AIMC » Topics » Employees

This excerpt taken from the AIMC 10-K filed Mar 9, 2010.
Employees
 
As of December 31, 2009, we had 2,613 full-time employees, of whom approximately 63% were located in North America, 22% in Europe, and 15% in Asia. 11% of our full-time factory North American employees are represented by labor unions. In addition, approximately 37 employees or 57% of our employees


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in our facility in Scotland are represented by a labor union. Additionally, approximately 49 employees in the TB Wood’s production facilities in Mexico are unionized under collective bargaining agreements that are subject to annual renewals. We are a party to four U.S. collective bargaining agreements. Three of the agreements will expire on August 2010, June 2011, and September 2011, respectively. With respect to the fourth collective bargaining agreement, we have entered into a plant closing agreement with labor union employees at our South Beloit Manufacturing facility. We expect the facility to close in the first quarter of 2010.
 
One of the four U.S. collective bargaining agreements contains provisions for additional, potentially significant, lump-sum severance payments to all employees covered by that agreement who are terminated as the result of a plant closing and one of our collective bargaining agreements contains provisions restricting our ability to terminate or relocate operations. See “Risk Factors — Risks Related to Our Business — We may be subject to work stoppages at our facilities, or our customers may be subjected to work stoppages, which could seriously impact our operations and the profitability of our business.”
 
Our European facilities have employees who are generally represented by local and national social works councils which are common in Europe. Social works councils meet with employer industry associations every two to three years to discuss employee wages and working conditions. Our facilities in France and Germany often participate in such discussions and adhere to any agreements reached.
 
These excerpts taken from the AIMC 10-K filed Mar 6, 2009.
Employees
 
As of December 31, 2008, we had 3,164 full-time employees, of whom approximately 62.9% were located in North America, 22.1% in Europe, and 15.1% in Asia. 17.7% of our full-time factory North American employees are represented by labor unions. In addition, approximately 36.8% of our employees in our facility in Scotland are represented by a labor union. Additionally, approximately 100 employees in the TB Wood’s production facilities in Mexico are unionized under collective bargaining agreements that are subject to annual renewals. We are a party to four U.S. collective bargaining agreements. Two of the agreements will expire on June 2, 2011 and August 10, 2010, respectively. Another new collective bargaining agreement was reached in February 2009. The new agreement will expire on September 18, 2011. The fourth and final collective bargaining agreement expired in February 2009. The terms of the original agreement will continue to be honored during the negotiations for a new agreement, which are ongoing.


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One of the four U.S. collective bargaining agreements contains provisions for additional, potentially significant, lump-sum severance payments to all employees covered by that agreement who are terminated as the result of a plant closing and one of our collective bargaining agreements contains provisions restricting our ability to terminate or relocate operations. See “Risk Factors — Risks Related to Our Business — We may be subject to work stoppages at our facilities, or our customers may be subjected to work stoppages, which could seriously impact our operations and the profitability of our business.”
 
The remainder of our European facilities have employees who are generally represented by local and national social works councils which are common in Europe. Social works councils meet with employer industry associations every two to three years to discuss employee wages and working conditions. Our facilities in France and Germany often participate in such discussions and adhere to any agreements reached.
 
During 2009, we expect to take aggressive actions to reduce costs. One cost reduction effort will be through headcount reductions.
 
Employees


 



As of December 31, 2008, we had 3,164 full-time
employees, of whom approximately 62.9% were located in North
America, 22.1% in Europe, and 15.1% in Asia. 17.7% of our
full-time factory North American employees are represented by
labor unions. In addition, approximately 36.8% of our employees
in our facility in Scotland are represented by a labor union.
Additionally, approximately 100 employees in the TB
Wood’s production facilities in Mexico are unionized under
collective bargaining agreements that are subject to annual
renewals. We are a party to four U.S. collective bargaining
agreements. Two of the agreements will expire on June 2,
2011 and August 10, 2010, respectively. Another new
collective bargaining agreement was reached in February 2009.
The new agreement will expire on September 18, 2011. The
fourth and final collective bargaining agreement expired in
February 2009. The terms of the original agreement will continue
to be honored during the negotiations for a new agreement, which
are ongoing.





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One of the four U.S. collective bargaining agreements
contains provisions for additional, potentially significant,
lump-sum severance payments to all employees covered by that
agreement who are terminated as the result of a plant closing
and one of our collective bargaining agreements contains
provisions restricting our ability to terminate or relocate
operations. See “Risk Factors — Risks Related
to Our Business — We may be subject to work stoppages
at our facilities, or our customers may be subjected to work
stoppages, which could seriously impact our operations and the
profitability of our business.”



 



The remainder of our European facilities have employees who are
generally represented by local and national social works
councils which are common in Europe. Social works councils meet
with employer industry associations every two to three years to
discuss employee wages and working conditions. Our facilities in
France and Germany often participate in such discussions and
adhere to any agreements reached.


 



During 2009, we expect to take aggressive actions to reduce
costs. One cost reduction effort will be through headcount
reductions.


 




These excerpts taken from the AIMC 10-K filed Mar 17, 2008.
Employees
 
As of December 31, 2007, we had approximately 3,455 full-time employees, of whom approximately 59% were located in North America, 28% in Europe, and 13% in Asia. Approximately 18% of our full-time factory North American employees are represented by labor unions. In addition, approximately 34% of our employees in our facility in Scotland are represented by a labor union. Additionally, approximately 94 employees in the TB Wood’s production facilities in Mexico are unionized under collective bargaining agreements that are subject to annual renewals. The three U.S. collective bargaining agreements to which we are a party will expire on August 10, 2010, June 2, 2008 and February 1, 2009. One of the three U.S. collective bargaining agreements contain provisions for additional, potentially significant, lump-sum severance payments to all employees covered by the agreements who are terminated as the result of a plant closing and one of our collective bargaining agreements contains provisions restricting our ability to terminate or relocate operations. See “Risk Factors — Risks Related to Our Business — We may be subject to work stoppages at our facilities, or our customers may be subjected to work stoppages, which could seriously impact our operations and the profitability of our business.”


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The remainder of our European facilities have employees who are generally represented by local and national social works councils which are common in Europe. Social works councils meet with employer industry associations every two to three years to discuss employee wages and working conditions. Our facilities in France and Germany often participate in such discussions and adhere to any agreements reached.
 
When one of our collective bargaining agreements expired in September 2007, we agreed with the union in Erie, Pennsylvania that the plant would close in 2008.
 
Employees


 



As of December 31, 2007, we had approximately
3,455 full-time employees, of whom approximately 59% were
located in North America, 28% in Europe, and 13% in Asia.
Approximately 18% of our full-time factory North American
employees are represented by labor unions. In addition,
approximately 34% of our employees in our facility in Scotland
are represented by a labor union. Additionally, approximately
94 employees in the TB Wood’s production facilities in
Mexico are unionized under collective bargaining agreements that
are subject to annual renewals. The three U.S. collective
bargaining agreements to which we are a party will expire on
August 10, 2010, June 2, 2008 and February 1,
2009. One of the three U.S. collective bargaining
agreements contain provisions for additional, potentially
significant, lump-sum severance payments to all employees
covered by the agreements who are terminated as the result of a
plant closing and one of our collective bargaining agreements
contains provisions restricting our ability to terminate or
relocate operations. See “Risk Factors — Risks
Related to Our Business — We may be subject to work
stoppages at our facilities, or our customers may be subjected
to work stoppages, which could seriously impact our operations
and the profitability of our business.”






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The remainder of our European facilities have employees who are
generally represented by local and national social works
councils which are common in Europe. Social works councils meet
with employer industry associations every two to three years to
discuss employee wages and working conditions. Our facilities in
France and Germany often participate in such discussions and
adhere to any agreements reached.


 



When one of our collective bargaining agreements expired in
September 2007, we agreed with the union in Erie, Pennsylvania
that the plant would close in 2008.


 




This excerpt taken from the AIMC 10-K filed Mar 30, 2007.
Employees
 
As of December 31, 2006, we had approximately 2,500 full-time employees, of whom approximately 57% were located in North America, 28% in Europe, and 14% in Asia. Approximately 21% of our full-time factory North American employees are represented by labor unions. In addition, approximately 60% of our employees in our facility in Scotland are represented by a labor union. The four U.S. collective bargaining agreements to which we are a party will expire on August 10, 2007, September 19, 2007, June 2, 2008 and February 1, 2009, while our agreement in Scotland expires on March 31, 2007. We are currently in negotiations with the union in Scotland. We do not expect the negotiations to have a material adverse effect on operations. Two of the four U.S. collective bargaining agreements contain provisions for additional, potentially significant lump-sum severance payments to all employees covered by the agreements who are terminated as the result of a plant closing. See Risk Factors — we may be subjected to work stoppages at our facilities or


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our customers may be subjected to work stoppages, which could seriously impact the profitability of our business.”
 
The remainder of our European facilities have employees who are generally represented by local and national social works councils which are common in Europe. Social works councils meet with employer industry associations every two to three years to discuss employee wages and working conditions. Our facilities in France and Germany often participate in such discussions and adhere to any agreements reached.
 
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