part-and full-time employees who wish to work additional shifts to reach a maximum of forty (40) hours of work per week. The list shall be updated periodically and posted in the department. Seniority for the purposes of this section shall be defined as continuous length of time an employee has worked for the Co-op. In the event such employees are needed to fill a shift, employees shall be contacted in order of the current availability list to work such shifts. In order to be considered available for shifts, employees who wish to work additional hours shall keep their availability current per established department procedures. Only employees with their status listed as “available” for a day when a substitute is needed will be contacted. It shall be the substitutes’ responsibility to notify the department manager(s) of any changes in availability.

Consistent with business needs, managers shall consider employees who are scheduled to work at a lower pay grade available to fill a vacant shift in a higher pay grade, should the employee be a sub for the higher pay grade position. Managers shall provide a reasonable explanation to employees upon request regarding scheduling decisions except in cases where confidentiality must be maintained.

It is understood that to the extent possible, consistent with the financial needs of the business and the preferences of individual employees, managers shall schedule full-time employees to work shifts no less than eight (8) hours per shift.

Article 17 Medical Coverage

1. Plans. The Employer will maintain a comprehensive medical benefits plan, including health, dental, and vision for eligible full-time employees after thirty (30) days of employment and part-time employees after sixty (60) days of employment, or at the end of any extension of the introductory period.

2. Full-Time Employees. For FY2026, the employee will pay twelve percent (12%) of the cost of the individual premium for full-time employees. The Co-op will pay eighty-eight percent (88%) of the cost of the individual premium for full-time employees. For FY2027, the employee will pay fifteen percent (15%) of the cost of the individual premium for full-time employees. The Co-op will pay eighty-five percent (85%) of the cost of the individual premium for full-time employees.

3. Part-Time Employees. If a part-time employee elects to participate in any of the following medical benefits – medical, dental, or vision – the employee will pay fifty percent (50%) of the monthly premium. Employees must be regularly scheduled for a minimum of 16 hours per week to be eligible to participate in these plans.

4. Dependent Coverage. Full-time and part-time employees may purchase additional coverage for dependents for health, dental, and vision. The employee cost for such insurance shall be fifty percent (50%) of the premium minus the amount of the Co-op’s contribution for individual coverage.

The Employer and the Union understand that any quoted insurance costs substantially greater than budgeted costs are subject to approval and authorization by HMC Council. No changes shall be implemented without bargaining with the Union.

Article 18 Life Insurance

The Co-op will provide a twenty-thousand-dollar ($20,000) Life Insurance policy at no cost to full-time and part-time employees. Employees must be regularly scheduled for a minimum of sixteen (16) hours per week to be eligible to participate in this plan.

Article 19 Paid Time Off

1. Usage. Paid Time Off (PTO) is designed to meet the employee’s needs and wishes for personal time away from work. It can be used for vacation, illness, personal, or any other reason the employee deems appropriate. An employee who is aware in advance of the need for time off shall notify their manager with as much notice as possible. Employees who know of their need for time off should request time off in writing four (4) weeks in advance. The Department Manager may waive the four-week (4) notification period at their discretion. Time off requests shall not be unreasonably denied. In general, where there are more time off requests than can be reasonably accommodated, requests will be granted on a first-come, first-serve basis. However, the employer shall take into account exceptional circumstances. PTO requests will be processed and responded to in a timely manner.

When an employee calls out or when an employee schedules time off for longer than one (1) hour, the employee must use accrued PTO, unless there is mutual agreement between the manager and the employee not to use PTO. If a manager gives an employee the option of coming in late or leaving early from an employee’s regularly scheduled shift, it is at the employee’s discretion whether or not PTO is used to cover the missing hours.

2. Accrual. PTO applies to all regular full-time, part-time and substitute employees. Accrual begins with the first (1st) day of employment. Employees are eligible to use PTO after one (1) month of employment. PTO accrual is based upon hours paid and increases with length of service as follows:

Length of Service

Hourly Accrual Factor

Maximum Ann. Accrual

0-1st year

.0769

160

2nd-3rd year

.0962

200

4th-6th year

.1154

240

7th-10th year

.1250

260

11th year and over

.1346

280

In an anniversary year, an employee will continue to accrue PTO until they reach the maximum annual accrual.

3. Maximum Allowable Bank. PTO will continue to accrue until the employee reaches the total maximum allowable bank. When an employee’s PTO accrual reaches the maximum allowable bank, PTO will stop accruing until the amount is reduced below the maximum.

Length of Service

Maximum Allowable Bank

0-1st year

200 hours

2nd-3rd year

225 hours

4th-6th year

250 hours

7th-10th year

275 hours

11th year and over

300 hours

4. PTO Payment. The pay rate for PTO is based upon the employee’s current regular wage. In order to receive payment, an employee must complete a Payroll Adjustment Form and submit it to the employee’s supervisor for approval in a timely manner. A manager may fill out a PTO form for an employee only with the employee’s verbal permission. In such cases the manager will have the employee initial the request form when the employee returns to work. The PTO should be requested in the amount of hours the employee is normally scheduled and may not exceed the employee’s existing accrual.

5. Payment Upon Separation. Upon separation (layoff, resignation, or termination), an employee with a minimum of one year of service will be paid for all unused accrued PTO.

6. Cash Out. Full and part- time employees with a minimum of one (1) year of service may cash in up to one (1) week’s PTO per fiscal year (July-June), calculated as one’s regularly scheduled hours or thirty-two (32) hours, whichever is greater.

Employees who are regularly scheduled for twenty-four (24) or fewer hours per week with a minimum of one (1) month of service are eligible to cash out their accrued PTO once per fiscal year to a maximum of forty (40) hours.

Additionally, employees who are regularly scheduled for twenty-four (24) or fewer hours per week and have worked at least one-thousand, five hundred and sixty (1560) hours may elect to take a second cash out of up to forty (40) hours of their accrued PTO per fiscal year, provided the employee retains a minimum of twenty (20) hours of accrued PTO at the time of the cash out.

7. Donation of PTO. The intent of PTO donation under this section is to allow an employee to donate their PTO to another employee who has a legitimate personal or medical need for time off. Employees may donate PTO in increments of one (1) hour directly to other employees or to the PTO Donation Pool. Employees may donate a maximum of sixty (60) hours per year to other employees. Employees with forty (40) or fewer hours of PTO may not donate any more than ten percent (10%) of their accrued PTO.

Employees in need of PTO donations must have exhausted all PTO or will exhaust all PTO during a leave prior to requesting a donation, and must request a donation in writing. Employees in need of PTO donations who would like to keep the reason for the request private may contact Human Resources for assistance in seeking donations anonymously. Employees shall not receive donations in excess of their annual accrual based on length of service, and maximum donations received per employee may not exceed six (6) weeks in a twelve-month (12 mo.) period. PTO cannot be sold or traded.

Direct Donations. PTO donations must be approved by the Human Resources Manager, but such approval shall not be unreasonably denied.

PTO Pool Donations. The paid time off pool is to be used by employees 1) who experience a qualifying personal or family medical emergency, 2) are affected by federally designated major disasters, or 3) need extended time off following the loss of a spouse, child or parent (or in loco parentis). The PTO donation program will be administered by the Co-op consistent with IRS guidelines on "bona-fide employer-sponsored (medical) leave-sharing" programs. In the event of a conflict between Article 19 and IRS guidelines, IRS guidelines shall prevail. Employees donating to the pool may not specify who will be the recipient of donated leave.

Employees in need of a PTO donation as specified in 7b must submit a written request for leave that describes the specific emergency or medical condition. All Paid Time Off transferred to employees from the pool must be verified as being used for its approved use.

The PTO Pool will be managed by a committee composed of two (2) elected bargaining unit employees (and one alternate) and two (2) managers. The Committee is allowed discretion in the allocation of PTO with the support of a 3/4 majority committee vote. The Committee's considerations may include but not be limited to the individual’s needs, the severity of the situation, the number of hours an individual has received from the pool, and seniority.

Article 20 Paid Holidays

The Co-op will be closed for the following holidays:

New Year’s Day Easter Sunday

Memorial Day July 4th

Labor Day Thanksgiving

Christmas Day

Holiday pay will be the employee’s regular hourly rate multiplied by the number of hours paid, calculated thusly:

30-40 weekly paid hours – 8 hours holiday pay

20-29 weekly paid hours – 6 hours holiday pay

10-19 weekly paid hours – 4 hours holiday pay

9 or fewer weekly paid hours – 2 hours holiday pay

Substitute employees will be eligible for holiday pay if they work the pay period of the holiday. Holiday pay for substitute employees will be calculated based on hours worked during the pay period of the holiday.

Employees will earn one-hundred thirty percent (130%) of their normal wage for hours worked on Juneteenth.

Article 21 Bereavement Leave

Upon the death of someone with close affinity to an employee, an employee shall be eligible for three (3) days paid bereavement leave. An employee may request an additional two (2) days as needed, and such requests shall not be unreasonably denied. Payment of bereavement leave may require verification at the Human Resources Manager’s discretion.

Employees who need additional time off may use Paid Time Off, in accordance with Article 19, “Paid Time Off.” Such requests shall not be unreasonably denied.

Article 22 Jury Duty

Employees who are called for jury or witness duty will be granted leave to attend and will continue to accrue PTO for the duration of the leave. The Co-op will pay the difference between jury pay and the employee’s normal pay for the actual time missed.

Article 23 Family and Medical Leave and Short-Term Family Leave

1. The Co-op shall provide leave under the Vermont Parental and Family Leave Law and the Federal Family and Medical Leave Act to all eligible employees under the law.

2. The Co-op will continue to provide employee health insurance while an employee is taking a leave under this article. However, employees paying for optional dependent coverage must maintain payments. If such payments are more than thirty (30) days late, the insurance may be cancelled.

3. A summary of the Vermont Parental and Family Leave Law and the Federal Medical Leave Act is attached as Appendix B. To the extent that any part of Appendix B is inconsistent with the then-current Federal or State leave laws, such laws shall apply.

4. Employees shall be entitled to five (5) days of paid Family Leave, after the employee has been out of work for ten (10) work days in a calendar year for a qualifying reason under the Vermont Parental and Family Leave Law and/or the Federal Medical Leave Act. Employees shall be entitled to five (5) additional days of paid Family Leave after the employee has been out of work for twenty-five (25) workdays in a calendar year for a qualifying reason under the Vermont Parental and Family Leave Law and/or the Federal Medical Leave Act. In addition, employees may use their Paid Time Off (PTO) for leave under this article.

5. Employees requesting family or medical leave where need is known in advance must notify their Department Manager, in writing, of their intention at least thirty (30) days prior to the date their leave begins, or, where not foreseeable, as soon as practicable.

6. Employees will make their best effort to provide at least fifteen (15) days’ advance notice in writing of their intention to return to work.

Article 24 Unpaid Leaves of Absence

1. Unpaid Leaves may be taken for medical, parental, educational, and personal reasons by eligible full-time and part-time employees. For unpaid leaves that are longer than one (1) week an employee must have worked at the Co-op for at least one (1) year, have been paid for at least one-thousand, two hundred and fifty (1250) hours and work at least sixteen (16) hours per week on a regularly scheduled basis. For unpaid leaves that are less than one (1) week, and employee must be past their introductory period.

2. Employees who opt to take this leave must notify the employee’s manager at least one (1) month prior to the start of the leave. The one (1) month notification may be waived at the discretion of the manager. All Leaves under this article must be approved by the employee’s manager prior to the start of the leave. Managers shall not unreasonably deny such requests. The request for an Unpaid Leave must include the start and return dates.

3. While on Unpaid Leave under this Article, the employee will not accrue Paid Time Off, or seniority. Employees may continue to receive Medical Coverage at the employee’s expense. Prior to, or at the start of the Leave, Human Resources will provide contact information for the COBRA administrator responsible for administering continued Medical Coverage. The employee must maintain payments during their leave. If payments are more than thirty (30) days late, Medical Coverage may be cancelled.

4. A similar job and hours are guaranteed upon return to work at the Co-op unless the Leave exceeds three (3) months.

Article 25 Union Leaves of Absence

1. At the request of the UE, an employee shall be granted an unpaid leave of absence for Union activities for leaves of up to one (1) year contingent on such leave not being unduly disruptive to the Co-op. Employees who would like to request this leave shall request leave at least one (1) month in advance. All leaves under this Article must be approved by the employee’s manager prior to the start of the leave. Such leave shall not be unreasonably denied. Union leaves greater than three (3) months shall not be approved for more than one employee at a time.

2. Employees taking union leave must exhaust all of their available PTO during leave. Union leave may not be combined with Unpaid Leaves of Absence under Article 24.

3. A request for union leave must include the start and return dates.

4. A similar job and hours are guaranteed upon return to work at the Co-op unless the Union leave exceeds three (3) months.

a. For Union leaves greater than three (3) months, employees shall be reinstated to their former job title, without loss of seniority, at the applicable pay grade in the event hours in the job title are available on their return from leave. The reinstatement period shall be active for three (3) months from the date the employee returns from union leave and notifies the Co-op of their interest in reinstatement.

b. In the event that no hours are available in the employee’s former position, employees returning from union leaves greater than three (3) months shall be given priority consideration for open positions under Article 13, Section 3 over current substitute employees at the Co-op. This priority consideration shall be active for three (3) months from the date the employee returns from union leave and notifies the Co-op of their interest in an open position at the Co-op.

c. In the event that there are no open positions or available hours per a. or b. above and the three-month reinstatement period and/or priority consideration period has expired, the employee must reapply as an external rehire candidate for future open positions.

5. While on Union Leave under this Article, the employee will not accrue Paid Time Off, or seniority. Employees may continue to receive Medical Coverage at the employee’s expense. Prior to, or at the start of the Leave, Human Resources will provide contact information for the COBRA administrator responsible for administering continued Medical Coverage. The employee must maintain payments during their leave. If payments are more than thirty (30) days late, Medical Coverage may be cancelled.

Article 26 Employee Referral Bonus

If an employee refers someone to apply for a position at the Co-op and the candidate is hired and successfully completes their introductory period, the employee will receive fifty dollars ($50) in thanks for their efforts. To be eligible for the bonus, the applicant must put the employee’s name on the application in response to how the applicant heard about the Co-op. Employees of the Human Resources Department and employees involved in the hiring of an individual do not qualify for this program.

Article 27 Employee Discount

All employees, spouses, civil union partners, and named domestic partners and legal dependents shall enjoy a twenty percent (20%) discount on purchases at the Co-op.

Article 28 Bulletin Boards

The Bulletin Board located in the Break Room shall be maintained for the exclusive use of the Union.

Article 29 Flexible Benefits Administration

1. Full-time and part-time employees working sixteen (16) or more hours per week may also, upon successful completion of the introductory period, deduct a chosen amount from their paycheck, pre-tax, to put towards medical and/or dependent care expenses.

A. Health Care Flexible Spending Account – Employees may select to have an amount deducted from each weekly paycheck on a pre-tax basis for expenses not covered by the health plan including, but not limited to, co-pays, deductibles, laboratory fees, etc.

B. Dependent Care Account – Employees may set aside up to five-thousand dollars ($5,000) or the current IRS limit pre-tax per year to cover expenses related to child or other dependent care.

2. The Flexible Benefit Administration benefit is effective on the first (1st) day of the month after successful completion of the introductory period.

3. Flexible Spending Account (FSA) benefits and Dependent Care Account (DCA) benefits are subject to IRS regulations governing such accounts.

Article 30 401K Plan

The Co-op will continue to provide a 401K plan. Employees are eligible to participate in the 401K when they have been employed by the Co-op for at least one (1) year and have at least one thousand (1000) hours of service in the first (1st) year of employment OR within a following plan year (as outlined in the Plan Document.) Employees will be automatically enrolled to participate at five percent (5%) of compensation on the first (1st) day of the next pay period after they reach one thousand (1,000) hours in their first (1st) year or in a subsequent plan year unless they opt to decline participation. Matching contributions will be made on behalf of the Participants in an amount equal to one-hundred percent (100%) of the amount of the Eligible Participant’s Elective Deferrals that do not exceed three percent (3%) of the Participant’s Compensation and fifty percent (50%) of the amount of the Participants Elective Deferrals that exceed three percent (3%) of the Participant’s Compensation but not to exceed five percent (5%) of the Participant’s Compensation. Details about the 401K plan will be provided to eligible employees on or before the employee’s completion of one (1) calendar year of employment or upon request. The actual terms and conditions of the plan are governed by the executed plan legal documents and trust agreements.

Article 31 Employee Assistance Program

The Co-op will maintain its Employee Assistance Program.

Article 32 Layoff and Recall

1. In the event layoffs become necessary, the Employer shall notify the Union and any affected employees at least thirty (30) days in advance, and the Union shall have the right to meet and confer with the Employer during the notice period and to propose alternatives to layoffs. Such proposals shall be considered in good faith by the Employer.

2. In the event of a layoff, the Employer shall first ask for volunteers for layoff from the department being reduced. In the event there are an insufficient number of employee(s) who accept voluntary layoff, the Employer shall select employees for layoff within the affected department on the basis of seniority and the ability to perform the remaining work. It is understood that all temporary employees shall be involuntarily laid off first. In the event it is necessary to lay off additional employees, it is understood that substitutes shall be involuntarily laid off before regular full- and part-time employees. Layoffs shall be in reverse order of seniority. Seniority for the purposes of selection shall be defined as the continuous length of time an employee has worked in their current department. The seniority of the employee with the same starting date shall be established by lottery or blind random selection.

3. An employee laid off from their job shall be offered any vacant position in the bargaining unit for which they are qualified. In the event there are no vacant positions available which are acceptable to the employee, the employee may displace a less senior employee provided the more senior employee is qualified to perform the work of the less senior employee. Each affected employee will decide as soon as practicable if they intend to displace a less senior employee.

4. Employees will be recalled from a layoff in accordance with bargaining unit seniority in the following manner:

a. An employee shall be given notice of such recall by certified mail.

b. The employee shall notify the Employer of their intent to return to work within seven (7) calendar days of receipt of the recall notice and must report to work seven (7) days thereafter.

c. If an employee is temporarily disabled and thus unable to return to work, they shall submit proof of disability to the Employer and shall not forfeit their recall rights.

d. An employee shall lose all seniority if they 1) voluntarily quit or are discharged with cause or 2) are laid off for a period in excess of twelve (12) months.

e. In the event an employee(s) is laid off, the Co-op will negotiate a severance plan with the Union.

Article 33 Job Performance Evaluations

1. The purpose of the evaluation system is to provide all employees with periodic feedback on job performance. Each employee’s job performance shall be evaluated at the end of their introductory period and at their one (1) year anniversary date. Employees’ job performance will be evaluated thereafter within thirty (30) days of the employee’s anniversary date. Performance evaluations shall be designed to fairly and constructively assess the strengths and weaknesses of an employee’s job performance.

2. Employees shall be provided with a copy of their written evaluation at least two (2) calendar days prior to any meeting with the Department Manager to discuss the evaluation. Employees should provide their manager with a copy of their written self-evaluation at least two days (2) calendar days prior to any meeting to discuss their performance.

3. Department managers shall not withhold critical assessments of an employee’s performance which occurs between evaluations. Employees shall be given a written record of any problem areas identified and discussed with an employee and employees shall have the opportunity to respond in writing to any such problem areas identified. A written plan shall be made to correct deficient areas by the Department Manager in consultation with the employee.

4. Unsatisfactory performance evaluations shall occur only if an employee has failed to remedy problems that have been identified and documented as critical assessments as per Section 3 above. An employee may have a Steward present during any evaluation discussion which concerns an unsatisfactory performance evaluation.

5. All employees shall be provided with an opportunity to evaluate the job performance of their immediate manager and all managers who report to the General Manager every twelve (12) months. Forms for such evaluations will be made available by paper and/or digitally and should be returned to the Human Resources Manager, with the exception of the General Manager in the case of the HR Manager job performance evaluation. The HR Manager shall provide a summary of the evaluation forms to the manager’s supervisor. There shall be no reprisal against any employee for providing an assessment of the job performance of any manager.

6. The Council shall be responsible for the yearly job performance evaluation of the General Manager. All evaluation forms from all employees will be directly forwarded to the Council by the Staff Representative in accordance with procedures determined by the Council. The information from the staff will be provided in its original form. There shall be no reprisal against any employee for providing an assessment of the General Manager’s job performance.

Article 34 Scheduled and Emergency Closings

1. In the event there is an emergency closing, employees who are scheduled to work shall be paid for their regularly scheduled hours during the time the store is closed. It is understood that bargaining unit employees shall be excused in the event that there is a loss of power or if there is a lack of adequate, potable water supply which can be maintained to at least one-hundred (100) degrees temperature for hand washing, and this lack of power and/or water lasts at least two (2) hours. Those areas of the store which prepare food will be closed if at any time the loss of power and/or water would cause the store to fail to be in compliance with all applicable state and federal health regulations regardless of whether or not the remainder of the store is closed. It is further understood that management shall notify employees if the store re-opens during the employee’s regularly scheduled shift and that employees shall be expected to return to the store if notified to complete the scheduled shift. If the store is closed for more than one (1) month, the UE and the Co-op will negotiate a payment plan.

2. In the event there is a planned closing of one (1) or more departments for a temporary period, employees who are scheduled to work in those departments shall be offered work in another department and shall be paid according to Article 13 “Job Postings”.

Article 35 Training

1. The Co-op is committed to the skill development of its employees and will make sure that a new employee is fully trained within their position prior to the end of the employee’s introductory period. To this end the Employer shall ensure that each new employee receives the amount of training necessary for that employee to succeed in their position. In no case shall such training consist of less than twenty-four (24) hours (exclusive of time spent in orientation) in any employee’s introductory period devoted exclusively to learning the skills and tasks necessary to do the job. A training checklist to be signed by the employee and Department Manager will be used to document training progress. If bargaining unit employees are asked to conduct some or all of this training, then such employees shall be given as much notice as possible but not less than two (2) calendar days except when the trainer’s job description includes training responsibilities or in extenuating circumstances.

2. The Co-op shall offer an adequate number of employees in each department the opportunity to receive training for ordering, receiving and/or supervisory duties as substitutes for the employees who regularly perform those functions. Such opportunities will be posted and filled in accordance with Article 13 of this Agreement. Trained buyers, receivers, and supervisors will assist in providing such training as needed.

3. Resources will be allocated as funds are available for additional training as the need arises for new skills to be brought into the organization.

Article 36 Free Speech

1. Employees have the right to express political, religious, and other beliefs and to engage in related activities without fear of reprisal or discipline as long as:

The employee does not represent that they are speaking for Hunger Mountain Co-op.

The employee is not doing so on Hunger Mountain Co-op time in such a way as to interfere with the duties the employee is assigned to perform, or the duties other employees are assigned to perform.

2. Employees may question and criticize Board and Management decisions without fear of reprisal.

Article 37 Membership In Co-op

All employees are encouraged to become members of the Co-op. Full- and part-time employees may elect to pay equity through payroll deduction.

Article 38 No Strikes/No Lockouts

In consideration of the Employer’s commitment as set forth below, the Union, its Officers, Agents, Representatives, Stewards and Members shall not in any way, directly or indirectly, lead, engage in, authorize, cause, assist, encourage, participate in, ratify, or condone any strike, slowdown, work stoppage, or any other interference with or interruption of work at the Employer’s facility, except as provided for in Article 43, “Scope of Agreement.”

In consideration of the Union’s commitment as set forth in the above, the Employer shall not in any way, directly or indirectly, instigate, lead, engage in, authorize, cause, assist, encourage, participate in, ratify or condone any lockout of the Employees from the Employer’s facility.

Article 39 Management Rights

Except as otherwise specifically provided in this Agreement, all rights, powers, discretion, authority and prerogative are retained by and shall remain exclusively vested with the Employer.

Article 40 Separability

In the event any provision of this Agreement in whole or in part is declared to be illegal, void, or invalid by any Court having jurisdiction over the matter at issue or any administrative agency having jurisdiction, all of the other terms, conditions, and provisions of this Agreement shall remain in full force and effect to the same extent as if that provision had never been incorporated in this Agreement and, in such event, the remainder of the Agreement shall continue to be binding upon such parties hereto.

Article 41 Wages

1. July Increases. The attached wage scale will be implemented at the beginning of each fiscal year: June 30, 2025, June 29, 2026.

2. Anniversary Increases. On an employee’s anniversary date of hire, an employee will move to the appropriate wage step according to Appendix A. Employees who are above the top rate shall receive a twenty-five cent ($.25) per hour increase.

3. Step Progression. In addition to the above, employees who start at the beginning rate shall be moved to the six (6) month rate at the appropriate time. Employees who hire in above the start rate shall progress as follows

Increase at:

Hired at 6 mos 12 months

6 months 1 year rate 2 year rate

Employees hired above the six (6)-month rate will receive an increase to the next step on the anniversary date of hire.

4. Change in Position. An employee who accepts a position in another pay grade shall have their wage modified according to the current wage scale thusly:

The employee retains their current experience step, unless their experience level may be increased for their new position based on previous experience.

B. The employee moves to pay grade appropriate to their new position.

‍ ‍

When changing positions, employees retain their original anniversary date and are eligible for anniversary raises on that date.

5. Wage Differentials. In all of the following cases, when an employee is assigned to carry out the job duties of an employee in a higher pay grade, the employee shall receive the following amounts for the time spent performing the following functions:

When performing ordering/buying, receiving and/or supervisory duties, including training, in place of an employee with a higher pay grade, an employee shall receive a two dollar ($2.00) per hour differential.

When an employee is covering for a Manager, the employee shall receive a four dollar ($4.00) per hour differential, when performing the Manager’s duties while the Manager is away.

In all other cases when an employee is assigned to cover for an employee in a higher pay grade, for more than one (1) shift, the employee will be paid an additional one dollar and fifty cents ($1.50) per hour for those hours.

6. Prior Experience Credit. For every three (3) years of relevant prior work experience, a new employee will receive one year of credit on the Co-op’s wage scale. Employees shall be granted seniority based on their prior experience working at Hunger Mountain Co-op on a one year for one year (1:1) basis. A relevant educational degree will be counted as one year on the scale.

Positions in the Information Technology and Marketing Departments are market driven and may require compensation beyond the established wage scale. Management will discuss salaries with the UE before an offer is extended.

Article 42 Gain Sharing

All employees employed at the end of a fiscal quarter are eligible for the Co-op Gain Sharing Program as described in Appendix C.

Article 43 Scope of Agreement

This Agreement shall become effective upon ratification by the parties and shall remain in full force and effect through eleven fifty-nine (11:59) p.m. on June 27, 2027. There will be no reopener prior to June 27, 2027, unless the final medical insurance renewal bid for Fiscal Year 2026 or 2027 exceeds 11%, in which case there will be a reopener for:

Article 17: Medical Coverage

Article 41: Wages

Appendix A: Wage Structure

If an agreement is not reached on the limited reopener defined in this section by July 1 of any year, the “No Strike, No Lock-Out” provision of this agreement shall be lifted until there is an agreement.

Otherwise, it shall automatically renew itself and remain in full force and effect unless written notice of election to modify or terminate any provision of this Agreement is given by one party and received by the other not later than March 31, 2027, or March 31 of any succeeding year. Such written notice shall be deemed given when mailed by certified mail, return receipt requested, and addressed as follows:

To the Union:

United Electrical, Radio & Machine Workers of America (UE)

Local 255, United Electrical, Radio & Machine Workers of America (UE)

179 South Winooski Avenue

Burlington, VT 05401

To the Employer:

General Manager

Hunger Mountain Co-op

623 Stone Cutters Way

Montpelier, VT 05602

Either party may by like written notice change the address to which written notice shall be given to it.

Dated at Montpelier, Vermont, this day of October 2025.

United Electrical, Radio & Hunger Mountain Co-op

Machine Workers of America, Local 255

‍ ‍

____________________________________________ _________________________________________________

Toby Madrone Mary Mullally

____________________________________________ _________________________________________________

Charlotte Domino Elly Wood

____________________________________________ _________________________________________________

Justin Stender Leo Ormiston

____________________________________________ _________________________________________________

Joe Pekol Tom Wright

____________________________________________

Sonia Carrasco

____________________________________________

John Allin

____________________________________________

Abbie Curtis, UE International Representative

Appendix A: Wage Structure

June 30, 2025 – June 28, 2026

Step

Level 1

Level 2

Level 3

Level 4

Level 5

Level 6

Start

$ 17.05

$ 17.25

$ 17.55

$ 18.05

$ 18.55

$ 19.05

6 months

$ 17.55

$ 17.75

$ 18.05

$ 18.55

$ 19.05

$ 19.55

1 Year

$ 18.05

$ 18.25

$ 18.55

$ 19.05

$ 19.55

$ 20.05

2 years

$ 18.55

$ 18.75

$ 19.05

$ 19.55

$ 20.05

$ 20.55

3 years

$ 18.90

$ 19.10

$ 19.40

$ 19.90

$ 20.40

$ 20.90

4 years

$ 19.25

$ 19.45

$ 19.75

$ 20.25

$ 20.75

$ 21.25

5 years

$ 19.60

$ 19.80

$ 20.10

$ 20.60

$ 21.10

$ 21.60

6 years

$ 19.90

$ 20.10

$ 20.40

$ 20.90

$ 21.40

$ 21.90

7 years

$ 20.20

$ 20.40

$ 20.70

$ 21.20

$ 21.70

$ 22.20

8 years

$ 20.50

$ 20.70

$ 21.00

$ 21.50

$ 22.00

$ 22.50

9 years

$ 20.80

$ 21.00

$ 21.30

$ 21.80

$ 22.30

$ 22.80

10 years

$ 21.10

$ 21.30

$ 21.60

$ 22.10

$ 22.60

$ 23.10

June 29, 2026 – June 27, 2027

Step

Level 1

Level 2

Level 3

Level 4

Level 5

Level 6

Start

$ 17.85

$ 18.05

$ 18.35

$ 18.85

$ 19.35

$ 19.85

6 months

$ 18.35

$ 18.55

$ 18.85

$ 19.35

$ 19.85

$ 20.35

1 Year

$ 18.85

$ 19.05

$ 19.35

$ 19.85

$ 20.35

$ 20.85

2 years

$ 19.35

$ 19.55

$ 19.85

$ 20.35

$ 20.85

$ 21.35

3 years

$ 19.70

$ 19.90

$ 20.20

$ 20.70

$ 21.20

$ 21.70

4 years

$ 20.05

$ 20.25

$ 20.55

$ 21.05

$ 21.55

$ 22.05

5 years

$ 20.40

$ 20.60

$ 20.90

$ 21.40

$ 21.90

$ 22.40

6 years

$ 20.70

$ 20.90

$ 21.20

$ 21.70

$ 22.20

$ 22.70

7 years

$ 21.00

$ 21.20

$ 21.50

$ 22.00

$ 22.50

$ 23.00

8 years

$ 21.30

$ 21.50

$ 21.80

$ 22.30

$ 22.80

$ 23.30

9 years

$ 21.60

$ 21.80

$ 22.10

$ 22.60

$ 23.10

$ 23.60

10 years

$ 21.90

$ 22.10

$ 22.40

$ 22.90

$ 23.40

$ 23.90

Positions

Pay Grade One (1): Grocery Stocker, Produce Stocker, Bulk Packer, Bulk Stocker

Pay Grade Two (2): Cashier, Deli Counter Service, Meat Clerk, Dish & Kitchen Assistant, Cheese Wine & Beer Assistant, Deli Packager

Pay Grade Three (3): Production Cook, Assistant Buyers (Bulk, Frozen, Grocery, Dairy, Cheese, Wellness), Produce Assistant Buyer & Receiver, Maintenance Assistant, Pastry & Dessert Cook, Wine & Beer Assistant Buyer, Cross Department Clerk

Pay Grade Four (4): Depositor, Member Owner Services Assistant, Graphic Artist, Receiver, Accounts Payable Clerk, Bookkeeper, Bakery Coordinator, Hot Bar Chef

Pay Grade Five (5): Maintenance Coordinator, Buyers (Wine & Beer, Bulk, Cheese, Grocery, Meat & Fish, Wellness), Produce Buyer & Receiver, Demo Coordinator, Graphic Designer, Payroll Specialist, System Administration Technician, Kitchen Supervisor, Deli Department Supervisor, Front End Supervisor, Prepared Foods Supervisor

Pay Grade Six (6): Systems Administrator, Accounting & Payroll Coordinator, Grocery Lead Buyer

Appendix B The Family and Medical Leave Act of 1993 (FMLA)

was enacted on February 5, 1993.

FMLA entitles eligible employees to take up to twelve (12) weeks of unpaid, job-protected leave each year for specified family and medical reasons. The law contains provisions on employer coverage; employee eligibility for the law’s benefits; entitlement to leave, maintenance of health benefits during leave, and job restoration after leave; notice and certification of the need for FMLA; and protection for employees who request or take FMLA leave.

Employee Eligibility

To be eligible for FMLA benefits, an employee must:

1. Work for a covered employer;

2. Have worked for the employer for a total of at least twelve (12) months;

3. Have worked at least one-thousand, two-hundred and fifty (1250) hours over the previous twelve (12) months; and

4. Work at a location where at least fifty (50) employees are employed by the employer within seventy-five (75) miles.

Leave Entitlement

A covered employer must grant an eligible employee up to a total of twelve (12) work weeks of unpaid leave during any twelve (12) month period for one (1) or more of the following reasons:

1. For the birth or placement of a child for adoption or foster care;

2. To care for an immediate family member (spouse, child, or parent) with a serious health condition; and

3. To take medical leave when the employee is unable to work because of a serious health condition.

Spouses employed by the same employer are jointly entitled to a combined total of twelve (12) work weeks of family leave for the birth or placement of a child for adoption or foster care, and to take care for a parent (but not a parent-in-law) who has a serious health condition.

Leave for birth or placement for adoption or foster care must conclude within twelve (12) months of the birth or placement.

Under some circumstances, employees may take FMLA leave intermittently which means taking a leave in blocks of time, or reducing their normal weekly or daily work schedule.

∙ If FMLA leave is for birth or placement for adoption or foster care, use of intermittent leave is subject to the employer’s approval.

∙ FMLA leave may be taken intermittently whenever medically necessary to care for a seriously ill family member, or because the employee is seriously ill and unable to work.

Serious health conditions means an illness, injury, impairment, or physical or mental condition that involves:

Any period of incapacity or treatment connected with in-patient care (i.e., an overnight in a hospital, hospice, or residential medical-care facility; any period of incapacity requiring absence of more than three (3) calendar days from work, school, or other regular daily activities that also involve continuing treatment by (or under the supervision of) a health care provider; continuing treatment by (or under the supervision of) a health care provider for a chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity or more than three (3) calendar days, and for parental care.

Health Care Provider means:

Doctors of medicine or osteopathy authorized to practice medicine or surgery by the state in which the doctor practices; or podiatrists, dentists, clinical psychologist, optometrists and chiropractors (limited to manual manipulation of the spine to correct a subluxation as demonstrated by X-ray to exist) authorized to practice, and performing within the scope of their practice, under state law; or, nurse practitioners and nurse-midwives authorized to practice, and performing within the scope of their practice, as defined under state law; or Christian Science practitioners listed with the First Church of Christ Science in Boston, Massachusetts.

Maintenance of Health Benefits

A covered employer is required to maintain group health insurance coverage for an employee on FMLA leave whenever such insurance was provided before the leave was taken and on the same terms as if the employee had continued to work. Employees paying for optional dependent coverage must maintain payments. If such payments are more than thirty (30) days late, the insurance may be cancelled.

Job Restoration

Upon return from FMLA leave, an employee must be restored to their original job, or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.

In addition, an employee’s usage of FMLA leave cannot result in the loss of any employment benefit that the employee earned or was entitled to before using FMLA.

Notice and Certification

Employees seeking to use FMLA leave may be required to provide:

1. Thirty (30) day advance notice of the need to take FMLA leave when the need is foreseeable; or, where not foreseeable, as soon as possible.

2. Medical certification supporting the need for leave due to a serious health condition affecting the employee or an immediate family member.

3. Employees will make their best effort to provide at least fifteen (15) days advance notice in writing of their intention to return to work.

Unlawful Acts

It is unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided by FMLA. It is also unlawful for an employer to discharge or discriminate against any individual for opposing any practice, or because of involvement in any proceeding, related to FMLA.

Enforcement

FMLA is enforced, including investigation of complaints, by the U.S. Labor Department’s Employment Standards Administration, Wage and Hour Division. If violations cannot be satisfactorily resolved, the Department may bring action in court to compel compliance. An eligible employee may also bring a private civil action against an employer for violations.

Vermont Parental, Family, and Short-Term Family Leave Summary (Effective July 1, 2025)

In addition to the leave provided in section 472 of this title, an employee shall be entitled to take unpaid leave not to exceed four (4) hours in any thirty (30) day period and not to exceed twenty-four (24) hours in any twelve (12) month period. An employer may require that leave be taken in a minimum of two (2) hour segments and may be taken for any of the following purposes:

1. To participate in preschool or school activities directly related to the academic educational advancement of the employee’s child, stepchild, foster child or ward who lives with the employee, such as a parent-teacher conference.

2. To attend or to accompany the employee’s child, stepchild, foster child or ward who lives with the employee or the employee’s parent, spouse, or parent-in-law to routine medical or dental appointments.

3. To accompany the employee’s parent, spouse, or parent-in-law to other appointments for professional services related to their care and well-being.

4. To respond to a medical emergency involving the employee’s child, stepchild, foster child or ward who lives with the employee or the employee’s parents, spouse, or parent-in-law.

An employee shall make a reasonable attempt to schedule appointments for which leave may be taken under this section outside of regular work hours. In order to take leave under this section, an employee shall provide the employer with the earliest possible notice, but in no case later than seven (7) days, before leave is to be taken except in the case of an emergency. In this subsection “emergency” means circumstances where the required seven (7) day notice could have a significant adverse impact on the family of the employee.

The Vermont Parental and Family Leave Act (PFLA) provides job protected leave for employees of covered employers.

Parental Leave

• Applies to employers with 10+ employees.

• Up to 12 weeks of unpaid leave in a 12-month period.

• For pregnancy, birth, adoption, or foster placement of a child under 18.

• May be taken all at once or in smaller blocks by agreement.

Family Leave

• Applies to employers with 15+ employees.

• Up to 12 weeks of unpaid leave in a 12-month period.

• For the employee’s serious health condition or to care for a family member with a serious health condition.

Bereavement Leave

• Applies to employers with 10+ employees.

• Up to 2 weeks of unpaid leave within 12 months after the death of a family member.

• Up to 5 consecutive days may be taken.

• May be used for grieving, funeral arrangements, and estate matters.

Safe Leave

• Applies to employers with 10+ employees.

• Leave may be used to address issues related to domestic violence, sexual assault, stalking, or other safety concerns affecting the employee or a covered family member (medical care, legal services, counseling, relocation, etc.).

Military Exigency Leave

• Job protected leave for qualifying needs related to a family member’s covered active duty or call to active duty.

• Similar to federal FMLA qualifying exigency leave.

Short Term Family Leave

Employees of employers with 10+ employees are entitled to unpaid leave for specific family-related needs:

• Up to 4 hours in any 30-day period; no more than 24 hours total in 12 months.

• Employers may require leave to be taken in at least 2-hour increments.

Covered reasons include:

• School activities (e.g., parent teacher conferences).

• Routine medical or dental appointments for child, stepchild, foster child, or ward.

• Routine medical, dental, or professional care appointments for parent, spouse, or parent in law.

• Responding to a medical emergency involving a covered family member.

Notice: Provide at least 7 days’ notice if possible; as soon as practicable in an emergency. Employees may choose to use accrued paid leave (vacation, sick, personal) for this time.

Appendix C Hunger Mountain Co-op Gain Sharing Program

THINKING

∙ Base it on goals over which each employee has some control

∙ We chose labor efficiency and margins (Shoplifting, spoilage, returns, mis-pricing, cashier over/shorts, etc.)

∙ Make the impact as immediate as possible

∙ We chose every quarter

∙ Make goals attainable

∙ We started with goals we knew we could achieve (based on history)

∙ Based on hours paid, not on wage

∙ As uniting/harmonizing factors

∙ Based on Storewide goals

∙ Simple and does not single out any one department

HOW IT IS EARNED

We designed the Gain Sharing system so that it is based on goals over which each employee has some control. The Co-op has two goals to meet, margin minus labor and net profit before taxes and patronage. The first goal that must be met is that margin minus labor (MML) must be at or below the budgeted MML for the quarter/year (not including gain sharing). The second goal is that HMC’s taxable net operating profit must be above 1.0% of gross sales before taxes and patronage (NOPBTP) before a distribution would be made.

HOW THE AMOUNT IS DETERMINED

At the end of each quarter we look first at MML (before Gain sharing) to see if it is at or below budget goal and then look at Book Net Operating Income (NOI) to determine if it is above 1.25% of gross sales.

40% of Book NOI > 1.25% of gross sales

Book NOI, for gain share purposes, is defined as Earnings Before Interest, Taxes, Depreciation and Amortization (EBITDA) less Interest Expense on a book (not tax) basis.

HOW IT IS DISTRIBUTED

Eligibility: Employee must be employed at the end of the quarter/year and must be employed when the checks are distributed to get their check.

Method of Payment: Gain Sharing is based on both year-end profit and quarterly profit. The quarterly Gain Sharing checks will be distributed within seven weeks after the end of the quarter. They may be issued as separate “payroll” checks with federal and state deductions taken out. 50% of the Gain Sharing amount is paid after each quarter, and 50% is held in a “reserve fund” to be paid out only if our goals are met for the entire fiscal year. It would be possible to have a modest profit for the first two quarters and then large losses for the second two, incurring a net loss for the fiscal year. In such a scenario, the reserve fund helps safeguard the assets of the member-owners.

Method of Calculation: All the hours paid to everyone (excluding Core) who was employed in the quarter and eligible are added together to get the total hours paid. The total Gain Sharing is divided by the total hours paid to get an amount per hour. That amount is multiplied by the hours an individual was paid for the quarter to figure the amount of that individual’s gain sharing check.

Minimum Check: Checks may be written for amounts of less than $5.00. If the check is not issued, the employee’s full Gain Sharing Amount will be held in reserve and added to their next quarter’s Gain Sharing check.

Long-term Employees: Long-term employees who leave the Co-op may be entitled to receive their Gain Sharing reserves under the following circumstances:

1. Employees who have worked two years or longer may receive 100% of their reserves.

2. Employees must have a current address on file.

Checks for these reserves shall be issued within two and on-half months of year-end or at the completion of our annual audit.

** Employee Leave of Absence: Employees on either a paid or an unpaid leave of absence during distribution of Gain Sharing checks will receive their Gain Sharing check if and when they return to work at the end of their leave.

‍ ‍

Side Letter of Agreement Concerning the System Administrator and Accounting/Payroll Coordinator Positions

1. When hiring into any of the above positions, the pay scale shall be the grade 5 pay scale with an additional $.50 per hour for grade 6.

2. In addition, the employee in the System Administrator position shall also receive a differential of sixty-five cents ($.65) per hour in compensation for the lack of overtime pay.

Side Letter on Core Workers

The Co-op will reduce the number of core worker shifts to no more than 25 per term, and shall restrict core workers to bagging, bagel and cheese duties.

Side Letter on Training and Development Program Committee

The parties to this agreement are Hunger Mountain Cooperative, Inc (“the Employer” and representatives of UE Local 255 (“the Union”).

This Agreement is the result of discussions between the Employer and the Union in the course of negotiations and a mutual desire to work together to provide opportunities for continued professional development and job-related training for all staff.

The parties agree as follows:

A committee will be established within sixty (60) days of the ratification of this Agreement to study the elements of a Training and Development Program for job-related training opportunities for Co-op staff. The committee will be comprised of three (3) employees designated by the Union and three (3) members of the Co-op management team designated by the Co-op.

The goal of this Committee is to discuss a Training and Development Program addressing the below components in accordance with the purpose described below and to make recommendations to management on the development of the Program on or before July 1, 2018.

Committee members will be paid at their normal rate for time spent attending committee meetings. Committee members will be granted additional time for specific tasks as assigned by the committee such as preparing for meetings and performing tasks related to the Committee. To perform any Training and Development Committee activities while on the clock other than break time, employees need to request approval from their manager, as well as inform their supervisor (or MOD) when they are leaving their normal duties and when they are returning to normal duties. Committee activities must not interfere with employees’ responsibilities to perform their assigned duties.

The purpose of the Program shall be as follows:

To provide opportunities for ongoing learning and professional growth in support of the goals of the Union and the mission of the Co-op;

To increase staff awareness of available training opportunities;

To improve recordkeeping in relation to staff ongoing training and development;

To encourage participation of all employees in ongoing job training and professional development, regardless of position or length of service.

The committee will review and discuss the following Program components in order to guide their recommendations to management:

A list of available training and development opportunities inside and outside the Co-op (seminars, workshops, college courses, NCGA modules, trade shows, field trips, networking events, online self-paced learning, job shadowing, etc.)

A list of job titles for which this Program will apply

A list of skills, job competencies, and training requirements that would support either ongoing success in the selected position(s) or provide an outline of skills necessary for an employee to be a successful candidate for a position. Receiving training or taking courses identified therein are not a guarantee that an employee is presumptively qualified or will be guaranteed as the successful candidate for the position.

Procedure for requesting internal or external training, including method for manager approval and travel and expense reimbursement

Procedure for approving departmental training requests (e.g., first come first serve, by seniority, by position etc.)

Procedure and criteria for adding approved training to list of available opportunities (e.g., cost, whether training is applicable to job description or otherwise support ongoing development)

Procedure to document approved and completed training in employee records

Side Letter Agreement on Supplemental Pay for Buyers

To clarify Article 41, Section 5 of the Agreement between Hunger Mountain Co-op and the United Electrical, Radio, and Machine Workers of America and its affiliate, Local 255, the Co-op and Union agree that

All buyers will receive the $2.00 per hour wage differential for time spent training other employees in operational tasks including purchasing and handling of products.

Buyers will not receive the wage differential for sharing information with regard to products, vendors, and aspects of the food system and industry. All buyer job descriptions will be updated with the following language:

Provide product information to staff and customers as requested on an ongoing basis

Research products as needed to answer customer questions, fulfill special orders, provide staff information, and support demos and special events in coordination with the Demo Coordinator