Houston Division of Kroger Food Stores and Retail Clerks Union, AFL-CIO, Local 455 (1971)

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1 Cornell University ILR School Retail and Education Collective Bargaining Agreements - U.S. Department of Labor Collective Bargaining Agreements Houston Division of Kroger Food Stores and Retail Clerks Union, AFL-CIO, Local 455 (1971) Follow this and additional works at: Thank you for downloading an article from Support this valuable resource today! This Article is brought to you for free and open access by the Collective Bargaining Agreements at It has been accepted for inclusion in Retail and Education Collective Bargaining Agreements - U.S. Department of Labor by an authorized administrator of For more information, please contact

2 Houston Division of Kroger Food Stores and Retail Clerks Union, AFL- CIO, Local 455 (1971) Location TX Effective Date Expiration Date Number of Workers 1700 Employer Houston Division of Kroger Food Stores Union Retail Clerks Union Union Local 455 NAICS 44 Sector P Item ID b175f011_02 Keywords collective labor agreements, collective bargaining agreements, labor contracts, labor unions, United States Department of Labor, Bureau of Labor Statistics This article is available at

3 R E TA IL CLER K S UNION LO C A L NO Gulf Freeway Unit - B Building - B Suite (713) Houston, Texas I N I AGREEMENT WITH C 3 THE HOUSTON DIVISION OF KROGER FOOD STORES

4 A G R E E M E N T BETWEEN THE HOUSTON DIVISION OF KROGER FOOD STORES AND RETAIL CLERKS UNION, LOCAL NO. 455 PREAMBLE 1 ARTICLE 1. RECOGNITION OF THE UNION AND BARGAINING UNIT 1 ARTICLE 2. UNION STORE CARD 1 ARTICLE 3. UNION SECURITY 2-3 ARTICLE 4. DISCHARGE AND DISCRIMINATION 3 ARTICLE 5. SENIORITY 3-5 D e f in itio n 3 S e n io r ity L is ts 4 Choice o f Schedules and Hours 4-5 L a y -O ff, R e ca ll and V a cations 5 Sunday and H oliday R otation 5 T ra n s fe rs 5 ARTICLE 6. WORKING CONDITIONS 5-7 Work Week 5-6 Work Day 6 O vertim e and Sunday Rate 6 D a ily Guarantee 6 H oiiday Rate 6 Ni g h t Premi um 6 Scheduled Day O ff 6 Ti ps 6 T ra n s p o rta tio n Allow ance 6-7 Work Schedule 7 S h if t In te rv a l 7 Meal P erio d 7 R est P eriods 7 ARTICLE 7. WAGES 7 ARTICLE 8. HOLIDAYS 7-8 Recognized H olidays 7 E 1ig ib i 1i ty 8 B irth da y and Anniversary H olidays 8 H oliday Pay 8 E xtra Day 8 ARTICLE 9. VACATIONS 8-10 E 1i g i b i 1i ty 8-9 V a ca tion Pay 9 General P rovisions 9 S e p a ra tio n s 10 E ffe c t o f Leaves o f Absence 10 P a rt-t i me 10 ARTICLE 10. SEPARATION PAY 10 ARTICLE 11. FULL-TIME EMPLOYEE 10-11

5 ARTICLE 12. LEAVES OF ABSENCE Pregnancy Sickness o r In ju ry 12 P ersonal Leave 12 Union Business 12 Requi rements M ilit a r y Leave 13 Jury Duty and Appearances 13 Funeral Leave 13 ARTICLE 13. GENERAL PROVISIONS Uni forms 13 Bu1le t i n Board 13 C h a rita b le C o n trib u tio n s 14 S tore Meetings 14 V oti ng Time 14 Recording o f Time Worked 14 ARTICLE 14. UNION RIGHTS 14 ARTICLE 15. MANAGEMENT RIGHTS 14 ARTICLE 16. HEALTH AND WELFARE ARTICLE 17. PENSION PLAN 16 ARTICLE 18. DISPUTE PROCEDURE ARTICLE 19. NO STRIKE, NO LOCKOUT 18 ARTICLE 20. SEPARABILITY 18 ARTICLE 21. DURATION AND EXPIRATION 18 SCHEDULE "A " - WAGES GENERAL PROVISIONS RELATIVE TO WAGE SCHEDULE A -1, A -2, A-3

6 A G R E E M E N T T h is Agreement e n te re d in to t h is day o f, 1971, by and between The Houston D iv is io n o f K roger Food S to re s, h e r e in a fte r re fe rre d to as the "E m p lo yer", and R e ta il C le rk s U nion, Local No. 455, c h a rte re d by th e R e ta il C le rk s In te rn a tio n a l A s s o c ia tio n, AFL-CIO, h e r e in a fte r re fe rre d to as th e "U n io n ". I t is th e in t e n t and purpose o f th e Employer and th e Union to prom ote and improve la b o r management r e la tio n s between them and to s e t fo r th h e re in th e b a s ic term s o f agreement covering wages, hours, and c o n d itio n s o f employment to be observed. In c o n s id e ra tio n o f th e mutual p rom ises and agreements between th e p a rtie s h e re to, and in c o n s id e ra tio n o f t h e ir mutual d e s ire s in p rom oting e f f i c i e n t conduct in business and p ro v id in g f o r th e o rd e rly s e ttle m e n t o f d is p u te s between them, the p a rtie s to t h is Agreement agree as fo llo w s : ARTICLE 1. RECOGNITION OF THE UNION AND BARGAINING UNIT A. The Union s h a ll be th e so le and e x c lu s iv e b a rg a in in g agent f o r a ll employees employed by th e Houston D iv is io n o f K roger Food S to re s in s to re s o p e ra tin g in the s ta te o f Texas, e x c lu d in g a l l persons employed in th e meat d e p a rtm e n ts, s to re managers, co-managers, management tra in e e s, p ro fe ssio n a l employees, guards and superv is o rs as defined in the L.M.R.A., as amended. B. The Employer agrees n ot to e n te r in to any agreement o r c o n tra c t w ith the employees, w r itte n o r o r a l, in d iv id u a lly o r c o lle c t iv e ly, which in any way c o n f lic t s w ith the terms and p ro v is io n s o f th is Agreement. ARTICLE 2. UNION STORE CARD The Union agrees to issue Union S to re Cards to th e Employer under th e ru le s g o vern ing Union S to re Cards as s e t fo r th in th e C o n s titu tio n o f th e R e ta il C le rk s In te rn a tio n a l A s s o c ia tio n. Such Union S to re Cards a re and s h a ll remain th e p ro p e rty o f s a id In te rn a tio n a l A s s o c ia tio n, and th e Employer agrees to s u rre n d e r s a id Union S to re Cards to an a u th o riz e d re p re s e n ta tiv e o f th e Union upon demand in the e vent o f f a ilu r e by th e Employer to observe the term s o f t h is Agreement o r th e c o n d itio n s under which said Union S tore Card is issued. Union S tore Cards w ill be displayed in a ll stores covered by th is Agreement.

7 ARTICLE 3. UNION SECURITY A. D uring the lif e o f th is Agreement, the Employer s h a ll deduct in itia fees and re g u la r m onthly dues from th e f i r s t (1 s t) pay o f each month o f th e employees who are members o f th e Union and who in d iv id u a lly and v o lu n t a r ily c e r t i f y in w r it in g \ on th e C heck-o ff A u th o riz a tio n Form f o r such d e d u c tio n s. Such a u th o riz a tio n s h a ll be d in g on th e employees f o r th e d u ra tio n o f t h is Agreement u nle ss th e a u th o riz a tio n is revoked in accordance w ith th e p ro v is io n s o f th e T a ft- H a r tle y A ct o f 1947, as amended. The Union s h a ll c e r t i f y in w r it in g a l i s t o f i t s new members, to g e th e r w ith X s ig n e d a u th o riz a tio n c a rd s, w ith an ite m iz e d l i s t o f such i n i t i a t i o n fees and dues to be deducted from such members. The Em ployer s h a ll p ro m p tly re m it a l l sums deducted in t h is manner to the U nion. T im ing f o r such d e d u ctio n s may be worked o u t lo c a lly between th e Employer and th e Union. B. I f th e re should be a change in th e law p e rm ittin g a Union S e c u rity C lause, th e fo llo w in g s h a ll to th e e x te n t p e rm itte d by law be e f f e c t iv e as p a r t o f t h is Agreement beginning upon the e a r lie s t date p e rm itted by such e na b lin g le g is la tio n. C. I t s h a ll be a c o n d itio n o f employment th a t a l l employees covered by th is Agreement who are members o f th e Union in good s ta n d in g on th e e f f e c t iv e date o f t h is Agreement s h a ll remain members in good s ta n d in g, and those who are n o t members on the e ffe c t iv e date o f t h is Agreement s h a ll, on th e t h i r t y - f i r s t (3 1 s t) day fo llo w in g th e e ffe c tiv e date o f t h is Agreement, become and remain members in good s ta n d in g in the Union. I t s h a ll a ls o be a c o n d itio n o f employment th a t a ll employees covered by t h is Agreement and h ire d on o r a f t e r i t s e ffe c t iv e date s h a ll, on th e t h i r t y - f i r s t (3 1 s t) day fo llo w in g th e b e g in n in g o f such em ploym ent, become and remain members in good s ta n d in g in th e U nion. For th e purpose o f t h i s paragraph (C) o n ly, th e e ffe c t iv e date o f t h is Agreement as re fe rre d to above s h a ll be determ ined in accordance w ith th e p ro v is io n s o f paragraph (B) above. D. The Employer may secure new employees from any source w h a tso e ve r. D urin g th e f i r s t t h i r t y (30) days o f em ployment, a new employee s h a ll be on a t r i a l b a s is and may be discharged a t the d is c re tio n o f th e Employer. E. The Em ployer agrees to n o t if y th e Union in w r it in g w ith in t h i r t y (30) c a le n d a r days from th e date o f employment o f th e name and address o f each new em ployee, h is s o c ia l s e c u rity number, p o s itio n fo r w hich he w i l l be em ployed, date o f em ployment, and s ta r tin g ra te o f pay. The Em ployer agrees to a p p ly to such new employees th e wage s c a le, hours and o th e r c o n d itio n s o f employment s e t fo r th in t h i s Agreement. F. W ith in th e f i r s t f o r t y - e ig h t (4 8) hours o f employment o f a new em ployee, the manager o f the r e ta il e stablishm ent s h a ll e x p la in to the new employee th a t he has - 2 -

8 the r ig h t to jo in th e Union and s h a ll in tro d u c e such new employee to th e s to re stew ard o r business re p re s e n ta tiv e d u rin g w orkin g hours and s h a ll g iv e th e s to re stew ard o r business re p re s e n ta tiv e tim e to e x p la in th e Union c o n tr a c t, to answer any q u e s tio n s, and to sig n th e new employee f o r Union membership. (T h is tim e n o t to exceed te n (10) m in u te s.) ARTICLE 4. DISCHARGE AND DISCRIMINATION A. The Employer s h a ll n o t d is c rim in a te a g a in s t an employee fo r u ph o ldin g Union p r in c ip le s, s e rv in g on a com m ittee o f th e Union o r any o rg a n iz a tio n a f f i l i a t e d therew i t h. B. An employee may be d ischarg ed f o r p ro p e r cause, and the Employer s h a ll g iv e n o tic e in w r it in g o f such d ischarg e to th e Union. The Employer s h a ll n o t d isch a rg e any employee w ith o u t p ro p e r cause and s h a ll g iv e a t le a s t one (1 ) w r itte n w arning n o tic e o f th e s p e c ific c o m p la in t o r co m p la in ts a g a in s t such employee to th e employee and to th e U nion, e xcept th a t no w arning n o tic e need be g ive n to an em ployee, b e fo re d is c h a rg e, i f th e cause o f such d ischarg e is d is h o n e s ty, drunkenness, f a l s if ic a t i o n o f a p p lic a tio n fo r employment (d isch a rg e f o r f a l s if ic a t i o n o f a p p lic a tio n o f employment must be w ith in s ix ty (60) days from date o f h ir e ), re skle ssn e ss r e s u ltin g in a s e rio u s a c c id e n t w h ile on d uty, o r re fu sa l o f any employee to accept a jo b assignm ent. Warning n o tic e s s h a ll be void a fte r s ix (6) months from date o f issue. The Union may thereupon f i l e a w r itte n c o m p la in t w ith th e Em ployer w ith in seven (7 ) days a f t e r th e Union re c e iv e s n o tic e o f such d is c h a rg e. S aid c o m p la in t must be taken up w ith in seven (7) days from th e date i t is f i l e d w ith th e Em ployer, by the U n io n 's re p re s e n ta tiv e and the E m p lo ye r's d esig n ated re p re s e n ta tiv e, and i t may be re fe rre d to th e Board o f A r b it r a t io n in th e e vent th e Union and th e E m p lo ye r's d esig n ated re p re s e n ta tiv e f a i l to reach an agreem ent. Should the Board determ ine th a t i t was an im proper d is c h a rg e, the Em ployer s h a ll re in s ta te th e employee in accordance w ith the fin d in g s o f th e Board o f A r b it r a t io n. C. Upon r e c e ip t by th e Union from th e Em ployer o f a w arning n o tic e o r C o rre c tiv e A c tio n Record, an employee who fe e ls th a t such charge was u n f a ir o r unw arranted s h a ll have f if t e e n (15) days from r e c e ip t by th e Union o f such n o tic e, to f i l e a g rie va n ce concerning the Em ployer's a c tio n. ARTICLE 5. SENIORITY A. DEFINITION: 1. S e n io r ity s h a ll be d e fin e d as th e len g th o f co n tin u o u s s e rv ic e o f the employee w ith th e Employer from th e em plo ye e's la s t date o f h ir e and no employee s h a ll s u ffe r loss o f s e n io r it y by reason o f approved leave as d e fin e d in t h is Agreement.

9 2. No employee s h a ll a c q u ire any s e n io r it y r ig h ts u n t il th e employee has been in th e b a rg a in in g u n it t h i r t y (3 0 ) days and p ro vid e d f u r th e r t h a t a f t e r t h i r t y (30) days, th e s e n io r it y date s h a ll r e v e r t to th e date th e employee e nte red th e b a rg a in in g u n it. 3. S e n io r ity s h a ll be by c la s s if ic a t io n as shown in th e wage schedule o f t h is Agreement. F u ll- tim e s e n io r it y s h a ll be on a s to r e, zone o r d i s t r i c t, c i t y and c o n tra c tu a l b a s is in th e Houston area and in o th e r areas on a s to r e, c i t y, zone and c o n tra c tu a l b a s is. 4. P a rt-tim e s e n io r it y s h a ll be on a s to re b a s is. P a rt-tim e employees tr a n s fe rre d s h a ll r e ta in t h e ir s e n io r it y in th e new s to re. B. SENIORITY LISTS: S eparate s e n io r it y l i s t s o f f u ll- t im e and p a r t- tim e employees s h a ll be e s ta b lis h e d and m a in ta in e d and such re cord s s h a ll be a v a ila b le to th e Union a t a ll tim es. C. CHOICE OF SCHEDULES AND HOURS; 1. Employees by c la s s if ic a t io n and jo b assignm ent s h a ll be e n t it le d to a choice o f a to ta l weekly schedule by s e n io r it y. T h is c la im must be made by 12:00 Noon S aturday a f t e r th e p o s tin g o f th e schedule fo r the succeeding week s hours o f w ork. An employee s h a ll be p e rm itte d to e x e rc is e h is o r h er c la im f o r a weekly schedule o n ly once in e very n in e ty (9 0 ) days. Such schedule s h a ll n o t be a r b i t r a r i l y o r c a p ric io u s ly changed by the Em ployer. 2. F u ll- tim e employees by c la s s if ic a t io n w ith in a s to re and where th e employee is q u a lifie d to do th e work a v a ila b le, w fli be g ive n th e weekly schedule w ith the most hours by s e n io r it y. 3. P a rt-tim e employees by c la s s if ic a t io n w ith th e most s e n io r it y w ith in a s to re and where sa id employee is q u a lif ie d to p e rfo rm th e w ork and is a v a ila b le w il l be given th e rem aining schedules w ith the most hours. 4. Where a d d itio n a l hours in a s to re become necessary to schedule due to em ployee's absence, incre a se d volum e, e t c., i t w i l l be done by s e n io r it y as d e fin e d in t h i s A r t ic le. Employees w il l n o t n e c e s s a rily be c a lle d in u nless th e a d d itio n a l hours exceed fo u r (4 ) hours o r more o r the a d d itio n a l hours would run in to overtim e. 5. Any g rie va n ce a r is in g o u t o f s c h e d u lin g must be p resente d by 4 :0 0 p.m. on S aturday o f th e week th e schedule is posted by th e employee in v o lv e d ; o th e rw is e, s a id employee w ill be deemed not to have a v a lid grievance. 6. In a general la y - o f f o r where in e q u itie s e x is t, th e Em ployer and th e Union w ill meet and such arrangements worked o u t w ill be fin a l and b in d in g on a ll p a rtie s

10 7. P a rt-tim e employees s h a ll be given preference fo r fu ll- tim e employment over a p p lic a n ts w ith no previous experience w ith the Employer. 8. The Em ployer agrees n o t to schedule two (2 ) employees where one (1) could be scheduled to do the work a v a ila b le and said employee is q u a lifie d and a v a ila b le D. LAY-OFF. RECALL AND VACATIONS; 1. S e n io r ity by c la s s if ic a t io n s h a ll a p p ly in la y - o f f and r e c a ll p ro v id e d th e s e n io r employee re ta in e d can p e rfo rm th e work a v a ila b le. 2. S e n io rity s h a ll a p p ly in choice o f v a c a tio n tim e. Employee s va c a tio n ch oice w il l be g ranted as long as th e number o f employees o f f a t any one tim e does n o t in t e r f e r e w ith th e e f f i c i e n t o p e ra tio n o f th e s to re. E. SUNDAY AND HOLIDAY ROTATION; Sunday and h o lid a y work s h a ll be ro ta te d among q u a lifie d employees who N in d ic a te in w r it in g th a t they are a v a ila b le to work on a c o n tin u in g b a s is. Where / a d d itio n a l employees are needed, the ju n io r employees must work in inverse s e n io rity o rd e r by s to re. F. TRANSFERS 1. In th e m a tte r o f prom o tio n s o r tra n s fe rs from one typ e o f work to the o th e r, the Em ployer s h a ll have th e r i g h t to e x e rc is e h is f in a l judgm ent a f t e r g iv in g due regard to s e n io r it y. 2. In th e m a tte r o f T ra n s fe rs from one s to re to a n o th e r, th e Employer s h a ll have the r ig h t to d eterm ine w hether th e employees in th a t jo b c la s s if ic a t io n are, V s v ' V \i V j q u a lifie d fo r th e a v a ila b le assignm ent. A ll circum stan ce s b ein g reaso n a bly e q u a l, the jo b s h a ll be o ffe re d to th e most s e n io r em ployees. In th e e v e n t th a t th e most s e n io r W employee re fu se s the t r a n s fe r, the ju n io r employee w il l be tr a n s fe rre d. G. LOSS OF SENIQRITY: S e n io rity w ill be broken i f an employee: ^ 5 1. Q u its. 2. Is discharged fo r ju s t cause. 3. Is la id o f f c o n tin u o u s ly f o r a p e rio d o f more than s ix (6 ) months. F a ils to re tu rn to work a fte r being re c a lle d by the Employer by re g is te re d l e t t e r to h is la s t known address and does n o t re p o rt f o r work w ith in one (1) week (7 c a le n d a r days) from date o f h is re g is te re d l e t t e r. 5. F a ils to re tu rn to work upon co m p le tio n o f a leave o f absence as defined in A r tic le 12. ARTICLE 6. WORKING CONDITIONS \ A. WORK WEEK: The w ork week s h a ll c o n s is t o f n o t more than f o r t y (4 0) hours to be worked in n ot more than fiv e (5 ) days, Monday through Saturday in a re g u la r week and \ s V - 5 -

11 V th ir t y - t w o (32) hours to be worked in n o t more than fo u r (4 ) days, Monday th rough S a tu rd a y, in a h o lid a y week. The days are n o t n e c e s s a rily c o n s e c u tiv e. B. WORK DAY: e ig h t (8 ) hours p e r day. 1. The b a s ic w ork day fo r a ll employees b e fo re o v e rtim e s h a ll be 2. There s h a ll be no s p lit s h ifts worked o r scheduled fo r employees. C. OVERTIME AND SUNDAY RATES: Overtim e a t the ra te o f tim e and o n e -h a lf ( 1 i) w ill be pa*i d fo r a ll hours worked in excess o f th e work week o r work day as set. fo rth in A and B above, but in no case on both. Time and o n e -h a lf ( l ) w ill be paid. j 7 ^ fo r work performed on the s ix th (6 th ) day worked in the work week, and fo r work V Vv perform ed on Sunday; however, in no e v e n t s h a ll the same hours be used tw ic e in com puting premium tim e and/or o vertim e. D. DAILY GUARANTEE: A ll employees who are in s tru c te d and do re p o rt fo r work s h a ll be guaranteed a t le a s t fo u r hours work o r pay in lie u th e r e o f, e xcep t school V ^ s iu d e n ts on scheduled school days, who are n o t a v a ila b le o r enough hours do n o t remain th e w ork day. E. HOLIDAY RATE: 1. A ll work perform ed on a h o lid a y s h a ll be p a id f o r a t the premium ra te V y V I 1 K o f tim e and o n e -h a lf (1±) th e em ployee s s t r a ig h t tim e ra te o f pay and s h a ll be in a d d itio n to any h o lid a y pay th e employee is e n t it le d to under th e c o n tra c t. 2. Employees n o t e li g ib l e f o r h o lid a y pay w il l be p a id tim e and o n e -h a lf (1±) fo r hours worked on the h o lid a y. F. NIGHT PREMIUM: 1. F u ll- tim e employees s h a ll re c e iv e a n ig h t premium o f tw e n ty - fiv e cents ($.2 5 ) per hour fo r a ll hours worked from 6 :00 p.m. to 6 :00 a.m., except on Saturday \ 1 the n ig h t premium s h a ll apply fo r hours worked from 7 :30 p.m. to 7 :30 a.m. 2. P a rt-tim e employees (e x c e p t c o u rte s y c le r k s ) s h a ll re c e iv e a n ig h t ' premium o f tw e n ty -fiv e cents ($.25) per hour fo r a ll hours worked from 6 :30 p.m. to 6 :30 a.m., except on Saturday the premium s h a ll apply from 7 :30 p.m. to 7 :30 a.m. G. SCHEDULED DAY OFF: An employee (who works th ir ty - tw o (32) o r more hours p er week) who is re q u ire d to w ork on a scheduled day o f f w i l l re c e iv e tim e and o n e -h a lf (1±) fo r a li work perform ed on th a t day. The scheduled day o f f is th e one posted on F rid a y, o r any a llo w e d re v is io n s th e re o f. In o rd e r to re c e iv e th e premium pay, th e employee must work the b asic work week. H. TIPS: Employees s h a ll be allowed to keep a ll tip s. I. TRANSPORTATION ALLOWANCE: Employees s h a ll not be re qu ire d to fu rn is h th e ir tra n s p o rta tio n to conduct any business o f the Employer. Employees who are

12 a u th o riz e d to use t h e ir own tra n s p o rta tio n to conduct any business o f th e Employer s h a ll be reimbursed a t the ra te o f ten cents ($.10) per m ile. J. WORK SCHEDULE: 1. The hours fo r each employee s h a ll be scheduled by th e Em ployer. A schedule fo r employees s h a ll be posted by 4:00 p.m. on F rid a y fo r th e succeeding week and such schedule w i l l n o t be changed d u rin g th e week unless such re q u ire m e n t is n e c e s s ita te d because o f sickness o r emergencies ("em ergency" means s t r i k e, f i r e, flo o d, e t c. ) Employee's schedules w i l l n o t be changed to a void th e payment o f o v e rtim e e xcept as a I lowed h e re in. 2. The schedule s h a ll be posted in in k o r o th e r permanent typ e p r in tin g and s h a ll show th e la s t name and i n i t i a l o f th e em ployee, th e em ployee's s t a r t in g tim e and q u ittin g tim e, and scheduled days o ff. K. SHIFT INTERVAL: The employee w ill be given e ig h t (8 ) hours o ff duty between scheduled s h if t s. L. MEAL PERIOD: Employees who are scheduled to work more than fo u r (4) hours in a day s h a ll be g ranted one (1 ) hour w ith o u t pay fo r meal p e rio d. Such meal p e rio d w il l be scheduled d a ily and as near th e m iddle o f th e w ork s h i f t as p o s s ib le. A meal p e rio d o f less than one (1 ) h o u r, b u t n o t le ss than o n e -h a lf ( i ) h o u r, may be granted when i t is agreeable w ith both the employee and the s to re manager. M. REST PERIODS: Employees w orkin g fo u r (4 ) hours b u t less than seven (7 ) hours in a work day s h a ll receive one (1 ) fifte e n (15) m inute re s t p e rio d. Employees ^ w o r k in g seven (7 ) o r more hours in a work day s h a ll re c e iv e two (2 ) f if t e e n (1 5 ) m inute ^ r e s t p e rio d s d u rin g th e w ork day; one in th e f i r s t p a r t o f th e w ork day and th e o th e r in ' the second p a rt o f the work day. Employees w orking ten (10) o r more hours in a work day s h a ll re c e iv e a t h ir d (3 rd ) f ift e e n (15) m inute r e s t p e rio d. ARTICLE 7. WAGES A. Rates o f pay fo r job c la s s ific a tio n s now s e t fo rth in th is Agreement sha11 be n ot less than as se t fo rth in Schedule "A " attached hereto and made a p a rt o f w th is Agreement. B. When an employee works less than a f u l l week, payment fo r th e tim e worked s h a ll be computed by m u ltip ly in g the h ourly ra te by the a ctual number o f hours worked. ARTICLE 8. HOLIDAYS A. RECOGNIZED HOLIDAYS: The fo llo w in g s h a ll be co nsid e red as h o lid a y s : New Y e a r's Day, Independence Day, Labor Day, T h a n ksgiving Day, and C hristm as Day, o r ^ y days r e g u la rly c e le b ra te d in lie u th e re o f. The em ployee's b irth d a y and ( e ffe c tiv e \ January 1, 1972) a nniversary date o f employment w ill be considered as h olid ays as se t K forth below. M s 7 '

13 B. ELIGIBILITY: Employees who are absent o f th e ir own accord on e ith e r t h e ir scheduled w ork day p re ce d in g o r t h e ir scheduled w ork day fo llo w in g th e h o lid a y s h a ll be p aid o n ly fo r the hours a c tu a lly worked, e xcept where adsence is caused by proven illn e s s o r is excused by th e Em ployer, th e employee s h a ll re c e iv e h o lid a y pay, provided he o r she worked any p a rt o f the h o lid a y week. C. BIRTHDAY AND ANNIVERSARY HOLIDAYS: Employees w ill be given th e ir b irth d a y and a n n iv e rs a ry date o f employment o f f as p a id h o lid a y s under c o n d itio n s p re s c rib e d fo r h o lid a y s, provided however, when an employee s b irth d a y o r anniversary date o f employment f a l l s in a n o th e r h o lid a y week, i t w i l l be c e le b ra te d in th e f i r s t n o n -h o lid a y week fo llo w in g. Where an em ployee's b irth d a y o r a n n iv e rs a ry d ate f a l l s on Sunday, a n o th e r day o f f w ith pay w ill be given durin g th is week. D. HOLIDAY PAY: 1. FULL-TIME; D urin g a week in w hich one o f th e above h o lid a y s o c c u r, f u ll- t im e employees who work t h e ir scheduled w ork day p re ce d in g and t h e ir scheduled work day fo llo w in g th e h o lid a y s h a ll re c e iv e e ig h t (8 ) hours pay in a d d itio n to th e hours worked. 2. PART-TI ME; A p a rt-tim e employee who has worked in tw e lv e (12) o r more weeks s h a ll be e n t it le d to h o lid a y pay fo r th e h o lid a y s s e t fo r th in Paragraph A above, p ro vid e d he was scheduled fo r work in th e h o lid a y week and worked h is scheduled hours in th e h o lid a y week. Employees who are a bsent o f t h e ir own accord d u rin g a h o lid a y week s h a ll be p a id o n ly fo r th e hours a c tu a lly worked e xcept where absence is caused by proven illn e s s o r is excused by th e Em ployer, th e employee s h a ll re c e iv e th e h o lid a y pay p ro vid e d he o r she worked any D a rt o f th e h o lid a y week. H o lid a y pay s h a ll be fig u re d.o n the average hours worked fo r th e fo u r (4 ) c o n se cu tive weeks im m ediate ly p re ce d in g th e h o lid a y week on th e fo llo w in g b a s is : Average Hours Worked H oii day Pay 20 hours o r less 4 hours Over 20 hours b u t less than 32 hours 6 hours E. EXTRA DAY: I f a h o lid a y o ccurs d u rin g an em ployee s v a c a tio n, he s h a ll be g ive n an e x tra day o f f w ith pay o r re c e iv e pay in lie u th e re o f where such Is agre e a ble to the employee and the Em ployer. ARTICLE 9. VACATIONS 1. ELIGIBILITY: X A. A fu ll- tim e employee w ill be e lig ib le fo r a one-week vacation as o f the V o f i r s t a n n iv e rs a ry date o f co n tin u o u s f u ll- t im e s e rv ic e, p ro v id e d he has com pleted one V (1 ) y e a r o f co n tin u o u s f u ll- t im e s e rv ic e as o f th a t d a te. 8 -

14 B. A fte r q u a lify in g f o r h is f i r s t one-week v a c a tio n, a f u ll- t im e employee who has completed one (1 ) year o f continuous fu ll- tim e se rv ic e (b u t less than three years) p r io r to January 1 is e Iig ib le fo r a one-week vacation as o f January 1. C. A f u ll- t im e employee w i l l become e li g ib l e fo r a second week o f va c a tio n as o f th e t h ir d a n n iv e rs a ry o f h is b e g in n in g date o f co n tin u o u s f u ll- t im e s e rv ic e ^ p r o v id e d he has com pleted th re e ye a rs o f c o n tin u o u s f u ll- t im e s e rv ic e as o f th a t d a te. D. A fte r q u a lify in g fo r h is f i r s t two-week v a c a tio n, a f u l l- t im e employee Who has completed th re e (3 ) years o f continuous fu ll- tim e se rv ic e p r io r to January 1 fs e lig ib le fo r a two-week vacation as o f January 1. V E. A f u ll- t im e employee w il l become e lig ib l e f o r a t h i r d week o f v a c a tio n x * \ l as o f th e e ig h th a n n iv e rs a ry o f h is b e g in n in g date o f co n tin u o u s f u ll- t im e s e rv ic e provided he has completed e ig h t (8) years o f continuous fu ll- tim e se rv ic e as o f th a t d ate. F. A fte r q u a lify in g fo r h is f i r s t th re e -w e e k v a c a tio n, a f u ll- t im e employee who has completed e ig h t (8 ) years o f continuous fu ll- tim e se rvice p r io r to January 1 \ is e lig ib le fo r a three-week vacation as o f January 1. G. A fu ll- tim e employee w ill become e lig ib le fo r a fo u rth week o f vacation O ^ a s o f the e ig h te e n th ( e ffe c tiv e January 1, 1974, th e f i f t e e n th ) a n n iv e rs a ry o f h is i / \V x b e g in n in g date o f co n tin u o u s f u ll- t im e s e rv ic e p ro vid e d he has com pleted e ig h te e n ^ ( e ffe c tiv e January 1, 1974, f if t e e n ) years o f co n tin u o u s f u ll- t im e s e rv ic e as o f th a t ^ d a te. H. A fte r q u a lify in g f o r h is f i r s t fo u r-w e e k v a c a tio n, a f u ll- t im e employee who has com pleted e ig h te e n (18) years ( e ffe c tiv e January 1, 1974, f ift e e n (15) ye ars) o f co ntin u o us f u ll- t im e s e rv ic e p r io r to January 1 is e li g ib l e fo r a fo u r-w e e k v a c a tio n as o f January VACATION PAY: A. Employees w ill be paid th e ir s tra ig h t tim e earnings fo r th e ir basic work week. B. Vacation pay w ill be paid in advance. 3. GENERAL PROVISIONS: A. V a ca tio n s must be scheduled in th e ca le n d a r ye a r as due. No employee s h a ll be g ive n pay in lie u o f v a c a tio n. B. I f an employee q u a lif ie s fo r one, tw o, o r th re e week v a c a tio n as o f January 1 and is due to com plete the s e rv ic e necessary f o r an a d d itio n a l week o f va c a tio n la t e r in th e y e a r, he may ta ke h is earned v a c a tio n e a rly o r w a it and ta ke h is cu m u la tive earned v a c a tio n la t e r in th e y e a r

15 4. SEPARATIONS: I f an employee who has n o t taken th e va c a tio n w hich he has earned by reason o f h is s e rv ic e leaves (re g a rd le s s o f w hether he g iv e s n o t ic e ), goes in to m ilit a r y s e rv ic e o r is se para te d f o r any reason o th e r than confessed o r proven d is h o n e s ty, he s h a ll re c e iv e h is v a c a tio n pay a t th e tim e o f le a v in g. 5. EFFECT OF LEAVES OF ABSENCE: Leaves t o t a lin g 90 days o r le s s in any c a le n d a r ye a r s h a ll n o t a f f e c t va c a tio n earned in th a t y e a r; leaves to t a lin g more th a n 90 days b u t n o t o v e r 180 days s h a ll reduce v a c a tio n and va c a tio n pay by o n e -fo u rth ; leaves t o t a lin g more than 180 days b u t n o t o ver 270 days s h a ll reduce v a c a tio n and v a c a tio n pay by o n e -h a lf; leaves to t a lin g more than 270 days s h a ll d is q u a lify f o r v a c a tio n. 6. PART-TI ME: A. A p a rt-tim e employee s h a ll be g ra n te d a v a c a tio n under th e same general ru le s as provided fo r fu ll- tim e employees except th a t the maximum vacation s h a ll be two ^ (2 ) p a rt-tim e weeks and p a rt-tim e vacation w ill be fig u re d on th e number o f hours in V \ th e v a c a tio n q u a lify in g ye a r d iv id e d by f i f t y - t w o (5 2 ). ' B. The q u a lify in g date fo r a ll vacation purposes o f any p a rt- tim e employee -\V > * who su b se q u e n tly, and w ith o u t a break in h is employment, q u a lif ie s as a f u ll- t im e employee s h a ll be th e date from w hich h is s e rv ic e has been counted f o r p a rt-tim e vacation purposes ra th e r than the date he q u a lifie d as a fu ll- tim e employee. ARTICLE 10. SEPARATION PAY A f u l l- t im e employee w ith more than s ix (6 ) months re g u la r s e rv ic e who is discharged fo r Tncompetence o r is perm anently separated due to discontinuance o f the IC t jo b, s to re c lo s in g o r re d u c tio n in fo rc e, s h a ll be g ive n one week s n o tic e o r one week s N vv pay r in lie u o f n o tic e. An employee se para te d d u rin g a week f o r any o f these reasons is e n t it le d to pay th ro u gh th e day he was to ld o f h is d is m is s a l, p lu s pay f o r one a d d itio n a l week, w hich a t th e o p tio n o f th e Em ployer may e it h e r be worked o u t o r p a id in lie u o f n o ti ce. ARTICLE 11. FULL-TIME EMPLOYEE D e f in itio n d f a f u ll- t im e employee w i l l a p p ly where f u ll- t im e employee appears in th is Agreement. A. An employee w il l be c la s s ifie d as a f u l l- t im e employee a t th e end o f any tw e lve (12) co n s e c u tiv e work weeks d u rin g w hich h is average hours worked p e r week equal o r exceed 80$ o f the hours in the basic work week fo r h is c la s s ific a tio n. B. Time n ot worked because o f a h o lid a y s h a ll be counted as tim e worked towards

16 s q u a lif ic a t io n as a f u ll- t im e em ployee, re g a rd le s s o f w hether o r n o t th e employee is e n t it le d to h o lid a y pay. C. For an employee who meets th e a fo re s a id re q u ire m e n ts, co n tin u e d s e rv ic e as a f u ll- t im e employee s h a ll be dated back to th e f i r s t day worked in th e f i r s t o f the tw elve (12) q u a lify in g weeks. D. Once an in d iv id u a l has q u a lifie d as a f u ll- t im e em ployee, he s h a ll be removed from f u ll- t im e s ta tu s o n ly : 1. I f he is discharged. 2. I f he q u its v o lu n t a r ily, o r becomes u n a v a ila b le f o r f u ll- t im e work because o f another jo b. 3. I f he is perm anently la id o f f due to e lim in a tio n o f jo b. " A. I f he has been reduced, a t h is v o lu n ta ry w r itte n re q u e s t, to less ttian h a lf- tim e work f o r one f u l l fo u r (4 ) week a c countin g p e rio d. Upon re c e ip t o f such re q u e st th e employee s h a ll be n o t if ie d o f th e date on w hich h is f u ll- t im e s ta tu s and b e n e fits w il l be te rm in a te d, p ro vid e d he does n o t re tu rn to f u ll- t im e w ork in the meantime. 5. I f p r io r to com p le tio n o f two years o f s e rv ic e as a f u l l- t im e em ployee, he has worked less than h a lf- tim e o r has been la id o f f in 10 o r more weeks in 3 c o n se cu tive p e rio d s, in c lu d in g th e la s t 2 weeks o f th e most re c e n t p e rio d. 6. I f a f t e r com ple tio n o f two years o f s e rv ic e, as a f u ll- t im e employee, he has worked less than h a lf- tim e o r has been la id o f f in 20 o r more weeks In 6 co n se cu tive p e rio d s, in c lu d in g th e la s t 2 weeks o f th e most re c e n t p e rio d. E. I f separated from f u ll- t im e s ta tu s in accordance w ith the p re ce d in g para g ra ph, th e employee has s u ffe re d a break in s e rv ic e w hich cannot be b rid g e d o r e lim in a te d by subsequent employment. To q u a lify as a f u ll- t im e em ployee, he must again meat the requirem ents s e t fo rth in th e f i r s t paragraph. F. A day s tu d e n t a vera g in g 8056 o r more o f th e b a s ic w ork week d u rin g the summer w ill be re ta in e d on a p ro b a tio n a ry b a s is u n t il O ctober 15. I f he is s t i l l w orkin g a t th a t tim e, has met a ll requirem ents fo r c la s s ific a tio n as a fu ll- tim e employee, and is c u rre n tly a vera g in g 5056 o r more o f th e b a s ic work week, he s h a ll be c la s s ifie d as a f u ll- t im e em ployee, h is b e g in n in g date o f co n tin u o u s s e rv ic e s h a ll be dated back to the beginning o f h is q u a lify in g se rvice as defined in the preceding paragraph. ARTICLE 12. LEAVES OF ABSENCE A. PREGNANCY: An employee who has had one (1 ) year o f continuous se rv ic e w ill *' O" granted a leave o f absence upon her w ritte n request supported by a statem ent from a V V

17 physicia n c e rtify in g th a t the employee is pregnant and the a n tic ip a te d b ir th date. Such leave s h a ll e x p ire n o t la t e r than th re e (3 ) months a f t e r b ir t h o r m is c a rria g e u nle ss the employee re quests in w r it in g an e x te n s io n o f th e le a ve, su pp o rte d by a d o c to r's c e r t i f i c a t e c e r t if y in g th a t such an e x te n s io n Is necessary b u t in any case th e leave o f absence s h a ll n o t be extended more than an a d d itio n a l th re e (3 ) m onths. Two (2 ) weeks b e fo re th e e x p ira tio n o f a pregnancy le a ve, th e employee s h a ll n o t if y th e Em ployer th a t she w il l be a v a ila b le f o r work a t th e e x p ir a tio n date o f h e r leave and w ill have a d o c to r 's release a t th a t tim e unless she requests an extension as provided above. B. SICKNESS OR INJURY: A leave o f absence because o f sic k n e s s o r In ju r y n o t to exceed n in e ty (90) days s h a ll be g ra n te d,to an employee upon w r it te n re q u e s t supported by medical evidence. Extensions w ill be granted up to n in e ty (90) days a t a tim e fo r a cu m u la tiv e t o t a l o f one (1 ) y e a r, i f requested and g ra n te d in w r it in g supported by proper medical evidence p r io r to each e x p ira tio n. C. PERSONAL LEAVE: Any employee w ith s ix (6 ) months o r more o f se rv ic e d / ^ d ' X w ith the Employer may be g ra n te d a t the convenience o f th e Em ployer and th e employee a personal leave o f absence, w ith o u t pay, n o t to exceed t h ir t y (30) days. D. UNION BUSINESS: The Employer s h a ll g ra n t the necessary tim e o f f w ith o u t d is c rim in a tio n o r lo ss o f s e n io r it y r ig h ts and w ith o u t pay to any employee d esig n ated by the Union to a tte n d a la b o r co n ve n tio n o r serve in any c a p a c ity on o th e r o f f i c i a l Union business p ro vid e d th e Employer is g ive n a t le a s t seven (7 ) days n o tic e in w r it in g s p e c ify in g th e le n g th o f tim e o f f, b u t In no case s h a ll th e len g th o f tim e o f f exceed one (1 ) y e a r. E. REQUIREMENTS: 1. Any employee d e s irin g a leave o f absence from th e jo b s h a ll secure w r itte n p e rm issio n from th e Em ployer w ith a copy to th e U nion, th e le n g th o f absence to be agreed upon by th e Em ployer and th e em ployee. F a ilu re to comply w ith h is p ro v is io n s h a ll r e s u lt in th e com plete loss o f s e n io r it y r ig h ts o t th e employee in v o lv e d. I n a b ilit y to work because o f sic k n e s s o r in ju r y s h a ll n o t r e s u lt in th e loss o f s e n io r it y r ig h ts. 2. Time spent on leave o f absence w il l n o t be counted as tim e worked fo r th e purpose o f wage com putation o r o th e r b e n e fits, e xcept as o th e rw is e p ro v id e d h e re in, and w il l n o t r e s u lt In lo ss o f s e n io r it y. In case o f a pregnancy le a v e, s e n io r it y s h a ll be re ta in e d b u t s h a ll n o t accrue d u rin g th e p e rio d o f such pregnancy leave. F a ilu re to re p o rt back to w ork a t the end o f a leave o f absence s h a ll r e s u lt In employee being considered a v o lu n ta ry q u it. Any employee accepting employment elsewhere w h ile on leave 12 -

18 o f absence s h a ll be consid e red a v o lu n ta ry q u i t, e xcept a case where such employee works fo r th e Union. F. MILITARY LEAVE: 1. An employee who e n lis t s o r is ind u cte d in to m ilit a r y s e rv ic e s h a ll be ''N returned to h is job and re ta in h is s e n io rity under the p ro v is io n s o f the Federal ị ^ S e le c tiv e T ra in in g A ct. 2. Any employee who is required to re p o rt fo r duty w ith the N ational ^ Guard o r w ith any Reserve o f any branch o f the m ilita r y s h a li n ot be re qu ire d to h is v a c a tio n a t th a t tim e. G. JURY DUTY AND APPEARANCES; 1. In case an employee Is known to have served on any duly c o n s titu te d ju r y, o r to have been subpoenaed as a w itn e s s, he s h a ll be p a id f o r hours n e c e s s a rily ^ a b s e n t from w ork. Employees who assume r e s p o n s ib ilit y o f c itiz e n s h ip by s e rv in g in \ ^ \s u c h c a p a c ity w il l be p riv ile g e d to r e ta in ju r y o r w itn e s s fees in a d d itio n to t h e ir ^ I V p a y, b u t t h is p r iv ile g e so fa r as ju r y fees are concerned w il l be extended o n ly once in any th re e successive years. 2. Any employee re qu ire d to appear in legal proceedings on b e h a lf o f th e Employer s h a ll be p a id f o r any tim e necessary f o r th a t purpose, in c lu d in g tra v e l tim e to th e proce e d in g from th e s to re, and s h a ll be reim bursed f o r p a rk in g fe e s r e s u ltin g from parking fo r such proceeding. Parking re c e ip t must be presented to receive reimbursem ent. H. FUNERAL LEAVE: I f a member o f an em ployee's immediate fa m ily s h a ll d ie, P s a id employee s h a ll be p a id f o r a reasonable p e rio d o f absence depending upon th e Cv circum stances but n ot to exceed a maximum o f th re e (3 ) scheduled work days. The term o o "im m ediate fa m ily " s h a ll mean spouse, p a re n t, c h ild, b ro th e r, s is t e r, g ra n d c h ild re n,, <^ i U grandm other, g ra n d fa th e r, fa th e r - in - la w, m o th e r-in -la w, o r any r e la tiv e re s id in g w ith th e employee. ARTICLE 13. GENERAL PROVISIONS A. LMI FORMS: Any uniform deemed necessary by the Employer fo r it s employees s h a ll be fu rn is h e d by th e Em ployer. Female employees s h a ll be fu rn is h e d u n ifo rm s o f Dacron o r s im ila r typ e m a te ria l. U niform s w il l be re p la ce d as needed. A ll male employees. w il l be fu rn is h e d b o w -tie s, w hich w il l be re pla ced as needed. A charge o f tw e n ty -fiv e ^ cents ($.2 5 ) w il l be made f o r replacem ent o f a b o w -tie to any male employee when such need fo r replacem ent is due to loss o r damage by the employee. BULLETIN BOARDS: The Em ployer w ill p ro vid e a b u lle tin board in each s tc ',~'' The Union may post n o tic e s necessary fo r conducting Union business on such boards. 13 -

19 C. CHARITABLE CONTRIBUTIONS: C h a rita b le c o n trib u tio n s w i l l be on a v o lu n ta ry b a s is. D. STORE MEETINGS: S tore meetings c a lle d by the Employer a t which employee a ttendance is re q u ire d s h a ll be co n sid e re d hours worked and p a id f o r a c c o rd in g ly. E. VOTING TIME: Texas law regarding em ployee's tim e o f f fo r v o tin g s h a ll be fo llo w e d. F. RECORDING OF TIME WORKED: 1. Employees w il l be re s p o n s ib le f o r punching and s ig n in g t h e ir own tim e cards and w i l l be p a id in accordance w ith th e tim e re cord s on such ca rd s. Employees fa ilin g to fo llo w the proper procedure regarding cards w ill be s u b je c t to d is c ip lin e. 2. When an employee f a i l s to re cord tim e on h is tim e ca rd, o r when th e tim e c lo c k re cord s an e r r o r on the em ployee's c a rd, th e employee s h a ll re p o rt such f a ilu r e o r e r r o r to th e s to re manager o r h is d e sig n a te who s h a ll in s e r t th e p ro p e r tim e in in k on th e card and i n i t i a l i t, and th e employee s h a ll a ls o i n i t i a l s a id c a rd. ARTICLE 14. UNION RIGHTS A. Lengthy d is c u s s io n s between employees and re p re s e n ta tiv e s o f th e U nion, in c lu d in g th e s to re ste w a rd, o r among them selves concern in g d is p u te s, s h a ll n o t ta ke place durin g w orking hours. B. The manager o f a s to re s h a ll g ra n t to any a c c re d ite d Union o f f i c i a l access to th e s to re fo r th e purpose o f s a tis fy in g h im s e lf t h a t th e term s o f t h i s Agreement are being comp I led w ith. ARTICLE 15. MANAGEMENT RIGHTS The management o f th e b usiness and th e d ir e c tio n o f th e w o rkin g fo rc e s, in c lu d in g th e r ig h t to p la n, d ir e c t, c o n tr o l, expand, reduce and te rm in a te s fo re o p e ra tio n s, h ir e, suspend, o r d isch a rg e f o r p ro p e r cause, tr a n s fe r o r re lie v e employees from duty because o f la c k o f work o r fo r o th e r le g itim a te reasons, th e r ig h t to stu d y o r in tro d u c e new o r improved p ro d u c tio n methods o r f a c i l i t i e s and th e r i g h t to e s ta b lis h and m a in ta in ru le s and re g u la tio n s c o v e rin g th e o p e ra tio n o f th e s to re s, a v io la tio n o f rfhich s h a ll be among th e causes fo r d is c h a rg e, are ve ste d in th e Em ployer, p ro v id e d, however, th a t t h is r i g h t s h a ll be e x e rc is e d w ith due regard f o r th e r ig h ts o f the v employee and p ro v id e d f u r th e r t h a t i t w i l l n o t be used f o r th e purpose o f d is c rim in a tio n >... a g a in s t any employee and p ro vid e d fu r th e r t h a t t h is r ig h t is n o t in c o n f li c t w ith any o th e r p ro v is io n o f t h i s Agreement. ARTICLE 16. HEALTH AND WELFARE A. E ffe c tiv e March 1, 1971, th e Em ployer s h a ll c o n trib u te to th e e s ta b lis h e d S outhcentral D iv is io n R e ta il C lerks Unions and Employers H ealth and W elfare T ru s t the

20 sum o f tw e n ty -n in e ($ ) d o lla rs p e r month fo r each employee who has worked an average o f t h ir t y - t w o (32) hours p er week f o r a p e rio d o f e ig h t (8 ) c o n se cu tive ca le n d a r weeks (256 hours) and s h a ll c o n tin u e to c o n trib u te tw e n ty -n in e ($ ) d o lla rs p e r month on each employee who m a in ta in s an average o f th ir t y - t w o (32) hours p e r week fo r a p e rio d o f e ig h t (8 ) c o n se cu tive ca le n d a r weeks (256 h o u rs ). Such c o n trib u tio n s to be used to p ro v id e H ealth and W e lfa re b e n e fits as determ ined by th e tru s te e s as p ro vid e d in th e S outhcentral D iv is io n R etail C lerks Union and Employers H ealth and W elfare T ru s t Agreement. B. The e ig h t (8 ) c o n se cu tive ca le n d a r weeks re fe rre d to in S e ctio n A above s h a ll mean th e e ig h t (8 ) co n s e c u tiv e c a 'a n d a r weeks im m ediately p receding the f i r s t day o f the calendar month, which s h a ll De the period used fo r d eterm ination o f the c o n tin u a tio n o f c o n trib u tio n s on '.ach employee. C. E ffe c tiv e w ith the c o n tr ib u tio n due on January 1, 1973, th e Em ployer s h a ll c o n trib u te th ir t y - t w o ($ ) d o lla rs p e r month on each e lig ib l e employee to the S o u th centra l D iv is io n R e ta il C le rk s Unions and Employers H ealth and W e lfa re T ru s t under the co n d itio n s se t fo rth in Section A above. E ffe c tiv e w ith th e c o n tr ib u tio n due on January 1, 1974, th e Em ployer s h a ll ^ c o n trib u te t h i r t y - f o u r ($ 34.00) d o lla rs p e r month on each e li g ib l e employee to the 9 -? S o u th cen tra l D iv is io n R e ta il C le rk s Unions and Employers H ealth and W e lfa re T ru s t under th e c o n d itio n s s e t fo r th in S e ctio n A above. E ffe c tiv e w ith th e c o n trib u tio n due on June 1, 1974, th e Em ployer s h a ll c o n trib u te th irty -s e v e n ($ ) d o lla rs p e r month on each e li g ib l e employee to the S o u th cen tra l D iv is io n R e ta il C le rk s Unions and Employers H ealth and W e lfa re T ru s t under the co n d itio n s set fo rth in Section A above. D. C o n trib u tio n s to th e T ru s t Fund s h a ll be d is c o n tin u e d as o f th e f i r s t o f the month im m ediately fo llo w in g : 1. A la y o ff o r leave o f absence o f t h i r t y (30) ca le n d a r days o r more except as otherw ise provided below. 2. The em ployee's ceasing to work an average o f t h ir t y - t w o (32) hours o r more p e r week fo r e ig h t (8 ) c o n se cu tive c a le n d a r weeks (256 h o u rs ). For th e purpose o f th is p ara g ra ph, an employee who is on an approved personal leave o f absence o f two (2) weeks o r less o r on mi l i t a r y leave o f absence o f two (2 ) weeks o r less s h a ll be c re d ite d w ith the hours he would norm ally have worked in such week o r weeks. E. C o n trib u tio n s to th e T ru s t Fund s h a ll be c o n tin u e d under th e fo llo w in g condi tio n s : 1. In case o f illn e s s o r non-w ork a c c id e n t s ix (6 ) months c o n trib u tio n fo llo w in g the month in which the illn e s s o r in ju ry occurs. 15 -

21 2. In case o f pregnancy, one (1 ) m o nth 's c o n trib u tio n a f t e r th e month in which the employee begins her pregnancy leave o f absence. 3. In case o f compensable in ju r y, th re e (3 ) m onths' c o n trib u tio n s fo llo w in g the month in which the in ju ry occurs. 4. The Employer agrees to pay th e c o n tr ib u tio n s to th e T ru s t Fund fo r e li g ib l e employees fo r one (1 ) month fo llo w in g te rm in a tio n o f employment. T h is o b lig a tio n s h a ll n o t be re q u ire d when an employee is d isch a rg e d f o r j u s t cause. F. Employer c o n trib u tio n s w hich have been d is c o n tin u e d as p ro vid e d in S e ctio n D above w i l l be resumed on th e f i r s t day o f th e month im m ediate ly fo llo w in g re tu rn to w ork on th e E m p lo ye r's a c tiv e p a y ro ll a f t e r illn e s s, in ju r y o r pregnancy leave o f absence. ARTICLE 17. PENSION PLAN A. The Em ployer agrees to c o n trib u te to a j o i n t l y a d m in is te re d T ru s t Fund known as th e R e ta il C le rk s Unions - S outhern D iv is io n and Employers Pension Fund th e sum o f e ig h t ce n ts (S.0 8 ) p e r hour f o r a l l hours p a id, up to f o r t y (40) hours a week, fo r a ll employees in th e b a rg a in in g u n it h e re in d e scrib e d and f o r p ro b a tio n a ry em ployees. Hours p a id s h a ll in c lu d e p a id hours o f v a c a tio n, h o lid a y s and o th e r hours o f leave p aid f o r by the Em ployer. Such c o n trib u tio n s s h a ll be made on o r b e fo re th e tw e n tie th (2 0 th ) day o f each month fo r th e p re ce d in g ca le n d a r month. Upon payment o f m onthly c o n trib u tio n s th e Employer s h a ll re p o rt to the Union and th e T ru s t Fund a l l hou rs worked by a l l employee* f o r w hich c o n trib u tio n s were re q u ire d d u rin g th e p re ce d in g month. B. E ff e c t iv e O ctober 1, 1972, th e amount o f c o n tr ib u tio n s s h a ll be n in e cents ($.0 9 ) p e r hour fo r a ll hours as p rovid e d in Paragraph A above. E ffe c tiv e A p ril 1, 1973, th e amount o f c o n tr ib u tio n s s h a ll be te n cents ($.10) per hour fo r a ll hours as provided in Paragraph A above. E ff e c t iv e January 1, 1974, th e amount o f c o n tr ib u tio n s s h a ll be eleven cents ($.1 1 ) p er hour fo r a ll hours p rovid e d in Paragraph A above. V C. The c o n trib u tio n s p ro v id e d f o r in (A) h e re o f s h a ll be f o r th e purpose o f \ \ p ro v id in g such Pension b e n e fits fo r e li g ib l e employees and o th e r e lig ib l e persons as are v determ ined from tim e to tim e by th e tru s te e s o f th e a fo re s a id T ru s t Fund p u rsu a n t to the term s o f a T ru s t Agreement and D e c la ra tio n o f T ru s t w hich s h a ll be d esig n ated as Appendix (A) and attached to th is Agreement as a p a rt th e re o f. ARTICLE 18. DISPUTE PROCEDURE v > A. The Union s h a ll have the r ig h t to designate s to re stewards fo r each s to re. B. Should any d iffe re n c e s, d is p u te s, o r c o m p la in ts a ris e o v e r th e in te r p r e ta tio n > o r a p p lic a tio n o f the c o n te n ts o f t h is Agreement, th e re s h a ll be an e a rn e s t e f f o r t on th e

22 p a rt o f both p a rtie s to s e ttle such prom ptly through the fo llo w in g steps: Step 1. By co nfe rence between th e a g g rie ved employee a n d /o r s to re ste w a rd, Union business re p re s e n ta tiv e, o r e it h e r, and th e manager o f th e s to re. Step 2. By conference between th e Union b usiness re p re s e n ta tiv e a n d /o r s to re stew ard and th e D is t r ic t o r Zone Manager. Step 3. By co nfe rence between an o f f i c i a l o f th e Union and th e D iv is io n manager o f In d u s tr ia l R e la tio n s (P re s id e n t o r D iv is io n a l Vice P resident) o r person designated by him. Step 4. In th e e vent th e la s t ste p f a i l s to s e t t le s a t is f a c t o r ily the v c o m p la in t, i t may be re fe rre d to a r b it r a t io n by e it h e r p a rty. C. In th e e vent th e p a rtie s cannot agree upon th e s e le c tio n o f an a r b it r a t o r w ith in fifte e n (15) days from date o f re fe rra l o f the controversy to a r b itr a tio n, the t a r b it r a t o r s h a ll be s e le c te d in the fo llo w in g manner. The Federal M e d ia tio n and C o n c ilia tio n S e rv ic e s h a ll be j o i n t l y requested by th e p a r tie s to name a panel o f seven (7 ) a r b it r a t o r s. The p a r tie s s h a ll then choose the a r b it r a t o r by a lt e r n a te ly s t r ik in g a name from th e l i s t u n t il one (1 ) name remains as the a r b it r a t o r chosen by th e p a rtie s and empowered to a r b it r a t e th e d is p u te. The a r b it r a t o r s h a ll be a u th o riz e d to r u le and issue a d e c is io n and award in w r it in g on any issue p resented fo r a r b it r a t io n, in c lu d in g th e q u e s tio n o f the a r b i t r a b i l i t y o f such issue. p a rtie s to t h is Agreem ent. H is d e c is io n and award s h a ll be f in a l and b in d in g upon th e Where more than one is p a r t o f a common g rie v a n c e, i t s h a ll be heard as a s in g le g rie v a n c e. The fees o f the a r b it r a t o r s h a ll be borne o n e -h a lf ( ) ^ \ b y the Union and o n e -h a lf (±) by th e Employer p a rty to th e a r b it r a t io n. The a r b it r a t o r s h a ll have no power to add t o, s u b tra c t from, a lt e r, amend, m odify o r p r o je c t beyond i t s meaning any o f th e term s and p ro v is io n s o f t h i s Agreement. The tim e l i m i t s e t fo r th in t h is A r t ic le may be extended upon mutual agreement o f th e p a r tie s. D. No g rie va n ce w il l be consid e red o r discussed w hich is p resented la te r than f if t e e n (15) c a le n d a r days a f t e r such has happened e x c e p tin g cla im s on h o u rly pay ra te s and premiums, w hich may be presented w ith in s ix (6) months. G rievances th a t have progressed th ro u g h Steps 1 and 2 o f th e d is p u te p rocedure must be su b m itte d in w r it in g to be co nsid e red in Step 3. E. The p a r tie s agree th a t g rie va n ces may a ris e o f a general n a tu re a ffe c tin g o r te n d in g to a f f e c t se vera l em ployees, and th a t such g rie va n ces may be in it ia t e d a t any o f th e above m entioned ste p s deemed a p p ro p ria te by the p a r tie s. 17 -

23 ARTICLE 19. NO STRIKE. NO LOCKOUT A. D urin g the term h e re o f, th e Union agrees th a t th e re s h a ll be no s t r ik e o r any o th e r in te rfe re n c e w ith o r in te r r u p tio n o f the normal c o n d itio n s o f th e Em ployer s business by the Union o r its members. The Employer agrees th a t th e re s h a ll be no locko u t. c f r -? 9 B. The Em ployer agrees th a t n o th in g in t h is c o n tra c t w i l l re q u ire any employee to re p o r t o r to p e rfo rm any w ork when to do so would re q u ire th a t th e employee cro ss a legal la b o r p ic k e t lin e in a p rim a ry la b o r d is p u te in v o lv in g th e Employer when such is sa n ctio n e d by Local No The Union agrees to g iv e th e Employer tw e n ty -fo u r (24) h o u rs ' n o tic e o f i t s in t e n t to s a n c tio n th e d is p u te. ARTICLE 20. SEPARABI LITY Any p ro v is io n o f t h is Agreement w hich may be adjudged by a c o u rt o f fin a l ju r is d ic t io n to be in c o n f li c t w ith any F e d e ra l, S ta te o r Local Law s h a ll become in o p e ra tiv e to th e e x te n t and d u ra tio n o f such * c o n f Iic t. S ince i t is n o t th e in te n t o f e it h e r p a rty h e re to to v io la te any such law s, i t is agreed th a t in th e e vent o f a c o n f lic t between any p ro v is io n o f th is Agreement and such F e d e ra l, S ta te o r Local Law, th e rem ainder o f t h is Agreement s h a ll remin in f u l l fo rc e and e f f e c t. The Employer and th e Union agree' t h a t s u b s titu te p ro v is io n s s h a ll be n e g o tia te d p ro m p tly to re p la ce those p ro v is io n s coming in to c o n f li c t w ith th e laws h e re in d e s c rib e d. The Employer and th e Union fu r th e r agree i f th e y are unable to reach an agreement on th e s u b s titu te p ro v is io n s to a r b itr a te any d iffe re n c e s co n ce rn in g a s u b s titu te p ro v is io n. ARTICLE 21. DURATION AND EXP I RAT I ON A. T h is Agreement when executed s h a li be deemed to d e fin e the wages, hours and ra te s o f pay, and o th e r c o n d itio n s o f employment covered by t h is Agreement f o r the term o f t h is Agreement, and no new o r a d d itio n a l issues n o t in c lu d e d h e re in o r covered hereby are re q u ire d to be th e s u b je c t o f n e g o tia tio n s d u rin g th e te rm h e re o f. B. T h is Agreement s h a ll be in e f f e c t from September 9, 1971, through September 19?^/ and s h a ll a u to m a tic a lly be renewed from y e a r to y e a r th e r e a f te r u nless e it h e r p a rty serves n o tic e in w r it in g to th e o th e r p a rty a t le a s t s ix t y (6 0) days p r io r \ to th e e x p ir a tio n date o r any a n n iv e rs a ry date th e r e a f te r o f a d e s ire o f te rm in a tio n o r changes in th is Agreement. IN WITNESS WHEREOF th e s a id p a r tie s have caused d u p lic a te copie s h e re o f to be executed by th e ir duly authorized o ffic e r s th is 17th day o f January, FOR THE EMPLOYER: FOR RETAIL CLERKS UNION LOCAL NO. 455, AFL-CIO

24 Z / TCCK 1 s t 6 m os. 2nd 6 m os. 3 rd 6 mos 4 t h 6 m os. EFFECTIVE FULL PART TIP,IE TIME SCHEDULE "A " - WAGE I EFFECTIVE EFFECTIVE EFFECTIVE FULL PL RT FULL PART FULL PART TIME TIME TIME TIME TIME TIME C CLERKS, CHECKERS, COURTESY 15 BOOTH. PRODUCE I s t 6 mos, nd 6 m os rd 6 m os t h 6 m os A l t e r 2 V r s , os DRUG, HOME CENTER, O BOTTLE BOOTH. BAKERY 1 s t 6 m os nd 6 m os , r d 6 m os , t h 6 m os A f t e r 2 Y r s a 3 15 ** 1-5 1% LURCH 1 s t 6 m os nd 6 m os A f t e r 12 m os * UTILITY I f!& 5 1 s t 6 m os nd 6 m os A f t e r 12 m cs ^ w *. EFFECTIVE FULL TIME U =*±G -TT PART TIME W 1 1 FULL TIME part TIME VT t V* n A \ > t^ QQ 3.93 *V.o 6 i.o» *r its \ , , fco ^ airs *. n V 9 7 3, * / s' *. Z / S V' t v 3, ^ 3. 2 J

25 EFFECTIVE EFFECTIVE EFFECTIVE ' FULL p a r t FULL p a r t FULL PART TIME TILE TIME TIME TIME THE FAMILY CENTER CLERKS (N on F o o d s ) 1 s t 6 m os nd 6 m os rd 6 m os th 6 m os A f t e r 2 Y r s FAMILY CENTER CHECKERS 1 s t 6 m os nd 6 m os rd 6 m os t h 6 m os A f t e r 2 Y r s EFFECTIVE EFFECTIVE EFFECTIVE FULL PART FULL PART FULL PART TIME THE TIME TIME TILE TIME , HEAD GROCERY CLERK G roup A i G roup B G roup C PRODUCE MANAGERS G roup A ,8 1 5 G roup B G roup C SACKER3 & CARRY-OUT 1 s t 6 m os A f t e r 6 m os HEAD CASHIER LUNCH MANAGER

26 EFFECTIVE EFFECTIVE EFFECTIVE FULL PART FULL p a r t FULL PART TIME TIME TIME TIME TIME TIME EFFECTIVE EFFECTIVE EFFECTIVE FULL TIRE PART TIME FULL TIME PART TliiiE FULL TIME PART TIME HEAD STOCIC CLERIC HARD GOODS MGR HOME CENTER MGR SOFT GOODS MGR DRUG IviGR

27 CVER-RATE INCREASES A l l e m p lo y e e s on th e t o p r a t e s o r ab ove s h a l l r e c e i v e the ab ove r a t e s f o r t h e i r r e s p e c t i v e c l a s s i f i c a t i o n s o r the f o l l o w i n g i n c r e a s e s, w h ic h e v e r i s th e g r e a t e r : EFF. EFF. EFF. EFF. EFF. EFF STOCK CLERKS, CHECKERS, COURTESY BOOTH. PRODUCE. DELICATESSEN.2 7.1? SALES, DRUG, HOME CENTER, TOBACCO BOTTLE BOOTH. LOBBY. BAKERY LUNCH MALE UTILITY PRODUCE MANAGERS SAC ICER & CARRY CUT DELICATESSEN MANAGER COURTESY BOOTH MANAGER LUNCH MANAGERS LOBBY MGRS, BAKERY MANAGERS HEAD UTILITY F u ll-t im e F a m ily C e n t e r S t o r e C h e c k e rs c u r r e n t ly p a id on the F o u rth ( 4 t h ) s i c (S ) month r a t e, o r th e A f t e r tw o ( 2 ) y e a r r a t e s h a l l rem a in on th e Food S t o r e C h e ck e r r a t e.

28 GENERAL PROVISIONS RELATIVE TO WAGE SCHEDULE A. For th e purpose o f th e above wage schedule and fo r no o th e r purpose in t h is Agreement, f u ll- t im e employees are those who n o rm a lly w ork t h i r t y (30) hours o r more p er week, and p a rt-tim e employees are those who n o rm a lly w ork less than t h i r t y (30) hours p er week. N orm a lly s h a ll mean th a t when an employee has worked t h i r t y (30) hours o r more p er week f o r fo u r (4) co n se cu tive weeks he o r she w i l l be p a id the a p p ro p ria te f u ll- t im e ra te o f pay and when th e employee has worked a p e rio d o f fo u r (4) c o n se cu tive weeks a t less than t h i r t y (3 0) hours p e r week, he o r she w i l l be p a id the p a rt-tim e ra te o f pay. B. R egular employees w i l l s t a r t on th e / i r s t s ix (6) months f u ll- t im e o r p a rt-tim e ra te f o r th e p ro p e r c la s s if ic a t io n, and w il l advance up th e pay s c a le on the basis o f one bracket fo r each s ix (6 ) calendar months worked. C. P a rf-tim e employees w i l l s t a r t on th e f i r s t s ix (6 ) months f u ll- t im e o r f i r s t 870 hour p a rt-tim e ra te fo r th e p ro p e r c la s s if ic a t io n and w i l l advance up the pay scale on the basis o f one bracket fo r each 870 hours worked. D. Any employee who is perm anently assigned to a h ig h e r c la s s if ic a t io n s h a ll be placed in th e n e xt wage b ra c k e t in th e new c la s s if ic a t io n th a t w il l a ffo r d him an h o u rly increase, except in the cases where both ra te s are the same. In such cases th e employee w i l l be assigned th e same ra te and w i l l p rog re ss to th e h ig h e r b ra cke ts in th e new c la s s if ic a t io n by normal p ro g re s s io n. E. In s to re s where Lunch and Lobby a re combined in to one (1 ) d epartm ent, employees w orking in the combined department s h a ll receive the Sales (Lobby) ra te. F. PREVIOUS EXPERIENCE 1. P re vio u s proven com parable e xperie n ce w ith in f iv e (3 ) years from date o f p re s e n t employment, as shown on a p p lic a tio n f o r employment s h a ll be th e b a sis fo r d eterm ination o f the new employee's ra te o f pay. 2. C la im fo r ra te a dju stm e n t based on p re v io u s e xperie n ce must be f i l e d in w r it in g w ith in t h i r t y (3 0) days from date o f employment, o th e rw is e the employee f o r f e i t s any c la im under t h is p ro v is io n. 3. In th e e vent th a t th e Employer is unable to v e r if y p re v io u s e xperie n ce c la im on jo b a p p lic a tio n, th e employee and th e Union s h a ll be n o t if ie d in w r it in g. The employee s h a ll have te n (10) days from r e c e ip t o f such n o tic e in which to f i l e a g rie v a n c e. G. OTHER WORK: Employees s h a ll perform any work except meat department work which the manager o f the s to re o r D is t r ic t Manager may d ire c t w ith the under- - A - 1 -

29 s ta n d in g t h a t when an employee is assigned to a jo b w ith a le s s e r r a te, he w i l l be e n t it le d to h is re g u la r ra te o f pay, u nle ss due to a decrease o f work he has been r e g u la rly a ssigned to a low er ra te d jo b and d e s ire s to r e ta in such jo b ra th e r than a ccept a la y - o f f. H. Any employee d esig n ated by th e Employer to r e lie v e th e p o s itio n o f Departm ent Manager, when th e p o s itio n is open fo u r (4 ) o r more days due to v a c a tio n, s ic k n e s s, leave o f absence, e t c., s h a ll re c e iv e th e ra te o f th e a p p lic a b le c la s s ific a tio n beginning w ith the f i r s t day o f such work. I. Time spent by employees in tr a v e l from p la ce to p la c e d u rin g th e w ork day in o rd e r to p erfo rm w ork assigned to them by th e Employer s h a ll be p a id fo r as tim e worked. J. Employees on volume ra te s w i l l be review ed and a d ju s te d up o r down based on th e average weekly s a le s fo r th e c a le n d a r y e a r. K. In new o r m ajor remodeled s to re s, employees volume rate s w ill be r e c la s s ifie d based on th e average weekly s a le s f o r th e re s p e c tiv e jo b s f o r th e la s t tw e lv e (12) weeks o f th e f i r s t fo u rte e n (1 4 ) weeks th e s to re is open. Wage a d ju stm e n ts w i l l be r e tr o a c tiv e to th e d ate o f s to re o pe n ing. L. No employee w i l l be reduced in h o u rly ra te as th e r e s u lt o f th e sign in g o f th is Agreement. M. E ffe c tiv e January 1, 1972, jo b s n o t now f i l l e d a c c o rd in g to th e above schedule w ill be f ille d. N. SACKER & CARRY-OUT: The d u tie s o f th e sa cker c a r r y - o u t employee s h a ll be s a c k in g, c a rry in g cu sto m e r s purchases, h a n d lin g b a s c a rts and keeping area in fro n t o f checkstands, s to re entrance and area o u tsid e o f th e s to re clean. O. U TILIT Y ; U t i l i t y h e lp s h a ll be d e fin e d as any employee re s p o n s ib le f o r the general housekeeping o f th e s to r e, such as mopping, sweeping and d u s tin g ; bagging g ro c e rie s, a s s is tin g custom ers w ith c a r r y - o u t, e t c. ; in a d d itio n, u t i l i t y help may load and unload tru c k s, take care o f salvage and take care o f b o ttle re tu rn s. P. VOLUME BRACKETS: Head G rocery C le rk B ra ckets A. Under $30,000 S tore Sales per week B. $30,000 - $45,000 S tore Sales per week C. Over $45,000 S tore Sales per week Produce Manager A. Under $3,500 Produce S ales p e r week B. $3,500 - $5,000 Produce S ales p e r week ' C. Over $3,500 Produce Sales p e r week A-2

30 Q. C la s s ific a t io n s o f Drug C le rk, Home C ente r C le rk, B o ttle Booth and Bakery are in o p e ra tiv e a t th is tim e. However, i t is agreed th a t when th e Em ployer s o p e ra tio n s in these departm ents a re expanded to th e e x te n t o f a m ajo r c o m p e tito r who o pe ra te s w ith s a id ra te s, t h a t such ra te s may be in s t it u t e d a t th a t tim e. R. The fo llo w in g c la s s ific a tio n s a p p ly o n ly to F a m ily C ente r typ e s to re s and s h a ll n o t be a p p lie d in th e co n ve n tio n a l food s to re typ e o p e ra tio n : Fam ily C enter C le rk s, Fam ily C enter Checkers, Head Stock C le rks, Drug Manager, Hard Goods Manager and S o ft Good Manager. The c la s s ific a tio n s o f Home C enter Manager and Head G rocery C le rk s h a ll a p p ly in th e co n v e n tio n a l food s to re o p e ra tio n o n ly and s h a ll n o t be a p p lie d in th e Fam ily C e n te r ty p e s to r e. A ll o th e r c la s s if ic a t io n s may have a p p lic a tio n in both th e c o n v e n tio n a l ty p e food s to re and th e Fami ly C ente r ty p e s to re. S. Fami ly C enter C le rk s (n o n -fo o d s) employed p r io r to February 6, 1966, will c o n tin u e to re c e iv e t h e ir p re s e n t ra te p lu s n e g o tia te d and len g th o f s e rv ic e in cre a se s. A -3

31 % -too 3 b \ ^ 5 f O \ I 02.

32 «2. < / S 3 o BLS 2452 # / OMB No. 44-R 0003 (2) Kroger Food Stores Houston Division same as above. ( 2 ) 1,434 - a id U K STA TISTICS WASHINGTON, D.C December 15, 1971 Mr. Ray B. Wooster, Secretary- Treasurer Retail Clerks International Association Local # Gulf Freeway - Suite 131 Houston, Texas V *, a RETAIL C L E R f^ K. '-^LOr ',<J. 455,. AIL - U4# Ffeevtpy Number Two Nor. Plaza, Suite 300 Houston, texas 770^2 Gentlemen: We have in our file of collective bargaining agreements a copy of your agreement(s) between Kroger Company, covering the Houston Division, in Houston, Texas and your union and local #455. The latest agreement we have on file expired in September Would you please send us a copy of your current agreement--with any supplements (e.g., employee-benefit plans) and wage schedules--negotiated to replace or to supplement the expired agreement. If your old agreement has been continued without change or if it is to remain in force until negotiations are concluded, a notation to this effect on this letter will be appreciated. We would also appreciate your sending us copies of your Health Insurance and Pension Plans. In addition, please provide the information requested below. You may return this form and your agreement in the enclosed envelope which requires no postage. I should like to remind you that our agreement file is^ open to your use, except for material submitted with a restriction on public inspection. truly yours, Commissioner PLEASE RETURN THIS LETTER WITH YOUR RESPONSE OR AGREEMENT(S). If more than one agreement is enclosed, please provide information separately for each agreement on the back of this form. (PLEASE PRINT) 1. NUMBER OF EMPLOYEES NORMALLY COVERED BY AGREEMENT / " 7 54 stores, Houston Division 2. Number and location of establishments covered by agreement Kroger Comnanv 3. Product, service, or type of business 4. If previous agreement has been extended without change, indicate new expiration date New Agreement a t p rin te r s. Will send copy to you a t la te r date. / / l (Name) 6001 G ulf Freeway, B-129 (Business address) S ecretarv-t reaonrpr (Position) Houston. Texas 77n?^ (City, State, and ZIP code)

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