Attachment 10 -AMARG AGE CBA.pdf

Collective Bargaining Agreement

Between

The Bionetics Corporation and

International Association of Machinists and Aerospace Workers Local Lodge 2949

Aerospace Maintenance and Regeneration Group (AMARG) Davis Monthan Air Force Base, AZ

March 21, 2019 – March 21, 2023

Table of Contents

Collective Bargaining Agreement

Article 1 Recognition

Article 2 Rights of Management

Article 3 Government Security/Responsibility

Article 4 No Strikes or Lockouts

Article 5 Representation

Article 6 Grievance and Arbitration Procedure

Article 7 Disciplinary Cases

Article 8 Seniority

Article 9 Employee Classifications

Article 10 Hours of Work/Shifts/Days Off

Article 11 Overtime

Article 12 Bulletin Board

Article 13 Leaves of Absence

Article 14 Dues Check-Off

Article 15 Safety and Health

Article 16 Visitation

Article 17 Drug and Alcohol Policy

Article 18 Compensation

Article 19 Paid Time Off

Article 20 Transfers and Cross-Utilization

Article 21 Job Vacancies

Article 22 Government Requirements

Article 23 Miscellaneous

Article 24 Successorship

Article 25 Benefits

Article 26 Uniforms

Article 27 Duration and Termination

Appendix A Occupational Classifications and Rates of Pay

Appendix B Employee Benefit Plans

Collective Bargaining Agreement

Effective as of the 21st day of March 2019, The Bionetics Corporation (hereinafter called the “Company”) and the International Association of Machinists and Aerospace Workers, Local Lodge 2949, (hereinafter called the “Union”), hereby agree as follows:

Article 1 Recognition

Section 1. The Company recognizes the Union as the exclusive collective bargaining representative with respect to rates of pay, wages, hours of employment and other conditions of employment for all full time and regular part-time employees in the classifications in Attachment A, employed by the Company at the Aerospace Maintenance and Regeneration Group (AMARG), Davis Monthan Air Force Base, Arizona and certified by the National Labor Relations Board in Case No. 28-RC-157464.

All other positions and classifications shall be excluded, including any and all professional employees, managerial employees, guards, supervisors and other exempt employees as defined in the National Labor Relations Act, specifically including the Contract Manager, Production Manager and Quality Manager.

The term “employees” as used in this Agreement means employees included in the above- described bargaining unit. Any reference to gender in this Agreement shall apply equally to employees of the male and female gender.

Article 2 Rights of Management

Section 1. Except as expressly modified by a specific provision of this Agreement, the Company shall retain the exclusive authority, rights and powers to manage it business and direct the workforce.

Such authority, rights and powers include, but are not limited to: the right to hire, promote, layoff and discipline for just cause (including suspension and discharge); determine work schedules, starting times and quitting times; determine the qualifications of employees and evaluate competency to maintain the efficiency of operations; the right to determine the quality and quantity of work to be performed and to establish, change and enforce quality and/or performance standards; determine the size, composition and workload of its workforce, the assignment of duties thereto and the right to change, increase or reduce the same; the determination of when and/or if vacancies in the workforce shall be filled; to establish and modify rules and regulations not in conflict with the terms of this agreement; to close down, to introduce new or updated methods; to determine the means of service or production; and to otherwise manage the operations and direct the workforce, not in conflict with the terms of this agreement.

Section 2. Nothing in this Agreement shall be interpreted as interfering in any way with the Company's right to consolidate or merge its operations with that of any other division or subsidiary of the Company or any other firm or entity; or to sell its business when in its discretion it may deem it advisable to do so.

Section 3. It is understood and agreed that any of the authority and rights the Company had enjoyed prior to the signing of this Agreement are retained by the Company except those specifically abridged, delegated or granted by this Agreement.

Article 3 Government Security/Responsibility

Section 1. The Company and the Union agree that all Company employees are required to comply with all applicable rules and regulations promulgated and/or enforced by the United States Air Force, the United States Department of Defense, and/or any other United States government agency related to security. The Union recognizes that all Company employees are required, as necessary conditions of employment with the Company, to apply for, receive, and maintain all applicable and current security clearance(s) as required by all such applicable government security rules and regulations.

Section 2. Failure of an employee to apply for, maintain, or gain the required security clearance(s), or the denial or loss of such required clearance(s), makes such an employee unable to remain employed with the Company and such employee will be removed from the Company's workplace.

Should an employee lose any such required clearance(s), the employee will be laid off until the employee can regain the required clearance(s), for a period of time up to six (6) months with no loss of seniority. An employee who does not or cannot regain the required security clearance(s) within six

(6) months will be discharged. Where an employee's required security clearance(s) is/are reinstated within six (6) months from the original date such security clearance(s) was/were lost, the employee will be reinstated to the employee's previously held position within seven (7) days.

Section 3. All Company employees are required to maintain a valid state-issued driver's license, Air Force Base driving privileges, and Flight Line driving privileges and be insurable by the Company's insurance carrier. The procedure for an employee who has their driver's license revoked, Air Force Base and/or Flight Line driving privileges revoked, or who is or becomes no longer insurable by the Company's insurance carrier, will be the same as that for required security clearance(s), as set forth in Section 2 above.

Section 4. The Union agrees that the Company will not be held liable for an employee's ineligibility for, non-receipt of, or inability to qualify for any or all required security clearance(s), state-issued driver's licenses, Air Force Base driving privileges and Flight Line driving privileges. A layoff or discharge for failure to maintain the required security clearance(s), a valid state- issued driver's license, Air Force Base driving privileges and Flight Line driving privileges shall not be subject to the Grievance and Arbitration section of this Agreement.

Article 4 No Strikes or Lockouts

Section 1. It is the intent of the parties, in the interests of attaining harmonious, orderly relations and efficient, uninterrupted operations, to set forth in this Agreement the obligations of the Company and the Union, in avoiding strikes, work stoppages and lockouts.

Section 2. Neither the Union nor its members shall take part in any strike of any of the Company's operations or picketing of any of the Company's plants or premises, including permitting or taking part in any sympathy strike, nor shall the Union or its members take part in any sit-down, stay-in or slowdown.

Section 3. In the event that any employee or employees shall call, engage in, participate in or assist any unauthorized slow-down, work stoppage, sympathy strike or strike against the Company, the Union agrees to the following:

(a) That the Company may take whatever disciplinary action it deems appropriate against such employee or employees, including discharge and will notify the union of such action; and

(b) The Union will refuse to recognize any picket line or lines established as a result of said unauthorized slow-down, work stoppage or strike against the Company and will instruct employees not to respect or recognize any said picket line or lines. The Union will work in good faith with the company to restore operations.

Section 4. The Company will not authorize or direct a lockout. In the event that any manager or supervisor of the Company shall call, engage in, participate in or assist any lockout against the Employees, the Company agrees to the following:

(a) That the Company agrees that it will take whatever disciplinary action it deems appropriate against such management employee or employees, including discharge, and

(b) That the Company will immediately disavow and refuse to recognize any lockout against the Union employees, and will instruct management employees not to participate in or recognize said lockout.

Section 5. Nothing contained herein shall preclude any right to which the Company or the Union may be entitled to secure legal or other redress of any individual who has caused damage or injury to or loss of its property, nor does the Company or Union cede any rights in this regard to which it may be entitled.

Article 5 Representation

Section 1. The Union will designate one (1) Shop Steward and one (1) alternate to act In behalf of Local Lodge 2949. The Union shall promptly furnish the Company, in writing, the names of the Shop Steward and alternate.

Section 2. The Company will recognize the Shop Steward for the purpose of representing employees in the Grievance Procedure or any matter pertaining to the good of the Union. The Shop Steward will suffer no loss in pay during time spent in Grievance Procedure meetings with management. The Shop Steward will conduct Union business in a manner that does not interfere with operational requirements, will obtain the approval of the supervisor of the Shop Steward and any other affected employees before conducting Union business during working hours and will limit such business to reasonable periods during working hours. Approval from the Supervisor will not be unreasonably denied.

Section 3. The Company agrees to release the Shop Steward from work to participate in training offered by the Union. The Union will notify the Company at least two (2) weeks in advance of such training. The Shop Steward may use their paid time off (vacation or sick) or leave without pay (LWOP) for such hours.

Section 4. No person shall have or exercise any of the authority or duties of a Shop Steward unless and until written notice of such appointment and revocation of any previous appointments, if applicable, signed by a Representative of the Union, is filed with the Company's Contract Manager.

Section 5. The Shop Steward will be given reasonable time (up to one hour within the employees first ten working days) to introduce the Union and the Collective Bargaining Agreement to new employee(s) during the employee's Company orientation period. The new employee's supervisor will confirm that the employee and the Steward for the area have been or are introduced. Membership solicitation will not be conducted during working time.

Article 6 Grievance and Arbitration Procedure

Section 1. This Article is intended by the parties to provide the exclusive method for settling disputes arising under this Agreement, regarding the interpretation or application of the terms and provisions of this Agreement. Any employee(s) having a complaint shall have the right, through the Shop Steward, to present the complaint to the Company. If the complaint involves a matter subject to the Grievance Procedure, the complaint shall be reduced to writing. All grievances shall be processed using the procedure in following sections. Failure to appeal a decision made at any step in the time specified shall constitute a bar to any further action. It is understood that the time limits specified herein may be extended by mutual agreement of the Company and the Union.

Section 2. All grievances shall be presented as soon as practicable after the occurrence upon which the grievance is based, but in no event later than ten (10) working days after the occurrence upon which the grievance is based. Failure to present a grievance within this time frame shall constitute a bar to any further action.

Section 3. If it is determined under the Grievance Procedure, including Arbitration, that any adjustment in pay is appropriate, such adjustment shall be based upon the rate of pay at the time of the occurrence.

Section 4. All grievances will be settled according to the following procedure, except that termination grievances may be initiated at Step 2:

Step 1:

There is a discussion between the employee(s) and the Steward and the Production Manager. Before being considered, the grievance must be submitted in writing to the Production Manager within ten

(10) working days after the occurrence upon which the grievance is based. The written grievance thus presented must contain the substance and basis of the Union's and/or the employee's claim and cite the applicable provisions of this Agreement. Within five (5) working days (unless extended by mutual agreement) from the time that the Steward and/or the employee submits the written grievance to the Production Manager, the Production Manager, Steward and employee shall discuss and make every effort to settle the dispute. The Production Manager shall present all information to the Contract Manager. The Contract Manager shall respond in writing within ten (10) working days of the discussion between the Production Manager, Steward and employee. Settlements at Step 1 will not establish a precedent.

Step 2:

By appeal by the Union's Representative to the Company's Vice President of Operations in writing within ten (10) working days of the Contract Manager's decision. The Vice President of Operations, Director of Human Resources, or a designated representative will make such investigation as deemed appropriate, talk to the Union's Representative and render a written opinion within thirty

(30) calendar days of the receipt of the appeal. The Company and/or the Union may designate in writing an individual to act on its behalf at Step 2 for a particular grievance. Settlements at Step 2 will not establish a precedent.

If no response is given by the Company within the time period(s) indicated above, then at the Union's election, the time period may be extended or the lack of response shall be considered a denial of the grievance, and the grievance may be appealed to the next step in the grievance process.

Section 5. Any grievance which has not been settled or disposed of in accordance with the steps of the Grievance Procedure outlined above may be submitted to Arbitration by either party within ten

(10) calendar days of receipt of the Step 2 reply. The party desiring arbitration shall notify the other party in writing within the aforementioned ten (10) day period, and shall request a panel of seven (7) arbitrators from the Federal Mediation and Conciliation Service.

Such request shall be made within ten (10) working days of the notice to the other party. If either party is dissatisfied with the panel, the entire panel will be struck and a second panel will be requested. Each party shall, within ten (10) days from the receipt of such list, be entitled to alternately strike a name from the list until one name remains and this person shall be the arbitrator.

The party to strike first will be determined by a coin flip.

Section 6. The authority of the Arbitrator shall be limited to determining questions involving the interpretation or application of specific provisions of this Agreement, and no other matter shall be subject to Arbitration hereunder. The Arbitrator shall have no authority to amend, modify, add to, subtract from or to change any of the terms of this Agreement, to change an existing salary rate or to establish a new salary rate. In no event shall the same question or issue be the subject of arbitration more than once. The parties agree that the decision or award of the Arbitrator shall be final and binding on each of the parties and that they will abide thereby. The parties shall ask the Arbitrator to issue a ruling within thirty (30) days after receipt of all submissions following the hearing.

Section 7. The parties shall share equally the Arbitrator's fee and expense, transcription costs, FMCS service fees, rent of hearing quarters, and other similar costs. Each party shall bear the expenses of preparing and presenting its own case, including but not limited to wages to witnesses, witness fees, legal costs and expenses and attorney's fees. The Company shall not be required to pay any employee who is present at the arbitration hearing to testify for or otherwise assist the Union.

Section 8. Exclusions Workers' Compensation claims and other matters that involve a determination by an insurer as to the payment of benefits to an employee and any matters specifically excluded by this Agreement from the grievance-arbitration shall not be subject to the grievance-arbitration process.

Section 9. Non-Binding Mediation If the grievance cannot be satisfactorily resolved at Step 2, and if both parties agree, a grievance may be submitted to non-binding mediation by a joint request of the Company and the Union to the Federal Mediation and Conciliation Service. Such request must be made during the time period after the Company gives its written Step 2 answer and before the Union’s time limitation on providing written notice to arbitrate expires. Once such a request is agreed to, the time limits will be extended up to thirty (30) days if a satisfactory solution cannot be reached through mediation.

Article 7 Disciplinary Cases

Section 1. The Company may not discipline or discharge employee(s) except for just cause. Any discipline, other than during a new employee's probationary period, will be subject to the grievance and arbitration procedure listed in Article 6.

Section 2. The Company shall furnish the Union with a copy of any discharge or disciplinary letters or counseling forms given to any bargaining unit employee within three (3) business days of such action. The Company will also furnish the Union with a complete copy of any relevant contents of the employee’s personnel file upon written release by the employee.

Section 3. An employee, who commits a serious offense, as determined in the discretion of the Company, may be terminated or suspended without resort to progressive discipline. Otherwise, the Company will endeavor to resort to progressive discipline. An employee shall be subject to progressive discipline without regard to whether subsequent infractions are of the same or a similar type.

Section 4. There shall be no investigative interview, which an employee reasonably believes could lead to disciplinary action without the Union Shop Steward/Alternate being present if requested by the employee.

NOTE: It is not the responsibility of the Company to inform the employee of their rights under the Weingarten Act.

The Shop Steward/Alternate shall not be denied the opportunity to attend an investigative interview if requested by an employee. If a Shop Steward/Alternate is requested but not available, such investigative interviews will be postponed until a Shop Steward/Alternate can be present.

Section 5. Normally, progressive discipline will be as follows:

(a) First offense – Verbal Warning (documented)

(b) Second offense – Written Warning

(c) Third offense – Written Warning: Up to five (5) day suspension

(d) Fourth offense - Discharge

Section 6. Any employee discharged shall be advised in writing immediately of the reason(s) for discharge.

Section 7. Incidents of discipline (verbal or written warning or suspension) will cease to have effect for progressive disciplinary purposes after a period of one (1) year from date of issuance provided that there has been no related repetition of such conduct or circumstances during the applicable one (1) year period.

Article 8 Seniority

Section 1. The term "seniority" is defined as including the whole span of continuous service with the Company and with predecessor contractors, in the performance of similar work at the same Federal facility. An employee who is permanently transferred into the bargaining unit from another Company site shall establish a new seniority date, which is the date the transfer is effective.

Section 2. Any new employee employed by the Company shall have a ninety (90) calendar day probationary period. During the probationary period, the Company, without just cause may discharge the employee and such discharges are not subject to the grievance or arbitration procedures provided in this Agreement. After the employee has successfully completed the probationary period, the seniority date shall revert back to the beginning date of employment.

During such probationary period, all other terms and provisions of this Agreement shall apply unless otherwise exempted herein. If the employee is absent from work during the probationary period for any reason, the probationary period shall be extended to account for such absence.

Section 3. A seniority list shall be posted by the Company within thirty (30) calendar days after execution of this Agreement and shall set forth the seniority date of each employee covered hereby.

The seniority list shall be updated quarterly by the Company.

Section 4. When two (2) or more employees have the same seniority date, the last four (4) digits of the Social Security Number shall be compared. The lower/lowest number shall be considered the most senior.

Section 5. Seniority shall be lost and for purposes of this Agreement, an employee's employment shall be deemed terminated under any of the following circumstances:

(a) Discharge for just cause

(b) Resignation (including retirement)

(c) Transfer to a position outside the bargaining unit

(d) Accepting other employment while on approved leave of absence without Company approval

(e) Failure to return to work within ten (10) work days after dispatch of a recall notice sent by the

Company via certified mail or failure, after being laid off, to keep the Company advised of their correct mailing address and phone number, in person or be certified mail

(f) Has been on layoff status for more than twelve (12) months or is absent because of disability, sickness, injury or similar cause for a longer period than permitted by this Agreement without the Company's approval

Section 6. Seniority shall be the determining factor affecting promotion.

Section 7. Reduction in Force For the purposes of reduction in force, the job classifications of AGE Mechanic and AGE Worker are combined. In the event of a reduction in force, the Company shall designate the number of positions to be reduced in each affected job classification and will endeavor to notify the Union

Representative in writing at least thirty (30) days before the reduction occurs where such notice is practical under the circumstances. No employee shall be entitled to any pay where less than thirty

(30) days' notice is provided. For purposes of this section, Seniority shall be the determining factor when layoffs are conducted. Recall shall be accomplished in inverse order of layoff within each affected job classification. An employee shall be entitled to be recalled only where there is an open position, not when there are only a few hours of work that can be performed by active employees.

Employees shall remain eligible for recall for twelve (12) months.

An employee who is placed in layoff status from a full time position may refuse a part time open position without affecting recall status or order of recall. The employee will notify the Company via certified mail within the time allotted in Section 6 (of this Article); starting from the date the Company's notification was received.

Section 8. Bumping Rights For the purposes of bumping rights, the job classifications of AGE Mechanic and AGE Worker are combined. An employee may exercise bumping rights in these classifications based on seniority. If an employee chooses to accept layoff rather than exercising bumping rights, they will remain in layoff status for up to twelve (12) months.

Article 9 Employee Classifications

Section 1. Occupational classifications shall be those listed in Appendix A.

Section 2. In the event that a new occupational classification not listed in Appendix A is required, the Union and Company will negotiate to establish such new occupational classification, the rate of pay for such new occupational classification will be determined through said negotiations. If the parties cannot agree, the Company may implement its proposal and the issue will then be subject to the grievance and arbitration procedure contained herein.

Article 10 Hours of Work/Shifts/Days Off

Section 1. The standard workweek for each employee shall normally consist of five (5), eight (8) hour days and normal maintenance operations hours shall coincide with AMARG day schedule. AMARG day schedule normal operating hours are Monday through Friday from 0700 to 1530 hours Mountain Standard Time (MST) (Daylight Savings Time is not observed). With the changing of the seasons, AMARG may change their normal operating hours to 0600 to 1430 hours. AGE shop employees’ hours will follow the AMARG hours. Other shift operations may be required. For changes to the work schedule other than temporary changes, not exceeding forty- five (45) days, the Company will meet and confer with the Union prior to making the change.

Section 2. The normal employee schedule will be continuous hours with a thirty (30) minute unpaid meal period that will be taken approximately halfway through the employees shift. The Company will designate a fifteen (15) minute period during each half of the work shift that may be taken without loss of pay for the purpose of relaxation. Such rest periods will be taken at the place of work. In the event a work shift is extended for at least four (4) hours, employees shall receive an additional fifteen (15) minute rest period at approximately the start of the work shift extension and one approximately half way through each subsequent four (4) hours worked.

Section 3. Employees shall not leave work prior to completion of their scheduled hours without prior permission from the Production Manager or Quality Manager.

Section 4. Employees shall not be absent from work without prior permission from a Company Manager, except in cases of unforeseen illness or injury or reasons beyond the control of the employee. In the rare instances when an employee cannot avoid being late to work or are unable to work as scheduled, it is the duty of such an employee to notify the appropriate Company Manager of the reason for such anticipated absence or tardiness as soon as possible.

Section 5. An employee, who fails to report for work for three (3) consecutive scheduled work shifts without an acceptable reason that is beyond the control of the employee without calling in, shall be considered to have resigned their employment with the Company and will be discharged for job abandonment.

Section 6. Flex Time The parties agree that work schedules may need to be temporarily altered to meet the needs of employees from time to time. To accommodate absences that are anticipated, an employee may request to alter their regularly scheduled hours of work of no more than three (3) hours within a workweek. For example, an employee may plan to work two (2) extra hours on Monday in order to leave two hours early for a personal commitment on Tuesday. Temporary work schedule modifications may only occur with prior notification and approval of the respective manager.

Request for flextime shall not be unreasonably denied if the employee provides management with forty-eight (48) hours’ notice.

Employees will be able to, on a voluntary basis, make up hours lost (three (3) hours maximum in a week) for time taken off for personal business on the following basis:

1. The manager, depending on mission requirements, may approve, with at least twenty-four (24) hours’ notice prior to employee’s requested time off.

2. It is understood that the make-up time must be worked within the same pay week.

3. The flex hours scheduled shall not in any way cause an overtime opportunity.

4. It is understood that an employee may not request a flex time schedule more than once a month.

Section 7. Site Closure If the Company (by direction of the Contracting Officer) notifies the Site Manager that access to the work site is closed, the employees will be paid for their regular scheduled work time. If this occurs during working hours, all employees will be sent home and paid for the remainder of the shift.

Article 11 Overtime

Section 1. The provisions of this Article are intended to provide only the basis for calculation and payment of overtime and shall not be construed as a guarantee of any specific overtime hours.

Section 2. It is understood and agreed that the Company reserves the right to require covered employees, selected by the Company, to perform overtime work in order to meet customer and other operational needs. When such overtime is required, employees involved shall be given as much notice as practical.

Section 3. Employees shall be paid for hours actually worked in excess of forty (40) in a normal workweek including holiday pay, at one and one-half (1 ½) times the regular straight-time hourly rate. Vacation and Sick time shall not be used in the computation of overtime. There shall be no pyramiding of overtime.

Section 4. No overtime shall be worked except by specific direction from the Company.

Article 12 Bulletin Board

Section 1. A bulletin board for the exclusive use of the Union will be provided at the worksite for the purpose of posting appropriate notices regarding Union business. All notices before posting shall be approved by the President or Secretary of the Union.

Article 13 Leaves of Absence

Section 1. Personal Leaves of Absence Upon approval of the Company in its sole discretion, personal leaves of absence without pay for up to sixty (60) calendar days may be granted. Requests for such leave should normally be made at least two (2) weeks in advance.

Section 2. Medical Leaves of Absence Leaves of absence for legitimate personal health reasons supported by sufficient medical verification will be granted to an employee for a period not to exceed three (3) months and will be extended by an additional six (6) months when supported by sufficient medical verification supplied by the employee from their licensed physician. In the event the employee is released within three (3) months of the date of such leave and the employee has notified the Company, in writing of their ability to return to work, the employee will be returned to the position they held at the time such leave was taken providing their position has not been abolished. If not released to return to work after six (6) months after the date of leave, the employee shall be terminated.

The Company will continue insurance coverage for qualified employees during periods of medical leave. The employee is responsible for payment of the employee portion of the premium. When on unpaid leave this premium must be paid monthly.

Section 3. Military Reserve/National Guard Duty Leaves of Absence Annual military leaves of absence for training purposes will be granted to employees serving in the U.S. military reserve or National Guard. Such employees will be paid the difference between their military base pay and their regular base rate, exclusive of premiums. The employee must furnish the Company a copy of their military orders at the time the leave is requested and a copy of the leave and earnings statement to support the difference in pay. Payment of this differential will not exceed ten (10) working days for Annual training.

Section 4. Uniformed Services Leaves of Absence An employee who enters or is recalled into any branch of the U.S. Armed Forces for active duty service shall continue to accrue seniority during their absence and may apply for reinstatement upon discharge or release from service. The terms and conditions of the Uniformed Services Employment and Reemployment Rights Act (USERRA) will be applicable in all cases.

Section 5. Jury Duty Leaves of Absence An employee who has been called to jury duty or jury service will be paid their regular base rate, inclusive of benefits, for time lost from regularly scheduled hours of work because of jury duty, less any amount the employee is paid for jury service, up to a maximum of fifteen (15) workdays per calendar year. If the employee is released from jury duty and would not be able to work two (2) or more hours of their normal shift, the employee will not be required to report to work and will be paid at their normal hourly rate, as appropriate. Otherwise, if released, the employee shall report to work.

Section 6. Union Official Leaves of Absence Upon written request of the Union and concurrence by the company, an employee will be granted a leave of absence for up to twelve (12) months. Such leaves may be extended with Company approval. An employee returning to work from such leave will be returned to the job classification and labor grade previously held or to a similar job classification subject to this Agreement.

Section 7. Requesting a Leave of Absence Requests for a leave of absence or an extension of a leave of absence must be given in writing giving sufficient details as to the need along with documentation, if applicable, supporting the request for the leave.

Section 8. Use of Paid Leave/Leave Without Pay (LWOP) Employees must use all vacation or sick/personal time prior to being placed in leave without pay status. Use of leave without pay is not a generally accepted practice. Excessive use without prior authorization will result in disciplinary action.

Section 9. Failure to Return to Work Employees who fail to return to work upon expiration of a leave of absence, without prior notice and reasonable excuse, shall be considered as having severed their employment.

However, the Company shall consider extenuating circumstances in its sole discretion.

Article 14 Dues Check-Off

Section 1. The Company agrees to a check off of Union dues, initiation fees and assessments for each employee for whom the Union delivers to the Company a written authorization to make such deductions, signed by the employee. The Company shall make deductions for each employee with a current authorization in effect from the first two (2) pay periods of each month. The Company shall disburse to the Union Secretary-Treasurer of Local Lodge 2949 the amount deducted by the 15th day of each month following the month in which the deductions were made.

Section 2. The Company agrees to deduct a voluntary donation to either the “Machinist Non- Partisan Political League” or “Guide Dogs of America” when a written request is made by any employee in the bargaining unit. All cost associated with these deductions will be absorbed solely by the Company.

Section 3. The Union agrees to hold the Company harmless against any and all complaints, claims, judgments, or demands that may arise out of, or in any way be related to, compliance by the Company with the terms of this Article or in reliance by the Company upon any document furnished to the Company by the Union pursuant to the provisions of this Article.

Article 15 Safety and Health

Section 1. The Company shall provide and maintain a safe and healthy workplace and in cooperation with the Union, will provide programs, training and systems that seek to prevent and eliminate industrial injuries and illnesses. The Company will provide all required personal protective equipment (PPE).

Section 2. Any employee may exercise their legal right to refuse to perform work that is unsafe to life, limb or health as provided by federal law. An employee's refusal to perform work which is in violation of established safety and health rules or any local, state or federal safety and health law shall not warrant disciplinary action.

Section 3. The Company shall maintain first aid supplies to care for its employees in case of injury.

When an employee at work requires immediate medical attention by a medical practitioner or at a hospital as a result of an industrial injury, illness or exposure to hazardous agents in the work environment and the employee is not able to provide their own transportation to the treatment facility, the Company will provide the transportation to and from the employee's work location. Any bargaining unit employee who leaves work as a result of an on the job injury will be paid for the remainder of their regularly scheduled work shift at their applicable rate of pay.

Section 4. The Company and the Union shall use every effort to assure compliance with applicable US Air Force, Department of Defense, State and Federal safety and health rules and other governmental rules and regulations and will take whatever safety action is possible.

Section 5. No employee shall be subject to any discipline, of any kind, for reporting a safety hazard or injury. However, an employee may be required, after obtaining proper protection and training, to remedy or to assist in a remedy for such conditions as may be unsafe or unhealthy. Employees who violate safety rules, safety regulations or safety policies of the Company, the Air Force or OSHA shall be subject to disciplinary action.

Section 6. Long full beards, unrestrained long hair, jewelry, frayed trouser and shirt cuffs, loose clothing, improperly worn coveralls, untied shoe laces and torn clothing can become caught in tools or machinery and cause serious injury to workers. Personal grooming and appearance standards shall be enforced to prevent serious injuries should clothing, hair or jewelry be caught in operating tools and machinery.

Section 7. Employees will not attach, affix or display objects, jewelry or ornamentation through the ear, nose, cheek, tongue or any other exposed body part while at work on the flight line or within any maintenance or industrial areas. These objects, jewelry or ornamentation may pose a safety problem or present a foreign object debris or foreign object damage hazard.

Section 8. Employees found in violation of Section 6 or 7 of this Article will be sent home to remedy the unsafe condition.

Article 16 Visitation

Section 1. Union officials desiring to enter the Company's (or the Government's) premises for the purpose of conducting the affairs of the Union shall, prior to entering the Company's (or the Government's) premises, notify the local manager of the visit and its purpose. Such representatives shall not interfere with the operation of the Company's business or cause the cessation of any work.

Such representatives shall comply with all Government rules and requirements regarding access to the Company's work area. The Union understands that Government rules may preclude access to the Company's work area.

Section 2. If Government requirements restrict or prevent the Union representative from access to certain work areas, the Company will attempt to make accommodations for the Union representative to meet with the employees in another location or work area.

Article 17 Drug and Alcohol Policy

Section 1. The Company and the Union are committed to maintaining a safe and productive alcohol and drug-free environment for all employees in strict conformance with all applicable federal and state regulations (including Department of Defense regulations) requiring affirmative actions designed to prevent accidents and injuries resulting from the misuse of alcohol or use of a controlled substance.

Section 2. The use or possession of alcohol or drugs, excluding prescribed medication, while on Company or Government property, or in any Company vehicle, or on Company time, including breaks, on any shift is strictly prohibited. Also, reporting to work under the influence of or impaired by alcohol or drugs is strictly prohibited. Disciplinary action up to and including discharge may result from such action.

Section 3. The Company considers any instance of drug use, possession, distribution or the sale of drugs or drug paraphernalia a serious matter that will result in immediate termination of the employee regardless of whether or not it is identified on Company or Government premises, through drug testing or otherwise, or occurs on or off of work. The Company also considers any instance of alcohol possession or being under the influence of or impaired by alcohol on Company or Government premises a serious issue that will warrant immediate termination of the employee.

Section 4. Pre-employment, post-accident, reasonable suspicion, random, return-to-duty, retesting and post-rehabilitation testing are authorized and if performed, will be administered in a manner consistent with applicable laws and regulations. Test protocols, including test results reporting, record keeping, confidentiality and privacy will be established and administered as required by the provisions of any applicable laws and regulations. DOD regulations requiring contractors to administer provisions for identifying illegal drug users, including “testing on a controlled and carefully monitored basis,” will be met through random testing for illegal drugs for all employees.

Section 5. The Company and the Union believe employee assistance programs emphasizing education, counseling, rehabilitation and coordination with available community resources are fundamental to sustaining a drug-free workplace. Accordingly, employees who have or believe they may have an alcohol or drug dependency are encouraged to take the initiative in seeking counsel and assistance and to voluntarily participating in an appropriate program of rehabilitation and recovery. Such employees will be advised of resources available to them in evaluating and resolving problems associated with the misuse of alcohol, the names, addresses and telephone numbers alcohol abuse professionals and counseling and treatment programs. Such programs will not be available to or excuse an employee after the employee has already been selected for testing or otherwise caught in violation of this Article.

Time off for one (1) period of approved rehabilitation and treatment for such employees will be considered a medical leave of absence. Upon written certification from the administering clinic, hospital or physician that in their professional opinion the individual is adequately rehabilitated, they will be returned to work as provided in this Agreement.

Section 6. The Company agrees that the standard, once established, by which a sample to be tested for drugs or alcohol is considered “positive”, will not be arbitrarily altered by the Company in order to create a subterfuge to terminate employees for ulterior motives.

Article 18 Compensation

Classifications and rates of pay are shown in Appendix A of this document.

Article 19 Paid Time Off

Section 1. Holidays All full-time employees shall receive eight (8) hours of holiday pay at their regular hourly rate for the holidays listed below. Part-time employees will be paid for holidays on a pro rata basis based upon the number of hours for which they are regularly scheduled.

The following ten (10) holidays are designated for each calendar year:

New Year’s Day Martin Luther King Day Presidents’ Day Memorial Day Independence Day Labor Day Columbus Day Veterans’ Day Thanksgiving Day Christmas Day

a. Time and one-half premium pay, in addition to holiday pay, shall be paid for all hours worked on any of the above listed holidays, providing the employee meets the overtime requirements of this Agreement.

b. In order to be eligible for holiday pay, an employee must be in active paid status. That is, they must receive pay in the week.

c. Any holiday that falls on Sunday shall normally be observed on the following Monday. Any holiday that falls on Saturday shall normally be observed on the preceding Friday. Observance shall be in accordance with U.S. Air Force scheduling.

d. If a holiday falls within an employee’s vacation period, such holiday shall not be considered as part of the vacation period or counted as a vacation day used.

e. In addition to the above holidays, any additional holiday approved by the Contracting Officer (CO) will be observed.

Section 2. Vacation Employees shall be entitled to paid vacation, awarded annually on each eligible employee's anniversary date, as follows:

1st anniversary through 4th anniversary- ten (10) days (eighty (80) hours) 5th anniversary through 10th anniversary - fifteen (15) days (one hundred twenty (120) hours) 11th anniversary through 15th anniversary – seventeen (17) days (one hundred thirty six (136) hours) 16th anniversary or greater - twenty (20) days (one hundred sixty (160) hours)

a. Vesting will occur on the employee’s anniversary date.

b. There will be no requests for pay in-lieu of time-off for vacation. The intent of this provision is to cause each employee to use their vacation. Employees denied vacation shall not lose payment for vacation.

c. Unused vacation hours may be carried over to the next contract option period. However, once an employee reaches the maximum of 80 hours, all hours in excess of 80 hours on the employee’s next anniversary date will be lost.

d. When a holiday, as defined in this Agreement, falls within the vacation period, the employee shall not be charged vacation time, but rather, shall be paid for the holiday.

e. All vacation will be paid at the employee’s straight time rate of pay.

Section 3. Vacation Scheduling Vacation scheduling will be as follows:

a. Scheduled vacation requests of one (1) week or more must be made one (1) week or more in advance to the Production Manager. The Company reserves the right to approve or deny vacation requests based on business operations. Vacation requests will be approved based on seniority, but vacation, once approved will not be denied.

b. Unscheduled vacation may be granted by management with prior approval for all or part of a day for reasons of illness, emergency or other unanticipated reasons. In the event of an emergency or sudden illness where approval cannot be requested prior to the start of the shift, vacation will be approved.

c. Vacation may only be scheduled on the employee’s scheduled workdays and only for the amount of hours regularly scheduled on that day. Vacation may be taken in one (1) hour increments.

d. A vacation period of one (1) workday must be requested a minimum of one (1) workday in advance and is subject to Production Manager approval, which will not unreasonably be withheld.

e. All unused vested vacation balances will be paid out upon termination/resignation.

Section 4. Sick/Personal Leave Employees shall accrue sick/personal leave at the rate per calendar year in Appendix B. Sick/personal leave is available for use only after completion of the probationary period. Sick/personal leave may accrue to a maximum of 80 hours. Sick/personal leave may be used in increments of one-half (0.5) of an hour. Unused sick leave will not be paid out upon the termination of an employee's employment for any reason and regardless of whether such termination is voluntary or involuntary.

a. The Company may require the employee to present a certificate from their qualified, licensed medical doctor or dentist to support a request for sick/personal leave pay after using three consecutive days of sick/personal leave.

b. Use of sick/personal leave as personal time will require prior approval of the supervisor. When sick/personal leave is used as sick leave for an unexpected illness or injury, the employee must notify their supervisor as soon as reasonably practical, which shall be not later than the scheduled start time of the shift.

Section 5. Bereavement Leave Full time employees with the company shall be given up to three (3) paid workdays off to attend the funeral/memorial service of a member of their immediate family. “Immediate Family” shall be defined as follows: Spouse, parent, parent of spouse, legal guardian, child, son-in-law, daughter-in-law, brother, sister, stepparent, stepparent of spouse, stepchild, stepbrother, stepsister, grandchild, grandparent, grandparent of spouse, brother and sister of spouse, and guardian of spouse.

Employees are allowed to use sick/personal or vacation leave if more than three days are needed.

Article 20 Transfers and Cross-Utilization

Section 1. Notwithstanding anything set forth in this Article or elsewhere in this Agreement, there is no work that is performed exclusively by AGE Mechanic or AGE Worker employees and accordingly, no AGE Worker shall have any right to additional pay or a higher rate of pay based on a claim that he or she was working in an AGE Mechanic classification above their classification.

Section 2. Employees may be cross-trained to perform more than one job. No employee shall be required to perform work that he is not qualified to perform and an employee shall not be required to exclusively perform work outside of their job classification other than on a temporary basis.

Section 3. To meet operational requirements as determined in the Company's discretion, employees may be brought in from other sites where the Company performs work similar to that performed by the Company at AMARG on Davis Monthan Air Force Base. No such temporary assignment will be made if any qualified bargaining unit employee is on lay-off status and will not exceed ninety (90) days.

Section 4. Any bargaining unit employee on temporary duty assignment (TDY) shall be reimbursed for all allowable expenses including mileage and per-diem at rates established by applicable federal standards. Expenses will be reimbursed as quickly as possible not to exceed thirty (30) days after receipt at the Company's corporate headquarters of a completed expense report supported by all receipts and other appropriate documentation evidencing the expenses claimed.

Article 21 Job Vacancies

Section 1. The following shall apply to the filling of vacancies for…