ARTICLE 26 - SAFETY AND HEALTH

1.1 The Union and the Company are committed to working together to maintain a healthy, safe and environmentally responsible workplace. Both Parties agree that all employees should be actively involved in creating a safe workplace and complying with all applicable safety, health and environmental rules, policies and procedures. Both Parties commit to work together to ensure an environment which promotes a positive approach to processes, attitudes and activities that help to achieve a workplace free of incidents, accidents and injuries and help protect the environment.

Both Parties recognize that good physical health and being prepared to do physical work may reduce injuries, and together, the Parties will explore methods to promote health and safety programs.

1.2     .a) Should an employee believe that there is imminent danger due to work required to be performed, the employee should promptly inform his/her immediate supervisor and/or Location Manager or a designee identified by the Location Manager.

b) Where an employee believes there is imminent danger due to work required to be performed, the work will not continue until the responsible Safety and Security Manager or a designee and the Union Safety Representative or designee makes a final determination concerning the safety of the individual and the work to be performed.

1.3    The Parties agree to create and maintain a Joint Health and Safety Committee (hereinafter the "Safety Committee"). The Safety Committee will be composed of a minimum of three (3) employee representatives for the Union and three (3) representatives from the Company. The Union will advise the Company of their representatives for the Safety Committee. The Safety Committee’s purpose is to explore ideas and methods to promote health and safety in the facility.

1 .4 A contact listing of the responsible site Location Manager or designee and the Safety Committee members will be posted at locations conveniently accessible to employees.

1.5    The Safety Committee will not have authority to make changes to or interpret the terms of this Agreement, nor to alter the terms and conditions of this Agreement.

1.6    The Company will provide up to forty (40) hours of on-the-company-site safety related training to the Safety Committee members on an annual basis to be determined by the Company, which may consider the safety training recommendations of the Safety Committee. The time spent in such training by the Safety Committee members will be considered time spent performing Safety Committee functions.

1.7    The Company will regularly provide necessary safety related training to employees at reasonable intervals, such as through Safety Talks.

ARTICLE 27 - SAVINGS CLAUSE

1.1    In the event that any federal or state legislation, governmental regulations or court decisions cause invalidation of any Article or Section of this Agreement, all other Articles and Sections not so invalidated will remain in full force and effect.

1.2    Within thirty (30) calendar days, the Company and Union will meet to negotiate new contract language to replace the particular Clause(s) which were invalidated by federal or state legislation.

ARTICLE 28 - SENIORITY

1.1 Seniority Defined - For purposes of benefit entitlement, seniority is defined as the employee's continuous length of service with the Company from the date of hire or rehire. For purposes of internal and/or external transfer between departments (CDC, Inbound, Outbound, Ives, Storage and Movement, Plock, Recovery, Stock Control, Recycling), promotion, selection of overtime, vacation, job openings or job functions within a department, an employee's seniority date will be the date the employee began performing work for the Company, except when seniority has been broken as defined in this Article in which event seniority will be computed from the first day performing work for the Company after rehire.

Employees in a layoff status continue to accumulate seniority as defined in this Article, For purposes of layoff and recall, seniority will be determined by an employee’s date of hire.

The relative seniority of employees who have the same seniority date will be determined with the employee’s last name and at the time of hire with “A" being the most senior.

1.2    A job function is defined as a job assignment within a department within the category. Every employee will work in their assigned job function unless business needs require reorganization of the resources1. Employees arriving late to work shall lose their ability within their department to select a job function on that day.

When the need to reorganize resources becomes apparent after the start of the shift, to assign job functions by seniority, the Company will determine the departments that can spare resources and ask for qualified volunteers. These volunteers will be selected by seniority. If an insufficient number of volunteers are obtained, the Company will utilize inverse seniority to meet the function needs.

1.3    Shop Stewards and Bargaining Committee Members will enjoy additional seniority (for purposes of layoff) of two (2) years more than their actual seniority when possessing those titles.

1.4    The Chief Steward and President will enjoy additional seniority (for purposes of layoff) of four (4) years more than their actual seniority when possessing this title.

1.5    Qualifications - "Qualified” or “qualifications”, unless otherwise specified elsewhere in this Agreement, will mean the employee meets or is able to meet, with a minimum of two (2) weeks training, the requirements of the job description with the exception of Internal Hauler in which case there will be two (2) weeks of on the job training and four (4) weeks of proficiency development.

1.6    When employees are reclassified in accordance with provisions of this Agreement, they will be given such guidance, training and orientation as are reasonably necessary to perform the work of the classification and/or job assignment.

1.7    Breaking Seniority - An employee’s seniority will be considered broken and all rights under this Agreement forfeited only when an employee:

a)    Resigns or is discharged for just cause or accepts employment in a position with the Company that is outside of the bargaining unit defined by this Agreement.

b)    Fails or refuses to call or confirm their return to work five (5) working days  after being recalled and actually returns to work within ten (10) working

days of receiving the notice of recall, unless extended by the Company. If the employee cannot return due to medical reasons, they may remain on medical leave of absence limited by Section 3.1 (c) of this Article.

Notification of recall for the purpose of this Section will be made by regular mail addressed to the employee’s last known address as shown on the Company's records with a copy sent to the Union. The notice is considered received as of three (3) working days from the date of the note of the notice. Failure to notify the Company with a change in address, employees may forfeit recall rights at the time of recall. The employee will keep the Company informed of their current address.

c)    Fails to return at the end of a short term disability up to a nine (9) month period.

d)    Failure to return at the end of a leave granted under this Agreement.

e)    Employee is on layoff for a period up to eighteen (18) months.

1.8    Layoff - If the Company determines it is necessary to lay off any member of its workforce, then the Company will do so by job category as set forth in Addendum 1 using the following procedures. For the purpose of a layoff, employees in the bargaining unit will be laid — off in the following order:

a)    Temporary employees will be displaced prior to any layoff of bargaining unit employees in any category where layoffs are occurring.

b)    Sub-contractors in the category where layoffs are occurring will be displaced prior to any layoff of bargaining unit employees, unless such employees possess special skills not possessed by bargaining unit employees but deemed to be necessary by the Company.

c)    Probationary employees (if any), as defined in Article 25 of the Agreement, will be displaced prior to any layoff of full seniority employees in any category where layoffs are occurring.

d)    Employee(s) within the affected category who desire to be laid off will be permitted to submit a written request to be laid-off. Such employee(s) will be laid off first, provided the remaining employees in the category hove the immediate ability and qualifications to perform the remaining work. If there is a conflict among those employees requesting layoff, seniority will prevail and the employee(s) who is more senior will have their request honored. Employees who are laid off will have the option to use vacation time during the layoff. Voluntary laid-off employees cannot revoke their laid-off status.

e)    If there are no volunteers for layoff, employees, in any category where layoffs are occurring will be laid-off on the basis of least seniority first.

f)    In the event employees are scheduled to be laid off in one category and there exists a vacant position(s) in another category, such employees may bid on such vacancies. In the event there are no such vacancies, such employees to be laid off in the category may displace the least senior employee in the other categories provided the employee is qualified to perform the position and has more seniority than the person being displaced.

1.9 Notification of Layoff- Unless otherwise required by applicable law, the

Company will give the Union and the affected employees(s) twenty one (21) working days' notice prior to the effective date of the layoff. The notice will state the date the layoff will become effective and the expected date of return, if any or if known. Employees who are affected by a layoff and are on a leave of absence or other excused absence at the time the layoff notice is given will be notified of the layoff by regular mail sent to their last known address os shown on company records.

2.0 Recall - Employees in layoff status will continue to accumulate seniority.

Employees will be recalled within their category, in order of seniority. The Company will send recall notices by regular mail to the employee(s) last official address of record as provided by the employee at the time of layoff or after change of address has been submitted, with a copy sent to the Union. The notice is considered received as of three (3) working days from the date of notice. The employee has five (5) working days after the recall notice was received by the employee to call to confirm their acceptance of recall and actually return to work within ten (10) working days of receiving the notice of recall, unless extended by the Company. If an employee declines to return as recalled, then (s) he is terminated and the next employee in order of seniority within the category will be offered recall.

2.1    Seniority List - The Company will furnish an updated seniority list by the 5th day of each month to the Lodge President and Chief Steward. An updated seniority list pursuant to a layoff situation will be furnished to the Lodge President and Chief Steward when requested. Seniority list to include, name (at hiring date), employee number, seniority date.

2.2    Job Openings and Promotions - All Union job vacancies and all newly created job openings will be posted in the main hallway. Such postings will remain posted for five (5) business days internally, to come down at midnight on 5th day, prior to posting the position for external applicants. The posting will state the job to be filled, the scheduled location of the job, the shift, the pay grade of the job and description of work required. Any application must be filed online with the Company through the "Open IKEA" process or any similar electronic system established by the Company. If no Perryville employee applies for the job within the five (5) business days, then the Company may post externally and all applicants may be considered with the selection fully within the discretion of the Company.

Any bargaining unit employee in the Perryville location where a vacancy exists may apply for the transfer or job if he/she is not on a last chance agreement. An employee applying for more than one vacancy will indicate the order of preference for each job. If he or she is selected for more than one vacancy, he or she will accept only for the job ranked highest in his or her preference. The senior person that is qualified as in Section 1.5 will fill the vacancy for promotion or any transfer within the bargaining unit. Any transfer or promotion to a position outside the bargaining unit will be determined at the full discretion of the Company.

2.3    Any bargaining unit employee who seeks and receives a transfer for which they applied shall be precluded from applying for any further transfer for six (6) months except in the case of shift bid.

SENIORITY ADDENDUM 12

Category 1

Warehouse Coworker (see department as described in 1.1)

Category 2 Stock Control Category 3

Maintenance Technicians Battery Maintenance Technicians Power Equipment Technicians Preventive Maintenance Technicians Category 4 Internal Hauler

ARTICLE 29 - SHIFT PREMIUMS

1.1 Shift premiums are as follows for all bargaining unit employees hired before September 1, 2017, In order to receive the premium, at least half of the employee’s time must have been worked on the shift where the premium is available.

First shift: Monday, Tuesday, Thursday, Friday = no premium Second shift: Monday, Tuesday, Thursday, Friday = .75 premium 1 A: Sunday through Wednesday = .50 premium 1 B: Wednesday through Saturday = .50 premium 2A: Sunday through Wednesday = 1.00 premium 2B: Wednesday through Saturday = 1.00 premium

The weekend premium shall be paid even for the one week in the four week rotation set forth in the Hours of Work Article when the Saturday or Sunday is not worked as part of that week's schedule.

2The Parties agree a designation of the job functions is reserved for determination by the Company.

However, those designations for each department should be determined and posted on a regular basis and the Parties may discuss such designations in the LMC.

1..2    All shift premiums will be part of base wage and will be used for all Paid Time off (PTO), and overtime calculations if the employee works within the shift with the premium.

1.3    Shift premiums are as follows for all bargaining unit employees hired after September 1, 2017. In order to receive the premium, at least half of the employee’s time must have been worked on the shift where the premium is available.

First shift: Monday, Tuesday, Thursday, Friday = no premium Second Shift: Monday, Tuesday, Thursday, Friday = .50 premium 1 A: Sunday through Wednesday = .25 premium 1 B: Wednesday through Sunday = .25 premium 2A: Sunday through Wednesday = .75 premium 2B: Wednesday through Sunday = .75 premium

1.4    For all employees hired after September 1,2017, after 3 full years of employment

will then be eligible for the shift premiums set forth in Section 1.1.

ARTICLE 30-SICK PAY

1.1    Each employee will accrue up to forty (40) hours of paid sick time off per year.

Sick time will accrue on a weekly basis. Full-time employees will receive forty (40) hours of accrued sick pay per calendar year. Employees will be paid sick pay at their base wage rate plus any premium pay the employee regularly receives. Employees may bank any unused sick pay for future use up to two (2) times the employee's eligibility.

1.2    Sick time will not accrue after thirty (30) days of any leave, with the exception of military leave subject to the accrual limits in Section 1.1.

1.3    Sick time can only be used after ninety (90) days of employment and once accrued.

1.4 Sick time is accrued based on regular hours worked from the first day of regular employment.

ARTICLE 31-TECHNOLOGICAL CHANGE

1.1    The Company agrees that when technological changes take place that require additional knowledge and/or skill on the part of its employees, such employees will be given reasonable opportunity to acquire the knowledge and skill necessary to perform the new tasks assigned if such knowledge and skill is acquirable through on the job training. In such cases, the Company agrees to furnish the necessary instruction at the employees’ current rates of pay. Such training will not include the pursuit or need for a degree to perform the new tasks or such training that is outside the expertise of the Company to provide.

1.2    Employees who are displaced from their job classifications as a result of technological changes and are assigned to available lower job classifications will be paid the applicable rate of pay or their seniority in the classification to which they have moved. If no available positions exist the employee may exercise their rights under the seniority/layoff provisions and be paid at the applicable rate for the classification they move to.

1.3    When a new job is introduced into the plant or the content of a job is significantly changed as a direct result of the introduction of either new equipment, materials or methods which are normally within the scope of the bargaining unit or they are combined with duties which are not normally within the bargaining unit, the Company will furnish reasonable information related to the duties of the new job for the purpose of bargaining over the effects of such change.

ARTICLE 32-TUITION REIMBURSEMENT

1.1 The Company will provide an annual fund of thirty thousand ($30,000.00) for tuition reimbursement purposes. These funds are available on a first come, first served basis for Union members in good standing attending an accredited institute of education. Employees must achieve at least a "C" average in the course for reimbursement and the maximum reimbursement for a calendar year per employee is $2,250.00. Employees must submit appropriate documentation of the course taken, grade achieved and cost prior to reimbursement occurring.

1.1    The Company recognizes and will work with ail accredited Union Representatives in all matters relating to grievances or interpretations of the Agreement. Union Representatives are defined as Bargaining Committee members, Shop or Chief Stewards and other bargaining unit employees who hold elected positions in Local 460.

1.2    A written list of Union Representatives will be furnished to the Company immediately after their designation and the Union will notify the Company promptly of any changes.

1.3    There will be on each shift, a Shop Steward for every sixty-five (65) employees, or major fraction (fifty percent (50%) or more) thereof.

1.4    The number and location of Stewards may be adjusted by mutual agreement of the Company and the Union.

1.5    The Company will agree to such arrangements as may be necessary for the Union Representatives to properly and expeditiously carry on their Union duties. Such arrangements will include permission for Union Representatives to leave their deportment to go to any other deportment, etc., within the bargaining unit to address a grievance or complaint. Union Representatives are encouraged to conduct such meetings during non-work times. Union Representatives will not leave their department for such purposes until they have given proper notification to their supervisor.

Time spent by Union Representatives engaged in such matters during work time will be paid for up to thirty (30) minutes for matters relating to grievances or interpretations of the Agreement unless it involves an arranged direct meeting with Company representatives, in which case all time in the meeting will be paid.

1.6    The Union may not, without authorization from the Company, consume an unlimited amount of time conducting such matters of investigations.

1.1 Vacation will be based on the employee's hire date and the employee's years of service as follows:

0-2 years =    80 hours (2 weeks)

3-4 years =    120 hours {3 weeks)

5-9 years =


160 hours (4 weeks)

10+ years =    200 hours (5 weeks)

1.2 Vacation pay will be based upon the employee’s base pay plus any premium pay the employee receives.

1.3


Vacation must be taken in a minimum of 4 hour increments (as per regular schedule)

1.4    Employees are required to schedule out vacation fourteen (14) days in advance and it must be approved before taken. If there are any remaining time-off slots available, they may be filled on a first come, first serve basis three (3) days in advance and it must be approved before taken.

1.5    Unused vacation hours can be carried over to the next year to a maximum of two (2) times their eligibility.

1.6    Employees can only begin taking their vacation time after six (6) months from date of hire.

1.7    Employees are paid out their vacation time at termination but not in lieu of vacation while currently employed.

1.8    While on short term disability, vacation time will accrue for thirty (30) days but not beyond.

ARTICLE 35 - VISITATION BY UNION REPRESENTATIVES

1.1 Officers and/or accredited representatives of the Union will be admitted to the Distribution Center by the Company during working hours after notifying the Company prior to entrance for the purpose of ascertaining whether or not this

Agreement is being observed by the Parties or for assisting in the adjusting of grievances. All such officers or representatives, who are not employed by the Company, will comply with the security regulations as required of all other Distribution Center visitors.

1.2 If it is necessary for a full-time Union Representative to meet with any single employee and any Shop Steward to discuss a complaint or grievance, the employee’s and the Shop Steward’s time will be company paid providing that he or she first notifies the Location Manager or designee. The contacts on company time will not be more frequent and no longer than the matter for discussion reasonably requires.

ARTICLE 36 - WAGES

1.1 Job Titles and Pay

Job Titles    PAY GRADE 1

Warehouse Co-Worker

Y1 JAN

Y2JAN

Y3 JAN

Recovery

Min

$13.70

$13.75

$13.80

Battery Tech/PM Mech.

Max

$22.00

$22.00

$22.00

IVES Trainers

Raise

$0.90

$0.65

$0.65

Job Titles

PAY GRADE 2

Y1 JAN

Y2JAN

Y3 JAN

Stock Control

Min

$14.70

$14.75

$14.80

Auditor

Max

$23.50

$23.50

$23.50

Maintenance Tech

Raise

$0.90

$0.65

$0.65

Job Titles

PAY GRADE 3

Y1 JAN

Y2JAN

Y3 JAN

Power Equipment Tech

Min

$16.70

$16.75

$16.80

Internal Hauler (Jockey)

Max

$24.50

$24.50

$24.50

Raise

$0.90

$0.65

$0.65

a)    Employees will receive a $700 lump sum payment at the second full payroll after Contract Ratification, if the contract is ratified by the end of the day September 15, 2017.

b)    Minimum and maximum pay applies to base pay only.

c)    Upon reaching the max pay rate, an employee receives a lump sum payment in lieu of an hourly raise. (Increase X 2080 hours).

d)    Increase will become effective on the first full payroll following January 1,

2018, January 1, 2019 and January 1 ,2020.

e)    Weekly payday will occur on each Friday.

f)    No employee whose current wages are higher than listed above will suffer any reduction in their current wages each year of this Agreement.

g)    Employees will receive the negotiated wages each year of this Agreement until employees reach the Max pay rate in 1.1 above.

h)    $1.00 premium is already in the base pay for IVES trainers.

ARTICLE 37 - DURATION OF AGREEMENT

1..1    This Agreement will remain in effect from 12:01 a.m.. September 1,2017 until midnight on November 15, 2020 without reopening rights for any purpose except by mutual consent of the Parties’ authorized agents or except as otherwise specified in this Agreement.

ARTICLE 38 - SAFETY SHOES

1.1    The Company will provide an annual (rolling 12 month) shoe reimbursement of up to $110.00 in year 1, $ 115.00 in year 2 and $ 125.00 in year 3 to all bargaining

unit employees.

1.2    Employees must submit a receipt for reimbursement and complete the Safety Shoe Reimbursement Form.

ARTICLE 39 -MISSING PUNCHES

1.1 Employees will use their ID badge to punch in and out at the start and end of their shift and the start and end of their meal period.

If an employee does not have his or her badge, the employee will fill out a Missing Punch form and turn it into their supervisor by the end of their shift.


1.3 If a badge has been verified by the Company as damaged, the missing punch will be excused and the employee will be sent to Safety and Security for a new badge and a missing punch form will be filled out.

1.4 The Employer will post next to all time docks detailed instructions on how employees can check their punches.

1.5    Cameras can be used for any dispute concerning a missing punch.

1.6    Once memorialized, a pattern of missing punches is subject to corrective action per the Everyday Work Ways Missing Time Clock Punches Policy.

ARTICLE 40 - ATTENDANCE POLICY

Regular attendance and punctuality are essential for the smooth operation of this Company.

We want to establish uniform guidelines that will ensure a consistent and fair approach to

solving attendance problems. Therefore, we have developed the following attendance

policy:

A. Definitions

1)    Absence: An absence from work is defined as the failure of any employee to report to work when scheduled or working less than half of your shift. This applies to any assignment, be it a regular shift or overtime work. One day of absence will be considered one (1) occurrence. A second day of absence is considered a second occurrence, and so on. If an employee is out for three or more consecutive scheduled shifts, the employee will be required to submit written documentation from his/her medical provider, and these occurrences will be capped at one (1).

2)    Tardy: Reporting to work six (6) minutes or more after the scheduled shift start time and/or missing a time period less than half the scheduled shift. There will be a half (1/2) occurrence assessed for a tardy. (There is a five (5) minute grace period).

3)    Leave Early: Leaving prior to the scheduled end of shift and working more than half your shift. There will be a half (1/2) occurrence assessed for a leave early.

4)    Shift Interruption: Leaving for a period of time during a shift, other than rest breaks, meal periods or Union business.

5)    Personal Time Off: A bank of hours from which an employee can draw from, at the employee's discretion to take time off from work.

6)    Paid Sick Time: A bank of hours from which an employee can draw from at the employee’s discretion to take time off from work.

7)    No Call/No Show: Employees must report their absence each day: failure to do so is considered a no call/no show. Also, failure to report one’s absence within three (3) hours after the start of his/her shift will be regarded as a no call/no show.

A no call no show will result in corrective action of a warning. If the employee is already in the progressive discipline process it will result in the next level of discipline. A no call no show is considered a policy violation and not an attendance Violation-

Exceptions: Vacations, Paid Sick Time, Personal Time Off, Jury Duty, Bereavement Leave, lack of work, days that the DC is closed, military leave, voluntary time off (offered by the Company) and layoff will not count as occurrences. Pre-approved time off and preapproved leave of absence (such as worker’s comp. and on the job injuries) will not count as occurrences.

Any employee who fails to call in and report to work for three (3) consecutive workdays is VOLUNTARILY terminating their employment. When an employee leaves the work premises prior to the scheduled end of the shift without notifying a manager, this event will be considered job abandonment, a voluntary resignation (walking off the job).

B.    Reporting Requirements

Employees must notify the Company via the location's Call out Procedure as defined in

this article at least 30 minutes prior to the start of their shift for an absence.

C.    Guidelines for Attendance Control

Based on the number of occurrences in a twelve (12) month rolling period, an

employee will be subject to corrective action under the following guidelines:

1)    Employees are allowed eight (8) occurrences in a rolling twelve (12) month period.

2)    Exceeding eight (8) occurrences in a rolling twelve (12) month period will result in corrective action.

When an attendance policy violation corrective action is actionable, subsequent infractions may result in the next level of corrective action. When a decision to terminate employment

is based on exceeding eight (8) occurrences in a rolling twelve (12) month period, one (1) full

occurrence (one absence or two half occurrences) must occur since the date of the Final

Warning for Attendance Policy Violations.

All employees will start with half of their occurrences once this policy becomes effective.

D.    All employees are required to report their absence using the following method:

Leave a message on the callout box. Proper call out procedure is:

a)    Call the main telephone number 1-410-642-6280

b)    Dial extension 4000

c)    Leave your name, supervisor's name, date and time you called, department and shift, employee ID.

E.    Employees who fail to follow the above procedure within the time limits specified by the Collective Bargaining Agreement will be subject to corrective action.

ARTICLE 41 - LABOR MANAGEMENT COMMITTEE

1.1    The Employer and Union agree to establish a Labor Management Committee ("LMC") to address issues or concerns that lie outside the scope of the Agreement but nonetheless are worthy of discussion. This forum should serve for the discussion

and attempted resolution of issues which are matters of concern.

1.2    The LMC will be composed of up to three (3) representatives by the Union and up to three (3) representatives designated by the Employer. All members must be current employees as defined in Article 1 1.2, 1.3 Recognition. The LMC shall meet 1 time per month for the first 3 months following ratification and then quarterly thereafter (as a minimum) on a mutually agreeable date and time and the meetings will last no more than 90 minutes. Bargaining unit members will be paid for their time spent at such meetings up to 90 minutes.

1.3    An agenda of topics to be addressed for discussion via the LMC must be submitted via email at least 10 workdays prior to the scheduled meeting. If neither Party submits agenda topics, the meeting for that month or quarter is deemed cancelled.

1.4    The parties acknowledge and agree the LMC is not a substitute for, nor may it be used to address issues which should be addressed through the Grievance and Arbitration process. Moreover, even if any issue is covered at the LMC, this does not constitute a proper or timely filing of the issue in accordance with Article 15,

Grievance Procedure or Article 7 Arbitration. Finally, Grievances nor Arbitration issues shall be considered an appropriate subject for discussion at LMC meetings, however, the subject matter which lead to Grievance or Arbitration can be discussed to attempt to avoid repeated filings of such grievances unless the subject is specifically addressed under the CBA.

1.5 The Labor Management Committee is not authorized to make changes to the terms of the CBA, or adopt a change in policy, protocol or practice thereof, unless said amendment(s) ore made in accordance with Article 6, Alteration of the Agreement.

Signed:

Rick Comphej-''

Directing Businessjtep

lAMAW, District Lodge 4


Bjorn Wes ter berg D5 Area Manager Presides. JKEA D$. Inc.


Timothy PerryviHe Location Manager

George Miter President, WdO

Joe Collins

Negotiation Committee.VP


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