2.04d Attachment 4 - CBA Effective Oct 2024.pdf

COLLECTIVE BARGAINING

AGREEMENT

BY AND BETWEEN

BASE SERVICES of ATHENS

AND

TRANSPORT WORKERS UNION OF

AMERICA, AFL - CIO LOCAL 526

Effective Oct. 1, 2024

TABLE OF CONTENTS

Article --------------------------------------------------------------------------- Page Preamble ------------------------------------------------------------------------------- 1 Article 1 Intent and Purpose -------------------------------------------------------- 1 Article 2 Recognition ---------------------------------------------------------------- 1 Article 3 Duration -------------------------------------------------------------------- 1 Article 4 Separability of Contract -------------------------------------------------- 2 Article 5 Non-Discrimination ------------------------------------------------------ 2 Article 6 Management’s Rights --------------------------------------------------- 2 Article 7 No Strike-No Lockout ---------------------------------------------------- 3 Article 8 General --------------------------------------------------------------------- 3 Article 9 Administrative ------------------------------------------------------------ 6 Article 10 Military Service ----------------------------------------------------------- 7 Article 11 Dues Deduction ----------------------------------------------------------- 7 Article 12 Seniority ------------------------------------------------------------------- 8 Article 13 Work Clothing ------------------------------------------------------------ 9 Article 14 Work Week ---------------------------------------------------------------- 10 Article 15 Leave of Absence --------------------------------------------------------- 11 Article 16 Absence from Duty ------------------------------------------------------- 12 Article 17 Overtime ------------------------------------------------------------------- 12 Article 18 Jury Duty ------------------------------------------------------------------ 13 Article 19 Vacations ------------------------------------------------------------------- 13 Article 20 Holidays -------------------------------------------------------------------- 15 Article 21 Wage Variance ------------------------------------------------------------ 15 Article 22 Wages ---------------------------------------------------------------------- 16 Article 23 Grievance Procedure ----------------------------------------------------- 16 Article 24 Arbitration ----------------------------------------------------------------- 17 Article 25 Drug Free Workplace ---------------------------------------------------- 18 Article 26 Discipline ------------------------------------------------------------------ 19 Article 27 Safety ----------------------------------------------------------------------- 21 Approvals ------------------------------------------------------------------------------- 22 Exhibit A ------------------------------------------------------------------------------- 23 i

PREAMBLE

This Agreement is entered this 1st day of October 2024, by and between Base Services of Athens, Inc., its successors and assigns (hereinafter referred to as the Company), at the Kings Bay Submarine Base in St. Marys, Georgia, and the Transport Workers Union of America, AFL-CIO, Local 526, their successors and assigns (hereinafter referred to as the Union), who is the sole and exclusive representative for collective bargaining of the employees covered by this Agreement.

ARTICLE 1

INTENT AND PURPOSE OF AGREEMENTS

It is the intent and purpose of this Agreement to assure sound and mutually beneficial industrial and economic relationships between the parties thereto, to provide an orderly and peaceful means of conducting negotiations and resolving any misunderstanding of grievances, and to set forth the basic agreement between the parties covering rates of pay, wages, hours of work and other conditions of employment.

The Union, the Company and all employees are bound by and hereby pledge their cooperation in observing all provisions of this Agreement.

This Agreement shall be binding upon the parties hereto, their successors and assigns and no provisions, terms or obligations herein contained shall be affected, modified, altered or changed in any respect by the consolidation, merger, sale, transfer, succession of assignment of either party, or affected, modified, altered or changed in any respect by a change in any kind in the legal status, ownership or management of either party.

ARTICLE 2

RECOGNITION

The National Labor Relations Board having duly certified the Transport Workers Union of America, AFL-CIO, on the 8th day of June, 1981, in Case No. 10-RC-12293, 10-RC-12298, the Company now recognizes the Union in accordance with Section 9(a) as the exclusive bargaining agent, for all fulltime and part-time employees employed in their service operations at Kings Bay Submarine Base, St. Mary’s, Georgia, but excluding all office clerical employees, professional employees, managerial employees, and supervisors as defined the Act.

ARTICLE 3

DURATION

This agreement shall be effective as of 1 October, 2024 and shall remain in full force and effect until 30 September 2027, and from year to year thereafter, unless notice is given in writing of a desire to change or modify or terminate this Agreement by either party to the other party sixty (60) days or more prior to the expiration of this Agreement.

ARTICLE 4

SEPARABILITY OF THE CONTRACT

Should any provision or provisions of this Agreement be rendered or declared invalid by reason of any existing or subsequently enacted legislation or by reason of any decree of a court of competent jurisdiction, such invalidation of such part or parts of this Agreement shall not invalidate the remaining portions hereof and the said remaining portions shall remain in full force and effect.

ARTICLE 5

NON-DISCRIMINATION

Section 1: The Company agrees it will not discriminate against any employee because of either membership or non-membership in the Union or participation in the Union's lawful activities. Nor shall the Company discriminate against any employee or group of employees for presenting to their supervisor any complaints, disputes or grievances, in the manner provided in Article 23.

Section 2: The Union agrees that neither it nor any of its officers or members will intimidate or coerce employees to membership in the Union, and the Company agrees that neither it nor any of its supervisors will intimidate or coerce employees into not joining the Union.

Section 3: In accordance with the established policy of the Company and the Union, the provisions of this Agreement will apply equally to all employees regardless of sex, age, color, race, creed, national or ethnic origin, marital status, handicap or status as a disabled or Vietnam veteran in accordance with applicable state and federal laws.

ARTICLE 6

MANAGEMENT RIGHTS

The management of the Company and the direction of its working forces including, but not limited to, the rights to determine whether to establish new jobs, abolish or change existing jobs, increase or decrease the number of jobs and employees, change materials, processes, products, equipment and operations, shall be vested exclusively in the Company. The Company shall be the sole judge of applicants of employment, their qualifications and physical fitness.

Subject to the provisions of this Agreement, the Company shall have the right to schedule and assign work to be performed and the right to hire and rehire employees, discipline or discharge or any cause not in violation of this Agreement, transfer or layoff of employees because of lack of work other legitimate reasons. The Company reserves and retains in full and completely any and all management rights, prerogatives and privileges except only as specifically limited by this Agreement, or by applicable federal, state and local laws.

ARTICLE 7

NO STRIKE - NO LOCKOUT

Section 1: The Union will not cause or engage in any unauthorized strike, boycotts, slowdowns, sympathy strikes or work stoppage. The foregoing no-strike promise shall cover work stoppages for any reason including alleged or actual unfair labor practices or alleged or actual breach of contract by the Company.

Section 2: Any employee participating in any action contrary to this Article may be disciplined.

It is understood any discipline may be subject to the grievance and arbitration procedures set forth in Articles 23 & 24.

Section 3: The Company agrees that it will not cause a lockout of employees during the life of this Agreement. It is understood and agreed that a lockout means a voluntary cessation of operations by the Company to prevent employees from working.

Section 4: Notwithstanding any article to the contrary, Sections 1, 5 and 6 of this article shall not be subject to the grievance or arbitration procedures.

Section 5: Should a strike, picketing, slowdown or stoppage of work or other interference occur, the Union shall be notified.

Section 6: There shall be absolutely no interference by the Union, its officers, agents, employees or members, to prevent or impede free ingress and/or egress by any person to and from the Company's area of work or the Navy's property or the free and unhindered use of the Company's or prime contractor's vehicles, or other property.

ARTICLE 8

GENERAL

Section 1: An employee who is temporarily assigned by the immediate supervisor to perform the duties and accept the responsibilities of a job classification in a labor grade, which has a higher wage scale, shall be paid the rate of the established scale for said job classification. An employee who is temporarily assigned by the immediate supervisor to perform the duties of a job classification, which has a lower wage scale, shall be paid his/her regular scale during such assignment. Employees shall receive recorded annual training for performance of all positions.

Section 2: Payment of wages shall be made during working hours and all employees shall be paid on the 15th and last day of the month via direct deposit, or pay card as set forth in Base Services of Athens, lnc’s handbook. Your account information will be required along with an email address to view paystubs.

Paystubs will display the accrued vacation and PDQ combined, along with their current balances for the pay period. The company will send updated copy of all vacation and PDQ accruals to the Union twice per year, in March and September.

Section 3: A Food Service Attendant Lead is charged with the responsibility of leading, directing, and/or approving and signing for the work of other employees. The worker is responsible for the quality of his/her work while the lead is responsible for monitoring the safety, quality, and quantity of work within the workforce. All leads shall receive a recorded annual training for the proper performance of their duties.

Section 4: Whenever the Company appoints a Lead Person he/she will receive a premium of one dollar and fifty cents ($1.50) per hour over his/her classification rate. Once the Company has appointed an employee as a permanent lead, he/she may not have that lead pay removed except for just cause as defined in the Discipline Article. This is applicable to permanent leads only and will not restrict the Company from appointing temporary/fill-in leads as needed. This section is subject to the navy contract requirements and or modifications.

Section 5: Management will not perform mess attendant or cashier duties except in the following situations:

a) Emergencies

b) Training new employees

c) Minor work that can be performed on the spot that is necessary to correct unsatisfactory work found by company/government inspectors.

Section 6: The Union shall have the right to confer with management on heating, lighting, and ventilation facilities, on transportation to and from station, on eating and drinking facilities, and on sanitary and safety conditions.

Section 7: The Company shall print copies of this Agreement in an appropriate booklet and shall give a copy to each employee within sixty (60) days of the date of this Agreement unless prevented from so doing by circumstances beyond its control, and shall furnish a copy of this Agreement to each new employee hired in any classification covered thereby. The Company will furnish a sufficient number of copies of the Collective Bargaining Agreement, the cost of which will be borne by the Company.

Section 8: Seniority lists, giving name, hire date, and job classifications, accrued vacation and PDO time will be furnished to the union within 30 days after the effective date of the agreement. Additions, deletions and address changes will be provided to the union as they occur and/or are reported in writing to the Company. Updated lists will be provided to the union at monthly intervals.

New Employees: Within one week of the start date of a new bargaining unit employee, the Company will send notification to the Union of the employee's name, start date, and contact information.

Separating Employee: within one week of a bargaining unit employee leaving the Company's employ, the Company will send notification to the Union of the employee's name and their separation date.

Lists and/or notifications required under this Section shall be sent to the Union President, Vice President and Secretary Treasurer.

Section 9: A time clock will be used at the main galley. Employees are expected to clock in at their scheduled time. Since we do not have 20 or 30 personnel clocking in at the same scheduled times there is no need for a grace period. Due to contract requirements, we are obligated to serve, open, and maintain the facility "on time" and grace periods are contrary to contract requirements.

Management does understand that emergencies happen and will deal with tardiness fairly on a case-by-case basis. If in fact there has been shown a series of late or early clock-ins, management will investigate and document accordingly. No compensation will be gained or lost for this period nor will discipline be issued for this period. Any clocking out or in outside of this period will be subject to review by management. Outlying galleys will use a sign in sheet and be subject to review at all times. Employees who clock other employees in or out will be subject to discipline up to and including termination.

Section 10: Employees terminated due to a Reduction in Force (RIF) will be entitled to two (2) weeks’ severance pay calculated at forty (40) hours times their base rate as set forth in attached exhibits, provided they have one (1) year of continuous service with the Company. No severance payment will be paid to those who are hired by a new or successor contractor in case of contractor change.

Section 11: The employer agrees to establish reasonable work rules. The union reserves the right to grieve the application or reasonableness of any work rule so established. These work rules shall not conflict with any of the provisions of this agreement. Newly established work rules or amendments to existing work rules shall be reduced to writing and furnished to the union at least five business days prior to the effective date of the rule. For purposes of this article, work rules and regulations are with respect to disciplinary action, facility procedures and regulations and conduct on the facility. This will include any health related work conditions.

Section 12: Union officials shall have the right to enter the premises to satisfy themselves that this agreement is being observed provided such union officials notify the manager’s office in advance. Visits shall not be of a disruptive nature to impede company operational requirements.

Section 13: Base rate of pay is defined as the appropriate hourly rate of pay.

Section 14: The crews working in the SWFLANT and Waterfront Galleys, except main upper base galley, will be paid for all time on duty, including all breaks less than one hour in duration (i.e.

morning, afternoon, and meal).

Section 15: Family members may not directly supervise another family member. This applies to family members who work for the company in a supervisory role or who are union members working for the company on the same contract. For example, if a daughter is working as a shift lead, her father cannot work for her shift. As long as the manager I superior does not have the family member in direct contact on the same shift they are allowed to work for the company in a Union job.

Section 16: Family members seeking employment at BSA must use standard application practices.

No hiring based specifically on referrals will be permitted. BSA is an equal employment opportunity workforce. All hiring decisions of family members must be reviewed by management and/or HR representatives that are not affiliated with the family, to ensure compliance.

Section 17: If two employees marry, cohabitate, or become otherwise related, they must report the change in status to manager and/or human resources immediately. Failure to notify management and/or human resources immediately may result in termination. With this, the employees and management must devise a working solution to avoid possible nepotism problems. The two employees may not remain in any working relationship where one has more influence over the other. The choice of which employee will remain in the previous role will be based on seniority.

Section 18: Definition of family member is defined broadly as: Spouse, Domestic Partner, Parent, Sibling, Grandparent, Grandchild, Aunt, Uncle, Niece or Nephew, or Step, half, or in law relation for previous referenced relationships. Any other person with a close relationship such as a fiancé.

Cousins may be exempt due to the nature of such broad relations.

ARTICLE 9

ADMINISTRATIVE

Section 1: Each shift steward will be allowed up to eight (8) hours off with pay per month, not to be accrued, to conduct official Union business, Union meetings, confer with the other Union officials, and other related matters. In the last year of CBA, stewards will be allowed up to a total of an additional 8 hours for CBA negotiations. The Union representative will receive his/her base rate of pay plus any shift differential or lead pay associated with his/her position.

Section 2: All the provisions of this Agreement will be effective upon execution and ratification by the Company and the Union, except increases in wages, vacations, holidays and the welfare package, all of which will become effective 1 October 2024. All obligations of the Company under this collective bargaining agreement shall cease if the Company loses its contract for Mess Attendant Services at Naval Submarine Base Kings Bay.

Section 3: Each employee will be granted one (1) paid personal leave day equivalent to 6 (six) personal leave hours per month in addition to his/her paid holidays and paid vacation. Employees with tenure over eighteen (18) months may receive an advance on yearly PDO pay with Company approval. Each employee may select any personal leave day he/she desires provided he/she has sufficient earned credit to support this request, and, provided further that each request must be in writing on an approved form submitted to the employee's immediate supervisor at least seven (7) days in advance of the date requested, the Company must respond to the request within three (3) days, (excluding Saturday, Sunday, and Holidays), and if no response is received it shall be considered approved; this rule shall apply except in cases of illness, emergency or bereavement for immediate family members. The immediate family members are the employee and spouse's mother, father, sister, brother, children, stepchildren living with employee, grandmother and grandfather. PDO's can be used to extend vacation periods only after all earned vacation is used. The employee must obtain approval of his/her request in order to be granted such leave provided that approval will not be unreasonably withheld if the department in questions capable of discharging in its support mission to the Navy with remaining personnel. Any unused personal leave as of September 30, each year will be calculated and the employee given the option to use their leave by the second week of October, or have up to six (6) personal days carried over in to the next year and receive payment for the balance of the PDO.

Section 4: If a permanent schedule change or a new shift is added, shifts will be bid. If shifts are bid, they will be assigned based on seniority if requested by the employee. Results of shift bidding will not impair operational capabilities of the organization. Shift Bid schedule will be given to union office prior to shift bid occurring.

Section 5: Employees are entitled to receive pay for their scheduled shift unless the Navy’s KO reduces the contract requirement or it is requested by the employee to shorten the scheduled work period. A minimum 5-day notice will be given for any change in shift. If there is a question, the company will provide proof of reduction to the union.

Article 9, Sect. 6 - The union is to be notified when an employee is out for more than 1 week for other that vacation purposes.

Article 9, Sect. 7 - The company agrees that it will deduct money, from the employees that wish to participate, payroll and submit a separate check to the union for the union membership sponsored welfare fund.

ARTICLE 10

MILITARY SERVICE

Section 1: Any employee who is drafted for military service or training in the Armed Forces of the United States or its subdivisions, shall upon completion of such service or training, be restored to the exact status, including any wage increase, that he/she would have had if his/her employment had not been interrupted.

Section 2: An employee who is a member of the National Guard or Military Reserve will be granted a leave of absence when ordered to active duty for the annual two weeks training period and will be paid the difference, if any, in pay between his/her military pay and their regular pay.

ARTICLE 11

DUES DEDUCTION

Section 1: All employees, as a condition of employment, shall be required to make periodic tender of money to the Union in an amount not to exceed the cost of collective bargaining and representation. The first such tender to be made within fifteen (15) days following the thirtieth (30th) day of their employment by the Company or the effective date of this Agreement, whichever is later. Failure of an employee to comply with this requirement shall, upon written request of the Union, result in the termination of such employee. This Section shall not preclude any employee who wishes to voluntarily become a member of the Union to do so.

Section 2: It is understood and agreed that this Article in no way requires the employee to become or remain a member of the Union as a condition of employment. This provision shall not apply if such requirement for continued employment is prohibited by law. If the terms of this Agency Shop are in the future declared unlawful by a court of competent jurisdiction, the provisions of the Article shall not apply.

Section 3: The Union shall indemnify the Company and save it harmless from any claim, loss, damage, cost or expense arising out of the discharge of the employee/or deductions made pursuant investigation of, but shall be entitled to rely on any representation made by the Union with respect to the discharge of any employee of failure to comply with the requirements set forth in Section 1 of this Article. In the event it is determined by any proper judicial or quasi- judicial forum that any employee was improperly discharged or a deduction(s) improperly made by the Company acting on the Union's advice, the Union will indemnify and hold the Company harmless from all claims.

Section 4: The Company agrees to deduct each month the regular monthly Union Dues and/or initiation fees, as provided for in Section 1 of this Article, commencing with the dues deduction for the authorized month, required as a condition of continuing employment, from the pay of those employees who are covered by the terms and conditions of the Collective Bargaining Agreement, and who are employed during said month, and who shall have executed and furnished the Company an authorization in the form, furnished by the Union, appearing as Exhibit "A" attached to this Agreement and made a part thereof.

Section 5: The Union shall furnish the Company the 15th day of each month any authorizations, which may have been executed. As provided in the authorization form, it shall contain the name, signature and social security number of the employee executing the form.

Section 6: Deductions shall be made from the first paycheck received each month by the employee, provided that deduction has been properly authorized as outlined above, and provided further that sufficient earnings remain to cover the Union dues after the deductions required by law and such deductions shall continue in like manner thereafter, except as qualified herein.

Section 7: The Union accepts all responsibility for the authenticity of each of said authorizations and any said authorizations, which are incomplete or in error will be returned to the Union immediately for correction.

Section 8: In cases where deductions for dues are made from the pay of any employee who has previously paid such duties, the Union will make refund directly to such employee.

Section 9: Deductions shall be remitted not later than the 25th day of each month in which the deductions are made to the financial officer who shall be properly designated by the Union. The Company shall also furnish each month to the local financial officer two (2) copies of a list of those employees for whom dues deductions have been made.

ARTICLE 12

SENIORITY

Section 1: New employees regardless of classification shall be considered on probation for a period of ninety - (90), calendar days worked from the date of hire. Any employee may be terminated during his/her probation period without recourse to the grievance or arbitration procedures. The union and the employer recognize the requirement for a TNAC and/or security clearance, per Government requirements, as a condition of employment and further, acknowledge failure to obtain and maintain the required clearances will result in termination of employment, without recourse to the grievance/arbitration procedure.

Section 2: Seniority shall commence with the date of employment on the payroll of the Company under this Agreement in any classification hereunder. If more than one person has the same seniority date, the person with the highest last four digits of their social security number will be senior.

Section 3: If a reduction in force is necessary, the junior employee or employees in the classification performing the type of work being reduced shall be laid off.

Section 4: Seniority rights of an employee, who, on the date they are laid off, has less than one

(1) year of service under this Agreement, shall terminate with no recall/rehire rights. Seniority rights of an employee, who, on the date of their layoff, has one (1) year or more of service under this Agreement, shall be placed on a recall list, based on seniority, for the next twelve (12) months.

Section 5: Recall after a layoff shall be in accordance with the seniority of the employees laid off to the extent that they are qualified. The Company shall send a notice of rehiring by certified mail to the last known address on file, and, if the employee fails to report to work within ten (10) calendar days after registry date of recall letter, he/she shall lose all seniority rights.

Section 6: A non-bargaining unit employee going to a bargaining unit position will retain his/her original Kings Bay Hire Date for vacation accrual purposes, however he/she will start accruing union seniority from the date he/she enters the bargaining unit and will receive no credit for his/her Company time unless specifically approved by the Union.

Section 7: Before any new employee is hired in any labor classification, employees of that same employer covered by this Agreement shall be given an opportunity to qualify for such job openings in accordance with their seniority. All job openings in all labor classifications shall be posted conspicuously for five (5) days. (Reposting after sixty (60) calendar days if not filled). Any employee wishing to fill a job opening shall notify the Company in writing within the prescribed time limits listed above. The senior qualified employee shall be awarded the opening. This clause will be administered by each Company, which is party hereto, and this clause if only effective as to an employee's particular employer.

Section 8: An employee, who is discharged for cause, accepts employment, with the Company under another Collective Bargaining Agreement, or who resigns from the service of the Company, shall lose all seniority rights.

ARTICLE 13

WORK CLOTHING AND TOOLS

Section 1: Employees may be required to wear clothing that is reasonably suitable and safe for the type of work they are assigned. Safety shoes, if required, will be furnished by the employer.

Employees are required to furnish and wear black safe shoes with non-skid sole and blue socks.

The company will provide all employees a $100.00 shoe allowance in the first paycheck of December 2018 and $150.00 in the first paycheck of December each year thereafter.

Section 2: In those instances where the uniforms furnished are made of "wash wear" materials, may be routinely washed and dried with other personal garments, and do not require any special treatment such as dry cleaning, daily washing, or commercial laundering in order to meet the cleanliness or appearance standards set by the terms of the Government contract and the contractor, by law, or by the nature of the work, there is no requirement to pay maintenance costs.

Section 3: The Company will provide each employee f our (4) uniform shirts and pants.

Employees will be allowed to purchase additional uniform items at cost. These uniforms will be wash and wear uniforms and maintained in accordance with section two (2) of this article. Any repair or replacement of the uniforms will be the employer's responsibility. This is to include shirts and pants; employees will be allowed to purchase additional uniform items at cost.

ARTICLE 14

WORKING WEEK

Section 1: The workweek shall consist of seven (7) days beginning immediately after 0001 on Friday and ending at 2400 hours the following Thursday. The regular weekly work schedule shall consist of five (5) workdays the length of which will be determined by work load and scheduling by the Project Manager. Meal periods, (meal periods are unpaid except as otherwise noted), will be provided for shifts greater than four hours. Hours of shift other than those bid on by the employee may be adjusted as agreed upon between the parties by seniority. A permanent schedule with defined hours will be developed and bid on by the employees and such bids will be awarded based on seniority. In the event a dispute arises concerning the length of the workday as it relates to lunch periods, the Company may implement its requirement if agreement cannot be reached and the Union is free to bring the issue forth under the grievance procedure.

Section 2: The normal workweek shall consist of seven (7) days beginning after 0001 on Friday and ending at 2400 hours the following Thursday. The Company will make every reasonable effort to provide each employee with a maximum of 29.5 hours per week. In determining the number of hours each week for each employee the Company will take into consideration, among other things, the desires of the employees. Pay periods shall begin on a specific day and employees shall be paid every two weeks.

Section 3: Employees will be given a permanent schedule that includes at least two (2) consecutive days off as dictated by the Navy Contract. Additionally, the workweek will be scheduled so that the most senior employee is scheduled for hours that are equal to, or more than, all employees with less seniority whereas any such schedule is subject to shift bidding.

Section 4: Where employees are required to maintain continuous operation of departments or assignments, days off may be fixed or rotated consistent with the requirements of the service.

The Company will make every reasonable effort to arrange work schedules so that a maximum number of employees will be off duty on Saturdays and Sundays consistent with operational requirements.

Section 5: All time worked in continuous tour of duty, including overtime, shall be considered as work performed on the workday within which the tour of duty is started.

Section 6: Changes in hours or assignments to shifts may be made whenever necessary. Except in emergency, five (5) days' notice shall be given in advance of such changes.

Section 7: In the establishment or changing of the starting time for the commencement of shifts, the Company will consider among other items, the desires of the employees involved.

Section 8: Any employee reporting to work and notified by the Company to cease work due to a hurricane or any other natural emergency, will be paid a minimum of four (4) hours. Telephone notification given at least two (2) hours prior to the regular starting time of their shift not to report to work shall be presumed conclusively to have been received by all employees to whom such notifications are directed. Any employee affected by such notice shall be entitled to two (2) hours pay each day thereafter for their normal scheduled workdays. In the event the Navy deducts said days from the Company’s contract, there will be no payment to employees.

Section 9: Any full-time employee hereunder who is required to report for a regular tour of duty without being given at least seven and one-half (7½) hours off after the completion of the previous regularly scheduled tour of duty, including overtime shall be paid at the applicable overtime rate for all time worked during the second regular tour of duty.

ARTICLE 15

LEAVE OF ABSENCE

Section 1: Upon the approval of the Company, an unpaid leave of absence of up to ninety (90) days may be granted an employee. During such leave, the employee's seniority shall accumulate.

An employee cannot be placed on a Leave of Absence until all sick leave, PDO's and vacation is exhausted.

Section 2: Upon written request of the President of the Local, any employee elected or appointed for full-time Union activity shall be granted a leave of absence without pay, not to exceed one year. This leave shall be renewed upon written application. Seniority will accumulate during the period of such leave.

Section 3: If such leave, under Section 1 or 2 above, is extended by the Company the employee will retain but will not accrue seniority, except that seniority shall continue to accrue on leave for Union business. An employee accepting any employment while on leave of absence except as specially approved in writing by the Company automatically terminates employment with the Company.

Section 4: Employees, who because of a bona fide illness require time off, will be granted appropriate leave of absence. Employees may be granted medical leave upon presentation of acceptable documentation. Seniority will continue to accrue during such leaves. In no event will seniority accrue for more than one (1) year.

Section 5: Time spent on leave of absence shall not count for vacation, sick leave, or pay review.

Section 6: Notwithstanding other provisions of this Agreement, time spent on a leave of absence occasioned by an industrial illness, or industrial injury shall not affect the employee's wage review period to the extent that such wage review is automatic. Workers who are absent for work due to a work related injury will be placed on leave of absence status beginning on the eighth (8) calendar day. This understanding shall not constitute a waiver of other established requirements for purposes of reclassification. As to those employees who have been on medical leave of absence during the one-year period immediately prior to his/her anniversary date, an employee's vacation entitlement will be reduced by a percentage equivalent to the time off for the one-year period immediately prior to the employee's anniversary date.

ARTICLE 16

ABSENCE FROM DUTY

Section 1: Any employee hereunder shall not be absent from duty without prior permission in writing except for reasons of sickness, injury or other justifiable cause beyond the control of the employee.

Section 2: An employee hereunder who is prevented from reporting for duty by reason of sickness, injury, or otherwise justifiable cause beyond the control of the employee shall promptly notify his/her immediate supervisor or an absentee control point, if established by the Company, of his/her inability to report to work giving reason for his/her absence. Such notice will be recognized if given one (1) hour prior to commencement of 1st shift or one and one-half (1 ½ ) hours prior to commencement of 2nd and 3rd shifts, except when prevented by personal emergency. In the event of continued absence, all changes in status as noted by the doctor must be reported to the Company within one working day after the physician reports the status change to the employee. When an employee calls out sick, he/she need only call out once for the duration of the illness, however, prior to returning to work the employee must call in prior to the end of his/her shift the day immediately preceding the date of return.

Section 3: For shift work, if the relief is late, the employee to be relieved has the option of completing the shift. The tardy employee, if not required, will be sent home. If an employee is late to work and the Company has already assigned his/her work to another employee, the tardy employee, if not required, will be sent home without compensation.

Section 4: An employee absent for medical reasons for more than three consecutive work days will present to the Company a release to work notice signed by the physician and SUBASE Preventive Medicine prior to returning to work. Management must be given twenty-four (24) hours’ notice of intention of returning to work.

ARTICLE 17

OVERTIME COMPENSATION

Section 1: No overtime shall be worked unless preauthorized by a member of management.

Section 2: Time worked in excess of thirty-five (35) hours in any workweek or 8 hours in a work day, exclusive of meal periods, shall be considered as overtime and paid at the rate of time and a half.

Section 3: Employees hereunder shall not be required to suspend work in their regularly scheduled hours to absorb overtime.

Section 4: Overtime work will be allocated based on seniority, with the most senior qualified member given the first opportunity to accept/decline. Once offered to senior qualified member the next opportunity will be extended to the next senior qualified member until all qualified members have been extended the opportunity for hours outside their shift bid schedule.

Section 5: An employee whose overtime working period continues into the following day shall continue to receive overtime rates for all overtime so worked. If the employee is a full-time employee and such overtime work period shall continue so that its termination shall fall within seven and one-half (7 1/2) hours prior to his/her resumption of work in the succeeding workday, he/she shall receive overtime rates for all time worked during his/her regular work period for such workday.

Section 6: Overtime compensation shall be computed based on actual overtime worked to the nearest one-tenth (1/10) hour.

Section 7: A premium rate of time and one half shall be paid for not less than four (4) hours to any employee called back to work on any emergency or for any duty not continuous with the regular workday. This will include staff meetings, virtual trainings, and renewal of any badge required to work

Section 8: No pyramiding of overtime pay will be allowed, as an example, hours worked and paid at overtime rates occasioned by a holiday will not count towards the thirty-five hour threshold for normal overtime.

Section 9: The Company will make every reasonable effort consistent with its operating requirements, to give affected employees one (1) hour notice when overtime work is required. If given one (1) hour notice to work overtime, an employee is required to work overtime except in cases of bona fide emergencies. Exceptions will be considered on a case-by-case basis.

ARTICLE 18

JURY DUTY

Section 1: Employees who serve, as jurors shall receive their regular time rate less the fee received for jury services. Upon return from jury duty, employees will submit proof of attendance.

ARTICLE 19

VACATIONS

Section 1: Vacation is earned and payable when an employee reaches his/her employment anniversary date at Kings Bay as provided by the union. The amount of earned vacation as of the anniversary date is based on 40 hour weeks and on the number of hours worked in the year prior to the anniversary date. That equation works like this: an employee entitled to one week vacation who worked 1534 hours in the previous year will receive 29.5 hours vacation, (1534÷2080 hours=0.7375, 40x0.7375=29.5 hours vacation) Vacation is not earned and payable until the employee’s anniversary date has been reached while employed by the company.

Section 2: All hours in a paid status will count as hours worked.

Section 3: Employees shall be entitled to a paid vacation on the following basis:

(a) If in the continuous employ of the Company or its predecessor for one (1) year, vacation entitlement of one (1) week pro rata.

(b) If in the continuous employ of the Company or its predecessor for four (4) years or more, vacation entitlement of two (2) weeks pro rata.

(c) If in the continuous employment of the Company or its predecessor for ten (10) years or more, vacation entitlement of three (3) weeks pro rata.

(d) If in the continuous employ of the Company or its predecessor for fifteen (15) years or more, vacation entitlement of four (4) weeks pro rata.

(e) If in the continuous employ of the Company or its predecessor for twenty (20) years or more, vacation entitlement of five (5) weeks pro rata.

(f) Vacation credit will accrue during any calendar month to eligible employees who are on active status, paid personal leave or vacation for more than one-half (1/2) of the calendar month.

(g) Compensation for the vacation period shall be computed at the employee's base rate of pay plus shift differential and lead pay (as appropriate) in effect at the time the vacation is taken.

(h) Employees shall receive vacation pay in advance of their vacation, provided pay is required in writing at least two (2) weeks in advance of the pay day immediately prior to the date approved for the start of such vacation.

(i) An employee who has completed twelve (12) months of service shall be paid for his/her accrued vacation upon termination of employment.

(j) Employees shall be permitted to split their vacation, however, in splitting his/her vacation after the employee expresses his/her preference for one portion of his/her vacation, he/she will be precluded from selecting the remainder of his/her vacation until all other employees have been given an opportunity to express a vacation preference. Initial selection of vacation preference must be made for each fiscal year (1 Oct - 30 Sept) prior to Nov 1.

(k) Vacation preferences shall be submitted to the Company for approval and senior employees shall have vacation preference provided the employee makes their request at least thirty (30) days in advance and such request is for three or more days off excluding regular days off, employees shall receive a response within 5 days, (excluding Sat., Sun. and holidays). The Company will allow as many employees as operational requirements permit to take vacations at any one time. Vacations in excess of two (2) weeks' duration are discouraged but will be considered on an individual basis.

(l) Vacation can be accumulated up to 200 hours. On Sept 30th of each year, any earned vacation hours in excess of 200 hours will be paid to the employee, on a separate check (direct deposit).

(m) Employees entitled to earned vacation can request payment of their earned vacation in minimum blocks of twenty hours. Requests must be in writing two

(2) weeks prior to the payday the payment is desired.

(n) Vacations will normally be scheduled to begin following an employee's regular off days, and such off days will not be counted as vacation days. Personal Day Off (PDO) or vacation hours may be used for time off. Requests for time off must be made in writing to the project manager five (5) days in advance.

(o) Vacation may be submitted at least one (1) month prior to time off.

ARTICLE 20

HOLIDAYS

Section 1: The following holidays will be granted to employees and paid at the greatest number of hours worked per day in the previous week at straight time pay:

Labor Day Christmas Day Independence Day New Year’s Day Columbus Day Memorial Day Martin Luther King’s B-day Veterans Day Presidents Day Thanksgiving Day Birthday Juneteenth

Any employee who works on a holiday will receive time and one half for all hours worked on the holiday in addition to their holiday pay. When holiday work requirements cause an employee’s regular work week to exceed 35 hours, the employee will receive time and one half for all hours worked on the holiday, however, those hours worked on the holiday will not count towards the 35 hours for regular overtime calculations.

Section 2: In order to be eligible for a holiday, the employee in question must have worked the last scheduled working day immediately before and after the holiday, unless his/her absence is due to on-the-job injury, emergencies or excused absence.

Section 3: When a holiday falls on an employee's day off, his/her next workday shall be observed as the holiday. An extra day will be added to the employees' paid vacation if a holiday falls within the vacation period.

Section 4: Requests for holidays off will be issued by seniority.

Section 5: If by presidential or executive order a holiday is added the company will match the holiday.

Section 6: In the event of a schedule change due to holiday meal hours being changed by military personnel. Employees may submit PDQ and/or vacation hours to supplant for time loss due to meal/shift hour changes.

ARTICLE 21

VARIANCE WITH PREVAILING WAGE RATES

Section 1: It is the desire, belief and intent of the parties hereto that the wage rates and fringe benefits established herein are not substantially at variance with those who prevail in the locality for services of similar character, and should it be decided by an Administrative Law Judge pursuant to the provisions of 41 U.S.C. {351, et seq. that either the wage rates or the fringe benefits are substantially at variance with those which prevail for services of similar character in the locality, then in that event and that event only, the parties agree to open this contract and adjust such wage rates and/or fringe benefits that were decided to be at variance in such a manner as would cause them not to be a variance with those that prevail for services of a similar character in the locality.

ARTICLE 22

WAGES

Section 1: The Company will pay all employees for each hour worked up to forty hours per week an additional hourly amount as outlined in the wage determination as approved by the Navy’s Contracting Officer in lieu of the health and welfare package and all other fringe benefits other than negotiated, vacation and those legally required such as FICA, FUI and SUI. Parttime employees are those who are regularly scheduled for less than 30 hours per week.

Section 2:

FSA Hourly wages 10/01/24 02/01/25 02/01/26 02/01/27 $ 17.20 $ 18.70 $ 19.70 $ 20.70

Lead Worker 10/01/24 02/01/25 02/01/26 02/01/27 $ 18.70 $ 20.20 $ 21.20 $ 22.70

Cook I 10/01/24 02/01/25 02/01/26 02/01/27 $ 26.00 $ 27.50 $ 28.50 $ 29.50

Cook II 10/01/24 02/01/25 02/01/26 02/01/27 $ 24.50 $ 26.00 $ 27.00 $ 28.00

Health & Welfare 10/01/24 02/01/25 02/01/26 02/01/27

$ 5.36 $ 5.36 TBD TBD

ARTICLE 23

GRIEVANCE PROCEDURE

Section 1: The Company agrees to meet with the Union at any reasonable time for the purpose of handling complaints and grievances of the employees covered by this Agreement. Any controversy between any employee or employees, or the Union, and the Company involving the application, interpretation or alleged violation of any provision of this Agreement except violations or alleged violations of Article 6 or Article 7, shall be considered a grievance.

Section 2: When the Company requests a meeting with one or more of the Union Stewards during working hours, the Stewards will not be docked for time lost in attending such meeting;

however, pay for such meeting shall not extend to hours in excess of eight (8) in one workday and no overtime shall be paid.

Section 3: The Company agrees to recognize three (3) stewards for this group.

Step 1: Any employee having a complaint or grievance under this Agreement shall first discuss their grievance with the Company’s project manager and steward or union representative in an attempt to resolve the grievance. The aggrieved employee or his/her Steward shall discuss the grievance with the Company’s project manager not later than five (5) calendar days after the occurrence causing the complaint or grievance. Within five (5) calendar days from receipt of verbal notification of the grievance or complaint, the Company’s project manager will provide a verbal response to the aggrieved employee or his/her Steward or union representative.

Step 2: If the matter is not resolved by the Company’s project manager, then the complaint or grievance shall be reduced to writing and signed by the aggrieved employee and the Steward and submitted along with any and all documents to be considered to Base Services of Athens, Inc.’s president or his/her designee within six (6) calendar days after the date of the decision given by the project manager.