Production employees will be permitted to obtain a drink of water and/or light a cigarette at such times their operations are down for a short period of time. This does not relieve the employees of their responsibility to be at their work station to resume production at start-up.

Production employees will be permitted to take a beverage (e.g., pop, coffee, juice, etc.) purchased in the break area during relief periods back to their assigned work area to complete its consumption, taking proper precautions to insure cleanliness and good housekeeping.

This does not in any way change the Company policy and established practice that food and beverages, clothing and other personal property and paraphernalia (e.g.. newspapers, magazines, books, storage containers, etc.) is prohibited in the work areas for any reason. Likewise, the prepa­ration of or sale of food or drink on Company premises is also a prohibited activity.

Naturally the parties recognize that it is the responsibility of the individual involved to properly discard their beverage containers. (e.g., cups, cans) into trash containers as soon as possible and practical following the consumption of its contents.

Assurance has been given by the Union that the extension of this privilege to production employees will not require additional personnel (cleaners) or extensive administrative controls based on the mutually agreed to presumption and demonstrated experience that the overwhelming majority of our employees are trustworthy, responsible and have demonstrated that they possess great concern for their jobs and a unique pride in their work place.

Abuse of this privilege by employees in any department to the extent that general housekeeping and/or health and safe­ty conditions are adversely affected would constitute prop­er cause for discipline and could result in this policy and practice being rescinded.

During the course of 1987 Local negotiations, the Union voiced concern that in some instances employees complained of harassment during periods they were authorized to be on the mezzanine, in the locker rooms and front offices. Not foregoing the Company’s  right to make reason­able rules and regulations, the following portion of Article IV, Section 4, of the Master Agreement is reiterated.

“An employee shall not be subject to discipline for his/her activities during his/her relief period so long as he/she does not interfere in any way with production, the work of his/her fellow employees and order in the plant, and does not violate plant rules.”