Attachment_10_C-12_Wage_Determinations_(CBA).pdf

USAF C-12

Contractor Logistics Support

PART III – LIST OF DOCUMENTS, EXHIBITS AND

SECTION J

OTHER ATTACHMNETS

Page J-1 Contract: FA8134-24-R-B001

ATTACHMENT 10 – WAGE DETERMINATIONS

J-1. APPLICABLE WAGE DETERMINATIONS

N/A—ALL CONUS SITES ARE NOW COVERED BY CBAs

J-2. APPLICABLE COLLECTIVE BARGAINING AGREEMENTS

In accordance with FAR 22.1002-3 – Wage Determinations Based on Collective Bargaining Agreements, Successor contractors performing on contracts in excess of $2,500 for substantially the same services performed in the same locality must pay wages and fringe benefits (including accrued wages and benefits and prospective increases) at least equal to those contained in any bona fide collective bargaining agreement entered into under the predecessor contract.

As a result, the following Collective Bargaining Agreements are applicable as follows:

AREA CBA DATE

December 1, 2020 – November 30, 2023 July 12, 2021 – July 11, 2024

August 19, 2023 – August 18, 2026

Edwards AFB, CA

Andrews AFB, MD & Holloman AFB, NM

Elmendorf AFB, AK

C-12 AF Andrews AFB MD

- Holloman AFB NM 2021-2024

018 - 2021 CBA Final.pdf

Edwards_AFB_CBA_ 2020-2023

J-3. REVISIONS AND UPDATES

In the event applicable Wage Determinations or Collective Bargaining Agreements are updated or revised, the Government will determine the most feasible and logical time to incorporate the applicable revision(s) into the solicitation/contract.

C-12 Elmendorf CBA 2023-2026

Contract: FA8134-24-R-B001

CUI

CUI

COLLECTIVE BARGAINING

AGREEMENT

BETWEEN

VERTEX AEROSPACE

AND

INTERNATIONAL ASSOCIATION OF MACHINISTS

AND AEROSPACE WORKERS AFL-CIO

District Lodge 4

C-12 US AIR FORCE

Andrews AFB, MD Holloman AFB, NM

Effective: July 12, 2021 to July 11, 2024

DRAFT

TABLE OF CONTENTS

PREAMBLE 1

ARTICLE 1 - Intent and Purpose 2 ARTICLE 2 - Management Rights 3 ARTICLE 3 - Union Recognition 4 ARTICLE 4 - Shop Stewards 6 ARTICLE 5 - Union Security/Agency Shop 8 ARTICLE 6 - Non-Bargaining Unit Personnel 10 ARTICLE 7 - Seniority 11 ARTICLE 8 - Promotions/Bidding/Transfers 13 ARTICLE 9 - Leaves of Absence 14 ARTICLE 10 - Holidays 17 ARTICLE 11 - Vacation 18 ARTICLE 12 - Overtime 21 ARTICLE 13 - Absence from Work 22 ARTICLE 14 - Hours of Work 23 ARTICLE 15 - Government Security/Responsibility 25 ARTICLE 16 - No Strike - No Lockout 26 ARTICLE 17 - Benefit Plans 28 ARTICLE 18 - Retirement Plans 32 ARTICLE 19 - Uniforms 35 ARTICLE 20 - Off Site Detachment 36 ARTICLE 21 - Disciplinary Action 37 ARTICLE 22 - Grievance and Arbitration 38 ARTICLE 23 - Personal Paid Time 40 ARTICLE 24 - Installation of New and Revised Job Classification 41 ARTICLE 25 - Bereavement Leave/Jury Duty 42 ARTICLE 26 - Wage Rules 43 ARTICLE 27 - Safety/Safety Equipment 44 ARTICLE 28 - Temporary Alternate Work 45 ARTICLE 29 - General 46 ARTICLE 30 - Tools and Tool Boxes 47 ARTICLE 31 - Duration 48 APPENDIX A - Wages 49

PREAMBLE

This Standard Agreement is made and entered into this 12th day of July, 2021, by and between Vertex Aerospace, LLC, (hereinafter referred to as the Company) and the International Association of Machinists and Aerospace Workers, District Lodge 4 and Local Lodge 2525 (hereafter referred to as the Union).

The Company and the Union want to reaffirm their commitment to provide equal employment opportunity for all persons in all facets of employment and to recruit and administer hiring, working conditions, benefits and privileges of employment, compensation, training opportunities for advancement including promotion, transfers and terminations of employment including layoffs and recalls for all employees, without discrimination because of race, color, religion, age, gender, national origin, sexual orientation, gender identity, citizenship status, marital status, genetic information, disability, protected veteran status or any other legally protected status.

Whenever the words “he”, “she” or “any gender” are used in this Agreement, the words so used shall be deemed to mean and encompass both male and female.

Article 01.00 Intent and Purpose

01.01 It is the intent and purpose of the Company and the Union to set forth herein the entire Agreement with respect to wages, hours, and working conditions as relates to Government Contract Number FA8106-17-D-0001 for the U.S. Air Force.

01.02 It is the intent of the parties to provide for the efficiency of the operations and maximum production of the employees under methods, which further the safety of all affected parties, the efficiency and economy of operations and the continued employment under conditions of reasonable hours, compensation and working conditions as contained herein so that operations will be uninterrupted and duties faithfully performed in order for the Company and its employees to fulfill their mutual and vital responsibilities to both the public and to the Government with due regard to competitive conditions.

01.03 It is recognized by the Agreement to be the duty of the Company, the Union and the employees to cooperate fully, both individually and collectively, for the advancement of said conditions; and to provide a grievance procedure for the settlement of the employee's grievances; and to provide that there shall be no interruptions and/or impeding of operations during the term of this Agreement.

01.04 The Union recognizes that the Company is a contractor to the U.S. Air Force and that the Company is required at all times to meet its contractual obligations. Nothing in this Agreement will prevent the Company from meeting its obligations and responsibilities as a Government contractor. The Union and the Company agree to comply with the requirements that the U.S. Air Force may impose on the Company and its employees to the degree necessary, subject to rebuttal by either or both parties through the grievance and arbitration procedures and/or the courts, if deemed necessary.

02.00 Management Rights

02.01 The Company shall retain the exclusive authority, rights and powers to manage its business and direct the workforce. Such authority, rights and powers include, but not limited to, the right to hire, assign, transfer, promote, reclassify, layoff, discipline for cause (including suspension and discharge); determine work schedules, the qualifications of employees and selection of lead men; to establish and modify rules and regulations not in conflict with the terms of this Agreement; to close down, curtail, or move the business or any part thereof, to discontinue its business in whole or in part; to sell or dispose of any part of the business, to introduce new or changed methods; to determine the means of service or production;

and to otherwise manage the operations and direct the workforce.

02.02 Except as expressly modified by a specific provision of this Agreement or except as such rights are specialty relinquished herein, all rights, powers or authority, which the Company had prior to the signing of this Agreement are retained by it. No relationship between the parties shall be construed to create any implied limitation on the Company's authority, rights or powers.

03.00 Union Recognition

03.01 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 employees of Vertex Aerospace LLC in the bargaining units described in the certifications issued by the National Labor Relations Board as follows:

NAME District/Local NLRB Case#

Andrews AFB, MD DL 4 5-RC-16014 Holloman AFB, NM LL 2515 5-RC-16014

03.02 In recognition of the fact that this is a Standard Agreement between the IAMAW and

Vertex Aerospace based on an U. S. Air Force Contract Number FA8106-17-D-0001, between Vertex Aerospace and the U.S. Air Force, should the customer decide to discontinue or relocate any individual site(s) this collective bargaining agreement will still remain in effect for the remaining sites. Additionally, sites relocated from the above group will be automatically covered by this agreement at the new location.

03.03 The Company recognizes the Union in the above mentioned locations as certified by the

National Labor Relations Board as the exclusive representative of all Production and Maintenance employees as follows:

a. Included: All Lead employees and A/C Mechanics employed by the Company.

b. Excluded: All office clerical employees, supervisors and other employees as defined by the Act.

03.04 The Company acknowledges the Union's rights specially designated by the terms of this

Agreement as the employees representative, the Union recognizes its duty to cooperate in any reasonable manner with the Company to support its efforts to assure a fair days work by each employee, to cooperate in combating any practices, which decrease efficiency and to maintain standards of quality and service.

03.05 Union Bulletin Boards. The Company will provide one (1) Union bulletin (or part of a bulletin board) board for the Union to post official business of the Union. Legitimate Union notices are defined as:

a. Meeting notices

b. Official Union election results

c. Notices of Union appointments

d. Union social events

e. All notices not listed above must be approved by Management.

03.06 Additions to the work force, in accordance with Article 03.01, (to include new or revised classifications) will become bargaining unit employees.

Article 04.00 Shop Stewards

04.01 The Company agrees and it is hereby understood that the Union shall designate and the

Company shall recognize one (1) Shop Steward and one (1) alternate Shop Steward. The Union shall notify the Company in writing on Union letterhead of the individuals so selected. The alternate Shop Steward shall act in the capacity of the Shop Steward in the event the Shop Steward is absent from the facility. If more than one location or shift is established, the Union is entitled to one (1) additional Shop Steward. If more than one Steward is agreed to by the parties, the Union shall designate one (1) of the existing Shop Stewards as the Chief Shop Steward.

04.02 Subject to other provisions of this Agreement, reasonable and necessary time off from work during straight time work hours shall be authorized without loss of pay or benefits to permit the Steward to carry out his responsibilities under the grievance procedure to employees in their area of representation, providing the carrying out of these responsibilities will not unreasonably interfere with the assigned work duties of the Steward or the employee involved. The Union will ensure that the Steward engages only in those activities, which are authorized by this Agreement. Instances of alleged abuse or misuse of time by the Steward shall be brought to the attention of the Union, who shall take the action necessary to correct the problem.

04.03 Recognizing the mutual benefit of resolving problems at the lowest level, an employee who has an alleged grievance may discuss the matter with the employee's Steward. The necessary time away from the Steward's official work assignment shall be arranged in a manner to minimize interruption of work flow. When the Steward finds it necessary to discuss a problem or labor-management disagreement with a unit employee and/or management official, the Steward shall request permission to leave his/her work assignment from his/her manager. The manager’s permission will be granted unless he determines compelling work commitments dictate otherwise. If permission is initially denied, the manager shall establish an alternate time, which shall be no later than the end of the employee's next work day, at which time the Steward can contact the employee.

04.04 The scope of the Steward's activities on Company time shall be limited to the following:

a. To consult with an employee regarding an alleged grievance or the presentation of a grievance for which the employee desires the Steward to be present.

b. To investigate an alleged grievance or a grievance of record before presentation to his manager.

c. To present a complaint or a grievance to the employee's manager in an attempt to settle the matter for the employee or group of employees who may be similarly affected.

d. To meet with the manager or other designated representative of the Company when necessary to adjust grievances in accordance with the grievance procedure of this Agreement.

e. During an investigation in which it is determined by supervision that an employee may be subject to discipline, said employee shall be advised of his right to Union representation. If requested, his Steward shall be provided.

04.05 Subject to existing security regulations, the Business Representative or other authorized

Representatives of the Union shall have access to the Company's work areas during working hours for the purpose of investigating grievances that have arisen, attending meetings in accordance with the grievance procedure, and ascertaining whether or not this Agreement is being observed. Before doing so, he/she shall report to the manager or other authorized Company Representative, who shall permit said Representative to enter the Company's premises, provided that such rights shall be exercised reasonably and will not interfere with the normal conduct of the Company's operations. Authorized Representatives of the Union may be escorted by a Company Representative at all times they are on Company premises.

04.06 It is agreed that the Company shall not be required to pay an employee for any time that he/she is taken away from his/her work to serve the Union in any official capacity or to serve on any Union committee, except as provided in the Agreement.

04.07 The Steward shall be empowered to adjust grievances occurring under his/her jurisdiction as provided for in the grievance procedure, so long as such adjustments are not in conflict with the provisions of this Agreement.

Article 05.00 Union Security/Agency Shop

05.01 All employees in the bargaining unit must, as a condition of continued employment, be either a member of the Union and pay union dues or pay an agency fee to the Union, but not both.

05.02 All employees within the bargaining unit on the effective date of this agreement who are not Union members must, as a condition of continued employment, pay to the Union while on the active payroll, an agency fee equal to the amount of monthly membership dues, beginning with the month following the month in which they accumulate thirty (30) days continuous service in the bargaining unit since their last date of hire or rehire. Employees entering the bargaining unit or employees who are rehired with seniority or transferred with seniority into the bargaining unit after the effective date of this Agreement who do not become Union members, or having become do not remain Union members, must, as a condition of employment, while on the active payroll, pay such fee to the Union commencing a month following the month in which they accumulate thirty (30) days continuous service in the bargaining unit if such entry is prior to the fifteenth (15th) day of that month or commencing with the month following the month of such entry into the bargaining unit if such entry is on or after the fifteenth (15th) day of that month.

05.03 Employees who are Union members on the effective date of the Agreement shall continue to pay membership dues to the Union as a condition of continued employment while in the bargaining unit and on the active payroll as long as they remain members of the Union.

Employees within the bargaining unit who after the effective date of this Agreement become members of the Union shall pay, while on the active payroll, an original initiation fee and membership dues to the Union, as a condition of continued employment while in the bargaining unit and while remaining a Union member; provided that in no event shall the initiation fee and membership dues exceed the amount specified in the Constitution and/or By-Laws of the Union, but not both.

05.04 Upon receipt of a signed authorization from the employee involved, the Company shall deduct from the employee’s pay an amount necessary to satisfy the financial obligation to the Union for dues or agency fees during the period provided for in said authorization.

Deductions shall be made from the first pay of the employee after receipt of the authorization and monthly thereafter from the first pay of the employee in each month.

05.05 Deductions provided in Section 05.04 shall be remitted to the Grand Lodge no later than the tenth (10th) day of the month following the month in which the deduction was made and shall include all deductions made in the previous month. The Company shall furnish the Grand Lodge monthly, with a record indicating payroll ending date and names of those for whom deductions have been made and the amounts of the deduction, and the names of those employees from whom deductions were not made and the reasons they were not made.

05.06 The Union shall indemnify and hold harmless the Company from any and all claims, demands, suits, or forms of liability that shall arise out of or by reason of action taken, or not taken, by the Company for the purpose of complying with any provisions of this article.

05.07 The parties agree that check-off authorization shall be in the following form:

INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS, AFL-CIO

MEMBERSHIP APPLICATION AND/OR CHECK OFF AUTHORIZATION

Name________________________________________ Date______________ Card No.______________

Address__________________________________________________ M__ F__ Date of birth___________

City___________________ State______ ZIP__________ Phone________________ Birthplace__________

SS No.__________________________ Employer___________________________ Hourly Wage________

Hire Date_______________ Class of work_________________ Years experience_____ Shift: 1__ 2__ 3__

Membership Application. Check here: __ To the Officers and Members of Lodge No. _____ (the “Lodge” or “Union”), I hereby tender my application for membership in the International Association of Machinist and Aerospace Workers, AFL-CIO (IAM). I understand that while I may be required to tender monthly fees to the Union, I am not required to sign a membership application as a condition of employment and that this application for membership is voluntary. I agree to obey the laws of the IAM and to support the principles of trade unionism, and I authorize the IAM and/or its designated affiliate to act as my representative for collective bargaining.

If former member of IAM: Card No._________ Lodge No.______ Location___________ Last dues paid____

Check-Off Authorization. Check here: ___ I authorize my Employer to deduct from my wages and forward to the Union: (1) monthly membership dues or an equivalent service fee; and (2) any required initiation or reinstatement fee as set forth in the collective bargaining agreement between the Employer and the Union and the by-laws of the Lodge. This authorization shall be irrevocable for one (1) year or until the termination of the collective bargaining agreement between my Employer and Union not more than twenty (20) and not less than five (5) days prior to the expiration of the appropriate yearly period or contract term. I expressly agree that this authorization is independent of, and not a quid pro quo for, union membership, but recognizes the value of the services provided to me by the Union. It shall continue in full force and effect even if I resign my Union membership, except if properly revoked in the manner prescribed above.

The following information is strictly voluntary and is requested for the sole purpose of providing improved services to our membership:

I am __Caucasian __ African American ___ Asian __Hispanic__Pacific Islander__Native American __Other.

Important Notice. I have examined and acknowledge receipt of the attached “Notice to Employees subject to Union Security Clauses” (on back of pink sheet). I also understand that IAM members have certain rights and privileges as set forth in the IAM Constitution and in various Federal laws, like the Labor Management Reporting and Disclosure Act (LMRDA). Copies of the IAM Constitution and the LMRDA may be obtained by contacting the IAM General Secretary-Treasurer, 9000 Machinists Place, Upper Marlboro, MD 20772. Union membership dues and agency fees are not deductible as charitable contributions for Federal income tax purposes. Dues and agency fees, however, may be deductible in limited circumstances subject to various restrictions imposed by the Internal Revenue Code.

YOUR SIGNATURE DATE

Article 06.00 Non-Bargaining Unit Personnel

06.01 Non- bargaining unit personnel may temporarily perform the work of or with unit employees, provided such work does not result in layoff, reduction of hours or earning opportunities or benefits. Such temporary work may be performed under the following conditions:

a. For the purpose of instructing and training employees.

b. Under emergency conditions. The term "emergency" as used in this provision is defined to mean any unforeseen combination of circumstances, which would require immediate action.

c. Up to two (2) hours on any shift when an employee fails to report to work, and other qualified employees are not available in the classification.

d. Supervisor may perform Bargaining Unit work when a temporary increase in workload or employee absences may cause the work schedule to be delayed, causing operational problems.

e. Lack of necessary skills required to complete a specific task.

Article 07.00 Seniority

07.01 Seniority, on the date of contract ratification, will be established as the employee's date of hire that is continuous service with the Company working on the U.S. Air Force C-12 program in the bargaining unit. Any employee hired after ratification of this Agreement will have their seniority date established as their date of hire on the U.S. Air Force C-12 Program at their respective site. Employees transferring into this contract and into the bargaining unit from another Company location, will retain their Company service date of hire for vacation and fringe benefits, but would establish their seniority date, for all other purposes, as their date of hire on the U. S. Air Force C-12 Program at their respective site.

07.02 The Company will apply qualifications and seniority in its everyday operation relating to promotion, transfer, bidding, overtime, layoff and recall and other terms and conditions of employment of the bargaining unit.

07.03 Employees who work in a lower rated classification on a temporary basis will continue to be compensated at the wage rate of their higher rated classification. Employees who perform work in a higher classification will be paid the highest wage rate for time worked in the higher classification.

07.04 A new employee shall be in a probationary status until they have completed ninety (90) actual work days from the last date of hire. During this first ninety (90) day period, the Company may transfer, layoff or discharge such employee at will and such action shall not be reviewable through the grievance procedure. After these ninety (90) days, the employee will be placed on the seniority roster and his seniority date will revert to the hire date referenced above. Seniority order for employees with common hire dates will be determined by the social security number with the highest last four digits being the most senior.

07.05 Loss of seniority will result under the following:

a. Resignation or quit;

b. Retirement;

c. Discharge for cause;

d. Failure to return from leave granted with a Leave of Absence;

e. Layoff in excess of twelve (12) months;

f. Failure by the employee to notify the Company of the employee's intention to return to work in response to a recall notification within forty eight (48) hours after the receipt of such recall notice, and of the employee's return to work within fourteen

(14) calendar days following the receipt of such notice;

g. Transferred or promoted out of the bargaining unit in excess of ninety (90) calendar days;

h. Absence from work for three (3) consecutive working days with no contact with the Company, unless excused by the Company;

i. Acceptance of employment with another employer while on an approved leave of absence;

j. Employees absent from work due to a workers’ compensation claim in excess of twelve (12) months.

07.06 The Company will post a seniority list at least once every twelve (12) months (once a year).

The list will show each employee's name, hire date and classification. Any protest must be filed within ten (10) days of such posting. This provision will not prohibit the Union from requesting seniority lists more frequently than once per year.

07.07 When reducing the workforce, the Company will lay off in reverse order of seniority. The most junior is laid off first, with the Lead being laid off last. The last employee laid off will be the first recalled.

07.08 The Company will notify the Union and the employees affected of pending layoffs at least ten (10) work days prior to layoff, if possible to do so. Affected employees will be given a layoff notice and will be responsible for notifying the Company of their current address or any address change.

07.09 The Company and Union may mutually agree on seniority dates for individual employees because of unique and special circumstances.

Article 08.00 Promotions / Bidding / Transfers

08.01 A bargaining unit employee who bids and is promoted or transferred and such employee fails to satisfactorily perform the duties of the new job within a period of up to thirty (30) work days, unless extended by mutual written agreement of the parties, the employee will be returned to the classification last held prior to the award of such promotion, provided the classification has not been abolished.

08.02 When a bargaining unit job vacancy occurs within the Company at the U.S. Air Force C-12

Program at the employee’s respective site, the vacancy shall be posted for three (3) work days. The notice will contain:

a. Job title and wage rate

b. Qualifications required

c. Date and time after which bids will no longer be accepted

d. Work schedule

e. Effective date

08.03 Bids must be in writing and sent to the Regional Manager's office, which will affix the date and time to validate a timely filing. Bids received after the closing date will not be considered.

Due to the nature of the contractual work to be performed, if available, employees may be brought in from other locations to perform specific short term assignments for the respective C-12 Program, as the need arises, not to exceed forty-five (45) calendar days, so long as there are no employees in the classification on layoff who are qualified to perform the assignments. Such actions shall not cause the layoff of any employee within the classification in the bargaining unit who are qualified to perform the work. The Company will meet with the Union and inform them of the reasons such actions are necessary. If the Union disagrees, the issue may be submitted by the Union to the grievance and arbitration procedure, providing there are qualified employees in the classification on layoff.

08.04 The employee awarded the bid will be notified and will report for work on the new bid as of the effective date stated by the Company. The most qualified and senior employee who bid will be awarded the bid. Bids will be awarded within five (5) work days of the bid closing.

Article 09.00 Leaves of Absence

09.01 Limited unpaid personal leaves of absence may be granted by the Company upon request of employees who have completed their probationary period. Such leaves shall be for not less than five (5) work days and not more than thirty (30) calendar days. Requests for unpaid personal leave of absence must be made in writing and must receive approval by the Company. Accrued vacation must be used before any leave will be approved. A maximum of two (2) extensions may be approved by the Company. However, if the employee does not return to work after the personal leave of absence, the employee shall be terminated.

a. Vacation credits are not earned while on a leave of absence under the provisions of this article.

b. Health insurance may continue for a maximum of sixty (60) days provided the employee pays his/her portion of the premium at least ten (10) days prior to the next month’s insurance coverage.

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

09.03 Leave of absence for legitimate personal health reasons supported by sufficient medical verification will be granted to an employee for a period of not to exceed ninety (90) days and will be extended when supported by sufficient medical verification supplied by the employee from a licensed physician. Leaves of absence for personal health reasons will not exceed six (6) months. An employee will be laid off after six (6) months. In the event the employee is released within six (6) months of the date of such layoff and the employee has notified the Company, in writing, of their ability to return to work, the employee will be returned to the classification he/she held at the time such leave was taken providing their classification has not been abolished. If not released to return to work within six (6) months after the date of the layoff, the employee shall be terminated.

a. The Company will abide by the provisions outlined under the Family Medical

Leave Act (FMLA).

09.04 An employee on leave of absence for personal health reasons may return to work prior to or at expiration of such leave upon the written release of a licensed physician provided the employee is able to perform his/her assigned duties safely. Should the Company question the employee's capability to perform the assigned duties safely, the Company may have the employee examined by another physician, prior to returning the employee to work. If the physician selected by the Company and the employee's physician disagree, then the employee shall be examined by a third (3rd) mutually acceptable physician and that physician's decision shall decide the employee's capability. Any such additional examination costs shall be incurred by the Company.

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

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

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

09.06 Leaves of absence without pay in workers' compensation injury and legal occupational disease cases will be granted automatically for the full period of legal temporary disability, and seniority will accumulate for the full period of such leave.

09.07 An employee who has completed his/her probationary, who is called to and performs short term active duty of thirty (30) days or less, including active duty training as a member of the United States Armed Forces Reserves or National Guard, shall be paid the difference between the employee's military rate and the employee's straight time hourly rate of pay for a period of up to ten (10) scheduled working days per calendar year. The employee must present a copy of the employee's order to the Company as soon as they are received by the employee. Upon return from active short term duty, the employee must present pay vouchers so that the calculation of the difference in pay may be computed.

The employee will be given a leave of absence for, and will accumulate seniority during such period of service. Employees required to report for military training in excess of thirty

(30) consecutive days or those called to active duty shall be reinstated in accordance with the Uniformed Service Employment and Reemployment Rights Act. The parties to this Agreement shall comply with current applicable state and federal legislation regarding military service.

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

09.09 When an employee fails to return to work at the expiration of an approved leave of absence, or accepts gainful employment during a leave of absence without the approval of the Company, that employee shall be disciplined up to and including discharge at the option of the Company.

09.10 Any member of the Union elected or appointed to a full time Union position shall, upon written request by the Union, be granted a leave of absence for Union activities up to a two

(2) year period and with the opportunity to request extensions. Employees on such leave shall retain seniority. Not more than one employee shall be on such leave at any one time.

If the employee's group insurance through the Company is to be continued, the Union or the employee shall be required to pay the full monthly insurance premium.

a. When the activities for which such leaves of absence are granted shall cease, the

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

09.11 Any member of the Bargaining Unit shall, upon written request, be granted a leave of absence to pursue and serve in a local, state or federal elective political office. Such leave of absence will be limited to a maximum of two (2) years. During such periods of unpaid leave, the employee shall retain but not accrue seniority.

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

Article 10.00 Holidays

10.01 Holiday pay is eight (8) hours pay, which is payable at the employee's straight time rate of pay. The eight (8) hours pay will be considered as time worked for all purposes of this Agreement. To qualify for holiday pay, an employee must work the last scheduled work day before and the first scheduled work day after the holiday unless excused by Management shall be eligible for pay for such holiday. The following holidays will be observed:

New Year's Day Martin Luther King Jr. Day Veterans Day President's Day Memorial Day Independence Day Labor Day Thanksgiving Day and the day after Thanksgiving Christmas Day and the day before Christmas

10.02 Any additional holidays celebrated by the U.S. Air Force will be recognized as unpaid holidays. Employees may take a paid vacation day, or a day without pay, work load permitting.

10.03 Any observed holiday stated above that falls on a Saturday or Sunday, will be observed under the same schedule observed by the U.S. Air Force.

10.04 Any employee required to work on any of the above holidays will be paid for hours worked at one and one half times (1 1/2) his normal straight time rate plus eight (8) hours straight time for the holiday.

Article 11.00 Vacation

11.01 Each employee covered hereby shall accrue vacation credits as follows:

a. For vacation purposes, all employees will be entitled to paid vacation which will be based upon years of service on the U.S. Navy C-12 Contract at their respective sites or with the Company, whichever is earlier, and each anniversary date thereafter, shall be the reference point for accrual of vacation. Paid vacation entitlement will be as follows:

Effective January 1, 2019

1. Employees with less than five (5) years of continuous service, as defined in 11.01a above, shall accrue 1.54 hours of vacation per credited workweek. A maximum of eighty (80) hours of vacation may be accrued during the fifty-two (52) credited workweeks per year.

2. Employees with five (5) years, but less than thirteen (13) years of continuous service, as defined in 11.01a above, shall accrue 2.31 hours of vacation per credited workweek. A maximum of one hundred, twenty (120) hours of vacation may be accrued during the fifty-two (52) credited workweeks per year.

3. Employees with thirteen (13) years of continuous and above service, as defined in 11.01a above, shall accrue 3.08 hours of vacation per credited workweek. A maximum of one hundred, sixty (160) hours of vacation may be accrued during the fifty-two (52) credited workweeks per year.

11.02 For the purpose of determining eligibility for accrued vacation credits, a credited workweek shall be defined as follows:

a. A credited workweek is defined as a week in which an employee is paid by the

Company for time worked, holiday pay, jury duty pay, military pay differential, paid personal time, vacation pay, bereavement leave pay, or is on workers’ compensations that does not exceed six (6) months.

b. Absences that are compensated under Short Term Disability Insurance or Long Term Disability Insurance are not credited workweeks for vacation accrual.

c. Vacation taken by the employee is deducted from the employee’s unused vacation until such vacation is exhausted.

11.03 Vacation pay shall be computed at the employee's straight-time hourly rate at the time of vacation.

11.04 Employees who are terminated from employment, are laid off, enter into the armed services, or who voluntarily terminate employment after submitting a two (2) week advance written notice are eligible to receive pay for all unused accrued vacation.

a. Employees who are temporarily laid off, may at their discretion retain their accrued unused vacation for a period of up to, but not to exceed thirty (30) days. At any time during the thirty (30) day period the employee may request in writing and be paid for his/her vacation pay. At the expiration of the thirty (30) day period the employee will be paid for any vacation time that is owed to the employee at the time of the layoff.

11.05 Vacation must be requested no less than fourteen (14) days in advance and will, insofar as practical, be granted as requested by eligible employees. When conflicts in requested vacation periods arise, the employee having the greater seniority shall be given preference. However, an employee who has requested and had scheduled vacation approved, will not be displaced by a more senior employee within sixty (60) calendar days of the scheduled start of the approved vacation.

a. Vacation may only be scheduled on the employee's regularly scheduled work days and only for the amount of hours regularly scheduled on that day to a maximum of eight (8) hours per day.

b. Vacation periods of eight (8) hours must be requested a minimum of one (1) day in advance and must be approved.

c. Employees' requests for vacation leave must be approved by the Lead/Regional Manager before such leave is taken. Employees, failing to secure such approval, who subsequently fail to report to work as scheduled, will be subject to appropriate disciplinary action for unexcused absence.

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

e. Employees may carry over up to three (3) weeks, 120 hours, of unused vested vacation.

f. Employees may request pay In lieu of time off for any portion of their current vacation balance during the last two (2) weeks in November, but no later than December 1 of each year. Vacation in excess of the applicable carry over limits will automatically be paid out after the anniversary date.

11.06 Part-time employees will be paid for vacation after completing one (1) year of service on a pro-rata basis determined by the number of hours worked in the previous anniversary year as a percent of 2080 hours per year.

11.07 It is understood and agreed that employees transferring to the contract after the date of ratification of the Agreement shall retain their original date of hire with the Company for the purpose of accrual of vacation credits.

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

11.09 For the purposes of establishing service, employees transferred from the bargaining unit who return to the bargaining unit shall receive service credit for such time outside the bargaining unit.

Article 12.00 Overtime

12.01 Section 1: It is understood and agreed that the Company reserves the right to require employees covered by this Agreement to perform overtime work. When such overtime is required, employees involved will be given as much advance notice as practical, but at least thirty (30) minutes notice prior to commencement of the overtime.

Section 2: When mandatory overtime is required the Lead or Regional Manager will discuss with the Union the need for the Company action and approximate duration of the mandatory situation. The Company will give consideration for employee hardships which may arise during mandatory overtime with the intent to accommodate scheduling needs.

Section 3: In the event overtime is required on the employee's scheduled days off, the Company will give the employee four (4) hours’ notice prior to the end of their previous shift, if possible.

12.02 When the Company determines that overtime work is required, it shall be first offered to the most senior qualified employee at work. Should the employee decline, the next senior employee is offered the overtime. It is understood that this method of asking employees to work overtime is only to start the process. After each employee has worked or been asked to work overtime, then the process allows the Company to draft the most junior employee who is qualified to perform the overtime work.

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

12.04 The overtime rate will be one and one half (1 1/2) times the standard straight time rate of pay for any work in excess of forty (40) hours in any one workweek.

12.05 PPT and/or vacation will be counted toward computing the forty (40) hour workweek.

12.06 The Company will attempt to schedule overtime so that employees shall not be required to work more than two consecutive Saturdays or Sundays.

12.07 No provision of the Article shall be construed as a guarantee of any specific hours or overtime hours per week.

12.08 Military reserve pay will be counted toward computing the forty (40) hour workweek for the purpose of computing overtime.

Article 13.00 Absence from Work

13.01 Employees shall not leave work prior to the completion of their scheduled hours without prior permission from their supervisor.

13.02 Employees shall not be absent from work without prior permission from their Supervisor, except in cases of illness, injury or reasons beyond the control of the employee. Giving a false reason for an absence shall be cause for disciplinary action up to and including discharge.

13.03 It is the duty of every employee who, for any reason, will be absent from work on a scheduled workday, or who expects to report for work late, to notify the Company of the reasons therefore, in accordance with the procedures outlined by the Company. Such notice shall be at least thirty (30) minutes prior to the start of the shift.

13.04 Should an employee not have proper cause for failing to report for work or failing to report on time or for failing to report the reason, therefore as provided herein, such failure shall be considered cause for disciplinary action.

Article 14.00 Hours of Work

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

14.02 Eight (8) consecutive hours, exclusive of a meal period of thirty (30) minutes, shall constitute a normal work shift.

14.03 The work week for payroll purposes shall consist of seven (7) consecutive calendar days beginning on Saturday and running through the following Friday. The normal work schedule shall be Monday through Friday with two (2) consecutive days off. It is understood that Monday shall be designated as the first day of a work week, Saturday shall be designated as the sixth day of a work week and Sunday shall be designated as the seventh day of a work week.

14.04 All employees will receive two (2) uninterrupted paid fifteen (15) minute breaks per day.

One (1) to be taken during the first half of their work day and one (1) to be taken during the second half of their work day.

14.05 In the event any employee is required to work beyond any eight (8) hour work day, the affected employee will receive an additional paid fifteen (15) minute break prior to commencing additional work and during each four (4) hour period of additional work.

14.06 Determination of starting time shall be agreed to by the parties and such starting times shall not be changed without mutual agreement. The starting time of the existing shifts will be as follows:

First Shift: Beginning at or after 4:00 a.m. but before 11:59 a.m.

Second Shift: Beginning at or after 12:00 p.m. (noon) but before 6:00 p.m.

14.07 Shift Premium: Hourly paid employees assigned to the second shift, covered by this agreement, shall receive a shift differential of sixty-five ($.65) cents per hour effective 10/1/2015.

14.08 Employees reporting for their regular scheduled work shift shall be provided a minimum of four (4) hours work or pay at their regular rate of pay except in cases where work is unavailable due to acts of God, national emergency or circumstances beyond the control of the Company. If an employee reports and requests to leave work prior to completing the available four (4) hours of work and the supervisor approves such request, the employee will be paid for only for hours actually worked.

14.09 In the event of a base closure or partial workdays (i.e. hurricanes, snow closures, government shutdown, etc.) employees will be entitled to pay, provided it is reimbursed by the customer.

Article 15.00 Government Security/Responsibility

15.01 The Company and all representatives of the Union having access to the premises and all employees are required to comply with applicable Government security regulations when performing work for the Government. The Company and the Union agree that security information will be revealed only to persons properly cleared and required by the Government to have the information.

15.02 The Union and the Company recognize that employees covered hereby are performing services for the U.S. Government in U.S. Government facilities and by use of U.S.

Government equipment. The Company is not authorized to maintain, modify or repair such government facilities and equipment, except as contractually directed.

15.03 Each employee shall be responsible for the reasonable care of the customer and/or

Company furnished property or material and will notify the Company of any sabotage, or willful damage to Company, customer or employee property or material.

Article 16.00 No Strike - No Lockout

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

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

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

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