5. In the event the president of the union and the personnel manager fail to adjust the grievance, a conference will be arranged between the executive board of the union and the works manager and such members of his staff as he may select.

6. If this conference cannot adjust said grievance, a special conference of the executive board of the union and the works manager will be held at which additional representatives of the division and the union shall be called in.

7. Any group leader or section operator submitting a grievance may be called in by either party to appear as a witness when his case is being reviewed.

8. Members of the executive board of the union or any representative shall not be paid by the division for the time consumed by these meetings, unless the meetings are called by the management, in which case they shall be paid at their regular hourly rate for the time consumed.

9. A group leader, section operator, the president of the union, or any member of the executive board of the union, shall not leave his work to investigate, discuss, or adjust grievances during working hours without first making satisfactory arrangements with his foreman.

10. In the event a member of the executive board of the union, or the president of the union, shall investigate a grievance in any department other than his own, he shall first advise the superintendent of the department of his presence therein.

ARTICLE IX. HOURS OF WORK AND PAYMENT OF OVERTIME

(1) The workday shall not exceed 8 hours in any 1 day and the workweek shall not exceed 40 hours in any 1 week, except upon payment of overtime as hereinafter provided.

(2) The regularly established workweek shall be from Saturday midnight to Saturday midnight.

(3) Time and one-half shall be paid for all work over 8 hours in any 1 day or over 40 hours in any workweek, whichever is the greater.

(4) Time and one-half shall be paid for the hours worked on the following holidays: New Years, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. Such premium payments shall not be credited against other premium payments earned during the workweek.

(5) Double time shall be paid for all work performed on the seventh consecutive day worked in the workweek. The afore-mentioned holidays shall be counted as days for the purpose of establishing the seventh day of work.

(6) If after reporting for work a group leader or section operator becomes ill or is injured and the medical department advises the group leader or section operator to go home, that day shall be counted for the purpose of establishing the seventh day of work.

(7) If after reporting for work and working a portion of the day a group leader or section operator is sent home because of lack of work, that day shall be counted for the purpose of establishing the seventh day of work.

(8) When a group leader or section operator is notified not to report for work, or for any reason, is absent for a full day, such day shall not be counted for the purpose of establishing the seventh day of work.

(9) Time allowed to a group leader or section operator reporting for work when no work is performed shall not be considered in the computation of overtime.

(10) Time and one-half or double time shall be interpreted to mean that the division agrees to pay at the rate of one and one-half time or two times the group leader's or section operators' earned rate during the week involved.

ARTICLE X. LEAVE OF ABSENCE

Leave of absence may be granted to group leaders and section operators, at the discretion of the division for not more than 6 months and extended for a similar term and when so granted or so extended, the group leader or section operator shall be assured of his return to his position without loss of seniority. Applications for leave of absence or extensions thereof must be

the personnel manager, and the granting of such leaves of absence or extensions thereof must be in writing from the personnel manager.

ARTICLE XI. STRIKE

Continuous and uninterrupted manufacture and production of goods by the division, and orderly collective bargaining relations between the Division and the Union to secure prompt and fair disposition of grievances being essential considerations for this agreement, it is understood that the Union and its members, individually and collectively, will not during the term of this agreement cause, perm‍t, or take part in any strike, picketing, stay-in, sit-down, slowdown, or any other curtailment or restriction of production or interference with the work in or about the division's departments or premises until after the procedure provided herein for the settlement of grievances has been complied with. The Division reserves the right to discipline any group or section operator taking part in any violation of this section of this agreement. Correlative with this provision, the division agrees not to engage in a lock-out.

ARTICLE XII. STATE AND FEDERAL STATUTES

In the event that any of the provisions of this agreement shall become invalid or unenforceable by reason of any Federal or State law now existing or hereafter enacted, such invalidity or unenforceability shall not affect the remainder of the provisions hereof.

ARTICLE XIII

This agreement shall continue in full force and effect for the period of 1 year from the date hereof and shall continue thereafter from month to month until either party shall give to the other a notice in writing of its intention to terminate this agreement or any of the paragraphs or provisions thereof at the expiration of 30 days from the date of such notice. This agreement or the paragraphs or provisions thereof set forth in said notice shall become and be nuli and void and of no effect at the expiration of said 30 days and the parties hereto thereafter shall be without any agreement relative to the matters involved therein.

In witness whereas, the Division has caused this agreement to be executed in due form by its works manager and the Union has caused the same to be executed in due form by its proper officers by authority of its members pursuant to its constitution and bylaws all as of the day first written above.

Witnesses:

REVERE COPPER AND BRASS, INC. (Rome Division),

By F. E. RICHMOND.

INTERSTATE COPPER AND BRASS WORKERS UNION, LOCAL No. 10, By FRANK O. EDWARDS, President.

EXHIBIT A.-Group leaders and section operators-Continued

EXHIBIT A.-Group leaders and section operators-Continued

EXHIBIT A.-Group leaders and section operators—Continued

Dr. WALTERS. We did not recognize in that negotiation, we have been negotiating that contract for 6 months, that our group leaders and section operators and we did not recognize foremen as being eligible in that union. They asked to be recognized and we did not recognize them for the simple reason that, as we said "You have the right under the Constitution to a free choice." We said, "We give you the right to choose between management and the union, but once you have made your choice, then we expect you to stick to that choice until you change your mind." In our American Federation of Labor local of the United Automobile Workers of America in Chicago we said to one of the officers of the union, "We would like to have you become a foreman. We ask you to give up your right of union membership." He did that. And after he was a foreman for a number of months he came to the boss and said, "I feel better in the union." We said, "All right, we would like for you to relinquish your membership as a foreman." He did, and he is now president of that particular local union. In other words, we did not deprive a man of his free choice of selection of the right to be a member of management or the right to be a member of a union. We do not believe that this bill would in any way limit his choice to those two channels. In other words, he has the right to choose. And we think if we want him in management and he wants to come into management, he should have that

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