MUSCATINE, Iowa — Grain Processing Corp. officials on Friday released more details of the contract proposal made to members of United Food and Commercial Workers Local 86D.

The company made the offer on Thursday — the 62nd day since it locked out about 360 employees, including 300 union members, after its five-year contract with Local 86D expired.

Negotiations that began in July have failed to yield a contract at GPC, which makes and sells corn-based products around the world from its plant at 1600 Oregon St.

Union members are to meet at 6 p.m. Monday to discuss the proposal from GPC, which is a modified version of an earlier offer rescinded by the company last month after negotiations stalled.

Highlights of the new proposal released by the company include:

Increased wages:

- $3.45 per hour increase in wages over five years: first year, 60 cents; second year, 60 cents; third year, 70 cents; fourth year, 75 cents; fifth year, 80 cents.

- Change from company’s earlier last, best and final contract offer:

None.

Increased retirement benefits – 401(k) plan:

- Supplement A Employees (those hired prior to 2003 contract): Increased company annual match benefit in the 401(k) plan — $1,050, 2009; $1,200, 2010; $1,350, 2011; $1,500, 2012.

- Supplement B Employees (those hired after the 2003 contract was signed): Increased company annual match to $1,050.

- Continue to retain early retirement supplement.

- Change from company’s earlier last, best and final contract offer: 401(k) increases instead of increase in Defined Benefit Pension Plan.

Benefits:

- Eligibility after 30 days for all new hires.

- Continued employee health insurance coverage with no employee contribution.

- Increased union membership to two members on Pension, 401(k),  and Insurance committees.

- In-grade pay of 10¢ an hour added into applicable classifications before adding wage             increases.

- Change from company’s earlier last, best and final contract offer: None.

Alternative shifts:

- Includes 12-hour and 10-hour shift alternatives in the contract if voted by members

- Up to 80 more days off on 12-hour shifts and 52 more days off on 10-hour shifts.

- Change from company’s earlier last, best and final contract offer: Company proposes retaining more discretion to implement alternative shifts.

Paid time off:

- More paid time off by changing “vacation” to “Paid Time Off” (PTO) and adding the following additional time off: one week after 30 days; two weeks after one year; three weeks after five years; four weeks after 10 years; five weeks after 20 years; six weeks after 25 years.

- More time can be taken in half-day and day blocks and up to 12 hours of that can be taken in two-hour blocks.

- Improved pay for sixth- and seventh-day premium for shift workers.

- Improved grievance and arbitration procedures, with more direct discussion of grievances. Easier and quicker to get grievances to arbitration if necessary. 

- Established a Joint Company-Union Safety Committee to promote improved safety and the highest standards of safety and health.

- Increased safety shoe allowance – up to $150 once per year or up to $75 twice per year.

- Wage rates in contract are now minimum rates. Rates and raises can be increased above minimums during term of contract for legitimate business reasons.

- Eliminated lower trainee pay rate.

- Changes from company’s earlier last, best and final contract offer:

 1. PTO can now be used for any purpose, the call-in procedure is easier and quicker, the attendance and tardiness policy has been removed, and a new provision was added to allow use of PTO for unanticipated and unavoidable emergencies with one-hour notice and without company approval.

2. The company dropped its proposal for discretion over incentives and a bonus program.

Additional new proposed language changes include the company:

- Having greater flexibility in use of outside contractors.

- Streamlining the process for filling job vacancies, giving a greater role for seniority by including the two most-senior bidders in the interview process for each job opening.

- Dropping its previous proposal for a re-opener over insurance and committed to meet with the Union on any issue regarding health insurance, alternative programs, cost containment, premiums or any other subject regarding affordable health insurance.

- Modifying its proposal on termination for safety violations to include termination only for serious or repeated violations of the safety rules and policies.