70RFPW23RW9000002 A0001.pdf

(x)

70RFPW23RW9000002

x x

1 copies of the amendment; (b) By acknowledging receipt of this amendment on each copy of the offer submitted ; or (c) By separate letter or telegram which includes a reference to the solicitation and amendment numbers. FAILURE OF YOUR ACKNOWLEDGEMENT TO BE RECEIVED AT

THE PLACE DESIGNATED FOR THE RECEIPT OF OFFERS PRIOR TO THE HOUR AND DATE SPECIFIED MAY RESULT IN REJECTION OF YOUR OFFER. If by virtue of this amendment you desire to change an offer already submitted , such change may be made by telegram or letter, provided each telegram or letter makes reference to the solicitation and this amendment, and is received prior to the opening hour and date specified.

x

Auburn WA 98001 Attn: Cedric Bedgood

OPO/FPS/WEST CCG/R9

400 15th Street SW Ofc of Procurement Operations - FPS U.S. Dept. of Homeland Security DHS/FPS/West CCG/Region 9

Auburn WA 98001 400 15th Street SW

70RFPW

Federal Protective Service Acq. Division Office of Procurement Operations U.S. Dept. of Homeland Security

FPS WEST CCG (70RFPW)

04/27/20230001

13. THIS ITEM ONLY APPLIES TO MODIFICATION OF CONTRACTS/ORDERS. IT MODIFIES THE CONTRACT/ORDER NO. AS DESCRIBED IN ITEM 14.

12. ACCOUNTING AND APPROPRIATION DATA (If required) is not extended.is extended, Items 8 and 15, and returning

Offers must acknowledge receipt of this amendment prior to the hour and date specified in the solicitation or as amended , by one of the following methods: (a) By completing

The above numbered solicitation is amended as set forth in Item 14. The hour and date specified for receipt of Offers

11. THIS ITEM ONLY APPLIES TO AMENDMENTS OF SOLICITATIONS

FACILITY CODE CODE

10B. DATED (SEE ITEM 13)

10A. MODIFICATION OF CONTRACT/ORDER NO.

9B. DATED (SEE ITEM 11)

9A. AMENDMENT OF SOLICITATION NO.

CODE

8. NAME AND ADDRESS OF CONTRACTOR (No., street, county, State and ZIP Code)

7. ADMINISTERED BY (If other than Item 6)CODE 6. ISSUED BY

PAGE OF PAGES

4. REQUISITION/PURCHASE REQ. NO.3. EFFECTIVE DATE2. AMENDMENT/MODIFICATION NO. 5. PROJECT NO. (If applicable)

1. CONTRACT ID CODE

AMENDMENT OF SOLICITATION/MODIFICATION OF CONTRACT

04/27/2023

CHECK ONE A. THIS CHANGE ORDER IS ISSUED PURSUANT TO: (Specify authority) THE CHANGES SET FORTH IN ITEM 14 ARE MADE IN THE CONTRACT

B. THE ABOVE NUMBERED CONTRACT/ORDER IS MODIFIED TO REFLECT THE ADMINISTRATIVE CHANGES (such as changes in paying office, C. THIS SUPPLEMENTAL AGREEMENT IS ENTERED INTO PURSUANT TO AUTHORITY OF:

D. OTHER (Specify type of modification and authority) appropriation date, etc.) SET FORTH IN ITEM 14, PURSUANT TO THE AUTHORITY OF FAR 43.103(b).

E. IMPORTANT: Contractor is not, is required to sign this document and return __________________ copies to the issuing office.

ORDER NO. IN ITEM 10A.

16A. NAME AND TITLE OF CONTRACTING OFFICER (Type or print)15A. NAME AND TITLE OF SIGNER (Type or print)

15C. DATE SIGNED 16B. UNITED STATES OF AMERICA 15B. CONTRACTOR/OFFEROR 16C. DATE SIGNED

(Signature of person authorized to sign) (Signature of Contracting Officer)

Paul Metzger

STANDARD FORM 30 (REV. 10-83)

Prescribed by GSA

FAR (48 CFR) 53.243

NSN 7540-01-152-8070

Previous edition unusable

14. DESCRIPTION OF AMENDMENT/MODIFICATION (Organized by UCF section headings, including solicitation/contract subject matter where feasible.)

Requisition No: 192123R09NV21P0251

CS: Cedric Bedgood, cedric.bedgood@fps.dhs.gov; 253-876-6829

CO: Paul Metzger, paul.metzger@fps.dhs.gov; 253-876-6842

ARMED PROTECTIVE SECURITY OFFICER (PSO) SERVICES STATE OF NEVADA

The purpose of this amendment is to replace Collective bargaining Agreement (CBA) pages 377 of 525 through 465 of 525 and replace with new attached CBA-2023-176 rev 2, CBA-2023-177 rev 0, and CBA-2023-178 rev 0.

Continued ...

Except as provided herein, all terms and conditions of the document referenced in Item 9 A or 10A, as heretofore changed, remains unchanged and in full force and effect .

TEL: EMAIL: (253)876-6842 Paul.Metzger@fps.dhs.gov

ITEM NO. SUPPLIES/SERVICES QUANTITY UNIT UNIT PRICE AMOUNT

NAME OF OFFEROR OR CONTRACTOR

2 87

CONTINUATION SHEET

REFERENCE NO. OF DOCUMENT BEING CONTINUED PAGE OF

(A) (B) (C) (D) (E) (F)

70RFPW23RW9000002/0001

There are no other changes as a result of this amendment. All other terms and conditions remain the same.

*****OFFERORS ARE ENCOURAGED TO REVIEW THE RFQ

PACKAGE IN ITS ENTIRETY. ANY SUBMISSION WHICH

DOES NOT MEET THE REQURIEMENTS OF THIS RFQ WILL

BE REMOVED FROM AWARD CONSIDERATION. *****

Referenced Documents/Attachments to Amendment 1:

1 - CBA-2023-176 rev 2, CBA-2023-177 rev 0, and

CBA-2023-178 rev 0 dated 03/29/2023.

Period of Performance: 03/01/2024 to 02/28/2029

NSN 7540-01-152-8067 OPTIONAL FORM 336 (4-86)

Sponsored by GSA

FAR (48 CFR) 53.110

3/29/23, 11:28 AM

SAM.gov https://sam.gov/wage-determination/cba/agreement/72035/document 1/1

REGISTER OF WAGE DETERMINATION UNDER | U.S. DEPARTMENT OF LABOR

THE SERVICE CONTRACT ACT |EMPLOYMENT STANDARDS ADMINISTRATION

By direction of the Secretary | WAGE AND HOUR DIVISION of Labor | WASHINGTON D.C. 20210

| Wage Determination No.: CBA-2023-176

Diane Koplewski Division of | Revision No.: 2

Director Wage Determinations| Date Of Last Revision: 03/29/2023

State: Nevada

Area: Clark

Employed on FPS WEST CCG contract for Homeland Security, Department of contract for Armed Protective Security Officer (PSO)

Services..

Collective Bargaining Agreement between contractor: Global Security Corporation, Inc., and union: International Union, Security, Police and Fire Professional of America (SPFPA) Local , effective 10/01/2023 through

09/30/2026.

In accordance with Section 2(a) and 4(c) of the Service Contract Act, as amended, employees employed by the contractor(s) in performing services covered by the

Collective Bargaining Agreement(s) are to be paid wage rates and fringe benefits set forth in the current collective bargaining agreement and modified extension agreement(s).

Attachment A

70RFPW23RW9000002 A0001 Page 3 of 87

AGREEMENT

BETWEEN

GLOBAL SECURITY CORPORATION, INC.

and the

INTERNATIONAL UNION, SECURITY, POLICE AND FIRE

PROFESSIONALS OF AMERICA (SPFPA) AND ITS

AMALGAMTATED LOCAL UNION 725

Representing Protective Security Officers Assigned to

Las Vegas and Henderson, Nevada

70RFPW23RW9000002 A0001 Page 4 of 87

Table of Contents

PREAMBLE ..…………………………………………………………………………………..1

ARTICLE 1: RECOGNITION

ARTICLE 2: UNION SECURITY

ARTICLE 3: UNION RIGHTS

ARTICLE 4: MANAGEMENT RIGHTS

ARTICLE 5: NONDISCRIMINATION

ARTICLE 6: HOURS OF WORK

ARTICLE 7: WAGES

ARTICLE 8: LEAVES OF ABSENCE

ARTICLE 9: HOLIDAYS

ARTICLE 10: VACATION

ARTICLE 11: HEALTH AND WELFARE BENEFITS

ARTICLE 12: DISCIPLINE AND DISCHARGE

ARTICLE 13: GRIEVANCE AND ARBITRATION PROCEDURE

ARTICLE 14: SENIORITY

ARTICLE 15: CONTINUITY OF OPERATIONS

ARTICLE 16: SCOPE OF AGREEMENT

SIGNATURES

70RFPW23RW9000002 A0001 Page 5 of 87

PREAMBLE

THIS AGREEMENT is made and entered into this January 31, 2023, by and between Global Security Corporation, Inc. (GSC), hereinafter referred to as “the Employer”, and the International Union, Security, Police and Fire Professionals of America (SPFPA) and its Amalgamated Local Union 725, hereinafter referred to as “the Union”. Unless otherwise stated herein, the provisions of this Agreement are effective at the date of execution.

ARTICLE 1

RECOGNITION

Section 1.1 – Recognition of Union. The Employer hereby recognizes the Union as the exclusive representative of all full-time, part-time, reserve, armed and/or unarmed security officers, for the purpose of collective bargaining in respect to rates of pay, wages, benefits, hours of employment and other conditions of employment in the bargaining unit(s) assigned to federal facilities in Las Vegas and Henderson, Nevada pursuant to Contract No. 70RFPW18DW9000002 with the United States Department of Homeland Security, Federal Protective Service (DHS/FPS), hereinafter referred to as "the Contract", for which the Union was voluntary recognized or is currently certified by the National Labor Relations Board.

Should there be any conflict between the Employer’s Policies and Procedures Manual and the Collective Bargaining Agreement, the Collective Bargaining Agreement will control. Should there be any conflict between the Contract and this Agreement; the Contract will prevail.

Section 1.2 – Employees. Whenever used in this Agreement, the term "Employee(s)" shall mean all full-time, part-time, reserve, armed or unarmed security officers, employed by the Employer to perform service work on the Contract and as defined by Section 9(b)(3) of the National Labor Relations Act. It is expressly agreed and understood between the Parties that persons enrolled or participating in pre-hire training programs offered by the Employer shall not be considered Employees under this Section 1.2.

Section 1.3 – Probationary Employees. All Employees newly hired, or rehired after termination of their seniority, shall be classified as probationary employees for a period of ninety (90) calendar days from the first date the Employee performs work on the

Contract (stands post). During their probationary period, the employment relationship between the Employer and the probationary employee shall be at-will and the probationary employee may be subject to discipline or discharge at the discretion of the Employer without regard to the provisions of Article 12 of this Agreement.

70RFPW23RW9000002 A0001 Page 6 of 87

ARTICLE 2

UNION SECURITY

Section 2.1 – Membership. An employee who is not a member of the Union at the time this Agreement becomes effective shall become a member of the Union within ten

(10) days after the thirtieth (30th) day following the effective date of this Agreement or within ten (10) days after the thirtieth (30th) day following employment, whichever is later, as a condition of continued employment, and shall remain a member of the Union, to the extent of paying an initiation fee and membership dues uniformly required as a condition of acquiring or retaining membership in the Union, for the duration of this agreement.

Section 2.2 – Dues and Fees. Employees meet the requirement of being members of the Union, within the meaning of this Article, by tendering the periodic dues and initiation fees uniformly required as a condition of acquiring or retaining membership in the Union or, in the alternative, by tendering to the Union financial core fees and dues, as defined by the U.S. Supreme Court in NLRB v. General Motors Corporation, 373 U.S. 734 (1963) and Beck v. Communication Workers of America, 487 U.S. 735 (1988).

Section 2.3 – Requests for Discharge. In the event the Union requests the discharge of an employee for failure to comply with the provisions of this Article, it shall serve written notice on the Employer requesting that the employee be discharged effective no sooner than two (2) weeks after the date of that notice. The notice shall contain the reason for discharge. In the event the Union subsequently determines that the employee has remedied the default prior to the discharge date, the Union will notify the Employer and the employee, and the Employer will not be required to discharge that employee.

Section 2.4 – Right to Work Jurisdictions. Anything herein to the contrary notwithstanding, an employee shall not be required to pay money to the Union, or to become a member of, or continue membership in, the Union as a condition of employment, if employed in any state, in any location other than an enclave wherein exclusive federal jurisdiction applies, which prohibits or otherwise makes unlawful payment to a labor organization or membership in a labor organization as a condition of employment.

Section 2.5 – Dues Check Off. The Employer will deduct initiation fees, union dues and financial core fees from the wages of employees who voluntarily authorize the Employer to do so on a properly executed payroll deduction card. Such deductions shall be made from the first paycheck of each month, or the first pay received in that month in which the employee has sufficient net earnings to cover the Union membership dues or payments.

Funds deducted with a monthly summary showing name, address, date of hire, hourly rate, dues or service fee paid or not paid, and employees who have been terminated or placed on leave of absence shall be remitted to the Secretary-Treasurer of the International Union, SPFPA within fifteen (15) days after the first regular payday of the month.

70RFPW23RW9000002 A0001 Page 7 of 87

Section 2.6 – Schedule of Dues and Fees. The Union agrees it will promptly furnish to the Employer a written schedule of the Union dues, initiation fees, and proportionate share payments. The Union also agrees to promptly notify the Employer in writing of any changes to these amounts. Union authorization cards must be submitted prior to the fifteenth (15th) of the month proceeding the date that deductions are to be made.

Section 2.7 – Employer Indemnification. The Union agrees to indemnify the Employer against any loss or claim which may arise as a result of the Employer's compliance with the Union membership or check off articles. In addition, the Union agrees to return to the Employer any erroneous or improper overpayment made to it.

ARTICLE 3

UNION RIGHTS

Section 3.1. Stewards.

A. Recognition. The Employer recognizes the right of the Union to designate shop stewards. The Employer agrees to recognize the maximum of one (1) Chief Shop Steward for all employees and two (2) stewards for each work shift. Within sixty

(60) business days of the execution of this Agreement, the Union shall furnish to the Employer, in writing, the names of each of the Union’s designated stewards.

Changes to these assignments shall be provided by the Union to the Employer, in writing, at least five (5) business days of such change becoming effective.

B. Steward Authority. The authority of Stewards shall be limited to, and shall not exceed, the following duties and activities: representation of employees in disciplinary interviews consistent with Section 12.6 of this Agreement and as permitted under the National Labor Relations Act; the investigation and presentation of grievances in accordance with this Agreement; the transmission of such information messages to and from the Union, which shall originate with and are authorized by the Union’s Officers, provided such messages have been reduced to writing; and the right to bring a grievance to the Employer’s attention at the time of the occurrence in accordance with the terms of this Agreement. Such duties shall be conducted during non-working time and may not interfere with operations of the Employer. Such activities may be conducted during working time, in exceptional cases, where agreed upon by the Employer, but neither the Steward nor the employee shall depart from their normal job assignment without informing their immediate supervisor and disclosing the reason for such departure.

Stewards or other employees, who conduct Union business on working time, in violation of this provision, shall be subject to discipline under Article 12 of this Agreement. Provided that, it is expressly agreed and understood between the Parties that the Employer may schedule disciplinary interviews consistent with Section 12.6 of this Agreement during working time.

C. Compensation. Stewards shall not be compensated by the Employer for performing their duties as a shop steward.

70RFPW23RW9000002 A0001 Page 8 of 87

Section 3.2 – Union Postings. The Employer shall make a bulletin board available for use by the Union for the posting of notices at each work location (building). It is understood that where space cannot be made available, then an Employer/Union Bulletin Book may be provided for the same purpose. A designated Union official may only remove notices posted by the Union. The Employer designated representative may only remove Employer notices. The Employer reserves the right to remove any item deemed derogatory to the Employer, Employer client, or Employer subsidiaries. Union postings shall be approved by the Employer’s contract manager prior to posting. In the event that the contract manager denies a Union posting, the Union shall be allowed to appeal to the Employer’s human resources manager. The decision of the Employer’s human resources manager shall be final. This article is not subject to grievance or arbitration.

Section 3.3 – Union Activities. Neither Union officials nor employees shall, during the working time of any employees (excluding breaks and lunches) participating, solicit membership, receive applications, hold meetings of any kind for the transaction of Union business, or conduct any Union activity other than the handling of grievances to the extent such work time activity is specifically allowed by the Employer.

Section 3.4 – Government Cooperation. The parties recognize that they are providing a service to the United States Government. Therefore, the administration of the terms of this Agreement is subject to the wishes of the Government. The DHS/FPS may supersede any understanding regarding assignments, hours, shifts, credentials, qualifications, etc., as the DHS/FPS deems to be in the interest of the Government. Notwithstanding any provision of this Agreement, to the extent the Government requires compliance with specific procedures (e.g., security clearances, medical examinations, weapon proficiency testing, uniforms/appearance standards, staffing determinations, assignments, work rules, drug testing, etc.), or with the requirements of the Service Contract Act, the Employer shall notify the Union and meet and confer with the Union regarding the impacts of such change.

ARTICLE 4

MANAGEMENT RIGHTS

Section 4.1. The Union recognizes that any and all rights concerned with the management of the business and the direction of work force are exclusively those of the Employer. The Employer retains all of its normal, inherent common law rights to manage the business, whether or not exercised, as such rights existed prior to the time any union became the bargaining representative of the employees covered by this Agreement, except as limited by, and consistent with the rights of the Union and its represented employees as set forth in this Agreement or as established by law, statutes, and government regulations. The rights of management shall include the right to: hire, assign, schedule, lay off, recall, promote, demote, transfer, suspend, discharge, or otherwise discipline employees for just cause; determine establish or continue reasonable policies, practices, and procedures for the conduct of the business and, from time to time, to change or abolish such policies, practices or procedures in order to prevent any redundancy or duplication of work or for any other reason provided such rights and policies are not in conflict with any provision of this Agreement and do not abridge the rights and benefits of employees as conferred by this Agreement or otherwise; determine

70RFPW23RW9000002 A0001 Page 9 of 87 and select the uniform and equipment to be used in the Employer's operations and, from time to time, to change or to discontinue the use of any uniform or equipment and to select new uniforms or equipment for its operations, including equipment for new operations; to determine the number of hours per day or week that operations shall be carried on; to establish day and night shifts, to set the hours of work and the number of employees for such shifts, and from time to time to change the shifts and the hours of employees thereof, to determine the fact of lack of work; to make and enforce safety rules and rules governing the conduct of employees within the work site and for the maintenance of discipline; and take any other measures which are reasonable and necessary for the orderly, efficient, and profitable operation of its business.

Section 4.2. The Employer shall have the right to require of any employee at any time a physical examination by a physician of its choosing to determine said employee's physical and mental ability to perform their job assignment efficiently and safely. The Employer shall have the right to evaluate the ability of the employee to perform their job assignment efficiently and safely. The Employer may promote, demote, lay off, transfer, or discharge said employee as a result of such evaluation. This Section shall be interpreted in accordance with applicable federal and state law.

Section 4.3. The Employer shall have the right to conduct job studies and to evaluate the work performance of the employees by this Agreement, and shall have the right to transfer, or discharge employees for inefficiency, incompetence, or inability to perform the work assigned to them.

Section 4.4. The Employer shall have the right to establish, administer, or change a drug and alcohol abuse prevention program in accordance with federal and state regulations.

The Employer shall have the right for just cause to test employees for drugs or alcohol and to discipline employees based on the results of such tests.

Section 4.4. The above Management Rights are all-inclusive except where modified subject to this Agreement.

Section 4.5. The listing of specific rights in this Article is not intended as a restriction upon or a waiver of any of the other usual and customary rights of management not expressly listed herein, whether or not such rights have been claimed, asserted, or exercised by the Employer in the past.

ARTICLE 5

NONDISCRIMINATION

The Parties hereto agree that there will be no discrimination against any employee because of race, color, religion, sex, national origin, or membership or non-membership in any labor organization, as provided by law. The Employer shall give due consideration to qualified Vietnam era veterans and to disabled individuals as provided by law. The Employer agrees that it shall comply with all federal and state (where applicable) employment discrimination laws, which are incorporated herein in their entirety, and will not discriminate against any employee with regard to race, color, religion, age, sex, national origin, or disability in violation of such laws.

70RFPW23RW9000002 A0001 Page 10 of 87

It is expressly agreed and understood that the dispute resolution procedures set forth in Article 12 of this Agreement shall be the sole and exclusive forum for resolving all claims, demands or actions arising under state or federal law arising from the employment relationship between the Employer and its employees to the fullest extent permitted by such laws. Such laws shall include, but not be limited to, the Age Discrimination in Employment Act (29 U.S.C. § 621 at seq.), Title VII of the Civil Rights Act of 1864 (42 U.S.C. § 2000e et seq.), the Rehabilitation Act (29 U.S.C. § 793 at seq.), the Civil Rights Act of 1866 and 1871 (42 U.S.C. § 1981 & 1983), Executive Order 11246, the Americans with Disabilities Act (42 U.S.C. § 12101 et seq.), the Civil Rights Act of 1991 (Pub. L. 102- 68), the Family and Medical Leave Act of 1993 (29 U.S.C. § 2601 at seq.), the Equal Pay Act (29 U.S.C. § 201 et seq.), and Disabled & Vietnam Veterans Act (38 U.S.C. § 4212);

applicable state employment and wage and hour laws or wage orders, the Fair Labor Standards Act, the National Labor Relations Act and any other state or federal law relating to employment discrimination or termination, statute or common law.

ARTICLE 6

HOURS OF WORK

Section 6.1. For the purpose of this Article, a regular workweek of thirty-four (34) hours of work, including lunch periods, shall constitute a normal full-time workweek for full-time employees. Effective October 1, 2023, a regular workweek of thirty-two (32) hours of work, including lunch periods, shall constitute a normal full-time workweek for full-time employees All other employees under this Agreement shall be classified as regular part time employees. The sole purpose of this Article is to provide a basis for the computation of straight time, overtime and fringe benefits, and nothing contained in this Article or this Agreement shall be construed as a guarantee or commitment by the Employer to any employee of a minimum or maximum number of hours of work per day, per week or per year. It is expressly agreed and understood by the Parties that such scheduling and personnel needs shall be the sole prerogative of the Employer.

Section 6.2. The Employer’s workweek shall consist of seven (7) days, beginning on Sunday at 0001 hours to Saturday at 2400 hours. Tentative Schedules will be posted two (2) weeks in advance with available open shifts highlighted for Employees to volunteer by seniority prior to mandating employees to work available posts in reverse seniority. The schedule will be finalized no later than 10:00 p.m. on the Tuesday of the previous week's schedule. PSOs are to be made aware that there could be changes due to operational necessity.

Section 6.3. A workday shall be defined as from 0001 hours until 2400 hours. No employee shall provide more than twelve (12) hours of service in any twenty-four (24) hour period, unless the work periods are separated by an eight (8) hour non-duty period.

Exceptions to this are extreme emergencies (i.e., weather conditions that prevent the relieving shift officers from getting to the building, civil disturbances, natural disasters, etc.).

70RFPW23RW9000002 A0001 Page 11 of 87

Section 6.4. Employees will sign-in at their scheduled start time and sign-out when they are properly relieved. If an officer is instructed to document an erroneous arrival or departure time then that officer must immediately contact Management without fear of reprisal.

Section 6.5. Subject to Contract requirements or rules and scheduling needs, Employees will receive breaks and meal breaks, as the Employer’s discretion and in accordance with Nevada state law. In addition, Employees will be provided with breaks for emergency purposes, as reasonably required and subject to government requirements or rules.

Section 6.6. The Employer shall have the exclusive right to establish new shifts in addition to the shifts in effect at the time this Agreement was executed. Any change of shift hours will be discussed with the Union prior to implementation; however, the Employer will have final authority in establishing shifts.

Section 6.7. Posts and hours are contingent upon the contractual agreement between the Employer and the Government. Should it be necessary to change shift hours or posts The Employer will notify the Union prior to implementation.

ARTICLE 7

WAGES

Section 7.1 – Straight Time Rate of Pay. The Employer agrees to pay Employees the following hourly wage rate (“Straight Time Rate of Pay”):

Current October 1, 2023 October 1, 2024 October 1, 2025

$27.50 $29.15 $30.61 $32.14

Clearance Premium Pay – Employees who possess a Top-Secret Security Clearance and work at any post on the contract requiring a Top-Secret clearance shall be paid an additional one dollar ($1.00) per hour for all hours worked at that post requiring a Top-Secret Clearance. Any other paid hours (i.e. Training, Travel, Vacation, Sick Leave, and Holiday Pay) shall not receive the aforementioned premium pay.

Section 7.2 – Overtime Pay. Overtime pay is calculated at one and one-half (1½) times the employee’s straight rate for all hours of work in excess of forty (40) hours of actual work in any single workweek and or more than twelve (12) in any single day. There will not be any pyramiding of hours worked. Only hours actually worked will be recognized in determining overtime eligibility.

Section 7.3 – Reporting Pay. An Employee called in to work will be guaranteed a minimum of four (4) hours of work, or if Company deems four (4) hours of work is not available, Employee will be paid for a minimum of four (4) hours' time. If prior to the completion of four (4) hours, Employee elects to depart, he/she will only be compensated for the actual time he/she worked. Call in is defined as anytime an Employee is required to report to duty when he/she has not been previously scheduled to work.

70RFPW23RW9000002 A0001 Page 12 of 87

Should more than one employee be scheduled for and report for the same post, the most senior employee will be given the opportunity to work the post. The employee not working the post shall receive a minimum of three (3) hours of pay at his/her regular straight time hourly rate provided the error in scheduling is a company error and not an employee error.

In the event of scheduling error on the part of the company, the employee may be required to work at any post at the discretion of the employer.

Section 7.4 – Travel Time & Expenses. Employees will be reimbursed for all necessary and reasonable expenses incurred in connection with approved travel on Employer business, subject to the limitations set forth below.

A. All reimbursable travel expenses must be authorized in writing, in advance, by the Employee’s supervisor or contract manager.

B. Travel Time: The following principles shall apply in determining whether time spent in travel is compensable time:

1. Home to Work Travel (Ordinary Commute): An employee who travels from home before his or her regular workday and returns home at the end of the workday is engaged in ordinary home-to-work travel and shall not receive mileage or payment for compensable working time. This rule applies regardless of whether the Employee works at a fixed location or at different job sites.

2. Temporary/Special assignment: When an Employee regularly assigned to a post at a fixed location is required to work a temporary/special assignment in another city, which is farther from the Employee’s residence than the regular, fixed assignment, the travel time in excess of the commute to the regular, fixed post assignment (as documented by MapQuest) shall be compensated at the current straight time rate of pay for the additional travel time to and from the temporary special assignment. The Employee shall additionally be reimbursed mileage at the rate of $.53/mile, minus the employee’s normal commute mileage. Effective October 1, 2023, Employees shall be reimbursed mileage at the rate of $.65/mile, minus the employee’s normal commute mileage. Employees not assigned a regular, fixed post (e.g., roving officers or on-call officers) shall not be entitled to compensation under this section.

3. Travel That is All In A Day’s Work: Time spent by an Employee in travel as part of his/her principal activity, such as travel from job site to job site during the working day shall be counted as working time. Normally, “Travel that is all in a Day’s Work” is applicable to an Employee who begins work at one location then travels to one or more additional locations during the day.

Such travel time shall be compensated at the current straight time rate of pay. The Employee shall additionally be reimbursed mileage at the rate of $.53/mile, minus the employee’s normal commute mileage. Effective October 1, 2023, Employees shall be reimbursed mileage at the rate of $.65/mile, minus the employee’s normal commute mileage.

70RFPW23RW9000002 A0001 Page 13 of 87

Section 7.5 – Undisputed Error. In case of an undisputed error on the part of the Employer as to an employee’s pay, proper adjustment will be made within three (3) business days for undisputed errors over $100.00 after the Company is given written notification of the error in accordance with the Company’s payroll discrepancy procedures. All other such undisputed errors will be made on the next paycheck.

Employees shall notify the Company of all errors on the part of the Company as to an employee’s pay within the shorter of: (1) five business days of learning of the error, or

(2) five business days of when the employee should have known by reasonable diligence of the error. It is expressly agreed and understood that this Section shall apply, without limitation, to those instances where an employee has separated from employment and believes that his/her final pay was incorrect.

Section 7.6 – Direct Deposit. Employees shall participate in the Employer’s direct deposit program.

Section 7.7 – Personal Data. Employees shall promptly notify the Employer in writing of their proper mailing address and telephone number, and of any change of name, address, or telephone number within ten (10) business days of such change. The Employer shall be entitled to rely upon the last known address in the Employer’s official records.

Section 7.8 – Uniforms. The Employer shall provide at no cost to all new employee’s uniforms and other equipment as required under the Employer’s guard service contract.

It is expressly agreed and understood that the issuance of such uniforms and equipment is at the sole discretion of the Employer. Employees shall maintain uniforms and equipment issued to them, and maintain their personal appearance, in accordance with Employer and DHS policy.

Upon termination of employment, Employer issued clothing and equipment shall be returned to the Employer immediately. The Union agrees that all employees, as a condition of employment or continued employment, shall provide written authorization allowing the Employer to deduct from the employee’s final paycheck, the cost of all unreturned issued clothing and equipment. The deduction for such missing items shall be the replacement value to the Employer.

ARTICLE 8

LEAVES OF ABSENCE

Section 8.1 – Jury Duty Leave. An Employee who has completed his or her probationary period and who is required to report for jury duty shall be entitled to leave pay in accordance with Nevada state law. Employees to be eligible for compensation, must have notified the Employer within forty-eight (48) hours of receiving the jury duty questionnaire or notice that he or she is subject to jury duty call. If the employee is called for jury duty that would interfere with scheduled work hours, the Employer will compensate an amount equal to his/her straight-time rate of pay, less the amount received by the employee from the court or government agency for hours otherwise

70RFPW23RW9000002 A0001 Page 14 of 87 scheduled. The employee shall submit a copy of payment provided by the court to include a starting time and dismissal time provided by the court.

Section 8.2 – Military Leave. An Employee who enlists, is activated, is involuntarily recalled, or is involuntarily recalled, or is drafted into any branch of the armed forces of the United States under the provisions of the Selective Service Act or the Reserve Forces Act shall be granted an unpaid military leave of absence, as required under federal law, including the Uniformed Services Employment and Reemployment Rights Act, for the time spent in full-time active duty. The Employee may elect to use any accrued vacation in lieu of unpaid military leave.

Section 8.3 – Bereavement Leave. An Employee who has completed his or her probationary period and is absent from work because of the death and funeral of a family member may take up to four (4) otherwise scheduled consecutive days off beginning the day of the death and ending the day after the funeral. Funeral pay for bereavement will be paid at straight time pay up to eight (8) hours prorated based on an Employee’s normal scheduled workday. For the purposes of this Section 8.3, an Employee’s immediate family member shall include the Employee’s spouse, parent, child, sibling, grandparent, parent-in-law, step-parent, step-sibling and adopted children/stepchildren and grand-children of the Employee. A copy of the death certificate, obituary or funeral program and proof of relationship must be provided to Employer upon the Employee's return from bereavement leave.

Section 8.4 – Family and Medical Leave.

A. Leave Entitlement. An Employee who has been employed by the Employer for 12 months and who completed 1250 hours of work during the 12-month period immediately preceding the commencement of such leave, will be entitled to leave under the Family and Medical Leave Act (“Act”) in accordance with its provisions.

B. Year for Purposes of Determining Leave Entitlement. For purposes of determining an employee’s leave entitlement under the Act, the 52-week period immediately preceding the commencement of leave under the Act shall be the applicable measuring period.

Section 8.5 – Union Leave. Union officers or delegates will be granted an unpaid leave of absence for up to two (2) weeks annually, upon written request, for the purpose of attending Union conventions or other meetings of vital interest to the Union with first consideration, however, to the need of full shift coverage being available during his/her absence.

Section 8.6 – Absence Due to Illness or Injury. An employee who is unable to perform the functions of his or her position because of illness or injury may request to use vacation.

Section 8.7 – Sick Leave.

A. Effective January 1, 2020, Employees shall accrue one (1) hour of paid sick leave for every thirty (30) hours worked. Employees may accrue up to 56 hours of sick

70RFPW23RW9000002 A0001 Page 15 of 87 leave each calendar year. Employees may carry over accrued, unused paid sick leave from one year to the next but the amount of paid sick leave employees have accrued may not exceed fifty-six (56) hours at any point in time. Sick leave shall not be paid out and fringe benefits do not accrue during such leave.

B. An employee may use paid sick leave for an absence resulting from: (i) physical or mental illness, injury, or medical condition of the employee; (ii) obtaining diagnosis, care, or preventive care from a health care provider by the employee;

(iii) caring for the employee’s child, parent, spouse, domestic partner, or any other individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship who has any of the conditions or need for diagnosis, care, or preventive care described in (i) or (ii); or (iv) domestic violence, sexual assault, or stalking, if the time absent from work is for the purposes described in (i) or (ii) or to obtain additional counseling, seek relocation, seek assistance from a victim services organization, take related legal action, or assist an individual related to the employee as described in (iii) in engaging in any of these activities.

C. An employee who has been absent due to illness for three (3) consecutive duty days shall be required to provide verification from a license physician, confirming the Employee's illness and authorization for absence from work. Failure to provide the required physician's verification shall be grounds for discipline up to and including termination and such leave shall not be reimbursed.

D. Employees taking sick leave in advance for reasons stated in section 10.8 must notify the Employer of the use at least five (5) days prior to use. Employees taking sick leave must comply with nominal call-off procedures as set forth in this Agreement if the time off was not authorized in advance.

E. Employees may not take sick leave under this Section in increments of less than one (1) hour.

Section 8.8 – Rate of Pay. Except as otherwise provided in this Article, for any paid leave taken under this Article, an Employee shall be compensated at the Straight Time Rate of Pay at the time the leave is accrued. Except as otherwise specifically provided in this Article, hours of leave, whether paid or unpaid, shall not be deemed hours of actual work for the purposes of computing overtime or the accrual of health and welfare benefits.

Section 8.9 – Status While on Leave. Except as otherwise provided, it is agreed by the Parties that there shall not be any loss of seniority while employees are on such leaves of absence as provided for in this Article; however, Employees shall not accrue vacation or sick leave or receive holiday pay during any leave of absence. No employee will engage in employment with another employer while on a leave of absence as provided for herein.

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ARTICLE 9

HOLIDAYS

Section 9.1 – Recognized Holidays. All employees will receive paid leave for the following eleven (11) holidays (or holiday pay in lieu thereof if required to work the holiday):

Christmas Day New Years Day Martin Luther King, Jr's Birthday Presidents Day Memorial Day

Juneteenth Independence Day Labor Day Columbus Day Veterans Day Thanksgiving Day

For any new federal holiday enacted by congress, that directly affects Federal Service Contract Employees, the Parties shall immediately meet and bargain the effects and impacts of any newly established federal holidays.

Section 9.2 – Eligibility. An Employees must work the day before and the day after a holiday to receive holiday pay, provided the day before and the day after a holiday is not the employee's regularly scheduled day off, or the employee was on a pre-approved vacation day. An employee that performs no work during the workweek in which a named holiday occurs is not entitled to holiday pay.

An Employee who agrees to work on a holiday but does not report to work for such holiday shall not receive holiday pay and shall be subject to discipline.

It is expressly agreed and understood that employees shall not be entitled to holiday pay when on leave, including leave taken under state workers' compensation laws.

Section 9.3 – Holiday Pay. Employees will be paid the appropriate pay rate for all hours worked on a holiday. All full-time Employees will be paid eight (8) hours of holiday pay for the holiday listed above, whether the employee works or is scheduled to be off. Part-time Employees will receive a prorated holiday benefit based on the number of hours worked the previous pay period leading up to the holiday.

Employees must work the last scheduled day prior to a holiday, or the first scheduled day following the holiday or be on approved leave, to be eligible for holiday pay.

An eligible employee who works the Holiday shall receive the above calculated holiday pay and will be paid their regular rate for all hours worked on that day.

Time paid for but not worked as a Holiday shall be paid at the Straight Time Rate of Pay and shall not be considered as time worked for the purpose of computing weekly overtime nor shall fringe benefits accrue.

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ARTICLE 10

VACATION

Section 10.1 – Eligibility. Effective January 1, 2020, Employees who have continuously been employed by the Employer, or by the predecessor(s) employers to the Contract, shall be entitled to annual vacation pay in accordance with the following schedule:

Upon completion of one (1) year of service: 80 hours

Upon completion of five (5) years of service: 120 hours

Upon completion of fourteen (14) years of service: 160 hours

Effective October 1, 2023, Employees who have continuously been employed by the Employer, or by the predecessor(s) employers to the Contract, shall be entitled to annual vacation pay in accordance with the following schedule:

Upon completion of one (1) year of service: 80 hours

Upon completion of five (5) years of service: 120 hours

Upon completion of ten (10) years of service: 160 hours

Employees shall be eligible for earned vacation upon the completion of one (1) year of continuous employment (not to include pre-assignment training) and each subsequent anniversary of the date of hire with the Employer or predecessor to the Contract. Vacation shall not vest and Employees shall not be entitled to vacation under the above schedule until the employee has completed each twelve (12) months of employment. If an employee separates from employment for any reason with less than one year and one day of employment with the Employer or its predecessor, the Employee shall not be entitled to any vacation pay.

Section 10.2 - Vacation Scheduling. Vacation leave shall be taken at such times mutually convenient to the Employee and to the Employer; provided, however, the Employer shall retain the final right to approve, deny, schedule and cancel all vacations.

Employees may not take vacation in increments of less than eight (8) hours. A vacation request shall be made at least fourteen days (14) in advance of the date the requested vacation is to begin and shall be submitted on a form to be provided by the Employer.

Vacation requests shall be approved or denied in writing within five (5) business days of submission. No more than six percent (6%) of the workforce, not to include Part-Time Employees, may be on vacation at any time. Conflicts in vacation scheduling shall be resolved by the Employer consistent with the employee's seniority. An employee with known plans that will require time off (such as weddings, planned trips, family reunions, etc.) is encouraged to submit his or her vacation leave request as far in advance as possible to permit the Employer to arrange the time off. A vacation request submitted at least three (3) months in advance that is not for time already reserved up to six percent (6%), should ordinarily be granted absent unusual circumstances. Vacation requests will be granted or denied on a first-come, first-served basis.

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Section 10.3 - Vacation Accrual. An employee may not accumulate and carry over unused vacation from one year to the next. After the second year of continuous employment with the Employer, and each continuous year of employment thereafter, at the employee's annual anniversary date, the Employee's vested but unused vacation shall be paid to the Employee in the next regularly scheduled pay date. It is expressly agreed and understood that, once annually, an Employee may request payment of up to forty (40) hour of vested, but unused vacation.

Section 10.4 - Rate of Pay. All Employees will be paid vacation at the Straight-Time Rate of Pay as set forth in Section 6.1, effective on the date the vacation is accrued.

Vacation leave shall not be deemed hours of work for the purposes of computing overtime. Vacation leave shall be paid by the Employer in accordance with its normally scheduled payroll dates.

ARTICLE 11

HEALTH AND WELFARE BENEFITS

Section 11.1 – Contribution. The Employer agrees to make, the below Health and Welfare benefit contributions, for regular hours worked, up to a maximum of 40 hours per defined workweek and 2,080 hours per year.

Current October 1, 2023 October 1, 2024 October 1, 2025

$4.45 $4.67 $4.86 $5.05

A. Health and welfare benefit contributions provided by the Employer under this Section will be directed to the SPFPA and Participating Employers Health and Welfare Trust Plan for the benefit of the represented Employee. The Employer agrees to fully adhere to the Plan Rules and Amendments while participating in the Trust subject to those plans' administrative review procedures, and disputes arising under the Plan shall be resolved in accordance with the plans’ disputes provision and not subject to the grievance and/or arbitration procedures of this Agreement.

ARTICLE 12

DISCIPLINE AND DISCHARGE

Section 12.1 – Just Cause. No Employee shall be discharged or disciplined without just cause, and discharge and discipline matters shall be subject to the grievance and arbitration procedures contained in this Agreement. However, an arbitrator shall not have the authority to reduce a discharge or otherwise modify the discipline imposed by the Employer for a proven violation of any of the following:

A. Violation of Rules and Regulations of Government Public Building and Grounds, 41 CFR Sections 101-20.3.

B. Neglect of Duty (including sleeping while on duty or action which causes the assessment of a penalty against the Employer by the United States government).

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C. Insubordination (including, without limitation, deliberate failure to carry out assigned tasks, refusal of a direct order, abusive language directed toward a supervisor, and similar conduct).

D. Conducting personal affairs during official time without prior approval from the Employee’s supervisor or contract manager.

E. Falsification or unlawful concealment, removal, mutilation or destruction of any Employer documents or records, and/or concealment of material facts by willful omissions from Employer documents or records.

F. Fighting at the workplace or while on duty. Participating in disruptive or disorderly conduct which interferes with the normal and efficient operations of the government or Employer.

G. Theft, vandalism, or criminal acts.

H. Drinking or drunkenness on the job; use or possession on the job or being impaired by unlawful drugs/stimulants or alcoholic beverages on the job, or violation of the Employer’s Alcohol and Drug Abuse Policy.

I. Improper use of Employer or government credentials.

J. Unauthorized use of Government communications equipment or Government property.

K. Failure to cooperate with government officials, local law enforcement authorities, or the Employer during an official investigation.

L. Falsification of time records.

M. Deliberate or negligent conduct causing monetary damages, penalties or invoice deductions to the Employer.

N. Sexual, racial or verbal harassment in violation of Employer policy.

O. Failure to appear for work without notice (“no-call no-show”).

P. Issuance of Contract violation by Government, including 2820.

It is expressly agreed and understood that the Employer shall have the right to establish from time to time other reasonable rules of conduct and the right to discipline, up to and including the right to terminate, for violating same. The Employer shall have the right to determine the level of discipline.

Section 12.2 – Absenteeism. Employees are required to report and be ready for work at their required times. It shall constitute an offense for an employee to be absent from work or late reporting to work without prior authorization, unless the employee uses available sick leave to account for the absence and has called in at least four (4) hours in advance. Sick leave may not be used to account for tardiness.

Employees shall provide as much advance notice as possible of an absence or tardiness.

In no case shall such notice be given less than four (4) hours in advance. Failure to provide at least four (4) hours’ notice of an absence to the Program Manager/Supervisor in advance will result in skipping of a…