Attachment 10 - Final - PKL JPS IAMAW Contract.pdf

AGREEMENT

BETWEEN

PKL SERVICES/JPS ENGINEERING

AND

INTERNATIONAL ASSOCIATION OF MACHINISTS

AND AEROSPACE WORKERS AFL‐CIO

LOCAL LODGE 2006

Effective May 1, 2019 to May 1, 2022

Table of Contents

Preamble Article 01.00 Intent and Purpose Article 02.00 Management Rights Article 03.00 Union Recognition Article 04.00 Shop Stewards Article 05.00 Union Security/Agency Shop Article 06.00 Seniority Article 07.00 Promotions, Bidding/Transfers Article 08.00 Leaves of Absence Article 09.00 Holidays Article 10.00 Vacation Article 11.00 Overtime Article 12.00 Hours of Work Article 13.00 Government Security/Responsibility Article 14.00 No Strike/No Lockout Article 15.00 Benefit Plans Article 16.00 Retirement Plans Article 17.00 Uniforms Article 18.00 Disciplinary Action Article 19.00 Grievance and Arbitration Article 20.00 Sick Leave Article 21.00 Job Classifications Article 22.00 Bereavement Leave/Jury Duty/Voting Time Article 23.00 Wages Article 24.00 Safety/Safety Equipment Article 25.00 Shift Requirements and Transfers Article 26.00 Temporary Duty Assignments Article 27.00 General Article 28.00 Duration Appendix A

Preamble

This Agreement is made and entered into this 1st day of May, 2019 by and between PKL/JPS, (hereinafter referred to as the Company) and the International Association of Machinists and

Aerospace Workers, Local Lodge 2006 (hereafter referred to as the Union).

It is understood wherever in this Agreement the masculine gender is used, it shall be recognized as referring to both males and females.

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 the government contract covered by this Agreement.

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.

Article 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 are not limited to, the right to hire, assign, transfer, promote, reclassify, layoff, discipline for just cause (including suspension and discharge); determine work schedules, the qualifications of employees; 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 unless otherwise stated in this agreement.

02.02 Except as expressly modified by a specific provision of this Agreement or except as such rights are specifically 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.

Article 03.00 Union Recognition

03.01 The Company recognizes the Union certified by the National Labor Relations Board in case no. 27‐RC‐225665 and 27‐RC‐22667 as the exclusive representative of the following employees:

a. Included: All full‐time and regular part‐time hourly employees employed by the

Company and any of its subcontractors on the Peace Carvin V, F15SG Mountain Home AFB, ID.

b. Excluded: All professional employees, managerial employees, and supervisors as defined by the Act.

03.02 The Company acknowledges the Union's rights specifically designated by the terms of this Agreement, as the employee’s representative. The Union recognizes its duty to cooperate in any reasonable manner with the Company to support its efforts to assure a fair day’s work by each employee.

03.03 Union Bulletin Boards. The Company will provide and pay for (6) six Union bulletin board, the placement of which is easily accessible to bargaining unit members, and to be used by 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

Article 04.00 Shop Stewards

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

(7) Day Shift Shop Stewards and two (2) Swing Shift Shop Stewards. The Union will make every effort to ensure Stewards are distributed among the separate work centers on all shifts. The Union shall notify the Company in writing on Union letterhead of the individuals so selected. The Union shall designate one Steward as the Chief Steward.

Stewards shall have top seniority on their shift in their area of jurisdiction during the time they officially remain in that capacity and shall not be laid off without prior approval of the Union, provided that work is available on their shift in their area of jurisdiction which they are capable of performing. If the Company moves a Steward to another shift, the Union can appoint another Steward to the shift being vacated by the first Steward.

04.02 Subject to other provisions of this Agreement, the Stewards shall be authorized to take reasonable and necessary time away from work area, not to exceed two (2) hours per week, per year, per steward to permit the Steward to carry out his responsibilities under the grievance procedure to employees who request his assistance, providing the carrying out of these responsibilities will not interfere with the assigned workload.

Additional time will be granted in order to provide representation. The Steward must request permission from the Program Manager before taking such time away from work area. The Union will ensure that the Stewards engage only in those activities, which are authorized by this Agreement. Instances of alleged abuse or misuse of time by the

Stewards 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 area 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 an employee and/or management official, the Steward shall request permission to leave his/her work area from the Program Manager. The Program Manager's permission will be granted unless he determines that work commitments dictate otherwise. If permission is initially denied, the Program 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. The company will not unreasonably deny access to the steward or chief steward.

04.04 The scope of the Stewards activities on Company time shall be limited to the following:

a. To consult with an employee regarding the presentation of a request or clarification concerning this Agreement, complaint, or grievance which the employee desires the

Steward to be present.

b. To investigate a complaint or grievance of record before presentation to the appropriate supervisor.

c. To present a request concerning this Agreement, complaint, or grievance to an employee's immediate supervisor in an attempt to settle the matter for the employee or group of employees who may be similarly affected.

d. To meet by appointment with the Program Manager or other designated representative of the Company, when necessary to resolve grievances in accordance with the grievance procedure of this Agreement.

e. Each new employee covered by this Agreement shall be introduced to the Union

Steward by the Supervisor in the activity to which such employee will be permanently assigned within three (3) workdays.

f. To report safety hazards or make safety recommendations to the management of his (her) area.

g. The Chief Steward or designee will be given twenty (20) minutes during employee orientation to speak with new employees.

h. Chief Steward or alternate will meet monthly or as needed with the Program

Manager at a mutually agreed date/time to discuss current issues.

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 Program

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.

04.06 The Chief Steward shall be empowered to resolve employee 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 one half of the total amount of dues/fees from the first pay of the employee and one half of the total amount of dues/fees from the second pay of the employee after receipt of the authorization.

05.05 Deductions provided in Section 05.04 shall be remitted to the Local Lodge 2006 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 Local Lodge 2006 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 the Union will use a check‐off authorization 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.

SIGNATURE DATE

Article 06.00 Seniority

06.01 On the date of contract ratification, seniority within each job classification on Appendix

“A” will be established as the employee's date of hire by the Company or its subcontractors that is continuous service with the Company or its subcontractors working on the Peace Carvin V, F‐15SG Mountain Home AFB, ID program in the bargaining unit. Any employee hired after ratification of this agreement will have their classification seniority date established as their date of hire on the Peace Carvin V, F‐

15SG Mountain Home AFB, ID. Seniority order for employees with common hire dates will be determined by the social security number with the lowest last five digits being the most senior.

06.02 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.

06.03 Employees transferring into the Peace Carvin V, F‐15SG Mountain Home AFB, ID and into this bargaining unit from Company management or another Company location, will retain their Company date of hire for vacation and fringe benefit purposes, but their seniority date for classification seniority and all other purposes, will be their date of transfer into the bargaining unit on the Peace Carvin V, F‐15SG Mountain Home AFB, ID.

06.04 The first sixty (60) days of regular employment shall be considered a probationary period with the Company. During the probationary period, an employee may be terminated without notice and without recourse through the grievance and arbitration procedure. The probationary period may be extended by mutual written agreement between the Company and Union. During the first 60 days of regular employment, the employee is not eligible to use accrued benefits excluding Sick Leave. However, after completion of the first 60 days of regular employment, an employee’s benefits shall be deemed to have commenced from his/her hire date and the employee will be placed on the seniority roster within his/her classification based on date of hire with the Company or Sub‐Contractor.

06.05 Loss of seniority and termination of employment will result under the following conditions:

a. Resignation or quit;

b. Retirement;

c. Discharge for just cause;

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

e. Layoff in excess of twenty‐four (24) 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 (termination will not occur in this event, only loss of seniority);

h. Absence from work for three (3) consecutive working days with no contact with the

Company, unless excused by the Company, excluding extreme circumstances;

i. Full time 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, unless prohibited by law;

k. Employees absent from work due to a personal medical leave in excess of twelve

(12) months, unless prohibited by law.

06.06 The Company will provide a seniority list to the union upon request, but not more than once every three (3) months. The list will show each employee's name, last hire date and job classification. The list shall be arranged by job classification seniority.

06.07 When reducing the workforce, the Company will layoff in reverse order of seniority within each job classification. The most junior is laid off first by job classification. The last employee laid off will be the first recalled within each job classification. In order to avoid layoff, an employee in a higher classification can bump an employee in a lower classification, provided the employee in the higher classification has greater seniority.

For example, a Munitions Specialist III could bump a Munitions Specialist II. Employee’s base rate will be adjusted to the job classification he is bumped to.

06.08 The Company will notify the Union and the employees affected of pending layoffs at least thirty (30) days prior to layoff. Affected employees will be given a layoff notice and will be responsible for notifying the Company of their current address or any address change.

Article 07.00 Promotions, Bidding/Transfers

07.01 In the case of a bargaining unit employee who bids and is promoted or transferred and such employee fails to satisfactorily perform the duties of the new job or employee request reinstatement to previous job classification within a period of up to ten (10) 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 or transfer.

07.02 When a bargaining unit job vacancy occurs within the Company at Peace Carvin V, F‐

15SG Mountain Home AFB, ID the vacancy will be filled by the Company with an internal candidate, provided that the internal candidate is qualified for the position, as determined by the Promotion Board. The Promotion Board will be composed of the

Program Manager and one salaried employee, Chief Steward and the Lead/Section Chief from the affected shop. In the event of a tie, the Program Manager shall have the authority to break the tie. If there are two equally qualified internal candidates, the senior employee shall be selected for the position. If there is no qualified internal candidate, as determined in the sole but reasonable discretion of the Company, then the Company can hire an external candidate. The vacancy shall be posted on the Union

Bulletin Boards for ten (10) work days. The notice will contain:

1. Job title.

2. Qualifications required.

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

4. Work schedule.

5. Effective date.

07.03 Bids from internal candidates must be submitted via the Company’s electronic HR applicant tracking system which will affix the date and time to validate a timely filing.

Bids received after the closing date will not be considered.

07.04 If an internal candidate is selected for the vacancy, 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.

Article 08.00 Leaves of Absence

08.01 Limited unpaid personal leaves of absence may be granted by the Company upon request of employees who have completed their probationary period. The Company shall have sole discretion as to whether to grant such a leave, and shall grant such requests on a case by case basis. Such leaves shall be for not more than fifteen (15) work days.

Requests for unpaid personal leave of absence must be made in writing and must receive approval by the Company. Vacation must be used before any unpaid personal leave will be approved. A maximum of one extension may be approved by the Company. Requests for extension must be received prior to the last day of the leave of absence. If the employee does not return to work after the personal leave of absence, he shall be considered resigned

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

b. If the employee is covered by the health insurance plan, coverage shall continue provided the employee pays his portion of the premium.

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.

8.02 Leaves of absence for legitimate personal health reasons shall be according to the provisions of the Family and Medical Leave Act ("FMLA"). Once the employee has exhausted their leave rights under FMLA, the employee will be moved to a non‐protected medical leave as an active employee for at least twelve (12) months. Once the employee is released to return to work by their physician the employee will be given reemployment in a similar open unfilled position, if same still exists, or a comparable open unfilled position in accordance with his qualifications and seniority privileges, and applicable wage rate at the time of return to the active payroll. If there is no available position, the employee will be given first opportunity to apply for any future openings they are qualified for prior to solicitation for applicants for twelve (12) months. If the employee is covered by the health insurance plan, coverage shall continue provided the employee pays his portion of the premium.

08.03 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 or health care provider 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 or health care provider at Company costs, prior to returning the employee to work.

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

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

08.04 Leaves of absence for worker's compensation injury and legal occupational disease cases will run concurrently in accordance with 8.02 and seniority will accumulate for the full period of such leave.

08.05 Leaves of absence without pay for Union business will be granted to Bargaining Unit employees of the Company, not to exceed two (2) consecutive weeks and up to fifteen

(15) work days during a calendar 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, and provided that the leave would not interfere with customer operations. Additional time for Union Business will be granted on a case by case basis (i.e. contract negotiations year). However, not more than four (4) employees may be on such leave at any time and not more than one (1) employee per work center will be excused.

08.06 An employee who is called to and performs short term active duty of fifteen (15) work 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 working rate of pay for a period of up to fifteen (15) 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 still 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.

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

08.08 Any member of the Union elected or appointed to a full time Union position will, upon written request by the Union, be granted a leave of absence for Union activities on a case by case basis up to a one (1) year period, with the opportunity to request extensions.

Employees on such leave shall continue to accrue seniority. 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. When the activities for which such leaves of absence 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 reemployment in a similar open unfilled or a comparable open unfilled position in accordance with his/her qualifications and seniority privileges, and applicable wage rate at the time of return to the active payroll.

Article 09.00 Holidays

09.01 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. The following holidays will be observed:

New Year's Day

Martin Luther King’s Birthday

President's Day

Memorial Day

Independence Day

Labor Day

Columbus Day

Veteran’s Day

Thanksgiving Day

Christmas Day

09.02 Any observed holiday stated above that falls on a Saturday or Sunday, will be observed under the same schedule observed by the Peace Carvin V, F‐15SG Mountain Home AFB, ID.

09.04 Any employee required to work on any of the above holidays will be paid for hours worked at straight time and shall also receive eight (8) hours straight time for the holiday.

Holiday pay will be considered time worked as described in Article 11.04.

09.05 An employee who performs any work during the workweek in which a named holiday occurs is entitled to the holiday pay, regardless of whether the named holiday falls on a

Sunday, another day during the workweek on which the employee is not normally scheduled to work or on the employee’s day off. An employee cannot be denied holiday pay because the employee did not work the day before or the day after the holiday.

Vacation pay shall be considered time worked for the purpose of this article.

09.06 All employees are eligible to receive holiday pay on or after the date of hire.

Article 10.00 Vacation

10.01 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 Peace Carvin V, F‐15SG Mountain Home AFB, ID.

The employee’s anniversary date shall be the reference point for accrual of vacation. Paid vacation entitlement will be as follows:

1. New hires must complete sixty (60) days of continuous service before becoming eligible for vacation pay. At the completion of sixty (60) days, employees will receive vacation accrual retroactive to date of hire. Vacation shall accrue on a per pay period basis and is available for use the following pay period after completing eligibility.

Length of Service Per Pay Period Accrual Annual Rate

0 to 4.99 years 4.17 hours 100 hours

5 to 9.99 years 5.83 hours 140 hours

10+ years 7.5 hours 180 hours

b. Effective October 1, 2019, employees shall accrue vacation each pay period in accordance with the above entitlement schedule. Following the beginning of vacation accrual effective October 1, 2019, all employees will receive a prorated deposit of earned vacation covering the period from their last anniversary to the point that accruals begin.

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

10.03 Vacation may be requested no less than seven (7) days in advance and will, insofar as practical, be granted as requested by eligible employees. When conflicts in requested vacation periods arise, the employees having the greater seniority shall be given the preference. Vacation requests will be approved by Section Leads (with final approval by the Program Manager) based on seniority, but vacation, once approved, will not be denied.

a. Vacation may only be scheduled on the employee's regularly scheduled workdays and only for the amount of hours regularly scheduled on that day. Employees may use vacation in one half (0.5) hour increments.

b. Employee's request for vacation must be approved by the employee's supervisor before such vacation is taken.

c. The maximum allowable length of vacation will be the amount of the employee's vacation according to Company records at the end of the payroll period immediately preceding the vacation period requested.

10.04 Employees may only maintain up to 180 hours of annual vacation entitlement. After accrual of 180 hours, accrual stops. Employees are expected to take or use vacation, and every effort will be made to ensure that each employee uses all his vacation by the end of the Company's contract with the Government.

10.05 Company employees transferring into this contract after the date of ratification of this

Agreement shall retain their original date of hire with the Company for purposes of determining Length of Service for their vacation credits. Employees who are separated from the Company and are rehired within 12 months after a job separation shall retain their original date of hire with the Company for purposes of determining Length of

Service for their vacation credits.

10.06 For the purposes of determining Length of Service for vacations, employees transferred from the Bargaining Unit to another Company unit, and then return to the Bargaining

Unit, shall receive Length of Service credit for such time outside the Bargaining Unit.

Article 11.00 Overtime

11.01 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 in the job classification involved will be given as much advance notice as practical, but at least four (4) hours notice prior to commencement of the overtime.

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 or as soon as reasonably possible.

11.02 When the Company is provided with advance notice by the customer that overtime work is required, the Program Manager or his appointed representative will notify the

Section Lead. The Section Lead will then offer the overtime to the senior employee in the job classification and in the work area in which the overtime work is needed. Should that employee decline, the overtime work will be offered to the next senior employee, and so forth. The Company can require the junior employee in that job classification and work area to perform the overtime work if the senior employees decline the work. This paragraph shall not apply to deployments, and shall not apply to overtime assignments at the end of a shift where an employee is already working on a project and overtime is needed to finish the project.

11.03 When the Company is provided with advance notice by the customer that overtime work is required, that work will not be assigned to an employee who is still on his probationary period.

11.04 The overtime rate will be one and one‐half (1 1/2) times the employee's standard straight time rate of pay for any time worked in excess of forty (40) hours in any one workweek.

Vacation pay and holiday pay shall be considered time worked for the purpose of this article.

All hours worked in excess of fifty‐five (55) hours in one work week will be paid at two

(2) times the standard straight time rate of pay.

All other overtime payments will be in accordance with applicable Federal law.

11.05 The Company will attempt to schedule overtime so that employees shall not be required to work more than two consecutive 6th and/or 7th days in a row.

11.06 No provision of the Article shall be construed as a guarantee of any specific hours or overtime hours per week. Any overtime authorized will be in the sole discretion of the customer.

11.07 If flying operations require overtime, employees will notify the Pro Super for approval of overtime through the Program Manager.

Article 12.00 Hours of Work

12.01 Based on the designated work schedule, a normal shift will consist of eight (8) to twelve

(12) consecutive hours. The normal hours are exclusive of a meal period of between thirty (30) minutes and sixty (60) minutes. If the employee leaves the work area for a meal period, the employees will be required to clock out. Employees are not required to take a meal break, however if the break exceeds 15 minutes it is considered a meal break.

Employees will have the option to work outside of their primary work area when a facility is closed or take paid time off.

12.02 A normal work schedule may consist of a normal work shift for four consecutive days or five consecutive days Monday through Friday.

12.03 Shifts will be standardized to meet customer needs. Normal shift starting times will be determined by management and communicated to all affected employees. For the purposes of determining shift differential payment the following shifts will be recognized in accordance with Section 12.08.

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. but before 7.59 p.m.

Third Shift: Beginning at or after 8:00 p.m. but before 3:59 a.m.

12.04 Shift starting times will normally be communicated the Thursday prior to the affected week or as soon as possible once known if directed by the customer, but in any event no later than 3 p.m. the Friday prior.

12.05 Any employee who is called in before his regular starting time shall be granted the opportunity of working out his regular shift or leaving at the end of a period which constitutes the normal scheduled hours for that shift, but cannot refuse to work the full number of hours scheduled for that day if required and shall not in any way cause an unnecessary overtime opportunity unless approved by the Program Manager.

12.06 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. Breaks must be separated by at least two (2) hours and will be approved by management so as not to interfere with customer requirements. For those employees working over ten (10) hours, there will be a third

(3rd) fifteen (15) minute paid break.

12.07 The payroll week shall start at 12:01 a.m. each Sunday and end at 12 midnight the following Saturday. Employees are paid bi‐monthly.

12.08 All hours paid on 2nd shift will receive a shift differential of One Dollar ($1.00) per hour.

All hours paid on 3rd shift will receive a shift differential of One Dollar and Twenty‐Five ($1.25) per hour.

12.09 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 his/her regularly scheduled hours of work within a workweek. For example, an employee may plan to work two extra hours on Monday in order to leave two (2) hours early for a personal commitment on Tuesday.

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 for time taken off for personal business on the following basis:

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

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

12.10 Employees reporting for their regular scheduled work shift shall be provided a minimum of four (4) hours work or pay at their straight rate of pay except in cases where work is unavailable due to Force Majeure (acts for 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 Program Manager approves such request, the employee will be paid only for hours actually worked.

a. Any employee who has completed work, left the Company’s premises, and who is called back to work, either after the termination of his regular shift or prior to his regular shift, shall be allowed to work four (4) hours or, if work is not available, be allowed to complete assigned work and be paid a minimum of four (4) hours pay at the appropriate rate. If an employee is called back to work to correct a deficiency created by that employee then the employee will be paid only for hours actually worked.

12.11 Employees required to work on a regular day off or a paid holiday will be guaranteed four (4) hours work or pay at their working rate of pay, including the appropriate overtime premium if applicable.

12.12 Employees shall be contacted for changes in their shifts, hours, assignments or report times during their normal work hours whenever possible.

12.13 When the Mountain Home AFB Commander issues a delayed reporting, early release or base closing for all personnel due to inclement weather, each employee shall be reimbursed for time lost. All personnel on this contract are considered Mission Essential

Personnel and therefore are expected to report for/remain at work when the Mountain

Home AFB Commander issues a delayed reporting, early release or base closing only for non‐mission essential personnel. If an employee feels it is unsafe to travel to the base, they must notify their appropriate supervisor, will not be disciplined, and will be expected to use paid time off.

Article 13.00 Government Security/Responsibility

13.01 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.

13.02 Each employee shall be responsible for reasonable care of the customer and/or company furnished property or material. Employees shall notify their supervisor of any sabotage, or willful damage to customer, company or employees' property or materials.

Article 14.00 No Strike/No Lockout

14.01 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 who 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. If the decision under the grievance and arbitration procedure is that such an employee or employees did not participate in such acts, the redress shall be as determined by the grievance/arbitration procedure and limited to "making whole" the individual employees involved, if warranted.

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

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

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

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

4. Make every other reasonable effort to have employees cease such acts as prohibited.

14.02 The Company agrees that it will not engage in any lockout of employees during the term of the Agreement.

Article 15.00 Benefit Plans

15.01 It is the company's intent to ensure compliance with the "Affordable Care Act (ACA)."

The Company will provide the H&W monies for bargaining unit employees for all compensable hours (vacation, holiday pay, sick leave, bereavement leave, etc.).

15.02 All bargaining unit employees will be allowed to "opt out" on their date of hire and at open enrollment for each plan‐year and IRS qualifying events. If an employee “opts out”, they will receive H&W payments ("cash in lieu of") instead of participation in any company offered medical and/or dental plan(s). Provided the bargaining unit employee provides proof of coverage in a qualified plan as defined by the ACA and in order for the opt out or "cash in lieu of" to continue, the employee must maintain the qualified plan(s).

A "Qualified Plan" is defined as but not limited to plans such as Tri‐Care, Civil Service, coverage under a current Spouses Plan, and Benefits that have been purchased under the State Insurance Exchange that meet or exceed benefit levels federally required as defined by the ACA.

B As these plans are provided by outside vendors and/or are Company‐wide plans, the Company may find it necessary or desirable to amend, revise, replace or terminate some or all of the plans during the life of this Agreement. Should this occur, the Company will immediately advise the Union of such changes.

15.03 Employees will receive Health & Welfare payments as shown below for all hours paid except while on unpaid leave status (i.e., military leave, personal leave or other forms of unpaid leave), up to 2080 hours per year. Employer contributions to the IAM National Pension Fund described in Article 16.00 are provided from the Health & Warfare Rate specified below.

Current: $4.13/hr for all compensable hours paid (maximum of 40 hours/week)

Effective October 1, 2019 $6.00/hr for all compensable hours paid (maximum of 40

Effective October 1, 2020 $8.00 /hr for all compensable hours paid (maximum of 40

Effective October 1, 2021 $10.00/hr for all compensable hours paid (maximum of 40

15.04 The Company will offer group insurance and benefit plans for employees and their dependents, which provides the same coverage and benefits as the plans provided to non‐bargaining unit employees. Issues such as enrollment, and claims will be as specified in the plan documents. Bargaining unit employees may elect at his cost to enroll in additional benefits offered by the Company.

Article 16.00 Retirement Plans

16.01. The Company shall contribute to the I.A.M. National Pension Fund for each hour or portion thereof to a maximum of forty (40) hours per work week for which employees in all job classifications covered by this Agreement are entitled to receive pay under this

Agreement as follows:

$1.00 per hour effective October 1, 2019…