Attachment_5_-_CBA.pdf

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-2011-4444

Diane Koplewski Division of | Revision No.: 2 Director Wage Determinations| Date Of Last Revision: 1/2/2018 State: North Carolina

Area: Pasquotank

Employed on U.S. Coast Guard Aviation Logistics Center, Elizabeth City contract for Contractor augments organic government staff with labor hour services in the accomplishment of Programmed Depot Maintenance (PDM) of Coast Guard and other government agency aircraft and support equipment..

Collective Bargaining Agreement between contractor: Y-Tech Services Inc., and union: International Association of Machinists and Aerospace Workers, A Local 2203, effective 8/1/2017 through 7/31/2020 and amended on 8/1/2017.

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).

Page 1 of 1CBA WD https://www.wdol.gov/DisplayT4CWD.aspx?WDNo=CBA-2011-4444

Attachment 5

COLLECTIVE BARGAINING AGREEMENT

By and Between

Y-Tech Services, Inc.

And

International Association of Machinists

& Aerospace Workers Local Lodge 2203

Elizabeth City Coast Guard Base, Elizabeth City, North Carolina

August 1, 2017 Through July 31, 2020 http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwjdxdzSxIDPAhVKTSYKHRqVCJAQjRwIBw&url=http://www.goiam.org/&psig=AFQjCNEM91hQdAxuGosII0BPfjND8Fj1UQ&ust=1473450406720217

TABLE OF CONTENTS

Preamble

Article 1 – Intent and Purpose

Article 2 – Recognition

Article 3 – Bargaining Unit

Article 4 – Management Rights

Article 5 – Seniority

Article 6 - Union Membership Check Off

Article 7 – Visitation Rights

Article 8 – Shop Stewards

Article 9 – Discharge and Discipline

Article 10 – Grievance Procedure and Arbitration

Article 11 – Hours of Work and Overtime

Article 12 – Holidays

Article 13 – Vacations

Article 14 – Travel

Article 15 – Jury Duty

Article 16 – Death in Family

Article 17 – Wages and Job Classifications

Article 18 – Health and Welfare

Article 19 – 401(K)

Article 20 – Leave of Absence

Article 21 – No Strikes or Lockouts

Article 22 – Bulletin Boards

Article 23 – Complete Agreement

Article 24 – Scope of Agreement

Article 25 – Non Discrimination

Article 26 – General Provisions

Article 27 – Duration

PREAMBLE

This Agreement is made and entered into August 1, 2017 by and between Y-Tech Services, Inc., (hereinafter referred to as the Company) and the International Association of Machinists and Aerospace Workers, and Local Lodge 2203 (hereafter referred to as the Union) with respect to work performed at the Elizabeth City Coast Guard Base, Elizabeth City, NC.

ARTICLE I - INTENT AND PURPOSE

In setting forth certain provisions pertaining to wages, hours of work and working conditions, the Comany and the Union have agreed to cooperate in establishing and maintaining a harmonious relationship and have provided procedures for the peaceful settlement of all grievances that may arise under this Agreement.

ARTICLE II — RECOGNITION

The Company herein recognizes the Union as the sole and exclusive bargaining agent as certified by the National Labor Relations Board Case No. 11-RC-6753 dated April 29, 2011 for the purpose of collective bargaining with respect to rates of pay, wages, hours of employment and other conditions pertaining to employment for all of the employees in the bargaining unit hereinafter set forth.

ARTICLE III — BARGAINING UNIT

The Bargaining Unit shall consist of the following classifications employed by the Employer at Elizabeth City Coast Guard Base, Elizabeth City, NC:

Electronics Tech, Maintenance III Engineering Tech II Engineer Technician V General Clerk III Aircraft Servicer Machine Tool Operators Machinist Maintenance Mechanic I Mechanic I – Electrician Mechanic I – Metal Smith Mechanic II Mechanic II – Electrician Mechanic II – Metal Smith Painter, Aircraft Scheduler, Maintenance Supply Technician Tools & Part Attendant Upholsterer Warehouse Specialist GSE Servicer Material Expediter

ARTICLE IV — MANAGEMENT RIGHTS

The management of the operations and the direction of the working forces and of the affairs of the Company, including but not limited to the right to hire, to make reasonable rules, policies and procedures, suspend or discharge for just cause, to promote, to transfer operation or to cease operations, in whole or in part, and the right to relieve employees from duty because of lack of work or other legitimate reasons, are vested exclusively in the Company except for rights and privileges as defined in this collective bargaining agreement.

ARTICLE V — SENIORITY

Section 1. Seniority of an employee is the length of his continuous service with the Company including time spent with predecessor companies. An employee shall hold seniority in the job classification as listed in Article XVII of this Agreement to which he has been assigned.

a. It is understood that seniority, defined in Article V, Section 1, shall govern in the filling of vacancies within job classifications and the assignment of shifts, provided the employee is competent and capable of performing the job.

b. When vacancies occur in any job classification covered by the Agreement, the Company shall post notice of such vacancies for a period of five days. The Company will give full consideration to senior qualified employees within the bargaining unit who have signed said posted notice prior to hiring outside applicants.

Section 2. In cases of layoff, the employee with the least seniority in the affected job classification shall be laid off first. Employees selected for layoff may elect to bump into lower rated classifications for which they're qualified to perform. The employee will inform the Company of his election to bump within one business day following his notice of layoff. In recall back to work, the employee with the most seniority qualified to perform in the open job classification shall be recalled first.

Section 3. An employee shall lose his seniority and his continuous employment shall be broken for the following reasons:

a. Resignation

b. Discharge for just cause

c. Layoff in excess of two years

d. Failure to return to work at the expiration of a leave of absence

e. Failure to return to work within seven days after being recalled from layoff unless excused by the Company.

f. Absence of three consecutive work days without reporting to the Company, except in case of an emergency.

Section 4. Each new employee shall serve a probation period of sixty (60) days. If during the sixty day period it is found that the new employee is not suitable for the job, his employment may be terminated at the Company's sole discretion, without recourse to the grievance procedure.

Section 5. Notwithstanding Section 3 above, if an employee returns to employment with the Company within twenty-four (24) months, they shall have their seniority reinstated at the level they had prior to leaving.

ARTICLE VI—UNION MEMBERSHIP CHECK-OFF

During the existence of the Agreement, the Company, insofar as permitted by State and Federal law, shall deduct out of the current net earnings, payable biweekly to an employee covered by the Agreement, applicable service fees or Union dues, initiation fees and reinstatement fees, upon receipt of and in accordance with a deduction authorization (The most recent form as determined by the IAM) duly executed by the employee, on a card as agreed upon between the Company and the Union and shall continue deductions until such authorization is duly revoked by the employee.

It is understood and agreed to by the Company and Union that all present and future employees who are members of the Union on the effective date of this Agreement shall remain members of the Union in good standing as a condition of employment. All present employees who are not members of the Union and all employees who are hired hereinafter shall become and remain members in good standing of the Union as a condition of employment on and after the sixtieth (60th) day following the beginning of their employment or on and after the thirtieth (30th) day following the effective date of this Agreement, whichever is the later.

NOTE: It is understood that actual membership in the Union is not a condition of employment. If an employee wishes not to join the Union for any reason they may refrain from doing so and check the box on the application form for Check-off Authorization in lieu of membership.

Employees paying a service fee will be viewed as being in compliance with the requirements of this Article and Section.

The Company agrees that in the event it is named as a defendant or charged party in any action by an individual discharged pursuant to the provisions of the Union security clause contained in this Agreement, the Company shall promptly notify the Union and the Union shall undertake the defense of the case. The Union shall maintain the exclusive right to defend, settle, mitigate damages, litigate, and/or take whatever action it deems necessary and proper through attorneys of the Union's choosing and at the Union's cost.

If the Company, nevertheless, decides to retain its own counsel, it shall do so at its own expense.

Such payroll deductions shall be remitted to the location as designated by the District Lodge no later than the tenth (10th) of the month following the month the payroll deductions are made.

The Company shall furnish to the Financial Officer of the Union monthly, a record of those from whom deductions have been made and the amounts of the deduction.

ARTICLE VII — VISITATION RIGHTS

Union Representatives shall have access to the facility by permission of the Company. The Union shall notify the Site Manager in advance for such visitation. Union Representatives shall not interrupt work being performed under this Agreement during visitation.

ARTICLE VIII — SHOP STEWARDS

Section 1. The Company recognized the right of the Union to designate a reasonable number of Shop Stewards and Alternates from the Company's seniority list. The authority of the Shop Stewards and Alternates so designated by the Union shall be limited to, and shall not exceed, the following duties and activities:

1. The investigation and presentation of grievances to the Company or the designated Company representative in accordance with the provisions of the labor agreement.

2. The transmission of such messages and information, which shall originate with, and are authorized by the Union or its Officers, provided such message and information have:

a. Been reduced to writing, or

b. If not reduced to writing, are of routine nature and do not involve work stoppages, slowdowns, refusals to handle goods, or any other interference with the Company's business.

Section 2. Shop Stewards shall be permitted time to investigate, present and process grievances on the Company property (worksite) without loss of time or pay during his regular working hours. Shop Stewards, however, shall not be paid by the Company for time spent handling grievances outside of his regular scheduled working hours.

ARTICLE IX DISCHARGE AND DISCIPLINE

Section 1. The parties agree that they will cooperate to foster a motivated and efficient workforce. Maintaining discipline is an essential element of this effort. The Company will retain the right to discipline employees by discharge, suspension, or other action. No disciplinary action will be taken without just cause.

Section 2. In all cases of dismissal or suspension for just cause, the Site Supervisor will notify the Steward and meet with him C consistent with appropriate policies and procedures, the Site Supervisor will advise the Steward of the reason the action is being taken. The Site Supervisor or the Steward may request to have the employees present at the meeting, whenever practical. The Steward will be given time to meet with the employee prior to meeting with the Site Supervisor.

Section 3. All disciplinary actions will be placed in the employee's personnel file and become part of the personnel record. Those disciplinary actions will remain in the personnel file and will not be used for the purpose of progressive disciplinary following a continuous twelve (12) month period without receiving additional disciplinary actions.

ARTICLE X — GRIEVANCE PROCEDURE AND ARBITRATION

Section 1. It is the intent of this Article to establish a means for prompt adjustment of working problems and personal grievances at the job level by conference between the Site Supervisor and the employee involved, provided the Union Representative has been given an opportunity to be present. If not resolved at this informal level, a formal written grievance shall be filed. The grievance shall contain a full statement of the grievance and the facts upon which it is based, the section of this Agreement alleged to have been violated and the action, remedy or adjustment sought. In grievances filed on behalf of individual employees, the grievance shall be signed, by the affected employee, prior to Step 1 of the Grievance Procedure. Grievances shall be processed according to the steps and time limits specified. These time limits may be extended upon written mutual consent of the parties. No grievances shall be filed or processed based on facts or events, or omissions within the employee's knowledge which have occurred more than ten (10) working days before such grievance is filed. Both parties agree to exert an earnest effort to settle such grievances promptly through the following steps:

Step 1 The employee involved shall first confer with his Site Supervisor in order to amicably settle the matter, provided the Steward has been given an opportunity to be present. Any and all grievances shall be handled during normal working hours without any unnecessary interruption of work. If the dispute is not resolved amicably then the employee or Steward must file a grievance. Within five (5) work days after receipt of grievance the Site Supervisor shall submit a written answer to the affected employee or Steward.

Step 2 If not settled/resolved at Step 1, the Union may submit the grievance to the Company's Human Resources Director or designee within five (5) working days. The Company's Human Resources Director or designee and the Union's Business Representative or designee will meet, in person or by telephone conference, within ten (10) work days and attempt to resolve any grievance. If unable to resolve the grievance, the Human Resources Director or designee shall submit a written answer to the Union within twenty (20) work days.

Step 3 The Union's Business Representative may submit, within thirty (30) work days following the Company's Step 2 answer, written notice to the Company Human Resources Director of its intent to arbitrate. The Union will request the Federal Mediation and Conciliation Service to submit an arbitration panel of seven (7) names to each party. The Union and the Company shall alternately strike one name from such list (the Company and Union shall alternate which party shall make the first strike, Company to make initial strike) until only one name remains and that person shall be the arbitrator. The Parties will notify the Arbitrator of their selection and will coordinate schedules between the Company, Arbitrator and Union. The cost of the Arbitrator will be shared equally among the parties. The Company and the Union will continue to attempt to resolve the grievance prior to arbitration.

Section 2. The arguments before the Arbitrator will be oral, written or both. The Arbitrator shall not have the authority to add to, subtract from, modify, alter or change any of the terms of this Agreement. The Arbitrator's authority is to interpret and apply provisions of this Agreement. The Arbitrator shall be bound entirely by the records presented in the form of evidence presented at the hearing and the Collective Bargaining Agreement.

Section 3. The parties may file post hearing briefs. The Arbitrator shall render his decision within thirty (30) days of the close of the hearing or receipt of the briefs. The Arbitrator's decision shall be in writing. The award shall be delivered or mailed to each party. The decision of the Arbitrator shall be final and binding on all parties.

Section 4. In cases of cancellation, the party requesting cancellation shall pay all fees and costs of the Arbitrator. In cases where the cancellation is the result of a compromise settlement, any cancellation fees or costs of the Arbitrator shall be shared equally by the parties. No more than one (1) grievance shall be submitted to the same Arbitrator, unless mutually agreed to. All time limits shall be strictly adhered to and may only be extended by mutual agreements of the parties.

Section 5. Any monetary award shall be limited to the actual loss incurred by the grievant, less such other compensation, including wages, commissions, worker's compensation and unemployment compensation, as the grievant may have received or which may be due to the grievant for the designated award period.

The parties will conduct the arbitration cases at a location selected by the parties.

ARTICLE XI — HOURS OF WORK AND OVERTIME

Section 1. No provision of this Agreement shall be considered as a guarantee of any specified number of hours of work, either per day or per week.

Section 2. Eight (8) consecutive hours, exclusive of a minimum thirty (30) minute meal period, shall constitute a normal work shift.

Section 3. The work week for payroll purposes shall consist of seven (7) consecutive calendar days beginning on Saturday and running through the following Friday.

The normal work schedule shall be Monday through Friday. All work schedules shall have two (2) consecutive days off.

Section 4. All employees will receive two (2) uninterrupted paid fifteen (15) minute breaks per day. One (1) to be taken during the first half of their work day and one (1) to be taken during the second half of their work day.

In the event any employee is required to work beyond any eight (8) hour work day, the affected employee will receive an additional paid fifteen (15) minute break prior to commencing additional work and during each two hour period of additional work.

Section 5. Shifts will be defined by their start times in the following windows:

First Shift: Beginning 5:30 a.m. to 9:00 a.m.

Second Shift: Beginning 1:30 p.m. to 5:00 p.m.

Third Shift: Beginning 10:00 p.m. to 1:30 a.m.

Shift Premium: Employees covered by this agreement assigned to the second shift shall receive a shift differential of one dollar ($1.00) per hour for all hours paid. Shifts may be modified to meet contract requirements. The Company will give employees a twenty four (24) hour notice of a shift changes.

Section 6. An employee who is scheduled and reports for work at the scheduled time without having been notified not to report, shall receive pay not less than four (4) hours pay at his/her straight time base rate. If more than four (4) hours are worked, the employee shall receive pay for actual hours worked.

Section 7. Notice for mandatory scheduled overtime will be given as soon as practical after site management deems that overtime work will be required. The Company will make an effort to distribute overtime as equitably as possible amongst employees assigned to the same sections and shifts to the extent possible within the confines of contractual requirements. The Supervisor will maintain an overtime roster for determining overtime eligibility. The Shop Steward will have access to the overtime roster.

The overtime rate will be time and one-half (1½X) the employee's regular working base rate of pay for all hours paid over forty (40) in a workweek.

Employees may flex their time under 40 hours in a workweek, subject to their supervisor's approval. Nothing in this Agreement shall be construed as to require the payment of overtime on overtime, or compounding of overtime, as a result of computing hours in accordance with this Article.

An employee who has not completed his/her probationary period, will not be assigned any overtime, unless all qualified senior employees have had an opportunity to work the overtime, and it is determined by the Supervisor that the probationary employee is qualified to carry out the responsibilities to be assigned to the overtime.

All hours paid will be counted as time worked toward the computation of overtime pay.

ARTICLE XII HOLIDAYS

Section 1. Holiday pay is eight (8) hours pay, which is payable at the employee's working rate of pay. The eight (8) hours pay will be considered as time worked for the purpose of computing overtime. To qualify for holiday pay, an employee must work the last scheduled workday before and the first scheduled workday after the holiday (unless excused by a physician or by Management).

Section 2. The Company will observe ten (10) holidays. The following ten (10) holidays will be observed each calendar year:

New Year’s Day Martin Luther King Day President’s Day Memorial Day

Independence Day Labor Day Veteran’s Day Columbus Day

Thanksgiving Day Christmas Day

Section 3. Any employee required to work on any of the above holidays will be paid for all hours worked at one and one-half times (1 1/2X) his working rate of pay plus eight (8) hours holiday pay. Under no circumstances may an employee use more than ten (10) holidays in any calendar year. Holidays may not be carried over from one year to the next.

Section 4. Any observed holiday, stated above, that falls on a Saturday or Sunday, will be observed under the same schedule observed by Elizabeth City Coast Guard Base.

When a holiday falls during an employee's vacation, the holiday will not be charged as vacation. The employee will receive holiday pay for the holiday.

ARTICLE XIII — VACATIONS

Section 1. Each employee covered herein shall accrue vacation as follows:

For vacation purposes, all employees will be entitled to paid vacation which will be based upon years of service on the Elizabeth City Coast Guard Base, or predecessor contractors, or with the Company, whichever is earlier and each anniversary date thereafter shall be the reference point for vacation.

Vacation will accrue on a bi-weekly basis at the following rates:

Years of Service Bi-Weekly Accrual

0 – 4 years 5.54 hours

5 – 9 years 7.08 hours

10+ years 8.62 hours

Section 2. For the purpose of determining eligibility for vacation, accruing shall be defined as follows:

1. The employee must complete their sixty (60) day probationary period before becoming eligible to take vacation. After successful completion of the probationary period, vacation is accrued on a bi-weekly basis and available for use by the employee, upon approval.

2. Vacation taken by the employee is deducted from the employee's unused vacation until such vacation is exhausted.

Section 3. Vacation pay shall be computed at the employee's straight time hourly working rate, including applicable shift premiums at the time of vacation.

Employees, who are terminated from employment, are laid off, or who voluntarily terminate employment are eligible to receive pay in lieu of vacation for all earned, unused vacation.

Effective the last day of the pay period in the year, employees may carry over earned unused vacation equal to the amount of one year's accrual. Vacation amounts in excess of this limit will be paid out to the employee during January of the following year.

Section 4. Vacation should be requested as far in advance as possible but in no case less than the day immediately prior to the day being requested. The Company will make every effort to approve vacation requests unless prohibited by legitimate business reasons. When conflicts in requested vacation periods arise, the employees having the greater seniority shall be given the preference. However, an employee who has previously requested and had scheduled vacation approved will not be displaced by a more senior employee.

1. Vacation may only be scheduled on the employee's regularly scheduled work days and may be scheduled for periods of one-tenth (1/10th) hour or more.

2. Employee's request for vacation leave must be approved by the employee's Supervisor before such leave is taken. Employees failing to secure such approval, who subsequently fail to report to work as scheduled, without a reasonable excuse, may be subject to appropriate disciplinary action for unexcused absence.

3. The maximum allowable length of vacation will be the amount of the employee's unused vacation at the end of the payroll period immediately preceding the vacation period requested.

4. Same-day vacation may be used for personal illness, doctor and dental appointments. The Company reserves the right to require employees to obtain a physician's statement showing the nature of their illness and verifying their inability to perform their duties, normally after 3 days of absence or in the event that they are suspected of abusing unscheduled vacation.

5. Employees who are prevented from reporting for work by reason of sickness or injury shall notify their supervisor of their inability to report for work within one (1) hour prior to the and following shift start time, giving a reason for the absence.

Section 5. It is understood and agreed that employees transferring to the Contract after the date of ratification of the Agreement, shall retain their original date of hire with the Company for the purpose of vacation.

Section 6. Paid days of vacation shall be considered as time worked for the purpose of computing overtime pay.

Section 7. The employer shall notify the employee within two working days of approval or disapproval of the vacation. The Company reserves the right to cancel an approved vacation, if due to unforeseen events staffing falls below minimum required levels.

Section 8. In the event of a change of contractors, the Company shall be responsible to pay out all unused accrued vacation.

Section 9. Employees may utilize vacation or authorized LWOP in the event of Presidential Proclamation, Administrative or Executive Order which results in additional time off or base closure for part or all of the day due to inclement weather. Upon Company approval and provided work is available, employees may be allowed to makeup work time when there is a delay in base opening or closing.

ARTICLE XIV - TRAVEL

Section 1. For future requirements, any employee required to travel to perform work, training, or any other appropriate function pertaining to the job for the Company shall be paid for all time actually required to travel plus expenses such as fare, meals, lodging, etc. Employee expenses for authorized travel will be reimbursed at the rate prescribed by the U.S. General Services Administration (GSA) per diem rates. Mode of travel and area with adequate accommodations will be determined prior to departure and tickets furnished and/or mileage reimbursed as specified by the regulation.

Section 2. All time spent actually traveling to the TDY location will be considered as time worked for computing overtime.

Section 3. The Company will not require more than one employee per hotel room.

Section 4. The Company will consider providing appropriate severe weather/outerwear for OCONOS assignments not to exceed $300.00 per employee. The Company will make its decision about whether to provide the allowance based on the time of year and location of the work to be performed.

ARTICLE XV - JURY DUTY

An employee required to be absent from his employment to serve on a jury shall be paid his regular hourly rate of pay for all regular scheduled straight time hours for each day of jury services. Such absences shall be supported by a statement signed by the Clerk of Court certifying as to each day of jury duty.

An employee who is subpoenaed to court as a witness and is not involved directly in the case shall receive all benefits and pay and operate under the same conditions as outlined in this Article.

ARTICLE XVI - DEATH IN FAMILY

Employees shall receive three (3) paid days of bereavement leave when a death occurs in their immediate family. Immediate family is defined as parent, grandparent, spouse, child, grandchild, brother, sister, mother-in-law, father-in-law, stepparent, step-children, brother-in-law, sister-in-law and domestic partner.

If an employee must attend services which include travel greater than 400 miles, one (1) additional day, or a total of four (4) days shall be granted.

ARTICLE XVII - WAGES AND JOB CLASSIFICATION

The following hourly rates of pay shall prevail during the term of this Agreement.

Classification Current 9/3/2017 9/1/2018 9/1/2019

3.00% 3.00% 2.75%

Electronics Tech, Maint. III $29.28 $30.16 $31.06 $31.92

Engineering Tech II $23.46 $24.16 $24.89 $25.57

Engineer Technician V $39.76 $40.95 $42.18 $43.34

General Clerk III $18.34 $18.89 $19.46 $19.99

Aircraft Servicer $22.46 $23.13 $23.83 $24.48

Machine Tool Operator $27.87 $28.71 $29.57 $30.38

Machinist Maintenance $22.90 $23.59 $24.29 $24.96

Mechanic I $30.61 $31.53 $32.47 $33.37

Mechanic I - Electrician $30.61 $31.53 $32.47 $33.37

Mechanic I - Metal Smith $30.61 $31.53 $32.47 $33.37

Mechanic II $31.92 $32.88 $33.86 $34.80

Mechanic II - Electrician $31.92 $32.88 $33.86 $34.80

Mechanic II - Metal Smith $31.92 $32.88 $33.86 $34.80

Painter, Aircraft $24.81 $25.55 $26.32 $27.04

Scheduler, Maintenance $19.00 $19.57 $20.16 $20.71

Supply Technician $26.41 $27.20 $28.02 $28.79

Tools & Part Attendant $18.43 $18.98 $19.55 $20.09

Upholsterer $22.60 $23.28 $23.98 $24.64

Warehouse Specialist $18.43 $18.98 $19.55 $20.09

GSE Servicer $21.86 $22.52 $23.19 $23.83

Material Expediter $24.94* $25.69 $26.39

* Material Expediter is added to the Bargaining Unit at the current approved SCA rate for the first year of the Agreement. The rate will increase according to the negotiated increase in years 2 and 3 of the Agreement.

Section 1. Any new job classification(s) added by the Coast Guard or the Company on future contracts will be covered by the CBA. The Company will notify the Union and its Directing Business Representative promptly as of the intent to add the new classifications(s). The new classifications will be brought to Negotiation for Wages within 30 days.

ARTICLE XVIII – HEALTH AND WELFARE

Section 1. Group Medical & Dental Insurance

The Company will, during the life of the bargaining agreement, maintain and contribute to the cost of health and dental care insurance for bargaining unit personnel. The offered group insurance plans may be modified from year-to-year for cost containment, improved coverage, legally required or carrier imposed changes. It is agreed that the Company and Union may agree to change vendors of health care, dental care, or life insurance during the life of this Agreement. Any such benefit change will provide comparable coverage/design as the incumbent plan. Should there be a significant change in the plan benefits or rise in the rates, the Company and Union will meet to resolve any resulting issues.

Since all insurance plans are subject to change, the Company agrees to provide employees with an updated coverage and rate document annually that will include any changes in the coverages provided, including any increases in costs.

The Company and the employees will share the cost of health and dental insurance coverage according to the following schedule:

Effective Date Coverage Sharing Split

September 2017 70% Company/30% Employee

September 2018 70% Company/30% Employee

September 2019 75% Company/25% Employee

a. Opt-out option: Employees may elect to waive health insurance coverage and elect to receive the amounts listed below. Waiver will be paid on a biweekly basis. Proof of alternate coverage is required.

Employees may elect to waive health insurance coverage and elect to receive three dollars ($3.00) per hour for each hour paid up to 40 hours per week.

Effective September 1, 2019 the Opt-Out rate will increase to $3.25 per hour up to 40 hours per week.

b. Dental/Vision Only: Employees who opt out of Medical Insurance coverage may choose to be covered by the dental and/or vision plan only.

c. Any unused monies will remain with the employee.

Section 2. Vision: Employees may opt to purchase the Company's optional vision benefit as provided in the Summary Plan Description.

Section 3. Life Insurance: The Company will provide a Life ($50,000 policy) and an Accidental Death & Dismemberment (AD&D) ($50,000) policy to all employees.

Employees may purchase optional voluntary insurance through Colonial Life and Unum. Colonial products include Whole Life, Critical Care, Accident and others. Unum products include Life and AD&D. Employees may purchase voluntary products by payroll deduction. Proof of insurability and approval by the insurance carrier is required prior to purchasing any voluntary product.

Section 4. Short and Long Term Disability: The Company will provide Short-Term Disability to all employees as described in the Summary Plan Description. The STD insurance provides a benefit of, 60% of weekly earnings following a fourteen day waiting period, for up to twenty-six (26) weeks. There is no buy-up option.

The Company will make available for employee purchase via payroll deduction optional long-term disability insurance (LTD) up to $50,000.

ARTICLE XIX – 401(K)

All employees covered under this agreement shall be eligible to participate in the company sponsored 401(K) Savings Plan. Employees will be permitted to contribute their own monies via payroll deduction up to the maximum allowable by IRS regulations. The Company will match $.50 on the dollar up to a six percent (6%) employee contribution and the match will be made on a bi-weekly basis. Employees are 100% vested from the first day of hire.

ARTICLE XX — LEAVE OF ABSENCE

Section 1. Limited unpaid personal leaves of absence may be granted by the Company upon request of employees who have completed their probationary period. Such leaves shall be not more than thirty (30) calendar days. Requests for unpaid personal leave of absence must be made in writing and must receive approval by the Company. Accrued vacation must be used before any leave will be approved. A maximum of two (2) extensions may be approved by the Company.

Health insurance may continue for a maximum of sixty (60) days provided the employee pays the entire premium at least ten (10) days prior to the next month's insurance coverage.

Section 2. Seniority shall continue to accumulate during the approved leave of absence.

When an employee has been granted a leave of absence for a specified period of time, it will be the employee's responsibility to request an extension of such leave prior to expiration if additional time is required. All such extensions must have prior Company approval.

Section 3. Leave of absence for legitimate personal health reasons supported by sufficient medical verification will be granted to an employee for a period not to exceed ninety (90) days and will be extended when supported by sufficient medical verification supplied by the employee from a licensed physician. Leaves of absence for personal health reasons will not exceed twelve (12) months. An employee will be laid off after twelve (12) months.

Health, Dental and Vision, insurance, if elected, in addition to any optional benefits elected by the employee will continue for the duration of the leave of absence as described above as long as the employee continues to pay his/her portion of the premiums at least ten (10) days prior to the next month’s insurance coverage.

Section 4. An employee on leave of absence for personal health reasons may return to work prior to or at expiration of such leave upon the written release of a licensed physician provided the employee is able to perform his/her assigned duties safely. Should the Company question the employee's capability to perform the assigned duties safely, the Company may have the employee examined by another physician, prior to returning the employee to work.

a. While on leave of absence for personal health reasons, the employee shall notify the Company as to his/her potential of returning to work on a bi-weekly basis, except in those cases where the employee's physician has provided an expected date of return.

b. An employee may be returned to restricted duty provided the Company is able to accommodate said restrictions.

Section 5. Leaves of absence without pay for Union business not to exceed two (2) weeks, will be granted to Bargaining Unit employees of the Company, who are elected or appointed by the Union, to attend such functions as conferences, conventions, and union educational courses, provided at least five (5) work days advance notice is given in writing to the Company, if possible to do so. However, not more than one (1) employee may be on such leave at any time.

Section 6. Leaves of absence without pay in worker's compensation injury and legal occupational disease cases will be granted automatically for up to a twelve (12) month period of legal temporary disability, and seniority will accumulate for the fill period of such leave.

Section 7. An employee who has completed his/her probationary period, who is called to and performs short term active duty of thirty (30) days or less, including active duty training as a member of the United States Armed Forces Reserves or National Guard, shall be paid the difference between the employee's military rate and the employee's straight time hourly rate of pay for a period of up to ten (10) scheduled working days per calendar year. The employee must present a copy of the employee's order to the Company as soon as they are received by the employee. Upon return from active short term duty, the employee must present pay vouchers so that the calculation of the difference in pay may be computed. The employee will be given a leave of absence for, and will accumulate seniority during such period of service. Employees required to report for military training in excess of thirty (30) consecutive days or those called to active duty shall be reinstated in accordance with the Uniformed Service Employment and Reemployment Rights Act. The parties to this Agreement shall comply with current applicable state and federal legislation regarding military service.

Section 8. When leaves of absence are granted, the employee, upon return to active employment, will be returned to his/her classification based upon seniority and qualifications.

When an employee fails to return to work at the expiration of an approved leave of absence, that employee may be disciplined, up to and including discharge, at the option of the Company.

Section 9. Any member of the Union elected or appointed to a full time Union position may, upon written request by the Union, be granted a leave of absence for Union activities up to a three (3) year period and with the opportunity to request extensions. Employees on such leave shall continue to accrue seniority. Not more than one employee shall be on such leave at any one time. If the employee's group insurance through the Company is to be continued, the Union or the employee shall be required to pay the full monthly insurance premium.

When the activities for which such leaves of absence are granted shall cease, the Union shall immediately notify the Company in writing, and if application is made therefore within fifteen (15) days thereafter, such Union member will be given re-employment in a similar position, if same still exists, or a comparable position in accordance with his/her qualifications and seniority privileges, and applicable wage rate at the time of return to the active payroll.

Section 10. The granting or disallowance of Personal/Medical Leaves of Absence for employees within the probationary period will be at the discretion of the Company.

ARTICLE XXI – NO STRIKES OR LOCKOUTS

The Union agrees that it shall not engage in, authorize or recognize any strikes, picketing or other interruption of the Company's normal operations during the term of this Agreement; the Company agrees that it shall not lock out the employees during the term of this Agreement.

ARTICLE XXII – BULLETIN BOARDS

The Company shall provide a sufficient number of bulletin boards onsite for the Union to post official Union information for their membership.

ARTICLE XXIII — COMPLETE AGREEMENT

The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understanding and agreements arrived at by the parties after the exercises of that right and opportunity are set forth in this Agreement. Therefore, the parties, for the life of this Agreement, waive the right, and each agrees that the other shall not be obligated, except as otherwise provided in this Agreement, to bargain collectively with respect to any subject of matter referred to or covered in this Agreement. Further, the parties, for the life of this Agreement, waive the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter not specifically referred to or covered in this Agreement, even though such subject or matter may not have been within the knowledge or contemplation of any of the parties at the time this Agreement was negotiated or signed.

ARTICLE XXIV — SCOPE OF AGREEMENT

Should the Company establish any new facilities that results in work or services presently performed under this Agreement being transferred, the Company agrees to consult with the Union and offer employees who are adversely affected job opportunities that may be available at the new facility.

This Agreement shall be binding upon the parties hereto, their successors, administrators, executors, and assigns. On the sale, transfer or lease of any facility and/or equipment only the specific provisions of this Agreement, including supplements or other conditions shall prevail.

The Company shall give notice of the existence of this Agreement to any purchase, transferor, lessee, assignee, etc. of the operation covered by this Agreement or any part thereof. Such notices shall be in writing with a copy to the Union at the same time the seller, transfer, lessors executes a contract of transaction as herein described.

ARTICLE XXV — NON-DISCRIMINATION

Section 1. The Company and the Union agree to observe all applicable Federal and State laws regarding non-discrimination against any employee or applicant for employment because of race, color, religious creed, national origin, disability, veteran status, age, gender identity or sex.

Section 2. The use of personal pronouns of masculine gender is for grammatical purpose only, and the terms of the Agreement shall apply equally to persons of either sex.

ARTICLE XXVI — GENERAL PROVISIONS

Section 1. The Company agrees that it will not discriminate against any employee because of his membership in the Union.

Section 2. The Company shall furnish all special tools and equipment necessary for the performance of work. Special tools shall include but not limited to, power and pneumatic tools. Employees will furnish normal hand tools.

Section 3. The Company shall furnish full coverage tool insurance for proven theft of tools valued at $100.00 or more and for tools damaged by fire or flood while on the Company premises (worksite). The insurance is provided for those tools which appear on the Company's approved inventory.

Section 4. The Company shall, once per year, reimburse employees for the purchase of protective footwear according to the schedule in the table below. Such reimbursement shall require the completion of an employee expense report and supported by a receipt for the purchase of described protective footwear along with evidence that such footwear meets applicable ANSI standards and that the footwear is required for job performance and must be worn by the employee at work at all times.

Contract Year Footwear Reimbursement Amount

2017 $80.00

2018 $90.00

2019 $100.00

Section 5. The Company shall, once per year, reimburse employees for the purchase of protective prescription eyewear according to the schedule in the table below:

Contract Year Eyewear Reimbursement Amount

2017 $50.00

2018 $60.00

2019 $70.00

Section 6. All production work in the facilities will be performed by employees covered by this Agreement. The supervisor shall not perform any production work except in case of instruction, and emergencies. This is not intended to take away work that is consistently performed by regular employees.

Section 7. The Company shall provide OSHA-compliant safety gear, with the exception of protective footwear as provided above, as required for use in performing work.

Section 8. Dress and Personal Appearance: Y-Tech requires employees to be dressed appropriately for the business environment with an emphasis on neatness, cleanliness and safety. The basic guidance on appropriate dress is established by Y-Tech.

a. The Site Supervisor, after agreement from the Government, may authorize employees to wear shorts in the workplace. The Site Supervisor will have the sole discretion to authorize the wearing of shorts and can discontinue the practice at any time.

b. The Company shall provide employees t-shirts and hats with logo following their probationary period. The Company will replace damaged or worn apparel as needed without cost to the employees.