Attachment 3 - Collective Bargaining Agreement011025.pdf

AGREEMENT

Between

Superior Tasking Advantage Contracting, Inc. {STA)

And

TEAMSTERS LOCAL UNION NO. 676

Affiliated with the International Brotherhood of Teamsters

EFFECTIVE DATES:

October 1, 2025

Up to and Including

September 30, 2028

INTRODUCTION

This Agreement, effective October 1, 2025 between Superior Tasking Advantage Contracting, Inc. (STA), hereinafter referred to as Employer and Teamsters Local Union No. 676, affiliated with the International Brotherhood of Teamsters, hereinafter referred to as Union, for the purpose of establishing equitable conditions of employment and for the promotion of cooperation and harmony between the Employer and its employees as represented by the Union.

ARTICLE 1 SCOPE OF AGREEMENT

Section 1. Recognition

The Employer hereby agrees during the term of this Agreement to recognize the Union as the sole and exclusive bargaining representative for its General Maintenance employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment.

Section 2. Union Shop Security

All present employees who are members of the Local Union on the effective date of this Agreement shall remain members in good standing as a condition of employment. All present employees who are not members of the Local Union and all employees who are hired hereafter, shall become and remain members in good standing of the Local Union as a condition of employment on and after the 31st day following the beginning of their employment, or on and after the 31st day following the date of this

Agreement, whichever is the latter.

Section 3. Additional Hires

During the probationary period of ninety (90) calendar days following the hiring of a new employee in a position covered by this Agreement, the employee may be discharged without further recourse, provided the Employer may not discharge or discipline for the purpose of evading this Agreement, or discriminating against Union members. After the probationary period, the employee shall be placed on the regular seniority list. The employee shall not be entitled to any benefits during the probationary period.

Section 4. Work Performance

All work performed in any classification covered under this Agreement shall be performed by employees covered under the Agreement.

Section 5. Conflict with Federal or State Law

In the event any of the provisions of this Agreement become invalid or unenforceable by reason of any

Federal or State law, now existing or hereinafter enacted, such invalidity or unenforceability shall not affect the remainder of the provisions hereof.

ARTICLE 2 STEWARDS

Section 1. Appointments and Duties

The Employer recognizes the right of the Union to designate a Shop Steward and an alternate from the

Employer's Seniority List. The authority of the Shop Steward and the alternate, designated by the Union shall be limited to and shall not exceed the following duties and activities:

A. The investigation and presentation of grievances to the Employer or the Employer's representative, in accordance with the provisions of the Collective Bargaining Agreement.

B. The collection of dues when authorized by appropriate Union action.

C. The transmission of such messages and information which shall originate with and are authorized by the Local Union, or its Officers, providing such messages and information has been:

1. Reduced to writing.

2. If not reduced to writing, are of a routine nature and do not involve work stoppages, slow-downs, refusal to handle goods, or any other interference with the Employer's business.

Section 2. Steward Seniority

The Shop Steward shall head the seniority list in his/her designated classification and department only for layoff and recall purposes during the tenure of his/her office and the Employer agrees not to discriminate against the Steward because of his/her activities as such.

Section 3. Steward's Activities and Limitations

A. Order and Decisions Not To Be Made

The Shop Steward or alternate shall not give orders to employees nor countermand orders of the management. Further, they shall not be the sole judge in determining whether an operation or a piece of equipment is unsafe. However, the Business Agent shall have the right to investigate and determine, along with Management, disputes regarding unsafe equipment.

B. Investigation of Grievance by Steward

The Shop Steward shall be permitted, after proper notification to Management, to investigate, present, and process grievances on the property of the Employer. The Steward shall be paid his/her basic hourly rate for time allowed processing such grievances, or while engaged in contract negotiations only when such activities occur during the regularly scheduled work hours. Prior notification must be given to Management at the start and conclusion of such activities, however, the Steward shall be paid for his/her time if the grievance goes to arbitration. Time spent limited to breaks and lunches for investigations.

C. Limit on Steward's Activities

The Shop Steward and the alternate have no authority to take strike action or any other action interrupting the Employer's business, except as authorized by official action of the Union. The Employer recognizes these limitations upon the authority of the Shop Stewards and their alternates, and shall not hold the Union liable for unauthorized acts. The Employer, in so recognizing such limitations, shall have the authority to impose proper discipline, including discharge, in the event the Shop Steward takes unauthorized strike action, slow-downs, or work stoppages in violation of this Agreement.

ARTICLE 3 ABSENCE

A. The Employer agrees to grant the necessary time off, without discrimination or loss of seniority and without pay, to any employee designated by the Union, in writing to the Employer, to act as an elected Union Officer, Business Agent, Organizer, or to attend a Labor Convention.

B. An employee may be granted a leave of absence without pay, provided he uses all paid time off first, or benefits upon submittal of a written request setting forth good reason for said leave and providing the requirements of the Employer warrant granting of such leave. The original request shall not be for a period of more than thirty (30) days. Any extension or continuation of such leave must have the approval of the Employer and failure to obtain such permission is cause for dismissal.

C. During the period of absence, the employee shall not engage in gainful employment in any industry. Failure to comply with this provision shall result in complete loss of seniority rights for the employee involved.

D. Inability to work because of proven sickness or injury for twelve (12) weeks or less shall not result in loss of seniority rights. After twelve (12) months, employment is terminated for non work related sickness or injury, in accordance with FMLA.

ARTICLE 4 SENIORITY PRINCIPLE

Section 1. Seniority Definition

A. Seniority shall mean an employee's length of service with the Employer, from his/her original hire or seniority date providing that the employee has not lost his/her seniority for reasons defined in this Agreement. Any employee who has lost his/her seniority shall start his/her seniority with the date of his/her rehire.

B. A newly hired employee shall be on the probationary period for ninety (90) days from the date of hire. If, in the opinion of the Employer, the employee is found unsuitable for the job, he/she may be discharged at any time within the ninety (90) day probationary period. If the employee is retained for more than the probationary period, his/her seniority shall date back to the date of hiring.

Section 2. Seniority Rank and Posting

Once each year, during the month of January, the Employer shall compile, submit to the Union in writing, then post in a conspicuous place, a Seniority List, from the regular payroll records. Any employees hired after said posting shall have their names added to this list, in order of date of hire, and the Union shall be notified of such additions. Any controversy over the seniority standing of any employee on the Seniority List shall be submitted as a grievance.

Section 3. Loss of Seniority

Seniority shall be broken and the employee's name be removed from the seniority list for the following reasons;

A. Discharge for just cause.

B. Voluntary quit.

C. Lay off for two (2) years or length of service, whichever is less.

D. Unauthorized leave of absence or failure to return from authorized leave, in accordance with

FMLA.

Any employee who is absent because of illness or injury shall accumulate seniority for the purpose of determining his/her place on the seniority list unless such absence exceeds a period of twelve (12) weeks for non-work-related illness or injury.

Section 4. Lay off and Recall

A. Lay Off Sequence - Should it become necessary to lay employees off because of lack of work or budgetary constraints, the Employer shall resort to seniority and qualifications to perform the work. If all elements are equal, seniority shall prevail. When the Employer recalls the laid off employees, the Employer shall recall the employees based upon seniority and the reverse order of the manner they were laid off, which means that the last employee laid off shall be the first employee to be recalled. All part-time seasonal or temporary employees will be laid off first.

B. Notification of Recall -The Employer, when recalling laid off employees, shall send a certified letter to the employee's last known address, as indicated in the employee's record, and the employee shall have three (3) days to respond to such recall notice. After the employee has notified the Employer that he/she will return to work, the employee shall have two (2) weeks to adjust any other personal matters he/she may have. If the employee fails to report within the two (2) week period, he/she shall be terminated under the provisions of this Agreement.

Section 5. Military Service

Will Comply with U.S.S.E.R.R.A.

Section 6. Jury Duty

In the event any employee covered by this Agreement is required to service Jury Duty, the Employer agrees to supplement his/her Jury Duty pay with an amount sufficient to equal his/her regular forty (40) hour weekly earnings at the straight time rate for his/her job classification for all time spent on Jury Duty upon presentation of evidence of compensation received.

ARTICLE 5 MAINTENANCE OF STANDARDS

Section 1. Protection of Conditions

The Employer agrees that all conditions of employment relating to wages, hours of work, overtime differentials and general working conditions shall be maintained at not less than the highest standard in effect at the time of the signing of this Agreement and the conditions of employment shall be improved whenever specific provisions for improvement are made elsewhere in this Agreement. It is agreed that the provisions of this Section shall not apply to inadvertent or bona fide errors made by the Employer or the Union in applying the terms and conditions of this Agreement if such error is corrected within ninety

(90) days from the date the error was discovered.

Section 2. Extra Contract Agreements

The Employer or employee shall not enter into any Agreement or contract with his/her employees or his/her Employer individually or collectively which in any way conflicts with the terms and provisions of this Agreement. Any such Agreement shall be null and void.

Section 3. Leaving the Bargaining Unit

Any employee within the Agreement who elects to become part of management shall lose all seniority rights after ninety (90) days if the employee elects to stay in management. If the employee decides to return to the bargaining unit prior to the end of the ninety (90) days, he/she may do so without loss of seniority rights.

Section 4. Probationary Period

Employees shall not receive benefits until after their ninety (90) day probationary period has been completed.

ARTICLE 6 GRIEVANCES

Section 1. Grievance Machinery

All grievances and disputes arising under the terms of this Agreement shall be handled in the manner provided in this Section.

First Step

In the case of any such grievance or dispute, the Union Steward shall take the matter up with the

Employer or the Employer's representative within five (5) workdays after the grievance is known or should have been known and every effort shall be made to reach a mutually satisfactory solution. The

Union Steward shall beyresent at all times when an employee has a grievance with the Employer.

Second Step

If no solution can be reached, the grievance shall be reduced to writing and presented to the Employer's representative by the Union within five (5) days after the Employer's representative response to the

First Step. They will jointly endeavor to reach an amicable adjustment.

Third Step

If no solution can be found in Step 2, the parties agree to move to mediation through the F.M.C.S.

Fourth Step

If the Union's Business Agent and the Employer's representative disagree with the decision from the

F.M.C.S., either party can submit the grievance to arbitration under the rules of the American

Arbitration Association. The decision of the Arbitrator shall be final and binding on both the Employer and the Union. The fee for the Arbitrator shall be borne equally by the Employer and the Union.

Section 2. Inspection Privileges

A. Access to Premises -Authorized agents of the Union shall, upon request and notification, and presentation of credentials to the site Project Manager, have access to the Employer's premises at any time during working hours, for the purpose of adjusting disputes, investigating working conditions, collection of dues, and ascertaining that the Agreement is being adhered to. The

Employer or the Employer's representative shall have the right to accompany the Union's representative during these visits and shall not delay such investigations for business reasons unless an emergency exists.

B. Inspection of Payroll Records - Whenever a complaint is made concerning wages, vacations and/or holidays of an employee, an authorized representative of the Union will have the right to inspect the Employer's payroll and timecards of the employee during the Grievance Procedure.

ARTICLE 7 SEPARATION OF EMPLOYMENT

Upon discharge or quitting, the Employer shall pay all monies due to the employee on the payday following said discharge or quitting.

ARTICLE 8 COMPENSATION AND INSURANCE

Section 1. Compensation Claims

The Employer agrees to cooperate towards the prompt settlement of employee On-The-Job injury claims when such claims are due and owing.

Section 2. Insurance

The Employer shall provide employees with Worker's Compensation Insurance, Social Security, Temporary Disability Insurance an Unemployment Insurance as required by Federal and/or State Law.

ARTICLE 9 CONDITIONS OF WORK SAFETY

Section 1. Conditions

The Employer shall abide by all applicable State and Federal Rules and Regulations affecting welfare and sanitary conditions for employees and shall continue to make provisions for the safety and health of is employees during the hours of their employment.

Section 2. PPE

The Employer will provide the necessary protective devices to protect the employees from injury or sickness and the employees shall be required to use all such equipment and safety devices as directed by the Employer after being trained by the Employer on the use of same. Failure to use safety equipment or protective devices by employees may result in disciplinary actions against the employee.

Section 3. Boot Allowance

Employers shall reimburse employees up to and not exceeding $175.00 once a year (to coincide with employee's anniversary date) for required work boots. Reimbursement will be based upon the dollar value of boots purchased and supported by an original receipt. Reimbursement will be made only on work boots required to be worn while performing work on contract site.

ARTICLE 10 ACCIDENTS AND REPORTS

Section 1. Reporting Accidents

Any employee involved in an accident shall immediately report said accident and any physical injuries sustained to management. When required by the Employer, the employee, before going off duty and before starting his/her next shift shall make out an accident report in writing on Company time on forms furnished by the Employer and shall turn in all available names and address of witnesses to the accident, in accordance with Company policies.

Section 2. Injury on the Job

A. The company shall have a light duty or modified duty program at the company's discretion.

B. Any employee sustaining injuries which are compensable under the Worker's Compensation

Act, which prevent him/her from preforming all work available to him/her at the Employer's place of business, shall sustain no loss of pay for the balance of the day on which he/she was injured. Ability to perform work shall be determined by a doctor and/or hospital report.

ARTICLE 11 MEAL PERIOO

Section 1. Lunch Period

For maintenance personnel the lunch period shall be for a period of one half (1/2) hour. However, due to the potential for continuous operation, such lunch period may be assigned to any employee by the Employer between the fourth (4th ) and fifth (5th ) hours in any designated eight (8) hour shift.

Section 2. Other Meals

During the conduct of overtime and emergency operations, employees shall be authorized a meal break after two (2) hours of overtime. At the employee's discretion, they can choose to work through their 2"' lunch period and be paid for two (2) hours overtime.

ARTICLE 12 DISCHARGE/SUSPENSION/TERMINATION/RESIGNATION

Section 1. Cause for Dismissal or Suspension

A. No employee may be dismissed or suspended without just cause. The Union shall be notified as soon as practicable and in any event within one (1) business day thereafter.

B. Nothing shall prohibit the Union from investigating any dismissal or suspension and resorting to the grievance procedure provided in this Agreement.

C. In the event that it is decided, as provided in the Grievance Procedure set forth in this

Agreement that they suspension or discharge was without cause, the decision shall provide for reinstatement with or without pay.

D. Except where an emergency prevents it, grievances concerning dismissal or suspension shall be advanced over all other matters pending for grievance hearings and shall be promptly heard.

E. An Employee, who is absent from work for three (3) or more consecutive workdays without proper cause and/or without notifying his/her Supervisor unless satisfactory evidence of inability to report is shown, shall be considered as having resigned without notice.

F. It is understood and agreed by the Employer and the Union that the principle of progressive discipline will apply. The Employer may discipline or discharge employees for just cause. All forms if discipline, including warnings, shall be administered consistently with the severity of the offense committed and the employee's prior disciplinary history of the same offense. Should the employee feel such action improper, he/she may utilize the Grievance Procedure provided the employee has completed the probationary period.

Grounds for immediate dismissal may include but are not limited to the following:

1. Gross negligence to property

2. Gross negligent safety violations

3. Intoxication

4. Theft or dishonesty

5. Harassment or violence in the workplace

Section 2. Warning Notices

Warning notices shall not remain in effect for a period of more than six (6) months from the date of such warning notice.

ARTICLE 13 DISCRIMINATION

There shall be no discrimination by the Employer against his/her employees because of Union activities;

nor shall there be any discrimination against any employee because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran in the placement and retention of employment, or in the hours, wages or working conditions of the employees.

ARTICLE 14 ABSENCE FROM WORK

SECTION 1.

Sick leave will be credited to employees account right after their seniority date as an available balance of

56 hours to be used during the next twelve months, in accordance with Executive Order 13706.

Employees may use sick leave up to a maximum of 56 hours in a twelve- month period between seniority dates.

SECTION 2.

It is understood that sick leave, except in emergency situations, shall be scheduled consistent with the operational needs of the Employer. It is expected that reasonable notice will be given by employees prior to utilization of sick leave.

SECTION 3.

An employee returning to work after an illness or non-job incurred disability may be required to certify fitness for duty through a qualified medical provider.

SECTION 4.

Sick leave will be paid at the straight time hourly rate and may be used in increments of one-half (1/2) of an hour.

SECTION 5.

Any employee who resigns from the company will be entitled to sick day payout on a pro rata basis.

ARTICLE 15 HOLIDAYS

SECTION 1.

The following Holidays or days observed as such are recognized Holidays:

New Year's Day Labor Day Martin Luther King Jr's Birthday Columbus Day .

President's Day Veteran's Day Memorial Day Thanksgiving Day Juneteenth Christmas Day Independence Day

Holidays that fall on Sunday will be observed on the following Monday and Holidays that fall on Saturday will be observed on the preceding Friday.

SECTION 2.

The Employer may request the right to reschedule Holidays for individual employees or groups of employees to meet mission requirements. Such Holidays will be rescheduled to a date within 30 days of the original scheduled date that is mutually agreed by the employee and the Employer.

SECTION 3.

Temporary Hourly employees will receive pro-rated Holiday pay in-lieu-of time off with pay. Holiday pay for the Holidays listed in Section 1 above will be pro-rated based on the number of straight time hours the employee actually works during the workweek prior to the workweek in which the Holiday occurs divided by forty (40) hours.

SECTION 4.

Holiday pay is not applicable to employees on leave of absence, in inactive status, or on unapproved absence.

SECTION 5.

Employees required to work on designated Holidays shall receive one and one-half (1-1/2) times their normal hourly rate of pay for all hours actually worked in addition to the eight (8) hours Holiday pay.

There shall be no minimum number of hours guaranteed for Holiday work.

ARTICLE 16 STANDY BY DUTY/CALL IN PAY

Section 1. Stand By Duty

Employment as maintenance personnel includes the contingency of emergency duty during non scheduled working hours. In order that these contingencies are properly handled, all qualified employees are required to perform "Stand By" duty on a rotating basis as a condition of their employment. The conditions of Stand By duty are as follows:

While on Standby Duty, employees will carry a cell phone and respond to any overtime emergency maintenance requests, with no exceptions being made.

Employees on Standby Duty will receive two (2) hours straight time per day for the 30-day period they are on Standby Duty.

Employees are assigned Standby Duty by seniority. Any open Standby Duty months will go by seniority.

Once an employee is placed on the monthly Standby Duty, monthly rotation cannot be changed without the approval of all maintenance personnel on rotation.

If there are any changes during the monthly rotation due to sickness or prior commitments, employee must find their replacement and report the replacement to the Program Manager before the start of duty.

If employees are called in to work while on Standby, they shall receive a minimum of 2 hours' pay at time and one half (1-1/2) their basic rate of pay.

If a replacement employee is called in to work Standby for the regular Standby employee, the replacement employee shall receive two (2) hours straight time for the day(s) they are replacing and one and one-half (1-1/2) times their basic rate of pay if they are called in to work while on Standby.

Open months for Standby will be part of the revolving overtime opportunity. See Article 27, Section 3.

Section 2. Call In Pay

Employees called into work while on standby duty shall receive a minimum of two (2) hours pay at time and one and one half (1-1/2) their basic rate.

ARTICLE 17 VACATIONS

SECTION 1.

Length of service for vacation shall be determined by the employee's length of continuous service with the Employer, wherever employed, and with predecessor Employer/Contractors in the performance of similar work at the same federal facility.

SECTION 2.

Employees will receive vacation hours based on below table on first day after an employee's seniority date and track and maintain balance to reflect on paystub. Any unused vacation that exceeds the amount an employee desires to carryover up to 40 hours will be paid out to employees with the payroll cycle that covers their seniority date.

Maximum

Years of Maximum Annual Vacation Maximum Vacation Approx earnings per hour

Service Vacation Carryover Balance per year (Assume 2088 hrs/year)

1-6 80 40 120 0.0384

7-11 120 40 160 0.0575

12 or more 160 40 200 0.0767

SECTION 3.

Employees may choose to carry-over a maximum of 40 hours to be added to the deposited maximum amount due employees at their seniority date as shown in above table. Employees may also choose to have all vacation paid out on their seniority date if they do not want to carry over any unused vacation time. This must be communicated with Project Manager

SECTION 4.

All vacation is paid at the employee's current straight-time hourly rate in effect at the time the vacation is used. Vacation may be used in increments of one-half (1/2) hour.

SECTIONS.

Insofar as possible, vacation is to be scheduled in advance and taken at a time mutually agreed upon by the employee and the Employer, consistent with the operational needs of the Employer. It is not the intent of the Employer to unreasonably deny requests for use of earned vacation.

SECTION 6.

If employee requests, Employer shall pay all available unused vacation to the employee on or about their anniversary date.

ARTICLE 18 UNION DUES

Section 1. Union Dues

The Employer shall immediately upon employment notify the Shop Steward, or the Union if there is no

Shop Steward, in writing of any employee who under this Agreement is required to be a member of the

Union. Upon notice from the Union that an employee has been employed for more than thirty (30) days has failed to tender the periodic dues and initiation fees uniformly required as a condition of acquiring and retaining membership, the Employer agrees to discharge such employee.

Section 2. Check Off Of Dues

Upon receipt of proper written authorization of any employee, Company agrees to deduct from wages due such employee, his/her Union initiation fees and monthly Union dues as they are from time to time fixed by the Local Union in accordance with the Constitution and By-Laws of the Local Union, and certified to the Employer by the Secretary-Treasurer of the Union or other duly authorized representative designated by the Union as being so fixed and will forward the agreeable amount of such deductions promptly each month to the Secretary-Treasurer of the Union.

ARTICLE 19 WAGES AND HOURS

Section 1. Work Week

A. The Union agrees that the Employer shall be entitled to "a day's work for a day's pay".

B. For maintenance employees the regular work week shall consist of five (5) consecutive days of eight (8) consecutive hours each, exclusive of any meal period. Employer's workweek runs from

12:01 AM Sunday morning through 12:00 PM Saturday night.

C. The Employer shall have the right to require all qualified maintenance personnel to rotate standby work coverage for weekend and evening emergency work. The employee may cover his/her standby work with another employee after getting permission from the Employer.

D. The Employer shall have the right to change the scheduled work hours of any employee for the purpose of insuring adequate personnel are present to accomplish the work.

E. Management will provide a five (5) day notice to employee of all changes in the regular work week.

Section 2. Pay Period.

All regular employees covered under this Agreement shall be paid in full bi-weekly. All employees covered under this Agreement performing Davis Bacon work shall be paid in full weekly for such work at the rates and fringes as described in the contract incorporated Davis Bacon Wage Determination.

Section 3. Pay Day

All employees are paid every other Friday by direct deposit. A yearly Pay Period/Pay Date schedule is posted on the Employer's bulletin board notifying employees of pay dates. When a regular pay day occurs on a Holiday, the employees pay is available on the day immediately preceding the Holiday.

Section 4. Statement of Earnings

Each employee's check stub with show gross earnings, and an itemized statement of all deductions made for any purpose. Employee vacation and sick hours will be shown on paystubs. Balances shown will always be from the previous pay period. If at any time an employee(s) believe the balances are incorrect, management agrees to have discussions with employees to resolve the discrepancy or provide information that will relieve the employees' concerns.

Section 5. Overtime Opportunity

Overtime opportunities, exclusive of routine stand by coverage, shall be assigned via a rotation basis.

On commencement of contract, the above referenced overtime will be offered on a rotating basis starting with the most senior employee. Upon refusal, the overtime will be offered to the next senior employee. This process will continue until overtime is accepted or all employees have declined. If all employees have declined, the Employer may assign the work to most junior qualified employee who may not refuse such assignment. Refusal of assignments shall be grounds for discharge. Once an assignment has been accepted (or assigned) the next overtime opportunity will rotate to the next employee on the seniority list. Acceptance or denial of an overtime opportunity will constitute a "turn" in rotation.

ARTICLE 20 MANAGEMENT SECURITY

The Union recognizes that the employees covered under this Agreement must be kept abreast of new developments in the methods of operations and must operate efficiently and economically and therefore, except as limited by the express provisions of this Agreement, the Union recognizes the exclusive right of the Employer to supervise, manage, and conduct its business, operations and facilities, including the direction of the work force, the hiring, rehiring, transfer, promotion, layoff, suspension and discharge of employees, the establishment and suspension of working schedules, including the right to place the personnel on a continuous operation schedule; the establishment of selection and placement procedures; the establishment and revision of rules and regulations including safety rules, the determination of the work to be performed or subcontracted; the determination of the required jobs including the combination, elimination or creation of new jobs, and the determination of reasonable levels of productivity. It is further understood and agreed that all rights possessed by the Employer prior to the signing of this Agreement shall be retained by the Employer, except insofar as such rights have been expressly modified by the terms of this Agreement.

ARTICLE 21 SAVINGS AND SEPARABILITY CLAUSE

It is agreed that nothing contained in this Agreement shall require the Union or Employer to do anything which violates the law. The parties agree that all of the clauses of this Agreement shall be severable.

Any clause which may be prohibited by, invalid under, or in contravention of any operable Federal or

State Law, or under which the Employer or the Union is required to do any act which is in contravention of any Federal or State Law, shall be null and void, but in such event, the remaining clauses shall continue in full force and effect for the term of this Agreement, and renewal thereof. The parties agree, in good faith, to accept to replace any such null and void clause with a clause that confirms to the Law.

The parties further agree that if during the term of the Agreement or any renewal thereof, any such null and void clause shall become legal or permissible by legislative enactment, a subsequent decision of the courts or otherwise, such null and void clause shall again become part of this Agreement. Any disagreement shall be submitted to the Grievance Procedure.

ARTICLE 22 GENERAL

Section 1. Posting of Notices

The Employer agrees to the posting, within his/her business premises, of notices of Union meetings and other pertinent Union information.

Section 2. Wage Executions

No employee shall be discharged or otherwise disciplined or penalized as a result of any attachment, execution or assignment of his/her wages, whether voluntary or involuntary.

Section 3. Company Rules

The Employer may establish such rules as it deems necessary or desirable provided that such rules are not in conflict with the terms and provisions of this Agreement.

Section 4. Mutual Guarantees

When the Employer and the Union shall have agreed in writing upon interpretations of this Agreement or uniform rules and regulations for the conduct of employees, such interpretations or rules and regulations shall be regarded as part of this Agreement.

ARTICLE 23 NO STRIKE - NO LOCKOUT

The Union agrees that during the life of this Agreement there shall be no strike, stoppage or slowdown of work of any kind for any reason, and the Employer agrees that there will be no lockouts for any reason; unless all steps of the grievance and arbitration procedure shall have been exhausted and the other party shall have failed or refused to comply with the terms of an arbitration award.

ARTICLE 24 HEALTH AND WELFARE AND LIFE INSURANCE

Section 1.

Effective October 1, 2025, the Employer agrees to remit contributions to the Teamsters Health and Welfare Fund of Philadelphia and Vicinity (hereafter referred to as the "Fund") in the manner described in the Sections below.

Section 2.

Effective October 1, 2025 through September 30, 2028, the Employer shall contribute to the Fund for and on behalf of each regular full-time employee of the Employer covered by the terms of this

Agreement. The Employer will contribute $10.2775 (in addition to the employee paying $0.25 for a total of $10.5275) per hour paid up to forty (40) hours per week. In the event adverse claims experience would otherwise require a reduction in any benefit program during the term of this Agreement, the

Employer's contributions as set forth in this Section shall be increased in such amounts and at such times as the Trustees may determine to be necessary to maintain the benefit programs at the levels in effect as of the date of the contribution increase, but in any event, such increase may not exceed a maximum of ten (10) percent in the 2"' and 3'' year of the contract. Rates for subsequent years are shown below.

Health & Welfare 10/01/2026 10/01/2027 Fund

Employer Published Rate Published Rate Employee $0.25 $0.25

A. For newly hired employees the Employer will begin contributing to the Fund on the 31st day of employment at the above mentioned agreed to rate.

B. If an employee is granted a leave of absence, the employee shall pay to the Employer prior to the leave of absence being effective sufficient monies to pay the required employee contributions into the Health and Welfare Fund during the period of absence. Not to include approved Family Medical Leave.

Section 3.

The Employer contributions referred to above shall cover medical, dental, and vision, disability, prescription and death benefits. The nature and amount of such benefits shall be determined from time to time by the Trustees of the Fund.

Section 4.

Contributions shall be made as set forth in Section 2 above for each regular, full-time employee on the

Employer's payroll, who is covered by this Agreement. Additionally, if a regular full-time employee is absent because of illness oi off-the-job injury and notifies the Employer of such absence, the Employer shall make the required contributions from the first day for a maximum of three (3) months. If an employee is injured on-the-job, the Employer shall continue to make the required contributions until such employee returns to work. However during any period of such on-the-job injury, such contributions shall be paid while the employee is still in the employment of Employer.

Section 5.

The sums required by Section 2 above shall be remitted monthly to the Fund on or before the twenty fourth (24) day of the month following the month in which these monies were accrued.

Section 6.

The Union may suspend the operations of a delinquent Employer three (3) working days after receipt of verification by telegram registered or certified mail, that such Employer is delinquent in its contributory obligations to the Fund. Copies of the verification shall be sent to the Administrator of the Fund, the

Employer and the Local Union.

Section 7.

Failure on the part of the Employer to contribute as specified hereinabove, shall make the Employer liable for all claims, damages, attorney's fees, court costs, plus all arrears and payment, plus ten percent (10%) as liquidated damages.

Section 8.

The Employer shall complete and deliver to the Fund, on forms supplied by the Fund, an Employer's

Report stating the name and social security number for each regular full-time employee employed by

Employer during the calendar month.

Section 9.

The Trustees of the Fund shall have the right to require the Employer to make available to the Trustees or their duly accredited representatives, all timecards, payroll records, social security records, and withholding tax records for the employees covered by this Agreement.

Section 10.

By execution of this Agreement, the Employer agrees to enter into appropriate trust agreements necessary for the administration of the Fund and agrees to be bound by the terms of said trust agreements, thereby waiving all notice thereof and ratifying all actions already taken or to be taken by such Trustees within the scope of their authority.

Section 11.

If an employee is granted a leave of absence by the Employer, and if the employee wishes to continue

Health and Welfare coverage during the period of the approved leave of absence, the Employer shall collect from said employee, prior to the leave of absence being effective, sufficient monies to pay the required contributions into the Fund during the period of absence.

Section 12.

The Employer's contributions, as set forth above, shall be increased in such amounts and at such times as the Trustees may determine to maintain the benefit programs at the levels in effect as of the date of the contribution increases, but, in any event, such increase may not exceed ten percent (10%) per year.

If healthcare costs rise over five percent (5), the employees and the Employer will split the cost.

---· Section 13.

~ __ The total cost of coverage under this plan shall be shared by the Employer and the employees covered

~ with the Employer contributing the rate per hour referred to in Article 24, Section 2, and the employees contributing $0.25 an hour, 125C Tax Deferred.

Section 14.

A. It is understood that the Employer is responsible for remitting payment to the Health & Welfare

Fund under the terms of this Agreement. The employee's portion of the Health & Welfare Fund will be deducted by Employer by automatic payroll deductions and remitted to the Health &

Welfare Fund by the Employer on behalf of the employee.

B. No employee shall be pennitted to opt out of the Health and Welfare coverage.

I ARTICLE 25 TEAMSWERS LOCAL 676 AND EMPLOYERS ANNUITY FUND

Section 1.

The Employer will contribute to the Teamsters Local 676 and Employers Annuity Fund (hereinafter referred to as the "Fund") as provided below.

;,ft,- Section2.

,. Effective October 1, 2025, the Employer shall contribute into the Fund the sum of $2.90 per hour for each hour worked or paid for each regular employee of the Employer covered by this Agreement that has completed probation. Subsequent years covered by this Agreement and the rates agreed upon are

1 October 1 October 2026 2027

Annuity $3.05 $3.20

The sums required in Section 2 above shall be remitted to the Fund at Insurance and Retirement

Administrators, P. 0. Box 740, Valley Forge, PA 19481, or at any other location that may be determined by the Trustees of the Fund upon notification to the Employer.

Section 4.

The monthly payments shall be submitted to the Fund on an accelerated basis. Employer will forward the appropriate amount of such contribution on a bi-weekly basis coordinating with Employer's pay schedule.

Section 5.

Failure on the part of the Employer to timely pay the contributions specified hereinabove shall make

Employer liable for all claims, damages, attorney's fees, court costs, plus all arrears and payments plus

10% of the total as liquidated damages.

Section 6.

The Employer shall complete and deliver to the Fund an Employer's Report, stating the name, social security number and amount of contribution for each covered employee. The Fund shall prepare the appropriate forms for reporting contributions. Such reports shall be forwarded to the Fund with each and every contribution payment.

Section 7

The Trustees of the Fund or their designated representative shall have the authority to audit the time cards, payroll and wage records of the Employer for all individuals performing work within the scope of and/or covered by this Agreement for the purpose of determining the accuracy of the contributions made to the Fund and the adherence to the requirements of this Agreement regarding coverage and contributions. The Trustees or their designated representative shall give the employer at least a five working day advance notice of their request to audit the Employer's records.

Section 8.

By execution of this Agreement, the Employer authorizes the Trustees of the Fund to enter into appropriate trust agreements necessary for the administration of such funds. The Employer designates the Employer Trustees of the Fund to act on its behalf, thereby waiving all notice thereof and ratifying all actions already taken or to be taken by such Trustees within the scope of their authority.

Section 9.

Each year employees can elect to defer wages to the Annuity Fund by a majority vote.

ARTICLE 26 ALLOWANCE OF DEATH IN THE FAMILY

A. A permanent full-time employee, or a temporary full-time employee with six (6) months service, is eligible for an allowance for anyone (1) occasion (per family member) of death in the immediate family of up to three (3) consecutive working days, which must include day of funeral. The immediate family shall include: parents, spouse, children, brothers, sisters, parents-in-law, adopted sons or daughters and/or stepchildren, brother-in-law, sister-in-law, grandchild or grandparent, B. An employee shall immediately notify the Manager if he/she plans to be absent due to a death in the immediate family, supplying such information as the Employer may require. If the employee fails to do this and does not furnish a reason for the failure to do so, satisfactory to the Employer, the allowance cannot be granted.

ARTICLE 27 WAGES

Section 1. Classification and Rates

Job 1 October 1 October 1 October Title 2025 2026 2027

General Maintenance $31.64 $32.58 $33.55 Worker

NOTE: In the event the SCA annual increase is greater than the above rates, the labor category will be increased to equal the SCA wage.

All hours paid up to 40 hours per week.

Section 2. Probation Rate

The hourly rate for new employees during the ninety (90) day probationary period shall be the hire classification rate less One Dollar ($1.00).

Section 3. Overtime Compensation

A. All hours worked in excess of eight (8) hours in any one (1) day shall be paid for at the time and one half (1-1/2) rate.

B. Saturdays- Employees required to work on Saturday shall receive one and one-half (1-1/2) times the hourly rate of pay.

C. Sundays - Employees required to work on Sunday shall receive two (2) times the hourly rate of pay.

D. If an employee is called in to work by the standby employee, he/she shall be guaranteed two (2) hours of pay at the rate of time and a half (1-1/2) their basic rate. This does not apply to employees who are "stand-by".

Section 4. Holiday Pay

Please refer to Article 15.

Section 5. Temporary Hourly Employees

A. The parties recognize the need for temporary hourly employees in limited situations, consistent with operational requirements. The parties understand that this flexibility is not intended as a means to avoid the use of full-time employees in a situation where a full-time employee is operationally justified.

B. Temporary hourly employees will become "permanent' full time employees after 120 days of continuous employment

a. On the 31st day of employment the Temporary hourly employee must pay Union dues per the contract.

b. Temporary hourly employees are only entitled to wages and holiday pay. Temporary hourly employees are not entitled to any other benefits nor are they eligible for the grievance procedure.

C. Part-time/seasonal employees who become full-time "permanent" employees shall not be required to serve a new probationary period provided they have successfully completed their original probationary period.

ARTICLE 28 TOOLS

Section 1. Employer Tools

The Employer will make available to all employees on the seniority list, all air and electrical tools and accessories, and unusual tools and equipment that may be needed to perform their duties during working hours.

ARTICLE 29 TERM OF AGREEMENT

This Agreement shall be in full force and effect from the first day of October, 2025 and shall remain in effect until and including the thirtieth (30th ) day of September, 2028 and shall continue in force from year to year thereafter unless and until either of the parties hereto shall give to the other party sixty (60) days written notice prior to T.B.D., or sixty (60) days written notice prior to the end of any subsequent year of an intention to terminate at the end of the original term or of the then current year.

IN WITNESS WHEREOF, the parties hereto set their hands and seal this the 25th day of August 2025.

STA, Inc.

Rory Carter, President