Incumbent CBA.pdf

COLLECTIVE BARGAINING

AGREEMENT

BETWEEN

SKYQUEST AVIATION, LLC.

AND

INTERNATIONAL ASSOCIATION OF

MACHINIST AND AEROSPACE WORKERS

LOCAL LODGE NO. 10

April 30, 2022-April 29, 2027

Attachment 2

PREAMBLE

AGREEMENT

ARTICLE 1- RECOGNITION

ARTICLE 2 - NON-DISCRIMINATION

ARTICLE 3 -MANAGEMENT RIGHTS

ARTICLE 4 - UNION ACCESS TO OPERATIONS

ARTICLE 5 - GRIEVANCE PROCEDURE

ARTICLE 6 - ARBITRATION PROCEDURE

ARTICLE 7 - NO STRIKE/ NO LOCKOUT

ARTICLE 8 - ASSIGNMENT OF SHOP STEWARDS

ARTICLE 9 - BULLETIN BOARDS

ARTICLE 10 - BARGAINING UNIT WORK

ARTICLE 11 - SENIORITY

ARTICLE 12 - FILLING OF VACANCIES

ARTICLE 13 - WAGE RULES

ARTICLE 14 - HOURS OF WORK

ARTICLE 15 - OVERTIME

ARTICLE 16 - HOLIDAYS

ARTICLE 17 - VACATION

ARTICLE 18 - SICK LEAVE

ARTICLE 19 - PREMIUM PAY

ARTICLE 20 - LEAVES OF ABSENCE

ARTICLE 21 – HEALTH AND WELFARE (H&W) BENEFITS

ARTICLE 22 - 401K

ARTICLE 23 - ALLOWANCES

ARTICLE 24 - TRAVEL

ARTICLE 25 - TRAINING

ARTICLE 26 - SAFETY & WORK ACCIDENTS

ARTICLE 27 - PERSONAL APPEARANCE

ARTICLE 28 - DRUG-FREE WORKPLACE

ARTICLE 29 - DISCIPLINE

ARTICLE 30 - UNION SECURITY AND CHECK-OFF

ARTICLE 31 - EFFECTS OF LAW

ARTICLE 32 - TERM AND NOTICE OF CHANGE OR TERMINATION

APPENDIX A - STANDARDS OF EMPLOYMENT

APPENDIX B - WAGES

PREAMBLE

The Parties have entered into this Agreement for the purpose of setting forth in writing the understandings they have reached with respect to wages, work hours, and working conditions of the employees covered herewith, as well as to the rights of the Company and the Union, and to provide a peaceful means for the settlement of any disputes which may arise with respect to the interpretation or application of their understandings and agreements as set forth herein.

AGREEMENT

This Agreement, made and entered into April 30, 2022* by and between Skyquest Aviation, LLC (hereinafter referred to as “The Company”) and the International Association of Machinists and Aerospace Workers, and its Local Lodge 10 (hereinafter jointly and severally referred to as “The Union”). Note*:

The parties have agreed that all items of an economic nature shall not be effective until the government has ratified this contract.

ARTICLE 1- RECOGNITION

The Company hereby recognizes the Union as the sole and exclusive bargaining representative of all full-time and regular part-time aircraft technicians employed by the Company serving the Federal Bureau of Investigation; (hereinafter referred to as “The Customer”) contract, excluding all office clerical employees, professional employees, managerial employees, guards and supervisors as defined in the Act at its Stafford Regional Airport, Stafford, VA program, as certified by the National Labor Relations Board on Case No. 05-RC-173593, for the purpose of collective bargaining with respect to wages, hours of work, and other conditions of employment of employees in the bargaining unit as herein defined: All Maintenance and Logistic Support personnel.

ARTICLE 2 - NON-DISCRIMINATION

The Company and the Union separately and jointly recognize their obligation to abide by all State and Federal laws, including, but not limited to, those laws related to equal employment opportunity, OSHA and non-discrimination. This Agreement shall be applied fairly and shall not in any way be used to discriminate against employees on account of race, color, religious affiliation, sex, age, national origin, veteran or disability status. It is understood that wherever in this Agreement employees or jobs are referred to, it shall be recognized as referring to all employees of any gender.

ARTICLE 3 -MANAGEMENT RIGHTS

Section 1. Except as otherwise provided for and subject to the provisions of this Agreement, Management's rights include the following: to direct, control, and schedule its operations and work force;

to make all decisions affecting the business; to hire, promote, layoff, assign, classify, evaluate, and transfer employees; discipline, suspend, discharge, and terminate employees for just cause; to select the number of employees assigned to any particular work; to determine the starting and quitting times and the number of hours per day and shift to be worked; to establish, modify, and enforce reasonable rules and regulations that are not in direct conflict with the expressed provisions of this Agreement; to select and hire employees;

to introduce new, improved or different methods of operations which may cause a reduction in force; to establish or determine job qualifications; and to create and disband employee committees, teams, or working groups in support of the Company's safety and total quality management objectives, provided such committees, teams, and working groups may not function in a representative capacity or deal with matters involving wages, hours, or working conditions.

Section 2. The Union and employees shall be notified in writing prior to the implementation or enforcement of new work rules, or changes in existing work rules, a minimum of fourteen (14) days prior to the effective date of change.

ARTICLE 4 - UNION ACCESS TO OPERATIONS

Section 1. The Company agrees that a full time Union Representative or acting Business Representative will be allowed to visit employees while they are on the job in the Company's area of operations for the purpose of investigating grievances or complaints related to the provisions of this Agreement. Explicit visitation approval must be obtained in writing from Customer through the Program Manager; all such visits may be subject to Customer security protocols. Such visits shall not interfere with work being performed. Such visitation approval shall not be unreasonably withheld. The Union Representative shall notify the Program Manager when they are leaving the Company's operations.

Section 2: The Company, if it desires, may have a Company representative accompany the business representative.

ARTICLE 5 - GRIEVANCE PROCEDURE

Section 1. "Grievances" shall mean, and be limited to, disputes verbal and written, of the differences between the Company and the Union, or employees so represented, with respect to the interpretation or application of any specific provision of this agreement IAW Appendix A. Both parties agree to use their best efforts, including informal meetings involving management, supervision, a Shop Steward, and the grievant, to resolve matters without resorting to the grievance procedure except that any such meetings shall not extend the time limits set forth in this Article. In the event such informal methods do not resolve the grievance, all grievances shall be reduced to writing on a mutually agreed to form and processed in accordance with the steps listed in Section 2.

Section 2. In an effort to adjust employee grievances by mutual agreement, they shall be presented in order, and within the time limits outlined below. Furthermore, all grievances beyond Step 1 involving employee claims shall be in writing, upon grievance forms, and shall be signed by the employee affected.

Step 1. The employee(s), with their steward, shall promptly bring an informal grievance via email to the Program Manager within ten (10) working days following the event or discovery of the event giving rise to the grievance. In the event an employee is unavoidably absent due to illness or injury, or unavailable due to vacation or other approved reasons, the employee's shop steward may bring the grievance to the supervisor. If such grievance is not settled within five (5) working days then:

Step 2. A written grievance containing the article or section which is claimed to be violated and the remedy requested, must be signed by the employee, submitted by the Steward, and taken up with the respective Program Manager. A meeting/teleconference will be scheduled within five (5) subsequent working days. If no agreement has been reached within ten (10) working days, the Company will reply in writing. If the written reply is not satisfactory, it may be moved to Step 3.

Step 3. Within five (5) working days of the Step 2 reply, the grievance may be moved to Step 3 by written appeal to the respective Company's Labor Relations Representative. The Company's Labor Relations Representative or designee and the Business Representative of the Union, shall meet/teleconference within ten (10) working days after receipt of the grievance into a third step.

A written reply from the Company's Labor Relations Representative will be given to the Union within fifteen (15) working days after the meeting. If no agreement has been reached within thirty

(30) working days from the Step 3 meeting, either party may submit the grievance or dispute to arbitration as covered in the "Arbitration Procedure" article.

Section 3. Aggrieved employees and their Union Representative shall have the right to be present at any stage of the grievance procedure in which the grievance is being considered. No employee may leave the job or take up, without requesting permission from the Program Manager. Such permission will be granted provided it does not retard or interfere with operations or create a hazardous condition and shall not be unreasonably withheld. If permission cannot be granted, time limits will-be waived until permission is granted. Witnesses called by either party may attend the grievance meeting at any step, subject to the same provisions outlined above. Stewards shall have reasonable time for discussing or investigating grievances during work hours.

Section 4. The Local Union or its authorized representative shall have the right to examine time sheets and other records pertaining to the computation of compensation of any individual or individuals whose pay is in dispute or other records pertaining to a specific grievance.

Section 5. It is understood that the time limits specified herein may be extended by mutual agreement of the parties hereto.

Section 6. Grievances arising out of a discharge or suspension without pay shall be submitted directly to step three (3) of this Article. Should the Union elect to pursue such a grievance, the written grievance signed by the employee or designated Union representative must be submitted to the Program Manager within ten (10) working days of the effective date of the action. If a written grievance is not submitted to the Program Manager within ten (10) working days of the effective date of the action, the right of the employee or Union to grieve the action is waived and no further action can be taken thereon. An employee who is suspended pending the results of investigation and who is subsequently exonerated of any wrongdoing, shall receive full pay and benefits for the term of the suspension, their work record expunged and seniority restored.

ARTICLE 6 -ARBITRATION PROCEDURE

Section 1. The party choosing to arbitrate shall give written notice to the other party setting forth the matter to be arbitrated. If said notice is not served within the thirty (30) working day period specified in Step 3 of the “Grievance Procedure” section, it shall be deemed that the grievance has been satisfactorily adjusted and the right to arbitrate waived.

Section 2. In the event the Union or the Company submits a grievance to arbitration, the parties will petition with the Federal Mediation and Conciliation Service (FMCS) for a panel of seven (7) arbitrators. The parties will flip a coin to decide who has the first strike; the other party shall then strike a name. This procedure shall continue alternately until one (1) name remains.

Section 3. The arbitrator shall consider only those issues, including any amendments that were made pursuant to Article 6 Section 1, which have been properly carried through all steps of the grievance procedure. The arbitrator shall afford to the Company, the Union and the employee or employees involved a reasonable opportunity to present the evidence, witnesses and arguments.

Persons testifying may be sworn at the request of either party. The jurisdiction of the arbitrator and his decision shall be confined to a determination of the facts and the interpretation or application of the specific provision of this Agreement at issue. The arbitrator shall be bound by the terms and provisions of this Agreement and shall have authority to consider only grievances presenting solely an arbitral issue under this Agreement. The arbitrator shall have no authority to add to, subtract from, modify or amend any provisions of this Agreement. The arbitrator shall have no authority to interpret any state or federal law when the compliance or noncompliance therewith shall be involved in the consideration of the grievance. The arbitrator shall be bound solely by the evidence presented to him/her at the hearing and any arguments submitted at the hearing or in post hearing briefs. No new evidence may be submitted with the brief.

Section 4. The decision of the arbitrator shall be rendered as soon as practical after the hearing, but in no event beyond thirty (30) days after the close of said hearing. The arbitrator's decision shall be final and binding on the Company, the Union and the employee or employees. The expense, and fees, of the arbitrator will be shared equally by the parties.

ARTICLE 7 - NO STRIKE/ NO LOCKOUT

Section 1. The Union agrees that neither it, nor any of the employees in the bargaining unit covered by this Agreement will collectively or individually engage in, or participate in any strike, slowdown or stoppage of work during the term of the Agreement. The Company agrees that during the term of this Agreement, it will not lock out any of the employees covered by the Agreement.

Section 2. In the event of any violation of Section l of this Article, it shall be the duty and obligation of the Company, Union, its officers, agents, or representatives (employee or nonemployee) to immediately take all reasonable and lawful steps required to bring an end to such misconduct as specified in Appendix A.

ARTICLE 8 - ASSIGNMENT OF SHOP STEWARDS

Section 1. It is hereby understood and agreed that the Union may assign one (1) Chief Steward to represent Bargaining Unit employees. The Union shall notify the Company in writing on Union letterhead of the individuals so selected in this capacity.

Section 2. It is agreed that Stewards have full-time job duties to perform as employees and that they shall keep time spent in handling grievances to a minimum.

Section 3. Should a Steward be required to leave the job to handle a grievance, the steward shall first request the permission from the supervisor, and shall report/notify the supervisor, and shall report/notify the supervisor upon returning to work. When a Steward makes the effort to comply herein, permission to leave the job to handle a grievance shall not be unreasonably withheld.

ARTICLE 9- BULLETIN BOARDS

The Company agrees to provide one (1) bulletin board for the posting of legitimate Union notices pertinent to the Union at the facility. Only notices concerning Union meetings, Union elections, results of Union elections, Local Union Newsletter, dues notices, etc., which the Union Representative has authorized, will be posted. Such notices and announcements shall not contain issues reflecting adversely upon the Company, any of its employees or the Customer.

ARTICLE 10 - BARGAINING UNIT WORK

Non-Bargaining Unit personal may from time to time be required to perform Bargaining Unit Work to maintain satisfactory contract performance or meet Safety Requirements. However, it is understood that such work performed will not cause a bargaining unit employee to be laid off, displaced or used to avoid filling a valid vacancy. Company employees in job classifications not covered by this Agreement shall not perform work normally performed by employees in the bargaining unit, except in cases of emergency, audit, or work of a special mechanical nature, (e.g. installation of modifications, when necessary), special training of the Company employees from other locations, or to instruct employees properly. The term "Emergency'' is defined to mean an unforeseen combination of circumstances. This Article shall not be construed to prevent employees outside the bargaining unit from performing work normally within their regular duties as historically performed.

ARTICLE 11 - SENIORITY

Section 1. Probationary Period. Any employee who has been in the employment of the Company for ninety (90) consecutive calendar days shall be considered a Seniority Employee of the Company.

During the probationary period the employee shall be subject to layoff, discipline, or discharge at the sole discretion of the Company, and such action shall not be subject to the grievance procedure.

Incumbent Workforce hired by a successor contractor will not be subject to a probationary period.

Section 2. Definitions.

a. Seniority is defined as including the whole span of continuous service with the present contractor(s), or successor, and with predecessor contractors at this program.

b. Seniority will not be broken for periods of approved absence with leave, periods of layoff due to lack of work, or periods of absence due to injury or illness. Periods of absence set forth above shall not exceed twelve (12) months, or in the case of occupational injury or illness, eighteen

(18) months.

c. When two or more employees are hired on the same day, the last four digits of their Social Security number shall then be used for the purpose of determining the most senior, i.e. the lowest number shall be considered to be the most senior.

Section 3. Loss of Seniority. All seniority of any employee shall terminate if the employee:

a. Resigns.

b. Is discharged/discipline for just cause.

c. Is on layoff status in excess of eighteen (18) months.

d. Refuses recall.

Section 4. Seniority List. A seniority list will be maintained by the Company and will be made available to the Union quarterly or when a change is made. The Company will also furnish a list to the Union reflecting new-hires or rehires, their classification, their date of hire, and termination or layoff date or other dates of leaving the bargaining unit.

Section 5. Layoff. Employees will be laid off in reverse seniority order. Employees shall have bumping rights only into a lower classification in which the employee meets the minimum qualifications of the job description.

Section 6. Recall. Employees will be recalled in reverse order of layoff. The Company will send recall notices, by mail, to the employee's last known official address. The employee has five (5) working days after receipt of the recall notice from the Company to accept reemployment. If no laid off employees in a job classification who are recalled accept reemployment, then laid off employees outside the classifications, who are qualified in the classification, will be recalled as stated above.

ARTICLE 12 - FILLING OF VACANCIES

Section 1. If the Company determines to fill a new or existing job within the bargaining unit, the Company will post a notice of vacancy or job opening on the designated bulletin-board for a period of not less than five (5) working days. Subject to the provisions of Section 3 of this Article, any employee may submit a bid for the job to the Company's Program Manager, in writing, during the posting period. The notice posted declaring that such vacancy or job opening is to be filled shall contain at least the following information:

a) The date the notice is posted and the date and time the notice will be removed;

b) The job to be filled and the classification;

c) Job Specifications;

d) Rate of Pay; and

e) Effective date the job is to be filled.

The Chief Steward will be furnished a copy of any bid upon request.

Section 2. The Company will award the job to the senior qualified employee. The Company retains the discretion to utilize external sources to staff unit positions when qualified employees are not available among the existing workforce.

ARTICLE 13 - WAGE RULES

For purposes of this Agreement, the Program Manager is designated as the individual responsible for the overall administration of this effort. An alternate may be designated in writing by the Program Manager as required.

The Company shall pay the scale of wages included in Appendix B and made a part hereof.

Section 1. For the purpose of this Agreement, an employee’s hourly rate is defined as the employee’s base rate (as listed in Appendix B) plus any differentials and/or any other such premiums and additives agreed to as a part of this Agreement.

Section 2. Base rate is defined as the employee’s basic rate without any additives, differentials, or premiums.

Section 3. Regular rate is defined as the employee’s basic rate plus H&W, excluding differentials and premiums.

Section 4. Employees promoted or temporarily assigned to a job classification with a higher wage rate shall receive the applicable rate of the job classification for the actual time working in such capacity.

Employees will not be paid a wage rate less than that of their normal duties assigned. Temporary assignments to a job classification with a higher wage rate will be offered to the senior qualified employee(s). Upon the completion of such temporary assignment and returning to their prior classification, they shall resume the rate held prior to the temporary assignment.

Section 5. Employee Pay will be paid electronically, bimonthly on the fifteenth (15th) and last day of the month. If the payday falls on a Saturday or Sunday, it will be paid on the preceding Friday. In the event the Company changes pay periods, the Union and all employees shall receive a thirty-day written notice prior to any change.

Section 6. Straight time is defined as the rate of pay to include base and H&W for any hour compensated for within the designated 40-hour work week.

Section 7. The Company agrees, through payroll deduction, to process payment for any supplemental insurances recommended by the Union, as elected and paid for in total by each employee.

ARTICLE 14 - HOURS OF WORK

Section 1. No Guarantee of Hours. The purpose of this Article is to define the normal hours of work;

nothing in this Agreement shall be construed as a guarantee of hours for any period. If no work is available, the Company can offer the employee the option to use vacation or take time off without pay. Nothing in this section shall be construed to mean that overtime will be made available or paid.

Section 2. Workday Defined. The employee’s assigned workday for each shift shall consist of eight (8) hours, exclusive of lunch, for each shift in the 24 consecutive hour period following his/her assigned starting time of his respective shift on his first scheduled workday consisting of five (5) consecutive days. Lunch periods may vary between employees depending on their work assignments, tasks or shift coverage and approved by the Program Manager. Lunch period is defined as one (1) hour unpaid and taken as work permits.

Section 3. Workweek Defined. The standard workweek consists of seven (7) consecutive days beginning 12:00 AM Monday to 11:59 PM Sunday. The Company may establish a nonstandard workweek where two (2) consecutive days off are other than Saturday or Sunday.

Section 4. Shifts Defined. Determination of starting time and hours of work shall be made by the Company and such schedules may be changed from time to time to suit varying business/operational commitments. Normal shift starting times shall be as follows:

a. The employee’s regular workweek will take place Monday-Friday, and normal workday schedule shall be 7AM to 4PM, with an uninterrupted hour break for lunch from 12-1PM unless mission or operational tempo dictate otherwise.

b. In the event the Government customer requests any changes to the regular workweek, volunteers by Seniority will be requested to work the different shift in order to meet mission requirements.

c. During travel, training, or off-program work, changes to the work hours may be determined by The Company based on Customer needs.

Section 5. Flex Time. Flex time within the workweek (Mon-Sun) may be utilized to allow employees flexibility with their work schedule. Flex time must be approved by the Company in advance.

Employees may not repetitively use flex time in lieu of vacation or sick leave. (e.g. leaving early every Friday).

Section 6. On-Call Posture. Employees that are required to serve in an “on-call” National Security mission posture will be paid $200 per week when detailed to perform standby at a location other than their respective jobsite. If an employee is called into work during the standby posture, said employee will be paid a minimum of 4 hours of work. A standby posture shall be considered a 24/7-day span in addition to the employee’s’ normal workweek. Employees on stand-by duty are expected to be available to respond within 1 hour. Failure to be present within the 1-hour stipulation will negate the stand-by payment. It is understood that the Customer is responsible for assigning personal to the standby roster. The Company understands the Customer is responsible for assigning personnel to the stand-by roster, and as such must adhere to the Customer schedule; however, the Company expects the employees to adhere to the schedule without volunteering for additional stand-by assignments.

Section 7. Changes. Changes to an employee’s shift, workweek and/or starting time assignments will be made effective on Mondays; however, the program manager reserves the right to make changes based on operational commitments.

Section 8. Government Instructed Minimum Manning Day. When/Should the Government declare a “Government Instructed Minimum Manning Day”, the program manager will evaluate the contract requirements for that day and a work schedule will be established utilizing the minimum number of employees required to meet the contractual requirements.

Section 9. Tardiness Defined. The Company will use one-tenth of an hour (6 minutes) as a unit in computing tardiness. If an employee clocks “in” from one (1) to six (6) minutes late, the employee will lose one-tenth of an hour (6 minutes); any tardiness beyond six (6) minutes, the regular procedure of computing the time in multiples of six (6) minute intervals will apply. Employees shall not be required to work during the period used in computing tardiness. The foregoing shall not be considered as a limitation on the right of the Company to take disciplinary action for repeated or unexcused tardiness.

Section 10. Early Starting. When an employee arrives at the work place earlier than his/her normal starting time, the employee shall not record time prior to the shift starting time. No payment will be made for early starting unless the Program Manager has requested in writing that employee start work at a time earlier than his/her normal starting time. Employees will not start work prior to their scheduled starting time without prior Program Management written approval.

Section 11. Reporting Time Pay. A fulltime employee who is scheduled and reports for work at the scheduled time without having been notified not to so report, shall be given four (4) hours work on program or four (4) hours pay at straight time rate if no work is available.

Section 12. Call Back Pay. A fulltime employee who has left the premises and is called and reports back for work after he has completed his regularly assigned shift will receive a minimum of four (4) hours work or four (4) hours pay at straight time if no work is available.

Section 13. Base Closures/Severe Weather/Acts of God. In the event of a facility closure directed by the Customer, employees shall receive their normal rate of pay for their scheduled workday(s) only if the Customer authorizes the payment of wages. If the facility is closed by the Company, employees shall receive their normal rate of pay.

Section 14. Time Keeping: Failure to sign a timecard or equivalent document will result in the employee not being paid for those hours worked. Exceptions will be on a case-by-case basis. The Company reserves the right to change time keeping methods after providing fourteen (14) days written notice and training to the employees pursuant to any new method.

Section 15. Ready for Work: An employee shall be expected to be at his workstation ready for work at the beginning of his/her shift and is to continue working until the end of said shift. Employees shall not leave early without proper/prior Project Management approval.

ARTICLE 15 - OVERTIME

Section 1. The provision of this Article is intended only to provide the basis for calculation and payment of overtime and shall not be construed as a guarantee of any specific overtime hours per day or per week.

Section 2. The Company reserves the right to ask employees covered hereby to perform overtime work in order to meet Customer requirements. When such overtime is required, employees involved shall be given as much advance notice as possible.

Section 3. Overtime shall be paid for all authorized hours worked in excess of forty (40) hours in a workweek and recorded to the nearest one-tenth (1/10) of one hour. Overtime shall be paid at one and one-half (1-½) times the base rate (as listed in Article 14) plus any additives, differentials, or premiums.

Health and Welfare will not be paid on overtime hours.

All authorized work performed on a recognized holiday will be paid per this section and is in addition to any specified holiday pay.

Any type of paid leave or vacation will count as hours worked in a workweek in determining eligibility of overtime.

Section 4. When it becomes necessary for employees covered by this Agreement to work overtime, they shall not be laid off during regular working hours to equalize the time.

Section 5. No overtime shall be worked except by direction of the Program Manager or designated person of the Company.

Section 6. The Company will equalize overtime by classification among employees assigned to the same section, to the extent possible. Substantiated inequities in the overtime assignments shall be rectified by future offering of available overtime hours which the affected employee is qualified to perform. The Program Manager will maintain an overtime use roster for determining overtime eligibility. The Shop Steward will have access to the overtime use roster. The Company will accept responsibility for the accuracy of the overtime equalization list.

Section 7. There shall be no pyramiding of premium or overtime pay, and nothing in this Agreement shall be construed to require the payment of premium or overtime pay more than once for the same hours worked. When more than one premium or overtime rate applies, the highest rate will be used.

ARTICLE 16 – HOLIDAYS

Section 1. Each year the following eleven (11) days are to be paid holidays:

New Year’s Day Labor Day Birthday of Martin Luther King, Jr. Columbus Day Washington’s Birthday Veterans Day Memorial Day Thanksgiving Day Juneteenth National Independence Day Christmas Day Independence Day

Each employee is entitled to up to 88 hours of holiday based on the number of regular hours earned/paid from the previous year, an employee is fully entitled to 88 hours if they previously earned/paid for 2080 hours (vacation, holiday), excluding overtime in a one-year period.

Section 2. In addition to the holidays listed above, the Company will observe any holidays declared as a legal holiday by Congress or the President. Such holiday and observance shall be handled the same as a recognized holiday.

Whenever one of the above holidays falls on Sunday, the Monday immediately following shall be observed as the regular holiday, and whenever one of the above holidays falls on Saturday, the Friday immediately preceding shall be observed as the regular holiday as set by the Federal Government.

Section 3. Any employee required to work on a holiday will be paid per Article 15 “Overtime” if as a result of working the holiday the employee exceeds forty (40) hours in a seven-day period, otherwise the employee is entitled his regular base rate. Holiday hours will be used for the calculation of overtime.

Section 4. Computation of Holiday Pay. Employees shall receive up to eight (8) hours holiday pay at their regular rate of pay, to include premium pay based on the number of total hours worked (to include Vacation, Sick, Military, Bereavement, or Voter leave) in a calendar year with 2080 hours equating to 88-hours of holiday pay. Total hours less than 2080 annually compensated hours will be at a pro-rated amount.

This pay shall not be pro-rated over the course of the year.

Section 5. Payment of Holiday Pay. Holiday pay will be paid in the pay period it is earned. This pay shall not be pro-rated over the course of the year.

ARTICLE 17 - VACATION

Section 1. Anniversary Year Basis. Vacation leave shall be computed on an employee’s verified anniversary date of employment. Vacation leave for seniority employees shall be computed on the anniversary date of each year in accordance with their credited service in the preceding anniversary year.

On the anniversary of each employee the employee will be vested the number of hours earned based on the previous years’ service.

Section 2. Prior Service Credit. Upon documented proof, an employees’ previously established and unbroken continuous service with prior contractors on this contract will be included in computing an employee’s credited service for vacation earned purposes.

Section 3. Counted As Time Worked. Paid vacation leave will be counted as time worked for the calculation of holiday pay.

Section 4. Basis of Vesting. All paid leaves and holidays will be considered as hours worked for the purpose of computing credited service for vacation leave purposes. Employees will begin earning vacation on their first day of employment with vesting upon completion of one year of service, on the anniversary date.

Section 5. Allowances. The vacation year for eligibility and service credit shall be from the employee anniversary date to anniversary date. Paid vacation will be awarded as follows:

a. An employee after completing one (1) year of service, will be awarded up to 80 hours of vacation annually.

b. An employee after completing five (5) years of service, will be awarded up to 120 hours of vacation annually.

c. An employee after completing ten (10) years of service, will be awarded up to 160 hours of vacation annually.

d. An employee after completing twenty (20) years of service, will be awarded up to 200 hours of vacation annually.

Section 6. Each employee will receive pro-rated vacation based on the number of hours worked (productive, vacation, holiday, military, bereavement, voter) during the year preceding their anniversary.

Full vesting of vacation hours is based on the accumulation of 2080 hours the previous year. Overtime hours are specifically excluded from any vacation computation.

Section 7. An employee may carry over up to forty hours of vacation, the employee must either use or lose vacation greater than forty hours at the end of the anniversary year.

Section 8. Payment of Vacation Pay. Vacation Pay shall be paid in the period that it is taken.

Vacation is paid at the straight time rate.

Section 9. Scheduling. Vacation requests normally will be made in writing to the Program Manager three (3) calendar days prior to the vacation start date. The Company reserves the right to approve or deny vacation requests solely based on business operations. Vacation requests will be approved based on seniority. Vacation may be used in increments of no less than one (1) hour.

Request for vacation of one (1) day or less may be approved by the employee’s Team Lead based on operational needs and mission tempo. Vacation requests of eight (8) hours or less, may be requested during the employee’s work shift as a “Rapid Request”. Rapid Requests may be approved or denied by the team lead based upon operational needs and mission tempo. Any vacation request in excess of 8-hours must be requested through the Program Management Office (PMO). All vacation requests, albeit rapid or standard requests must be filed/forwarded to the PMO for traceability and documentation.

ARTICLE 18 – SICK LEAVE

Section 1. Employees shall receive 80 hours of Sick Leave annually. Administration of Sick Leave will be as found under 29 CFR 13.5. Employees may carry over Sick Leave in an amount no more than one (1) year’s allotment.

Sick Leave as defined cannot be combined with or used in conjunction with Vacation or any other purpose not specified. The employer, during the employment process, shall require each employee to understand and sign a policy letter specifying to the details of 29 CFR 13.5. In the event that 29 CFR 13.5 is reversed by the Government then each employee will be entitled to 40 hours of sick leave annually commencing on the date of any reversal of 29 CFR 13.5.

ARTICLE 19 – PREMIUM PAY

Section 1. Certification. The term “Certified” is defined as documented proof, attestation, or formal statement to an individual’s ability to perform the task as stated.

Section 2. Designation. The Company reserves the right to determine the number of personnel who are assigned tasks that require certification and premium pay. Nothing in this agreement shall be construed that any employee is entitled to premium pay by virtue of obtaining a certification.

Section 3. Payments. Employees designated by the Company will receive premium payments as follows:

a. All employees classified as Mechanic I, II, III, and Mechanic Lead, shall receive an Ordnance premium payment of 4% of their basic rate for all hours worked if involved with operations involving, unloading, storage, and hauling of ordnance, explosive, and incendiary ordnance material other than small arms ammunition IAW the SCA of 1965 Area Wage Determination.

b. Employees certified and designated as Hazmat Certified will receive a premium payment of twenty-five cents ($.25) for each hour worked.

c. Employees certified and designated by the Company as an Aircraft Technical Inspector (only applicable to non-FAA certified aircraft) shall receive a premium payment of one dollar and fifty cents ($1.50) per hour for each hour worked.

d. Employees certified and designated to perform Engine Runs will receive a premium payment of fifty cents ($0.50) for each hour worked. No employee shall perform any engine start on any rotary wing or turbine engine aircraft anytime unless designated in writing by the Customer.

e. Employees that are designated as Maintenance Evaluators will receive a premium payment of one dollar ($1.00) for each hour worked.

f. Aerial Flight differential is paid to those employees, that due to their job description, must accompany a flight for Maintenance Test Flight (MTF). To receive this premium, the flight must be logged as an MTF. Premium pay will be 1x base rate in addition to regular pay for hours flown.

g. Employees certified and designated as Q400 trained will receive a premium payment of one dollar and seventy cents ($1.70) for each hour worked.

h. Employees designated as a lead will receive a premium payment of one dollar and seventy cents ($1.70) for each hour worked.

i. Should future events occur which necessitate the need to add an additional lead, albeit in temporary or permanent status, the Company, with concurrence of the Customer via a contractual bilateral modification, will designate the additional lead; whereas, said lead shall receive the same premium payment as stipulated above. Personnel removed from any assigned lead position shall no longer receive the lead premium pay.

Section 4. Employee Wage Tracking. The Company will provide the Union an annual spreadsheet listing each bargaining employee’ wages, to include any premium or special pay uplifts, with the understanding the Company will be held harmless pursuant to the release, or accidental dissemination of said information to any outside sources other than the Union and/or the employee.

ARTICLE 20 – LEAVES OF ABSENCE

Section 1. Leave without Pay (LWOP). Leaves of absence without pay for relatively short periods may be granted to employees for personal reasons. A personal leave of absence will not be considered a break in service.

Employees away from their jobs because of a compensable injury or compensable disease as defined by the Workers’ Compensation Act shall be given leave of absence without pay, not to exceed twenty-four

(24) months.

Leaves of absence for temporary medical conditions shall be granted to employees without pay for a period not exceeding thirty (30) days, provided the employee furnishes satisfactory proof of such medical conditions prior to granting such leave. If the medical leave continues beyond the thirty (30) days, the leave of absence shall be extended provided the employee furnishes the Company with a report from a licensed physician stating the necessity for such extension.

Section 2. Military Leave. In addition to any benefit provided by applicable law, employees ordered to active duty with the National Guard or Military Reserve shall be granted a leave of absence, not to exceed fifteen (15) days, for the period of “annual training” (annual training is not defined as the monthly commitment). Such leave shall be referred to as military leave. Upon presentation of an employee’s Leave and Earning Statement (LES) for the specific leave time, they shall be paid the difference between their pay and allowances and the Company basic pay rate for his/her “normal” fifteen (15) day work schedule less differentials. Military leave greater than fifteen (15) days shall be taken as LWOP or as vacation.

In order to be eligible for payment, the employee shall be required to furnish the Company a copy of their military leave and earnings statement orders at the time leave is requested. “Normal”, for the purposes of this section shall mean an eight-hour work day schedule for each day of training (excluding non-work days) at the employee’s base rate of pay.

The Company complies with the provisions of Uniformed Services Employment and Reemployment

Rights Act (USERRA) as it pertains to personnel performing service with the Reserve or National Guard.

Any military requirements that is longer that two (2) weeks will be pursuant to USERRA.

Section 3. Jury Duty. When an employee is required to serve on jury duty, or as a witness in a court of law, or is subpoenaed to appear for a deposition and reports for same on a regularly scheduled work day, he/she shall receive eight (8) hours pay for each day at his/her regular rate, not to exceed fourteen (14) workdays per fiscal year. The employee will receive the difference between gross fees received from the court(s) and the employee’s regular earnings that would have paid for an eight (8) hour shift for each day of service. An employee who is in court for the reasons cited above for less than four (4) hours will report back to work as normally scheduled to complete his or her shift. This section does not apply if the employee is a litigant to the case.

Notice of such service must be given to the Company upon receipt of jury summons or witness subpoena and proof of such duty completed must be submitted to the satisfaction of the Company before this Article shall apply.

Section 4. Voter Leave. An employee who is a registered voter shall be granted time off from assigned Company duties to vote in any state or federal election and shall be paid at his regular hourly rate for such time lost, not to exceed one (1) hour within his standard daily work schedule, in the event the employee does not have adequate time to vote before or after his regularly scheduled shift.

Section 5. Bereavement Leave for Immediate Family Members. Immediate family members include siblings, siblings-in-law, parents, parents-in-law, spouses, children, children-in-law, grandchildren, and grandparents. Employees who require time off to attend a funeral for an immediate family member, or to make arrangements, are eligible for three (3) paid days if the funeral is within a 300-mile radius of the employee’s home of residence, and five (5) days if the funeral is outside the 300-mile radius. Employees may also apply any available vacation time to extend the bereavement time period if/as needed. If an employee is on scheduled Vacation when Bereavement would apply, the employee shall be switched to Bereavement Leave instead of scheduled Vacation time.

Section 6. Family & Medical Leave Act (FMLA). The Company agrees to comply with the Federal Law regarding the Family Medical Leave Act and bargaining unit employees will comply with all appropriate procedures regarding the Act. This leave can run concurrently with any vacation unless requested by the employee.

Section 7. False Pretense. Any leave of absence obtained through false pretense shall be invalid and the employee’s absence shall be recorded as unauthorized and such disciplinary action shall be taken as the Company believes warranted, up to and including discharge.

Section 8. Failure to Return to Work from Leave of Absence. Failure to return from a leave of absence on the first scheduled workday following the expiration date of said leave will result in termination of the employee, except in extenuating circumstances involving reasons acceptable to the Company.

ARTICLE 21 – HEALTH AND WELFARE (H&W) BENEFITS

Section 1. Employees will receive the stated H&W amount for all hours (to include vacation and holiday, military, bereavement or voter leaves, and jury duty), excluding overtime up to a maximum of 40 hours a week, not to exceed 2080 hours per year.

10/1/22 10/1/23 10/1/24 10/1/25 10/1/26 $7.82 $8.52 $9.29 $10.13 $11.04

ARTICLE 22 – 401K

Section 1. The Company will provide a non-matching bonafide 401K at no cost to the employee.

ARTICLE 23 - ALLOWANCES

Due to the unique circumstances of the Government workspace and the contract requirement for employees to provide individual owned tools, the Company shall provide comprehensive insurance coverage for employees’ tools and toolboxes up to $30,000 maximum for the duration of this Agreement.

Employees will provide an itemized list of the description and price of each tool and total value of tooling that is kept at the Government facility to the Company.

Employees are required to maintain an extensive set of engraved and shadowed aircraft mechanic tools and toolbox. Therefore, the Company will reimburse each employee up to $500 per year for purchased tools that replaces unserviceable tools. Itemized receipts and vouchers will be submitted annually by employees.

Upon submission of receipt, the Company will provide reimbursement of up to $125 to each employee once per year for the purchase of OSHA/ANSI Compliant safety footwear. Additionally, the Company will provide the “required” Personal Protective Equipment (PPE) items listed in the Statement of Work.

Furthermore, the Company will provide each employee assigned to the THU, One (1) backpack and One

(1) rolling travel duffel bag.

ARTICLE 24 - TRAVEL

Section 1. Employees may be required to travel both CONUS and OCONUS for training and mission support.

Section 2. Training Travel. The customer is responsible for the assignment of employee’s attendance at any Training Course. For scheduled technical training courses, the Company shall schedule and procure the airfare, transportation, and lodging accommodations.

Section 3. Mission Support Travel. Since as a condition of employment all employees must be fully qualified to perform on the aircraft specific to their duties, the Company will equalize the assignment of personnel to participate in customer directed missions. Substantiated inequities in mission support assignments shall be rectified by future offerings of mission support assignments which the affected employee is qualified to perform. The Program Manager will maintain a mission support availability roster for determining mission support travel and assign personnel to mission support travel. The Shop Steward will have access to the mission support availability roster. The Company will accept responsibility for the accuracy of the mission support availability roster.

For mission support, employees will arrange travel accommodations in coordination with the Company trip planner. All travel will be conducted in accordance with the current Joint Travel Regulation and published GSA Per Diem rates. Any expenses incurred above the GSA maximum amounts shall include written justification from the Government Agency contracting representative. For travel outside CONUS employees shall receive the GSA rate.

Copies of receipts for lodging, airfare, vehicle rentals, and other expenses over $75 must be submitted with Company travel claim. All travel claims will be submitted to the Company by the employee no more than 5 business days after completion of travel. The Company shall reimburse travel expenses to the employee no more than 10 business days after receiving and validating the claim.

The Company shall provide a corporate credit card to each employee for official related travel expenses.

The employee may elect to decline issuance of the credit card. The Company will not be liable for any charges made that are not IAW JTR and will reimburse upon submission of a valid travel voucher. The employee may choose to utilize or not use the Company credit card for official travel. Advance travel payments will not be paid or considered.

Section 4. Passport. Employees may be required to hold a valid US passport per the contract. If required per contract, the Company shall reimburse employees for all Passport fees and expenses.

Section 5. Travel Allowance. For purposes of computing travel time during assignment utilizing commercial air transportation, the employee shall receive three (3) hours for both CONUS or OCONUS).

Travel from Residence to place of embarkation will not be considered travel time for payment purposes.

Travel allowance will be paid at the base rate and is NOT considered compensation for purposes of determining overtime.

Employees shall be paid for actual time for each day while traveling via commercial mode of transportation (excluding POV). Any travel performed during the normal work day is considered part of the normal workweek and is not payable.

Travel…