declare that they have agreed to the Collective Labor Agreement (CLA) of Teijin Aramid for the period from 1 April 2015 to 31 March 2017.

Transcription

1 COLLECTIVE LABOR AGREEMENT CLA OF TEIJIN ARAMID The undersigned: Teijin Aramid BV, established in Arnhem, as a party representing the employer and FNV in Amsterdam CNV Vakmensen in Utrecht De Unie in Culemborg each as a party representing the employees declare that they have agreed to the Collective Labor Agreement (CLA) of Teijin Aramid for the period from 1 April 2015 to 31 March Disclaimer for translation errors The translation of this collective agreement was prepared with the utmost care. However, the parties to the collective agreement do not accept any liability for errors or omissions in this translation or the direct or indirect consequences of acting or failing to act based on this translation. It is not possible to derive any rights, of whatever nature, from the compilation and contents of the translation. In the event of any discrepancy between the Dutch text and the English translation, the Dutch text shall be decisive. Collective Labor Agreement for Teijin Aramid

2 TABLE OF CONTENTS Chapter 1 General provisions 4 Article 1 Descriptions and definitions 4 Article 2 Duration of the CLA and changes 5 Article 3 General obligations of the parties to the CLA 5 Article 4 General obligations of the employer 6 Article 5 General obligations of the employee 7 Chapter 2 Commencement of employment and discharge 9 Article 6 Commencement of employment 9 Article 7 End of the employment contract 9 Chapter 3 Working time and working hours 10 Article 8 Schedule and working time 10 Article 9 Working hours 10 Chapter 4 Remuneration 12 Article 10 Job categories and salary groups 12 Article 11 Salary 12 Article 12 Holiday allowance 13 Article 13 Salary at the time of commencement of employment 13 Article 14 Periodic salary review 13 Article 15 Salary for employees assigned to a different salary group 14 Article 16 General salary review 14 Chapter 5 Special remunerations 15 Article 17 Payment of special remunerations 15 Article 18 Overtime 15 Article 19 Additional travelling 16 Article 20 Stand-by 16 Article 21 Transferred time 17 Article 22 Schedule bonus 18 Article 23 Temporary occupation of a higher post 18 Article 24 Transfer to a different schedule 19 Article 25 Temporary assignment to day shift from 5-shift work 20 Article 26 Occasional substitutions in (different) shift work 21 Article 27 Work in a 45-hour schedule 21 Article 28 Work on public holidays 21 Article 29 Period of service allowances and additional remunerations 21 Article 30 Profit distribution 22 Chapter 6 Holidays and leave 23 Article 31 General provisions 23 Article 32 Holidays 23 Article 33 Leave 24 Article 34 Special leave 27 Article 35 Parental leave 28 Article 36 Unpaid leave 29 Chapter 7 Other working conditions 30 Article 37 Health insurance 30 Article 38 Income in the case of incapacity 30 Article 39 Savings contribution 32 Article 40 Pension 33 Chapter 8 Development and employment opportunities 35 Article 41 Employability and labor market opportunities 35 Article 42 Education and training of young employees 36 Article 43 Workload reduction 36 Article 44 Reorganization 36 Article 45 Temporary staff 37 Article 46 European Social Fund 37 Chapter 9 Trade union work and co-determination 38 Article 47 Trade union work in companies 38 Article 48 Social reporting and information to the works council 38 Collective Labor Agreement for Teijin Aramid

3 Annexes 39 Annex 1 Article 672 of the Civil Code (periods of notice) 39 Annex 2 Annual salaries 40 Annex 3 Job classification appeal procedure 44 Annex 4 Protocol on the prevention of sick leave and reintegration 46 Annex 5 Transitional arrangements for compensation supplement 48 Annex 6 Protocol agreements Collective Labor Agreement for Teijin Aramid

4 CHAPTER 1 GENERAL PROVISIONS ARTICLE 1 DESCRIPTIONS AND DEFINITIONS In this Collective Labor Agreement (CLA), the following definitions apply: a. Employer: Teijin Aramid BV; b. Trade unions: The parties on the employees side in this Agreement; c. Employee: Each member of staff (m/f) in the service of the employer in posts in salary groups 2 to 13 or the equivalent, with the exception of trainees and holiday employees; d. Part-time employee: Employees who do not do the full schedule of article 8. Where this CLA mentions employees, this also refers to part-time employees, whereby the conditions of employment are defined for part-time employees in proportion to the part-time percentage applicable to them, unless otherwise stated in this Collective Labor Agreement; e. Part-time percentage: The working time for part-time employees in proportion to the working time of article 8; f. Month: A full calendar month, beginning at the start of the first shift ending in that month. For sites where there is no shift work, the month starts on the first day of the month at 0 hours; g. Week: A full calendar week, beginning at the start of the first shift ending on Monday. For sites where there is no shift work, the week starts on Monday at 0 hours; h. Day: An uninterrupted period of 24 hours, beginning at the start of the first shift ending on that day. For sites where there is no shift work, the days starts at 0 hours; i. Holidays: New Year's Day, the two days of Easter, Ascension day, the two days of Pentecost, the two days of Christmas, the day designated by the government to celebrate the King s Day and in fifth anniversary years the 5th of May to celebrate National Liberation Day; j. Shift: The daily working time (length of shift) that is worked according to the schedule; k. Schedule: A working time arrangement that indicates at what times employees usually start, interrupt and end their work; l. Annual salary: The salary as determined in accordance with article 11 of this Collective Labor Agreement; m. Monthly salary: The annual salary divided by 12.96; n. Salary: Annual salary; o. Annual income: The annual salary, including any personal supplements, leave compensation bonuses and any special remunerations on the basis of chapter 5, insofar as they are of a fixed nature; p. Monthly income: Monthly salary, including any supplements plus any special remunerations, as referred to under "annual income"; q. Temporary staff: Natural persons who, other than on the basis of a service agreement concluded by the employer with a third party, carry out work in the employer's company without having entered into an employment contract with him. Collective Labor Agreement for Teijin Aramid

5 s. Standard pension commencement date: The first day of the month in which the employee reaches the age of 65 years (Aegon rules) or the age of 67 years (PGB rules); t. WC: The works council as referred to in the Law on Works Councils (Wet op de ondernemingsraden - WOR); u. CC: Civil Code, Book 7, Title 10. ARTICLE 2 DURATION OF THE CLA AND CHANGES 2.1. Duration 2.2. Changes This Collective Labor Agreement shall enter into force on 1 April 2015 and end on 31 March 2017 without notice being required Changes may be made to the CLA during the period only if in the view of the parties special circumstances that could not have been foreseen at the start of the contractual period justify such changes If one of the parties deems that special circumstances have occurred as referred to in article and on that basis requests of the other party by registered letter that a change to the CLA be envisaged, parties shall be under an obligation to hold joint consultations concerning this matter This consultation must be ended within two months following receipt of the request. If the party on the employer s side and the majority of the parties on the employees side, where appropriate, jointly desire a different period, this period shall apply in place of the abovementioned two months. ARTICLE 3 GENERAL OBLIGATIONS OF THE PARTIES TO THE CLA 3.1. General 3.2. Disputes The parties are under an obligation to comply with this CLA in good faith according to the letter and spirit thereof. They shall refrain from carrying out or supporting any action, whether direct or indirect, that is aimed at changing or terminating this CLA in any manner other than has been agreed. The trade unions shall each with all the means at their disposal encourage their members to comply with this CLA. The employer shall also encourage compliance with this CLA using all the means at his disposal. In the event of a dispute arising between them relating to the interpretation or application of this CLA, parties shall not engage in striking or lockout. They shall not bring any dispute that has arisen between them before the court until they have jointly endeavoured to find a solution. To this end, the party that considers that the other party has not properly explained or applied or has not complied with this CLA shall, within one month after a verbal consultation or a request for the same has been unsuccessful, request in writing and giving reasons that the explanation or application be revised or that the stipulations of the CLA be taken into account. Such a request requires that the parties hold consultations concerning a joint solution, unless the request is immediately granted. The dispute may be brought before the court only if no solution has been found within a period of two months after the dispute has been submitted to the other party in the manner described Collective Labor Agreement The employer shall ensure that the text of the CLA is issued to each employee Individual employment contract The employer shall individually with each employee who takes up employment during the period of this CLA enter into a written employment contract in which the CLA and any applicable company regulations are declared to be applicable. Consultations shall be held with the trade unions concerning the content of this individual employment contract. The aforementioned organizations shall encourage their members to sign such individual employment contracts. Collective Labor Agreement for Teijin Aramid

6 Further provisions may be included in the individual employment contract concerning the rights and obligations of the employee and the employer Periodic consultations Regular periodic consultations shall be held between the employer and the trade unions concerning the state of affairs within the company and concerning the application of the employment conditions. ARTICLE 4 GENERAL OBLIGATIONS OF THE EMPLOYER 4.1. Working conditions 4.2. Work 4.3. Working hours The employer shall uphold the interests of the employees within the company. To this end, he shall promote orderliness, hygiene, safety and wellbeing in the company to the best of his ability, as may be expected of a good employer. To this end, he shall issue instructions and orders, make safety equipment available and, where necessary, ensure medical checkups. The employer shall provide the employee with information concerning the risks of which he is aware that are connected with the work with substances in the different circumstances that arise. The employer shall only assign work that can in all reasonableness be requested of the employee. When determining working (time) patterns, as far as possible the employer shall take into account the wishes of the employee. In this regard, the employer shall ensure that as little work as possible is carried out outside the working hours that normally apply to the employee Adjustment of working time The employer shall deal with a written request to work part-time according to the Adjustment of Working Hours Act (Wet aanpassing arbeidsduur - WAA). This law governs the employee's right to an adjustment of working time. The law also sets out the conditions, the procedure to be followed and the decision-making period Announcement of vacancies All vacancies will in principle be listed on Connect, the internal communication portal of Teijin Aramid Employment contracts other than for an indefinite period 4.7. Health policy The employer shall during the period of employment with the employer endeavour to strengthen the position on the labor market of employees with whom he has entered into an employment contract other than for an indefinite period. The employer will implement a health policy aimed at maintaining, restoring and promoting the work capacity of employees and promoting equal opportunities of disabled and non-disabled employees. The employer will inform the trade unions at least once a year of the reintegration policy implemented with regard to partially disabled employees and the results thereof Disciplinary measures 4.9. Trading loss The employer shall in consultation with the works council agree on a system of disciplinary measures. The system includes the possibility for the employer to suspend (with deduction of salary) any employee who violates or does not follow a provision appearing in this agreement or in the individual employment contract. In addition, the employer may apply suspension without deduction of salary if there is a suspicion of a serious violation. If work is rendered impossible by trading loss, the income will continue to be paid for maximum the first seven calendar days on which work is impossible. If work is impossible for more than 7 calendar days, the employer will in addition from the 8th to the 56th calendar day on which work is impossible provide a supplement on payments that the employee receives from third parties if and insofar as such a supplement is not deducted from such payments and on condition that the supplement and the payments together do not exceed the loss of income. Collective Labor Agreement for Teijin Aramid

7 ARTICLE 5 GENERAL OBLIGATIONS OF THE EMPLOYEE 5.1. Working conditions 5.2. Work 5.3. Working hours 5.4. Absence The employee shall uphold the interests of the employer. To this end, he is jointly responsible for orderliness, hygiene, safety and wellbeing in the company, as may be expected of a good employee. The employee shall comply with any instructions and orders that are given, use the safety equipment made available and, when requested, undergo periodic medical examinations by a physician selected by the employer or with his consent. The results of this examination shall, if the employee so requests, be made available to his treating physician or a medical specialist. The employee shall carry out all the work assigned by or on behalf of the employer to the best of his ability and in accordance with the orders and instructions given. The employee shall carry out temporary work for parties other than the employer or a company related to the employer, unless the employee adduces prima facie evidence that a commitment to work for third parties cannot in all reasonableness be requested of him in a certain situation or under certain circumstances. In posts where stand-by arrangements are necessary for the purposes of the correct operation of the company, such arrangements shall be mandatory. The employee shall adhere to the working time arrangements applicable to him. The employee shall, if the employer considers this necessary, also work outside the normal working hours applicable to him. Overtime shall be on a voluntary basis, unless this is not feasible in the circumstances. For part-time employees, the obligation to work extra hours is limited to maximum 10% of the contractually agreed weekly working time per week. Absence without permission other than on the grounds of illness or accident shall be considered as unlawful absence Ancillary activities The employee requires the written consent of the employer to engage in paid employment for third parties or as a self-employed operator. In this context, work also includes directorships and advisory posts in profit-making organizations, even if this is not connected with any remuneration or a fixed remuneration The employer is not required to give his consent if the ancillary activities prevent the proper performance of the duties in the employer s company. In this regard, he shall take into account the interests of the employee. If the employer refuses to grant permission, he shall convey this to the employee in writing and state his reasons The employer may suspend without retention of income for maximum two days any employee who carries out ancillary activities without the written permission of the employer. In the event of a repetition, this shall be considered as a compelling reason as referred to in articles 677 and 678 of the Civil Code. If the employee has omitted to request the employer's permission, the employer will not suspend him until such time as he has given the employee notice of default and has given him a period of two weeks to rectify the omission Any employee who is incapacitated as a result of carrying out work that is not approved by the employer for a third party or as a self-employed operator shall forfeit any and all claims to the supplements to the statutory payments in the event of incapacity as provided for in article Confidentiality The employee may not without the prior written permission of the employer in any way whatsoever divulge to third parties data that has in any way whatsoever come to his knowledge concerning or in connection with company affairs of the employer or companies affiliated to him which he knows or ought to know are confidential in respect of said third parties. This confidentiality obligation shall also apply after the termination of the employment contract with the employer The employee may not without the prior written permission of the employer keep in his private possession or show or make available to third parties any books, correspondence, drawings, Collective Labor Agreement for Teijin Aramid

8 calculations or other documents belonging to the employer or to a company affiliated to him that are connected in the broadest meaning of the term with the aforementioned company affairs or copies made of the same. All the documents referred to in this paragraph, even if they are on the employee s paper or are personally addressed to him, must, if he is requested to do so but in any case at the end of the employment contract, be immediately handed over to the employer The employee, within the framework of the protection of privacy, may not use any recorded personal data that have come to his knowledge by virtue of his post or otherwise other than for the purpose for which the data were recorded and are necessary for the performance of his duties and may not disclose anything connected therewith to unauthorised persons Changes of residence and daily commuting The employee shall require the permission of the employer to move to a house that is more than 40 km from the site where the employee habitually carries out his work. In addition, the employer may demand that the employee live in the immediate vicinity of said site if this is necessary in view of the nature of his duties Daily commuting with private or public transport is in principle not permitted if in view of the travelling time said commuting (inter alia in the opinion of the management of the department) is problematic. This shall apply if the employee has to travel for more than three hours a day (back and forth) To cover the costs of daily commuting, the company reimbursement scheme for commuting costs applies. The payment awarded on the basis of this scheme is withdrawn: - if in the opinion of the employer the employee does not properly cooperate in moving to the vicinity of the site where the employee habitually carries out his work. - if without the consent of the employer the employee chooses a place of residence that is more than 40 km from said site. - in other cases where in the opinion of the employer this is justified Announcements The content of announcements that are made by the employer through the usual channels such as noticeboards and company newsletters and are intended for the employee is deemed by the employer to have been personally conveyed in writing to each employee. Collective Labor Agreement for Teijin Aramid

9 CHAPTER 2 COMMENCEMENT OF EMPLOYMENT AND DISCHARGE ARTICLE 6 COMMENCEMENT OF EMPLOYMENT 6.1. Trial period At the time when the employee enters into an employment contract, a trial period is mutually agreed in accordance with the provisions of article 652 of the Civil Code (trial period) Nature of the employment contract An employment contract may be concluded for an indefinite period or for a fixed period. An employment contract for a fixed period can be entered into with a fixed end date or for the duration of certain activities. Unless otherwise stated in the individual employment contract, the employment contract shall be deemed to be concluded for an indefinite period Derogation from article 668a, paragraph 1, of the Civil Code (series of employment contracts) is made in the sense that successive employment contracts are regarded as one single employment contract in the case of temporary employment agreements as referred to in article 690 of the Civil Code (definition of temporary employment agreements). ARTICLE 7 END OF THE EMPLOYMENT CONTRACT 7.1. Notice The employment contract may be terminated by mutual agreement with immediate effect on the grounds of a compelling reason within the meaning of articles 677, 678 and 679 of the Civil Code (instant dismissal) or during or at the end of the trial period as referred to in article Except in the cases referred to in article 7.1.1, the employment contract ends for any employee who is employed for an indefinite period if notice is given in accordance with the statutory period of notice (article 672 of the Civil Code, see annex 1). By way of derogation, for employees who are in salary groups 7 and 8 a mutual period of notice of two months and for employees in salary group 9 or higher a mutual period of notice of three months applies unless the law specifies a longer period. The termination shall take place in such a way that the end of the employment contract coincides with the end of the month The employer may derogate from the provisions of article 670, paragraph 3, of the Civil Code (ban on dismissal during military service) to the extent that dismissal by him is possible if the employee started his military service or alternative service voluntarily and without the consent of the employer Ipso jure termination Except in the cases referred to in article 7.1.1, the employment contract ends ipso jure for any employee who is in service for a fixed period on the calendar date or on the last day of the period referred to in the individual employment contract, i.e. without notice being required. A period of notice of one month applies for early termination. The provisions of article 670, paragraphs 1 and 3, of the Civil Code (ban on dismissal during incapacity and during military service) do not apply to employment contracts for a fixed period The employment contract between the employer and the employee ends ipso jure on the day on which the employee reaches the retirement age, without notice being required. Collective Labor Agreement for Teijin Aramid

10 CHAPTER 3 WORKING TIME AND WORKING HOURS ARTICLE 8 SCHEDULE AND WORKING TIME 8.1. Schedule The employer shall determine the manner in which the working time agreed with the employee is distributed in a schedule, taking into account the provisions of the Working Hours Act and the other provisions to which the parties to the Collective Labor Agreement have agreed concerning working time and working hours and are included in this article To promote proper consultation on schedules in departments and in sites, the following guidelines apply: - The site/department management sets basic conditions concerning operating time and required occupation of the site or of the department. - Management and staff members can make any suggestions concerning schedules. - Suggestions concerning schedules will be discussed individually between the manager and the employee and in working meetings. - In the event of rejection of a suggestion concerning schedules by the employee or employees, reasons will be given The employee will be informed of his schedule by the employer. A transfer to a different schedule shall be deemed to have been accepted at the start of the week following the week in which the transfer takes place Generally speaking, there is no work on Sundays or on public holidays unless it concerns shift work or 7-day day shift according to the applicable schedule or unless this is necessitated by the operating conditions Working time For employees who do not do 5-shift work or work on a special 36-hour schedule, an average working time of 40 hours a week applies prior to the application of the provisions of article 33.1 (length of leave) and article 33.4 (scheduling of leave) In 3-shift work (128-hour schedule), the average weekly working time of 40 hours is, if necessary, reached by allocating additional non-scheduled shifts that are divided proportionally over the days of the week and over the morning, afternoon and night shifts For employees who are on 5-shift work, an average working time of 33.6 hours a week applies For a limited number of employees, there are special schedules with an average working time of 36 hours a week. This includes the 7-day day shift with shifts (according to the schedule) at weekends. ARTICLE 9 WORKING HOURS 9.1. Working hours (not 5-shift work or a special 36-hour schedule) Employees who do not do 5-shift work or work on a special 36-hour schedule work according to the schedule on maximum five of the first six days of the week. In schedules with single shifts, generally speaking the work is between 7 am and 6 pm. In a schedule with multiple shifts, there are morning and afternoon shifts, day and night shifts or night, morning and afternoon shifts In a schedule with multiple shifts, the principle for the distribution of shifts is based on the most uniform distribution possible of the types of shift among the employees concerned. In consultation with the works council, a derogation can be made from this principle if this involves matters of considerable importance The daily working time (length of shift) according to the schedule is maximum 10 hours, but as a rule it will not exceed 9 hours. The possibility of a 10-hour shift in the schedule will be used sparingly The weekly working time according to the schedule is maximum 45 hours. The working time according to the schedule will under no circumstances be maintained at this maximum for more than 13 consecutive weeks On an annual basis maximum 13 Saturday shifts can be scheduled for an employee. This scheduling shall be on a voluntary basis. This provision shall not apply to any employee who is working on a special 36-hour schedule or to any employee who was already working according to a continuous Collective Labor Agreement for Teijin Aramid

11 employment contract before 1 September 1995 in a schedule in which the Saturday was included as a working day Arrangements for flexible working hours shall be made in consultation with the works council Working time for 5-shift work and special 36-hour schedules Employees on 5-shift arrangements work every day of the week; they are assigned alternately to night, morning and afternoon shift, interrupted by non-scheduled days. Employees must be present in working clothes 10 minutes before the start of their shift at their place of work before shift transfer At the start of every year, the employee s individual schedule is drawn up according to business unit. To this end, by the previous December the employee must have completed his holiday plans and the employer must have drawn up the program of the group education and training courses. Also, the employer must have defined his expectations for increased company activity. On this basis, additional shifts are added in consultation between the management and the persons concerned according to department. The number of additional shifts to be added and the points in time when they are added are defined before the start of the calendar year. Derogations may be made from the above arrangements only by personnel changes and exclusively for the employee or employees concerned. In the event of a difference of opinion concerning this procedure or concerning the number of additional shifts and the scheduling of the additions, the management shall decide In the individual schedule referred to in article 9.2.2, five extra shifts can be scheduled in any calendar year (of which one may be subdivided into 4 blocks of 2 hours) to prevent foreseeable occupancy problems as a result of holiday-taking, education and training and/or increased company activity. For the remuneration of these additional shifts, the remuneration percentages applicable to overtime apply (article 18) Work at different times If because an employee substitutes within a different schedule for a time less than a complete schedule cycle he works fewer hours than would be the case according to his own schedule, special measures shall be taken. If it is anticipated that the reduction in the number of hours worked will be eight or more, working time arrangements shall be made in advance to ensure that the reduction in the number of hours worked is less than eight. Collective Labor Agreement for Teijin Aramid

12 CHAPTER 4 REMUNERATION ARTICLE 10 JOB CATEGORIES AND SALARY GROUPS The posts of the employees are divided into job categories 2 to 13. The posts are divided into groups by making a comparison with reference posts that are made available to the human resources departments for consultation and are published on the intranet The reference posts in job categories 2 to 8 are assessed using the ORBA method. The standardisation of the reference posts is agreed with the trade unions. The reference posts in job categories 9 and higher are assessed using the Hay method. The application of the Hay method in the Netherlands is standardised using reference material compiled by Hay Nederland with representatives of the trade unions. The reference posts in job category 9 are also assessed using the ORBA method A job description is drawn up of each reference post that is submitted to (a representation of) the jobholders concerned and their immediate hierarchical superiors to verify that it properly reflects the job content. As many reference posts as necessary are spread over the various levels and the various disciplines to facilitate the proper classification of jobs. Changes to the reference posts in job categories 2 to 8 are submitted to the trade unions for review and conveyed to the employees. Changes to the reference post in job categories 9 and higher will be explained to the trade unions on request A job description of non-reference posts is also drawn up. The post is then classified on the basis of a comparison with the reference posts. The criteria used for this purpose are defined Each job category has a salary group. The standard minimum salary, the standard maximum salary and the standard periodic increase are specified in the corresponding salary scale. The salary groups and salary scales are shown in annex The employees receive written notification of the job category in which their post is placed, the salary group in which they are placed and the salary assigned to them. Employees may, if they so wish, be permitted to consult the criteria on the basis of which their post was classified. Employees may also consult the reference posts that are important for the assessment of the classification of their post If an appeal is lodged against the classification, the appeal procedure in annex 3 will be followed Employees are assigned to the salary group that belongs to the job category in which their post is placed. By way of derogation: - employees who at the time of their recruitment or assignment to a new post do not yet have the qualifications and skills required for the complete performance of the post may be assigned for a certain period of time to a salary group that is lower than the salary group in which their post is placed; - employees who are temporarily entrusted with a post that is in a different job category remain in their original salary group during this period. Employees will be informed in writing if one of the situations referred to above is applicable to them. ARTICLE 11 SALARY Annual salary Every employee is entitled to an annual salary, assuming that the employee works the whole year in the service of the employer for the average number of hours per week as specified in article The annual salary is divided into 12 monthly salaries, taking into account a holiday allowance of 8% In the event that an employee s period of employment starts or ends during the year, a recalculation will be made on the basis of the number of months in service and the average number of hours per week over the period in service of the calendar year The fixed monthly salaries are paid at the latest on the last day of each month Leave compensation bonus Employees who do 5-shift work or work on a special 36-hour schedule receive a 3.5% supplement on the salary provided they are not entitled to leave on the basis of article 33. Collective Labor Agreement for Teijin Aramid

13 11.3 Contribution Employees will receive a fixed amount of 17 per month. This amount is part of the base for pensions, profit-sharing and holiday allowances. No general salary increases are granted in addition to the amount. ARTICLE 12 HOLIDAY ALLOWANCE Employees who are in the service of the employer on 30 April will receive a holiday allowance in April The holiday allowance is 8% and is calculated on the basis of the following factors concerning the employee during the period from 1 May in the previous year to 30 April in the current year: - the monthly salaries actually earned; - the schedule allowance on the basis of article 22; and - the personal allowances on the basis of arrangements made in consultation with the trade unions The holiday allowance, which is calculated on the actual monthly salaries earned (see article 12.2), is at least 150 per month, it being understood that this has no effect on the amount of the monthly salaries Employees who leave the company receive the holiday allowance upon termination of the employment contract In the event of a period of non-activity that is not the result of illness or accident and that is longer than three months, the monthly accrual of the holiday allowance will be terminated. The accrual of the holiday allowance will resume when the period of non-activity ends. ARTICLE 13 SALARY AT THE TIME OF COMMENCEMENT OF EMPLOYMENT When they commence employment, employees receive the minimum annual salary corresponding to their salary group. At the time of actual integration, the experience of the employee acquired in similar posts while working for another employer may be taken into consideration. ARTICLE 14 PERIODIC SALARY REVIEW Without prejudice to the provisions of articles 14.2 to 14.4, provided they have not yet reached the standard minimum annual salary of their salary group, employees receive on 1 April of any year the standard periodic increase corresponding to their salary group or a partial periodic increase related to the extent to which they have reached the standard maximum annual salary. Employees who commence employment on or after 1 October are not eligible for this periodic increase on 1 April of the following year On the basis of an assessment of job performance, individual growth expectations or internal or external relations, a larger increase can be awarded to an employee in place of a standard periodic increase On the basis of an assessment of job performance, in place of a standard periodic increase an employee may receive no increase or a smaller increase. For employees who are in salary groups 2 to 8, in addition to the foregoing at least half the standard periodic increase will be allocated. Each employee will, after classification in a salary group within the number of years corresponding to the normal number of standard periodic increases in his salary group, receive a salary that is at least equal to 90% of the standard maximum salary of his salary group To employees who are in salary group 9 or higher who have reached the standard maximum salary of their salary group and are not eligible for classification in a higher salary group, one or more increases may be allocated up to a maximum total of 15% of the standard maximum salary of their salary group, if in the opinion of the management their contribution is such that it would be unreasonable not to make this additional payment. Collective Labor Agreement for Teijin Aramid

14 ARTICLE 15 SALARY FOR EMPLOYEES ASSIGNED TO A DIFFERENT SALARY GROUP Assignment to a higher salary group If an employee is assigned to a higher salary group, he receives an (extra) increase with effect from the month in which he is assigned to the higher salary group. This (extra) increase will be at least 2.5% of the standard maximum salary of the new salary group. If the previous classification is decided at the time of commencement of employment and is based on article 10.8 (lower salary group in the event of incomplete job performance), the (extra) increase is not allocated Assignment to a lower salary group If an employee is assigned to a lower salary group, the new annual salary will not exceed the maximum of this salary group. The adjustment takes effect in the month following the month in which the transfer took place Unless the assignment to the lower salary group is the result of a request by the employee or a disciplinary measure, a compensation for any salary reduction is granted in the form of a personal supplement corresponding to the difference between the current salary and the maximum salary of the new salary group The personal supplement is determined once and is not reduced. No general salary increases are allocated on the personal supplement up to the age of 55 years. The personal supplement is considered as a salary and is part, for example, of the base for the pension accrual and the calculation of the holiday allowance and the profit distribution. If the employee is assigned to a higher salary group (promotion), the personal supplement is reduced by the amount by which the employee's salary increases until the amount of the supplement is zero. ARTICLE 16 GENERAL SALARY REVIEW The salary scales and the individual salaries are increased by: % on 1 April 2015; % on 1 October 2015; % on 1 April 2016; % on 1 October Collective Labor Agreement for Teijin Aramid

15 CHAPTER 5 SPECIAL REMUNERATIONS ARTICLE 17 PAYMENT OF SPECIAL REMUNERATIONS General The annual salaries referred to in article 11 are deemed to be a remuneration for a work assignment in day shift. In addition, extra hours worked and inconvenience are remunerated according to the provisions set out in this chapter Where extra hours worked are remunerated according to this chapter, the amount of the remuneration per hour is 0.63% of the full-time monthly salary (including any leave compensation bonus on the basis of article 11.2). In the event of a full-time monthly salary, the relevant part-time percentage is not taken into consideration The special remunerations mentioned in this chapter for work on public holidays also apply to the shift that starts immediately after the last shift ending on a public holiday The supplements referred to in this chapter are allocated in the form of a percentage of the monthly salary (including any leave compensation bonus on the basis of article 11.2). The monthly salary means the full-time monthly salary, unless it concerns a fixed supplement, a transfer of shift (article 21.2) or occasional substitutions in shift work (article 26) In the cases marked with an (M), the monthly salary concerns only that part of the monthly salary that does not exceed the maximum of salary group Payment The supplements referred to in this chapter are paid at the end of the month following the month in which entitlement to the supplements arose. By way of derogation, the schedule supplement is paid at the same time as the monthly salary An extra hour worked that gives entitlement to remuneration may, at the discretion of the employee, be paid or be recovered If the employee chooses to recover the extra hour worked but he does not do this within six months following the month in which the extra hour was worked, the employee forfeits the right to recover the hour. The extra hour worked will still be paid in the month following the period of six months If an employee who does 5-shift work wishes to recover extra hours worked on a Saturday, a Sunday or a public holiday, for each hour recovered in addition 0.28% or 0.56% (M) will be paid with the monthly salary, including the leave compensation bonus (article 11.2). ARTICLE 18 OVERTIME General Overtime is defined as extra hours that are worked at the request of the employer whereby the daily working time applicable to the employee according to the schedule is exceeded by more than half an hour Only employees in salary groups 2 to 10 are eligible for payment of overtime on the basis of this article. For employees in salary groups 11 to 13, in the event of prolonged and foreseeably regularly recurring overtime, a separate remuneration scheme will be arranged. In this type of remuneration scheme, it may also be arranged that the basic holiday as indicated in article is reduced. The maximum reduction is 16 hours In the case of overtime, the difference between the hours worked on that day and the hours to be worked according to the schedule is eligible for the remuneration (M) referred to in article However, for employees in salary groups 9 and 10 in any calendar year the first 8 hours of overtime are not taken into consideration for the remuneration. The overtime is rounded up to a whole quarter of an hour. If additional travelling is required (article 19), that article also applies. Collective Labor Agreement for Teijin Aramid

16 The amount of the bonus (M) for overtime is: % per hour of overtime from Monday to Friday; % per hour of overtime on Saturday and on Sunday; % per hour of overtime on public holidays Overtime by part-time employees In the event that the daily working time is exceeded by a part-time employee, the bonus is 0.14% per extra hour worked, provided - the total time worked per day is not more than 8 hours; and - these hours of overtime are worked from Monday to Friday, between 6 am and 6 pm. Otherwise, the provisions of articles and apply Overtime by employees on 5-shift work For overtime in connection with the normal working time, the provisions of article 18.1 apply If the employee on 5-shift work has carried out work on a day on which according to the schedule applicable to him he was not required to work, this will be regarded as overtime on non-scheduled days The amount of the bonus for overtime on non-scheduled days is: % per hour of overtime from Monday to Friday; % per hour of overtime on Saturdays; % per hour of overtime on Sundays; % per hour of overtime on public holidays Work during hours following public holidays (3-shift work) Employees who do 3-shift work do not work during the night following a public holiday. However, if operating conditions make it desirable to work during this night following a public holiday, this shift will be paid on the basis of the overtime arrangements applicable for that day Recovery of overtime and of work on public holidays Overtime or work on public holidays that is not overtime is as a rule recovered at hours between the start of the first shift starting on Monday and the end of the first shift ending on Saturday and must be recovered within 6 months after the overtime is worked If an employee on day shift does overtime at night, the overtime after 11 pm will be recovered the next day from the start of the working time and paid as non-recovered overtime. If an employee on day shift does overtime several times at night from 1 am to 6 am, the time between the overtime can also be recovered the same day from the start of the working time. If the normal working time would be less than two hours due to occasional night work, in general the employee is no longer required to come back. ARTICLE 19 ADDITIONAL TRAVELLING If an employee in salary groups 2 to 8 must come to the company on a certain day to carry out work more often than indicated by his working hours, he will receive a bonus The amount of the bonus (M) for additional travelling is: % per time from Monday to Friday; % per time on Saturdays, Sundays and public holidays and on all non-scheduled days for employees on 5-shift work If additional travelling is required, at least one hour is counted for the calculation of overtime. ARTICLE 20 STAND-BY General Stand-by is defined as a situation where an employee makes himself available and accessible to work for the employer outside the times indicated in his schedule. A stand-by period lasts 24 hours and starts at the time when the day shift starts. This time also determines the start of the stand-by period on Saturday, Sunday or a public holiday Employees on stand-by must make sure that they are reachable at all times and must refrain from activities or actions that prevent them from responding to a callout for work. Collective Labor Agreement for Teijin Aramid

17 The amount of the stand-by bonus (M) is: % per period of 24 hours from Monday to Friday; % per period of 24 hours on Saturdays and Sundays; % per 24-hour period on public holidays If stand-by involves overtime (article 18), additional travelling (article 19) or transferred hours (article 21.1), these articles also apply If a employee on stand-by is called upon to work after 11 pm, the working time (plus one hour) will be recovered the next day from the start of the working time (rest period). If an employee on standby does overtime on several occasions at night between 1 am and 6 am, the rest period plus the time between the times of the work and the same day from the start of the working time will be recovered. If the normal working time would be less than 2 hours as a result of the calculated rest period, in general employees will not be required to work during the normal working hours that are part of the day shift In the event that it is foreseeable that employees must be on stand-by for a longer period or for an indefinite period, a schedule will be drawn up at the start of the calendar year for the entire year. To this end, the employer will endeavour not to put employees on stand-by more often than once every four weeks for a period of maximum one week. The stand-by bonus to be awarded on the basis of the schedule will, if possible, be paid in the form of an average bonus per month Phasing-out If as a result of operating conditions an employee is no longer put on stand-by, the following phasing-out arrangements will apply: If an employee has been working for half a year or more but less than three years in a schedule with stand-by, he will continue to receive 100% of the stand-by bonus in the current and subsequent month If an employee has been working for three years or more but less than five years in a schedule with stand-by, he will receive the payment specified in article and - for 2 months 80%; - for 2 months 60%; - for 1 month 40%; - for 1 month 20% of the stand-by bonus If an employee has been working for five years or more in a schedule with stand-by, he will receive the payment specified in article and - for 4 months 80%; - for 4 months 60%; - for 3 months 40%; - for 3 months 20% of the stand-by bonus If an employee is more than 60 years old and has been working for five years or more in a schedule with stand-by and is no longer on stand-by at his own request or due to operating conditions, he will receive the payment specified in article and - for 6 months 80%; - for 6 months 60%; - for 6 months 40%; - for 6 months 20% of the stand-by bonus. ARTICLE 21 TRANSFERRED TIME Transferred hours The arrangements for transferred hours apply if an employee on day shift in salary groups 2 to 8 has carried out work at times that are different from his schedule without exceeding his normal daily working time A transfer that results in a difference of one hour or less is not eligible for remuneration. Differences of more than one hour (rounded up to whole quarters of an hour) will be paid The amount of the bonus (M) for transferred hours is: % per hour for a maximum of 6 hours between the start of the day and 7 am % per hour for the remaining hours. Collective Labor Agreement for Teijin Aramid

18 If transferred hours entail additional travelling (article 19), this article also applies Transfer of shift (letter change) If other than as a result of action on his part an employee on shift work is assigned to the same schedule in another shift, the employer will endeavour to ensure that as a result of this transfer the employee will not have fewer (or non-equivalent) non-scheduled shifts than would have been the case without this transfer The amount of the bonus (M) for a transfer of shift (sprongtoeslag bonus) is 2.8% If the employee within 14 days after this transfer is returned to his original (penultimate) shift, this bonus will not be paid again. The employee cannot receive each month for the transfer concerned more than twice the bonus of 2.8% If the transfer of shift entails additional travelling (article 19), this article also applies. ARTICLE 22 SCHEDULE BONUS A schedule bonus will be awarded for shift work. The bonus will be calculated on the basis of the following time zone matrix, whereby the bonus is the sum of inconvenience values per hour worked, expressed as a percentage of the monthly salary. From To Monday % Tuesday % Wednesday % Thursday % Friday % Saturday % Sunday % The schedule bonus is expressed as an average bonus per month, arithmetically rounded to one decimal place. This also applies for individual work patterns In addition, employees on day shift, 2-shift work and 3-shift work are entitled to a bonus of 0.14% in the event of the scheduling of 10-hour shifts for each 10 th hour. ARTICLE 23 TEMPORARY OCCUPATION OF A HIGHER POST General Employees in salary groups 2 to 8 who are temporarily assigned to occupy a higher post will receive a remuneration. The condition is that the duties are fully performed over a period of at least one uninterrupted day or shift Only post assignments that are preceded by an explicit order that is issued by the head of department in writing may qualify for an additional remuneration. The payment is made on the basis of the time of the start and end of the period of assignment specified in writing. Collective Labor Agreement for Teijin Aramid