One Persons Reason's These Are Unacceptable Contract Proposals:

Article 1.6: Contracting Work Contrary to what the Company has SAID, this would allow a layoff, still, to happen and then contracting the work out! It would be possible under this proposal. The company stated beforehand, that the existing article already written, worked just fine the way it was, but they wanted to clarify it. If it worked fine, then why did the Company need to re-write it, to clarify it? The Company would find some reason, as they have before, whether it be that they didnt have the equipment, which they lease all the time, like forklifts and trucks for instance, or some otherIT HAS ALREADY HAPPENEDunder the Companys proposal, it would happen, ALL THE TIME! Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! Article 1.8: Job Elimination/Wage Protection Employees don't ask for job eliminations, the company does it through automation or job combinations without pay changes. When a position is eliminated, other than how we USE to be grandfathered under wage protection as before, a person is now demoted to PT6, one of the lower pay scales. Most people would and do apply for a job at a higher pay scale and level. Under the Companys language change, if that person applied for a PT5 job, their pay would be reduced. For example, a Foreman position of certain areas like A-side, B-side gets eliminatedtheir pay should remain protected until they can bid and be awarded a job of equal or higher pay. Also, they should not be placed in an open position they are not qualified for, which would happen under this proposal. This could lead to unsafe conditions. Thats how wage protection works and HAS WORKED! Only recently, when a position of being a Carbonator got eliminated and a person whose wage was protected failed to change due to not qualifying for a higher pay scale and level job award, did the Company act as if their feathers got ruffled and why would they as long as the person attempted? Ask the Company because thats a ridiculous and unnecessary pressure one goes through on EVERY job award! Why squawk over spilled milk when the Company makes 1.5 BILLION DOLLARS right? And in Bad Years? THE FARMERS ARE PROTECTED THROUGH SUBSIDIES THAT WE HELP FIGHT FOR! Wheres our back-up? What our UNION has fought for over the years AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! So why the drastic wants to change by the Company? GREED!!!!! Article 2.4: Year-Round Employees Right now at 75%, its been touch and go, some waiting over 10 years to achieve year-round status! It would be rare, if ever, for a campaign to last 85% of the year making attaining year-round status nearly impossible. If, by chance, one did last long enough and a person attains year-round status, they would never be able to apply for a job where their talents and knowledge would be better suited because they would then lose their year-round status. Articles 4.2, 4.3, 4.9 and 4.10: Overtime This gives the company the right to assign overtime to whoever they like best, not the qualified Senior person to do the job. They can't be allowed to pick and choose. Past practice has been, for example, during inter-campaign over the weekend when sometimes, no one at times is around, we need an Electricianyou would call the most Senior person, first, then go down the line, whether we get hold of someone or it gets past down the lineNot who is liked more than another?! Its a matter of principles and courtesy for Seniority, which matterspeople have earned their time working here for the lengths of time put in! Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! Article 5.1: Seniority and How Lost If an employee suffers a major medical problem that requires them to be out of work for more than 1 year, that employee loses their seniority. How can a person be penalized for falling ill or for being in Rehabilitation Therapies?! Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS!

Article 5.6: Benefits Accumulate Most employees work a great number of years for the company. If they choose to retire early they should be able to continue the medical coverage at one half the costs. This is an earned benefit. Thats why people wanted to work at Crystal Sugar and why EVERYBODY stayed as they did; because of the benefits they earned to get! Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! Article 5.8: Seniority for Inter-Campaign Work Again this gives the company the right to pick and choose regardless of seniority. This article currently states the most senior employee so long as they have the ability and physical qualifications. This does not apply to licensed positions such as Boiler House Chief/Foreman/Fireman, Electrician, Electronic Control Technician, Lab Foreman, etc.

Article 5.12: Promotions Same as Article 5.8 with a twist. Again this gives the company the right to pick and choose regardless of seniority. This article currently states the most senior employee so long as they have the ability and physical qualifications. This does not apply to licensed positions such as Boiler House Chief/Foreman/Fireman, Electrician, Electronic Control Technician, Lab Foreman, etc. Licensing within the Union wouldnt matter to the Company, but doesnt that pertain to the American Dream in bettering oneself within your own company of all the time youve put into thus far??? Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! Article 5.13: Job Openings Again this gives the company the right to pick and choose regardless of seniority. This article currently states the most senior employee so long as they have the ability and physical qualifications. This does not apply to licensed positions such as Boiler House Chief/Foreman/Fireman, Electrician, Electronic Control Technician, Lab Foreman, etc. In all actuality, concerning Seniority, Promotions, and Job Openings, this proposed change would give the company SOLE right to determine that none of the employees are qualified then hire from outside the factory. The employees must be given a chance to prove they can do the job. Jobs are awarded on a 10-day trial. It sounds cheeky, but, it would happen! Do NOT be fooledmany of us know ALREADY!!! Management must do their job to determine if an employee has the ability to do the job in the allotted trial time period. Proposed Article 5.21: Specialized Training Programs Entrance into these programs must be by seniority and then ability. This gives the company the right to pick and choose regardless of seniority. This article is not current contract language. With this proposed change it would eliminate the State Certified Apprenticeship Programs which require Union participation. Another job security issue not worth worrying about, right?! And if they didnt like you, want you, or said, youre not the right type or we think youll be happier elsewhere, then tough??? Dont think that hasnt happened already, because on a personal noteIve seen it all already happen!!! Article 9.5: Steps in Grievance Procedure This might be the worst proposal of all. This requires that grievances are filed with the company instead of the shop steward. It also imposes a 6 month time limitation to arbitrate. There have been many time the company has delayed arbitration hearings beyond that window, which would result in the grievance being withdrawn. A person could be fired by the company even if the company didn't follow the disciplinary rules. A person could be fired on a first offense of a minor infraction. The company could then delay arbitration beyond the 6 month window in which then, the grievance would be withdrawn. In other words, the Company would almost ALWAYS, as they do now, drag their feet to have that happen! I wouldnt be here if our Grievance Procedure werent in placeI cant get into the ridiculous unmentionables, but for an eager go-getter, learner, and hard worker like myself, the procedures in place are justified against some of the irrational behaviors making NO SENSE, such as you knowing the likes of OUR lock-out!!! Understand? If the Union harbored such illiterates as the Company has

SAID, how did we come by such off the chart numbers and profits???? The Company has NOT been forthright about this! The hard work was done off of OUR backs, time, and sweat!!!!! NOT THEIRS! Article 12.3???: Use of Paid Time during FMLA There is a current article 12.3 Leave for Union Duty. Does the company propose to eliminate this article? The company's proposal, calls for forcing use of paid time off during an FMLA absence. Upon return from this absence an employee would not have paid time off to attend to other matters of importance such as funerals of friends or family not covered by the CBA, children's activities, personal matters, community functions, etc. Article 13.1: Recognized Holidays The company wants to pick and choose who will get holiday premium pay. At times the company could force so many people to take the day off that it could create unsafe working conditions in the factory. We run short EVERY DAY as it is, and they want us to run even more short??? Seriously??? Come walk through there and see for yourself!!! Oh, thats right; the Company wont let you, unless, its a planned event, in which that allows them the time to fix it enough for the tourNice, huh??? Article 14.1: Vacation Schedule a 6th week of vacation is not too much to ask for, after 25 years of service. This is something that leads to the demise of Unions. If one group of employees has their ability to reach a higher level of vacation and benefits eliminated, they are more apt to eliminate benefits when it is their time to negotiate a contract for the people coming after them. This is more Union busting. Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! Article 14.3: Prorated Vacation Vacation must accrue during an approved leave of absence. And why not? Another way for the Company to keep taking whats been so worked hard for and up to this point. Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! Article 15.1: Sick Leave, Short Term and Long Term Disability Benefits Currently we qualify for 80% of base pay during a short term disability leave. The company proposes lowering that to 60%. This something we have paid for over many years. Before this policy we received 12 sick days per year. We gave up 7 sick days a year to trade for this. Over the last 27 years that we have had this plan, we have given up 189 sick days each. Not many people, if any, have used 189 days of short term disability leave. Keep in mind, the company has made money on this over the years; in fact, with OUR help alone, 1.5 BILLION DOLLARS! Also keep in mind, Dave Berg earned 2.5 MILLION dollars for 2011, from OUR hard work, as well, so why now the drastic take a ways??? Now is NOT the time to reduce this benefit. Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! Article 15.2: Eligibility Limitations, Accumulation of Sick Leave and Short-Term Disability Benefits The company is attempting to change an arbitrator's decision on a grievance filed over this article. They are also attempting to force use of paid time off during an absence. Upon return from this absence an employee would not have paid time off to attend to other matters of importance such as funerals of friends or family not covered by the CBA, children's activities, personal matters, community functions, etc. Why all the squeezing??? CORPORATE GREED, PLAIN AND SIMPLE!!! Article 16.8: Comprehensive Medical and Dental Plan Again, this something we have paid for over many years. We have accepted smaller raises to keep this plan. For most of the past 17 years, WE have received raises smaller than the annual cost of living increases. This has resulted in less discretionary spending on our part towards benefitting OUR communities. Increasing the deductible from $650 dollars per person to $2400 per person is too large of an increase to absorb. Despite the company's claim that with the raises proposed we would still see an increase in pay, WE WOULD NOT, even if an employee maxed out their deductible. Only one small group of employees (singles making over $40,000) would see an increase the 1st two years of the contract. Everyone else would see a decrease in net pay. Also the company proposes that the plan may change from time to time." This is unacceptable. The ink wouldn't

even be dry on the contract before the company could change the deductible or premium. This also eliminates the dental insurance entirely! What? Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! Article 16.10: Group Retirement Plan Changing the early retirement age from 60 to 65 is another attempt to create division in the Union. This is something that leads to the demise of Unions. If one group of employees has their ability to reach a higher level of benefits eliminated, they are more apt to eliminate benefits when it is their time to negotiate a contract for the people coming after them. This is more Union busting. Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! Article 16.14: Notification of Absence Many employees live in rural areas and drive great distances to work. Vehicle trouble such as flat tires, engine malfunction, etc. could cause such delays at times. Most people make all attempts to fix their vehicle so they can make it to work, but may exceed the 30 minute tardy. Company Proposal #14: Attendance Program The changes to this program are far too restrictive. Having 5 occurrences, which includes having to leave work early, is simply not enough. Say, for instance youre on shift and its kids to and from schoolssome use the tardy switching bodies to and from the cars in the Employee Parking Lot, in sharing parenting their children; one switches off to leave from work to take over, while the other leaves from home, with the kids in the car, to come in for work! Dont get it? THEY ARE ON SEPARATE SHIFTS TO HELP THEMSELVES ESCAPE DAY CARE BILLS as those costs are also on the rise! Many people show up for work when they aren't feeling 100%, ALL THE TIME, because of the loyalty they feel to the company and their coworkers. On occasion they are unable to complete their shifts or become ill from inhaling the many chemicals and smells in the factory. The current policy allows management to ask for a doctor's excuse when they believe this policy is abused. Many employees live in rural areas and drive great distances to work. Vehicle trouble such as flat tires, engine malfunction, etc. could cause such delays at times. Most people make all attempts to fix their vehicle so they can make it to work, but may exceed the 30 minute tardy. 5 occurrences would be disastrous! Company Proposal #15: Addendum Relating to Four 10-Hour Day Schedules for Inter-Campaign Work This gives the company the right to assign overtime to whoever they like bestnot the person who normally and is qualified to do the job. They can't be allowed to pick and choose. That is so not right! Company Proposal #16: Addendum Relating to Moorhead Packaging and Warehouse Operations Deleting the language. This would create an unskilled workforce in this vital packaging operation. Company Proposal #18: Wages Given the honest facts, with American Crystal Sugar having NET 1.5 BILLION DOLLARS, and the CEO, Dave Berg earning 2.5 MILLION dollars, asking that OUR wage increase needing to be higher to offset the increases in insurance or the insurance proposal modifications, is not AT ALL much to ask for. WE never said we wouldnt work with the Company, NOT EVER! Where is THEIR effort? Otherwise, if not, then THEY need to make modifications AS THEY WERE! Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS!

Company Proposal on Pension: Twenty-five cents a year is not enough!!! Plain and simple! Now thats robbery! And why again, the take a ways? CORPORATE GREED!!!

Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! Company Proposal on Drug and Alcohol Policy: The company currently has a reasonable suspicion policy. If management thinks an employee is under the influence they have the right to request testing. If the employee doesnt comply they are terminated. Weve NEVER had a problem with thatso why does Management have one?! If the company wants random testing, all workers should be tested! This includes management and contractors, to which the Company does NOT agree with! Really? Why not? If youre going to test, EVERYONE should be tested with NOONE being exempt! So whats the problem??? You can test me right now; but not them! WHY NOT???

Againthis is only ONE persons reasons for not giving in to sign YES to their Ridiculous and Unwarranted contract! We have ALL worked our tails off to get THEM what THEY all have today! So, when they come around with their brand new pick-ups and cars coming from their Lake Cabins, Nice Farms, and Beautiful Houses, I simply say, Hows it going? feeling proud and happy for what I do! I dont think of ways to hurt people and I certainly would never keep them from their job!!!! Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! No names mentioned here, for Fear of Retaliation or in the manner of the Company deeming the right to place ANY individual on the Ineligible Call Back List, another pressure poke from the Company! Dont get me wrongI love my job and my co-workersI care what happens to them and to my job, I am amazed, however, on the Companys antics, which now, you know them too! So why continue to want to be there? I love my job! Thats why! Now ask yourself, would you be fighting for the just cause as we are? Unless you care nothing about your family, co-worker or anyone, your answer would be yes! You think about this for a second, while I put on warm socks to get ready to go outside to picket about my job!!!!! Im Locked Out, Remember????? Our UNION has worked hard and with the Company over the years for what we ALREADY HAVE, AGREED UPON BY COMPANY and the UNION of PAST NEGOTIATIONS! So why the drastic take-aways? What REAL good reason have they given? Is 1.5 BILLION DOLLARS not enough? Is Dave Bergs 2.5 MILLION DOLLAR SALARY not enough? Do you look forward to go backward? I dont!!! NO ONE DOES!!!!! So, again, I ask youWHY THE DRASTIC TAKE AWAYS and the MOVE with this LOCK-OUT on its longtime hardworking and loyal UNION workers??????????!!!!!!!!!!!!! Its plain and simple, folks, plain as can be!

CORPORATE GREED AND LIES TO THE GROWERS AND YOU, THE PUBLIC!!!!!

The proof is out there, spoken from the CEO of American Crystal Sugars Dave Bergs own mouth, on Getting the Cancer out! The proof is out there in plain black and white heard on audio recordings of Dave Berg spoken at a Shareholders meeting. http://mnaflcio.org/news/recording-american-crystal-sugar-president-likens-union-workers-cancerous-tumor http://mnaflcio.org/news/report-american-crystal-sugar-lockout-costing-region-millions http://video.msnbc.msn.com/the-ed-show/45517617#null http://www.wdaz.com/event/article/id/11346/ https://www.facebook.com/#!/WDAZNews/posts/10150388272366574 http://www.kfgo.com/fargo-moorhead-news.php?ID=0000006104 http://www.youtube.com/watch?v=EEfcO0bV62U&feature=share http://www.youtube.com/watch?v=sLMGSWrTosg&feature=related http://www.youtube.com/watch?v=GY9Ic2PKyug&feature=related http://www.youtube.com/watch?v=sl1DYB-UGcI&feature=related These last videos that you just saw are about us hardworking people! If you dont shed a tear as I have, you have NO heart! Where is Crystal Sugars TRUTH now? I can think of one other heartless being, written about in the Bible, and I dont mean GOD! Is Dave Berg he in human form? Im beginning to strongly wonder! GOD HELP US! PLEASE GODHELP US ALL!!!!!