Attachment_4_-_CBA.pdf

Collective Bargaining Agreement

Between

Federal Services, Inc.

And

International Association of Machinists and Aerospace

Workers, AFL-CIO

District Lodge 74 Local Lodge 2203

(Coast Guard Base, Elizabeth City, NC)

June 1, 2017 to May 31, 2020

Attachment 4 ii

Table of Content

ARTICLE PAGE

Preamble 1

Article 1 Intent and Purpose 1

Article 2 Recognition 1

Article 3 Bargaining Unit 1

Article 4 Management Rights 1

Article 5 Union Membership and Check-Off 2

Article 6 Visitation Rights 2

Article 7 Shop Stewards 3

Article 8 Seniority 3

Article 9 Discipline and Discharge 4

Article 10 Grievance Procedure and Arbitration 4

Article 11 No Strike, No Lockout 6

Article 12 Health and Safety 6

Article 13 Hours of Work 6

Article 14 Holiday 8

Article 15 Personal Time Off (PTO) 8

Article 16 Jury Duty 10

Article 17 Death In Family 10

Article 18 Wages and Job Classification 10

Article 19 Health and Welfare 11

Article 20 401(k) 12

Article 21 Leave of Absence 12

Article 22 Bulletin Boards 14

Article 23 Complete Agreement 14

Article 24 Scope of Agreement 15

Article 25 Non-Discrimination 15

Article 26 General Provisions 15

Article 27 Duration 15

PREAMBLE

This Agreement is made and entered into June 1, 2017 by and between URS Federal 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 on delivery order HSCG38-16-F-204601 at the Elizabeth City Coast Guard Base, Elizabeth City, NC.

ARTICLE 1 - INTENT AND PURPOSE

In setting forth certain provisions pertaining to wages, hours of work and working conditions, the COMPANY 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 2 – RECOGNITION

The Company herein recognizes the Union as the sole and exclusive bargaining agent as certified by the National Labor Relations Board Case No. 10-RC-188826 dated December 27, 2016 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 3 – BARGAINING UNIT

The Bargaining Unit shall consist of the following classifications: all full-time and regular part-time Aircraft Mechanic 1, AVI/Electrician, Aircraft Painter, Program Specialist (ETIV) Supply Technician, Structural Mechanic 1, Production Control Clerk, Tool/Parts Attendant, Supply and Tool Attendant Senior, Aircraft Mechanic 3, Tool and Die Maker, Ground Support Equipment Mechanic, excluding office clerical employees, professional employees, managerial employees and supervisors as defined by the act, employed by the Employer at the Coast Guard Base, Elizabeth City, NC

ARTICLE 4 – MANAGEMENT RIGHTS

Except as modified by a specific provision of this Agreement, the Company reserves and retains all of its normal and inherent rights with respect to the management of the business, including (without limiting the generality of the foregoing) its right to establish or continue policies, practices, and procedures for the conduct of the business; to select and direct the working force, to establish, eliminate, change or combine work schedules and work assignments and collateral duties, which are not in conflict with the terms of this Agreement; to transfer, promote or demote employees, or to lay off, terminate or otherwise relieve employees from duty for lack of work or other legitimate reasons; to make and enforce reasonable rules for the maintenance of discipline; to suspend, discharge or otherwise discipline employees for just cause;

to establish the methods, processes and means of providing services; and otherwise to take such measures as management may determine to be necessary to the orderly, efficient or economical operation of the business. It is understood and agreed that any of the powers and authority, which the Company had prior to the signing of this Agreement, are retained by the Company.

Such rights of management include, but are not limited to: hire, promote, layoff, assign, transfer, suspend, and to discharge, investigate, and discipline employees in accordance with this agreement; to increase or decrease that number; direct and schedule the work force including establishing and changing work days, work hours, and work weeks; establish, increase or decrease the number of work shifts and their starting and ending times; train employees and determine who will be trained; establish, change, combine or abolish job classifications and determine qualifications; determine performance levels and standards of performance of the employees, and provide performance reviews and approvals as needed.

ARTICLE 5 – UNION MEMBERSHIP & CHECK-OFF

Section 1. 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 provided by the Union duly executed by the employee.

Union membership or payments of dues/fees are currently not a condition of employment.

Section 2. It is understood and agreed to by the Company and Union that all present employees who are members of the Union on the effective date of this Agreement shall remain members 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 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 shall be viewed as being in compliance with the requirements of this Article and Section.

Section 3. 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 cost, and not at the cost of the Union.

Section 4. Such payroll deductions shall be remitted to the location as designated by the District Lodge by 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.

Section 5. Indemnity. The Union will indemnify and hold the Company harmless from and against any and all claims, demands, charges, complaints, or suits instituted against the Company which are based on or arise out of any action taken by the Company in accordance with or arising out of the foregoing provisions of this Article.

ARTICLE 6 – VISITATION RIGHTS

Section 1 Representatives of the Union shall, upon request by the Union, be admitted to the facilities during working hours. Such representatives shall inform the site supervisor or his designee, of the nature of their visit prior to admission to Company premises and of their departure when the visit is completed. Approval for such admission to Customer/Company premises will be granted unless operational activities require delay in time or date, or the customer denies access. Visits will be conducted so as not to interfere with the employees' work.

Section 2 It is understood that Representatives may need to comply with required Customer security regulations for site access and customer requirements for protecting proprietary interests. The Company shall assist with site access as may be necessary. The Union will be responsible for RAPID Gate application and associated costs, if required.

ARTICLE 7 – SHOP STEWARDS

Section 1 The Company recognized the right of the Union to designate a reasonable number of Stewards and Alternates, not to exceed two (2) Stewards and one (1) alternate Steward from the Company’s seniority list. A Steward shall be at all meetings with employees that involve or could involve disciplinary action.

Section 2 Stewards shall be permitted a reasonable amount of time to investigate, present and process grievances on the Company property (worksite) without loss of time or pay during their regular working hours. Stewards, however, shall not be paid by the Company for time spent handling grievances outside of his regular scheduled working hours unless approved by the Company. Stewards must obtain management’s approval prior to leaving their work area and/or entering another employee’s work area. If their request is denied, management shall advise the Steward when they can leave the area. If the Stewards need additional time for grievance processing due to the delay, upon request, the Company will agree to an extension.

Section 3 The steward or his designee shall be given fifteen (15) minutes during new hire orientation to meet with new hires.

ARTICLE 8 – SENIORITY

Section 1. Seniority of an employee is the length of his continuous service with the Company including time spent with predecessor Companies at the work location including any time spent on layoff as specified in Section 3 below.

a. It is understood that seniority, defined in this section shall govern benefits earnings as applicable, the filling of vacancies within job classifications and the assignment of shifts, provided the employee is capable of performing the job.

b. Promotions - When vacancies occur in any job classification covered by the Agreement, the Company shall post notice of such vacancies for a period of five (5) work days. The Company shall promote the most qualified employees within the bargaining unit who have signed the notice prior to hiring outside applicants unless Section 2 of this article would apply. In which case, the senior qualified employee on layoff would receive the offer first.

c. Temporary Promotions - The Company may temporarily assign an employee to a higher paid classification for periods of short duration, not more than thirty (30) calendar days, due to workload, absence or during filling of vacancies. The Employee will receive the higher pay rate for such time serving in its capacity.

Section 2. In cases of layoff, the employee with the least seniority in the affected job classification shall be laid off first. The Company shall serve written notice to each affected employee. Employees selected for layoff may elect to bump into lower rated classifications for which they have previously held and displace the junior seniority employee. The employee shall inform the Company of their election of bumping rights within twenty-four (24) hours following notice of layoff. Recall shall be in inverse order of a layoff. If two or more employees have the same Company seniority date, the employee with the lowest last four digits in their social security number will be considered to have more seniority.

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

a. Resignation

b. Discharge for just cause

c. Layoff in excess of eighteen (18) months.

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, unless it is later proven that the employee was incapacitated and unable to contact the employer by phone due to circumstances out of the control of the employee.

Section 4. Each new employee shall serve a probation period of sixty (60) calendar 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.

ARTICLE 9 - DISCHARGE AND DISCIPLINE

Section 1. The parties agree that they shall cooperate to foster a motivated and efficient workforce.

Maintaining discipline is an essential element of this effort. The Company shall retain the right to discipline employees by discharge, suspension, or other action. No disciplinary action shall be taken without just cause and will follow progressive discipline principals of 1) verbal warning, 2) written warning, 3) suspension and 4) termination. The Company may exercise an additional suspension in lieu of termination.

It should be noted that although this system is intended to be progressive and corrective, the company may determine that certain infractions or conduct or a demonstrated history of various infractions or conduct may justify skipping or accelerating certain steps or levels of discipline.

Section 2. In all cases of dismissal or suspension for just cause, the Supervisor shall notify the Steward and meet with them and advise the Steward of the reason the action is being taken. The Supervisor or the Steward may request to have the employees present at the meeting. The Steward shall be given time to meet with the employee prior to meeting with the Supervisor.

Section 3. All disciplinary action shall be placed in the employee’s personnel file and become part of the personnel record. Those disciplinary actions shall remain in the personnel file and shall not be used for the purpose of progressive disciplinary action after one (1) year period without receiving additional disciplinary actions.

ARTICLE 10 – 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, and the Union Representative at the employee’s request. 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 grievance promptly through the following steps:

Step 1 The employee involved shall first confer with his Site Manager in order to amicably settle the matter, and the Steward at the employee’s request. Any and all grievances shall be handled during normal working hours without any unnecessary interruption of work.

Step 2 If the dispute is not resolved amicably then within seven (7) calendar days the Employee with their Steward may file a written grievance with the Program Manager. Within seven (7) calendar days after receipt of grievance the Program Manager shall submit a written answer to the affected employee or Steward.

Step 3 If not settled/resolved at Step 2, the Union Business Representative or designee may submit the grievance to the Director, Human Resources or designee within fifteen (15) calendar days. The Parties shall meet, in person or by telephone conference, within ten (10) calendar days and attempt to resolve any grievance. If unable to resolve the grievance, the Director, Human Resources or designee shall submit a written answer to the Union within fifteen (15) calendar days.

Section 2 The Union's Business Representative may submit, within thirty (30) calendar days following the Company's Step 3 answer, written notice to the Director, Human Resources of its intent to arbitrate. The Union shall 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 shall notify the Arbitrator of their selection and shall coordinate schedules between the Company, Arbitrator and Union. The cost of the Arbitrator shall be shared equally among the parties. The Company and the Union shall continue to attempt to resolve the grievance prior to arbitration.

Section 3. The arguments before the Arbitrator shall 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 4. 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 5. 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, fees of 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 6. Any monetary award shall be limited to the actual loss incurred by the grievant, less such other compensation, including wages, commissions, worker's compensation, short/long term disability and unemployment compensation, as the grievant may have received or which may be due to the grievant for the designated award period. The parties shall conduct the arbitration cases at a location selected by the parties.

Section 7. The Union may file a step 2 grievance with the Program Manager for any matter it believes is a breach of this agreement or for unusual or unforeseen circumstances on behalf of an Employee.

Section 8 A settlement or compromise made with respect to any grievance in the first or second step shall apply to that grievance only and shall not become a binding precedent in the case of other grievances nor a precedent which shall bind the parties as an interpretation of the Agreement. All settlements shall be consistent with the terms and conditions of this Agreement.

ARTICLE 11 – NO STRIKES OR LOCKOUTS

Section 1. During the life of this Agreement or any written extension thereof, neither the Union nor its members will call, sanction, participate in, authorize, instigate, support, assist, acquiesce in or condone any strike including, but not limited to, any unfair labor practice strike, sympathy strike, sit-down, slow-down, sickout, walkout , picketing, work stoppage, slowdown , whether sanctioned by the Union or not, by any employee which curtails, interferes with or interrupts or threatens such curtailment, interference or interruption of the Employer's operation,.

Section 2. The Employer reserves the right to take disciplinary action, including discharge, against the participants in any strike, slowdown, sickout, walkout, picketing, stoppage, or other interference with production, and such action may not be raised as a grievance or be subject to the arbitration provisions of this Agreement, except as to whether or not the employee participated in such action.

Section 3. During the life of this Agreement, or any written extension thereof, the Employer will not lock out the employees covered under this Agreement.

ARTICLE 12 - HEALTH AND SAFETY

Section 1. The Company, the Union and all employees share the responsibility for maintaining a safe, clean and healthful workplace.

Section 2. Employees are required to comply with safety rules and regulations established by the Company and Government agencies, and to wear such protective clothing or use such safety equipment as required and shall be furnished by the Company.

Section 3. The Company shall maintain safe and healthful conditions including safety equipment as is necessary to protect employees from injury. It is the desire of both parties to this Agreement to maintain high standards of safety in the operations of the Company in order to eliminate, as far as possible, industrial accidents and illnesses.

ARTICLE 13 – HOURS OF WORK

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. Eight (8) consecutive hours, exclusive of an unpaid 30 minute to 1 hour lunch, as directed by the Company, shall constitute a normal work shift. Lunch will normally be uninterrupted; however, the parties acknowledge mission requirements may necessitate deviation from this practice. Employees shall receive two (2) paid fifteen (15) minute breaks, one midmorning and one midafternoon.

Section 2. 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; or 3 consecutive days for a 4/10 schedule.

Section 3. Shifts will be defined by their start times in the following:

Day Shift: Beginning 4:00 a.m. to 12:00 p.m.

2nd Shift: Beginning 12:00 p.m. to 8:00 p.m.

3rd Shift: Beginning 8:00 p.m. to 4:00 a.m.

Weekend Shift: Friday, Saturday, Sunday and Monday

Shift Premium: Effective July 1, 2017, employees covered by this agreement assigned to the second (2nd) shift shall receive a shift differential of fifty cents ($.50) per hour. Shifts may be modified to meet contract requirements.

Section 4. Due to Contract Operations employees who are prevented from reporting for work shall notify their supervisor of their inability to report for work at least thirty (30) minutes prior to shift start time, giving a reason for the absence.

Section 5. An employee who is scheduled and travels 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 hour worked.

Employee(s) called into work on weekends when not scheduled; or called back to work during the weekday, following their regular scheduled shift shall be afforded four (4) hours of call in pay if scheduled to work anything less than four hours. Hours worked over four (4) shall be paid accordingly.

Section 6. It is understood and agreed that the Company may schedule overtime work. The company shall provide as much advance notice as possible, normally at least 48 hours’ notice for weekday overtime scheduling, and normally at least seventy two (72) hours’ notice for weekend and/or holiday for overtime scheduling. This in no way can be construed as a guarantee of any notification requirements since the Company must support new/revised Customer requirements. An attempt shall be made to staff overtime assignments with qualified volunteers. If there are more volunteers than needed, employees will be selected on a first come first serve basis. In the event that overtime requirements cannot be met with volunteers, the least senior qualified employee may be required to work overtime. Advance requests by employees to be excused from overtime shall be considered by the Company on a good faith basis.

Section 7. The overtime rate shall be time and one-half (1 ½) the employee’s regular working rate of pay for all hours worked over forty (40) in a workweek.

Section 8. An employee, who has not completed their probationary period, shall 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.

Section 9. All hours worked shall be counted as time worked toward the computation of overtime pay. There shall be no duplication or pyramiding of overtime hours.

Section 10. The Company may require employees to work an alternate work schedule to include a four day, ten (10) hour shift or 9 days of 80 hours every two weeks (9/80 or RDO). This alternate work schedule may include weekends.

Employees will receive a minimum of three (3) working days’ notice when the Company changes their shift starting time or hours of work unless there are circumstances beyond the Company’s control.

9/80 Work Week: The employees will be on a modified work week beginning and ending midshift on Friday. The shift will be comprised of 9 hours a day, Monday through Thursday, 8 hours a day on Friday.

Every other Friday is a scheduled day off. Employees will have an uninterrupted lunch period of ½ hour to 1 hour hour lunch, as directed by the Company, in their work day. The lunch period shall be arranged as near the middle of an employee’s shift as possible. Time will be recorded in accordance with the work week specified above. Employees will record eligible hours each day, up to 9 hours Monday through Thursday and 4 hours on Friday, with the workweek ending at the midpoint of the shift on Friday. The new workweek will begin mid-shift Friday and the employees will record eligible hours up to 4 hours on that day followed by 9 hours per day Monday through Thursday and no hours recorded the following Friday.

ARTICLE 14 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 shall not 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 following ten (10) holidays shall be observed each calendar year:

New Year's Day Martin Luther King’s Birthday President's Day Memorial Day Independence Day Labor Day Columbus Day Veterans Day Thanksgiving Day Christmas Day

Section 3. Any employee required to work on any of the above holidays shall be paid for all hours worked at time and one-half (1 ½) his working rate of pay plus eight (8) hours holiday pay. 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, shall be observed under the same schedule observed by Federal Government. When a holiday falls during an employee’s PTO, the holiday shall not be charged as PTO and be paid as holiday pay.

ARTICLE 15 – VACATION/PTO

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. Paid vacation entitlement will be as follows:

1) Employees completing their 60 day probationary period with continuous service, through and including eight (8) years, shall accrue 3.08 hours of vacation credit per pay period for each creditable pay period.

2) Employees with nine (9) years of continuous service, through and including fifteen (15) years, shall accrue 4.62 hours of vacation credit per pay period for each creditable pay period.

3) Employees with fifteen (15) or more years of continuous service, and each year thereafter shall accrue 6.16 hours of vacation credit per pay period for each creditable pay period.

Effective July 1, 2017, vacation will cease and personal time off (PTO) will begin accruing on a biweekly basis at the following rates:

Years of Service Annual Accrual Changes Biweekly

Less than 5 years 120 0 Months 4.62

5 years but less than 10 years 160 48 Months 6.16

10 years + 200 108 Months 7.70

1) Employees completing their 60 day probationary period with continuous service, through and including five (5) years, shall accrue 4.62 hours of PTO credit per pay period for each creditable pay period.

2) Employees with five (5) years of continuous service, through and including ten (10) years, shall accrue 6.16 hours of PTO credit per pay period for each creditable pay period.

3) Employees with ten (10) or more years of continuous service, and each year thereafter shall accrue 7.70 hours of PTO credit per pay period for each creditable pay period.

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

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

2) PTO taken by the employee is deducted from the employee's unused PTO until such leave is exhausted.

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

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

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

Section 4. PTO should be requested as far in advance as possible but in no case less than seventy two (72) hours immediately prior to the day being requested. The Company will make every effort to approve PTO requests unless prohibited by legitimate business reasons. When conflicts in requested PTO periods arise, the employees having the greater seniority shall be given the preference. However, an employee who has previously requested and had scheduled PTO approved will not be displaced by a more senior employee.

a. PTO 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.

b. Employee's request for PTO 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.

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

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

PTO.

Section 6. Paid days of PTO shall not 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 PTO. The Company reserves the right to cancel an approved PTO, 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 PTO.

Section 9. In the event of a 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, or the customer has directed site closure, employees will be allowed to charge their PTO or approved LWOP.

ARTICLE 16 – 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 17 – DEATH IN FAMILY

Employees shall receive twenty-four (24) hours of paid bereavement leave when a death occurs in their immediate family. Immediate family is defined as parent, grandparent, grandchild, spouse, child, brother, sister, mother-in-law, father-in-law, stepparent, step-children, brother-in-law, and sister-in-law. If it is outside of 500 miles the employee may receive an additional sixteen (16) paid hours.

ARTICLE 18 – WAGES AND JOB CLASSIFICATION

Section 1 The following hourly rates of pay shall prevail during the term of this Agreement. Any pay differential or additive specified in this Agreement shall be applied on an hourly basis.

Job Classification Current 1-Jul-17 1-Jul-18 1-Jul-19

AC Mechanic 1 22.18$ 24.45$ 24.94$ 25.44$

AC Mechanic 2 23.29$ 25.67$ 26.18$ 26.71$

AC Mechanic 3 24.37$ 26.86$ 27.40$ 27.94$

AC Mechanic 1 Avionics 22.18$ 24.45$ 24.94$ 25.44$

AC Mechanic 1 Electrician 22.18$ 24.45$ 24.94$ 25.44$

AC Mechanic 1 Structural 22.18$ 24.45$ 24.94$ 25.44$

Engineering Technician IV 27.42$ 28.57$ 29.14$ 29.72$

Ground Support Equipment Mechanic 22.18$ 24.45$ 24.94$ 25.44$

Aircraft Painter 20.20$ 22.27$ 22.71$ 23.17$

Material Expeditor 23.57$ 24.99$ 25.49$ 26.00$

Maintenance Trades Helper 16.29$ 16.99$ 17.33$ 17.68$

Production Control Clerk 23.57$ 24.99$ 25.49$ 26.00$

Aircraft Mechanic Helper 16.35$ 18.04$ 18.40$ 18.77$

Tool & Die Maker 24.69$ 25.73$ 26.24$ 26.76$

Supply Technician 22.28$ 23.22$ 23.68$ 24.16$

Tools & Parts Attendant 15.55$ 16.22$ 16.55$ 16.88$

Supply & Tools Attendant, Senior 28.00$ 28.54$ 29.04$ 29.55$

All monetary increases occurring in this Agreement will become effective the first full pay period following the designated effective date.

Section 2. Lead Additive

a) Leads may be utilized as determined by management. The employer shall have the sole discretion in the number and selection of employees for the lead position.

b) A Lead employee(s) shall receive sixty cents ($.60) per hour added to their base pay for all hours paid while assigned or working in a Lead position.

ARTICLE 19 – 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, ACA compliance and other 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 (ACA Compliant). Should there be a significant change in the plan benefits or rise in the rates, the Company and Union will meet to bargain any resulting issues.

Dental Only: Employees who opt out of Medical Insurance coverage may choose to be covered by the Dental Insurance.

Current health and dental employee contributions will continue upon the ratification of this Agreement.

Effective the first full pay period following July 1, 2017, the Company and the employees will share the cost of health and dental on a 70%/30% basis with the Company paying 70% and the employee paying 30%. Increases will be borne on the same percentage basis.

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

Effective June 1, 2017 Employee - $500.00 Family – $1,000

Opt-Out Option: Effective July 1, 2017, employees may elect to waive health insurance coverage and elect to receive three dollars ($3.00) per hour for each hour paid up to forty (40) hours per week, to be included in the employee’s pay.

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 Life and AD&D insurance to all employees at one 1 times (1-Xs) the employee’s annual salary. Employees may purchase optional life insurance /accidental death and dismemberment insurance (AD&D) to the extent such coverage is available.

Employees may purchase dependent life by payroll deduction. Proof of insurability and approval by the insurance carrier is required prior to purchasing any optional life insurance/AD&D and dependent life insurance. Benefit/Age reductions may occur in accordance with the plan document.

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 $300.00 per week, following a three day waiting period, for up to twenty-six (26) weeks. The Company will make available for employee purchase via payroll deduction optional long-term disability insurance (LTD) as defined in the Summary Plan Description for employees.

ARTICLE 20 – 401K

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. Effective July 1, 2017, the Company will match $.50 on the dollar up to a six percent (6%) employee contribution.

ARTICLE 21 – 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 PTO must be used before any leave will be approved. A maximum of two (2) extensions may be approved by the Company.

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 administratively terminated after twelve (12) months MLOA.

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 biweekly 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 full period of such leave.

Section 7. Effective July 1, 2017, 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 placed on a military leave of absence (Mil-LOA) for up to one (1) year. Employees on Mil-LOA exceeding one year shall be administratively terminated and 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. Employees on military orders are not allowed to also work for the company for the duration of the orders unless preapproved by management.

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. Employees on such leave shall continue to accrue seniority. Not more than one employee shall be on such leave at any one time.

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 22 – BULLETIN BOARDS

The Company shall provide two (2) bulletin boards onsite for the Union to post official Union information for their membership.

ARTICLE 23 – COMPLETE AGREEEMENT

Section 1. 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.

Section 2 Should any part of this Agreement or any provision herein contained be rendered or declared by reason of any existing or subsequently enacted legislation or a decree of a court of competent jurisdiction, such invalidation of any such part or portion of this Agreement shall not invalidate the remaining portions herein and they shall remain in full force and effect.

The Company and the Union, within thirty (30) days of knowledge of such an occurrence shall meet to discuss the impact of such actions. If either party desires to negotiate a new provision regarding the affected portion, then that party may serve notice upon the other, in writing, of its desire to negotiate the provision of the Agreement affected by such legislation or court decree. The parties shall meet within thirty (30) days of presentation of the written notice to negotiate changes to the Agreement. Any modification or changes to this Agreement brought about by the above negotiations shall be in writing and signed by the parties hereto.

ARTICLE 24 – 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 facilities.

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 25 – 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, or sex, gender identity/expression, sexual orientation, or preference.

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 26 – 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 Customer will furnish all tools and equipment necessary for the performance of work.

Section 3. All production work in the facilities will be performed by employees covered by this Agreement. The supervisors may continue to perform work as previously performed prior to this Agreement. This is not intended to take away work that is consistently performed by regular employees.

Section 4. The parties agree with the principle that all employees shall be treated with dignity and respect in the workplace. The Company shall investigate instances of alleged violation of the principle and take appropriate corrective action where warranted.

ARTICLE 27 – DURATION

Upon ratification, this Agreement will be in full force and effect June 1, 2017, to and including May 31, 2020 and will continue from year to year thereafter unless written notice of desire to negotiate changes or revisions or terminate this Agreement is served by either party shall, no more than ninety (90) days and at least sixty (60) days prior to anniversary date hereof, notify the other party of a desire to negotiate the current contract.