A5a. FA489016C0011 CBAs (Final).pdf

3/31/23, 3:08 PM SAM.gov https://sam.gov/wage-determination/cba/agreement/72046/document 1/1

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

THE SERVICE CONTRACT ACT |EMPLOYMENT STANDARDS ADMINISTRATION

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

| Wage Determination No.: CBA-2022-176

Diane Koplewski Division of | Revision No.: 1

Director Wage Determinations| Date Of Last Revision:

State: New Mexico

Area: Otero

Employed on FA4890 HQ ACC AMIC contract for The contractor shall furnish all personnel, equipment, tools, materials, supervision, and a other items and services required to support MQ-9 remotely piloted aircraft (RPA) with Air and Ground Intelligence, Surveillance, and

Reconnaissance (ISR) training support. The contractor will provide realistic training support through training syllabi for the warfighter t include Opposing Forces (OPFOR), Friendly Forces (BLUFOR), and Joint Terminal Attack Controller (JTAC) support. In addition, the contract provides for Air and Ground Testing support and support for USAF Weapons School (WS) training exercises, continuation training (CT), and mission qualification training (MQT)..

Collective Bargaining Agreement between contractor: The Rockhill Group, and union: International Association of Machinists and Aerospace Workers AFL-CIO Local Local Lodge 2515, effective 10/01/2022 through

09/30/2025.

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).

10/2/23, 12:04 PM SAM.gov https://sam.gov/wage-determination/cba/agreement/72658/document 1/1

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

THE SERVICE CONTRACT ACT |EMPLOYMENT STANDARDS ADMINISTRATION

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

| Wage Determination No.: CBA-2023-515

Diane Koplewski Division of | Revision No.: 0

Director Wage Determinations| Date Of Last Revision: 10/02/2023

State: Nevada

Area: Clark

Employed on FA4890 HQ ACC AMIC contract for 49th ISR Air to Ground Training Support Services.

Collective Bargaining Agreement between contractor: The Rockhill Group, Inc., and union: Tactical Air Controllers - Las Vegas Association (TAC-LVA) Local , effective 10/01/2023 through 09/30/2026.

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

Collective Bargaining Agreement(s) are to be paid wage rates and fringe benefits

Collective Bargaining Agreement between

The Rockhill Group, Inc.

and

Tactical Air Controllers - Las Vegas Association (TAC-LCA) in support of

USAF Air & Ground ISR Training Support Creech AFB

Las Vegas, NV

1 October 2023 to 30 September 2026

TABLE OF CONTENTS

ARTICLE TITLE PAGE

Preamble 3 1 Recognition 3 2 Rights of Management 3-4 3 Association and Company Relations 4-6 4 Seniority 6-8 5 Workweek, Hours of Work, Shifts 8 6 Overtime 9 7 Leave of Absence 9-10 8 Safety 10-11 9 Separability 11 10 Miscellaneous 11-13 11 Layoff and Recall 13-14 12 Jury and Witness Duty 14 13 Discharge and Discipline 14-17 14 Rates of Pay 17 15 Paid Time Off 17-18 16 Retirement Plan 18 17 Holidays 18-19 18 Group Benefits 19-21 19 Duration 21 Signatures of the Parties 21 Appendix A: Wages 22

PREAMBLE

THIS AGREEMENT, dated as of 01 October 2023, by and between The Rockhill Group, Inc. (the Company) and the Tactical Air Controllers - Las Vegas Association (the Association).

WHEREAS, the Association is the exclusive bargaining agent of certain employees of the Company, and

WHEREAS, the Association and the Company have negotiated a collective bargaining agreement (Agreement) covering wages, hours, and other terms of employment, and

WHEREAS, the parties desire to reduce the agreement to writing, NOW, THEREFORE, in consideration of the mutual promises hereinafter set forth, the parties hereto agree as follows:

ARTICLE 1

RECOGNITION

Article 1.1 Recognition. The Company recognizes the Association as the exclusive bargaining agent with respect to the conditions and terms of employment including but not limited to: employee rights, grievance procedures and arbitration provisions, hours of work, leaves of absences, rates of pay, paid time off, employee benefits, and other applicable conditions of employment in accordance with the National Labor Relations Act (NLRA) for all employees covered by the Agreement.

Article 1.2 Collective Bargaining Unit (CBU). The Company and the Association agree the employees covered by the Agreement shall consist of the following:

INCLUDED: All employees classified by the Company as Joint Terminal Attack Controller (JTAC) Team Leads and JTAC Training Specialists, employed by the Company pursuant to Contract No. FA4890- 16-C-0011for the Air and Ground Intelligence, Surveillance and Reconnaissance (ISR) Training Support Performance Work Statement (PWS) (the Program) at Nellis/Creech AFB, NV.

EXCLUDED: Office clerical employees, guards, and supervisors as defined by the NLRA, and all other employees.

ARTICLE 2

RIGHTS OF MANAGEMENT

Except as expressly modified or restricted by a specific provision of this Collective Bargaining Agreement, all statutory and inherent managerial rights, prerogatives, and functions are retained and vested exclusively with the Company, whether heretofore or hereafter exercised and regardless of the frequency or infrequency of the exercise of those rights. The rights include but are not limited to: the right to reprimand, suspend, discharge, or otherwise discipline employees for just cause; to determine the number of employees to be employed; to hire employees, determine their qualifications, and assign and direct their work; to establish job classifications and descriptions as required; to lay off and recall employees to work; to set the standards of productivity and performance, the products to be produced, and/or the services to be rendered; to maintain the efficiency of operations; to determine the personnel, methods, means and facilities by which operations are conducted; to determine hours and shifts of work;

to close down or relocate the Company's operations or any part thereof; to expand, reduce, alter, combine, transfer, assign, or cease any job, department, operation, or service; to introduce new or improved methods of operation, equipment, or modes of transportation; to control and regulate the use of machinery, facilities, equipment, and other property; to issue, amend, and revise, policies, procedures, rules, regulations, and practices; and take whatever action is either necessary or advisable to determine, manage, and fulfill the mission of the Company and to direct the Company's employees.

ARTICLE 3

ASSOCIATION AND COMPANY RELATIONS

Article 3.1 Strikes and Lockouts.

(a) It is expressly understood and agreed that the business of the Company is directly related to the important and vital work of the United States Government and that efficient and uninterrupted services must be furnished by those agencies who have need of and make use of the capabilities of the Company. Therefore, the parties agree that during the term of this Agreement:

(b) There shall be no strikes, sympathy strikes, sit-downs, slow-downs, work stoppages, stay-ins, and refusals to work, picketing or any other action that could interfere with any of the operations of the company.

(c) The Company agrees it will not engage in any lockout of employees during the term of the

Agreement.

(d) The procedures provided herein for the settlement of grievances arising under this Agreement may serve as the means for the settlement of disputes that may arise between the Parties. However, nothing in this Article, or any other Article of this Agreement, limits the Company's or the Association's right to seek and receive legal and equitable relief in the event of the breach of the no strike - no lockout provision, including but not limited to, injunctive relief prohibiting any lockout, strike, sympathy strike, sit-down, slow-down, work stoppage, stay-in, refusal to work, picketing, or any other action which would interfere with any of the operations of the Company.

(e) The Association (its officers, agents and members) shall not authorize, encourage, sanction, or take part in any strike, sympathy strike, sit-down, slow- down, work stoppage, stay- in, refusal to work, picketing or any other action which deliberately interferes with any of the operations of the Company.

(f) Any employee or employees, individually or collectively, who shall cause, encourage, or take part in any violation of this article, or any activities prohibited by this article, may be immediately discharged, or subject to other disciplinary actions as the Company may unilaterally consider appropriate. Any such disciplinary action shall be subject to the grievance and arbitration procedure as defined herein. If it is determined under the established grievance/arbitration procedure that such an employee(s) did participate in such an action, in violation of this provision, the disciplinary action taken shall not be altered. If the decision under the grievance and arbitration procedure is that such an employee or employees did not participate in such acts, the redress shall be as determined by the grievance/arbitration procedure and limited to "making whole" the individual employee involved, if warranted.

(g) In the event of a violation of this Article, the Association (its officers, agents and members) individually and collectively agree that it will use its best efforts and end such prohibited conduct, taking actions including:

(i) Requesting through personal contact or meeting with employees that they comply with the Agreement and not take part in any such prohibited conduct.

(ii) Immediately notify all employees in writing that such prohibited conduct is in violation of the Agreement.

(iii) Requesting those employees violating this Agreement to return to work and/or otherwise fully comply with the terms of this Agreement.

(iv) Make every other reasonable effort to have employees cease such prohibited acts.

Article 3.2 Access to Site. The elected officers of the Association, shall have access to the Site during working hours for the purpose of conducting legitimate Association business pertaining to this Agreement including, but not limited to, the investigation and advising in the handling of grievances, and the Company will not impose regulations which will render the intent of this provision ineffective. Visits by Association Officers shall not interfere with operations at the Site.

Article 3.3 President/Vice President. The Association may select one (1) President and one (1) Vice President. The Association shall keep the Site Lead informed in writing of the name of the President and Vice President. An employee, while serving as the President, shall not be surplused, transferred, or loaned from his job classification so long as other employees remain in his job classification.

Article 3.4 Investigating Grievances. The President shall notify and obtain permission from the Site Lead before leaving his work assignment for the purpose of investigating complaints or claims of grievance on the part of employees or the Association. Such permission shall be granted except where there is a substantial reason for delaying the contact or the investigation due to safety conditions or the fact that a critical operation is in process. The Site Lead may be present during any discussion relating to any complaint or grievance. However, upon the request of an employee or steward, the Site Lead shall authorize the President to participate in a private discussion with an employee, business representative, or his designee, relating to a complaint or grievance. Discussions of the type described in this Article shall be conducted without requiring the employee or President to clock out provided the discussion does not extend beyond the time the Site Lead considers reasonable under the circumstances.

Overtime will not be paid for the discussion time.

Article 3.5 Bulletin Boards. If allowed by the customer, the Company will provide a bulletin board for the use of the Association at a location mutually agreed to by the parties. Use will be restricted to the following:

(a) Notices of Association meetings;

(b) Notices of Association elections and results thereof;

(c) Notices of Association recreational and social affairs; and

(d) Such other notices as are mutually agreed upon.

Only notices approved by the Association President, or his designee, authorized in writing by the Association and approved by the Company may be placed on the bulletin boards.

Article 3.6 Rights of Site Lead. Nothing in this Agreement is intended to abridge the right of the Site Lead to privately discuss with any employee under his supervision topics pertinent to the workplace, including but not limited to, the employee's job performance.

Article 3.7 Meetings/Teleconference. Should either party desire to discuss with the other any matter affecting the relationship of the parties, a meeting/teleconference of Association and Company representatives shall be arranged upon request of either party. Such meetings/teleconferences shall take place at a time mutually convenient to both parties. Any use of Company time for attendance at such meetings shall be arranged in advance by mutual agreement.

This Article is intended to provide a free avenue of communication between the Association and the Company, and suggestions, complaints, or other matters may be presented by either party, provided that neither party shall be required to discuss any item brought up by the other party nor be bound to act upon any item presented. However, both parties agree to discuss informal grievances and complaints.

ARTICLE 4

SENIORITY

Article 4.1 Probationary Employees.

(a) For the first ninety (90) days of employment, employees shall be considered on probation and without seniority. However, if a probationary employee is laid off and rehired within a period of time not in excess of the time he had previously spent as a probationary employee, he will be credited with the time previously worked toward the completion of his probationary period. Upon completion of his probationary period, his seniority date will then be established as of ninety (90) days prior to the completion date of his probationary period.

(b) During such ninety (90) day period, probationary employees may be laid off or terminated at the discretion of the Company. Such layoffs or terminations during the probationary period shall not be subject to the grievance and arbitration procedure.

Article 4.2 Establishment of Seniority. The Bargaining Unit Seniority Date of each employee, who, subsequent to the effective date of this Agreement, is hired, rehired or transferred into the Unit, shall be the effective date of such hire, rehire or transfer into this Unit in Las Vegas, NV.

(a) Employee benefits (e.g., PTO) shall be based upon the employee's original date of hire in support of the Program. That original date of hire will be referred to as the "Benefit Eligibility Date."

(b) Site Seniority represents the continuous unbroken accumulated time each employee has spent under the services of the company and predecessor private contractor(s) in the performance of USAF Air & Ground ISR Training Support.

(c) Employees who may be rehired onto the contract will have their Site Seniority date based upon their date of rehire.

(d) Employees who may be transferred onto the contract from another Company location will have their Site Seniority date established as the date of transfer onto the contract. Such employees will have their Company seniority maintained for vacation eligibility and benefit determination purposes.

(e) An employee who re-enters the bargaining unit from a position outside the bargaining unit may return to the last classification held, provided he/she meets the definition of fully qualified as defined by Site Seniority. For purposes of this paragraph, Site Seniority does not accumulate while outside the bargaining unit and terminates upon completion of thirty (30) days in the non- Association position. In the event such employee does not have sufficient seniority to return to the last classification held, he/she may exercise displacement rights in accordance with this Article.

Article 4.3 Identical Seniority Dates. When two or more employees have the same Bargaining Unit Seniority Date, the employee with the birthyear occurring first will be awarded the greatest seniority.

Article 4.4 Accumulation of Seniority. Both Bargaining Unit Seniority and Benefit Eligibility Seniority shall accumulate to:

(a) Employees who are on the active payroll of the Company and in the Bargaining Unit.

(b) Time spent on authorized leave of absence for Association business in accordance with Article 7.

(c) Time lost by reason of industrial injury, or industrial illness, not to exceed the time limits for layoff status provided in this Article.

(d) Time spent on authorized leave of absence granted because of pregnancy or to cover periods of non-industrial injury or non-industrial illness, not to exceed 12 months during any such period.

(e) The first 30 days of any other authorized leave of absence.

Article 4.5 Loss of Seniority. An individual shall lose seniority rights, resulting in termination of employment, for the following reasons:

(a) Resignation

(b) Retirement

(c) Discharge for just cause

(d) Being in layoff status for a period greater than twelve (12) months

(e) While on leave of absence, engaging in other employment without prior written approval from the

Company

(f) Failure to report to work upon expiration of an approved leave of absence

(g) Failure to report to work within seven (7) calendar days of receiving written notice of recall from layoff status (unless such period is extended by the Company)

(h) Absence from work for three (3) consecutive working days without prior notice to the Program

Manager (either by telephone or written communication)

(i) A final adjudication that the employee cannot obtain, renew, or retain his required Security

Clearance

Article 4.6 Bargaining Unit Transfers. Employees promoted to supervisory positions or transferring out of the Bargaining Unit shall retain their Bargaining Unit Seniority and Benefit Eligibility for six (6) months but shall not accumulate additional seniority while they remain in positions outside the Bargaining Unit.

ARTICLE 5

WORKWEEK, HOURS OF WORK, SHIFTS

Article 5.1 Workweek.

(a) A five (5) day work week shall consist of five (5) consecutive weekdays, of eight (8) hours each and two (2) consecutive days off (also referred to as 5x8).

(b) A four (4) day work week shall consist of four (4) consecutive weekdays of ten (10) hours each and three (3) consecutive days off (also referred to as 4x10).

(c) The beginning day of the work week schedules listed in paragraphs (a) and (b), as well as the work week schedule itself, shall be designated by the Company. The Company and the Association may agree to a different pattern of days off. The standard work week starts at 0000, Sunday and ends at 2400 Saturday

Article 5.2 Workday.

(a) The regular workday shall consist of the first regularly scheduled eight (8) hours worked in a twenty-four (24) hour period (00:00 to 24:00), for a five (5) day work week, or ten (10) hours worked in a twenty-four (24) hour period (00:00 to 24:00) for a four (4) day work week.

(b) The normal starting times of the various shifts will be as follows:

a. First Shift: Beginning at or after 4:00 a.m. but before 10:00 a.m.

b. Second Shift: Beginning at or after 10:00 a.m. but before 6:00 p.m.

(c) The Association will be notified concerning changes in normal workday hours prior to such change.

(d) The place of starting the workday's work shall be at a location designated by the Company. The Company reserves the right to reassign employees to a different reporting location as job requirements dictate and agrees to give four (4) working days-notice whenever possible.

ARTICLE 6

OVERTIME

In lieu of overtime, the Site Manager shall coordinate with JTAC Team Leads to reschedule days off for the number of personnel required to support missions scheduled on UTA weekends or other normally scheduled days off.

ARTICLE 7

LEAVE OF ABSENCE

Article 7.1 Limited unpaid personal leaves of absence may be granted by the Company upon request of employees, after employee has exhausted all accrued leave balances. 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 Corporate Leadership. Unpaid leaves of absence will not be granted until all paid time off has been exhausted, excluding leave of absences for military service.

Article 7.2 Leaves of absence for legitimate personal health reasons, supported by sufficient medical verification, will be granted to an employee in accordance with the Family Medical Leave Act and any applicable state law equivalent.

Article 7.3 Leaves of absence without pay for Association business, not to exceed seven (7) calendar days, will be granted to employees of the Company who are elected or appointed by the Association to attend such functions as conferences, conventions, and Association educational courses, provided at least thirty (30) 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 the same time and employees may not take such leave more than one (1) time each year of this Agreement (except that the President may take such leave two (2) times each year of this Agreement).

Article 7.4 Leaves of absence without regular pay in worker's compensation injury and occupational disease cases will be granted automatically for up to a twelve (12) month period of legal temporary disability. Seniority will accumulate for the full period of such leave.

Article 7.5 An employee who is called to and performs 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 basic pay rate and the employee's working rate of pay for a period of up to twenty (20) scheduled working days or one hundred sixty (160) hours per calendar year, The employee must provide notice to the Company via the applicable Military Leave Request and in compliance with the Military Leave Policy as soon as order are received by the employee. Any time required for such leave beyond twenty (20) working days or one hundred sixty (160) hours will be considered leave without pay or, at the employee's sole discretion, may be charged as PTO. Upon return from active short-term duty, the employee must present a Leave and Earnings Statement (LES) to payroll to receive Military leave differential. 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 greater than 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.

Article 7.6 Bereavement leave with pay, not to exceed three (3) standard workdays, will be provided for full-time Company employees when an employee loses time due to a funeral or interment of a member of their immediate family. Bereavement leave will be paid upon request with accompanying written documents of the bereavement leave as requested. The use of PTO for additional time off, if approved, will be considered leave without pay or, at the employee's sole discretion, may be charged as PTO.

Immediate family is defined as a parent, stepparent, spouse, child, stepchild, foster child, brother or sister, grandparent, grandchild, spouse’s grandparents, parent-in-law, brother-in-law, or sister-in-law.

Article 7.7 Seniority shall continue to accumulate during approved leaves of absence up to a maximum of twelve (12) months. When an employee has been granted a leave of absence for a specified 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.

Article 7.8 An employee on an unpaid or medical leave of absence will pay in advance the first of each month the full cost of all benefit premiums he elects to continue for up to three (3) months at which time an option to continue under COBRA will be extended. Employees on a Military leave of absence greater than 30 days are eligible for continuous healthcare benefits under USERRA and will pay in advance each month the full cost of benefit premiums he elects to continue. Payment not received by the 10th of the month during the current coverage period results in immediate termination of coverage effective the last day of the prior coverage period.

Article 7.9 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 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, 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.

Article 7.10 When leaves of absence are granted, the employee, upon return to active employment, as stated in Article 11, will be returned to his last held position, based upon seniority and qualifications, 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.

Article 7.11 When an employee fails to return to work at the expiration of an approved leave of absence, the employee may be disciplined, up to and including discharge, at the option of the Company.

ARTICLE 8

SAFETY

Article 8.1 Health and Safety. The Company will make reasonable provisions for the safety and health of employees. The Association shall have the right to confer with the Site Lead on matters pertaining to safety of the employees. It is agreed by both parties that high standards of safety are to be maintained. No set of safety regulations, however, can comprehensively cover all possible unsafe working practices. Therefore, the Association and the Company undertake to promote in every practicable way the realization of the responsibility of the individual employee to prevent accidents to himself or his fellow employees. It is the responsibility of each employee to report safety violations to the Site Lead or Program Manager immediately.

Article 8.2 Safety Devices. The Company will furnish a helmet, gloves, knee pads and elbow pads for Ruckus operators. Safety Devices must always be worn during the operation on the Ruckus.

Article 8.3 Medical Examinations. In the interest of continued safety of individuals and their fellow employees, any applicant for employment or any employee may be required through government regulations or by the Company to undergo a fit-for-duty medical examination by a doctor of the government's or the Company's selection. If the diagnosis or examination results furnished by the Company doctor are not satisfactory to the employee, he may obtain an opinion from his own doctor. If a disagreement still exists, an additional doctor, mutually agreed upon by the Company and the Association, will be engaged for his analysis. If the mutually agreed upon doctor's diagnosis agrees with the employee's doctor, the Company shall pay for the services of the mutually agreed upon doctor. The cost incurred for services of all other non-Company physicians shall be the sole responsibility of the employee who gave rise to the dispute.

ARTICLE 9

SEPARABILITY

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

ARTICLE 10

MISCELLANEOUS

Article 10.1 Teleconference. The Association and Company agree that any meetings required by this Agreement may be conducted by teleconference (or phone call).

Article 10.2 Sabotage. The Association agrees to report to the Company when it has knowledge of any acts of sabotage or damage to or the unauthorized or unlawful taking of Company, government, customer or any other person's or employee's property. The Association further agrees, if any such acts occur, to use its best efforts in assisting to identify the guilty person or persons and notify the Company of its investigation.

Article 10.3 Security Clearance. Nothing in this Agreement shall require the Company to employ or continue to employ or give access to any of its facilities or work locations, any person or persons to whom the cognizant security agency, in the interest of security against espionage or subversive activity, refuses to give access to classified information and/or work. Employees who cannot obtain, renew, or who lose, their security clearance, or who are denied access to the Program by the customer, will be placed on unpaid leave. Upon obtaining or renewing his Security Clearance, the employee will return to his last job held. If an employee is unable to obtain, renew, or obtain reinstatement of his Security Clearance within twelve

(12) months of denial, suspension or termination, the employee will be discharged in accordance with this Article.

Article 10.4 Non-Discrimination.

(a) The Company and the Association 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, sexual orientation, age or sex, or any other category protected by applicable law.

(b) The Company agrees that it will not discriminate against any employee because of his membership in the Association.

Article 10.5 Successor and Assigns. To the extent required by law, this Agreement shall be binding upon and shall inure to the benefit of the parties hereto, their successors and assigns; but in the event the Company ceases to perform, the Company shall be released from all obligations under this Agreement.

Article 10.6 Performance of Work. Non-Bargaining Unit employees will not normally perform the duties of employees in the Bargaining Unit, except that which was being performed at the time this Agreement was entered into, or in emergency situations, or for the purpose of instructing employees. Non- Bargaining Unit employees are not to perform any unit work solely to displace a bargaining unit employee.

Due to the small size of the Unit, nature of the work, and unique skill sets required to maintain currency and proficiency, the Site Lead can participate in daily training events. Other exceptions will be made to cover for employee use of PTO, Guard/Reserve duty, medical leaves of absence, military leaves of absence, and any other mutually agreed upon situations.

Article 10.7 Travel Reimbursement. The Company shall pay TDY costs in accordance with the DoD JTR and as travel is required by the contracting office.

Article 10.8 Bargaining Unit Status Report. A seniority list will be provided to the Association upon request (requests not to exceed twice per calendar year). The report will include the following information:

(a) Employee name

(b) Last 4 digits of the employees Social Security Number

(c) Job Classification

(d) Bargaining unit seniority dates and benefit seniority dates

Article 10.9 Masculine/Feminine References. In construing and interpreting the language of this Agreement, reference to the masculine such as "he," "him," or "his" shall include reference to the feminine.

Article 10.10 Substance Abuse. The Company abides by the provisions of the Drug-Free Workplace Act of 1988. As such, the Company prohibits the unlawful manufacture, distribution, dispensation, possession, or use of controlled substances (including alcohol) in the Company's offices or in any other work area at which an employee is to perform work for the Company. Consumption of alcoholic beverages or illegal drug use during working hours or reporting to work under the influence of alcohol or illegal drugs is prohibited.

To abide by the Federal Drug-Free Workplace Act, employees are required to notify the Program Manager of any criminal drug statute arrest or conviction for a violation occurring in the workplace no later than 24 hours after such knowledge of arrest or conviction. Violations of the Drug-Free Workplace Act can result in immediate termination of employment and prosecution and not subject to grievance and arbitration process.

In accordance with a Drug and Alcohol-Free Workplace, incorporated and adopted herein by reference, the Company reserves the right to conduct drug/alcohol screening as part of its pre-employment process for job applicants as well as employees after a reported accident, following supervisory or employee observation (reasonable suspicion), extended leave or any other event that could reasonably be construed to involve possible drug/alcohol abuse. Refusal to consent shall result in termination of employment and free from grievance.

Article 10.11 Notices. Any notices required to be sent or delivered pursuant to this Agreement (e.g., changes to an employee's mailing address) shall be delivered to the following addresses:

TRG-Human Resources 1 Rockhill Drive

Molino, FL 32577 Tel: (850) 754-0400

TAC-LVA

106 Berneri Dr Las Vegas, NV 89138 Tel: (702) 988-9579

Article 10.12 Job Descriptions. Job descriptions for the labor categories identified in Appendix A, which are part of this Agreement, will not be published in the Agreement to keep such documents confidential. Customer support will include events of the PWS, as well as any other duties as required by the customer the site manager deems appropriate for customer satisfaction, especially in instances where PWS events are not scheduled or being supported.

Article 10.13 Temporary Duty. While on temporary assignment in the field and away from Creech/Nellis, employees will be compensated for no less than eight (8) hours per workday.

ARTICLE 11

LAYOFF AND RECALL

Article 11.1 Layoffs. In effecting a reduction in force, probationary employees will be laid off first, followed by voluntary layoffs, followed by full time employees in reverse seniority order. Employees will be given a minimum of seven (7) calendar days' notice, or pay in lieu, prior to the layoff being effective.

Employees will be paid any remaining unpaid leave balance and healthcare benefits will be terminated at which time an option to continue under COBRA will be extended after 30 days.

Article 11.2 Recall from Layoff. Employees will be recalled back to work in order of seniority. The employees' unpaid PTO balance at the time of the layoff will be reinstated at the time the employee is recalled if less than 30 days. Employees will be notified of recall in writing by certified mail directed to their last known address, with a copy to the Association. The employee will be required to report to work within seven (7) calendar days following receipt of the written notice. The employee must keep the Company properly informed of his address and phone numbers. Failure to be recalled is not subject to the grievance procedure if the employee has not kept the Company informed of his current address and phone number.

ARTICLE 12

JURY AND WITNESS DUTY

Article 12.1 Employees absent due to jury service shall be paid at their current rate of pay less any payment received from the court exclusive of transportation and meal cost. This pay shall not exceed ten

(10) days in any twelve (12) month period unless approved prior by the Company. To be eligible for jury duty pay, the employee must present a statement from a court official attesting to the date and times of such service and the fee or compensation paid by the court less transportation and meal cost. In no event shall such pay for time lost be made for jury duty performed on the employee's regularly scheduled day off, holidays as defined herein or for hours more than eight (8) hours per regular work day or hours in excess of forty (40) per week.

Article 12.2 An employee absent from work in order to comply with a subpoena as a witness in a federal or state court of law, will be paid for such lost hours at his current straight time base rate, including shift differential where applicable, up to a maximum of eight (8) hours per day for each regular workday for which he is paid a daily witness fee up to a maximum of ten (10) days annually unless approved prior by the Company. Employees will be paid eight (8) hours witness duty and will be excused from their scheduled shift if they serve more than four (4) hours of the day so serving as a witness. All other employees must report to work provided there are more than four (4) hours available on their shift either prior to their scheduled report time for witness duty or after their release from witness duty (two hours of this time may be considered as travel/preparation time). Witness fees will not be deducted from such pay.

An employee is not entitled to such pay in circumstances where the employee (1) is called as a witness against the Company or its interests; or (2) is called as a witness on his own behalf in an action in which he is a party; or (3) voluntarily seeks to testify as a witness; or (4) is a witness in a case arising from or related to his outside employment or outside business activities. The employee will furnish to the Company evidence satisfactory to the Company showing his attendance as a witness that meets the requirements of this Article.

ARTICLE 13

DISCHARGE AND DISCIPLINE

Article 13.1 Discipline. The parties agree they will cooperate to foster a motivated and efficient workforce. Maintaining discipline is an essential element of this effort. It is agreed and understood by the parties that the concept of progressive disciplinary action is to first correct the offending employee and all discipline imposed shall be consistent with the offense committed. The Company will retain the right to discipline employees by discharge, suspension, or other action. No disciplinary action will be taken without just cause.

Article 13.2 Interviews. During an interview of an employee being conducted for the purpose of allowing the Company to determine whether that employee may be subject to discipline, the employee shall be advised of his right to Association representation. If requested by the employee, the President shall be allowed to attend the interview. If the employee declines representation, he shall sign a waiver to that effect.

Article 13.3 Discipline Progression. Disciplinary action will normally follow a line of progression.

Depending on the nature and severity of the offense, discipline can start at any point in the process and need not follow each step consecutively. The normal course of progression is as follows:

1. Verbal Warning (documented in writing)

2. Written Warning

3. Final Warning

4. Termination

Article 13.4 Subject to Grievance. Disciplinary action in any form imposed by the Company shall be subject to the grievance and arbitration procedure except those items noted in Article 13.6.

Article 13.5 Record of Incident. Disciplinary records for an employee will be maintained in his personnel file. Verbal Warnings (documented) and Written Warnings will not be used for the purpose of progressive discipline beyond twelve (12) months from the date of issue. Suspension notices will not be used for the purpose of progressive discipline beyond eighteen (18) months from the date of issue.

Article 13.6 Misconduct. Employees are subject to immediate discharge for engaging in serious misconduct, regardless of whether the employee has received any prior discipline or corrective action.

Serious misconduct includes, but is not limited to, dishonesty, engaging in violent actions, destruction of Company and/or Government property, insubordination, gross negligence in the performance of job duties, the possession, consumption, use or distribution of alcohol or controlled substances on the Company premises or while on duty, testing positive for drugs or alcohol pursuant to the Company's Substance Abuse Policy, and willful violation of the Company's rules of conduct or other policies and procedures. Violent actions, negligence resulting in bodily harm or death, destruction of Company and/or Government property, and violation of the Company’s Substance Abuse Policy are not subject to the grievance process.

Article 13.7 Discharge. Consistent with appropriate policies and procedures, the Company will advise the President of the reason the action is being taken. The President will be present during discharge discussions and given time to meet with the employee individually during said meeting. The Company shall notify the assigned President of all discharges or suspensions.

Article 13.8 Promotion or Transfer. Any Bargaining Unit employee that has any record of disciplinary action other than a Verbal Warning (documented), within the last 12 months, is ineligible for promotion or transfer.

Article 13.9 Grievance Process. It is the intent of this Article to establish a means for prompt resolution of grievances. A grievance is defined as a dispute between the Company and the Association regarding the application or interpretation of the provisions of the Agreement.

Article 13.10 Timely Filing. Except for payroll adjustment no grievance 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 grievance resolution procedure set forth below.

Article 13.11 Grievance Resolution Procedures.

Step 1. The employee involved and the President or Vice President shall first confer (normally via teleconference) with the Site Manager to amicably settle employment matters, provided the President or Vice President has been given an opportunity to be present. If the employment matter is not resolved amicably, the employee, President or Vice President may move to Step 2, to file a written grievance. All grievances shall be handled during normal working hours without any unnecessary interruption of work or overtime.

Step 2. If the employment matter is not resolved at Step 1, it shall be reduced to a written grievance. The written grievance shall contain a detailed statement of the issue and the facts upon which it is based, the Agreement Article alleged to have been violated and the action, adjustment, or remedy sought. The written grievance shall be submitted to the Program Manager or designee authorized to act on behalf of the Company within five (5) working days of receipt of the Company's response in Step 1. The President or Vice President and the Program Manager or designee shall meet either in person or via teleconference within five (5) working days, to resolve the issue. If the grievance is not resolved, the Program Manager or designee shall submit the Company's answer to the issue within five (5) working days after the conclusion of the Step 2 meeting to the President or Vice President.

Step 3. If the grievance is not resolved at Step 2, the Association may elevate the written grievance to the Director of Operations and/or Human Resources for resolution. The written grievance shall be submitted to the Director of Operations and/or Human Resources within five (5) working days of receipt of the Company's response in Step 2. The President or Vice President and the Director of Operations and/or Human Resources shall meet either in person or via teleconference within five (5) working days, in an attempt to resolve the issue. If the grievance is not resolved, the Director of Operations and/or Human Resources shall submit the Company's answer to the issue within five (5) working days after the conclusion of the Step 3 meeting to the President or Vice President.

Step 4. If the grievance is not resolved at Step 3, the Association may file a demand for arbitration. The Company and the Association will have mutual consent in the matter of arbitration jurisdiction and shall follow the agreed upon board's voluntary grievance arbitration. The decision of the arbitrator shall be final and binding on all parties.

No more than one (1) grievance shall be submitted to the same arbitrator unless there is more than one (1) grievance on the same issue.

ARTICLE 14

RATES OF PAY

Article 14.1 Rates of Pay. The base wage and annual increases for employees covered by this Agreement shall be noted in Appendix A.

Article 14.2 Effective Date. The effective date of the rates of pay noted in Appendix A shall be 01 October 2023.

Article 14.3 Paydays. Paydays for employees under this Agreement shall be on the 15th and last day of the month, except when intervening circumstances beyond Company’s control make such practice impossible. Employees will be paid via direct deposit.

Article 14.5 Scheduling. It is the Company’s intent that all employees be scheduled to work 40 hours per week, provided, however, this Article is not subject to grievance procedure set forth in this Agreement.

ARTICLE 15

PAID TIME OFF

Article 15.1 Eligibility. To be eligible for Paid Time Off ("PTO") benefits, employees must qualify as regular, full-time employees. Employment for a probationary period is not required to receive PTO benefits. Employees who have completed thirty (30) days of employment with the Company shall be entitled to use PTO.

Article 15.2 Benefits and Definitions. Employees shall begin to accrue PTO benefits on the date of hire and will continue to accrue such benefits for all hours worked and/or periods actively employed, unless otherwise limited by the provisions of this Article. An employee's PTO benefits will vest immediately as they accrue. PTO will be considered as hours worked.

Article 15.3 Accrual Rate. The maximum amount of PTO that can be carried over is 100 hours per year. Carryover hours are not subject to payout (to include at the end of the contract).

YEARS OF SERVICE HOURS PER PAYDAY HOURS PER YEAR

Less than 5 5.00 120

5-9 6.67 160 10+ 8.33 200

Article 15.4 Reporting Requirements. The reporting procedures defined in Article 7 shall apply to this Article.

Article 15.5 General Provisions. PTO Accruals will be adjusted based on the actual days worked within the initial and terminal pay periods:

(a) Unpaid LOA will be granted only after existing accrued leave balances are exhausted. When an employee is granted a leave of absence (LOA) without pay:

a. If the unpaid LOA is for less than thirty (30) days, accrued PTO, if any, will not be paid prior to the date of departure. No further accrual will take place until the employee returns from the LOA.

b. If the unpaid LOA is for thirty (30) days or longer, the requesting employee will receive payment for accrued PTO after 30 days. No further accrual will take place until the employee returns from the LOA.

(b) An employee granted a military leave of absence over thirty (30) days will be paid accrued PTO after 30 days of leave. No further accrual will take place during the LOA.

(c) Employees who are separated because of layoff due to lack of work will be paid for all earned PTO after 30 days. No accrual of benefits will take place during layoff.

(d) Employees can only carry-over 100 hours of PTO annually. PTO cannot be sold back at any time except at the end of the contract when transitioning to a successor contractor or as mandated by state law. Carryover hours are not eligible for sellback.

ARTICLE 16

RETIREMENT PLAN

Employees may participate in the Company's 40l(k) retirement plan. The Company may provide a Cash or Deferred Arrangement (CODA) in lieu of an employer-paid 401(k) contribution direct to the employee, less applicable taxes and withholding at a rate of 4% of the employees' base pay up to 40 hours per week.

Overtime hours and fringe are not eligible for 401(k) or CODA calculations. Employees may elect to defer none, part, all, or more than the CODA allowance to the Company’s 401(k) retirement plan. The Company reserves the right to amend the retirement plan to maintain compliance with all provisions of the Internal Revenue Code.

ARTICLE 17

HOLIDAYS

Article 17.1 Holidays. The Company and Association shall recognize the following Federal holidays:

New Year's Day MLK Birthday President's Day Memorial Day Independence Day Labor Day Columbus Day Veteran’s Day Thanksgiving Day Christmas Day Juneteenth

Article 17.2 Holiday Pay. Full-time employees will be paid eight (8) hours pay at their regular hourly rate of pay. Holiday hours will be considered as hours worked.

Article 17.3 Eligibility. An employee who is employed prior to a named holiday and is on PTO (whether due to sick leave or vacation) in a week in which that named holiday occurs, is entitled to the holiday benefit.

Article 17.4 Holidays Worked. Employees who are required to work on a named…