Summary of Negotiated Effects Bargaining

SUMMARY OF NEGOTIATED EFFECTS BARGAINING AGREEMENT

BY AND BETWEEN PFIZER, ICWU AND ICWUC, LOCAL 143C

In the event the Union does not ratify this Agreement it is automatically withdrawn.

I.              Term of Agreements

The parties' January 16, 2008 contract shall remain in full force and effect unless modified by this Agreement.  The terms of this Effects Bargaining Agreement shall continue in full force and effect through the complete exit of PGS from Pearl River.

 

II.            Wages

Prior to the expiration of the parties' January 16, 2008 contract the Company and Union will negotiate in good faith over the wages of represented employees effective January 16, 2014.

 

III.          Severance

Two (2) weeks base pay for each year of service, plus one (1) week base pay for every full $10,000 of the employee's base pay (with aggregate minimum of thirteen 13 weeks), payable in a lump sum.

 

Medical coverage (at active employee rates) continued through the duration of the severance duration period.  Severance duration period means the number of weeks determined in the severance formula above.  

 

Represented employees laid-off on or before December 31, 2017 as a result of the PGS exit from Pearl River that have at least 70 points (points = the colleagues' combined age and credited years of service) at the time of their separation of employment, who are not yet age55 as of such date, shall be eligible for a severance enhancement.   Such severance enhancement will be paid in a lump sum payment upon separation of employment and shall be calculated as if the colleague was eligible for the early retirement subsidy provided under the Coordinated Bargaining Retirement Plan.

 

R&D colleagues laid-off or bumped out of their position that are adversely affected as a result of the terms of this Agreement will receive the severance stated above.

 

IV.          Layoff, Bumping and Recall

Layoffs within a classification in a department shall be conducted in reverse seniority order of those colleagues in that classification within the department.   Colleagues with the most seniority within the classification subject to layoff shall have the option to be laid-off first.  If the most senior colleague working in that classification within the department elects not to be subject to a layoff at that time he/she will not forfeit their eligibility for severance and the next most senior colleague working within that classification in that department shall be provided with the option of layoff, and so on down the seniority list until the layoff occurs within the classification in that department.  This provision does not apply where an entire department and/or job classification is eliminated.

 

No recall rights shall apply.  The Company may re-engage laid-off colleagues, at its discretion.  No bumping rights associated with critical positions.

 

V.            Loan / Assign Across Business Units

Without a change in shift, the Company may loan/assign across business units for a maximum of 3 months, which may be extended by mutual agreement.  Colleagues refusing an assignment to a vacant position will forfeit severance.  Colleagues assigned to a vacant position shall be paid their original pay grade if assigned to a lower paying job classification.

 

VI.          Layoff Delay

Effective January 1, 2012 colleagues scheduled to be laid-off who have no bumping rights or who elect not to exercise bumping rights may be assigned to another position for a maximum of 6 months without a shift change.  The colleague will be paid at the higher pay rate of the colleague's original pay grade or the highest pay grade of the classification within which they are working during the extended layoff period.  Severance will be paid at the end of the assignment.

 

VII.        Previously Held Class Subject to 20% Rule

The parties' agree that the Company may overrun headcount by 20% and overrun is not subject to 20% for 1 year.

For example: A department has 10 Pharmaceutical Operators on the first shift; this would allow 2 Pharmaceutical Operators to be bumped under the 20% Rule.  Under this Agreement the department can increase its number of Pharmaceutical Operators to 12 and the additional 2 Operators will not be included in the calculation of the 20% Rule.  In this example, the number of positions the 20% rule would still apply to 10 positions for this classification on this shift.  All other qualifications and probationary periods that are specified in the CBA apply. 

Colleagues who held Production Operator I and Formulation Operator I classifications more than five (5) years ago, or the specific classification(s) in Consumer Health more than ten (10) years ago, or the specific classification(s) in Logistics more than five (5) years ago will be subject to the 20% rule. 

For example: Mike is currently an Operator II Poly Production.  Four (4) years ago he was a Formulation Operator I at the maximum pay rate; twelve (12) years ago he was a Pharmaceutical Operator at the maximum pay rate.  Depending on his seniority Mike can bump a Formulations Operator I and he cannot bump a Pharmaceutical Operator.

VIII.      Grievance and Arbitration Procedure

Disputes as to the interpretation and application of this effects bargaining agreement shall be submitted to the parties' grievance and arbitration procedure. 

 

IX.          SA's Performing Bargaining Unit Work

The Company will not hire to increase above the current ratio of 3:1 but will not be required to eliminate SA positions to maintain the 3:1 ration if Op colleagues voluntarily terminate their employment.

 

X.            Re-Engagement Post Job Elimination

Qualified former Pfizer colleagues will be eligible for re-engagement for Company designated critical positions expected to last more than four (4) weeks and no longer than one (1) year.  Former Pfizer colleagues that have been separated from the organization for at least 3 months and are interested in re-engagement must register/apply with Vision IT or other company designated agency.  Pay will be commensurate with qualifications within the job classification performed.  Qualified former Pfizer colleagues registered with Vision IT will be given hiring preference in filling short term hiring needs.  Re-engaged former Pfizer colleagues will continue medical severance benefits during re-engagement and may begin retiree medical after active coverage ends.  Re-engaged former Pfizer colleagues receiving retiree medical benefits at the time of re-engagement may remain in the retiree medical benefit plan during the period of re-engagement.

             Critical positions no bumping

XI.                Aseptic setup worker, Sr. aseptic setup worker, aseptic vaccines operator, lead aseptic operator, Op ll prod. Dev. Op ll vaccine formulations, quality control sampler, Supplier utility worker (vial, syringe and formulation suppliers only,) Tech asst. b

XII.              Divestiture Agreement

Colleagues that are transferred to a buyer or lessee will not be eligible for severance provided that buyer or lessee offers reasonably comparable base salary and comparable core benefits (in the aggregate), including a retirement program with employer contribution, employer subsidized medical benefits, and life insurance.

If a colleague refuses transfer or resigns (including retirement) he or she is not eligible for severance. However the colleague may elect to bump in accordance with this agreement provided no more than 10% of colleagues to be transferred elect to bump.

If job with the buyer or lessee is eliminated within one year of transaction close, buyer or lessee will provide severance in accordance with negotiated effects bargaining agreement, unless the colleague is discharged for misconduct.