Attachment 26 CBA - Centerra - CBA-2025-181 5-1-2025.pdf

REGISTER OF WAGE DETERMINATION UNDER

THE SERVICE CONTRACT ACT

By direction of the Secretary of Labor

Attachment 26

U.S. DEPARTMENT OF LABOR

I EMPLOYMENT STANDARDS ADMINISTRATION

WAGE AND HOUR DIVISION

WASHINGTON D.C. 20210

Wage Determination No.: CBA-2025-181

Diane Koplewski

Director

Division of Revision No.: 0

Wage Determinations! Date Of Last Revision: 04/23/2025

State: New Jersey

Area: Atlantic

Employed on 692M15 ACQUISITION & GRANTS, AAQ600 contract for Federal Aviation Administration William J. Hughes Technical

Center for Advanced Aerospace Armed Security Guard Services.

Collective Bargaining Agreement between contractor: CENTERRA GROUP LLC, and union: WILLIAMJ. HUGHES TECHNICAL CENTER SECURITY ASSOCIATION Local , effective 05/01/2025 through 04/30/2028.

In accordance with Section 2(a) and 4(c) of the Service Contract Act, as amended, employees employed by the contractor(s) in performing services covered by the

Collective Bargaining Agreement(s) are to be paid wage rates and fringe benefits set forth in the current collective bargaining agreement and modified extension agreement(s).

SIR No. 69M215-25-R-00012

COLLECTIVE BARGAINING AGREEMENT

Between the

WILLIAM J. HUGHES TECHNICAL CENTER

SECURITY ASSOCIATION

And

CENTERRA GROUP LLC

May 1, 2025, through April 30, 2028

TABLE OF CONTENTS

PREAMBLE

ARTICLE I RECOGNITION

ARTICLE II PROBATIONARY PERIOD

ARTICLE III ASSOC. MEMBERSHIP AND CHECK OFF

ARTICLE IV RIGHTS OF MANAGEMENT

ARTICLE V ASSOC. REPRESENTATION

ARTICLE VI ASSOC. STEWARDS

ARTICLE VII FAIR EMPLOYMENT PRACTICES

ARTICLE VIII WAGES

ARTICLE IX HOURS OF WORK/WORK WEEK

ARTICLE X OVERTIME

ARTICLE XI HOLIDAYS

ARTICLE XII PAID LEAVES OF ABSENCE

ARTICLE XIII UNPAID LEAVES OF ABSENCE

ARTICLE XIV VACATION

ARTICLE XV CALL IN AND REPORTING PAY/GUARD MOUNT

ARTICLE XVI SENIORITY

ARTICLE XVII LAYOFFS

ARTICLE XVIII DISCIPLINE

ARTICLE XIX GRIEVANCE PROCEDURE

ARTICLE XX ARBITRATION PROCEDURES

ARTICLE XXI EXAMINATIONS

ARTICLE XXII UNIFORMS

ARTICLE XXIII INSURANCE BENEFITS AND 401(K)

ARTICLE XXIV BULLETIN BOARDS

ARTICLE XXV GENERAL PROVISIONS

ARTICLE XXVI NO STRIKE OR LOCKOUTS

ARTICLE XXVII CONFLICT WITH STATE AND/OR FEDERAL LAW

ARTICLE XXVIII ENTIRETY

ARTICLE XXIX GOVERNMENT SUPREMACY

ARTICLE XXX TERM AND DURATION

SIGNATURE PAGE

APPENDIX “A” WAGES

PREAMBLE

This AGREEMENT is entered into by and between the William J. Hughes Technical Center

Security Association, (hereinafter referred to as the “Association”), and the CENTERRA

GROUP LLC (hereinafter referred to as the “Company” or “the Employer”) for the purpose of promoting a harmonious relations between the Employer and the Association, establishing an equitable procedure for the resolution of differences, establishing rates of pay, hours of work and other conditions of employment.

ARTICLE I

RECOGNITION

A. The Employer hereby recognizes the Association as the sole and exclusive bargaining representative for all full-time and part-time security officers and Lieutenants, and all full-time and part-time Computer Operators employed by the Employer at The William J. Hughes FAA

Technical Center, Atlantic City, New Jersey; excluding all other employees, clerical, managerial and administrative employees, and supervisors as defined in the National Labor

Relations Act, as amended.

B. DEFINITIONS:

1. When the term “employee” is used, it shall refer to all employees covered by this

Agreement.

2. When the term “security guard,” “security officer” or “officer” is used, it shall refer to only employees employed as armed guards at the William J. Hughes FAA Technical Center

(including Lieutenants).

3. When the term “Computer Operator” is used, it shall refer to only employees employed as computer operators at the William J. Hughes FAA Technical Center.

ARTICLE II

PROBATIONARY PERIOD

A newly hired employee shall be deemed to be on probation for a period of ninety (90) days from the first day worked. After he/she has worked such period, the employee shall gain seniority status and his/her seniority date shall revert to the first (1st) day the employee earned wages from the Employer at this site as a security officer or computer operator. An employee may be discharged during the probationary period without recourse to the grievance and arbitration procedures; however, no employee shall be discharged in violation of any federal and/or state law.

ARTICLE III

ASSOCIATION MEMBERSHIP & CHECK OFF

A. Association Security

1. All employees employed by the Employer in any classification covered by this

Agreement shall become members of the Association no later than the ninety-first

(91st) day following the beginning of their employment as a condition of continued employment.

2. An employee who is not a member of the Association at the time this Agreement becomes effective shall become a member of the Association within ten (10) days following the effective date of this Agreement or no later than ten (10) days after the ninetieth (90th) day following employment, whichever is later, and shall remain a member of the Association, to the extent of paying the membership dues uniformly required as a condition of acquiring or retaining membership in the Association for the duration of this

3. Employees meet the requirement of being members in good standing of the

Association, within the meaning of this Article, by tendering the periodic dues and fees uniformly required as a condition of acquiring or retaining membership in the

Association.

4. In the event the Association requests the discharge of an employee for failure to comply with the provisions of this Article, it shall serve written notice on the Employer requesting that the employee be discharged effective no sooner than two (2) weeks of the date of that notice. The notice shall also contain the reasons for discharge. In the event the Association subsequently determines that the employee has remedied the default prior to the discharge date, the Association will notify the Employer and the employee, and the

Employer will not be required to discharge that employee.

5. Anything herein to the contrary notwithstanding, an employee shall not be required to pay money to the Association, or to become a member of, or continue membership in, the

Association as a condition of employment, if employed in any state, in any location other than an enclave wherein exclusive federal jurisdiction applies, which prohibits or otherwise makes unlawful payment to a labor organization or membership in a labor organization as a condition of employment.

B. Dues Check off

1. The Employer agrees to deduct Association dues and fees for proportionate share payments from the wages of employees who voluntarily authorize the Employer to do so on a properly executed payroll deduction card. Such deductions shall be made from the first paycheck of each month, or the first pay received in that month in which the employee has sufficient net earnings to cover the Association membership dues and fees.

Funds deducted, along with a summary sheet including the names, addresses, social security number and local Association number of employees and the amount of dues deducted from each, shall be remitted to the Treasurer of the Association within fifteen

(15) days after the first regular payday of the month and the Employer will provide a monthly summary sheet describing gross amounts remitted and a schedule, by person and

Social Security number, indicating amounts withheld. The Employer will provide to the

Association quarterly reports that will include officers’ name, address, city, state, zip code and current wage rates. The Employer shall also inform the Association Treasurer, in writing, of the change of status of any bargaining unit employee, i.e. medical leave, military leave, promotion out of the bargaining unit etc.

2. The Association agrees it will promptly furnish to the Employers a written schedule of the Association dues and fees and proportionate share payments. The Association also agrees to notify the Employers in writing immediately of any changes to these amounts. Association authorization cards must be submitted prior to the fifteenth (15th) of the month proceeding the date that deductions are to be made.

3. The Association agrees to indemnify the Employers against any loss or claim, which may arise because of the Employers’ compliance with the Association membership or check off Articles. In addition, the Association agrees to return to the Employers any erroneous or improper overpayment made to it.

ARTICLE IV

RIGHTS OF MANAGEMENT

A. Except as provided elsewhere in this Agreement, the full right and authority to administer and/or manage the Company's business, includes but not limited to:

1. Manage its operations and to direct/assign the work force;

2. Determine and change the methods and manner services are provided;

3. Introduce new methods or improved methods of operations or equipment;

4. Determine and change the size, composition and qualifications of the work force;

5. Determine the extent to which and the manner and means its business will be operated or shut down in whole or in part;

6. Determine whether and to what extent any work shall be performed by employees and how it shall be performed;

7. Maintain order and efficiency in its client’s facilities and operations including the right to select, hire, promote, demote, lay off, assign and train employees;

8. Subcontract;

9. Select and determine supervisory employees;

10. Determine and change starting times, quitting times, shift schedules, and post assignments of employees;

11. Determine and change methods and means by which operations are to be carried on;

12. Establish and/or abolish duties, standards of performance for employees, job classifications, operating units or departments;

13. Establish, change and abolish its policies, work rules, regulations, practices and standards/codes of conduct and to adopt new policies, work rules, regulations, practices and standards/codes of conduct

(after notice and negotiation with the Association);

14. Assign duties to employees in accordance with the needs and requirements of the client and the Employer, as determined by the

Employer;

15. Discipline and discharge employees with just cause; and

16. Relieve employees from duty because of lack of work or at client request, (such request should be in writing and state the reason why the employee is to be removed unless the client refuses to comply), and this is not arbitrable.

B. Any changes in terms and conditions of employment shall be negotiated with the

Association prior to their implementation.

C. The above rights of Management are not inclusive of all matters or rights, which belong to and are inherent to Management. Any of the rights, power, or authority the Employer had prior to or after the signing of this Agreement is retained by the Employer except those specifically abridged, modified or provided for in this Agreement.

ARTICLE V

ASSOCIATION REPRESENTATION

The President of the Association and/or Representative and/or their designees may be permitted access to the Employer’s office at the site at mutually agreeable times upon prior notification to the Employer, subject to the FAA Technical Center's security restrictions in effect, for the sole purpose of considering matters covered by this Agreement except in accordance with the grievance and arbitration procedures.

ARTICLE VI

ASSOCIATION STEWARDS

A. The Association shall be represented by no more than three (3) stewards. The Association is responsible for providing written notification to the Employer's Project Manager as to the individuals officially designated to act as steward within ten (10) calendar days of their appointment. An employee shall not be permitted to engage in steward duties until the Employer receives notification.

B. A steward shall perform his/her assigned security related duties and shall not leave his/her post during work hours to conduct Association business and address grievances without approval of the Project Manager or his designee. When so approved, the steward shall immediately notify the shift supervisor upon returning to his/her duty assignment. The steward shall not abuse the office of steward, and shall perform steward duties as expeditiously as possible within a reasonable amount of time. The primary duty of the steward shall be as an employee, and steward duties shall be secondary.

C. Up to three (3) stewards or their designees shall each be permitted up to twenty-four (24) hours off without pay per year in order to attend Association related training, classes or seminars provided that the Association gives the Employer at least two (2) week’ notice of the date of such training, classes or seminars and naming the stewards who are to attend. The Employer reserves the right to reject any such request for time off under this Article should it have an adverse operational affect.

D. Stewards or their designees shall not be penalized with respect to pay, benefits, or discipline in the event they are required to spend time in the performance of their duties as stewards during their regular scheduled shift(s) when authorized per Section B above. Stewards shall not be compensated for performing their duties outside of their regularly scheduled shift(s) unless called for a grievance or arbitration by the Employers. Shop stewards or their designees called in for a grievance or arbitration meetings when not normally working shall not be compensated for their time. Shop stewards or their designees shall not be compensated for time spent meeting with company representatives in person or on phone calls regarding Association matters.

E. The Association President or designee shall be entitled to all of the privileges covered in this Article.

ARTICLE VII

FAIR EMPLOYMENT PRACTICES

A. Both parties agree to comply with all applicable federal, state and local laws, including but not limited to the Civil Rights Act of 1964, as amended, and also including 41 CFR 60-1.4(a) and the employee notice clause in 29 CFR Part 471, Appendix A to Subpart A, as applicable. Neither party shall discriminate against any employee or applicant for employment because of race, color, religion, sex, genetic information, national origin, age, or disability.

B. The Employer and Association shall abide by the requirements of 41 CFR 60-300.5(a) and

41 CFR 60-741.5(a). This regulation prohibits discrimination against qualified protected veterans and qualified individuals on the basis of disability, and requires affirmative action by covered federal contractors to employ and advance in employment qualified protected veterans and qualified individuals with disabilities.

ARTICLE VIII

WAGES

Refer to Appendix "A"

ARTICLE IX

HOURS OF WORK/WORKWEEK

A. Workweek

1. The normal workweek shall commence at 0001 hours on Monday and conclude at

2359 hours on the following Sunday. The pay period shall consist of two (2) workweeks.

2. Full-time employees are defined as those employees regularly scheduled to work at least thirty-two (32) hours or more per week, as a result of being awarded a full-time position by the Employer or as a result of seniority-based bidding pursuant to

Section C of this Article. Such time shall not be inclusive of guard mount for Security

Guards.

3. Part-time employees are defined as those employees who are either regularly scheduled to work less than thirty-two (32) hours per week, or who do not have a regular schedule.

Such time shall not be inclusive of guard mount for Security Guards. Part-time employees are required to submit their dates of unavailability to the Employer in writing, and at least twenty-eight (28) days in advance unless an unforeseen hardship occurs. Part-time employees must be available for duty at least three (3) shifts per pay period.

B. Change of Work Schedules

1. Definitions

a. Position – Position shall be defined as set schedules of weekly workdays of the same shift and same days off.

b. Post – A Post is a daily work assignment of an officer to a specific assignment or rotating assignments during the officer’s work shift.

2. Shifts and Shift Times shall be assigned on a permanent basis for full-time employees. Security posts shall be posted on a monthly basis at least one (1) week prior to the beginning of each month.

C. Bidding

1. Annual Rebid. Annually, full-time officers shall have the ability to bid for specific positions which shall be given based on seniority (most senior to least senior) unless some special qualification is needed. The positions will be posted by the Employer two (2) weeks before the bidding process along with a seniority roster. The Employer may also choose to solicit bids from part-time officers, but full-time officers have priority in the bidding process and part-time officers shall only be assigned to those positions when no qualified full-time officers who have bid on the position remain.

2. Management shall review the bids submitted commencing November 15 and will review same with the Union. Such assignments for the following year shall be made after said review by December 15. The new schedules and/or assignments shall commence on the first Monday in January.

3. Bids Opening Outside of the Annual Rebid. When a full-time position becomes open or added for any reason during the calendar year, the bidding process shall be as follows: The Employer will post all full-time permanent job openings in the briefing room of the S.O.C. for a period of five (5) days, not including weekends and holidays.

All eligible employees shall be allowed to bid on the open position and must sign up by the stated ending date and time. The vacant position will be awarded to the most qualified full-time employee who possesses any required qualifications, or if no qualified full-time officers remain, to the most qualified part-time employee who possesses any required qualifications. Seniority shall be used as the tiebreaker, but will not give part-time employees preference over full-time employees for this purpose.

Management reserves the right to change any vacant full-time position to part-time at its discretion. However, management will make every effort to keep full-time positions. If the Company does not retain the contract with the FAA, the preceding sentence will be null and void. There will be no bumping of employees for any reason.

4. If a new post, including modifications, is added during the calendar year, it will be opened for bid consistent with Section C.3 of this Article.

5. If Employer changes any or all positions, during the calendar year, then any changed positions will be open for bids consistent with Section C.3 of this Article.

D. Time Off Between Shifts

For Security Officers, there shall be at least an eight (8) hour break between shifts (ten (10) hours if the shifts are 12 or more hours in duration); provided, however, a Security Officer voluntarily waives this requirement by accepting the shift.

E. “Double Back”

In the event that a “double back” assignment is necessary, volunteers shall be utilized first. If there are no volunteers and a mandatory assignment is required, such assignment shall be by reverse seniority with at least an eight (8) hour break between scheduled shifts.

F. Change of Work Schedules

An employee may swap shifts or work hours with another employee with advance notice to the employer, as well as approval. In the event a swap is approved, both employees will be obligated to abide by that agreement unless both employees voluntarily agree to negate the change. It is understood that any shift swap shall not be cause for the Employer to incur any overtime cost associated with such swap.

ARTICLE X

OVERTIME

A. Overtime shall be defined as any work performed in excess of forty (40) hours in a work week and shall be compensated at one and one half (1½) times the employee's straight time rate of pay. There shall be no pyramiding of overtime pay.

B. Overtime lists shall be maintained by the Employer and made available to the Association upon request. The Employer shall give as much advance notice as possible of the need for overtime, no overtime will be worked without proper (advance) approval.

C. The parties recognize that it may be necessary for employees to work overtime. In order to establish an orderly procedure for working overtime, the parties agree that overtime work will be distributed among the employees within the appropriate shift as equitably as practicable. The assignment of unscheduled overtime shall be consistent with local policy. Overtime lists shall be maintained by the Employer and made available to the Association upon request. The Employer shall give as much advance notice as possible of the need for overtime, no overtime will be worked without proper (advance) approval, except in case of emergency.

The Employer reserves the right to schedule part-time employees first for any overtime hours or additional work that becomes available as the result of increased staffing by the Client. In order to be eligible for overtime, an employee must meet all the qualifications and certifications for the required post.

D. Only hours worked shall be included in overtime calculations.

E. Employees called in to work shall receive a minimum of four (4) hours of pay and shall not be required to remain on duty to fulfill the minimum hours set forth. Employees scheduled for

Special Assignments that are cancelled will be notified as soon as the Employer is aware of the cancellation if possible.

Any cancellation of a special assignment or extra duty detail within 2 hours of the scheduled start time will be subject to a 2 hour minimum pay to the affected employee.

ARTICLE XI

HOLIDAYS

A. All employees shall be entitled to the following twelve (12) paid holidays:

New Year's Day Veteran's Day

Washington’s Birthday (a/k/a President’s Day) Columbus Day

Martin Luther King Day Thanksgiving Day

Memorial Day Christmas Day

Independence Day Christmas Eve Day

Labor Day Juneteenth

In order for an employee to be entitled to one of the above-listed holidays, he/she must have worked their last scheduled workday prior to and their first scheduled workday after the holiday (excluding approved vacation or approved personal time), and if scheduled to work on the holiday, he/she must have worked all the hours scheduled.

In addition to the above holidays, employees will receive holiday pay, as described in this

Article, should there be a Presidential Executive Order announcing a special holiday as long as the proclamation specifically includes Federal contractors.

B. Holiday Pay

Holiday pay shall be equal to eight (8) hours of the employee’s straight time rate of pay at his/her regular job classification.

C. Work on a Holiday

If an employee works on a holiday, the employee shall be paid holiday pay and one and one-half (1½) times the employee's straight-time rate of pay for the hours worked. If worked the rate will be at the employee’s regular job classification.

D. Part-Time Employees

An eligible part-time employee who has completed their probationary period and who worked the week of the holiday shall be paid a proration of the full-time holiday benefit based upon his or her total hours worked during the week prior to the holiday multiplied by 0.2.

ARTICLE XII

PAID LEAVES OF ABSENCE

A. Sick Leave/Personal Time Off (PTO)

1. All Employees shall earn sick leave at the rate of 1 hour for each 30 hours worked, not to exceed 56 hours per employee’s anniversary year. Executive Order 13706 (EO 1706), Establishing Paid Sick Leave for Federal Contractors, is hereby incorporated by reference.

Accrual is calculated and employees are to be notified in writing of the amount of paid sick leave/PTO they have available at the end of each pay period or each month whichever interval is shorter.

2. The Employer may require documentation for sick leave, in accordance with Executive

Order 13706 and its associated regulations, or for personal time at its discretion.

3. In addition to using the sick leave under Executive Order 13706, leave under this Article may be used as well as to time off for personal matters other than for vacation (e.g., to attend school events, tend to home repair, obtain vehicle inspections, and the like). Request for such use outside of sick leave must be made to the employee’s supervisor at least two business days in advance and is subject to the approval by the employer which shall not be unreasonably denied.

4. Paid leave under this Article maybe in one (1) hour increments when used as sick leave under EO 13706. An employee’s request to use leave as sick leave may be made orally or in writing and must be confirmed by a Supervisor. A request for leave under EO 13706 must be made at least seven (7) calendar days in advance when the need for the leave is foreseeable or otherwise as soon as practicable.

5. Any employee who is unable to report to work because of sickness shall notify the

Employer at least three (3) hours prior to the beginning of his/her regular shift or as soon as practicable. Approved usage shall be regarded as an excused absence, provided, the usage does not exceed 56 hours in a rolling year.

6. After three (3) consecutive days of absence for sickness, a doctor's certificate must be submitted to the Employer in order for leave to not be considered an unexcused absence and to return to duty. All doctor’s certificates must state that the employee is cleared to return to work and must reflect the date the employee was seen, as well as the date the employee is cleared to work. It is the employee’s responsibility to notify management as soon as they have been cleared to work. Once this has been done, and validated the employee meets all work requirements, the employee will be inserted back into the duty schedule in a manner to cause as little disruption as possible.

7. Any sick leave earned but not used by an employee during an accrual year may be paid out to the employee following their anniversary date, upon written request and in such form and manner and at such times as the Employer may require. The parties agree that such payouts will ordinarily occur only in the thirty-day period following an employee’s anniversary date.

Otherwise, upon an employee reaching their anniversary date, up to 56 hours of unused PTO will be automatically rolled over into the following year and any unused amount over 56 hours will automatically be paid out within thirty days.

8. Unused and vested/awarded leave except vacation time shall not be paid out if termination of employment is for cause.

B. Hours paid under this Article will not be considered as time worked for the purpose of computing overtime.

C. Seniority shall continue to accrue during sickness and/or personal leave time.

D. Doctor’s Note

After three (3) consecutive days of absence for sickness, a doctor's certificate must be submitted to the Employer in order to be compensated for PTO time. All doctor’s certificates must state that the employee is cleared to return to work with no restrictions and must reflect the date the employee was seen, as well as the date the employee is cleared to work. It is the employee’s responsibility to notify management as soon as they have been cleared to work.

Once this has been done, the employee will be inserted back into the duty schedule in a manner to cause as little disruption as possible.

E. Seniority

Seniority shall continue to accrue during sick leave and/or personal leave time.

F. Bereavement Leave

1. In case of a death in the immediate family (parent [including loco parentis], spouse, child, brother, or sister) of a full-time employee requiring the employee's absence from his/her regularly scheduled assignments for the purpose of arranging or attending the funeral, the employee will be granted a leave of absence with pay for up to five (5) days. In the case of current parent-in-law, grandparents and grandchildren, the employee will be granted three (3) days with pay (day of funeral) in order to attend the funeral. Where the employee's normal time off falls within the five (5) day period, he/she will be reimbursed for that portion of the time normally scheduled for work, but under no circumstances shall the application of this clause result in a change in the employee's basic weekly earnings. The Employer may require proof of death and/or deceased's relationship to the employee. In the case of a death in the immediate family as defined above, a part-time employee requiring a Leave of Absence from his/her regularly scheduled work assignment of the purposes of arranging for and attending the funeral will be granted a five (5) day Leave of Absence without pay from his/her regularly scheduled assignments for the purpose of arranging or attending the funeral.

2. Mitigating circumstances may be considered by the Employer to approve an additional Leave of Absence for the purpose of arranging for and attending the funeral of an immediate family member as referred to above without pay.

G. Jury Duty

An employee summoned to serve on a jury shall receive compensation as set forth herein;

however, compensation shall not exceed the comparable amount of wages for a normal day's work being eight (8) hours for each day of jury duty, to a maximum of five (5) days. In order to be eligible for this compensation, the employee shall furnish to the Employer a written statement from the Clerk of Courts showing their attendance in Court the amount received for jury duty.

ARTICLE XIII

UNPAID LEAVES OF ABSENCE

A. Unpaid Leaves of Absence

Non-probationary employees shall be eligible for the following unpaid Leaves of Absence in accordance with the procedures set forth below. All leave requests shall be requested in accordance with Employer policy and procedures.

1 Military Leave:

Leaves of Absence for the performance of duty with the Armed Forces of the United

States, or a reserve component thereof, shall be granted in accordance with applicable law.

2. Association Business:

An unpaid Leave of Absence, for a period not to exceed two (2) years, shall be granted to an employee in order to accept a full-time position with the Association. An employee on Association leave may return to work and placed in a position for which they qualify.

3. Family and Medical Leave Act (FMLA):

Such leave shall be granted in accordance with applicable law.

4. Emergency Leave:

An unpaid Leave of Absence, not to exceed one (1) month, may be granted under emergency conditions at the sole discretion of the Employer.

B. Return from an Unpaid Leave of Absence

Employees returning from unpaid Leaves of Absence who do not have a specific date of return shall notify the Employer, in writing, fourteen (14) calendar days in advance of the intended date of return to work. Unless otherwise specified, the Employer shall return the employee to the status and shift that he/she worked before the Leave of Absence. Any Employee returning from unpaid leave of absence must be fully qualified for employment.

C. Break in Service (Leaves with or without pay)

In cases where employees have been granted leave with or without pay by the Employer, or are otherwise absent with permission for such reasons as sickness or injury, because of reasons beyond their control, there would not be a break in service

D. Bidding for Vacations

Employees shall bid on vacation in writing (vacation request form). The bidding period shall be from January 5th through March 31st of each year. Employees may bid at least ½ of their allotted vacation hours during this open bidding period. The remaining unused vacation hours may be submitted later as follows: five (5) days or less as can be accommodated; more than five (5) days then twenty-one (21) days advance notice to management. If employees wish to use vacation hours for absence due to illness he or she must submit a doctor’s certificate for the day(s) requested. Seniority will be used to award vacation days in the event two or more employees submit requests for the same vacation period, on the same day.

Starting April 1st of each year, approved vacation hours will be posted for a two- month period, beginning with April and May. This posting method will continue throughout the year, as one month passes, the next month is posted. Employees wishing to adjust an approved vacation period must do so in writing with twenty-one (21) days advance notice. Management reserves the right to disapprove any request for adjustment due to operational requirements.

E. Use of Vacation Time in Lieu of Sick Leave

Vacation time may be used if PTO time has been exhausted for sick or illness with doctor’s note as specified in Article XII of this Agreement and Project Manager approval.

F. Approval Notice for Vacations

Vacation requests posted by management constitute approval for said vacations.

ARTICLE XV

CALL-IN & REPORTING PAY/GUARD MOUNT

A. Notice of Inability to Work

Employees are required to report to work at their scheduled reporting times. An employee shall notify the on-duty shift supervisor at least three (3) hours in advance of his/her scheduled reporting time if he/she will be unable to report to work. Management may waive the three (3) hour reporting time in cases of emergency or circumstances beyond an employee’s control. The affected employee shall be responsible for providing proof thereof.

B. Call-in Prior to Scheduled Shift

An Employee, called into work prior to their scheduled shift, shall be entitled to their scheduled hours of work. An employee called into work on a day not regularly scheduled shall receive a minimum of four (4) hours of work or pay. If the Employee volunteers to leave prior to the completion of the four (4) hours, he/she will be paid for only the time worked.

C. Pay/Guard Mount

Employer agrees to pay employees 15 minutes per shift per workday at the employee’s shift rate of pay for the purpose of guard mount briefing by supervisors and preparing to relieve the previous shift.

ARTICLE XVI

SENIORITY

A. Definition of Seniority

Seniority shall the length of time the Employee has been with the Employer and/or has been engaged continuously on this site by a predecessor Employer engaged in providing similar services at this site for benefits. Seniority shall be computed from the Employee’s initial date of employment at the facility, regardless of the Employer.

B. Application of Seniority

Seniority shall be applicable in determining the order of layoff, recall, full-time vacancies, and vacation approvals.

C. Separate Seniority Rosters for Full-time and Part-time Employees

The Employer will maintain a separate seniority roster for full-time employees and part-time employees. The Association will be provided with an updated list on a semi-annual basis.

This list will be posted on the Association bulletin board. Employees who disagree with their seniority date must notify their supervisor within ten (10) days of posting. Any disagreements as to an employee's seniority shall be resolved as quickly as possible between the Association and the Project Manager.

D. Determination of Seniority

Seniority for Employees hired on the same day will be determined alphabetically by last name, then first name. If still tied, the lowest last four numbers of the each individual’s social security number shall prevail.

E. Accrual of Seniority

(1) An employee who accepts a position with the Employer not covered by this

Agreement shall continue to accrue seniority and/or be able to return to the bargaining unit without loss of seniority or job classification for ninety (90) calendar days from the date officially occupying such non-bargaining unit position.

(2) Seniority will continue to accrue during a layoff and. for approved Leaves of

Absence.

F. Termination of Seniority

Seniority shall be terminated if:

(1) An employee is discharged for just cause;

(2) An employee voluntarily quits or resigns his/her employment;

(3) An employee performs no work for the Employer for twelve (12) months;

(4) An employee is laid off and fails to return to work on the date specified by the

Employer; except for good reason;

(5) An employee is absent for two (2) days without notice to the Employer (No Call-

No Show) except for circumstances beyond his control which are acceptable to the Employer.;

(6) An employee overstays a Leave of Absence without just cause;

(7) An employee gives a false reason for a Leave of Absence or engages in other employment while on the Leave of Absence; and

(8) The employee is permanently denied unescorted site access by the client.

G. Super-Seniority

The Association President, Vice President, Secretary, Treasurer and all Association Shop

Stewards shall have super seniority only for the purpose of layoffs. Rank and file members shall be laid off first based on inverse seniority at the facility. The Shop Stewards (max of 3) shall then be laid off, followed by the Secretary, Treasurer, Vice-President and then the Association

President.

ARTICLE XVII

LAYOFFS

A. Order of Layoffs

In the event of a layoff, employees shall be laid off as follows:

1. Probationary Employees;

2. Part-time Employees;

3. Full-time Employees; and

4. Association Officers with Super-Seniority

B. Probationary Employees

Probationary employees are not automatically eligible for rehire and shall not accrue seniority while on layoff. Both part-time and full-time employees shall be laid off according to their respective inverse seniority status on their individual seniority lists. Those employees who remain must be immediately capable of performing all the work that is required of their position and have the demonstrated ability to report for work as scheduled.

C. Non-Probationary Employees

Non-probationary employees shall be laid off by inverse seniority and shall be subject to recall by seniority in the event of a vacancy.

D. Notice of Layoffs

The Employer shall make every effort to give at least two (2) week notice of a layoff to the affected employees.

ARTICLE XVIII

DISCIPLINE

A. Disciplinary Actions

The Employer has the right to determine the level and degree of discipline. Disciplinary action shall not be taken without just cause. The Employer agrees to follow the disciplinary provisions contained in CENTERRA GROUP LLC’s Manual and Progressive Disciplinary Policy, effective March 1, 2021. Under normal circumstances, corrective progressive disciplinary action is taken following a thorough review of the incident. Disciplinary action may include: oral warning, written warning, suspension, and eventual discharge. After an employee receives a written warning, the use of a final written warning, rather than suspension, may be more appropriate as the next step in the disciplinary sequence. A suspension, however, may be a more appropriate option when in the opinion of management, it is in the best interest of all parties that the employee be removed from the work area immediately.

The above steps would not necessarily apply in all cases. A suspension or discharge may be warranted on the first occasion of an extremely serious offense. However, an oral warning may not be warranted on a first occasion where personal counseling may eliminate future problems. In addition, it may be proper to give an employee one or more written warnings in some cases before giving a disciplinary suspension. In situations requiring the imposition of disciplinary action, the circumstances must be known, and each action taken on the merits of the case.

B. Conference with Employee

Any conference between an employee and an Employer representative during which discipline is expected to be imposed or from which discipline may flow, if the employee so requests, must be conducted in the presence of an authorized Association Officer, shop steward and or their designated representatives. Employees must be advised in advance if a conference may lead to disciplinary action including the nature of the alleged incident/action, date of alleged occurrence and names of those who made the complaint or charge and the names of those that will be present at the conference. In the event that such a conference is completed and the

Employer determines that it will not be issuing any disciplinary action to the employee as a result of that conference, the Employer agrees to notify the Association or the employee of that determination.

C. Just Cause

Employees shall not be disciplined, suspended or discharged without just cause. The

Employer shall not consider any previous disciplinary action, older than one (1) year when new disciplinary action is being contemplated.

D. Grievance Procedure

Any and all disciplinary actions shall be for just cause and shall subject to appeal through the Grievance Procedure included in this Agreement.

ARTICLE XIX

GRIEVANCE PROCEDURE

A. For the purpose of this Agreement, the word "grievance" shall mean any dispute between the Employer and the Association, and/or between the Employer and any employee as to the meaning, application, or interpretation of this Agreement. Probationary employees shall have no rights under the grievance procedures.

B. In order to be processed, all grievances must be presented at the first step within ten (10) workdays after the employee has knowledge of, or should have known, of the event giving rise to the grievance. In the case of a discharge, the parties agree to proceed directly to the second (2nd) step meeting within ten (10) workdays after a written grievance is submitted to the Employer.

C. A grievance shall be processed pursuant to the following:

Step One:

A grievance shall be reduced to writing on standard Association forms, dated and signed by the aggrieved party and/or Association representative and presented to the Project Manager within ten (10) workdays of the event giving rise to the grievance. The written grievance shall specify the contractual provision(s) allegedly violated and the relief requested. A meeting shall be arranged within ten (10) workdays after the Employer's receipt of the written grievance. The meeting shall be attended by Grievant, the Association Steward, and the Project Manager or a representative of the Employer. The Employer shall give written response to the grievance within ten (10) workdays after the Step One (1) meeting. If the matter is not resolved at the Step One (1) level, it may be referred to the Step Two (2) level.

Step Two:

If the grievance is not resolved at Step One, it shall be presented to the Regional Director

(or designee) within ten (10) workdays after the Project Manager’s response to the Step One (1) meeting. The parties agree to conduct the Step 2 grievance meeting via teleconference. The meeting may be attended by the Grievant, the Association Steward, Local Association President, or their designee and the Regional Director (or designee). The Regional Director (or designee) shall respond to the Association in writing within ten (10) workdays after said meeting. In the event, the grievance is not satisfactorily settled within ten (10) workdays after a Step Two 2 meeting or response, it may be appealed to Step 3.

Step Three:

If the grievance is not settled at Step 2, the Association, within five (5) workdays of receipt of the Regional Director’s (or designee’s) response, shall present the grievance in writing to the

Chief Operations Officer or his/her designee. The parties agree to hold the Step 3 grievance meeting via teleconference. The Employer shall provide a written response to the grievance within ten (10) workdays of the teleconference.

Step Four:

Should the grievance remain unsettled after the Step Three (3) meeting and receipt of the

Employer's answer, the Association may, by written request, refer the grievance to arbitration in accordance with Article 18 of this agreement. The written request must be received by the

Employer within thirty (30) workdays after the Step Three (3) response in order to be considered timely for arbitration.

D. Any grievance involving termination of employment shall start at the Step 2 level.

E. A grievance shall be considered invalid if not filed and processed by the Association or the employee represented by the Association, in strict adherence with the time limitations and procedures set forth above. Failure of the Company to act within the time limit set forth in any step shall entitle the Association to proceed to the next step of the grievance procedure. In any particular case, any time limit may be extended by mutual agreement between the Company and the Association.

F. For the purpose of time limitations of this Article, a workday is defined as a day that the Employer's Administration Office is open. Any of the above time limits may be extended by telephone and confirmed by mutual written agreement of the parties.

ARTICLE XX

ARBITRATION PROCEDURES

A. The parties hereto shall choose an arbitrator by mutual agreement within thirty calendar days from the date of the Employer's receipt of the Association's written appeal to arbitration. If the parties are unable to agree, then the Association and not any individual employee may file a request with the Federal Mediation and Conciliation Service (FMCS) to nominate seven

(7) persons from the FMCS National List of Arbitrators who are qualified and willing to act as arbitrators. The Association and the Employer, provided such nominated persons are acceptable, shall eliminate six (6) of the persons so nominated by each alternately, eliminating one, the remaining nominee shall be considered to have been selected by agreement of the parties and shall become sole arbitrator. Notwithstanding the foregoing, if either party finds the panel of seven (7) persons unsatisfactory, such party may request a new panel of seven (7) persons. The process shall not be repeated more than once, B. The arbitration, when filed with the FMCS, shall be handled in accordance with the

"Voluntary Rules of Labor Arbitration."

C. The arbitrator's authority shall be limited to finding a direct violation of the CBA, with the express purpose of the contract provision or provisions in question other than an implied or indirect purpose. The arbitrator cannot modify, amend, add to, detract from or alter the provisions of this contract. In the event that an arbitrator shall determine that an Employee has violated a Company rule, regulation or policy for which said Employee was discharged, the arbitrator shall not have the right to reduce, modify, or in any way alter the penalty assessed by the Company. In matters other than discharge, the arbitrator is afforded greater discretion in determining whether the contract terms have been followed.

D. The arbitrator shall have no power to alter and/or change wage rates and/or wage scales.

E. The decision of the arbitrator shall be issued in writing as promptly as possible. The arbitrator's decision shall be final and binding upon the Employer, the Association and the

Grievant.

F. It is the specific intention of the parties that the grievance and arbitration procedures set forth herein are the exclusive mechanism for the resolution of grievances, disputes, disagreements or claims made under or related to this agreement. Likewise, all statutory claims, issues, demands or disputes arising under any state or federal law including, but not limited to Title 7 of the 1964

Civil Rights Act, must be arbitrated under the provisions set forth herein as the sole remedy.

G. All awards of back wages shall be limited to the amount the Employee would have otherwise earned from his/her straight time employment with the Employer.

H. Unless the parties agree in writing, the arbitrator shall hear only one (1) grievance at a time.

I. Compensation of the arbitrator and his/her expenses, incidental to the arbitration shall be shared equally by both parties. Each party shall bear the expenses they incur in the preparation and presentation of their case. Any costs associated with the location of the arbitration shall be shared equally as well.

ARTICLE XXI

EXAMINATIONS

A. Physical and/or Psychological Examinations

When the Employer requires the employee to take a physical and/or psychological examination, the Employer shall bear the cost of the examination(s). An employee required to undergo such examinations on non-work time shall be compensated for the time to undergo the examination or a minimum of two (2) hours at his/her straight time rate whichever is greater.

B. Medical Release

When an employee is under a doctor's care and the Employer requires a medical release before the employee returns to work, the cost of securing such release shall be borne by the employee. However, should the Employer require a second opinion related to the employee’s ability to work the cost of such examinations shall be borne by the Employer and conducted by a doctor designated by the Employer.

ARTICLE XXII

UNIFORMS

A. Uniform Allowance – Security Guards

The Employer shall provide all necessary uniforms and equipment required by the

Employer and/or specified in the FAA contract at no cost to the employee and has sole jurisdiction regarding style, quantity, etc. of all uniforms and equipment.

B. Clothing Allowance – Computer Operators

In the event Employer or the Government requires Computer Operators to wear a uniform, The Employer shall provide a minimum of three (3) pairs of pants (if required), three (3) shirts (if required) and a long sleeve sweater (if required) as well as any other necessary clothing and equipment required by the Employer and/or the FAA contract at no cost to the employee and has sole jurisdiction regarding style, quantity, etc. of all clothing and equipment.

C. Replacement of Uniforms/Issued Clothing – All Employees

1. All replacements of uniforms/issued clothing due to changes in color, style, or name of the Employer shall be the responsibility of the Employer. Employees shall not be required to purchase uniforms or issued clothing due to change in the contract or Employer.

2. All uniforms/issued clothing remain the property of the Employer, and will be replaced at no cost to employees when rendered unserviceable due to fair wear and tear, or damaged due to no fault of the employee. Upon leaving employment, all uniforms shall be professionally laundered and duty equipment cleaned and returned, ready for issue.

ARTICLE XXIV

BULLETIN BOARDS

A. Bulletin Boards

The Association shall…