Paragraph

Apprentice Program.......................112

Arbitration............................41-45

Call-In Pay...............................22

Discharge.................................98

Discipline................................97

Discrimination and Coercion..............5-6

Emergency Layoffs and Transfers........64-65

Extended Layoffs.......................66-87

Funeral/Bereavement Pay...................24

Grievances.............................38-40

Holiday Pay...............................29

Holidays..................................28

Hours...................................7-11

Inventory Shutdown.......................123

Job Classification.....................35-37

Jury Duty and Witness Pay.................25

Labor Agreement............................1

Leave of Absence.......................91-96

Lunch Pay.................................23

Military Difference Pay...................26

Miscellaneous........................115-121

Modification.............................124

Overtime...............................12-19

Promotions & Transfers.................88-90

Purpose of Agreement.......................2

Recognition................................3

Reporting Pay..........................20-21

Seniority..............................55-63

Sickness and Personal Time...............111

Strikes and Lockouts.................113-114

Termination..............................125

Tuition...................................27

Union Activities.......................46-51

Vacations with Pay....................99-110

Voluntary Checkoff........................52

Wages..................................30-34

Wage Increases and COLA..................122

Working Conditions.........................4

INDEX

Memorandums of Agreement

Between U.E. Local 1111 and Rockwell Automation, Inc.

8/1/05 Memo Regarding Testing

4/17/70 Supplemental Worker’s Compensation Payments

6/19/73 Work in Remote or Isolated Areas

12/10/73 Part Time Service - Seniority Question

7/27/82 New Products/Technology

1/29/88 Return to Work Policy - Employees

with Permanent Medical Restrictions

7/16/90 Letter of Understanding H & A

7/16/90 Chemotherapy Treatments

8/1/05 Memorandum of Agreement

8/1/05 Vacation Scheduling

1/15/93 Drug Testing

7/27/93 Memorandum of Agreement Workplace Education

7/28/93 H & A Benefit Renewal

6/11/96 Memo Regarding Paragraphs 2 and 3

7/16/96 H & A - Shift Premium

7/16/96 Retiree Medical Coverage Extension

7/28/96 Memorandum of Agreement Sign on Bonuses

7/30/96 Retiree Schedule AAA - Vacation Carryover

7/30/96 One Month Payment to Surviving Spouse

7/25/02 Health & Accident Insurance for Permanent Part

Time Employees in Department 796

8/1/05 Memorandum of Agreement Regarding Paragraph 80

Maintenance of Rate4

8/1/05 Supplemental Life Insurance

8/1/02 Pro-Rata Health Care Benefits for Part Time

8/1/05 Insurance Premium Payments for Employees Who

Are Not at Work

8/1/02 Pension - Past Service Credit

8/1/05 Memorandum of Agreement Employee Savings and

Investment Plan

8/1/05 Pension Formula (Schedule VV)

8/1/05 Pension Formula (Schedule YY)

8/1/02 Pension Death Benefit

8/1/05 Supplemental Early Retirement Benefit

8/1/05 Basic Life Insurance

8/1/05 Sloan Process

8/1/05 Letter of Understanding - Job Movement

8/1/05 Letter of Understanding - 2/3 Pay for

Certain Employees

8/1/05 Letter of Understanding – Journeymen

who have less than 25 years

8/1/05 Letter of Understanding - Severance

8/1/05 Letter of Understanding - "95 Point" Incentive

8/1/05 Letter of Understanding – Retirement Tip Up

8/1/05 Letter of Understanding Credit Towards Pension

25 Year Employees on Layoff Status

8/1/05 Letter of Understanding Credit Towards Pension

25 Year Employees Who May be Laid Off

8/1/05 Memorandum of Intent

WORKING CONDITIONS

4. The Company shall continue to provide good working conditions and shall not decrease its efforts to prevent accidents and health hazards. It shall continue to have such things as safety inspections, safety devices and machine guards. It shall also continue to provide plant first aid service.

The Medical Department will provide accessibility to necessary care between 6:30 a.m. and 4:00 p.m.

(a) All mandatory services that go beyond the normal starting and stopping times will be paid at the appropriate overtime rate.

(b) Co-pay for flu shots will be $3.00 per employee.

(c) $0.25 for meds (medical dispensing machine).

(d) Twice annually the Company shall pay employees $90.00 towards the purchase of safety shoes, who work in areas that are designated mandatory safety shoe areas. Employees who do not work in areas designated mandatory safety shoe areas will be paid $90.00 once per year toward the purchase of safety shoes. Effective 10/1/07, twice annually the Company shall pay employees $100.00 towards the purchase of safety shoes, who work in areas that are designated mandatory safety shoe areas. Employees who do not work in areas designated mandatory safety shoe areas will be paid $100.00 once per year toward the purchase of safety shoes.

(e) The Company will provide the Union with a duplicate of its Book of Material Safety Data Sheets and will provide necessary future information to keep the book current.

DISCRIMINATION AND COERCION

5. There shall be no discrimination by managerial or supervisory employees or other agents of the Company against any employee because of the employee's membership in the Union. The Company and also the Union and its members recognize and agree that every employee is bound by the terms of their employment to work peacefully and cooperatively with every other employee, and that there shall be no discrimination against any employee because of the employee's membership or non-membership in the Union.

6. It is hereby agreed between the parties that neither the Company, the Union or the employees will discriminate against any employee or applicant for employment in the bargaining unit because of race, color, religion, sex, age, handicap or national origin. Disputes involving employees in the bargaining unit are subject to the grievance procedure. Questions involving an applicant for employment in the bargaining unit are to be handled under Steps 2 and 3 of the grievance procedure, but not to arbitration, and if not resolved, may be submitted to the appropriate government agency. The Company will make available relevant employment records only to that agency.

HOURS

7. The normal working schedule for employees shall be forty (40) hours per week, eight (8) hours per day, five (5) days per week from Monday to Friday inclusive. Any increases in the working schedule shall be made by the Company scheduling additional daily or Saturday hours. Further increases in the working schedule will be made by the Company scheduling Sunday work and dividing the Sunday work among qualified employees. Where an additional increase in the working schedule is required, it will be made by the Company scheduling employees seven (7) days per week, if authorization can be obtained from the Department of Industry, Labor and Human Relations. The Company and the Union will cooperate in obtaining such authorization. After eight (8) weeks of scheduling employees on a seven (7) day per week basis, the Company may establish continuous duty schedules on a voluntary basis. The continuous duty schedule shall be discontinued when there is no longer a business requirement for such operation.

8.`(a) Each shift shall have a specific starting and stopping time. The ```starting times are as follows: 7:00 a.m., 3:00 p.m., 3:30 p.m., and 11:00 ```p.m. The stopping times are as follows: 3:00 p.m., 3:30 p.m., 11:00 p.m., ```11:30 p.m. and 7:00 a.m. Employees starting at 7:00 a.m. and stopping at ```3:30 p.m. will have one half (1/2) hour off time for lunch. The normal ```workweek for the Third Shift will begin at 11:00 p.m. on Sunday and end ```at 7:00 a.m. on Friday.

(b) In addition to the starting and stopping times listed above, operations in the Cafeteria may have starting times of 5:00 a.m., 6:00 a.m. and 11:00 a.m. and stopping times of 1:30 p.m., 2:00 p.m. and 7:00 p.m.

(c) In addition to the starting and stopping times listed above, operations in the Shipping Department may have starting times of 5:00 a.m., 6:00 a.m., and 9:00 a.m., and stopping times of 1:30 p.m., 2:30 p.m., and 5:30 p.m. Employees starting at 5:00 a.m., 6:00 a.m., or 9:00 a.m., and stopping at 1:30 p.m., 2:30 p.m., or 5:30 p.m., will have one half (1/2) hour off time for lunch.

1st Shift: 10:40 A.M. 12:30 P.M.

2nd Shift: 6:00 P.M. 7:30 P.M.

3rd Shift: 1:30 A.M. 3:00 A.M.

24. When a death occurs in the immediate family of an employee with seniority, the employee will, on request to the employee's manager, be granted time off with pay as is necessary, to arrange for and attend the funeral. Such employee shall be paid for their regularly scheduled hours, not to exceed eight (8) hours per day at their straight time hourly earned rate for time lost from work.

In the event of the death of the employee's spouse, child, stepchild, fosterchild, grandchild, mother, father, stepmother, stepfather, brother, sister, legal guardian or foster parent, mother-in-law or father-in-law, brother-in-law, sister-in-law, grandmother, grandfather or grandparents-in-law, son-in-law or daughter-in-law, the employee shall be granted up to a maximum of three (3) consecutive working days (Monday through Friday) ending with the day of the funeral. If extenuating circumstances warrant, the three (3) days can be non-consecutive with the agreement of Labor Relations.

(b) Witness pay will be paid on the same basis as jury duty pay provided the employee is subpoenaed as a witness in a criminal action.

Pay differential will not be applicable for optional military training. During the mobilization period, an employee already covered under the Company's group health, dental, vision, life and supplemental life insurance plans may continue coverage, including dependent coverage where applicable, on the same terms and conditions as existed prior to his or her leave. The Company will continue to contribute its portion of the premium(s) payment during the leave of absence, and the employee is required to pay his or her portion of the monthly premiums as required by the Company. An individual who discontinues his or her insurance(s) and returns to employment is able to immediately participate in any plan that is available to other similarly situated employees at that location.

27. For employees with seniority the Company will refund one hundred percent (100%) of the cost of tuition and books up to $1500.00 per calendar year to those who successfully (by achieving a grade of "C" or better) complete a training course at a recognized educational institution in the greater Milwaukee area which relates to maintaining or improving their skill in performing their job or specifically contributes to their career development within the Company or relates to specific skills that can be applied on the job at the present or to qualify them for higher level jobs.

The courses must be approved by the employee's Manager.

New Year's Day

Memorial Day

Thanksgiving Day

Day after Thanksgiving Day

Independence Day

Day before Christmas Day

Christmas Day

Employee's Birthday, Day before New Year's Day

Employee's Employment(Anniversary Day)

The Company and the Union shall mutually determine on or before October 15, 2005 for the following Five (5) calendar years one (1) additional holiday per year. In the event no agreement is reached, Good Friday shall be the additional holiday for said year. Also by October 15th the Company and the Union shall mutually determine the days on which third shift employees will observe their holidays. Other holidays may be granted as are mutually determined by the Company and the Union. Whenever any of said days, except the day before Christmas Day, the day before New Year's Day falls on Sunday, the succeeding Monday shall be the holiday.

The employee's employment anniversary date (defined as the date of hire for the current period of employment) and the employee's birthday will be treated as floating holidays. The day to be observed must be scheduled and approved with the Manager.

29. When an agreed holiday as specified in paragraph 28 occurs, employees (except those hired for temporary or summer work) shall be paid for such holiday. An employee shall be paid such holiday pay at the employee's straight time hourly earned rate for the employee's regularly scheduled hours, not to exceed eight (8) hours per day. Such holiday pay shall be paid only to employees who have worked at some time in the calendar week in which the holiday is observed. Time spent on a paid vacation, or paid sickness and personal time (per paragraph 111), or on jury duty, or at two week summer encampment for military reservists, or on paid funeral absence, shall be considered as time worked. Employees on sick leave or on the laid off list who return to work at any time during the week in which the holiday is observed, shall be paid holiday pay. Employees hired during a week in which a holiday is observed shall only be eligible for holiday pay when the holiday occurs after their date of employment. When an employee works on an agreed holiday the employee shall be paid at the rate of double time for time worked and in addition the employee shall be paid holiday pay at the employee's straight time hourly earned rate for the employee's regularly scheduled hours, not to exceed eight (8) hours. Employees on continuous duty schedules who work on an agreed holiday will have the option of taking either the holiday pay or an additional day of vacation.

When an agreed holiday falls on one of the regularly scheduled work days during an employee's paid vacation the employee shall be paid holiday pay for such day and it shall not be counted as a day of the employee's vacation and the employee shall take an additional day of vacation to offset the holiday.

When an agreed holiday occurs on Saturday or when the day before Christmas Day and the day before New Year's Day occur on Saturday or Sunday, employees eligible for holiday pay will be granted an additional day of vacation but will not be paid for the holiday as such. The additional day of vacation must be taken during the vacation year in which the holiday falls and in accordance with the provisions of paragraph 109. Those employees who work on a holiday which falls on a Saturday or Sunday will be paid at the rate of double time for time worked and in addition they shall have the option of either being paid holiday pay at their straight time hourly earned rate for their regularly scheduled hours, not to exceed eight (8) hours, or receiving an additional day of vacation.

31. Employees who are hired into the job classifications listed below on or after August 4, 1996 will start at a rate of pay equal to sixty percent (60%) of the rate of that job on the date of hire. The employee's rate of pay will be increased quarterly in accordance with the schedule below so that in four (4) years they will achieve one hundred percent (100%) of the rate for that job.

6570 Assembler / Machine Operator

6810 Utility and Service Attendant

6855 Kitchen and General Helper

6915 Cafeteria Attendant

Rate Schedule

Work Period

Date of Hire.........................................% of Rate

Completed one (1) quarter of employment................62.5

Completed two (2) quarters of employment...............65.0

Completed three (3) quarters of employment.............67.5

Completed four (4) quarters of employment..............70.0

Completed five (5) quarters of employment..............72.5

Completed six (6) quarters of employment...............75.0

Completed seven (7) quarters of employment.............77.5

Completed eight (8) quarters of employment.............80.0

Completed nine (9) quarters of employment..............82.5

Completed ten (10) quarters of employment..............85.0

Completed eleven (11) quarters of employment...........87.5

Completed twelve (12) quarters of employment...........90.0

Completed thirteen (13) quarters of employment.........92.5

Completed fourteen (14) quarters of employment.........95.0

Completed fifteen (15) quarters of employment..........97.5

Completed sixteen (16) quarters of employment.........100.0

38. All differences and disputes shall be addressed with the supervisor by the employee, or by the employee's department steward, or by both, as the employee elects. Any grievance that may arise shall be taken up in the following steps:

STEP 1 - MANAGER - Grievances shall initially be taken up for settlement with the manager by the employee, or by the employee's department steward, or by both, as the employee elects.

STEP 2 - LABOR RELATIONS - If the grievance is not resolved at the manager's level, the employee or any member of the Union Bargaining-Grievance Committee may then take up the grievance with Labor Relations.

STEP 3 - COMPANY GRIEVANCE COMMITTEE - If the grievance is not resolved by Labor Relations, the grievance may be referred to the Company Grievance Committee by the Union Bargaining - Grievance Committee. All grievances shall be answered within three (3) working days after presentation to the Company Grievance Committee.

39. The term "grievance" shall not include any controversy as to general wage matters but may include grievances as to the classification of an employee.

40. A grievance concerning distribution of overtime within a department will be discussed between the Company and the Union through the first three steps of the grievance procedure but shall not be subject to arbitration.

52. Section 1. For employees with seniority, the Company shall deduct the employee's Union dues, including initiation fee, upon receipt of a written authorization for such deductions from the individual employee. Such deductions shall be promptly remitted by the Company to the Secretary-Treasurer of UE Local 1111.

Section 2. Subject to applicable law, the check-off authorization of any employee shall be revocable by the employee in accordance with the provisions of the authorization form set forth below.

Section 3. The written authorization referred to in the previous paragraph shall be a card in the following form:

Voluntary Check-Off Authorization

Effective Date ____________________

63. When employees, including managerial and supervisory employees, are transferred to operations covered by this Agreement they shall be placed on the seniority list according to their seniority date as listed on the established Company seniority list. Employees who are transferred to operations covered by this Agreement but transferred from operations covered by this Agreement after 8/1/99, for purposes of promotions, transfers, downgrading, or layoff shall have their seniority adjusted to reflect only the time previously spent in the Bargaining Unit. Employees selected after August 1, 2002 for positions outside the bargaining unit of representation will not continue to have recall rights to the bargaining unit after being out of the bargaining unit for six (6) months. If such transferred employees have never previously been on operations covered by this Agreement, then, for purposes of promotion, transfer, downgrading, or layoff, their seniority date shall be the date on which they are transferred to such operations. No employees will be transferred to operations covered by this Agreement in departments from which there are employees transferred out of the department because of a shortage of work.

The Company and the Union agree that those employees who return to the Bargaining Unit under the provisions of the Labor Agreement to departments other than their home department, will be recalled to their home department in line of seniority. They will be treated the same as other employees who are slackwork transferred out of the department and will be recalled according to their seniority under the provisions of the Labor Agreement.

64. It is the policy of the Company to provide steady work for employees. When there is an interruption in the schedule of work and such interruption only necessitates temporary transfers of employees to other jobs, the Company will reassign the affected employees to other available work. Employees assigned temporarily to other work will continue to receive their straight time hourly earned rate of pay during the period of such temporary assignment. This will not preclude the Company from changing an employee's rate when such employee is transferred to another job according to other provisions of this Agreement or when such employee is reclassified to a different job.

66. When it becomes apparent to the Company that it will be necessary to have an extended layoff of employees on the seniority list or reduce working hours, it shall so notify the Union. The Union shall have ten (10) days in which to decide and notify the Company whether to lay off employees on the seniority list or reduce hours to thirty-five (35) hours per week, subject to the provisions of paragraphs 11 and 19. If the Union fails to advise the Company, hours shall not be reduced below the normal work hours.

The Company and the Union agree that we will discuss the feasibility and advantages of the voluntary layoff system during periods of slack work. The timing of the layoff, of the numbers involved, and the anticipated duration of the layoff, are all factors that need to be evaluated before a decision is made. The Company and the Union will meet and discuss the options available to us to meet the needs of both the employees and the Company. This will be consistent with past circumstances where we have discussed and agreed to a voluntary layoff system depending upon the circumstances.

After these adjustments, employees will be assigned to the other shifts. When an employee is displaced from the employee's job to make room for a qualified employee of higher seniority who has been downgraded or transferred, such displaced employee shall generally be the employee of least seniority holding the job classification in the department, the exception being the retention of sufficient employees qualified to do the job. If this downgrading procedure would result in the employee receiving a red circle rate under the provisions of paragraph 80, then the employee may be assigned to any work having a rate equal to or less than the employee's red circle rate, provided the employee does not displace an employee of higher seniority. This shall not, however, prevent the Company from using employees on a temporary basis for a reasonable time, as provided for in paragraph 37.

70. When work is short in a department, temporary, part-time, and probationary employees are to be transferred out of the department or laid off before transferring employees with seniority, except that any temporary, part-time, or probationary employee may be retained on their job if no other employee in the department is capable and willing to do such job.

71. When an employee with seniority is subject to layoff as a part-time employee, such employee shall have a choice of working full time or of being laid off.

72. When work is short in a department and it is necessary to transfer employees to departments where work is available, employees will be transferred according to their seniority. Any employee may be retained on their job if no other employee on that seniority list in the department is capable and willing to do such job.

73. When work is short in the plant, the Company shall terminate the employment of temporary, part-time, and probationary employees in the bargaining unit, after which employees with seniority may be laid off, except that any temporary, part-time, or probationary employee may be retained on their job if no other employee being considered for layoff or transfer due to shortage of work is capable and willing to do such job. Such retained employee shall be designated as a "retained employee" and the employee's name shall be placed on a "retained list".

When work is short in the plant permanent part-time employees in the Cafeteria at the time of transfer or layoff may be retained on their part-time job in the Cafeteria as if they had seniority from their date of hire. If work is short in the Cafeteria and such part-time employees must be laid off they shall accumulate seniority during such layoff as if they had seniority from their date of hire. For the purpose of scheduling vacations permanent part-time employees in the Cafeteria shall be considered to have seniority from their date of hire.

Full time employees who have worked as permanent part time Cafeteria employees since their last hire date may use their hire date as a seniority date for the purpose of transferring to permanent part time Cafeteria work.

Example: Hired (796)..........Part Time 6/1/70

Transferred (796)....Full Time 6/1/78

Layoff Pending.................6/1/80

 

Full Time Seniority = 2 Years

Permanent Part Time Seniority = 10 Years

74. When it is necessary to layoff employees with seniority, those employees with the least plant seniority will be laid off except that any employee in line for layoff may be retained on their job if no employee of higher seniority being considered for layoff or transfer due to shortage of work is capable and willing to do such job. Such retained employee's name shall be placed on the "retained list".

Skilled trade employees who are graduates of State of Wisconsin Certified Allen-Bradley Apprenticeship Training Programs or current Indentured Apprentices and who are no longer eligible for retention from layoff under the "retained employee" provisions of Paragraphs 74 or 77 of the Labor Agreement, may be re-assigned to "available" jobs in the plant and be retained for a period of up to eighteen (18) months from the date of assignment or the Company may elect to allow indentured apprentices to complete their program. Skilled trade employees whose trade is not offered as an indentured apprenticeship at Allen-Bradley, such as Carpenter, may be retained for a period of up to nine (9) months. Retention under this Agreement shall not count against the "ten percent (10%)" provision of Paragraph 77.

76. Whenever work groups develop in which it would be impractical to transfer or lay off according to seniority, the Company will notify the Union of such situations. Thirty (30) days or more after such notification to the Union the Company shall only be required to transfer or lay off by seniority ten percent (10%) of any such designated work group during the first and second month of such transfer or layoff. During the third month, the Company will transfer or lay off at least fifteen percent (15%) of the number originally in the work group. During each succeeding month the Company will transfer or lay off twenty percent (20%) until all deviations from seniority have been eliminated, except that an employee may be retained on the employee's job if no other employee is capable and willing to do such job.

77. The Company shall have the right without regard to their seniority rating to retain or to call back to work after layoff, a limited number of employees who are clearly of unusual or special ability or talent exceeding that of employees of greater seniority. This number shall be limited to ten percent (10%) of the total number of employees laid off, figured from the day of the first layoff. The Company may also hire and place upon such ten percent (10%) list, similarly qualified employees if they have more ability or talent than those on the laid off list. A list of employees exempt from seniority shall be furnished to the Union. At the time of layoff, when employees are being considered for this exemption, the Union will be notified as to the names of those being considered and the Union can at that time offer any information to the management that might help in making a proper decision.

78. The Company shall have the right to transfer to operations coming under this contract, employees of special value to the Company, or for the purpose of employing such employees of value to the Company in their regular job. As such transfers are made, the contract shall apply to such transferred employees and their seniority under this contract shall be based upon their length of employment with the Company, the same as all other production employees. If such transferred employees have never previously been on operations covered by this Agreement, then, for purposes of promotion, transfer, downgrading, or layoff, their seniority date shall be the date on which they are transferred to such operations. No employees will be transferred to operations covered by this Agreement in departments from which there are employees transferred out of that department because of a shortage of work.

When such seniority of any such transferred employee is less than the seniority of any production employee then on the laid off list, and if such transferred employee is to be retained at work, the employee shall then be put on the ten percent (10%) list as above provided. The Company shall furnish the Union with the names of all employees on such list. These transferred employees must be employees with the least seniority in the intra-departmental group from which they are transferred.

This maintenance of rate only applies to downgrading from the employee's regular job which the employee held in the employee's home department at the time of the first downgrading. Maintenance of base rates will be calculated to the nearest cent. When the maintained rate of an employee is more than the job classification rate of the job on which the employee is working, such maintained rate shall be designated a "red circle rate".

An employee on a maintained rate may be placed where there is an opportunity to qualify for a job having a rate equal to or above such employee's red circle rate, but this does not give the employee priority over qualified employees with higher seniority where skill and ability are substantially equal. The purpose of this is to gradually place and to pay all employees in accordance with the job classification system provided by this Agreement. As such employee progresses in acquiring new skills, the employee will periodically be reclassified to a job consistent with the employee's normal work. If an employee is unable to qualify in a reasonable time for a job having a rate equal to or above the employee's maintained rate, the employee shall then be paid the rate of the job for which the employee does qualify.

81.a) When an employee has been reclassified to another job classification ```in the employee's department under the provisions of paragraph 80, the ```employee must return to any previously held higher job classification ```whenever such a job classification becomes open.

b) When an employee has been reclassified to a job classification in another department under the provisions of paragraph 80 and later there are job openings for which the employee is qualified in the employee's original department, the employee shall be transferred back in accordance with the employee's seniority, unless the employee has reached a job classification rate equal to or exceeding the employee's maintained rate under the provisions of paragraph 80. If the employee requests to remain in the department to which the employee was transferred, such request will be granted.

c) Those employees whose current slack work department assignments exceed two (2) years shall be given the option to make that department their home department. Maintenance of rate protection will not be affected by this move. They will therefore forfeit all prior recall rights. Temporary recall to home departments does not interrupt the two (2) year provision.

d) When an opening occurs within a department and people within the same job classification as the job opening are out of the department on slack work transfer, the following action will be taken:

1) If no increase in department manpower is required, the job will be posted and employees may sign the job provided they have higher seniority than employees who are presently out of the department on slack work transfers.

2) If additional manpower is required in the department, the job will not be posted. Slack work transferred employees will be recalled to available job openings according to seniority and the provisions of the Labor Agreement.

e) Employees who are laid off and subsequently recalled will return with the maintenance of rate provisions applied at the time of their original downgrading or layoff from their original job classification. For purposes of calculating the remaining maintenance of rate time period, time spent on layoff will be treated as if the employee had been at work.

f) Immediate loss of maintenance of rate will occur if an employee on maintenance of rate signs and accepts a department posting which pays less than the classification the employee currently holds unless the posting is for a different starting or stopping time other than the employee is on at the time of the posting.

82.When it is necessary to increase the size of the work force by calling back employees who have been laid off, they shall be recalled according to their seniority standing on the Bargaining Unit seniority list.

Permanent part time jobs, available at time of recall from layoff, will be offered to all eligible employees. Employees, who worked full time at the time of layoff, may bypass permanent part time openings, without forfeiting their position on the recall list. Permanent part time employees, at the time of layoff, must accept the available permanent part time job or be removed from the recall list and terminated.

Permanent part time employees are recalled based on their date of hire. They may only be recalled to available permanent part time jobs, unless they have worked full time since their last date of hire in which case their accrued seniority would be used to determine recall to a full time position but they must return to their permanent part time opening when it is available.

Those full time employees who challenged into permanent part time work as per paragraph 58, will be recalled as full time employees.

87. In the event of layoffs, members of the Bargaining-Grievance Committee, the Secretary-Treasurer, the Sergeant-At-Arms, and the Trustees and Executive Board members, not to exceed a combined total of six (6) such Trustees and Executive Board members, if capable of performing the work required in any department with reasonable efficiency up to the existing standards of such department, and if responsible for contract administration or grievance like activity, shall not be laid off so long as any department is in operation. The Union shall certify to the Company on an annual basis the names of such persons within six (6) weeks of the election of officers. The steward of each department or shift if capable of performing work required in the steward's department or shift with reasonable efficiency up to the existing standards of such department or shift shall not be laid off or transferred. In the event that a steward is subject to downgrading which would remove the steward from the area the steward serves, the steward shall only be downgraded to jobs in, or adjacent to the area the steward serves. If Union officers or stewards have sufficient seniority to retain a job classification during a slackwork downgrading, they shall not be forced to change shifts to retain that job classification. The retention of job classification and shift must be consistent with other provisions of this Agreement relative to officers and stewards.

In the event that the Chief Steward second shift or the Chief Steward third shift is subject to downgrading, the Chief Steward second shift or the Chief Steward third shift shall remain on their shift. If the Vice President, Plant Chief Steward or Chief Steward for Skilled Trades is on second or third shift at the time of assuming such post, they shall be transferred to the first shift and shall remain on first shift as long as they retain such post.

At the time a slackwork transfer procedure begins, the number of Union stewards elected and serving at that time will be frozen for a period up to one year. This will protect the elected stewards from slackwork transfer during this one-year period. It will also provide for the same number of stewards for the one-year period to handle grievances resulting from slackwork movement of employees.

90. When a job opening occurs and it is not filled from within the department as provided above, the job opening will be posted plant wide on three (3) common posting boards (outside Human Resources, Security, and Union Office). Forms and locked boxes will be provided. All plant wide job postings shall be posted at 3:00 p.m. on Wednesdays and taken down at 3:00 p.m. on the following Tuesday. After the position is accepted, the name and seniority date of the employee will be posted.

Any employee awarded a plant wide posting, whether the posting is accepted or declined, will not be allowed to bid again for six (6) months. The six month period may be waived for good business reasons at the judgment of the company if no one else posts for the position.

91. Each Union member selected as a delegate to any convention or conference upon request of the Union, shall receive a leave of absence for the reasonable period required to act as such delegate. Such leaves of absence shall not affect the employee's seniority rating and at the end of the leave of absence the employee shall be entitled to return to the employee's job in accordance with the employee's seniority rating and the rate of pay then in effect.

92. Employees having one (1) year or more seniority may request leaves of absence, not exceeding three (3) months for vacation or one (1) semester (maximum of five (5) months) for education. Leave of absence for vacation need not be granted if it includes part or all of the summer vacation period from Memorial Day to the Monday after Labor Day.

The Company shall grant such requests on a departmental basis, providing the number on leave at any one (1) time does not exceed one (1) employee or two percent (2%) of the employees of any department, whichever is greater, however, where there are subdepartments, such requests shall be considered on a subdepartmental basis. Such leaves of absence may be extended by the Company beyond three (3) months for vacation or five (5) months for education, such extended leaves shall not count against the department quotas as determined above. Seniority credit shall be given for the first three (3) or five (5) months but not for the extended part of the leave. Such leaves will be limited to one (1) three (3) month leave of absence for vacation or one (1) five (5) month leave of absence for education during any twelve (12) month period of time.

93. In cases where it is necessary for employees with seniority to be absent for more than two (2) weeks on account of sickness, they will be granted a leave of absence at their request, when substantiated by a doctor's certificate of necessity, and such leave will be extended at the end of each three (3) month period under the same provisions, unless the nature of the illness is such that the employee cannot reasonably be expected to comply with these provisions. In confinement cases the leave of absence shall be limited to six (6) months after birth. Full seniority credit shall be given for sick leave.

A leave of absence duration for the purpose of adopting a child will be based on the documented requirements of the adopting agency. In no case will the duration exceed twenty six (26) weeks. A leave of absence for adoption purposes will be unpaid, however, the employee will continue to earn vacation credit. Employees will pay one hundred percent (100%) of their monthly health insurance premium for the duration of their leave.

At the expiration of the six (6) months leave of absence for confinement cases, if the employee so requests it, up to an additional six (6) months vacation leave of absence will be granted.

94. Employees having a minimum of one (1) year of seniority shall, upon request, be granted a leave of absence not to exceed one (1) term of office plus one (1) year in order to serve as an elected Municipal, County, State or Federal Government official. Employees having a minimum of one (1) year of seniority shall, upon request, be granted a leave of absence to campaign for elective Municipal, County, State or Federal Office. Leaves of absence for campaigning may not exceed one (1) employee per department and shall not begin until the employee has filed valid nomination papers (or their equivalent if nomination papers are not required) and shall end on Election Day.

Upon completion of the leave of absence, such employees shall be reinstated with full retention of their seniority rights, to their former position or similar position at the going rate at the time of their return.

95. Unless otherwise specified by the insurance company, leaves of absence shall not cause cancellation of group insurance, provided, however, that employees shall pay the insurance premiums.

96. Employees on the seniority list, but who are not at work for any reason, may make such payments as may be required by the insurance company in order to prevent cancellation of group insurance.

(a) Employees with one (1) year of plant seniority will be eligible for one (1) week of vacation.

(b) Employees with two (2) years of plant seniority will be eligible for two (2) weeks of vacation.

(c) Employees with six (6) years of plant seniority will be eligible for three (3) weeks of vacation.

(d) Employees with fifteen (15) years of plant seniority will be eligible for four (4) weeks of vacation.

(e) Employees with twenty (20) years of plant seniority will be eligible for five (5) weeks of vacation.

(f) Employees hired prior to August 1, 1990 will be eligible for one (1) additional day of vacation for each year of plant seniority in excess of twenty-four (24) years.

(g) Employees who fail to meet the requirements outlined above in sub-paragraphs (a) through (f) on December 31st, but who satisfy such requirements on the anniversary date of their plant seniority, will become eligible for the additional amount of vacation on their anniversary date.

(h) Employees who elect to retire under the provisions of the Pension Plan and are eligible for an immediate pension benefit to commence the first of the month following their retirement, shall have their hours worked since the previous December 31st credited for vacation purposes on a prorated basis.

The formula shall be as follows:

Vacation Eligibility as of the X Hours Worked Since the

Previous December 31 Previous December 31

2080

101. The terms and provisions outlined in paragraph 100 are subject to the following provisions:

(a) Employees absent from work more than three (3) months because of leave of absence or layoff and who return to work between September 1st and December 31st before the beginning of the vacation year will not be eligible for a vacation until they have worked two (2) months.

(b) Employees absent from work on January 1st because of leave of absence, layoff or military service will not be eligible for a vacation unless in the case of leave of absence or military service they return to work during that vacation year and unless in the case of layoff they return to work before November 1st of that vacation year. In the event of such return

(1) If the total absence up to the day of return to work was less than three (3) months, they will be eligible upon return to work.

(2) If the total absence up to the day of return to work was more than three (3) months, they will not be eligible until they have worked two (2) months. This shall not be applicable to absence due to military service.

(c) Employees absent from work on the anniversary date of their plant seniority because of leave of absence, layoff or military service will not be eligible for the additional amount of vacation as outlined in paragraph 100(g) unless they return to work during the vacation year in which the anniversary date occurs. In the event of such return

(1) If the total absence up to the day of return to work was less than three (3) months, they will be eligible upon return to work.

(2) If the total absence up to the day of return to work was more than three (3) months, they will not be eligible until they have worked two (2) months. This shall not be applicable to absence due to military service.

(d) Employees who become eligible for a one (1) week vacation on the first anniversary date of their plant seniority will not be eligible for another vacation until they have worked four (4) additional months.

102. Vacations are earned by working. Employees who work the equivalent of eighteen (18) two (2) week pay periods in a year will be eligible for a full vacation on January 1st as provided in paragraph 100. Employees who fail to work the equivalent of eighteen (18) two (2) week pay periods in one (1) year will have their vacation scaled down according to the number of hours they worked as follows:

1440 hours or more (18 or more pay periods)........Full Vacation

1120 to 1440 hours (14 to 18 pay periods)..........4/5 of vacation

800 to 1120 hours (10 to 14 pay periods)...........3/5 of vacation

480 to 800 hours (6 to 10 pay periods).............2/5 of vacation

160 to 480 hours (2 to 6 pay periods)..............1/5 of vacation

0 to 160 hours (less than 2 pay periods)...........No vacation

The year for determining hours worked for the above schedule shall be the twenty-six (26) two (2) week pay periods ending with the September 30th before the start of the vacation year. In the case of new employees their hours worked will be calculated for the first twenty-six (26) two (2) week pay periods of their employment.

103. The hours paid for each week of vacation will be the greater of:

(a) The average of the hours worked by the employee during the twenty-six (26) pay periods ending nearest September 30th before the start of the vacation year (but not to exceed fifty (50) hours per week). This average will be computed by dividing the total hours worked during the twenty-six (26) pay periods ending nearest September 30th by fifty (50).

(b) The employee's normal weekly working schedule (32, 35, 37-1/2, or 40) in effect at the time the employee takes the vacation. Part-time workers will only be paid for their normal weekly working schedule.

The hours paid for a single day of vacation will be one fifth (1/5) of the pay for a week of vacation as provided above.

Vacation hours for vacation payment for employees transferring from full time to part time or part time to full time will be determined as follows:

1) Employees transferring from full time to part time will be paid vacation hours as earned by working the previous year.

Example: Employee worked full time in 1978 - vacation hours for 1979 = 42/wk. Employee transfers to part time in 1979 - will be paid 42 hours for each week of vacation.

2) Employees transferring from part time to full time will be paid vacation hours as earned by working the previous year.

Example: Employee worked part time in 1978 - vacation hours for 1979 = 22/wk. Employee transfers to full time in 1979 - will be paid 22 hours for each week of vacation.

104. Vacation pay will be calculated on the basis of the employee's straight time hourly earned rate of pay plus shift differential.

(a) Before November 1st for the period from January 1st to April 30th inclusive.

(b) Before March 1st for the period from May 1st to December 31st inclusive.

In order to provide opportunities for all employees to take summer vacations, it is agreed that any employee who takes more than two (2) weeks of vacation during the period from Memorial Day to the Monday after Labor Day of one (1) year shall be entitled to no more than two (2) weeks of vacation during the period from Memorial Day to the Monday after Labor Day of the next two (2)following years. Any vacation during this summer period must be taken in blocks of one (1) or more full calendar weeks. However, if available vacation time is not utilized by employees taking blocks of one (1) or more calendar weeks, then parts of the unutilized time may be scheduled for less than one (1) week provided it does not interfere with the work. Unless arrangements can be made otherwise, any further vacation due must be scheduled outside the summer period.

If the application of these provisions results in employees being unable to schedule at least one (1) week during the period from June 15th to August 31st then the Company will make arrangements so that each of these employees who request it can schedule a week during this period. Before March 1st each employee will number the full weeks between June 15th and August 31st in order of the employee's preference. These vacations will then be scheduled so as to provide a normal balance of employees within each department, shift and job classification and so as to be in accordance with the employee's seniority and the preference the employee has indicated.

The Company also agrees to allow up to fifteen percent (15%) of the employees to schedule vacations during the deer hunting week and the period of time between Christmas Day and New Year's Day. The scheduling will provide a normal balance of employees within each department, shift and job classification.

110. Employees who are eligible for three (3) or more weeks of vacation may take one (1) week pay in lieu of vacation. Time which is paid for in lieu of vacation shall not count as time worked in the application of paragraphs 102, 103, and 105. Persons who are eligible for vacation and who quit or are discharged shall receive their vacation pay for any unused portion of their vacation.

The days off may be taken off at any time within the year, either singly or in groups of two (2) or more. The employee's pay shall be the employee's straight time hourly earned rate for the employee's regularly scheduled hours, not to exceed eight (8) hours per day plus night shift differential if any. In the event that the employee does not take any of these days off, the employee shall receive pay for the days not taken off on the first pay period following January 1 of the following year.

Unused days shall be paid for at eight (8) hours per unused day at the employee's average hourly earned rate in effect on January 1 of each year.

Employees shall be granted the days off, at their request, under the following conditions:

1. For time off for personal reasons including medical reasons which can be scheduled in advance

a. In departments where there are more than twenty (20) employees on the shift and classification involved

1) If they request the time in advance and

2) If the total requests including those for vacation for a particular date do not exceed ten percent (10%) of the employees in that classification, department and shift.

b. In departments where there are less than twenty (20) employees on the shift and classification involved

1) If they request the time in advance and

2) No more than one (1) employee requests a particular date.

c. Where more employees apply for a given date than are provided for under the above rules, seniority shall prevail in granting days off where it does not interfere with vacation.

d. Days off for unavoidable emergency medical reasons, not compensable under Accident and Health Insurance Plan that are substantiated by a licensed physician, dentist or medical institution shall be granted at any time, with or without advance notice.

2. Employees eligible for sickness and personal days may schedule all four (4) days per year in eight (8), four (4) hour periods. These half day periods are limited to the first four (4) hours or the last four (4) hours of a shift. These half day periods must be scheduled at least one (1) working day in advance. It is understood that work assignments will be made by the Department Management based on efficient operation and minimal reassignment of work.

One (1) personal day may be taken in hourly segments, provided there is a personal, compelling reason for such absence such as medical appointments or children’s school appointments, and is not meant to be used to extend a vacation or weekend nor to start a shift late except for reasons that meet the above standards. Sufficient documentation to cover the personal time must be provided.

Scheduling of unused hourly segments will be allowed without documentation, subject to the scheduling requirements of subparagraph 1, above. Any unused hourly segments will be paid to the employee on the first pay period following January 1 of the following year.

In the event of a conflict of two employees desiring the same time off, the employee with a personal, compelling reason will prevail over the employee with remaining hours to use.

Both the Company and Union recognize the basic intent of the provision for paid sickness and personal days. That intent is to provide wage protection for days off due to illness and emergency. Previous to the sickness and personal day provision, the employee could take a day of vacation to protect against loss of earnings.

We also recognize that many employees pride themselves on having good attendance records. With this background in mind, we will inform our managers and supervisors that appropriate recognition and written entries in the employee's personnel record should be made commending them, if during the course of a year, the only days off are sickness and personal days.

Both the Company and Union agree that employee absenteeism must be measured and controlled. We also accept that most employees try to maintain a good attendance record. Employees are responsible for their own attendance. Should an employee fail to show up and not call into work for four (4) consecutive work days, the company will view this as job abandonment and subsequently process as a "quit". The company does realize there may be unusual circumstances that prevent an employee from being able to contact Rockwell for a period of time. Examples of these circumstances may be emergency medical situations. Any exceptions will be accepted at the discretion of the company.

The Company agrees to not consider paid sickness and personal days as absences in terms of the employee's individual records provided:

1. The employee does not exceed seven (7) total days off work per year (including paid sickness and personal days).

2. Historical levels of absenteeism for the total plant do not exceed 3% - 3.5% (using total days absent, including gross number of paid sickness and personal days).

A. The Company will pay for the full cost of tuition, registration, and required text books for courses required during the one (1) day per week. The Company will make the payment in advance on behalf of the apprentice. Should the apprentice not successfully complete the course, the full amount paid by the Company will be immediately deducted from the employee's next paycheck.

B. The Company will reimburse the apprentice for any additional course work under the regular education aid provisions that apply to all employees covered by this Agreement.

C. Apprentice will graduate at the following job classification and the wage percentage schedules will be calculated against the applicable rates of pay. The starting rate of pay for all apprentices will be the greater of either sixty-five percent (65%) of the rate of pay for the respective graduation classification described below or ninety percent (90%) of an employee's existing rate.

Graduation

Dept.___Apprentice Program_________________Classification

120.....Model Maker..........................Model Maker

130.....Machinist............................Machinist

(Screw Machine Automatic Screw Machine Set Up Mechanic)

130.....Machinist............................Machinist

153.....Machine Setter.......................Machine Setter

(Thermoplastic Molding)

446.....Maintenance Mechanic.................Machine Repair Mechanic

449.....Maintenance Mechanic.................Air Conditioning Mechanic

(Air Conditioning & Refrigeration)

450.....Millwright...........................Millwright

450.....Industrial Sheet Metal Mechanic......Industrial Sheet Metal Mechanic

452.....Maintenance Electrician..............Electrical Specialist

D. An apprentice will receive upon satisfactory completion of the program, a bonus of $1500.00 from the Company.

E. An accurate record of hours worked will be maintained by the Company and made available to the apprentice upon the apprentice's request. Actual hours worked will be counted as time credited towards completion of the apprentice program.

F. The selection and evaluation criteria will be modified to reduce the emphasis on past high school courses and grades and increase the emphasis on the MATC test battery scores.

G. Qualified candidates will be given consideration in the following order of priority:

A. Current Employees

B. Laid Off Employees

C. Non-Rockwell Automation Employees

115. Whenever, in the judgement of the Company it can purchase any part or parts from outside sources, at less than its cost of manufacture, or if a second source of supply is deemed to be good business, or if for any other good business reason, it is deemed desirable to do so, the Company shall have the right to purchase any such part or parts from outside sources. In cases of business recession, necessitating the laying off of employees not merely on a temporary basis, the Company agrees to make a special effort to produce in its own plant some of the products so purchased from outside sources where, in the Company's judgement, it is equipped, and it is consistent with good business to do so.

116. Whenever the masculine pronoun is used herein with respect to employees, it shall be applicable to female employees also, unless the words used clearly indicate otherwise.

117. The Company agrees that for the life of this Agreement it will keep in effect the presently established Group Life and Accident and Health Insurance Plans.

The weekly benefits under the Health & Accident insurance program are payable from the 1st day of disability caused by accident, from the 8th day of disability caused by sickness, and from the 1st day of hospitalization, whichever occurs first. The benefits are payable up to a maximum of twenty-six weeks during any one period of disability. Employees will receive maximum benefit of 70% of their weekly wage.

Health and Accident Benefits begin following a seven-day waiting period in the case of an absence due to a disability caused by illness. However, if within three weeks following the first day of absence for that period of disability, the illness results in subsequent hospitalization for the same condition that cause the initial absence, Health and Accident Benefits will be paid retroactively to cover the waiting period related to the current period of absence.

The Company will pay the portion of the monthly health and accident premium for enrolled employees will be the amount shown below.

Years of Service_______________Company Share

3 months to 25 years................... 90%

25 years and over.......................100%

The weekly health care contribution paid by employees will be deducted on a pre-tax basis. Employees may also elect to pay for eligible medical and dependent care expenses on a pre-tax basis by contributing to a personal account in accordance with Section 125 of the IRS Code.

118. The Company agrees for the life of this Agreement it will keep the present benefits of the Hospital-Surgical-Medical program, the Dental Insurance Plans and the Vision Insurance Plan in effect subject to changes required to comply with Federal Legislation or unexpected circumstances.

119. The Company further agrees that for the life of this Agreement it will not discontinue the Rockwell Retirement Plan for Eligible Employees, the Employee Savings Plan, or the Allen-Bradley Profit Sharing and Retirement Trust dated 12/1/72 as amended, upon approval of IRS, subject to the right of the Company to make minor changes as in the past and informally agreed to in negotiating the Labor Agreement dated February 10, 1959. The Union will be notified of changes in the Pension, Employee Savings Plan and Profit Sharing Trust Agreement before such changes are placed into effect.

120. The Company agrees to comply with any applicable legislation with respect to employees leaving for or returning from service with the United States Armed Forces or Coast Guard and shall grant extended leaves of absence for such purposes.

121. (a) The Company agrees to pay an employee for lost time on a day of an industrial injury. This will only include regular hours of work. This is with the understanding that if the employee leaves the plant due to an injury, he will return to work on that shift unless the doctor advises him not to or it is so late in the shift that it would be impractical to return to work for the balance of the shift.

(b) If an employee is taken out of the facility by ambulance due to an emergency illness, the Company will pay the employee for the remainder of the shift.

122. The general wage increase and cost of living adjustments agreed to by the Company and the Union will be effective on the following basis. It is further agreed that if a COLA increase and a general wage increase are due on the same day, the COLA increase shall be made effective prior to application of the general wage increase.

(A) Cost of Living

(1) In the calculation of increases under this section during the term of this contract, adjustments shall be made according to the formula provided herein on the first two percent (2%) increase of the Index. In the event the Consumer Price Index increases over six percent (6%) in the first contract year, wage adjustments shall be made pursuant to the formula provided herein on that portion of the rise of the Index in excess of six percent (6%). In the event the Consumer Price Index increases over five percent (5%) in subsequent contract years, wage adjustments shall be made pursuant to the formula provided herein on that portion of the rise of the Index in excess of five percent (5%).

(2) Effective with the Payroll Period beginning January 29, 2006, job classification rates will be increased by one (1) cent per hour for each full 0.2% that the National Consumer Price Index for Urban Wage and Clerical Workers (CPI-W: Base 1967 = 100) for November, 2005 has risen above the Index for May, 2005 subject to the limitation of paragraph 1 above.

(3) Effective with the Payroll Period beginning July 30, 2006, job classification rates will be increased by one (1) cent per hour for each full 0.2% that the National Consumer Price Index for Urban Wage and Clerical Workers (CPI-W: Base 1967 = 100) for May, 2006 has risen above the Index for May, 2005. While this calculation period covers the time from May, 2005 through May, 2006, the increase paid shall be the full amount calculated for the period less the amount of cost-of-living adjustment paid effective January 29, 2006, subject to the limitation of paragraph 1 above.

(4) Effective with the Payroll Period beginning January 28, 2007, job classification rates will be increased by one (1) cent per hour for each full 0.2% that the National Consumer Price Index for Urban Wage and Clerical Workers (CPI-W: Base 1967 = 100) for November, 2006, has risen above the Index for May, 2006, subject to the limitation of paragraph 1 above.

(5) Effective with the Payroll Period beginning, July 29, 2007, job classification rates will be increased by one (1) cent per hour for each full 0.2% that the National Consumer Price Index for Urban Wage and Clerical Workers (CPI-W: Base 1967 = 100) for May, 2007 has risen above the Index for May, 2006. While this calculation period covers the time from May, 2006 through May, 2007, the increase paid shall be the full amount calculated for the period less the amount of cost-of-living adjustment paid effective January 28, 2007, and subject to the limitation of paragraph 1 above.

(6) Effective with the Payroll Period beginning January 27, 2008, job classification rates will be increased by one (1) cent per hour for each full 0.2% that the National Consumer Price Index for Urban Wage and Clerical Workers (CPI-W: Base 1967 = 100) for November, 2007 has risen above the Index for May, 2007, and subject to the limitation of paragraph 1 above.

(7) Effective with the Payroll Period beginning, July 27, 2008, job classification rates will be increased by one (1) cent per hour for each full 0.2% that the National Consumer Price Index for Urban Wage and Clerical Workers (CPI-W: Base 1967 = 100) for May, 2008 has risen above the Index for May, 2007. While this calculation period covers the time from May, 2007 through May, 2008, the increase paid shall be the full amount calculated for the period less the amount of cost-of-living adjustment paid effective January 27, 2008, and subject to the limitation of paragraph 1 above.

(8) Effective with the Payroll Period beginning January 25, 2009, job classification rates will be increased by one (1) cent per hour for each full 0.2% that the National Consumer Price Index for Urban Wage and Clerical Workers (CPI-W: Base 1967 = 100) for November, 2008 has risen above the Index for May, 2008, and subject to the limitation of paragraph 1 above.

(9) Effective with the Payroll Period beginning, July 26, 2009, job classification rates will be increased by one (1) cent per hour for each full 0.2% that the National Consumer Price Index for Urban Wage and Clerical Workers (CPI-W: Base 1967 = 100) for May, 2009 has risen above the Index for May, 2008. While this calculation period covers the time from May, 2008 through May, 2009, the increase paid shall be the full amount calculated for the period less the amount of cost-of-living adjustment paid effective January 25, 2009, and subject to the limitation of paragraph 1 above.

(10) Effective with the Payroll Period beginning January 31, 2010, job classification rates will be increased by one (1) cent per hour for each full 0.2% that the National Consumer Price Index for Urban Wage and Clerical Workers (CPI-W: Base 1967 = 100) for November, 2009 has risen above the Index for May, 2009.

No adjustment, retroactive or otherwise, shall be made in job classification rates or benefits as a result of any revision which may be made in the Consumer Price Index figures for any month on which these calculations are based.

In the event the Bureau of Labor Statistics issues a revised Index with a conversion table by which the present Index can be made applicable to any change in said Index, the Company and the Union agree to accept such conversion table. If no such conversion method is made available, the Company and the Union will promptly negotiate a conversion method. If no agreement can be reached on a conversion method, the parties agree to accept whatever conversion method is utilized by the predominant employers with contracts with the union.

(B) General Wage Increase

Effective with the Payroll Period beginning July 31, 2005, job classification rates will be increased four percent (4.0%) to the nearest penny.

Effective with the Payroll Period beginning July 30, 2006, job classification rates will be increased four percent (4.0%) to the nearest penny.

Effective with the Payroll Period beginningJuly 29, 2007, job classification rates will be increased three percent (3.0%) to the nearest penny.

Effective with the Payroll Period beginning July 27, 2008, job classification rates will be increased three percent (3.0%) to the nearest penny.

Effective with the Payroll Period beginning July 26, 2009, job classification rates will be increased three percent (3.0%) to the nearest penny.

LOCAL 1111 OF THE UNITED

ELECTRICAL RADIO AND

MACHINE WORKERS OF

AMERICA, UE

By Robert Rudek, President

Kenneth Lochte, Vice President

Tom Michalski, Plant Chief Steward

John Kaczanowski, Skilled Trades Chief Steward

Mark Muszynski, Second Shift Chief Steward

Gary Tosic, Third Shift Chief Steward

Sharon Duffy, Bargaining-Grievance Committee Member

ROCKWELL AUTOMATION, INC.

By Gregg Sunder, Manager, Labor and Employee Relations

Kristin Fritz, Manager, Human Resources

David Schwarz, Plant Manager, Milwaukee

Peter Drljaca, Production Manager

Cheryl Wiedel, Sr. Human Resources Representative

MODEL SHOP - 120
2325	Model Maker			$29.59
FLEXIBLE MACHINING - 131 - 132
2850	Machinist			28.31
2500	Automatic Screw Machine Machinist			28.31
3280	Machinist - Junior			24.25
4425	Machine Operator			21.75
5725	Miscellaneous Helper			19.67
HEAT TREATING - 135
4385	Heat Treater			21.83
4520	Machine Setter			21.75
5952	Miscellaneous Helper			19.35

PUNCH PRESS - 145
4225	Automatic Punch Press Setter Operator			$23.64
5010	Punch Press Setter Operator (60 Tons or less)			21.75
5144	Die Clerk			20.42
5240	Press Department - Service Operator			19.94
5968	Punch Press Operator			19.67
THERMOPLASTIC MOLDING - 153
3652	Journeyman Machine Setter			26.04
4165	Machine Setter			23.64
5664	Molding Press Operator			19.73
DEPARTMENT 240
3500	Manufacturing Cell Specialist			23.64
4195	Setter Operator - Special Equipment			22.12
5776	Wrapping Machine Operator			19.67
5960	Utility & Service Operator			19.35
DEPARTMENT 245
4195	Setter Operator - Special Equipment			22.12
4430	Bellows Assembler			21.75
4661	Mylar Label Printing Coordinator			21.58
5496	Cam-Driven Limit Switch Assembler			20.77
5008	Machine Setter I			20.77
5112	Printing Machine Setup Operator			20.42
5184	Assembler (Heavy or Complicated)			20.42
5960	Utility & Service Operator			19.35
DEPARTMENT 255
4195	Setter Operator - Special Equipment			22.12
5008	Machine Setter I			20.77
5184	Assembler (Heavy or Complicated)			20.42
5768	Heavy Wire Former			19.67
5960	Utility & Service Operator			19.35

DEPARTMENT 275
3680	Wirer and Special Assembler			$23.15
4195	Setter Operator - Special Equipment			22.12
5008	Machine Setter I			20.77
5184	Assembler (Heavy or Complicated)			20.42
5592	Machine Setter			20.77
5960	Utility & Service Operator			19.35
SOLENOID (LAMINATIONS) - 280
4595	Magnet Equipment Specialist			24.25
5960	Utility & Service Operator			19.35
DEPARTMENT 289
4655	Setter Operator - Special Equipment			22.12
MAGNET CELL - 295
3500	Manufacturing Cell Specialist			23.64
RECEIVING - 401
4660	Department Coordinator			21.58
5632	Receiving Clerk			19.99
6525	Receiving Clerk Helper			18.45
MAINTENANCE STORES - 412
4660	Department Coordinator			21.58
5596	Material Crib Clerk			20.13
6225	Parts Crib Clerk			19.35
6360	Parts Crib Attendant			18.71
COMPONENT STOCKROOM - 420
5424	Inventory Clerk			20.63
5056	Stock Service Clerk			20.28
MATERIAL HANDLING - 422
4660	Department Coordinator			21.58
5864	Material Mover			19.35

INSPECTION - 430
3050	Technical Inspector			$24.47
3400	General Inspector (Mechanical)			23.64
MECHANICAL MAINTENANCE - 446
2775	Machine Repair Mechanic			28.39
AIR CONDITIONING - 449
2450	Air Conditioning Mechanic			27.37
6135	Filter Maintainer			20.66
MILLWRIGHTS - 450
3450	Building Maintainer			23.04
3480	Carpenter			26.04
3600	Millwright			26.04
3650	Industrial Sheet Metal Mechanic			26.04
5352	Equipment Maintainer			20.66
5680	Outside Maintainer			19.73
MAINTENANCE(ELECTRICAL) - 452
0070	Electrical Specialist - Instructor			30.69
1600	Instrument Technician			29.23
1200	Electrical Specialist			29.23
2400	Instrument Servicer			26.81
2250	Electrical Technician			26.81
3520	Electrician, Sr.			24.37
MILWAUKEE RETURN CENTER - 475
4155	Returns Processor			21.72
STOCK CHASERS - 492
4685	Material Coordinator			21.20
SHIPPING - 645
4750	Special Pack Shipping Clerk			21.16

CAFETERIA - 796
5616	Head Cook			$19.73
6195	Cook			18.95
6180	Baker			18.95
6345	Storeroom Clerk			18.71
6810	Utility and Service Attendant			17.99
6855	Kitchen and General Helper			17.91
6915	Cafeteria Attendant			17.71
CLASSIFICATIONS IN MULTIPLE DEPARTMENTS
2475	Electrical Tester (General)			25.46
4135	Electrical Tester (Electronic - Standard)			22.43
4355	Electrical Tester (Power - Standard)			21.83
5836	Group Leader			20.32
6125	Administrative Support			19.09
6570	Assembler/Machine Operator			18.83

4/8/70

Rev. 8/1/05

The Company agrees to the following points relative to our testing program:

1. Employee will be permitted to retake any test after a three month lapse between the time of the original taking and the retake.

2. Employees will be notified of their test results as soon as possible after the test is scored.

3. If the employee so requests, we will attempt to explain the way in which the tests are scored and briefly what these scores mean.

4/17/70

Effective June 1, 1970, the Company will provide supplemental payments so that for each day on which an employee receives temporary disability benefits under a Workmen’s Compensation claim, the total payments received will be the same as would have been received for a similar non-industrial claim filed under the Accident and Health Insurance Plan. These supplemental payments will be made only if the employee is enrolled in and eligible for benefits under the Accident and Health Insurance Plan.

June 19, 1973

Don Doberstein, President

United Electrical Workers

Of America

Local #1111

Gentlemen:

This will confirm the discussion at the bargaining table where both the Company and the Union bargaining committees discussed at length the concern that each group had with the problem where individual employees are required to work alone in remote or isolated areas and where the nature of such work may be hazardous.

The Company intends to advise all supervisors who may be involved in assignment of this type of work, that in sending individuals to remote or isolated areas of the plant, the supervisor should take into consideration the hazards involved in the work before assigning a single employee to such areas.

Very truly yours,

Sam Hay

SH/mr

(Copy to Union 6/20/73)

1. Paid at full time hours schedule.

If the employee returns to full time, he will be given an adjusted seniority date to be used for promotion, transfer, downgrading, and layoff.

(Copy to Union 12/17/73)

12/10/73

Rev. 8/1/02

Rev. 8/1/05

Seniority Date Hire Date

Service Award 5/1/69

Pension 5/1/69

Vacation 5/1/69 (1) (2)

Insurance Benefits 5/1/69

Health & Accident 5/1/69

Personal Days 5/1/69

Promotion 5/1/69 (3)

Layoff 5/1/69

Downgrading 5/1/69 (3)

Transfer 5/1/69 (3)

7/23/82

Rev. 7/27/82

The Company and the Union recognize the continuing need to develop new products, new technology and new methods of manufacturing including automation to maintain the Company’s competitive position. With these objectives, both parties agree as follows:

1. The company has established pilot areas wherein it may develop new products including new methods of manufacturing. These pilot areas will be non-bargaining unit areas.
2. As products become completely developed and as new manufacturing processes are established, the Company, in its judgement, will determine the feasibility of manufacturing the new products in Milwaukee. If the Company determines that it may be feasible to manufacture the product in the Milwaukee plants under this labor agreement, it will discuss with the Union the transfer of the work to a bargaining unit status with wage rates and other terms and conditions of employment to be negotiated. If mutual agreement on wage rates and other terms and conditions of employment can be achieved, the Company will commence to manufacture the product in the Milwaukee plants under this labor agreement.

________________INTER-DEPARTMENT LETTER______________No.__________

Subject: Return to Work Policy – Employees with

Permanent Medical Restrictions

Date 1/29/88

From: Labor Relations Department

To: U.E. Local 1111

The Company and the Union recognize a need to modify the existing process by which employees with permanent medical limitations are assigned to suitable jobs permitting them to return to work from a leave of absence status. Basis for the modification of the return from "leave" process involves the displacement of active employees from a job deemed to be "suitable" to permit accommodation of the medically restricted employee. Recognizing that the displacement of an "active" employee has the potential to create some conflict with the existing Labor Agreement, the following guidelines will apply:

General Concept: Displacement from a regular job assignment will not cause shift change, layoff or loss of wages. Recall rights for displaced employees will be honored as per the Labor Agreement.

1. List of return to work candidates will be prepared by the Safety Department.
2. U.E. to be advised of all potential displacement situations.
3. Resolution of issues resulting from this program will be addressed through the grievance procedure.
4. This trial program will be in effect for one (1) year at which time the Company and the Union will review its merit. (Either party may terminate this trial period to the completion of one year).

JED/vk

Form 279

__________________________Allen-Bradley Co._______________________

Printed in U.S.A. Milwaukee, WI

7/16/90

In applying Health and Accident Benefits to employees who are receiving documented chemotherapy treatments, the Company will pay Health and Accident benefits from the first day of each treatment and one day immediately following the treatment or consecutive treatments.

7/16/90

Rev. 7/24/90

Rev. 8/1/90

Rev. 8/1/05

Between May 1st and September 30th, the Company may hire temporary summer employees to work during this period at a rate equal to the applicable hiring rate of their assigned jobs. Prior to hiring temporary summer help, employees on layoff status as of the effective date of this Agreement will first have the opportunity to return to temporary summer work at a rate equal to the rate of their assigned jobs. There will be no benefits paid for work during this period. Employees on layoff status may bypass return to this work without affecting their status on the recall list.

When hiring temporary summer employees the following formula will apply until the end of the current recall list.

1. At least 20% of the total number of jobs to be filled will be filled by recall to regular positions.

2. No more than 80% of the total number of jobs to be filled will be filled with temporary summer employees.

8/21/92

Rev. 10/2/92

Rev. 11/16/92

Rev. 12/2/92

Rev. 1/15/93

The Union (U.E. 1111) and the Allen-Bradley Company share the goal of continuing to maintain a drug free work environment for all our employees. Both parties view drug abuse as an illness and recognize the need to provide effective treatment when recommended by a medical professional. Because the issue of "For Cause" testing to determine drug abuse can present some sensitive concerns for both the Company and the Union, the following will apply:

1. The Union shall not be considered party to the "For Cause" testing of any employee they represent.

2. All Labor Agreement protections will be available to employees including access to written incident reports from management personnel and appropriate union representation.

3. Only National Institute on Drug Abuse certified laboratories shall be used as providers.

4. Admission of drug use will void the "For Cause" test and the employee will be referred for professional treatment evaluation.

5. Employees referred for testing:

a. may choose to be accompanied by a union representative.

b. shall receive full pay until test results are available.

6. Employees refusing to submit to the "For Cause" test shall be dealt with through appropriate disciplinary action.

7. Delete Paragraph 2 from the "Testing Circumstances - Reasonable Cause" section of the drug testing policy statement. Recognizing that Paragraph 1 provides the language which allows the Company to request an employee submit to a drug test, Paragraph 2 becomes unnecessary. It is recognized that an accident may cause the Company to evaluate an employee's behavior, but that the accident in and of itself will not trigger testing.

8. Reasonable cause shall be defined as those circumstances where the Company has information based on facts, about the employee's conduct in the workplace, that would cause a reasonable person to believe that the employee is demonstrating signs of impairment due to controlled or illegal substances.

Impairment would be defined as difficulty in maintaining balance, slurred speech, erratic or atypical behavior, or otherwise an appearance of being unable to perform his/her job in a safe manner, not caused by other factors.

7/13/93

Rev. 7/27/93

Both the Company and Union recognize the importance of improving the technical capabilities of our workforce and operation. While significant progress has been made to this end during the 1990-1993 contract period and proposed changes in these contract negotiations will further this effort, the Company and Union agree to establish a Workplace Education Task Force which will be functional during the course of this Agreement to evaluate the needs of education and training in the Milwaukee facility. The Company members of the Task Force will consist of rep-resentatives from Assembly, Components, Facilities, Quality and Human Resources. The Union members will be representative from the Union’s Bargaining Committee.

7/28/93

Effective August 1, 1993, employees recovering from a life threatening illness and released to return to work from a Health & Accident medical leave will have to work 40 hours in a two week period to be eligible to start a new 26 - week disability period for the same medical condition. Life threatening illness will typically include cancer, heart and stroke episodes.

Both Rockwell Automation, Inc. (the "Company") and Local 1111 of the United Electrical, Radio and Machine Workers of America (the "Union") acknowledge and respect the existence of Paragraph 2, "Purpose," and Paragraph 3, "Recognition," as an important part of the Collective Bargaining Agreement between the Company and the Union. The parties accept these paragraphs as the agreement on provisions for hours, wages and conditions of the employment for employees covered by this Agreement. The parties will not make changes without mutual agreement, except as provided by law or as provided in this Agreement.

7/16/96

Effective January 1, 1997, employees eligible to receive temporary disability payments under their Allen - Bradley Health and Accident coverage will receive a maximum benefit of 70% of their regular straight time weekly wage including shift premium. Any applicable shift premium will be included in the determination of benefit.

7/16/96

Upon the death of a retiree who retired after August 1, 1996 covered by our medical plan and the expiration of the period certain (irrespective of the pension annuity elected), medical coverage will be continued for the spouse and previously eligible dependents for up to an additional 12 months following the month in which the period certain expires. During this extension period, coverage for the spouse will end upon the earlier of the end of the 12 months or if the spouse remarries.

7/26/96

Rev. 7/28/96

Effective August 4, 1996, the Company may provide a sign on bonus of up to $2,500 to new employees hired into classifications for which the Company has difficulty attracting qualified external candidates, and for which they could not fill internally through requests for transfer. The Company will inform the Union before it exercises this option.

7/30/96

Employees who confirm that they intend to retire in the calendar year following the current vacation year, will be given consideration to carry over any accumulated vacation up to a maximum of four (4) weeks.

Thus, an employee's retirement date will be determined by the amount of vacation available in the retirement year plus the amount of available vacation carried over. If an employee does not retire in the intended year, the carried over vacation benefit will be paid out in a single lump sum payment.

Any portion of vacation, which is carried over and paid in a lump sum, will not be considered as pensionable income.

7/30/96

Upon the death of an active employee who has 75 or more age-service points and is eligible to retire under the terms of the pension plan, the Company will pay the surviving spouse the equivalent of one month's straight time gross pay with applicable taxes withheld. This payment will be calculated as the employee's straight time hourly rate times 175 hours and will be paid out in a timely manner following the employee's death.

The lump sum payment will have no impact on either available life insurance or pension benefits.

6/19/70

Rev. 7/25/02

Effective December 1, 1970, the Company will provide Accident and Health Insurance coverage for permanent part time employees whose normal workweek is twenty or more hours per week.

Weekly benefits payable and the monthly premium charged the permanent part time employees shall be the equivalent of fifty percent of the weekly benefits payable and the premium charged regular full time employees with the same straight time hourly rate of pay and the same number of years of continuous service with the Company.

Time worked by permanent part time employees in excess of their regularly schedule hours shall not affect the amount of weekly benefits payable or the monthly premium charged.

10/20/83

Rev. 8/1/02

Rev. 8/1/05

Employees who avoid a layoff by successfully challenging a job on the retained list are to be paid as follows:

A. Paragraph 80 (Maintenance of Rate) does not apply as long as the employee is a retained employee. The rate of pay is the rate of pay of the job.

B. Employees on the retained list shall regain rights to maintenance of rate protection at the start of the first pay period following their removal from the retained list, such removal resulting from the employee having sufficient seniority to avoid layoff. Example: Same as employees who are laid off and recalled.

7/16/90

Rev. 7/23/90

Rev. 8/1/02

Rev. 8/1/05

Effective January 1, 2006, the existing voluntary Group Universal Life Plan (GULP) underwritten by Aetna will be replaced by a new voluntary, employee paid Supplemental Insurance Plan

underwritten by MetLife offering employee life insurance up to 8 times annual income in multiples of 1 times income. Coverage for a spouse is available up to $100,000 in $5,000 increments. Dependent children can be insured for $5,000 or $10,000.

Employees and/or spouse enrolled in the current Aetna GULP can 1), transfer to a MetLife GULP option, 2) elect the new MetLife Supplemental Plan, or 3) drop coverage entirely. Employees enrolled in the Aetna GULP who do not transfer to the GULP option with MetLife will automatically default to the MetLife Supplemental Plan.

The MetLife Supplemental Plan (and GULP if currently enrolled) will be available to the employee, spouse and eligible dependents. Spouse and dependent enrollment does not require that the employee be enrolled. Current GULP participants will be able to maintain their current coverage level, or increase their coverage level without Evidence of Insurability (EOI), subject to the following rules:

• Employees may increase coverage to 3 times annual income to a maximum of $500,000
• Employees who currently have coverage of 3 times annual income or more may increase their coverage by one multiple to a maximum of $500,000
• Spouses may increase their coverage to $50,000, and
• Dependents may enroll in the Supplemental Plan at $5,000 or $10,000

• Dependents are covered to age 19, if full time student to age 24

Employee, spouse or dependent(s) not enrolled in the Aetna GULP program on December 31, 2005 can elect to enroll in the voluntary, employee-paid Supplemental Plan with MetLife during the annual benefit enrollment period.

• Employee coverage is limited to 3 times annual income to a maximum of $500,000 with no EOI

• Spouse is limited to $50,000 with no EOI
• Dependent coverage is $5,000 or $10,000 with no EOI required

Employees and spouses may apply for more coverage than outlined in these rules. In that case, they will need to submit EOI forms to MetLife. Their coverage will be limited to the maximums outlined above unless MetLife approves their application for additional coverage.

Upon termination or retirement, an enrolled employee may elect to continue coverage privately 1) with an extended term insurance policy under the portability option, or 2) convert to permanent life insurance under the conversion option (Supplemental Plan only).

The following schedule provides the monthly rate per $1,000 of benefit and is subject to change by MetLife at the end of the contract period. The contract term effective January 1, 2006 is 3 years with rates fixed during that period. Renewal for 2009 will be based on Company claim experience and MetLife’s underwriting practices. The Company reserves the right to put the coverage out to bid for the renewal.

7/16/90

Rev. 7/31/90

Rev. 8/1/90

Rev. 8/1/02

Schedule P

Pro-Rata Health Care Benefits for Part Time

For employees* hired after August 1, 1990, whose normal work week is scheduled to be less than 40 hours per week, the company contribution towards health care benefits will be calculated on a pro-rated basis. Overtime hours will not be used in calculating pro-rate contributions. Employees securing part time employment as a result of a slack work condition from a full time position or full timers accepting a recall to a part time position will receive benefits as if they were a full time employee.

Example: Employees scheduled to work 20 hours per week

20 = .50 of full time contribution

40

* As of 8/1/90 this is limited to:

Cafeteria Attendant - Department 796

Miscellaneous Helper (Chip Spinner) - Department 131

Rev 5/19/64 Rev 7/29/87

Laid Off Employees

A. The employee may keep the health insurance program in effect for 6 months following the month in which he was laid off B. The company and employee continue to pay their respective portion of the premium for these 6 months. C. COBRA – Effective 12-1-87 At the end of these 6 months, coverage is available under COBRA for an additional 12 months. The employee pays the entire cost – the company pays nothing

A. The employee may continue his basic coverage for as long as he is on layoff, provided he pays the entire cost - the Company pays nothing. B. The employee may continue his supplemental life insurance coverage for as long as he is on layoff, provided he submits his payments directly to the insurance carrier.

A. Insurance under this plan is suspended during layoffs.

A. The employee may continue his vision coverage until the end of the 3rd month after date of layoff at no premium cost to the employee. B. COBRA-Effective 12-1-87. At the end of these three months, coverage is available under COBRA for an additional 15 months. The employee pays the entire cost – the Company pays nothing. Effective 1/1/03: The VSP discount card will continue to be effective during layoff.

A. The employee may continue his dental coverage until the end of the 6th month after date of layoff at the current applicable employee premium. B. COBRA-Effective 12/1/87. At the end of these six months, coverage is available under COBRA for an additional 12 months. The employee pays the entire cost – the Company pays nothing.

Medical Leaves

A. For employees with less than 10 years seniority, the Company and employee continue to pay their respective portion of the premium for the first 6 months following the month in which the leave starts and the employee will pay the full premium thereafter. B. For employees with 10-25 years seniority, the Company and employee continue to pay their respective portion of the premium for the first 12 months following the month in which the leave starts and the employee will pay the full premium thereafter. C. For employees with 25 and more years of seniority, the Company and employee continue to pay their respective portion of the premium for the first 24 months in which the leave starts and the employee will pay the full premium thereafter.

A. Employees with less than 1 year of service may continue their basic coverage for as long as they are on leave, provided they pay the entire cost – the Company pays nothing. B. For employees with more than 1 year of service, the Company will pay the basic insurance coverage for the duration of the leave or for 1 year which ever is the lesser period. After the first 12 months, the employee must pay the full cost to continue the basic insurance. C. The employee may continue his supplemental life insurance coverage for as long as he is on leave, provided he submits his payments directly to the insurance carrier.

A. The insurance is kept in effect for the duration of the disability up to a maximum of 26 weeks. B. The Company and the employee continue to pay their respective portion of the premium while benefits are being paid to the disabled employee.

A. Coverage will continue up to a period of 12 months. During the period the Company will pay the full monthly premium. After 12 months the employees must pay the full premium. Effective 1/1/03: The VSP discount card will continue to be effective during medical leaves.

A. Coverage will continue up to a period of 12 months. During the period the Company will pay the full monthly premium. After 12 months the employee must pay the full premium.

HEALTH GROUP LIFE H & A VISION DENTAL

Personal, Education & Vacation Leaves

A. The employee pays the full premium while on leave of absence following the month in which the leave starts - the Company pays nothing. B. When Returning to work, the employee must return the first working day of the month in order not to pay the full premium for that month.

A. The employee may continue his basic coverage for as long as he is on leave, provided he pays the entire cost – the Company pays nothing. B. The employee may continue his Group Universal Life (GUL) insurance coveraqe as long as he is on leave, provided he submits his payments directly to the insurance carrier.

A. Insurance under this plan is suspended as of the employee’s last paid workday.

A. The employee pays the full premium while on leave of absence – the Company pays nothing. Effective 1/1/03: The VSP discount card will continue to be effective during leaves of absence.

The employee pays the full premium while on leave of absence – the Company pays nothing.

Military Leaves (See qualific- ations in paragraph 26)

A. The employee may continue his Group Health coverage including dependant coverage (where applicable) on the same terms and conditions as existed prior to his leave. Both the Company and the employee will continue to contribute their portion of the monthly premium.

A. For the basic life insurance, the Company will continue to pay the premium for the amount of coverage in effect at the time the employee was placed on leave. B. or the Group Universal Life (GUL), the employee may continue coverage for as long as the leave lasts, provided the employee submits payments directly to the insurance carrier.

A. Insurance under this plan is Cancelled as of the employee’s last paid workday.

A. Insurance will be cancelled at the end of the month in which the employee goes on military leave. B. At the end of this month, coverage is available under COBRA for 18 months The employee pays the cost – The Company pays nothing. Effective 1/1/03: The VSP discount card will continue to be effective during military leaves.

A. The employee may continue his Dental coverage including dependant coverage (where applicable) on the same terms and conditions as existed prior to his leave. Both the Company and the employee will continue to contribute their portion of the monthly premium.

HEALTH GROUP LIFE H & A VISION DENTAL

INSURANCE INSURANCE INSURANCE INSURANCE INSURANCE

Wisconsin and Federal Family & Medical Leave Acts

A. The Company will administer according to current Wisconsin and Federal Family & Medical Leave Acts.

A. The Company will pay the basic insurance coverage for the duration of the leave. B. The employee may continue his Group Universal Life (GUL) insurance coverage for as long as he is on leave, provided he submits payments directly to the insurance carrier.

A. The Company and employee continue to pay their respective portion of the premium (based on employee’s length of service).

A. The Company will pay the full monthly premium for the duration of the leave. Effective 1/1/03: The VSP discount card will continue to be effective during FMLA.

A. The employee may continue his dental coverage at the current applicable employee premium.

7/16/96

Rev. 8/1/02

Schedule HH

Pension - Past Service Credit

Any employee electing to retire will receive full service credit for any periods worked prior to the employee's current seniority/hire date. This period worked will be applied to the employee's normal age/service points should they choose to retire prior to the expiration date of this Contract.

Example: Employee A: As of 8/1/02

• Birth date 8/1/43 + Age 59 Years

• Current Hire 8/1/70 + Service 32 Years

• Prior service 8/1/64

Total = 36 Years

New Total 95 Points

7/29/96

Rev. 8/1/02

Rev. 8/1/05

Schedule XX

Memorandum of Agreement

Employee Savings & Investment Plan

Company and Union have agreed to provide the ability to make daily changes to investment elections and transfers between existing investments. Additionally, employees will be able to make pretax contributions up to a maximum of 25%, subject to Federal pre-tax contribution limits. The plan will now conform to the following features and provisions:

Participants can contribute up to 25% of base pay as pre-tax, after-tax or a combination of both. Individuals identified as highly compensated by the IRS are limited to a 12% pre-tax contribution.

• Daily contribution transactions are available to elect pre-tax or after-tax deductions.

• Daily exchange transactions are available to move funds into or out of the available investment funds, including but not limited to Rockwell stock.

• A loan provision will remain in place to allow employees to borrow against their pretax, after-tax, and rollover contributions.

The official name of the plan is the Rockwell Automation Retirement Savings Plan for Represented Hourly Employees. The Plan is administered by the Rockwell Automation Benefits Center located in Boston, MA. The Center is accessible on normal business days from 9:00 AM to 12 Midnight Eastern time through a toll free number (1-877-765-4015).

The Company match will remain at 50% on the first 5% of eligible pay contributed to the Plan by the employee.

Rev. 6/8/99

Rev. 8/1/02

Rev. 8/1/05

Schedule VV

Pension Formula

For employees retiring on or after August 1, 1999, their monthly pension benefit will be calculated using the formula described below. As such, Schedule DD - Pension Service Credit dated 8/1/90 and Schedule VV - Pension Formula dated 7/30/96 are no longer applicable and will be removed from the Memorandum of Agreement book.

66-2/3% of your average monthly income up to $1,666.67

TIMES

Years of Credited Service (up to 35)

35

PLUS

1.25% of your average monthly income

over $1,666.67 times your years of Credited Service

PLUS

Pension Service Credit Factor

Effective for retirements on and after August 1, 2005