Attachment 17 - CBA NOLA.pdf

COLLECTIVE BARGAINING AGREEMENT

BETWEEN

AND

International Union of Electrical, Salaried, Machine, and Furniture Workers, CWA AFL-

CIO Local 83222

AT

Naval Air Station Joint Reserve Base

New Orleans, LA

EFFECTIVE

August 1, 2024 through July 31, 2026

Docusign Envelope ID: A06CDB52-36A2-42AE-975B-BF16F5A2F405

TABLE OF CONTENTS

ARTICLE PAGE

PREAMBLE

ARTICLE I - GENERAL CONDITIONS OF CONTRACT

ARTICLE II – MANAGEMENT RIGHTS

ARTICLE III - UNION - COMPANY RELATIONS

ARTICLE IV - GRIEVANCE PROCEDURE AND ARBITRATION

ARTICLE V - SENIORITY

ARTICLE VI - EMPLOYMENT CONDITIONS

ARTICLE VII - EMPLOYEE PRIVILEGES

ARTICLE VIII - PAY PROVISIONS

ARTICLE IX - JOB DESCRIPTIONS

ARTICLE X - DURATION

Appendix A

Appendix B ……………………………………………………………………………………………….23

Appendix C ……………………………………………………………………………………………….26

PREAMBLE

This Agreement, entered into by and between AMENTUM, A MEMBER OF THE ARROW’S EDGE, LLC JOINT VENTURE SERVICES, INC. a member of the Arrow’s Edge, LLC Joint Venture (hereinafter called "the Company), and the International Union of Electrical, Salaried, Machine and Furniture

Workers, CWA AFL-CIO and its Local 83222 (hereinafter called "The Union"), evidences the desire of the parties here to promote and maintain harmonious relations between the Company and its employees, as they are defined in Article 1, Section 2, of this Agreement, and the Union as their Representatives.

The purpose of this Agreement is to provide for wages, benefits, terms and conditions of employment for employees in the bargaining unit, and to ensure industrial peace. To this end, it is recognized that there must be mutual understanding, harmony and cooperation among employees and between employees and the

Company, and the Union and the Company; that operations must 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; and that the business of the Company must be operated with economy and efficiency with due regard to competitive conditions. 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.

It is agreed that the parties desire to enter into this Agreement to establish wages, hours, and working conditions and to provide for the peaceful settlement of disputes and grievances that may arise affecting the employees covered hereby. The parties recognize the skills, and the abilities of the bargaining unit are unique and distinct in the interest of National Security and are highly skilled and dedicated professionals.

NOW, THEREFORE, the parties agree as follows:

ARTICLE I - GENERAL CONDITIONS OF CONTRACT

Section 1- General Provisions

(A) In reaching this Agreement, the parties hereto have fully exercised and complied with any and all obligations to bargain and have fully considered and explored all subjects and matters in any way material to the relationship between the parties. In negotiating and agreeing to this contract, all matters concerning which parties could contract have been considered and disposed of.

(B) It is understood wherever in this Agreement employees or jobs are referred to in the male or female gender it shall be recognized as referring to both males and females

(C) This Agreement can be changed or modified by mutual agreement only by a document in writing signed on behalf of both parties hereto by their duly authorized representatives,

(D) The waiver of any conditions or breach of this Agreement by either party shall not constitute a precedent for any further waiver of such condition or breach.

(E) It shall be the duty of the Company and its representatives and the Union and its representatives to comply with and abide by all of the provisions of this Agreement.

Section 2 – Separability

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

(B) The Company and the Union shall, within thirty (30) days, negotiate the provision of the Agreement affected by such legislation or court decree. Any modification or changes to this agreement brought about by the above negotiations shall be in writing and signed by the parties hereto.

(C) In the event the Employer decides to sell, transfer, or assign the business, this Agreement will be subject to existing Federal Labor Law.

Section 3- Security Regulations

(A) The parties to this agreement hereby recognize the Company’s obligations in its contracts with the

Government pertaining to security, and access to Government-managed property and agree that nothing contained in this Agreement is intended to place the Company in violation of its contracts and/or security agreements with the Government.

Section 4- Nondiscrimination

(A) The Company and the Union agree to observe all applicable Federal and State laws regarding non-discrimination against any employee or applicant for employment because of race, color, religious creed, national origin, disability, veteran status, age, or sex, gender identity/expression, sexual orientation, or preference.

Section 5- Recognition and Exclusive Representation

(A) Definition of Bargaining Unit and Employees Covered by this Agreement.

The Company recognizes the Union as the sole exclusive representative and bargaining agent with respect to rates of pay, wages, hours, and other conditions of employment for the bargaining unit comprised of all full-time and regular part-time employees as defined in N6852023D0012 and Appendix A of this Agreement employed by Amentum, a member of the Arrow’s Edge, LLC Joint Venture Services Inc., located at

Naval Air Station Joint Reserve Base, New Orleans, LA. The word "employee" and "employees", as used in this Agreement, means all employees of the Company employed at the aforementioned sites in job classifications listed in Appendix A of this Agreement and those provided for in Article IX of this

Agreement.

(B) Excluded are all group supervisors, site manager, production supervisors, shop supervisors, quality control supervisors, office clerical employees, managerial employees, guards, and supervisors as defined by the Act.

(C) Non -Bargaining Unit Personnel - It is understood and agreed that there are times when non-bargaining unit employees may be required to perform work customarily performed by bargaining unit employees and may be required work with tools only to meet requirements under the conditions listed below. Therefore, the Company shall have the right to utilize non-bargaining unit employees only under the following conditions:

1) For instruction and training purposes.

2) In emergencies provided such actions do not result in a layoff or reduction in force.

3) In limited circumstances where the satisfaction of the Company's obligations and responsibilities as a contractor may be jeopardized, when bargaining unit employees with the necessary skills are not immediately available.

4) When an employee fails to report to work and other qualified employees are not available.

Section 6 – No Strike – No Lock Out

(A) During the life of this Agreement or any written extension thereof, neither the Union nor its members will call, sanction, participate in, Authorize, instigate, support, assist, acquiesce in or condone any strike including, but not limited to, any unfair labor practice strike, sympathy strike, sit-down, slow-down, sickout, walkout, picketing, work stoppage, slowdown, whether sanctioned by the Union or not, by any employee which curtails, interferes with or interrupts or threatens such curtailment, interference or interruption of the

Employer’s operation.

(B) During the life of this Agreement, the Employer reserves the right to take disciplinary action, including discharge, against the participants in any strike, slowdown, sickout, walkout, picketing, stoppage, or other interference with production, and such action may not be raised as a grievance or be subject to the arbitration provisions of this Agreement, except as to whether or not the employee participated in such action. The aforementioned does not pertain to activities that do not affect operations under this CBA.

(C) During the life of this Agreement, or any written extension thereof, the Employer will not lock out the employees covered under this Agreement.

ARTICLE II – MANAGEMENT RIGHTS

Except as modified by a specific provision of this Agreement, the Company reserves and retains all of its normal and inherent rights with respect to the management of the business, including (without limiting the generality of the foregoing) its right to establish or continue policies, practices, and procedures for the conduct of the business; to select and direct the working force, to establish, eliminate, change or combine work schedules and work assignments and collateral duties, which are not in conflict with the terms of this

Agreement; to transfer, promote or demote employees, or to lay off, terminate or otherwise relieve employees from duty for lack of work or other legitimate reasons; to make and enforce reasonable rules for the maintenance of discipline; to suspend, discharge or otherwise discipline employees for just cause; to establish the methods, processes and means of providing services; and otherwise to take such measures as management may determine to be necessary to the orderly, efficient or economical operation of the business. It is understood and agreed that any of the powers and authority, which the Company had prior to the signing of this Agreement, are retained by the Company.

Such rights of management include, but are not limited to: hire, promote, layoff, assign, transfer, suspend, and to discharge, investigate, and discipline employees in accordance with this agreement; to increase or decrease that number; direct and schedule the work force including establishing and changing work days, work hours, and work weeks; establish, increase or decrease the number of work shifts and their starting and ending times; train employees and determine who will be trained; establish, change, classifications and determine qualifications; determine performance levels and standards of performance of the employees and provide performance reviews and approvals as needed.

ARTICLE III UNION-COMPANY RELATIONS

Section 1- Union Stewards

(A) Upon execution of this Agreement, the Union shall promptly furnish in writing, the names of the Union

Stewards. Thereafter, the Union shall promptly advise the Program Manager/Deputy Program Manager, in writing of any change in Stewards. No Steward will be recognized as such by the Company prior to receipt of written notice of notification.

(B) The Union recognizes and agrees that a Steward will carry out his/her duties with a minimum of interference with the orderly progress of Company work.

(C) A Shop Steward will represent all employees in his/her designated area on his/her shift and may process a grievance only concerning matters affecting employees within his/her designated area and shift. The

Union may select not to exceed, except by mutual agreement, one (1) employee per fifty (50) employees (or major fraction thereof) per shift as a shop steward and alternate steward.

The Union shall keep Human Resources currently informed in writing of the names of the accredited Shop

Stewards. An employee, while serving as Shop Steward, shall not be surplused from his job classification, so long as other employees remain in his job classification, area and on the shift he is designated Shop

Steward.

(D) It is agreed that since the Stewards have a regular work assignment to be performed, that contacts involving union business with other employees or Stewards, or the Business Representative of the Union will be no more frequent and no longer than the matter for discussion reasonably requires.

(1) 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.

(2) To investigate a complaint or grievance of record before presentation to the appropriate Company

Representative.

(3) To present a request concerning this Agreement, complaint, or grievance to an employee’s

Supervisor in an attempt to settle the matter for the employee or group of employees who may be similarly affected.

(4) For discussions with Stewards or the authorized Business Representative of the Union on employee complaints or grievances or on matters arising out of the application of this Agreement.

(E) The number of Stewards may be adjusted within reason by the Company-Union mutual agreement to compensate for facility and population changes.

(F) The Steward shall secure permission of his/her Company Representative or assigned alternate before leaving his/her workstation, reporting back to his/her Company Representative or assigned alternate upon return to his/her workstation. Permission shall be granted unless operation activities are affected. The

Company shall not unreasonably deny or delay access to the Steward.

(G) Shop Stewards will be allowed to utilize up to two (2) hours per week with pay to investigate grievances. The Chief Steward may be granted additional time if needed, not to exceed two (2) hour

Replacement Stewards will not be entitled to any additional time. If grievance handling by the Steward and/or employee requires more time than specified in this section, it will be handled on the Steward’s and employee’s own time. It is agreed that time away from normal work activities shall be reviewed and monitored and shall be addressed by the parties during the period of this Agreement when such an issue is raised by either party.

(H) In order to ensure the orderly administration of the terms of the labor Agreement, during periods of reductions in force, such employees designated as Stewards shall be considered the most senior employees in their assigned job classification, for purposes of applying Article V, Section 2, of this Agreement.

(I) It is agreed between the parties that should a Steward lose or resign his/her Stewardship while maintain super-seniority, he/she will remain in place (classification and labor grade while Steward) until another

Steward replaces and assumes the duties as a Steward.

(J) On the date the new Steward assumes office replacing the Steward who was maintaining super-seniority, the former Steward’s status will be determined by his/her actual seniority. That is, if there is a more senior employee on recall to the job classification and specialty occupied by the former Steward, the more senior employee will be recalled and the former Steward will be subject to the layoff and displacement provisions of Article V, Section 2 of this Agreement.

(K) A steward that is designated as a representative of a shift shall keep the normal working hours of that shift for the duration of his term or until a new steward assumes office.

(L) The Supervisor shall, operating requirements permitting, approve an employee to confer with his or her designated Steward to express a question or concern about the application of this Agreement during straight time hours without loss of pay.

(M) The Supervisor shall, operating requirements permitting, approve an employee to attend a Step One or

Step Two grievance hearing for a grievance that he or she signed on straight time hours without loss of pay.

Section 2 - Bulletin Boards and Posting Notices

(A) It is agreed that the Union will be permitted to post on bulletin boards at locations approved by the customer:

1) Notices of Union recreational affairs.

2) Notices of Union elections and election results.

3) Notices of Union appointments.

4) Notices of Union meetings.

5) Such other notices as may be mutually agreed upon by the Union and Company.

(B) The Union will provide a locked three (3) foot by Four (4) foot bulletin board clearly identified as

"Union Business" where only Union notices will be displayed. The Union bulletin board will be secured and locked at all times and the keys to the bulletin board will be kept in the possession of the applicable

Chief Steward.

The bulletin boards will be prominently displayed in the main work area with the purpose of being easily accessible by all employees.

Section 3- Union shop and check off

(A) All of the Company’s present employees within the bargaining unit shall become members of the Union as a condition of employment within thirty (30) days of the execution of this Agreement. All newly hired employees in the bargaining unit shall become members of the Union within 60 days after their date of hiring and shall remain members of the Union as a condition of employment, within the requirements of the

National Labor Relations Act. To be a member of the Union a member must pay all initiation fees, Union dues and assessments uniformly required of all members. Union membership is required only to the extent that employees must pay either (i) the Union’s initiation fees and periodic dues or (ii) service fees which in the case of a regular service fee payer shall be equal to the Union’s initiation fees and periodic dues corresponding to the proportion of the Union’s total expenditures that support representational activities.

(B) In the event that paragraph (A) becomes illegal, by reason of Louisiana law prohibiting the Union shop, then the parties will substitute an agency shop provision for the Union shop provision if such substitution can lawfully be made. Such agency shop provision, if legal, would require all employees in the bargaining unit to pay the Union an amount equal to Union dues, initiation fees, and assessments.

(C) The Company will within 10 days after written notice from the Union discharge any employee who is not a member of the Union.

(D) The Company agrees to deduct from an employee’s payroll check Union dues or agency fees for all employees covered by this Agreement, provided that the Union or the employee delivers to the Company a written authorization to make such deductions, signed by the employee, irrevocable for one year or the expiration date of this Agreement, whichever shall occur sooner. The Company shall make deductions for each member or agency fee payer from the first pay of such member or agency fee payer each month.

(E) Such payroll deductions referred to in paragraph (D) of the Article shall be mailed to the Secretary

Treasurer of the Union the week after the week in which the payroll deductions are made. The Company shall provide the Secretary Treasurer of the Union with a listing on a monthly basis, of all newly hired or laid-off employees.

(F) Should an employee be promoted or transferred to a managerial/salaried classification not covered by this Agreement, the Company shall cease deducting applicable service fees or dues from such employee.

When ceasing to deduct applicable service fees or dues for reasons cited in this section, the Company shall submit the names of such employees, and the reasons for no deductions to the Financial Secretary of IUE

CWA constitutes a breach of this Agreement on the part of the Union for purposes of this paragraph.

(G) Nothing contained in the Article shall be construed to require the Company to violate any applicable law. It is understood and agreed that the Union will defend, save, hold harmless and indemnify the

Company from any and all claims, demands, suites or any other forms of liability that shall arise out of the execution, placing in effect or carrying out of the terms of this Article by the Company.

ARTICLE IV GRIEVANCE PROCEDURE AND ARBITRATION

Section 1- Definition of a Grievance

The term grievance as used in this Agreement is a written claim involving the interpretation, application or claim of breach or violation of applicable provision(s) of this Agreement that the Company or an employee has not been able to adjust. The grievance must identify the applicable provision(s) of the Agreement that is claimed to have breached or violated and the remedy sought.

Time limits may be extended only by mutual consent of both the Union and the Company.

Grievances arising out of a suspension without pay or a discharge shall be submitted directly to Step Three described in Section 2 herein.

The Company and/or Union shall inform the employee of the right to have a Shop Steward present prior to the start of any investigation meeting that could lead to discipline.

Section 2- Grievance Procedure

(A) Grievances will be conducted as follows:

Step 1 The parties agree that all complaints and grievances should be resolved, whenever possible, with the immediate supervisor and the employee involved. It is the intent and purpose of the parties to provide a fair and equitable procedure for the orderly settlement of all grievances. Any employee with a complaint or issue should contact the appropriate supervisor in order to discuss and resolve the issue. Both parties will make every effort to resolve the issue within three (3) regularly scheduled work days before it is reduced to writing as described in Step Two of this procedure. The employee may have their Shop Steward present if desired.

Step 2 Any employee believing they have been aggrieved as defined in section one (1) of this Article, must confer with the employee’s Site Supervisor and present a written grievance, with their Union Steward or

Chief Steward. The Union Steward or Chief Steward on a form provided by the Union and agreed to by the

Company must reduce the grievance to writing, Such written grievance shall set forth the complaint and remedy sought, the facts on which it is based, the date of occurrence, the applicable Article of the

Agreement which is claimed to be the basis for the filing of the grievance, and this, together with any accompanying statement. The form shall be dated and signed by the Union Steward or Chief Steward. The written grievance must be presented to the employee’s Site Supervisor within ten (10) working days from the date the employee became aware of the incident that gave rise to the grievance. If the employee or

Union Steward/Chief Steward fails to present the written grievance within this time limit, the grievance shall be considered settled and no further action can be taken thereon. Both parties will make every effort to resolve the issue. The Site Supervisor shall render his/her written decision to the Union Steward or Chief

Steward and the employee within seven (7) working days after being presented the grievance. If a settlement is reached it will be reduced to writing on the grievance form and the matter shall then be considered closed. If the Site Supervisor fails to provide his/her written response within this time limit, the grievance shall be advanced to the next step. Any grievance settlements at Step Two of the grievance process, whether by concession, withdrawal, settlement agreement, or resolution actions occurring due to a failure of either party to abide by the time limits of this section, shall not constitute a precedent binding upon the Company or the Union, unless the parties agree, in writing that such settlement shall set a precedent binding on future grievances.

Step 3 If not satisfactorily settled as outlined in Step Two (2) above, the written grievance may then be presented to the Program Manager or his designated representative no later than ten (10) working days after receipt by the Union assigned Business Representative and/or Chief Steward of the decision rendered in

Step Two (2) hereof. The Program Manager and/or designated Company representative shall meet with the

Business Representative, Chief Steward and Union Steward in an attempt to resolve the matter and render a written decision thereon within ten (10) working days after said meeting/appeal. If a settlement is reached it will be reduced to written form on the grievance form and the matter shall then be considered closed. If the

Program Manager fails to provide a written decision within this time limit, the grievance remedy shall be advanced to the next step of this procedure. Any grievance settlements at Step Three of the grievance process, whether by concession, withdrawal, settlement agreement, or resolution actions occurring due to a failure of either party to abide by the time limits of this section, shall not constitute a precedent binding upon the Company or the Union, unless the parties agree, in writing that such settlement shall set a precedent binding on future grievances.

(B) If the two parties’ representatives are unable to reach a settlement, either party may request a list of qualified arbitrators from the United States Federal Mediation and Conciliation Service. The request shall be for a list of seven (7) arbitrators. The Union and the Company shall alternately strike one name from such list (the right to strike first name having been determined by lot) until only one name remains and that person shall be the arbitrator.

(C) It is understood that the time limits specified herein may be extended by mutual written agreement of the parties.

(D) The Company and the Union may mutually agree to combine the grievance of an employee and other similarly affected employees in order to eliminate the need for multiple filings of grievances.

(E) The Company and the Union may mutually agree in writing to waive any prior step of the grievance procedure and proceed directly to Step Three of the grievance procedure as it is described in Section 2 of this Article.

(F) The Union shall have the authority, with respect to any employee covered by this Agreement, to decline to process a grievance, complaint, or dispute if in the judgement of the Union such grievance or dispute lacks merit or justification under the terms and conditions of this Agreement or has been adjusted or justified under the terms of the Agreement to the satisfaction of the Union.

Section 3- Arbitration

(A) The parties’ representatives shall make the necessary arrangements to arbitrate the grievance. In the event that the parties’ representatives are unable to agree upon the issue, the arbitrator shall determine the issue.

(B) The arbitrator shall have the authority to determine the rules and procedure and to adjourn or continue the hearing from time to time. All expenses incurred by the arbitrator including the fee and expenses which he authorized in connection with the arbitration, shall be shared equally by the parties. Costs incurred by the respective parties for their witness(es) shall be borne by the respective party.

(C) The arbitrator shall not have the authority to amend or modify this Agreement or to establish new terms and conditions of this Agreement. The decision of the arbitrator shall be in writing and shall not be made until both parties have had reasonable opportunity to present their case, together with oral arguments. It is understood and agreed that a decision of the arbitrator made in accordance with the requirements hereof shall be final and binding on both parties.

ARTICLE V SENIORITY

Section 1- Basis of Seniority and Establishment of Seniority Rights

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

(B) For purposes of this Agreement, there shall be two types of seniority and they are defined as follows:

Contract Seniority – For employees covered by the collective bargaining agreement as of the effective date of the Agreement, or employees re-hired within one (1) year or less of a break in service, Contract Seniority represents all accumulated time for which the employee has served as an employee of the Company in the performance of similar work at any Company site. Contract seniority also represents all accumulated time for which the employee has served as an employee of a predecessor company in the performance of similar work NAS Joint Reserve Base New Orleans.

Bargaining Unit Seniority – For employees covered by this collective bargaining agreement as of the effective date of the Agreement, Bargaining Unit Seniority is the same as Contract Seniority cited above.

For employees hired or transferred after the effective date of this Agreement, Bargaining Unit Seniority begins upon the hire or transfer date at a site covered by this Agreement.

When two (2) or more employees have the same seniority date as herein provided, the employee having the lowest last four of the social security number shall be considered as having the highest seniority for tiebreaking purposes.

Employees who are promoted to positions supervising bargaining unit employees, shall retain and continue to accumulate seniority for a period of one hundred eighty (180) calendar days, while they remain in a supervisory position.

Seniority for vacation eligibility and benefit determination purposes will not be affected by Article V, Section 1, above. The employee’s bargaining unit seniority would be frozen until such time as the employee returned to the bargaining unit within the six (6) month period contained in Article V, Section 1 above and would accumulate going forward from the date of return.

Section 2- Promotions, Layoffs and Recall

For the purpose of an indefinite layoff, i.e., reducing the number of positions in a job classification and/or decreasing the workforce, the Company shall give advance notice to the Union and at least five (5) working days’ notice, and layoff as follows:

In effecting a reduction in force within a job classification, the following procedure shall be followed. The first selection would be probationary employees, followed by full time employees in reverse seniority order.

Prior to implementing layoffs, affected employees in job classification within functional work areas will be given the opportunity to seek voluntary layoff. Management will then review the certifications, qualifications and ability to perform available work to determine which of those who have volunteered may be granted voluntary layoff and which one will be denied. If after considering the acceptable voluntary layoffs additional layoffs are still necessary, then probationary employees in affected job classifications within functional work areas will be the next to be laid off.

Affected full time employees will be offered the job classification held immediately prior to their present job classification if their seniority permits.

Employees who are on active layoff status from job classifications having job openings will be recalled in order of seniority, providing they have the required qualifications and are eligible for recertification for that job.

Section 3 – Loss of Seniority

Employees shall lose all seniority rights and employment shall cease for any of the following reasons.

(A) Resignation. In addition to normal resignations, an individual who, while on leave of absence, engages in other employment without prior written approval by the Company, or fails to report for work or to obtain renewal of his leave on or before its expirations, will be considered as having resigned;

(B) Discharge for cause;

(C) Failure to respond with an acceptance within seven (7) calendar days after receipt of a recall from layoff notice by certified mail, unless mutually agreed to by both parties;

(D) Failure to report for work within fourteen (14) calendar days after acceptance, unless mutually agreed to by both parties;

(E) Failure to keep the Company advised while on active layoff, of any changes in current mailing address.

The Company will fulfill its obligation for notice of recall by mailing a certified notice to the employee’s last address of record;

(F) Layoff for a period in excess of one (1) year;

(G) Retirement

ARTICLE VI - EMPLOYMENT CONDITIONS

Section 1 - Working Conditions

(A) Safety Rules and Regulations

The Company shall comply with applicable Federal, State, and Local laws and regulations regarding safety and health, relative to its operations at NAS Joint Reserve Base New Orleans, LA. The Company will minimize and/or eliminate known hazards by reasonable safeguards. However, nothing in this article is intended to conflict with the Company’s contractual requirements to the U.S. Government. Should a conflict arise, stipulations of the Program Contract of record will prevail.

There shall be a joint Company-Union Safety Committee composed of one representative from each work center under the direction of the Company Safety Manager. The Union will select a representative from each work center. The committee shall meet regularly on a monthly basis. Emergency Meetings of the Committee may be called at the request of either the Company or Union, provided a bona fide emergency exists.

Committee duties shall include recommendations for improvements in safety and health; provide safety training as needed; as well as other duties as may be agreed upon.

If an employee believes that a condition on the job presents a clear and present hazard endangering life, limb or health, the employee may refuse to perform that portion of the work exposing him/her to such hazard until the condition is corrected and/or the hazard minimized or eliminated. The employee’s first obligation in such cases is to immediately inform his/her Supervisor or the Company Safety Manager of the condition.

B. Clothing and Safety Equipment

As directed by the Company, protective clothing and safety equipment will be utilized by the employee and provided by the Company during his/her performance of jobs requiring such equipment usage. Employees will be responsible for the purchase of their own safety shoes.

C. Medical Examinations

In the event the Company requires a medical examination for the purposes of job requirement for non-probationary employees the cost of the examination shall be borne by the Employer. The Company will select the physician that will conduct the medical examination. If the results of the physical causes the employee to be unable to perform his/her job, the Company will make every effort to place the employee in a vacant, available position, for which he/she is qualified to perform.

In the interest of continued safety of individuals and their fellow employees, any applicant for employment or any employee returning to work following a Medical Leave of Absence or extended medical leave or documented substantial inability to perform the majority of the employees assigned duties and responsibilities, may be required through Government regulations or by the Company to undergo a medical examination by a doctor of the Company's selection. If the diagnosis or examination results furnished by the Company doctor are not satisfactory to the employee, he may obtain an opinion from his own doctor. If a disagreement still exists, an additional doctor, mutually agreed upon by the Company and the Union, will be acquired for his analysis. If the mutually agreed upon doctor's diagnosis agrees with the employee's doctor, the Company shall only pay for the services of the mutually agreed upon doctor. The cost incurred for services of all other non-Company physicians shall be the sole responsibility of the employee who gave rise to the dispute.

D. On-the-Job Injury

An employee injured on the job, who is taken off the job for treatment will receive pay for the remainder of his scheduled work day if the employee's injury is serious enough to preclude his return to work. Where necessary, on the day of injury, the Company will furnish transportation to and from the medical facility (Hospital) immediately, except in a case of an emergency transportation is required for an injured employee to receive medical treatment.

The Company may provide a Temporary Alternate Work (TAW) program to Bargaining Unit employees who are unable to perform their normal work assignments due to an on-the-job illness/injury or other medical limiting situation. The intent of which is to assist Bargaining Unit employees, by providing them with an opportunity to continue gainful employment under the provisions of the Collective Bargaining Agreement, but not to impede the recovery process of their illness or injuries, provided the Company has the work available and is able to accommodate the employee's medical restriction.

The TAW assignment may be Bargaining Unit or non-Bargaining Unit work. The employee will receive his standard contractual hourly wage and benefits regardless of work performed. The employee's start time will be in accordance with the Collective Bargaining Agreement. Employees on TAW will not displace other employees or adversely affect their seniority.

The Company, including the Site Supervisor, Human Resources personnel and Corporate Worker's

Compensation personnel will continue the Company's practice of working with employees and their physicians to attain the intent of this Article.

E. Training

The Company will provide at no expense to the employee training and certification for hazardous material handling in accordance with applicable Federal and State guidelines.

F. Employee Assistance

Employees who voluntarily admit to a drug/alcohol abuse problem will be granted an initial leave without pay to participate in an in-patient rehabilitation program, at their own expense, and shall be entitled to Short

Term Disability Benefits if eligible, as determined by the short-term disability provider during the leave period.

A "Request for Leave of Absence" form will be obtained through Management channels. Additional leaves of absence may be granted. Once the Leave is approved, the employee will have up to three (3) days to enroll in rehabilitation. The employee must provide proof from the facility that he/she has entered the rehabilitation program and of successful completion prior to returning to work. Withdrawal, non-participation, or failure to complete the rehabilitation program will be cause for termination.

G. Pandemic

In the event of National declared pandemic, the company will comply with Center for Disease Control (CDC), Customer guidelines and/or Company Policy, which ever provides the safest environment for employees.

Section 2 - Lunch Periods

All employees covered in this Agreement shall be granted a minimum of one paid fifteen (15) minute break mid-morning and one fifteen (15) minute break in the middle of the second half of the shift, and an unpaid lunch break of thirty (30) minutes in the middle of the shift.

Section 3 – Safety Shoe Allowance

Employees shall be responsible for the purchase of their own Safety Shoes.

Section 4 - Costs of Examinations Related to Employment

All examinations related to employment, whether requested/directed by the Company, (Medical Exams, Respiratory Exams, Chest X-rays, Physical Exams, Hearing Tests, CDL License Exams, Passport) shall be at the Company’s expense. The Company shall make provision for all exams to be taken during the employee’s normal or adjusted hours of work without loss of pay.

Section 5 – Closures and Weather Status

In the event of an emergency condition as determined by the Commanding Officer NAS Joint Reserve Base

New Orleans and normal operations are suspended, employees covered by this Agreement shall follow the direction of the installation as reported via media announcement as pertaining to NAS Joint Reserve Base New

Orleans When in a liberal leave status, employees covered under this agreement shall be authorized to report for duty, use PTO, or leave without pay at their discretion. As a result of or in the event that the Company is prevented from assigning work to employees covered by this Agreement employees shall receive pay at their base rate of pay up to thirty-two (32) hours annually.

ARTICLE VII- EMPLOYEE PRIVILEGES

Section 1-Personal Time Off (PTO)

(A) For PTO purposes, all employees will be entitled to be paid PTO which will be based upon years of continuous service (no loss of seniority, consistent with section V, Section 1 (B) on this FRC/ASE contract at Naval Air Station Joint Reserve Base New Orleans or with the Company, whichever is earlier and each anniversary date thereafter, shall be the reference point for accrual of PTO. Employees will be credited with PTO as follows:

Employees will accrue PTO at the following amounts on a biweekly basis:

(B) Accruals will accrue, bi-weekly, from the first week of service. When an employee moves to the next level of accrual, it is understood that the new accrual rate will begin on the first day of the next full pay period.

The intent of this provision is to cause each employee to use the PTO for time off. Employees denied

PTO shall not lose payment for PTO. Employees must complete their probationary period to be eligible to schedule PTO time.

Following the beginning of biweekly PTO accrual, employees will receive a prorated deposit of vacation (PTO) on their next anniversary covering the period from their last anniversary to the point that accruals begin.

Any unused PTO may be carried over to the following year up to one and a half (1 ½) times the maximum annual PTO entitlement. PTO accrual in excess of the maximum carry-over amount on the last day of the final pay period of each year will be paid out no later than the pay period which includes February 1st of the following year. Any PTO payouts will be by separate direct deposit.

All PTO will be paid at the employee’s regular rate of pay, excluding all premiums.

Scheduled PTO should be requested as far in advance as possible but in no case less than three (3) business days immediately prior to the day being requested. The Company will make every effort to approve PTO requests unless prohibited by legitimate business reasons. When conflicts in requested PTO periods arise, the employees having the greater seniority shall be given the preference. However, an employee who has previously requested and had scheduled PTO approved will not be displaced by a more senior employee.

PTO may be scheduled for periods of six (6) minute increments or more. PTO may be taken while on an approved medical leave of absence. Unscheduled call-in’s (Unscheduled PTO) will still require a request form to be submitted after return to work to ensure proper notification/documentation. Unscheduled Early

Departures will also require a request be submitted to the working supervisor prior to departure.

Employee’s request for PTO leave must be approved by the Site Supervisor or his/her designee(s) before such leave is taken. Employees failing to secure such approval, who subsequently fail to report to work or depart early as scheduled, without a reasonable excuse, may be subject to appropriate disciplinary action for unexcused absence. The Site Supervisor or his/her designee(s) shall notify the employee within two (2) working days of approval or disapproval of the PTO. The Company reserves the right to cancel an approved

PTO, if due to unforeseen events staffing falls below minimum required levels. The Company will make every effort not to cancel approved PTO where the employee has a monetary commitment (i.e. prepaid airline, cruise tickets, etc.)

(C) For the purpose of accruing PTO credits, a credited bi-weekly period shall be defined as follows: Any bi-weekly period in which an employee is paid by the Company for time worked, holiday pay, jury duty pay, military pay differential, or bereavement leave pay.

(D) All unused accrued PTO balances will be paid out upon termination/retirement or death.

(E) The PTO herein satisfies the leave required by Executive Order 13706.

Annual Carryover

1 year but less than 5 years 144 0 Months 5.54216 216

5 years but less than 10 years 184 48 Months 7.08276 276

10 years but less than 15 years 224 108 Months 8.62336 336

15+ years 264 168 Months 10.15396 396

Section 2 - Military Leave

Military leaves of absence will be granted to employees covered by this Agreement for periods of short-term active duty when called to active duty for service with a reserve unit of the Armed Forces or the

National Guard. Such short-term active duty (30 days or less) shall include annual active duty training.

Such employees shall receive differential pay between their military base rate and their Company base rate of pay exclusive of any premiums for up to ten (10) scheduled working days per calendar year.

Employees must present a copy of their orders to the Company (2) two weeks prior to absence. Upon return from active duty, employees shall immediately, upon receipt of the military pay statement, provide to the

Company a copy to serve as the basis for compensation. Employees required to report for military active duty in excess of thirty (30) consecutive days shall be reinstated in accordance with current applicable state and federal law concerning active military service.

Section 3 - Bereavement Leave

Bereavement leave will be granted up to three (3) days paid (with and additional two (2) days unpaid, made available if requested) to attend the funeral of immediate family members as follows:

(Additional two (2) days paid when required to travel of over 500 miles one-way) Immediate family is defined as mother, father, stepmother, stepfather or legal guardian, sister, brother, spouse, daughter, son, stepdaughter or stepson, foster child, grandmother, grandfather, great grandmother, great grandfather, mother-in-law, father-in-law, son-in-law, daughter-in-law, sister-in-law, brother-in-law, stepsister, stepbrother or grandchildren/step-grandchildren and great grandchildren/step-great grandchildren, or any other relative who resides in their domicile. In addition, an employee will be granted bereavement leave for a stillborn child if the employee provides appropriate documentation.

Employees may use PTO time, upon supervisor approval, for which they are eligible, for extended travel for bereavement.

Section 4 - Leaves without Pay

(A) Leaves of absence up to thirty (30) days without pay may be granted at the sole discretion of the

Site Supervisor. A request for leave must be submitted on a Request for Leave of Absence form and approved in writing by the Site Supervisor prior to the effective date of the leave. A copy of the approved or denied request must be given to the employee. A leave of absence may be extended only by the Site Supervisor or his or her designee.

(B) In the case of emergency such as death, serious illness, or injury of a member of the employee’s family, a Leave Request may be processed without the employee's signature and subsequent to the employee's departure; however, such emergency leave must be promptly reported, reviewed by the Site Supervisor and forwarded to the Human Resources Office.

(C) For good and sufficient reason, the Company may extend the period of the leave. The leave of absence, properly approved, shall not in any way jeopardize the employee's standing with the Company.

(D) Employees elected or selected to full-time jobs in the local Union or the International Union, which take them from their employment with the Company shall receive leave of absence, for up to five (5) years, without pay or benefit credits. Such employees will continue to retain and accumulate bargaining unit seniority during such leave.

(E) Leaves of absence without pay or benefit credits may be granted at the Company’s sole discretion on two weeks written request of the Union to persons designated by the Union for Official Union business to attend conventions and/or educational training.

(F) The Company will comply with all Federal posting requirements and responsibilities under the

Family and Medical Leave Act.

(G) Employees on extended military leave will be granted up to a one-year leave of absence. Return from extended military leaves of absence will be administered in accordance with the Uniformed Member

Employment Rights Act.

Section 5 – Holidays

(A) The Company observes the eleven (11) holidays listed below:

New Years’ Day Juneteenth Veterans Day

Martin Luther King Day Independence Day Thanksgiving Day

Presidents’ Day Labor Day Christmas Day

Memorial Day Columbus Day

(B) An employee who is not required to work on one of the designated holidays mentioned above, will be compensated for the holiday scheduled hours at his/her straight time rate, provided he/she is on the active payroll on the day of the holiday and has worked his/her last scheduled work day before the holiday and his/her next scheduled work day after the holiday, except an employee off on such day with an excused absence or with prior permission of the employer, will be compensated for the holiday.

(C) Any observed holiday stated above, that falls on a Saturday or Sunday, will be observed under the same schedule observed by the Federal Government.

(D) Any employee required to work on any of the above holidays will be paid for hours worked at one and one-half times (1 ½x) his/her normal straight time rate, plus the regularly scheduled (e.g., 8, 9 or 10 hours as scheduled) hours for holiday at the straight time rate

(E) When a holiday, as defined in this agreement, falls within an employee's PTO period, such holiday shall not be charged as PTO hours.

(F) Hours paid as holiday shall be utilized in the computation for overtime.

Section 6 - Jury Duty

(A) Employees absent due to jury service will be paid their straight time rate of pay including premiums on their regular pay schedule. Employees shall provide verification of service upon request. This pay shall not exceed thirty (30) days in any twelve (12) month period.