Appendix B CBA Windwalker ACPs.pdf

CONTRACT AGREEMENT between WINDWALKER GROUP, LLC and UNITED

FEDERATION OF SPECIAL POLICE and SECURITY OFFICERS, INC.

Thereof representing the ACCESS CONTROL PERSONNEL at the Department of the Navy, Naval Surface Warfare Center - Philadelphia Division (NSWCPD)

APPENDIX B: ECONOMICS

HOLIDAYS

Section 1

The Employer shall grant to all employees the following holidays off with pay (or pay in lieu thereof, if normally scheduled to work that week day). Holiday benefits shall be paid as specified in Section 3 below, provided that the employee shall work his or her regularly scheduled work day prior to the holiday and after the holiday, and the holiday if scheduled:

• New Year's Day

• Martin Luther king's Birthday

• President's Day

• Memorial Day

• Independence Day

• Labor Day

• Columbus Day

• Veteran's Day

• Thanksgiving Day

• Christmas Day

Section 2

An employee who is required to work on a holiday shall receive holiday pay in addition to his or her regular wage.

Section 3

Holiday pay will be paid out in accordance with regular payday procedures and Full-time employees will be paid eight (8) hours for each holiday. Part time employees will have holiday pay prorated as per the service contract act procedures.

VACATION

During the term of this Agreement all employees who qualify as full-time employees covered by this Agreement shall vest vacation leave/pay on their anniversary dates based upon completed years of service by the employee, without break in service and in accordance with the following schedule:

One year up to five years continuous employment = 10 days’ vacation;

Five years of continuous employment = 15 days’ vacation;

Fifteen years continuous employment = 20 days' vacation.

Part-time employees will receive a pro-rated amount of vacation based upon percentage of hours worked divided by 1870 which is the average number hours worked by a full-time employee per year. Example: part-time employee with 3 years' service worked 1008 hours in a year - 1008/1872 = .538 x 80 = 43 vacation hours.

Section 2

Vacation pay shall be payable following the employee's anniversary date before the end of the anniversary year.

Section 3

All vacation requests must be submitted on Employer leave approved request forms and signed by the employee. Vacation time shall be granted

ABSENCE DUE TO ILLNESS & SICK PAY

All full-time Employees shall be entitled to sick leave benefits:

Section 2 - When Sick Pay Is Payable

Full-time employees shall accrue paid personal/sick days upon satisfactory completion of the probationary period. These hours will be considered worked hours. Up to a maximum of 56 hours of sick leave per year. Part-time employees shall receive a prorated benefit, based upon same formula used for vacation. New employees may not use Sick Leave during the Probationary Period and shall not be entitled to any cash out if terminated during the Probationary Period. All unused sick leave shall be paid to employees at the end of each calendar year with the Government, or when the Employer's contract with the Government terminates, or when the employment of an employee with the Employer terminates, whichever occurs first. An Employee who is unable to report to work because of illness must call in at least four (4) hours prior to the beginning of his/her regular shift to be eligible for paid Sick Leave or as early as reasonable to promote notification. Employees may use Sick/Personal leave to cover such absences. Sick/Personal leave will be payable for full days of absence due to illness commencing on the first day of such absence. The Employer may require written proof of the employee's disability or require a written statement from a medical care provider if the employee is absent three (3) consecutive days.

Section 3 - Notice of Absence

An employee who will be absent due to illness or injury must provide the Employer with notice of his/her anticipated absence as soon as the need to be absent becomes known to the employee, regardless of the length of the anticipated absence and regardless of whether the employee seeks sick pay for the absence. A phone call and/or text message to the employee’s supervisor is the acceptable method of notifying the employer of an absence.

Section 4 - Medical Certification

An employee who is absent due to illness or injury for three (3) consecutive work days (regardless of whether the employee seeks sick pay) shall be required to provide to the Employer a physician's statement supporting the employee's absence and certifying that the employee is able to return to work. Such physician's statement shall be provided within three days of returning to work. If the Employer questions the physician's statement submitted by the Employee, the Employer may require the Employee to obtain a second opinion by a physician designated by the Employer (at the Employer's expense). If the opinion of the second physician and the Employee's physician differ, the Employer may require the employee (at the

Employer's expense) to obtain a third opinion from a physician whose opinion shall be final and binding.

Where an employee fails to provide medical certification as required by this Article, or where medical certification does not support the employee's absence, the employee will not be entitled to sick pay, and may be subject to disciplinary action or discharge. An employee who does not provide medical certification that he/she is able to return to work, if required or reasonably requested under this Article, will not be permitted to return to work.

Section 5

Where an employee takes leave pursuant to the Family & Medical Leave Act, the provisions of the Act will supersede any provision of this Article which is inconsistent.

Section 6 - Pay Out of Sick Leave

Sick Days may not be carried over from one calendar year to the next. All unused Sick Days shall be paid out to the Employee at the end of each calendar year.

BEREAVEMENT LEAVE

An employee is entitled to bereavement leave with pay for not more than three (3) days when absence from work is necessitated due to the documented death of spouse, child/step child/foster child, siblings, parents/step/adopted parents (including in-laws), son/daughter in law and grandparents. The employer may require the employee to provide documentation to substantiate the need for the leave.

HEALTH AND WELFARE

The Company shall contribute to a health insurance plan selected by the Employer, on behalf of each eligible bargaining unit employee, the sums set forth below, per hour for all straight time hours paid (and not for overtime, or paid cash-out vacation), for a maximum of 40 hours per week. hours paid (and not for overtime, or paid cash-out vacation), for a maximum of 40 hours per week. Employees who select coverage, and have residual contribution remaining, the difference between the cost of the insurance and the total contribution amount, if any, shall be contributed to the Employer’s sponsored eligible benefits (e.g. short term/long term disability, life/ADD, vision and dental insurance – Life/ADD and 401k only). Employees who demonstrate with written evidence that they are covered by insurance coverage that meets the requirements of the Afford able Care Act (ACA) may have the entire amount of their insurance contribution contributed to the Employer’s sponsored eligible benefits (e.g. short term/long term disability, life/ADD, vision and dental insurance – Life/ADD and 401k only). Additional contributions required to cover employees’ premiums shall be made by payroll deductions from the employee's paycheck.

Health and Welfare

Current rate $4.13

*10/1/19 $4.48

Health and Welfare is paid on all hours upt to 40 hours per week 2080 hours per year to include all vacation, holidays and sick

ACP: current $19.12 per hour

10/1/19 $19.98 per hour

The union and the employer agree to meet 90 days prior to 10/1/19, 10/1/20 and 10/1/21 to negotiate wage increases and health and welfare increase.