EXHIBIT 28 Collective Bargaining Agreements With Unions ...

against the charging party.
Substantiated instances of such harassment will be remedied by the Employer. An
arbitrator may decide only whether or not the charging party has substantiated that sexual
harassment has occurred, but what constitutes the appropriate remedy will be determined by the
Employer in its sole discretion.
Section 3. An employee who has filed a sexual harassment complaint will be notified when
the investigation has been concluded. The employee will be informed of the results of the
investigation.
Section 4. Employees shall be treated in a respectful manner which does not embarrass them
or demean their dignity. Incidents which are at variance with this principle may be appealed
through the Grievance Procedure, provided that the decision at the fourth step/Joint State
Committee shall be final and binding.
ARTICLE 32
UNION BUSINESS
Section 1. The Employer agrees to provide space on bulletin boards to the Union for the
announcement of meetings, election of officers of the Union and any other material related to
Union business. Furthermore, the Union shall not post material detrimental to the
labor-management relationship nor of a political or controversial nature. The Union may send mail
related to Union business to local official Union representatives at appropriate facilities to which
mail is delivered. Such mail shall not be read by other than the addressee.
Section 2. No Union member or representative shall solicit members, engage in organizational
work, or participate in other Union activities during working hours on the Employer's premises
except as provided for in the processing of grievances.
Union members or representatives may be permitted to use suitable facilities on the
Employer's premises to conduct Union business during non-work hours upon obtaining permission
from the Employer's human resource officer or designated representative. Any additional costs
involved in such use must be paid for by the Union.
Union representatives shall be permitted to investigate and discuss grievances during
working hours on the Employer's premises if notification is given to the human resource officer or
a designated representative. If the Union representative is an employee of the Employer, the
employee shall request from the immediate supervisor reasonable time off from regular duties to
process such grievances. The Employer will provide a reasonable number of employees with time
off, if required, to attend negotiating meetings.
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