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UAW Honeywell Master Agreement

Company Last, Best and Final Offer


November 4, 2016
The attached is the Companys Last, Best and Final Offer (LBFO) for a five (5)
year Master Agreement to succeed the 2011 2016 Master Agreement, effective
upon ratification. All prior Supplemental Agreements, including Letters of
Understanding (LOU), Memoranda of Understanding (MOA), Insurance
Supplements, etc. are not part of the Companys offer and will be null and void
unless expressly incorporated into this Master Agreement or Local Supplemental
Agreements.
The terms of this Last, Best and Final Offer are contingent upon this offer and the
South Bend Supplement and Green Island Supplement Last, Best and Final
offers being accepted and RATIFIED by the Union by November __, 2016.
The Company added the following enhancement provisions to this offer during
negotiations held on November 2-4, 2016, expressly in exchange for the Unions
agreement to present this comprehensive proposal to covered employees for a
ratification vote to be scheduled no later than November __, 2016:

Stronger protection (15%) against future medical and dental contribution


increases;

An extra year of Company funding in to the Health Spending Account in


2019;

Contributions equal to 64 hours of straight time pay to employee HSAs in


lieu of future use or payment of Paid Absence Allowance under the prior
Master Agreement.

If this LBFO is not accepted and ratified before this deadline, it will expire and be
revoked. In that case, the enhancement provisions will be removed and the
Companys offer will revert to its prior offer without those enhancement
provisions.
Any numbering or formatting changes needed as a result of the new agreement
will be made to the final document, including an updated table of contents and
index, and any inadvertent errors or omissions will be corrected in final contract
drafting.

Company Last, Best and Final Offer


November 4, 2016

MASTER
AGREEMENT
BETWEEN

HONEYWELL INTERNATIONAL INC. Inc.


AND

INTERNATIONAL UNION,
UNITED AUTOMOBILE,
AEROSPACE AND
AGRICULTURAL IMPLEMENT
WORKERS OF AMERICA
(UAW)

EFFECTIVE:

PRINTED IN U.S.A.

TABLE OF CONTENTS
[To be completed in final agreement]
Master Agreement

Page

AGREEMENT
This Agreement effective _____________, between Honeywell International Inc., hereinafter
referred to as the COMPANY, and the INTERNATIONAL UNION, UNITED AUTOMOBILE,
AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF AMERICA (UAW), and its Local
Unions No. 9, UAW, South Bend, Indiana, and No. 1508, UAW, Green Island, New York, hereinafter
referred to as the UNION.

Article X
RECOGNITION
(TA 4-19)
The Company recognizes the International Union, United Automobile, Aerospace and Agricultural
Implement Workers of America (UAW), as the exclusive representative of certain of its employees
as certified under the decision of the National Labor Relations Board, and/or as set forth in each
Local Supplemental Agreement, but excepting those employees excluded in the Recognition clause
in each Local Supplemental Agreement, Honeywell Aerospace, South Bend, Indiana and Honeywell
Aerospace, Green Island, New York, for the purpose of collective bargaining with respect to rates of
pay, wages, hours of employment, and other conditions of employment in the bargaining units in
which they have been so certified in accordance with the terms of this Agreement and within the
scope of the Labor-Management Relations Act, 1947, as amended.
The Company shall not discriminate against any employee because of his membership or activity in
the Union.

Article X
MANAGEMENT RIGHTS
(TA 4-19)
The management of the Company and the direction of the working forces, including but not limited
to, the products to be manufactured, the location of plants, the schedules of production, the
schedules of hours and shifts, the methods, processes and means of manufacturing, the right to
hire, promote, demote, transfer, establish rules of conduct, discharge or discipline for cause, and to
maintain discipline and efficiency of employees, are the sole and exclusive rights and responsibilities
of the Company, except as provided for in this Agreement and all Supplemental Agreements. It is
understood and agreed that this section will not be used for the purpose of discriminating against
Union members.

Article X
UNION SECURITY AND CHECK-OFF
OF UNION MEMBERSHIP DUES
(TA 9-15)
Section 1 Union Security
It is hereby mutually agreed and understood between the parties that:
1

a) Employees now in the bargaining unit shall, as a condition of employment, pay to the Union
such amounts that are equivalent to the periodic membership dues and initiation fees
uniformly required as a condition of acquiring or retaining membership in the Union on or
before the tenth (10th) day after the thirtieth (30th) day following the beginning of such
employment or the effective date of this Agreement, whichever is the latter.
b) Employees hired, rehired, or transferred into the bargaining unit after the effective date of this
Agreement shall, as a condition of employment, pay to the Union such amounts that are
equivalent to the periodic membership dues and initiation fees on or before the tenth (10th)
day after the thirtieth (30th) day of their employment in the bargaining unit.
c) The Union shall indemnify and hold harmless the Company against any and all liability which
may arise by reason of the execution, interpretation, or application of this Agreement.
d) If any section or part of this Agreement is held invalid or illegal under any State or Federal
law, this Agreement shall be considered null and void.
The union security (but not the dues check-off authorization) provisions of this Agreement shall be
of no force and effect in Indiana and New York to the extent that the making or enforcement of such
provisions is contrary to state law; provided, however, that if such state law is either declared invalid
or is repealed or modified to make union security (including any form thereof) lawful, the union
security provisions of this Agreement will be in force and effect to the fullest extent permitted by law
in Indiana and New York law, including such lesser forms of union security such as fair share or
agency fee if those lesser forms of union security are all that is permitted by state law.
An employee who is a member of the UAW at the time this Agreement becomes effective shall
continue to be eligible for membership in the UAW for the duration of this Agreement, subject to such
terms as may be enforced by the UAW for acquisition and retention of membership. An employee
who is not a member of the UAW at the time this Agreement becomes effective may become a
member of the UAW at any time after employment and remain a member of the UAW for the duration
of this Agreement, subject to such terms as may be enforced by UAW for acquisition and retention
of membership.
Section 2 Dues Deduction
The Company agrees to deduct Union membership dues levied by the International Union or local
Union in accordance with the Constitution and By-Laws of the Union from the pay of each employee
who is or who becomes a member of the Union within the scope of the bargaining units covered by
this Agreement and who in writing voluntarily authorize the Company to do so, an example of which
is as follows:

To The......................................................... COMPANY
Date....
I hereby assign to Local Union No ..........,International Union, United Automobile, Aerospace and
Agricultural Implement Workers of America, (UAW) from any wages earned or to be earned by me
or a regular supplemental unemployment benefit payable under its supplemental unemployment
benefit plan as your employee (in my present or in any future employment by you), such sum as the
Financial Officer of said Local Union No..........may certify as due and owing from me as membership
2

dues, including an initiation or reinstatement fee and monthly dues in such sum as may be
established from time to time as union dues in accordance with the Constitution of the International
Union, UAW. I authorize and direct you to deduct such amounts from my pay, and to remit same to
the Union at such times and in such manner as may be agreed upon between you and the Union at
any time while this authorization is in effect.
This assignment, authorization and direction shall be irrevocable for the period of one (1) year from
the date of delivery hereof to you, or until the termination of the collective agreement between the
Company and the Union which is in force at the time of delivery of this Authorization, whichever
occurs sooner, unless state law provides a shorter period; and I agree and direct that this
assignment, authorization and direction shall be automatically renewed, and shall be irrevocable for
successive periods of one (1) year each or for the period of each succeeding applicable collective
bargaining agreement between the Company and the Union, whichever shall be shorter, unless
written notice is given by me to the Company and the Union not more than twenty (20) days and not
less than ten (10) days prior to the expiration of each period of one (1) year, or of each applicable
collective agreement between the Company and the Union, whichever occurs sooner, unless state
law provides a shorter period.
This authorization is made pursuant to the provisions of Section 302(c) of the LaborManagement
Relations Act of 1947 and otherwise.

.................................................
(Signature of Employee here)

.................................................
(Date of signing)

.................................................
(Address of Employee)

.................................................
(Employee's Clock No.)

.................................................
(Type or print name of Employee)

.................................................
(Date of Delivery to Employer)

.................................................
(City)

.................................................
(State)

..
(Zip)

..
(Soc. Sec. #)

Deductions shall be made in conformity with the international union constitution and bylaws,
applicable State or Federal Laws, and the provisions of this Section of the Agreement.
A properly executed Authorization for Check-Off of Dues form for each employee for whom Union
membership dues are to be deducted hereunder, shall be delivered to the local management before
any deductions are made. Deduction shall be made thereafter, only under Authorization for CheckOff of Dues forms which have been properly executed and are in effect. Any Authorization for
Check-Off of Dues form which is incomplete or in error will be returned to the Local Union by the
local management.
Thereafter, on or before the fifteenth (15th) day of each succeeding month the Local Union shall
furnish local management with any additional executed Authorization for Check-Off of Dues forms
3

under which Union membership dues are to be deducted beginning with the following calendar
month.
Union membership dues for any calendar month shall be deducted on the second pay period of each
calendar month. It is understood that no deductions will be made from the first pay of a new
employee. In the case of employees rehired, or returning to work after layoff or leave of absence,
or being transferred back into the bargaining unit, who previously have properly executed
Authorization for Check-Off of Dues forms, deductions will be made for membership dues as
provided herein. The Company agrees during the life of this agreement, to deduct from the pay of
each employee voluntary contributions to UAW V-Cap, providing each employee executes the
appropriate authorization.
The local union and local management will work out an appropriate method to provide union dues
checkoff authorization forms for employees contemplating retirement. The Company agrees also to
deduct union membership dues from the pension checks of retirees who voluntarily elect to have
deductions made.
In cases where a deduction is made which duplicates a payment already made to the Union by an
employee, or where a deduction is not in conformity with the provisions of the International Union
Constitution and By-Laws, refunds to the employee will be made by the Local Union.
Deductions for any calendar month shall be remitted to the Financial Secretary of the Local Union
as soon as possible after the tenth (10th) day of the following month. Local management shall furnish
the designated financial officer of the Local Union, monthly, with a list of those for whom deductions
have been made and the amounts of such deductions. An electronic spreadsheet in Excel containing
a list of employees, addresses and last four (4) digits of the employees social security number will
be sent with the remittance of dues.
Any employee who loses seniority or who is transferred to a classification not in the bargaining unit
shall cease to be subject to check-off deductions beginning with the month immediately following the
month in which the loss of seniority or transfer occurred. The Local Union will be notified by local
management of the names of such employees following the end of each month.
Any dispute which may arise as to whether or not an employee properly revoked an Authorization
for Check-Off of Dues form shall be reviewed with the employee by a representative of the Local
Union and a representative of local Management. Should this review not dispose of the matter, the
dispute may be referred to the arbitrator, whose decision shall be final and binding on the employee,
the Union and the Company. Until the matter is disposed of, no further deductions shall be made.
The Company shall not be liable to the International Union or its locals by reason of the requirements
of this Section of the Agreement for the remittance or payment of any sum other than that constituting
actual deductions made from employee wages earned.
The Union shall indemnify and hold harmless the Company against any and all claims, demands,
suits, or other forms of liability which may arise out of, or by reason of, action taken by the Company
in compliance with the provisions of this Section, in reliance upon the Authorization for Check-Off
of Dues which have been furnished to it.
The Union agrees that there shall be no collection of dues at any time on Company property.
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Article X
REPRESENTATION
(TA 5-2)
The representation system in each plant where the Union now has bargaining rights shall remain in
effect unless changed by mutual agreement by the Company and the Local Union.
The Company shall recognize a National Bargaining Committee of the Union, one member of which
shall be a skilled trades employee, for the purpose of negotiating modifications, amendments,
termination or renewal of this Agreement. The Company and the National Bargaining Committee
shall meet from time to time as meetings may be requested by either party.

Article X
GRIEVANCE PROCEDURE
(TA 4-21)
A grievance shall be construed to mean any dispute between the Union and the Company or
between the Company and any employee or group of employees concerning the effect, interpretation
or application of any of the terms of this Master Agreement or Local Supplement Agreements, or any
alleged breach of this Master Agreement or Local Supplement Agreements. All grievances shall be
resolved only as provided for in the Grievance Procedure which follows.
Step One
Any employee having an alleged grievance or one designated member of a group having an alleged
grievance shall take it up orally with his immediate supervisor or will request and receive permission
of his immediate supervisor to discuss it with the appropriate Union Representative (hereinafter
referred to in this Article as the Representative). The parties recognize the importance of the settling
of grievances at the earliest practicable opportunity and, therefore, agree to devote concentrated
effort to resolve grievances at this stage judiciously and thereby minimize the necessity of reducing
grievances to writing.
No complaint or grievance shall be considered which is not submitted to the immediate supervisor
within ten (10) working days after the employee or group of employees was aware of the occurrence.
No complaint or grievance shall be considered which is not submitted to the immediate supervisor
within thirty (30) days total after the occurrence regardless of when the employee or group of
employees becomes aware of it. No remedy will apply more than thirty (30) days total prior to the
date the grievance was first filed in writing.
If the complaint is not settled within two (2) working days, excluding Saturday, Sunday and holidays,
from the date of oral referral to the immediate Supervisor and the employee decides to pursue the
grievance further, he shall have it reduced to writing on a standard grievance form provided by the
Company for this purpose. The grievance shall outline the nature of the complaint, the paragraph or
section of the collective bargaining agreement allegedly violated or other basis for complaint, and
the recourse requested in the way of remedial action, and include a statement of the facts supporting
the grievance. The grievance must be signed by the employee and the Representative and received
within two (2) working days of the Supervisor's oral answer, excluding Saturday, Sunday and
holidays. The Supervisor shall give his decision in writing within five (5) working days of his receipt
5

of the written grievance excluding Saturday, Sunday and holidays, which will be final unless the
Union timely appeals to Step Two.
Step Two
In the event the procedure above does not result in a satisfactory adjustment, the written grievance
may be appealed to Step Two. The Union Representative responsible for processing complaints in
Step Two shall, within two (2) working days of the rejection in Step One, present the written grievance
to the next level manager of the work area involved and request an appointment to discuss the
grievance. The manager shall grant the appointment and submit his decision in writing within five (5)
working days of the request for appointment. The managers decision will be final unless the Union
timely appeals to Step Three.
Step Three
In the event the above procedure does not result in a satisfactory settlement, the grievance may be
appealed to Step Three of the Grievance Procedure. To appeal a grievance to Step Three, the Union
Representative shall, within five (5) working days of the rejection in Step Two, submit a written
request to appeal the Step Two decision to the Human Resources Generalist for the bargaining unit.
The Human Resources Generalist and a next level manager above the manager who made the Step
Two decision shall meet with the Union within ten (10) working days of the written appeal to Step
Three. In this Step Three meeting, both the Company and the Union must share all information
supporting their respective positions on the grievance. No party may introduce facts or make
arguments in Step Four that were not made in this Step Three meeting.
The Company shall provide the Union Representative its written response to the Step Three appeal
within five (5) working days of this Step Three meeting.
The decision of the Company rendered in Step Three shall be final and the case shall be considered
settled on the basis of the Companys decision unless the Union submits a written notice of intent to
appeal to the Arbitrator, provided it is the type of case on which the Arbitrator is authorized to rule,
to the Human Resources Generalist for the bargaining unit, within ten (10) working days after the
Company has rendered its Step Three decision.
Step Four
A grievance appealed from Step Three shall be scheduled for arbitration no later than three (3)
months following such appeal from Step Three.
The arbitrator will be selected from a list of five (5) names provided by the FMCS. The union shall
initiate the request for arbitrators within five (5) working days following receipt of the Companys Step
Three decision. The method of selection of the Arbitrator shall be that each party will alternately
strike a name from the panel until one is left. The remaining name will be the Arbitrator. In
determining which party will strike the first name, a coin will be flipped with the winner making the
first name deletion. Each party shall have the right once on each arbitration case to request a new
panel, provided that such request must be made within five (5) working days of receipt of the panel
to be replaced.

Prior to arbitration, either party may request the other party to meet and discuss the grievance or to
submit it to mediation, provided that a meeting or mediation does not extend the time by which the
arbitration must be completed.
The Union and the Company shall be permitted to call upon the services of International
Representatives of the UAW for the purpose of adjusting a specified grievance arising under the
terms of this Agreement, or such supplemental agreements as may be negotiated between the Local
Union and the Company. The Company shall permit such International Representative to enter the
Plant provided that the Company is notified of the purpose of the visit at the time request for
appointment is made. It is understood that request for appointment must be submitted at least
twenty-four (24) hours in advance of the visit. The Company reserves the right to have a
representative of the Company accompany such International Representative while he is in the
Plant.
The fees and expenses of the Arbitrator will be paid one-half by the Company and one-half by the
Union, and all other expenses shall be borne by the party incurring them.
All cases shall be presented to the appropriate Arbitrator, either in the form of a written brief, or orally,
or both, each party setting forth the facts and its position and the arguments in support thereof. The
briefs of both parties, if they are to be submitted, shall be filed with the appropriate Arbitrator at any
time prior to the beginning of the hearing. Each party shall furnish the other party with three (3)
copies of its brief in each case, such exchange to occur at the same time the briefs are submitted to
the Arbitrator, but in no event shall the exchange take place less than two (2) hours before the
commencement of the hearing. A witness, who may or may not be the aggrieved employee, may be
called into any arbitration hearing in order to submit additional facts or oral testimony. Either party
may call its witnesses, whose only interest shall be to submit facts which are pertinent to the
grievance. The Arbitrator shall hold a hearing in the area where the Plant is located.
It shall be the function of the Arbitrator, after due investigation and within thirty (30) days after the
close of the hearing to render a decision. The Arbitrators ruling, opinion, and award shall be confined
to the issue or issues of the dispute. Neither party shall have the right to waive the thirty (30) day
maximum limit during which the ruling, opinion and award must be made.
In disciplinary layoff and discharge cases, the Arbitrator shall have the power to adjudge the guilt or
innocence of the employee involved, and review any penalties imposed on employees and modify
or amend penalties if in his judgment the penalty is too severe. If the Arbitrator shall adjudge the
employee innocent of the offense for which he was disciplined or discharged, the Company shall
reinstate the employee in full with accumulated seniority and in case the employee was penalized
by loss of working time, will pay him back wages, less any unemployment compensation which he
may have received during the period of his separation from the payroll of the Company and less
compensation for personal services other than the amount of compensation he was receiving from
any other employment which he had at the time he last worked for the Company and which he would
have continued to receive had he continued to work for the Company during the period covered by
the claim.
The Arbitrator shall have no power to add to or subtract from or modify any of the terms of this
Agreement or any agreements made supplementary hereto, to establish or change any wage, or to
pass on any matters dealing with the Rates of Production, New Jobs and Wages sections of this
Master Agreement or sections on these subjects in the Local Supplements.
7

Disputes involving any benefits plan shall not be taken up under the provisions of this Grievance
Procedure but shall be handled instead through the procedures outlined in the respective benefits
plan.
Any grievance not appealed from a decision from Step One, Step Two or Step Three of this
procedure to the next step within the specific time limits outlined herein shall be considered as
resolved between the parties. Any grievance not answered by the Company within the specific time
limits outlined in the first or second steps of the grievance procedure shall automatically advance the
grievance to the Third Step of the Grievance Procedure. Nothing in this procedure shall preclude the
parties from conducting additional meetings by mutual agreement to discuss the grievance(s),
provided that the time limit for proceeding with any grievance may not be modified except in a writing
signed by the Union and the Company that contains a date certain to complete that step.
After a case on which the Arbitrator is empowered to rule hereunder has been referred to him, it may
be withdrawn by the submitting party at any time prior to actual submission to the Arbitrator. Any
claim with origin prior to the date hereon may not be appealed to the Arbitrator provided for herein,
except by mutual consent. It is agreed that any grievance properly filed under the provisions of the
Local and Master Agreements dated May 3, 2011, may be further processed in keeping with the
provisions and limitations under said Master Agreement.
Claims against the Company will not be accepted for consideration for a period prior to the date the
grievance was first filed in writing, unless the circumstances made it impossible for the employee or
for the Union, as the case may be, to know prior to that date that there were grounds for such a
claim. In such cases, retroactive claims shall be limited to a period of thirty (30) days prior to the date
the claim was first filed in writing.
There shall be no appeal from the Arbitrators decision, which will be final and binding on the Union
and its members, the employee or employees involved, and the Company. The Union will discourage
any attempt of its members, and will not encourage or cooperate with any of its members in any
appeal to any court or Labor Board from a decision of the Arbitrator.

Article X
PROMOTIONS AND JOB BIDS
(TA 4-19)
Where Skills and Ability among employees who have bid for a posted open position are equal the
most senior qualified employee shall be selected and transferred to the higher or lower rated position.
Arrangements may be made locally by mutual agreement to establish appropriate procedures for
posting of such openings. If written tests are used, the results of the test will not be the sole criteria
for determining the relative qualifications of the candidates.

Article X
VETERANS
(TA 5-1)
Honeywell shall make available to employees covered by this Agreement the same veterans and
military leave policies and benefits at the same terms and conditions, plan design, administration,
funding and cost sharing, as Honeywell offers to non-bargaining unit employees at the site and as
8

they may change from time to time, provided that those policies and benefits will not be construed
to change the employment relationship under this Agreement.

Article X
DISCHARGES
(TA 4-20)
In the event the Company suspends an employee pending investigation, the Company shall give or
send its decision in writing to the employee as soon as possible. The Company may suspend an
employee without pay pending an investigation, provided that the employee will be reimbursed for
any lost time that exceeds any discipline that results from the investigation.
The Company may discharge any employee for proper cause. At the time of the discharge the
employee and the Union will be given a copy of the disposition. The procedures for providing this
notification will be developed locally. If the discharged employee desires, and if in the sole discretion
of the Company is not a security risk, he may contact his appropriate union representative
(hereinafter referred to as the Representative) before leaving the Plant.

Article X
HOURS OF WORK / OVERTIME
For the purpose of this Agreement, the employee work week will begin at 12:01 a.m., Monday,
and end at 12:01 a.m. the following Monday unless changed by local agreement. For
purposes of this Agreement, the first (day) shift is that shift which starts nearest 7:00 a.m.,
the second (afternoon) shift follows the first shift, and the third (midnight) shift follows the
second shift. The Company and the Union understand that in some locations and in some
businesses it may be necessary to operate in continuous 24 hour/day - 7day/week schedules
in addition to those described here.
The Company retains the right to set standard hours of work, break times, meal times, clean-up
times and shift schedules locally, which may vary by classification, department or product line. Local
management will provide the local Union advance notice and an opportunity to discuss any change
in standard hours of work, break times, meal times, clean-up times and shift schedules.
Employees covered by this Agreement will be compensated at time and one-half their regular hourly
rates of pay for all time actually worked in excess of forty (40) hours in a work week. The Company
will not cancel regularly scheduled work hours for the sole purpose of avoiding payment of
overtime.
Procedures for notification, assignment and tracking of overtime work may be negotiated locally at
each site.
In the event of any grievance over missed hours of work, including overtime, the remedy will be to
provide the aggrieved employee the next available work for which he is qualified, to make up for the
missed work, but there will be no back pay remedy for time not actually worked.

Seventh Consecutive Day


Overtime worked on a seventh consecutive work day of a standard work week will be paid at the
rate of two (2) times the employees regular straight time hourly rate of pay. To be eligible for seventh
consecutive day pay, the employee must have worked a full day, at least eight (8) hours, on each of
the previous six (6) days in that work week.
No Pyramiding
For the purposes of computing overtime compensation, hours worked will not be pyramided,
compounded or in any way paid twice.
Call-in and Call-back
Any employee called in to work or called back to work after completion of his regular shift shall
receive pay for all time actually worked or four (4) hours of pay at the employee's regular hourly rate
of pay, whichever is greater.
Any employee permitted to come to work without having been properly notified that there will be no
work shall receive pay for all time actually worked or four (4) hours of pay at the employee's regular
hourly rate of pay, whichever is greater, except in case of labor disputes or other conditions beyond
the control of the Company.

Article X
ABSENCES
(TA 4-20)
Employees absent from work must notify the Company on the first day of absence. The Company
will determine the process for providing such notification at each local site. If notification is not
received within three (3) working days, the employee will lose all seniority rights. Any employee who
reported absent within three (3) working days who remains away from work for more than one (1)
working week, unless an authorized leave of absence has been granted, shall lose all seniority rights;
the only exceptions being those cases where it was impossible for him to return as stipulated above
because of circumstances beyond the employee's control, adequately supported by satisfactory
proof. Arrest or incarceration are not exceptions to this Article.

Article X
LEAVES OF ABSENCE
(TA 4-29)
Employees covered by this Agreement are eligible for all leaves of absence available to other
employees at their work site, on the same terms and conditions applicable to those other employees
and as the Company may change them from time to time. These include the following leaves, with
current Company policy shown for reference:
FMLA (Corp Policy 2056)
Bereavement Pay (Policy AERO-HR02)
10

Jury and Witness Duty Pay (Policy AERO-HR12)


General Military Leave Policy (Corp Policy 303)
Limited Duration Military Leave Policy (Corp Policy 326)
Unpaid LOA (Policy Aero-HR26)
By making the foregoing applicable to bargaining unit employees the same as other Honeywell
employees, including as they may change from time to time, the parties do not waive any other rights
under this Agreement.
Any employee covered by this Agreement, including any employee elected or appointed to
office in an international union or the local union, or elected or selected to full time public
office, may at the Companys discretion, if he/she requests in writing, be granted an unpaid
leave of absence while in office. Such leave request must be renewed each year.
Additionally, any employee covered by this Agreement, if he requests in writing, may be granted an
unpaid leave of absence to serve a charitable, public, or other recognized organization. Such leave
must be taken in yearly increments and renewed each year. Effective on the date of commencement
of such leave, the employee will be treated for all purposes as a voluntary quit but shall be reinstated
as outlined below.
If, within thirty (30) days of an employee's cessation of such pursuit, the employee applies for
reemployment at the plant granting such leave, the employee will be reemployed in accordance with
his seniority to the next available position for which he is qualified, subject to any other applicable
provisions and practices of the local supplemental agreements and in keeping with the normal
employment standards of the plant involved. Employees returning from these leaves of absence will
be reinstated in line with local seniority provisions and their seniority will accumulate during said
leaves.
Educational Leave
Educational leaves of absence will be granted to employees with one (1) year or more of seniority,
upon timely application for full-time attendance at an educational or training institution. Effective on
the date of commencement of such leave, employees will be treated for all purposes as voluntary
quits except as they may fulfill conditions outlined below for return to employment. If such a leave
extends beyond one (1) year, it must be renewed annually. An employee granted an educational
leave who returns to active employment will not be granted another such leave for at least one (1)
year.
If, within thirty (30) days of an employee's cessation of such educational pursuit he applies for
reemployment at the plant granting such leave, he will be reemployed in accordance with his
seniority to the next available position for which he is qualified, subject to any other applicable
provisions and practices of the local supplemental agreements and in keeping with the normal
employment standards of the plant involved. Upon application for reemployment the employee will
furnish proof from the school attended of his full-time attendance and the period of such attendance.
If reemployed, the employee will be credited with the total amount of seniority held at the time of the
commencement of such leave. It is understood that such leave shall be granted only where the
requirements of the plant permit and replacement employees are available.

11

Article X
RATES OF PRODUCTION
(TA 4-22)
The Company agrees that the rates of production will be set on the basis of fairness and equity and
they shall be consistent with the quality of workmanship, efficiency of operation and reasonable
working capacities of normal operators. Allowance will be made for personal time and other elements
such as tool allowances where these are factors.
When the Company decides to study a job, it will give advance notice to the employee who works
on the job. The supervisor will instruct in the method of performing the operation. The Company shall
then notify both the supervisor and the employee of the standard on the job after the study has been
completed.
In the event of a dispute over the new standard, the Company will review the study and the new
standard with the Union.

Article X
NEW JOBS
(TA 4-22)
When new jobs are placed in production, the Company will notify the Union promptly in writing, and
if the job cannot be placed in existing classifications by mutual agreement, the Company will set up
a new classification and a rate covering the job in question, and will designate it as temporary. A
copy of the temporary rate and classification name will be furnished to the Union.
Within thirty (30) days after such a new job has been placed into production, the Company and Union
will negotiate the rate and classification. If the parties agree on the new rate and classification, they
shall become part of the local wage schedule, and the negotiated rate, if higher than the temporary
rate, shall be applied retroactively to the date when the job began.

Article X
EQUAL PAY FOR EQUAL WORK
(TA 4-19)
The company recognizes and agrees to abide by the principle of equal pay for equal work. It is
understood in determining the question of proper classification that the content of the job shall be
the basis for determining whether or not the employee is properly classified. Any dispute arising as
to the question of proper classification of an employee will be subject to the grievance procedure
including the Arbitrator.

Article X
VACATIONS
(TA 9-15)
Effective January 1, 2017, the vacation year will coincide with the calendar year and employees will
earn vacation according to their seniority on an earn as you go basis. All vacation must be used
12

within the same year the vacation is earned. Vacation that is not used will not be paid out and will
be lost (use it or lose it).
Employees will earn 1/12 of their annualized vacation benefit during each month of employment in
the calendar year. For purposes of this calculation, an employee who works a single day in the
month will be treated as having been employed by the Company for that entire month. Works a
single day means actually physically reporting to work and completing a full work shift. Part-time
employees will earn vacation on a pro rata basis.
Although vacation is on an earn as you go basis, employees on active duty may use their current
full-year vacation at any time during the year, before it is actually earned. In the event an employee
terminates employment, any current year vacation used in excess of the amount that had been
earned will first be deducted from his or her final paycheck to the extent permissible by law, or
otherwise treated as a debt owing from the employee to the Company.
Seniority for vacation purposes is based on the number of full years of seniority an employee has or
will have accumulated on by June 30 of that year. New hire employees may not actually use any
vacation time until they have successfully completed their probation period.
Vacation will be paid at the employees regular straight time hourly rate and a vacation day will be
paid as an eight (8) work day regardless of the employees actual work schedule.
Vacation eligibility will be as follows:
0 year up to 3 years
3 years up to 5 years
5 years up to 15 years
15 years up to 20 years
20 years and more

40 hours
80 hours
120 hours
160 hours
200 hours

From time to time, the Company may initiate an annual production shut-down period at a local site,
during which employees will be required to use their vacation time.
Procedures for requesting and taking vacation will be determined in the Local Supplements, provided
that vacation must be requested and approved by the employees supervisor in advance of the time
off and the Company may decline vacation requests based on business needs. Employees on
approved and otherwise unpaid leave, including FMLA, must use any unused earned vacation
concurrently with the leave.
All vacation through December 31, 2016 will be calculated and paid, or taken as physical vacation,
as provided in the Master Agreement dated 2011-2016.
The Company will not cancel an employees vacation once it has been approved without the employees
consent except for business necessity and considering any personal hardship to the employee. In the
event the employee objects to changing his vacation upon a supervisors request, the need for the
change will be discussed with and decided by a next level manager. If an employees previously
approved vacation is cancelled for business necessity, the employee must reschedule it later in the
same calendar year. If the cancelled vacation time cannot be rescheduled, the Company will pay the
employee for the unused time at the employees regular straight-time hourly rate of pay.
13

Article X
SICK AND PERSONAL TIME
In the event applicable law requires paid or unpaid sick or personal time off from work, employees
covered by this Agreement must use their vacation time under this Agreement concurrent with any
leaves required by law to the extent permitted by law. Time off for these purposes must be requested
by the employee and must be granted by the Company in accordance with such applicable law.
Employees will receive a last, full-year Paid Absence Allowance (PAA) credit on June 30, 2016,
which they may use as follows, at their option: 1) use it by June 30, 2017 and / or receive
payment for unused PAA under the terms and conditions of the 2011 2016 Master Agreement;
or 2) receive advanced payment for all unused PAA as a one-time HSA contribution in January,
2017. Employees who want the HSA option must elect it by December ___, 2016. Employees
will not earn PAA after May 3, 2016.

Article X
UNION BULLETIN BOARDS
(TA 9-15)
The Company shall furnish locked bulletin boards for the exclusive use of the Union for the posting
of notices which have been approved by the local management. These notices are restricted to
notices of the following types:
a)
b)
c)
d)
e)

Notices of Union recreational and social affairs.


Notices of Union elections.
Notices of results of Union elections.
Notices of Union meetings.
Notices of official Union business.

The bulletin boards shall not be used by the Union for disseminating propaganda of any kind
whatsoever and, among other things, shall not be used by the Union for posting or distributing
pamphlets or political matter of any kind.

Article X
ANTI-DISCRIMINATION
(TA 4-22)
The Company agrees that it will not discriminate in the hiring of employees or in their training,
upgrading, promotion, transfer, layoff, discipline, discharge, or otherwise, because of race, religion,
color, national origin, gender, sexual orientation, age, disability or military service. The Union agrees
that it will not discriminate because of race, religion, color, national origin, gender, sexual orientation,
age, disability or military service.
It is understood that whenever the masculine gender is used in this Agreement, and all Supplemental
Agreements, it shall include the female gender where applicable.

14

Article X
HEALTH AND SAFETY
The Company shall continue to make reasonable provisions for the safety and health of the
employees during the hours of their employment by providing protective devices and other
equipment necessary to protect the employees from injury and sickness.
If a dispute arises regarding the necessity of certain protective devices and other equipment or if an
employee has good reason to believe that an assigned job may be dangerous, the employee will
notify the supervisor immediately. If the matter is not resolved with the supervisor, the employee will
notify the Union and the Union will address the matter with the Companys Health, Safety and
Environmental lead for the site. If the dispute is not then resolved, the Company shall make an
immediate investigation of legitimate safety complaints including consideration as to the advisability
of stopping the job pending final determination of the dispute where in the opinion of Company such
action is warranted. If, however, the decision of the Company is that the job is safe, the employee
must perform the job assigned. If the decision of the management is that the job is safe, and the
employee still contends otherwise, a procedure for obtaining a determination from an individual or
agency acceptable to both the Company and the Union shall be established locally. The
determination of the individual or agency shall be final and binding on the Union and its members,
the employee or employees involved and the Company.

Article X
SUPPLEMENTAL AGREEMENTS
(TA 4-22)
The Company and the Union agree that before each local supplemental agreement negotiated on a
local level is made effective, it shall be referred to the International Union and to Company leadership
for their approval before becoming effective.
Oral or written agreements other than the local supplemental agreement need not be submitted to
the International Union nor to the Company leadership for approval. They shall not, however, conflict
with the provisions of this Agreement.

Article X
STRIKES, STOPPAGES AND SLOWDOWNS
(TA 4-19)
It is the intent of the parties that the procedures outlined in this Agreement and all supplemental
agreements hereto, shall serve as a means for peaceful settlement of all disputes that may arise
between the parties.
The Union will not cause or permit its members to cause nor will any member of the Union take part
in any strike, work stoppage, sit-down, stay-in or slowdown, or any curtailment of work or any
restriction of production or interference with production in any plant of the Company or picket any of
the Company's plants or premises until all of the bargaining procedure as outlined in this Agreement
has been exhausted, and in no case on which the Arbitrator shall have ruled and in no other case
on which the Arbitrator is not empowered to rule until after negotiations have been exhausted at the
final step of the grievance procedure and not even then unless sanctioned by the International Union,
15

United Automobile, Aerospace and Agricultural Implement Workers of America (UAW), and notice
of strike, work stoppage, sit-down, stay-in or slow down is given to the Company in writing by the
International Union prior to the beginning of same.
The Company reserves the right to discipline any employee taking part in any violation of this section
of this Agreement. Such action as may be taken by the Company shall be subject to the grievance
procedure including the Arbitrator.

Article X
GENERAL PROVISIONS
(TA 4-29)
The Company may adopt locally from time to time and enforce reasonable rules and regulations not
inconsistent with any of the terms of this Agreement and the respective local supplemental
agreements. The observance of such rules and regulations shall be required by all employees.
The Company agrees to print and distribute to its employees hard copies (along with electronic
copies upon request) of this Agreement together with the respective supplemental agreements as
soon as practicable after the signing of this Agreement.
Non-bargaining unit employees shall not perform the regular work of any employee who is covered
by this Agreement, except for the purpose of instruction, training, emergencies, testing, troubleshooting or product development.
Former and present employees with satisfactory employment records may apply for employment
openings at other Honeywell facilities.
Copies of any bulletin put out by the Company regarding shop conditions shall be given to the
President of the Local Union to be posted in the Union Hall.

Article X
HOLIDAY PAY
(TA 9-15)
Employees are eligible for thirteen (13) paid holidays each full calendar year. These holidays will
include the following:
2016
Thanksgiving Day
Day after Thanksgiving
Christmas Holiday

Thursday, November 24, 2016


Friday, November 25, 2016
Friday, December 23, 2016
Monday, December 26, 2016
Tuesday, December 27, 2016
Wednesday, December 28, 2016
Thursday, December 29, 2016
Friday, December 30, 2016
16

2017
New Years
Good Friday
Memorial Day
Independence Day
Tuesday, July 4, 2017
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Holiday

Monday, January 2, 2017


Friday, April 14, 2017
Monday, May 29, 2017
Monday, July 3, 2017
Monday, September 4, 2017
Thursday, November 23, 2017
Friday, November 24, 2017
Monday, December 25, 2017
Tuesday, December 26, 2017
Wednesday, December 27, 2017
Thursday, December 28, 2017
Friday, December 29, 2017
2018

New Years
Good Friday
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Holiday

Monday, January 1, 2018


Friday, March 30, 2018
Monday, May 28, 2018
Wednesday, July 4, 2018
Monday, September 3, 2018
Thursday, November 22, 2018
Friday, November 23, 2018
Monday, December 24, 2018
Tuesday, December 25, 2018
Wednesday, December 26, 2018
Thursday, December 27, 2018
Friday, December 28, 2018
Monday, December 31, 2018
2019

New Years
Good Friday
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Holiday

Tuesday, January 1, 2019


Friday, April 19, 2019
Monday, May 27, 2019
Thursday, July 4, 2019
Monday, September 2, 2019
Thursday, November 28, 2019
Friday, November 29, 2019
Tuesday, December 24, 2019
Wednesday, December 25, 2019
Thursday, December 26, 2019
Friday, December 27, 2019
Monday, December 30, 2019
Tuesday, December 31, 2019

17

2020
New Years
Good Friday
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Holiday

Wednesday, January 1, 2020


Friday, April 10, 2020
Monday, May 25, 2020
Friday, July 3, 2020
Monday, September 7, 2020
Thursday, November 26, 2020
Friday, November 27, 2020
Thursday, December 24, 2020
Friday, December 25, 2020
Monday, December 28, 2020
Tuesday, December 29, 2020
Wednesday, December 30, 2020
Thursday, December 31, 2020
2021

New Years
Good Friday
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Holiday

Friday, January 1, 2021


Friday, April 2, 2021
Monday, May 31, 2021
Monday, July 5, 2021
Monday, September 6, 2021
Thursday, November 25, 2021
Friday, November 26, 2021
Friday, December 24, 2021
Monday, December 27, 2021
Tuesday, December 28, 2021
Wednesday, December 29, 2021
Thursday, December 30, 2021
Friday, December 31, 2021

When any of these days falls on a weekend, the Company will designate the prior Friday or the
following Monday as the holiday.
To receive holiday pay an employee must meet all of the following eligibility rules:
a)

The employee has seniority as of the date of the holiday; and

b)

The employee worked the last scheduled work day prior to and the next scheduled work
day after the holiday within the employee's scheduled work week, provided that the
employee will not be disqualified for holiday pay if he is taking approved vacation time on
the day before or after the holiday.

When a holiday falls within an eligible employee's approved vacation period, and he is absent from
work during his regularly scheduled work week because of such vacation, he will be paid for such
holiday.

18

Employees who are scheduled to work a holiday and meet the requirements above for holiday pay,
will be paid for all hours actually worked plus eight (8) hours of holiday pay at twice (2X) their regular
straight-time hourly rate of pay.
Employees assigned to work on a holiday, including employees who have accepted a request to
work the holiday, then fail to report for and perform such work, will be considered as absent from
work and will not receive holiday pay under this section.

Article X
WAGES
Job classifications, wage rates, wage progressions, shift premiums and/or lump sum wage payments
will be determined in the Local Supplements.
Notwithstanding the above, employees will receive general wage increases to their regular hourly
wages rates in the amounts listed below. These increases will become effective in the first full payroll
cycle in May of the applicable year. South Bend employees currently in the Tier 1 wage scale are
not eligible for these general wage increases.

2016
2017
2018
2019
2020

Determined in new wage tables in Local Supplements


2%
2%
2%
0%

Article X
HEALTH AND WELFARE
The Company shall determine all administrative procedures required for the execution of the Plans
described in this article. All matters concerning benefits provided under the applicable Plans shall
be governed by the terms and conditions of the insurance policy or as described in the applicable
Summary Plan Descriptions. No matter respecting the Plans shall be subject to the Grievance
Procedure established in the Collective Bargaining Agreement between the Company and the Union.

Medical Coverage
A. Through December 31, 2016 Honeywell shall make available to employees covered by this
Agreement, as of the first of the month following the 3 rd month, but no more than 90 days after
an employees hire date, the following Medical and RX plan design as described in the UAW
Master BCBS PPO 2011 2016 SPD and the employee contributions below.

19

In Network
Benefit
Deductible
Coinsurance
Out-of-Pocket
Maximum
PCP Visits
Specialist
Visits
Inpatient Stays
Rx Deductible
Rx
Retail

Copay

Rx Copay Mail
Order (90 Days)

Out-of-Network
Individual / Family
$350 / $700
$1000 / $2,000
20%
30%
$1,700 / $3,400
$3,200 / $6,400
(Deductible
Not
(Deductible Not Included)
Included)
$30
Not Covered
$40

Not Covered

20% after deductible

30% after deductible

None
$20 / $35 / $50

Copay + difference between


network
and
non-network
pharmacy

$40 / $70 / $100

No coverage

Coverage Tier Weekly Contributions


Employee Only
$22.05
Employee & Spouse
Employee & Child(ren)
Employee & Family

$48.50
$41.89
$68.34

Employees enrolled in the Honeywell medical plan will be given an opportunity to certify that they
are not a tobacco user or that they will enroll in a tobacco cessation program in order to avoid a $500
tobacco surcharge. Employees who do not make an election will default to a Tobacco User and pay
the $500 tobacco fee. The fee is paid by impacted employees over the 12 month plan year via a
pre-tax per pay period deduction. A tobacco user is defined as an individual that has used tobacco
products more often than one time per month in the past 12 month period immediately prior to and
including the date of certification. Certification will be based on the honor system.
B. Effective January 1, 2017, Honeywell shall make available to employees covered by this
Agreement , as of the first of the month following the 3 rd month, but no more than 90 days after
an employees hire date, the same coverage for Medical, Health Savings Account, and Limited
Purpose Flexible Spending Account including the same terms and conditions, plan design,
administration, incentives / surcharges, funding and cost sharing, as Honeywell offers to nonbargaining unit employees at the site and as they may change from time to time.
Not withstanding the above for 2017:
The tobacco Certification will be based on the honor system.
The Company will make an HSA contribution for 2017 consisting of each employees
early payout of SUB and Paid Absence Allowance benefits.
20

2017 medical plan deductibles will be as depicted in the chart below:


Coverage Tier
Individual
Family

Deductible Amount (In Network)


$1,500
$3,000

Employee contributions toward the medical plan will be as depicted in the chart below.
Coverage Tier
Weekly
Employee Only
Employee & Spouse
Employee & Child(ren)
Employee & Family

South Bend

Green Island

$40.25
$84.80
$70.59
$114.80

$32.13
$70.99
$61.53
$96.25

C. Effective January 1, 2018, Honeywell shall make available to employees covered by this
Agreement, as of the first of the month following the 3 rd month, but no more than 90 days after
an employees hire date, the same coverage for Medical, Health Savings Account, and Limited
Purpose Flexible Spending Account including the same terms and conditions, plan design,
administration, incentives / surcharges, funding and cost sharing, as Honeywell offers to nonbargaining unit employees at the site and as they may change from time to time.
Not withstanding the above beginning January 2018:
Employee contributions will be the same as non-bargaining unit employees at the site but
will not increase by more than 15% per year.
The company provided HSA contribution for 2018 will be as per the chart below.
Honeywell
Coverage
Completion Status of Biometric Screening
Contribution
Tier
to Employee
HSA
Individual
Employee complete Biometric Screening
$750
Individual
Children
Individual
Spouse
Individual
Spouse
Individual
Family
Individual
Family
Waived
Coverage

+
+
+
+
+

Employee complete Biometric Screening


Either Employee OR
Biometric Screening
Both Employee AND
Biometric Screening
Either Employee OR
Biometric Screening
Both Employee AND
Biometric Screening
N/A

21

$1,500

Spouse complete

$750

Spouse complete

$1,500

Spouse complete

$750

Spouse complete

$1,500
$0

The plan design will be the same as non-bargaining unit employees at the site but will not
exceed the amounts listed in the chart below and as defined by the IRS on an annual basis.
Beginning January 1, 2018
Individual Deductible *

IRS Minimum Deductible + $1,500

Family Deductible *
Out-Of-Pocket Maximum *

IRS Minimum Deductible + $3,000


Maximum out-of-pocket allowed for a
CDHP as defined by the IRS
Same as non-bargaining unit employees
at the site

All other benefit provisions

* Not to exceed legally allowed amount


The company provided HSA contribution for 2019 will be as per the chart below.
`
Coverage
Tier

Completion Status of Biometric Screening

Individual

Employee complete Biometric Screening

Individual
Children
Individual
Spouse
Individual
Spouse
Individual
Family
Individual
Family
Waived
Coverage

+
+
+
+
+

Employee complete Biometric Screening


Either Employee OR
Biometric Screening
Both Employee AND
Biometric Screening
Either Employee OR
Biometric Screening
Both Employee AND
Biometric Screening
N/A

Honeywell
Contribution
to Employee
HSA
$500
$1,000

Spouse complete

$500

Spouse complete

$1,000

Spouse complete

$500

Spouse complete

$1,000
$0

Dental Coverage
A. Through December 31, 2016 Honeywell shall make available to employees covered by this
Agreement as of the first of the month following the 3rd month, but no more than 90 days after an
employees hire date, dental coverage per the prior Collective Bargaining Agreement and as
described in the UAW Master Dental 2011 2016 SPD with the following employee contribution:

Dental Indemnity - Weekly Contributions


Employee Only
Employee & Spouse
Employee & Child(ren)
Employee & Family

May 4, 2016 December 31, 2016


$2.19
$4.81
$4.15
$6.77

Dental HMO - Weekly Contributions


Employee Only

May 4, 2016 December 31, 2016


$2.48
22

Employee & Spouse


Employee & Child(ren)
Employee & Family

$5.46
$4.71
$7.68

B. Effective January 1, 2017, Honeywell shall make available to employees covered by this
Agreement, as of the first of the month following the 3 rd month, but no more than 90 days after
an employees hire date the same dental coverage including the same terms and conditions, plan
design, administration, funding and cost sharing, as Honeywell offers to non-bargaining unit
employees at the site and as they may change from time to time.
Notwithstanding the above 2017 employee contributions toward the dental plan will be
as depicted in the chart below.

Coverage Tier Weekly


Employee Only
Employee &
Spouse
Employee &
Child(ren)
Employee &
Family

DHMO

MetLife PDP Plus

$5.46

$6.10

MetLife PDP
Plus Premier
$8.25

$10.13

$13.06

$17.63

$16.29

$13.08

$17.67

$19.38

$22.08

$29.85

C. Effective January 1, 2018, Honeywell shall make available to employees covered by this
Agreement, as of the first of the month following the 3 rd month, but no more than 90 days after
an employees hire date the same dental coverage including the same terms and conditions, plan
design, administration, funding and cost sharing, as Honeywell offers to non-bargaining unit
employees at the site and as they may change from time to time.
Effective January 1, 2018, contributions will be the same as non-bargaining unit
employees at the site but will not increase by more than 15% per year.

Vision Coverage
A. Through December 31, 2016, Honeywell shall make available to employees covered by this
Agreement as of the first of the month following the 3rd month, but no more than 90 days after an
employees hire date vision coverage per the prior Collective Bargaining Agreement and as
described in the UAW Master BCBS PPO 2011 2016 SPD
B. Effective January 1, 2017 Honeywell shall make available to employees covered by this
Agreement as of the first of the month following the 3rd month, but no more than 90 days after an
employees hire date, the Base, Premier and Premier Plus plans through VSP under the same
terms and conditions, plan design, administration, funding and cost sharing, as Honeywell offers
to non-bargaining unit employees at the site.

23

Notwithstanding the above, employee contributions will be as per the chart below.
Coverage Tier Weekly
Contribution
Employee Only
Employee & Spouse
Employee & Child(ren)
Employee & Family

Base

Premier

Premier Plus

$0.77
$1.54
$1.65
$2.64

$1.59
$3.17
$3.40
$5.43

$2.11
$4.23
$4.53
$7.23

C. Effective January 1, 2018 Honeywell shall make available to employees covered by this
Agreement as of the first of the month following the 3rd month, but no more than 90 days after an
employees hire date, the same vision coverage including the same terms and conditions, plan
design, administration, funding and cost sharing, as Honeywell offers to non-bargaining unit
employees at the site and as they may change from time to time.

Definition of an Eligible Dependent for Health Care Coverage


A. Through December 31, 2017, the definition of an eligible dependent, will be as per the prior
Collective Bargaining Agreement
B. Effective January 1, 2018, the definition of an eligible dependent will be the same definition as
for non-bargaining unit employees and as it may change from time to time and as can be found
in the applicable summary plan documents (SPDs).

Basic Life Insurance and AD&D


Honeywell shall make available to employees actively at work who are covered by this Agreement
noncontributory basic life insurance in the amount shown below:

Life Insurance
Coverage Amount
Permanent and
Total Disability
Benefit
AD&D Coverage
Amount

Jan 1, 2012
$24,000

Jan 1, 2017
$30,000

Jan 1, 2018
$30,000

Jan 1, 2019
$30,000

$24,000

$30,000

$30,000

$30,000

$10,000

$10,000

$10,000

$10,000

Supplemental Life Insurance (Group Universal Life), Supplemental AD&D and Dependent Life
Insurance
Honeywell shall make available to employees covered by this Agreement the Supplemental Life
Insurance including the same terms and conditions, plan design, administration, funding and cost
sharing, as Honeywell offers to non-bargaining unit employees at the site and as they may change
from time to time.
24

Honeywell shall make available to employees covered by this Agreement the Supplemental AD&D
including the same terms and conditions, plan design, administration, funding and cost sharing, as
Honeywell offers to non-bargaining unit employees at the site and as they may change from time to
time.
Honeywell shall make available to employees covered by this Agreement Dependent Life
Insurance including the same terms and conditions, plan design, administration, funding and cost
sharing, as Honeywell offers to non-bargaining unit employees at the site and as they may change
from time to time.

Short Term and Long Term Disability


Through December 31, 2016, Honeywell shall make available to employees at work who have
completed one hundred eighty (180) days of service and are covered by this Agreement Sickness
and Accident Benefits in the amount $120 per week for a maximum of twenty-six (26) weeks in a
rolling twelve (12) month period including the same terms and conditions, and administration, as
Honeywell offers to non-bargaining unit employees at the site and as they may change from time to
time.
Through December 31, 2016, Honeywell shall make available to employees at work who have
completed one hundred eighty (180) days of service and are covered by this Agreement an Optional
Supplemental Weekly Accident and Sickness Benefit (WA&S) benefit. Employees can elect to
purchase a 60% income replacement option (Basic WA&S + Supplemental WA&S coverage = 60%
of weekly pay) for a payroll contribution of $.39 monthly per $10 of weekly coverage.
Effective January 1, 2017 Honeywell shall make available to employees at work who have completed
one hundred eighty (180) days of service and are covered by this Agreement Sickness and Accident
Benefits in the amount 30% of base pay per week for a maximum of twenty-six (26) weeks in a rolling
twelve (12) month period including the same terms and conditions, and administration, as Honeywell
offers to non-bargaining unit employees at the site and as they may change from time to time.
Effective January 1, 2017, Honeywell shall make available to employees covered by this Agreement
who have completed one hundred eighty (180) days of service the same coverage for Long Term
Disability insurance, including the same terms and conditions, plan design, administration and cost
sharing, as such coverage exists for Non-Bargaining Unit Employees at the sites and as they may
change from time to time. If you are not actively at Work on January 1, 2017, your coverage will not
begin until you become actively at Work.
This provision is intended to meet or exceed the requirements of applicable laws and regulations. In
the event applicable law provides a greater benefit, the Company will provide that greater benefit to
employees in that jurisdiction.
Survivor Income Benefits
Provisions shall be made under the Group Life Insurance benefit for making available in accordance
with the terms and conditions of this paragraph, to the survivor or survivors, as defined herein, of an
employee (which term for purposes of paragraphs a. and b. of this Subsection 3 only, shall include
an employee retired on a permanent and total disability pension under the Pension Plan who has
not attained age 65) who dies while insured for Group Life Insurance under this Insurance Program,
25

a Transition Benefit of $850 for any month for which no eligible survivor of the deceased employee
is eligible for an unreduced old-age benefit, survivors benefit not reduced because of age or
disability benefit under the Federal Social Security Act as now in effect or as hereafter amended,
commencing on the first day of the month following the death of the employee, and continuing for
not more than 24 months.
The benefit will be $650 for those survivors who are eligible for an unreduced benefit under the
Federal Social Security Act. For months in which two or more survivors share a benefit, each
survivors share is computed as a fraction of the benefit that would be paid to him as a sole survivor,
according to his own eligibility for Federal Social Security benefits.
For purposes of this paragraph:
a. "Class A Survivor" means the widow of a deceased employee, but only if she was legally
married to the deceased employee for at least one year immediately prior to his death;
b. "Class B Survivor" shall mean the widower of a deceased female employee, but only if he
was legally married to the deceased employee for at least one year immediately prior to her
death;
c. Class C Survivor" means the employees child who, at the employees death and at the time
a survivor income benefit becomes payable to such child, is both unmarried and (i) under 21
years of age, or (ii) at least 21 but under age 25, or (iii) totally and permanently disabled at
any age over 21; provided, however, that a child under clause (ii) or (iii) must have been
legally residing with and dependent upon the employee at the time of his death. A child
ceases to be a Class C Survivor upon marrying, or if not totally and permanently disabled,
upon reaching his or her 25th birthday.
To qualify as the employees child, the child must be one of the following
i.

The employees own child born prior to the first of the month following the employees
death;

ii.

The employees legally adopted child or a child with respect to whom he had initiated
legal adoption proceedings which were terminated by his death;

iii.

The employees stepchild who resided with him at the time of his death.

d. "Class D Survivor" means a parent of the deceased employee for whom the employee had,
during the calendar year immediately preceding the employees death, provided at least 50%
of the parents support.
This Transition Survivor Income Benefit shall be provided without employee contributions and shall
be paid as follows:
a. If the employee is survived by a Class A Survivor or by a Class B Survivor, the monthly income
shall be payable to such survivor. If the employee is not survived by a Class A Survivor or a
Class B Survivor, the monthly income shall be payable in equal shares to the employees
Class C Survivors, but if the employee is not survived by a Class C Survivor, in equal shares
to the employees Class D Survivors;
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b. If a Class A or Class B Survivor dies while monthly income payments are still payable, any
remaining payments will be made, in equal shares, to the employees then surviving Class C
Survivors; but if none are then surviving, in equal shares to the employees then surviving
Class D Survivors; but if none are than surviving, no further monthly income payments shall
be made;
c. If a Class C Survivor dies while monthly income payments are still payable, and if any other
Class C Survivors are still alive, the monthly income which the deceased Class C Survivor
had been receiving shall be paid in equal shares to the then surviving Class C Survivors;
d. If a Class C Survivor dies while monthly income payments are still payable, and if he is not
survived by another Class C Survivor, any remaining payments will be made, in equal shares,
to any Class D Survivors then surviving, but if no Class D Survivor is then surviving, no further
monthly income payments shall be made;
e. If a Class D Survivor dies while monthly income payments are still payable, and if he is
survived by another Class D Survivor, the monthly amount which the deceased Class D
Survivor has been receiving shall be added to the amount being received by the surviving
Class D Survivor; and
f. If a Class D Survivor dies while monthly income payments are still payable, and he is not
survived by another Class D Survivor, no further monthly income payments shall be made.
Provision shall be made under the Group Life Insurance Benefit for making available, in accordance
with the terms and conditions of this paragraph, to the Class A Survivor or the Class B Survivor, both
terms as defined in Paragraph A above, who was 48 years of age or more on the date of the
employees death, or whose age (to the nearest (1/12) when combined with the employees years
of seniority, both of which to be determined as of the date of the employees death, totals 55 or more,
and who has received 24 monthly payments of the Transition Survivor Income Benefit provided in
Paragraph A above, a Bridge Benefit of $850 per month payable as outlined below:
a. The Bridge Benefit will become payable commencing with the first month following the month
for which the 24th monthly payment of the Transition Survivor Income Benefit is paid unless
at that time or at some subsequent time the Class A Survivor is eligible to receive Mothers
Insurance Benefits under the Federal Social Security Act, in which case, payment of the
Bridge Benefit shall be deferred until the Class A Survivor ceases to be eligible to receive
such Mothers Insurance Benefits.
b. The Bridge Benefit will not be paid beyond the earlier to occur of the following: (a) the death
or remarriage of the Class A Survivor or Class B Survivor, or (b) attainment by the Class A
Survivor or Class B Survivor of age 62 or such lower age at which full Widows or Widowers
Insurance Benefits become payable under the Federal Social Security Act as now in effect or
hereafter amended. The Bridge Benefit will be paid for one additional month following the
month in which the eligible Class A or Class B survivor will not receive any Widows or
Widowers insurance benefits under the Federal Social Security Act during such additional
month, and will be eligible to receive and applies for a reduced old-age benefit under the
Federal Social Security Act that will initially be paid during the 2nd month following the 62nd
birthday.
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No Survivor Income Benefit payable hereunder shall be subject in any manner to assignment,
pledge, attachment or encumbrance of any kind, nor subject to the debts or liability of any eligible
survivor except as required by applicable law.
A qualified Class A or Class B Survivor may execute a waiver with respect to any right to receive
Survivor Income Benefits for any period by completing a waiver form furnished by the insurance
carrier for that purpose, such waiver being effective on the first of the second month following the
month in which such waiver is received by the Insurance Carrier. No Survivor Income Benefits shall
be payable for any period covered by such waiver; provided, however, any month in which a Survivor
Income Benefit is not paid because of such waiver shall be counted as if it is a month for which a
benefit is paid under Paragraph A above for the purpose of determining the maximum number of
monthly Transition Survivor Income Benefits. A qualified Class A or Class B Survivor may revoke
such a waiver by completing the appropriate form furnished by the insurance carrier, such revocation
being effective with respect to Survivor Income Benefits payable on and after the first of the second
month following the month in which such revocation is received by the insurance carrier.

Dependent Care Flexible Spending Account


Honeywell shall make available to employees at work who have completed one hundred eighty (180)
days of service covered by this Agreement the same coverage for the Dependent Care Flexible
Spending Account including the same terms and conditions, plan design, and administration, as
Honeywell offers to non-bargaining unit employees at the site and as they may change from time to
time.

Employee Assistance Program


Honeywell shall make available to employees at work who have completed one hundred eighty (180)
days of service the same Employee Assistance Policy including the same terms and conditions,
plan design, administration, funding and cost sharing, as Honeywell offers to non-bargaining unit
employees at the site and as they may change from time to time.

Educational Assistance Policy


Honeywell shall make available to employees at work who have completed one hundred eighty (180)
days of service the same Educational Assistance Policy including the same terms and conditions,
plan design, administration, funding and cost sharing, as Honeywell offers to non-bargaining unit
employees at the site and as they may change from time to time.

Identity Theft Services


The Company agrees to provide employees covered by this Agreement, in the event of a data breach
that would require notification to affected individuals under applicable law, for a period of 1 year, the
same Identity Theft services including the same terms and conditions, design, administration, and
cost sharing as Honeywell offers to non-bargaining employees at the site and as they may change
from time to time.
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Business Travel Accident Insurance


Honeywell shall make available to employees covered by this Agreement who have completed one
hundred eighty (180) days of service the same coverage for Business Travel Accident insurance,
including the same terms and conditions, plan design, administration and cost sharing, as such
coverage exists for Non-Bargaining Unit Employees at the sites and as they may change from year
to year.

Travel Time Pay


The Aerospace Travel Time Pay Policy for Non-exempt Employees will apply to employees under
this Agreement who are required to travel for Company business the same as other employees at
their work site, on the same terms and conditions applicable to those other employees and as the
Company may change them from time to time.
By making the foregoing applicable to bargaining unit employees the same as other Honeywell
employees, including as they may change from time to time, the parties do not waive any other rights
under this Agreement.

Bravo
Honeywell shall make available to employees covered by this Agreement who have completed one
hundred eighty (180) days of service the same Reward and Recognition (BRAVO), including the
same terms and conditions, plan design, administration and cost sharing, as such coverage exists
for Non-Bargaining Unit Employees at the sites and as they may change from year to year.

Employee Discount Program


Honeywell shall make available to employees covered by this Agreement who have completed one
hundred eighty (180) days of service the same Employee Discount Program, including the same
terms and conditions, plan design, administration and cost sharing, as such coverage exists for NonBargaining Unit Employees at the sites and as they may change from year to year.

Employee Referral Program


Honeywell shall make available to employees covered by this Agreement who have completed one
hundred eighty (180) days of service the same Employee Referral Program, including the same
terms and conditions, plan design, administration and cost sharing, as such coverage exists for NonBargaining Unit Employees at the sites and as they may change from year to year.

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Retiree Life Insurance


Retirees on or after June 1, 2011 through January 1, 2012 are eligible for a minimum of $2,500 for
employees with 10 years of Credited Service to a maximum amount equal to 1-1/2% of the amount
of Life Insurance the employee had on his date of retirement multiplied by the years of Credited
Service. The employees Life Insurance will be reduced subject to the rights reserved to the
Company to modify or discontinue this Plan as per the prior Collective Bargaining Agreement.
Eligible employees who retire after January 1, 2012 and prior to May 4, 2016 will have the current
retiree basic life coverage of $15,000, at no cost to the retiree, and which will no longer be subject
to the 2% per month reduction after age 65. Retirees may also continue coverage elected as an
active employee under the Honeywell Group Universal Life Insurance plan through the insurance
provider, with premiums paid directly to the insurance provider.
For all employees retiring on or after May 4, 2016 the Company will no longer provide basic retiree
life insurance. The supplemental group universal life insurance (GUL) will be continued at the
employees elected coverage through the provider, with premiums paid directly to the provider.

Pension Benefit
A. All employees hired on or after May 4, 2016 will not be eligible for a pension benefit. All
employees who are rehired on or after May 4, 2016 will not be eligible for a pension benefit for their
period of employment after rehire.
For employees who are hired on or before August 1, 2011, the company shall provide the defined
benefit pension benefits as per the prior Collective Bargaining Agreement and per the UAW Master
portion of the Honeywell Retirement Earnings Plan (Supplement F), provided they will have credited
service frozen and calculated as of December 31, 2016. These employees will continue to earn
vesting service [and credited service solely] for vesting and for early retirement eligibility, as
applicable, under Supplement F while employed by Honeywell and its related companies after
December 31, 2016. For the avoidance of doubt, employees hired on or before August 1, 2011 shall
continue to earn credited service for eligible employment after December 31, 2016 solely for
purposes of early retirement eligibility as applicable, the interim supplement, the 30 and out
supplement, and the temporary supplement described in Supplement F.
Employees who are hired on or before August 1, 2011 shall be eligible for the 2% Pension Equity
Plan portion of the Honeywell Retirement Earnings Plan (Supplement BB) for employment after
December 31, 2016, with eligible pay and credited service beginning January 1, 2017.
Employees who are hired after August 1, 2011 and prior to May 4, 2016 shall remain eligible for the
2% Pension Equity Plan portion of the Honeywell Retirement Earnings Plan (Supplement BB).
B. With respect to any employee participating in Supplement F who is actively at work or on an
approved leave of absence (not currently on lay off) on May 4, 2016, credited service under
Supplement F will include any period of lay off during calendar years 2007 through 2015 not currently
credited based on current seniority as follows:

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Seniority at 5/4/16
20 years & over
15-19 years
5-15 years

Percentage of Layoff Time Credited


100%
75%
50%

HSOP 401(k)
The Honeywell Savings and Ownership Plan (HSOP) will be continued for employees covered by
this Agreement. The match on employee contributions will remain at 50% up to 7% of base pay.
Employees may contribute up to a total of 30% of base pay, contributions over 7% are on an
unmatched basis. Except for the negotiated level of match set forth above, all other provisions of
HSOP, including those related to administration and investment options, will be the same as those
offered to other Honeywell US employees, as they may change from time to time.

Supplemental Unemployment Benefit Plan


The parties agree that the company shall amend the SUB Plan, effective May 3, 2016, to
provide that (i) no SUB benefits will be paid to any employee who made or makes a SUB claim
after May 3, 2016 and (ii) the company will have no obligation to make any contributions to
the SUB trust after May 3, 2016, and the parties agree further that the company will terminate
the SUB plan and related trust as of the end of the month following ratification of this
Agreement (the SUB Termination Date). Benefits will continue to be paid to employees
receiving SUB benefits on the SUB Termination Date in accordance with the terms of the SUB plan
and related trust agreement. The parties agree that no SUB benefits will be paid to any employee
who made or makes a SUB claim after May 3, 2016the SUB Termination Date.
Remaining trust funds will be distributed, net of any final administrative expenses and
termination fees (accrued or reasonably estimated), to employees who return to active
employment with the Company immediately following the date the parties designate as the
Return to Work Date are actively employed and have SUB credits, on a pro rata basis
according to their SUB credits on the SUB Termination Date. Payments to these employees
will be made on the first pay date in January 2017 or as soon as practicable following the
companys receipt of a favorable ruling from the Internal Revenue Service and/or US
Department of Labor if the trustee determines that a favorable determination is necessary or
desired, if later, as follows: 1) for employees who are actively employed and have Companysponsored health care benefits on the payment date, as a deposit into a Health Savings
Account in their name and for their exclusive use in accordance with the terms and
conditions of the Health Savings Account; 2) for employees who are actively employed and
do not have Company-sponsored health care benefits on the payment date, in their regular
paycheck, subject to applicable payroll deductions; 3) for employees who retire (that is, they
leave active employment with the Company on or after age 55 with at least 10 years of vesting
service) between the SUB Termination Date and the payment date, via a check mailed to their
home address on file with the Company, subject to applicable payroll deductions.
In no event will an employee who is entitled to a payment under the above paragraph receive
a gross amount that is less than $15 per SUB credit (or $100, if greater). If the remaining trust
funds are less than the minimum benefit, the difference will be paid from company assets.
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The sole remedy for any disputes under this provision or related to the termination of the
SUB plan and related trust or to the distribution of the remaining trust assets will be the
appeals procedure described in the SUB plan.

Employees on Paid or Unpaid Leave of Absence.


Effective with paid or unpaid leave of absences commencing on or after May 4, 2016, individuals on
paid or unpaid leave of absence will be eligible to continue benefit coverage as per the provisions of
each of the individual benefit Plans for which they are eligible. Failure to pay for coverage will result
in termination of the applicable coverage.

Standards for Applications of Special Early Retirement Provision Honeywell International Inc.
Pension Plan for Hourly Employees
Article IV, Section 2(d) of the Pension Plan provides that an employee may be retired early at the
option of the Company or under mutually satisfactory conditions provision he is otherwise eligible.
The following standards have been adopted by the Company as a guide in the application of this
provision.
Standards:
A. An employee who is inefficient by reasons of permanent disability.
The retirement must be in the best interest of the Company. It is intended to benefit employees
unable to work efficiently through no fault of their own. This contemplates that the efficiency
of operation will be improved by reason of the retirement which may be the case in any of the
following situations:
i.

The employee is no longer physically or mentally capable of performing his work in an


efficient and satisfactory manner.

ii.

The employee, though still capable of performing his work satisfactorily, is prevented by
chronic physical illness or physical disability (less than total) from working regularly to the
extent that efficiency of operation is interfered with.

iii.

The employees condition based on medical evidence satisfactory to the Company, is such
that, although able to perform the duties of his job satisfactorily, he would thereby be
jeopardizing his health or that of fellow employees, and it is expected that this condition
will be continuous until his normal retirement age.

iv.

The employee is on medical leave (medical leave expired) or medical layoff and his
condition, based on medical evidence satisfactory to the Company, is expected to be
continuous until his normal retirement age, and the probability of his being reinstated prior
to his normal retirement age is remote because of his physical condition.

The determination of Company interest is not necessarily to be made in reference to the particular
job held by the employee; consideration should be given to the possibility of placing the employee
on other work in line with his physical capacity and seniority.
32

It is in the Companys interest to see that this provision of the Plan is not abused or misused.
A discharge for cause shall not constitute retirement at the option of the Company or under
mutually satisfactory conditions. It is not in the Companys best interest to reward misconduct,
including deliberate poor job performance or absenteeism, with higher retirement benefits.
B. An employee who is laid off.
i.

Consideration for special early retirement may be given to an employee who is laid off as
a result of a plant closing or discontinuance of operations; however, the fact that an
employee faces layoff as a direct result of a plant closing or discontinuance of operation
may or may not be grounds for granting a special early retirement benefit.

Consideration for special early retirement may also be given to an employee whose layoff appears
to be permanent and who appears to have no further opportunity for employment.

Article X
DURATION
This Agreement settles in full all of the demands of the Union and the Union agrees it will make no
further demands of any kind for the duration of this Agreement.
This Agreement shall remain in full force and effect until 6:00 p.m., ___________, and shall
thereafter be continued in full force and effect from year to year after 6:00 p.m., ____________
unless notice of termination or a desire to modify or change this Agreement is given in writing by
either party at least sixty (60) days before the expiration date. Upon receipt of such notice, a
conference shall be arranged for within thirty (30) days. This provision shall not be interpreted to
require a meeting prior to sixty (60) days before the expiration date of this Agreement.
The Company and the Union, for the life of this Agreement, each voluntarily and unqualifiedly waives
the right and each agrees that the other shall not be obligated to bargain collectively with respect to
any subject or matter referred to or covered in this Agreement, even though such subjects or matter
may not have been within the knowledge or contemplation of either or both of the parties at the time
that they negotiated or signed this Agreement. It is further agreed that neither party has relinquished
any rights or given up any position or affected its right to interpret the Collective Bargaining
Agreement by the withdrawal or modification of proposals made during the course of negotiations
leading to this Agreement.

IN WITNESS WHEREOF, the parties hereto have caused their names to be subscribed by their duly
authorized officers and representatives the day and year first above written.

For International Union, United Automobile, Aerospace and Agricultural Implement Workers
of America, UAW:

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For Honeywell International Inc.:

34