Attachment 007 List of Collective Bargaining Agreement.pdf

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Memorandum of Agreement

Phoenix Logistics, LLC

Ft. Bragg and

International Brotherhood of Electrical Workers

Local 533

Phoenix Logistics LLC (herein referred to as “the Company”) and the International Brotherhood of

Electrical Workers, Local 553 (herein referred to as “the Union”) agree that the Collective Bargaining

Agreement (CBA) between the above parties covering the employees working at Ft. Bragg due to expire

7/31/2025, will be extended and will remain in full force and effect until midnight 7/31/2026.

Article 23 – Wage Schedule Effective 8/1/2025 amend Section 1 to include wage increases effective 8/1/2025 as follows:

Section 1. The hourly base rate of the bargaining unit employees will become effective on or following the first full pay period following the dates listed in the table below.

8/1/2024 8/1/2025

Instructor / Operator $32.24 $33.53

Instructor / Operator - Paramedic $32.74 $34.05

Instructor / Operator - Lead $33.24 $34.57

Article 24 – Group Benefits & Insurance

Amend Section 1, paragraph 3 to include health and welfare increase effective 8/1/2025 as follows:

Effective the first full pay period on or following August 1 of each year, should the value of the Company- provided benefits for an individual's benefits elections result less than the amount indicated below (to a maximum of forty (40) hours paid per week, the residual amount will be paid to the employee.

8/1/2024 8/1/2025

$7.00 $7.25

All other terms and conditions of the Collective Bargaining Agreement shall remain in effect during this period of extension.

This Agreement is effective 7/31/2025.

For the Union: For the Company:

Rob Axford Trevor Estes Business Representative EVP & General Manager of Engineering Services https://na4.documents.adobe.com/verifier?tx=CBJCHBCAABAAjLb4I0HJiioKEYtMvw-kFdKDhO01PNKx https://na4.documents.adobe.com/verifier?tx=CBJCHBCAABAAjLb4I0HJiioKEYtMvw-kFdKDhO01PNKx

2025-08-18T21:15:16+0000

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AGREEMENT BETWEEN

PHOENIX LOGISTICS, LLC.

AND

INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS LOCAL

UNION 553

FORT BRAGG, NORTH CAROLINA

June 1, 2022 through May 31, 2025

Table of Contents ARTICLE 1 Preamble

ARTICLE 2 Recognition

ARTICLE 3 Intent and Purpose of Agreement

ARTICLE 4 Non-Discrimination

ARTICLE 5 Management

ARTICLE 6 Substance Abuse Policy

ARTICLE 7 Union Security

ARTICLE 8 Dues Check-Off

ARTICLE 9 Union Stewards

ARTICLE 10 No Strike/ No Lockout Clause

ARTICLE 11 Entire Agreement

ARTICLE 12 New Jobs

ARTICLE 13 Technological Changes

ARTICLE 14 Promotions

ARTICLE 15 Discharge and Disciplinary Action

ARTICLE 16 Seniority

ARTICLE 17 Miscellaneous Provisions

ARTICLE 18 Layoffs & Recall

ARTICLE 19 Grievance Procedure

ARTICLE 20 Arbitration Procedure

ARTICLE 21 Successors & Assigns

ARTICLE 22 Effect of Law

ARTICLE 23 Wage Schedule

ARTICLE 24 Group Benefits & Insurance

ARTICLE 25 Holiday

ARTICLE 26 Vacation

ARTICLE 27 Notice of Change or Termination

Authorizing Signatures

ARTICLE 1 Preamble

This Agreement has been entered into effective June 1, 2022 through May 31, 2025 by and between Phoenix Logistics, L L C (the "Company") and Local Union 553 of the International Brotherhood of Electrical Workers, AFL-CIO. (the "Union").

ARTICLE 2 Recognition

The Company recognizes the Union as the sole and exclusive bargaining representative as certified by the National Labor Relations Board, Case No. 11-RC-6719 for the purpose of collective bargaining with respect to rates of pay, wages, hours of work and other conditions of employment for all full time and regular part time Instructor Operators at the Medical Simulation Training Center employed by the Company at its Ft. Bragg, N.C. facility, but excluding all office clerical employees, guards, professional employees, supervisors and all other employees as defined in the Act.

ARTICLE 3 Intent and Purpose of Agreement

It is the intent and purpose of this Agreement to ensure industrial peace and to conduct all matters in accordance with the terms of this Agreement. It is further the intent that the provisions of this Agreement are carried out with fairness on the part of both the Union and Company. It is recognized by the Agreement to be the duty of the Company and the Union to cooperate fully, both individually and collectively for the advancement of said conditions.

ARTICLE 4 Non-Discrimination

The Company and the Union separately and jointly recognize their obligation to abide by those federal laws and state laws where applicable relating to equal employment opportunity and nondiscrimination. The Agreement shall be applied fairly and shall not in any way be used to discriminate against employees on the basis of age (40 and over), race, sex (including pregnancy, sexual orientation, gender identity, and gender expression), color, religion, national origin, disability, military status, genetic information (including results of genetic testing), or any other status protected by applicable state or local law.

ARTICLE 5 Management

Section 1. Except as specifically limited by this Agreement, the management of the Company, and the direction of the work force, including but not limited to the service performed, the location or the direction of the work force, the schedules and fair standards of employee performance, the schedules and hours of shifts, the methods, processes, and means of providing services, materials to be purchased, the right to hire, promote, demote and transfer employees, the establishment of reasonable rules of conduct, the discharge or discipline of employees for just cause, and the maintenance of efficiency of employees, are the sole and exclusive rights and responsibilities of the Company.

Section 2. The Union recognizes that the Company is a contractor to the federal government and that the Company is required at all times to fully meet its obligations as a contractor. The Union further recognizes that from time to time the government may impose legal and/or lawful demands or obligations upon the Company and that the Company and its Employees must meet such demands or obligations or comply with such rules or regulations as may be promulgated or imposed by the government. The Union reserves the right to request written documentation of the aforementioned assertion.

Section 3. The Company has not and shall not be deemed to have adopted or be bound to any past practice of the predecessor employer.

ARTICLE 6 Substance Abuse Policy

The Company and the Union are committed to providing employees with a drug-free and alcohol-free workplace. It is our goal to protect the health and safety of employees and to promote a productive workplace, and protect the reputation of the Company, Union and employees.

The parties agree to the application of the Company's Policy regarding this issue.

ARTICLE 7 Union Security

It shall be a condition of employment that all employees of the Company covered by this Agreement who are members of the Union in good standing on the effective date of this Agreement, whichever is later, shall remain members in good standing and those who are not members on the effective or execution date of this Agreement, whichever is later, shall on the ninetieth (90th) day following the effective or execution date of this Agreement, whichever is later, become and remain members in good standing in the Union or pay a service fee to the Union (but not both). It shall also be a condition of employment that all employees covered by this Agreement and hired on or after its effective or execution date, whichever is later, shall on the ninetieth (90th) day following the beginning of each employment, become and remain members in good standing in the Union or pay a service fee to the Union (but not both). This provision shall not apply in any location where it is prohibited by any law, and if so prohibited it shall apply whenever the law is changed so that it may be effective.

ARTICLE 8 Dues Check-Off

Upon receipt of a signed authorization form from the employee involved, the Company shall deduct from the employee's pay the initiation and/or reinstatement fees and dues payable by him to the Union during the period provided for in said authorization. The amount will be certified by the Financial Secretary of the Local Union. Deductions of Union dues shall be made from the pay of the employee as soon as possible after receipt of the authorization and biweekly thereafter.

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 and/or Article 7, or in reliance on any list, notice or assessment furnished under any of such provisions.

ARTICLE 9 Union Stewards

The Union shall notify the Company in writing on Union letterhead of the individuals selected as Stewards. It is hereby understood that the Union may assign only one (1) employee as a Union Steward and only one (1) employee as an assistant Union Steward.

It is agreed that the Steward and the Assistant Steward have full-time job duties to perform as employees and that they shall keep time spent in handling grievances to a minimum and record hours appropriately.

The Steward and the Assistant Steward will not be restrained, coerced, intimidated or discriminated against because of activities performed on behalf of the Union nor will a Steward or Assistant Steward be denied any rights or privileges otherwise entitled to him for serving as a Steward.

Should the Steward or the Assistant Steward be required to leave the job to handle a grievance, they shall first request the permission of their Program Manager and shall report to their Program Manager upon returning to work. When a Steward makes the effort to comply herein, permission to leave the job to handle a grievance shall not be unreasonably withheld.

ARTICLE 10 No Strike/ No Lockout Clause

The Union agrees that neither it nor any of the employees in the bargaining unit, covered by this Agreement, will collectively or individually engage in or participate in any strike (including sympathy strikes), picketing, slowdown, or stoppage of work during the term of this Agreement and the Company agrees that during the term of this Agreement it will not lock out any of the employees covered by this Agreement.

In the event of any violation of this Article, it shall be the duty and obligation of the Union, its officers, agents, or representatives (employee or non-employee) to immediately take all reasonable steps required to bring an end to such misconduct. In taking such steps the Union will not be liable to the Company during the term of the Agreement or thereafter for any damages suffered by the Company arising from or out of any such stoppage or strike.

If the reasonable steps attempted do not return the striking employee(s) to work then the employee(s) will be subject to immediate discharge by the Company.

ARTICLE 11 Entire Agreement

This Agreement expresses the complete understanding of the parties on the subject of wages, hours of labor, and conditions of employment. However, specific articles within this Agreement may be amended in writing by mutual agreement at any time on a case-by-case basis.

ARTICLE 12 New Jobs

When new jobs are required that cannot be properly encompassed within an existing job specialty, the Company will notify the Union of the requirements and will endeavor to discuss with the Union the rate of pay prior to the Company establishing the new classification and rate of pay. The Union shall have thirty (30) days from the date of establishment in which to challenge the reasonableness of the new rate of pay. If necessary, this matter is subject to the grievance procedure up to and including arbitration.

ARTICLE 13 Technological Changes

The Union will be given advance notice of any intended technological changes affecting the work of the bargaining unit. An opportunity will be given to the Union to discuss the impact of such changes with the Company prior to their implementation.

ARTICLE 14 Promotions

The Company may transfer employees to higher paid positions from within the bargaining unit, if available employees have the skill and ability necessary to do the work. If two or more employees are eligible and express an interest, selection will be made on the basis of qualifications. If the qualifications are equal, then seniority will prevail.

The Company will notify the Union of any openings to be filled within the Bargaining Unit prior to filling the position.

Upgraded employees will be considered on probation in the new position for ninety (90) days after upgrading. During this period, the company may, at its discretion, reclassify the employees to their former occupations, if it is determined by the Site Program Manager or their designee that the employees are not meeting the qualification for that job classification.

Likewise, within ninety (90) days of being assigned to the new job classification, an employee may choose to return to their former job classification, if that position is vacant and available.

When the Company temporarily upgrades an employee to perform in a higher paid classification, the employee shall receive the rate of the higher occupation if they work for a minimum of four

(4) hours in that classification. Employees selected for temporary upgrading will be selected on the basis of qualifications as determined by the Company.

ARTICLE 15 Discharge and Disciplinary Action

The Company shall have the right to discipline employees for just and proper cause by oral or written reprimand, suspension without pay or discharge for violation or infraction of the Company rules. The Company agrees to notify the Union, in writing, of any action taken under this section.

The disciplined employee is entitled to Union representation and will be granted this right, If possible, upon request of the employee.

All counseling/reprimands shall be discussed with the employee, and Steward, if the employee so requests. A counseling/reprimand for a minor offense such as tardiness or absenteeism given to an employee shall remain in effect for a period not to exceed one (1) year from the date the employee is given the reprimand, unless the employee is disciplined for a similar violation within that one (1) year period.

Notwithstanding the foregoing sections, the Company retains the right to forego progressive discipline and impose more strict discipline up to immediate termination of employment for cases of serious misconduct such as, but not limited to, fighting or other physical or threatened violence, theft, being under the influence of or using alcohol or unlawful drugs, or proven instances of unlawful harassment (such as sexual or racial harassment).

ARTICLE 16 Seniority

Probationary Period: Any employee who has been in the employment of the Company for ninety

(90) consecutive calendar days shall be considered a Seniority Employee of the Company. During the probationary period the employee shall be subject to layoff, discipline, or discharge at the sole discretion of the Company, and such action shall not be subject to the grievance procedure.

Seniority is defined as including the whole span of continuous service with the present contractor, or successor, and with predecessor contractors, in the performance of similar work as defined by the Service Contract Act.

Seniority will not be broken for:

1. Periods of approved leave of absence

2. Periods of layoff due to lack of work less than twelve (12) months

3. Periods of absence due to injury or illness less than twelve (12) months

Loss of Seniority: All seniority of any employee shall terminate if the employee:

1. Resigns

2. Is discharged for violation of Company Rules

3. Is on layoff or absence status (injury or illness) in excess of twelve (12) months

4. Is barred by the customer's written order or

5. Whose security clearance, if applicable, has been revoked and is not legally reinstated within six (6) months.

6. Refuses or fails to respond to or return from recall

Seniority List: A seniority list will be maintained by the Company and will be made available to the Union semi-annually. The Company will also furnish a list to the Union reflecting new hires, their date of hire, and termination or layoff dates.

An employee who has established seniority rights within the bargaining unit and who is transferred to a position not covered by this Agreement shall retain but not accrue seniority for a period of ninety (90) calendar days.

ARTICLE 17 Miscellaneous Provisions

Performance of Work: As required, the Program Manager will perform bargaining unit work.

However, the Program Manager will not displace bargaining unit employees.

Safety: The Company and the Union shall use every effort to assure compliance with established Federal and applicable state safety and health rules. The Union will designate its steward as the representative to any safety committees or councils. The Company has the exclusive responsibility to provide a safe and healthy workplace. If required, the Company will reimburse employees up to $125.00 dollars for safety shoes or safety glasses every other year. The employee must show proof of purchase, and verify they are the appropriate shoes as per the requirement.

A method of communication will be established for employees when working in remote areas, and will be provided by the Company.

Change of Address: Employees are responsible for notifying the Company of their proper mailing address and current telephone number. Laid off employees are also responsible to notify the Company of their mailing address and current telephone number to maintain recall rights. The Company shall be entitled to rely upon its records and shall be held harmless for any action that may arise out of said reliance.

Bulletin Board: The Company will provide a bulletin board for the posting of Union notices. Only notices pertinent to the Union at the Training Support Center facility/Medical Simulation Training Center at Ft. Bragg, NC (e.g. notices concerning Union meetings, Union elections, results of Union elections, etc.), which must be given to and approved by the Company's Program Manager or their designee prior to posting, are to be posted. Union notices will not be unreasonably denied.

Awards: It is understood that a bargaining unit employee may be eligible for a monetary Company award for achievements, at the sole discretion of the Company. The Union agrees that this issue cannot be grieved or arbitrated.

ARTICLE 18 Layoffs & Recall

When it becomes necessary to reduce the number of employees as determined by the Company or as may be based upon Customer Support requirements, in a classification and job specialty, the employees in a job specialty shall be laid off in accordance with their qualifications and seniority.

Layoff Notice: The Company agrees to give two (2) weeks' notice, when possible, to the employees affected. The Union will be notified of a layoff in advance of the layoff.

Recall: Employees laid off will be recalled as follows:

1. Laid off employees will be recalled, by job specialty, in the inverse order of their layoff.

2. If no laid off employees in a job specialty, who are recalled, accept re-employment, then laid off employees outside the job specialty, who are qualified in the specialty, will be recalled as in (1) above.

3. New employees will be hired if no laid off employees, who qualify for the job specialty, accept re- employment as outlined in this section.

The Company will send recall notices, by certified mail or other trackable delivery (i.e., FedEx), to employee's last official address. In addition the Company may call the employee at their last known telephone number. The employee has three (3) working days after receipt by the employee of the notice to accept re-employment and must report to work within ten (10) working days unless extended by the Company.

ARTICLE 19 Grievance Procedure

Section 1. "Grievances" shall mean, and be limited to, disputes or differences between the Company and the Union, or employees so represented, with respect to the interpretation or application of any specific provision of this Agreement. Both parties agree to use their best efforts, including informal meetings involving management, supervision, the Shop Steward, and the grievant, to resolve matters without resorting to the grievance procedure except that any such meetings shall not extend the time limits set forth in this Article. In the event such informal methods do not resolve the grievance, all grievances shall be reduced to writing and processed in accordance with the following steps:

Section 2. All grievances beyond Step 1 below involving employee claims shall be in writing on the grievance form provided by the Union and shall be signed by all employees claiming rights there under. In an effort to adjust employee grievances by mutual agreement, they shall be presented in the following order and within the following time limits:

Step 1: The employee(s), with or without their Shop Steward, shall promptly bring a grievance to their Program Manager within five (5) working days following the event, or discovery of the event, giving rise to the grievance. In the event an employee is unavoidably absent due to illness or injury, or unavailable due to vacation or other approved reasons, the employee's shop steward may bring the grievance to the Program Manager. The Program Manager shall have five (5) working days from the grievance meeting to give an oral reply. If the grievance is not satisfactorily settled after the Step 1 reply then:

Step 2: Within ten (10) working days following the reply to Step 1, or if no reply is given, within ten (10) working days after having brought the grievance to the Program Manager, a written grievance containing the specific Article(s) and Section(s) which is/are claimed to be violated and the remedy requested must be signed by the employee Shop Steward and submitted by the Shop Steward and taken up with the Company's Senior Labor Relations Representative, or their designee. A formal grievance meeting shall be scheduled within five (5) subsequent working days after the written grievance is submitted to the Company's Senior Labor Relations Representative or designee. The meeting may be held via telephone and/or other electronic means. The Company shall give its written reply within ten (10) working days after the formal grievance meeting is held. If the grievance is not satisfactory settled after the Step 2 reply then:

Step 3: Within ten (10) working days of the Step 2 reply, the grievance may be moved to

Step 3 by written appeal to the Company's Senior Labor Relations Representative or designee. The Company's Senior Labor Relations Representative, or designee, and the Business Representative or designee of the Union shall meet within ten (10) working days after receipt of the grievance. The meeting may be held via telephone and/or other electronic means. A written reply from the Company's Senior Labor Relations Representative will be given to the -Union within ten (10) working days after the meeting. If the grievance is not satisfactorily settled within ten (10) working days from the Step 3 reply, either party may submit the grievance or dispute to arbitration as provided in Article 19, "Arbitration Procedure".

Section 3. A final decision 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 must be consistent with the terms and conditions of the Agreement.

Section 4. Any aggrieved employee and Union Business Representative shall have the right to be present at the stage of the grievance procedure in which the grievance is being considered. No employee may leave the job, take up or handle a complaint or grievance without requesting permission from the Program Manager. Such permission will be granted provided it does not adversely interfere with business operations or create a hazardous condition. If permission cannot be granted, time limits will be waived until permission is granted. Witnesses called by either party may attend the grievance meeting at any step, subject to the same provisions outlined above.

No employee shall be discharged or otherwise disciplined without just cause. In all cases of discharge or unpaid suspension, the Shop Steward or their designee shall be present during the proceedings, unless otherwise requested by the employee due to an extreme personal circumstance.

Section 5. The Union or its authorized representative shall have the right to examine time sheets and other records pertaining to the computation of compensation of any bargaining unit employee(s) whose pay is in dispute or other records pertaining to a specific grievance.

Compensation will be paid for reasonable time spent discussing or investigating grievances during normal work schedules.

Section 6. It is understood that the time limits specified herein may be extended only by mutual written agreement of the parties hereto.

Section 7. Nothing in this Article precludes the Union from filing a general grievance on behalf of an employee or employees in the event of unusual or unforeseen circumstances.

Section 8. The Company shall have the right to file grievances alleging violations by the Union or employees of this Agreement. Such grievances shall be filed with the Business Representative and shall be resolved in accordance with Step 3 above, i.e., the Business Representative shall have ten

(10) working days in which to answer the grievance in writing.

ARTICLE 20 Arbitration Procedure

Section 1. The party choosing to arbitrate shall give written notice to the other party setting forth the matter to be arbitrated. If said notice is not served within a thirty (30) working day period following the Step 3 decision of Article 19, Grievance Procedure, it shall be deemed that the grievance has been satisfactorily adjusted and the right to arbitrate waived.

Section 2. In the event the Union or the Company submits a grievance to arbitration, the party appealing the grievance to arbitration shall, within ten (10) working days of said appeal, request the Federal Mediation and Conciliation Services to furnish a panel of seven (7) arbitrators for the purpose of selecting an arbitrator. The moving party in this instance shall strike first; the other party shall then strike a name. This procedure shall continue alternately until one (1) name remains. The Company and the Union may agree upon an arbitrator to hear any case before or after submitting to the FMCS for a panel.

Section 3. The decision of the arbitrator shall be final and binding on all parties. However, the arbitrator shall not have jurisdiction or authority to add to, subtract from, modify or in any way change the provisions of this Agreement. Nor shall the arbitrator have the authority to engage in any form of interest arbitration. The expenses and fees of the arbitrator will be borne equally by both parties. The cost of any additional services requested by either party shall be borne by the requesting party.

Section 4. The arbitrator shall render a signed decision and copies of the award shall be delivered or mailed to each of the parties. There shall be no appeal from the arbitrator's decision, which shall be final and binding on the Union and its members, the employee or employees involved covered by this Agreement, and the Company.

Section 5. Any grievance not scheduled for arbitration as provided in this Article within six (6) months of the date of the alleged contract violation shall be waived. The time limitations set forth in this Article may be extended only by mutual written agreement of the parties.

ARTICLE 21 Successors & Assigns

This Agreement shall be binding upon the parties hereto, their successors, administrators, executors and assigns until its expiration, or until it is changed by mutual agreement of the parties. In the event the Employer ceases to perform on the contract as identified in Article 1, the Employer shall be released from all obligations under this Agreement. It is the express intent of the parties that the Agreement shall remain in effect for its full term, In the event that a successor is announced by the customer, the Employer shall notify the Union of such change and include contact information for the successor if known.

ARTICLE 22 Effect of Law

In the event that now or hereafter there Is any Federal or applicable state law or any direction order, rule or regulation made pursuant, thereto, which is in conflict with any provision or provisions of any agreement between the parties, the same shall supersede such provision or provisions and thereafter shall govern and control the relation and conduct of the parties so long as such law, directive, order, rule or regulations shall remain in force and effect. Furthermore, it is mutually agreed that within thirty (30) calendar days after such provision or provisions become unlawful, the parties shall meet to discuss a modification of such provision or provisions to comply with the law. In all other respects the provisions of this Agreement shall continue in full force and effect for the duration of this Agreement.

ARTICLE 23 Wage Schedule

Section 1. The hourly base rate of the bargaining unit employees will become effective on or following the first full pay period following the dates listed in the table below.

Job Title Current 8/1/2022 8/1/2023 8/1/2024 Instructor/Operator $28.67 $30.39 $31.30 $32.24 Instructor/Operator – Paramedic $28.67 $30.89 $31.80 $32.74 Instructor/Operator – Lead $29.19 $31.39 $32.30 $33.24

Section 2. A lead is defined as an employee who is required to assist the Program Manager with administrative tasks and serves as the Company representative for direct coordination with the Site Quality Assurance Representative (QAR), Course Coordinator (CC), and Medical Director.

Management shall determine the lead or leads, and the designation of lead status or the removal of such is at its discretion. The Lead shall not have the authority to hire, fire, issue discipline, grant time or perform similar functions of a Program Manager.

Section 3. The Company reserves the right in its sole discretion to place employees in the Instructor/Operator-Paramedic classification and has no obligation to place more than one paramedic in that classification.

Section 4. Hours of Work: The normal workweek will begin at 12:00:01 am Sunday and end at 12:00 midnight the following Saturday. The normal workweek for each employee shall consist of five (5) days per week. Nothing in this agreement shall be construed as a guarantee of hours or pay.

The normal workday shall consist of twenty-four consecutive hours beginning 12:00:01 am and ending at 12:00 midnight the same calendar day.

Section 5. Overtime will be paid at the rate of one and one-half times the regular rate of pay for all authorized hours worked in excess of forty (40) hours per workweek. Overtime can be authorized only by the Program Manager.

There shall be no pyramiding or duplication of overtime hours.

Available overtime shall be rotated among qualified volunteers in order of their seniority. If no volunteers are available to work the necessary overtime, assignment shall be made by reverse seniority order.

Except in extenuating circumstances, overtime requirements shall normally be posted not less than forty-eight (48) hours prior to an overtime requirement.

Section 6. Base Closures: If access to the work site is restricted to "essential personnel" due to severe weather, natural disaster or base closure for any reason, at the discretion of the Company, employees either will be compensated for their regular scheduled work time when such compensation is authorized by the customer or given the opportunity to make up the lost time during the same workweek if the work is considered mission essential. It is understood and agreed that the foregoing sentence only applies when employees are prohibited by the government from entering the base. This section also does not apply to instances involving the release of military members for events such as Command-designated Family Days.

ARTICLE 24 Group Benefits & Insurance

Section 1. The current package of benefits (in which the cost is shared by the employee and the Company in some cases) shall include:

• Flexible Spending Account and Health Savings Account (where applicable)

• Basic Life Insurance and Basic Accidental Death & Dismemberment (AD&D) Insurance

• Employee Supplemental Life Insurance

• Dependent Life Insurance

• Long Term Disability Insurance

• Short Term Disability Insurance

• Medical/Dental/Vision Insurance

• Employee Retirement Plan as outlined in Section 3

• Business Travel Accident Insurance

• Education Assistance Program as outlined in Section 4

• Employee Assistance Program

• Sick Leave as outlined in Section 2

• Other paid leaves as outlined in Section 5

The benefits levels available and employee cost sharing amounts are described in the respective plan documents and annual enrollment materials, which govern in all cases. As these plans are provided by outside vendors and/or are Company wide plans, the Company may find it necessary or desirable to amend, revise, or replace some or all of the plans during the life of this Agreement. The Company may elect to amend the standard companywide plans each year and such amendments will apply to employees covered by this Agreement.

Effective the first full pay period on or following August 1 of each year, should the value of the Company- provided benefits for an individual's benefits elections result less than the amount indicated below (to a maximum of forty (40) hours paid per week, the residual amount will be

Current 8/1/2022 8/1/2023 8/1/2024 $6.25 $6.50 $6.75 $7.00

Section 2. Regular full-time employees will accrue 1.384 hours of sick leave per week to total an annual rate of seventy-two (72) hours. Employees may accumulate up to one hundred sixty

(160) hours of sick leave.

Part-time employees will receive a proportionate accrual amount. Sick leave will be credited to the employee’s account upon completion of each payroll period. Accrued sick leave will not be paid-out upon termination of employment from the Company.

Section 3. Employees will be able to participate in the Company 401(k) retirement plan. The Company will match each 1% the employee contributes into their retirement account with a 0.5% contribution; this match will be deducted from each employee’s health and welfare allowance. The Company’s total contribution amount will not exceed 3.0%. The actual plan document as may be amended from time to time in the Company’s discretion and shall govern an employee’s right to participate in and receive benefits.

Section 4. The educational benefits available to employees are set forth in the Company handbook, which can be modified at any time with prior notice to the Union. Current applicable tax guidelines for the employee’s location will govern the amount of the benefit that is taxable.

Employees who terminate their employment for reasons that, in the opinion of management, are within their control, including termination for cause or voluntary resignation, prior to the twelve (12) months following completion of the reimbursed course or certification examination will be required to make a prorated repayment of the benefit. In the event of a layoff, this provision will be waived.

Section 5. Jury Duty – Employees shall be excused from work and paid the difference between their base hourly rate of pay for all regularly scheduled hours missed due to the required jury duty and their jury duty pay. Eligibility for this pay is conditioned upon the employee giving the Program Manager a copy of the jury summons the first working day after the employee is served.

An employee who was subpoenaed as a witness to a civil or criminal court action (but not appearing as a party to the action) is eligible for compensation for scheduled work time necessarily missed to appear to give such testimony in a civil or criminal court action. The employee must make a good faith effort to limit the amount of scheduled working time missed by attempting to have their testimony scheduled during non-working time and, to the extent practical, to be placed on an on-call status to testify. Eligibility for this pay is conditioned upon the employee giving the supervisor a copy of the subpoena the first working day after the employee is served.

Bereavement – All employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately. Up to 3 days of paid bereavement leave will be provided per calendar year for in state funeral services and 5 days to attend out of state funeral services.

Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or differential pays.

Employees may, with their supervisors’ approval, use any available PTO for additional time off as necessary.

The company defines “immediate family” as the employee’s spouse, partner, parent, child, sibling, grandparents, grandchildren or comparable step or in-law relation or loco parentis status.

You may be required to provide documentation such as a death or funeral notice to receive bereavement pay.

Military Leave – Compensation for a maximum of ten (10) working days per year shall be granted to employees fulfilling training commitments within the Military Reserves or National Guard. The appropriate reference year for purposes of military reserve/national guard training will be the government fiscal year, which runs from 1 October through 30 September. The employee’s compensation will be the difference between their base hourly rate of pay and that paid by the government. Employees shall be eligible to receive such compensation during the entire period of their association with the Military Reserves or National Guard. Employees must provide a copy of their orders prior to commencement of the leave.

ARTICLE 25 Holiday

Section 1. The following eleven (11) holidays will be provided:

• New Year’s Day

• President’s Day

• Martin Luther King’s Birthday

• Memorial Day

• Juneteenth

• Independence Day

• Labor Day

• Columbus Day*

• Veteran’s Day*

• Thanksgiving Day

• Christmas Day

*Employees will be permitted to flex (float) the Columbus and Veteran’s Day holidays.

The rescheduling of these holidays will be done on a case-by-case basis to accommodate both employee and operational support needs. The Company reserves the sole discretion in approving any flexed holiday. All flexed holidays must be taken in the calendar year in which the holiday occurs.

Section 2. Any holiday falling on a Saturday or Sunday will be observed on the day set by the Federal Government.

Section 3. Regular full-time holiday pay is eight (8) hours.

Section 4. In addition to the holidays listed above, the Company will observe any holidays declared as a legal federal holiday by Congress or the President when authorized by the customer.

Section 5. If an employee is required to work on one of the aforementioned holidays, they will receive the holiday pay plus a premium pay of one and one half (1.5) times their straight-time hourly rate or have the choice to take another day off in lieu of the holiday (flex time). The employee will not receive both premium pay and an alternate day off. Only the Program Manager has the authority to approve overtime.

ARTICLE 26 Vacation

Earned paid vacation hours shall be credited to the employee's account as accrued upon completion of each standard workweek. Paid vacation accrual will follow the schedule below:

Section 1. Annual Accrual Rates - Earned, paid vacation hours shall be credited to the full-time employee's account as accrued upon completion of each standard workweek. Paid vacation accrual will follow the schedule below:

a) Up to Four (4) Years of Service - During the first forty-eight (48) months of continuous employment, regular full-time employees will accrue 1.54 hours of paid vacation after the completion of each standard full-time workweek to total an annual rate of ten (10) days.

b) After Four (4) Years of Service up to Fourteen (14) Years of Service - During the interval between forty-eight (48) months and one hundred sixty-eight (168) months of continuous employment, regular full-time employees will accrue 2.31 hours of paid vacation after completion of each standard full-time workweek to total an annual rate of fifteen (15) days.

c) After Fourteen Years of Service - After completion of one hundred sixty-eight (168) months of continuous employment, regular full-time employees will accrue 3.08 hours of paid vacation after completion of each full-time workweek to total an annual rate of twenty (20) days.

Section 2 An employee's accrued, unused vacation balance cannot exceed two (2) times the annual accrual rate. Once this limit is met the employee shall not accrue further paid vacation until the employee has used some of their accrued vacation, thereby causing the employee's accrued vacation balance to fall below the maximum annual accrual rate.

Upon termination of employment, an employee will be paid for all accrued (unused) vacation time at the employee's straight-time hourly rate, as defined in Article 23, Section 1.

Section 3. Employees will be allowed to take vacation in 1/2 hour increments.

Section 4. Part-time employees shall receive vacation pay proportionate to the number of hours worked.

ARTICLE 27 Notice of Change or Termination

This Agreement shall be effective on June 1, 2022 and shall continue in full force and effect until 11:59 pm, May 31, 2025, and thereafter be automatically renewed from year to year, unless the party desiring termination or modification of the agreement serves written notice, by certified mail or other trackable delivery (e.g., FedEx), upon the other party at least (60) sixty days but not more than ninety (90) days prior to the expiration date of this Agreement.

In witness whereof, the parties have caused this agreement to be executed by their authorized representatives.

Authorizing Signatures

For the Company

Chris Morgan, CFO

Date

For the Union

Rob Axford Business Representative

Benjamin Smith Shop Steward

Chris J Morgan (Jun 27, 2022 14:35 PDT)

Jun 27, 2022 Jun 27, 2022

Jun 27, 2022

Benjamin Smith Jr (Jun 28, 2022 18:57 EDT) Benjamin Smith Jr https://na4.documents.adobe.com/verifier?tx=CBJCHBCAABAAuoYp4GGh4didyUsiJPDYTEIVLFQ9kJd6

ARTICLE 1 Preamble

ARTICLE 2 Recognition

ARTICLE 3 Intent and Purpose of Agreement

ARTICLE 4 Non-Discrimination

ARTICLE 5 Management

ARTICLE 6 Substance Abuse Policy

ARTICLE 7 Union Security

ARTICLE 8 Dues Check-Off

ARTICLE 9 Union Stewards

ARTICLE 10 No Strike/ No Lockout Clause

ARTICLE 11 Entire Agreement

ARTICLE 12 New Jobs

ARTICLE 13 Technological Changes

ARTICLE 14 Promotions

ARTICLE 15 Discharge and Disciplinary Action

ARTICLE 16 Seniority

ARTICLE 17 Miscellaneous Provisions

ARTICLE 18 Layoffs & Recall

ARTICLE 19 Grievance Procedure

ARTICLE 20 Arbitration Procedure

ARTICLE 21 Successors & Assigns

ARTICLE 22 Effect of Law

ARTICLE 23 Wage Schedule

ARTICLE 24 Group Benefits & Insurance

2022-07-14T13:21:38-0700

Agreement certified by Adobe Acrobat Sign

Camp Shelby

International Association of Machinists and Aerospace Workers Lodge 2919

Phoenix Logistics LLC. (herein referred to as “the Company”) and the International Association of Machinists and Aerospace Workers, Lodge 2919 (herein referred to as “the Union”) agree that the Collective Bargaining Agreement (CBA) between the above parties covering the employees working at Camp Shelby due to expire 4/30/2025, will be extended and will remain in full force and effect until midnight 6/30/2025..

All terms and conditions of the Collective Bargaining Agreement shall remain in effect during this period of extension.

This Agreement is effective 5/1/2025.

John Piatt Chris Morgan IAMAW Business Representative Chief Financial Officer

Chris J Morgan (Apr 15, 2025 11:49 PDT) Chris J Morgan https://na4.documents.adobe.com/verifier?tx=CBJCHBCAABAA7ioQ6f4QU4f8hzpqEa4caiqvX6q-FviE https://na4.documents.adobe.com/verifier?tx=CBJCHBCAABAA7ioQ6f4QU4f8hzpqEa4caiqvX6q-FviE

Memorandum of Agreement - Camp Shelby Final Audit Report 2025-04-15

Created: 2025-04-15

By: Lisa Borde-Christie (lisa.borde@phx-defense.com)

Status: Signed

Transaction ID: CBJCHBCAABAA7ioQ6f4QU4f8hzpqEa4caiqvX6q-FviE

"Memorandum of Agreement - Camp Shelby" History Document created by Lisa Borde-Christie (lisa.borde@phx-defense.com)

2025-04-15 - 5:22:59 PM GMT

Document emailed to John Piatt (john.piattbr@gmail.com) for signature

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Email viewed by John Piatt (john.piattbr@gmail.com)

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Document e-signed by John Piatt (john.piattbr@gmail.com) Signature Date: 2025-04-15 - 5:29:15 PM GMT - Time Source: server

Document emailed to chris.morgan@phx-defense.com for signature

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Signer chris.morgan@phx-defense.com entered name at signing as Chris J Morgan

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Document e-signed by Chris J Morgan (chris.morgan@phx-defense.com) Signature Date: 2025-04-15 - 6:49:49 PM GMT - Time Source: server

Agreement completed.

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Camp Shelby

International Association of Machinists

Local 2919 District W2021

Phoenix Logistics LLC (herein referred to as “the Company”) and the International Association of Machinists, Local 2919, District W2021 (herein referred to as “the Union”) agree that the Collective Bargaining Agreement

(CBA) between the above parties covering the employees working at Camp Shelby due to expire 7/30/2025, will be extended and will remain in full force and effect until midnight 7/30/2026.

Article 21 – Wages Amend Section 1 to:

Section 1. The wage rates listed below will be effective for the term of this Agreement and apply to all bargaining unit employees at the Company's Camp Shelby, Mississippi site. An employee's regular base hourly rate of pay shall be defined as their straight-time hourly rate. This straight-time hourly rate will be increased annually and will be effective the first full pay period following the dates indicated below:

Current Wage 8/1/2025

Instructor / Operator $25.57 $26.59

Instructor / Operator - Paramedic $25.69 $26.72

Instructor / Operator - Lead $26.54 $27.60

Article 2 – Employee Benefits Amend Section 1, Paragraph 3

Effective the first full pay period on or following August 1 of each year, should the value of the Company-provided benefits for an individual's benefits elections result less than the amount indicated below (to a maximum of forty (40) hours paid per week), the residual amount will be

8/1/2025 8/1/2026

Health & Welfare $7.02 7.27

All other terms and conditions of the Collective Bargaining Agreement shall remain in effect during this period of extension.

This Agreement is effective 7/30/2025.

John Piatt Trevor Estes Business Representative EVP & General Manager of Engineering Services https://na4.documents.adobe.com/verifier?tx=CBJCHBCAABAAVGcIrHJfrRdWCdKgyLwqowe04ipW9Vaq https://na4.documents.adobe.com/verifier?tx=CBJCHBCAABAAVGcIrHJfrRdWCdKgyLwqowe04ipW9Vaq

2025-12-01T17:40:41+0000

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Ft. Drum

International Association of Machinists

District 65, Local 761

Phoenix Logistics LLC (herein referred to as “the Company”) and the International Association of Machinists, District 65, Local 761 (herein referred to as “the Union”) agree that the existing Collective Bargaining Agreement (CBA) between the above parties covering the employees working at Fort Drum remains in full force and effect until 4/30/2028. This is an Addendum to include a new labor category of “Regional Instructor/Operator Lead” to the bargaining unit as noted in bold lettering below.

Article 22 – Wages Amend Section 1 to:

Section 1. The wage rates listed below will be effective for the term of this Agreement and apply to all bargaining unit employees at the Company's Fort Drum, New York. An employee's regular rate of pay shall be defined as their straight-time hourly rate. This straight-time hourly rate will be increased annually as designated below. These increases will be effective the first full pay period following the dates indicated below:

8/1/2025 Instructor / Operator $31.23 Instructor / Operator – Paramedic $31.95 Instructor / Operator - Lead $32.65

Effective on August 3, 2025, there will be one additional labor category added to the bargaining unit under the job title and hourly rate noted below:

8/1/2025 Regional Instructor / Operator – Lead $37.23

*The Company reserves the right in its sole discretion to place employees in this classification and has no obligation to place more than one paramedic in that classification.

**Designation and remove of the Lead is at the sole discretion of the Company.

This Agreement is effective 8/13/2025.

Mark Pankewytch Trevor Estes Business Representative EVP & General Manager of Engineering Services

Mark Pankewytch (Oct 15, 2025 07:24:33 EDT) Mark Pankewytch https://na4.documents.adobe.com/verifier?tx=CBJCHBCAABAAcN_hWerj94veJpf-ZNMQA2-wvXZ3cKgs https://na4.documents.adobe.com/verifier?tx=CBJCHBCAABAAcN_hWerj94veJpf-ZNMQA2-wvXZ3cKgs

PLL IAM Ft. Drum - New LCAT Memorandum of Agreement Final Audit Report 2025-10-29

Created: 2025-10-14

By: Lisa Borde-Christie (lisa.borde@phx-defense.com)

Status: Signed

Transaction ID: CBJCHBCAABAAcN_hWerj94veJpf-ZNMQA2-wvXZ3cKgs

"PLL IAM Ft. Drum - New LCAT Memorandum of Agreement" Hi story

Document created by Lisa Borde-Christie (lisa.borde@phx-defense.com)

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Document emailed to mpankdistrict65@outlook.com for…