Attachment 4 - CBA.pdf

Collective Bargaining

Agreement

International Association of

Machinists

And

Aerospace Workers, AFL-CIO

District Lodge 776, Local Lodge 2771

And

GEN4 Services, LLC

September 4, 2022 - September 4, 2027

Table of Contents

PREAMBLE

1.0 ARTICLE 1 -INTENTAND PURPOSE

2.0 ARTICLE 2 -RIGHTS OF MANAGEMENT

3.0 ARTICLE 3- RECOGNITION AND EXCLUSIVE REPRESENTATION

4.0 ARTICLE 4 -UNION SECURITY AND DUES CHECK OFF

5.0 ARTICLE 5 -STEWARDS/VISITATIONS

6.0 ARTICLE 6 -NO STRIKE AND NO LOCKOUT

7.0 ARTICLE 7- GOVERNMENT SECURITY/RESPONSIBILITY

8.0 ARTICLE 8- SENIORITY

9.0 ARTICLE 9 -MANAGEMENT/SUPERVISORS

10.0 ARTICLE 10 -HOURS OF WORK

11.0 ARTICLE 11 -OVERTIME

12.0 ARTICLE 12 -WAGE RULES

13.0 ARTICLE 13- SHIFT PREMIUM/REPORT IN/CALL-IN PAY

14.0 ARTICLE 14- HOLIDAYS

15.0 ARTICLE 15 -VACATION

16.0 ARTICLE 16 -LEAVES OF ABSENCE/CIVIC LEAVES

17.0 ARTICLE 17 -PERSONAL LEAVE

18.0 ARTICLE 18 -PROMOTIONS/TRANSFERS

19.0 ARTICLE 19-REDUCTION AND RESTORATION OF FORCES

20.0 ARTICLE 20 -DISCHARGE AND DISCIPLINE/ABSENCE FROM WORK

21.0 ARTICLE 21 -GRIEVANCES

22.0 ARTICLE 22- ARBITRATION

23.0 ARTICLE 23 -GROUP INSURANCE

24.0 ARTICLE 24 -BULLETIN BOARDS

25.0 ARTICLE 25 -PENSION PLAN

26.0 ARTICLE 26 -GENERAL PROVISIONS

27.0 ARTICLE 27 -STANDARDS OF PERSONAL APPEARANCE

28.0 ARTICLE 28 -SUBSTANCE ABUSE

29.0 ARTICLE 29- DURATION

APPENDIX A - WAGES

APPENDIX B - GROUP INSURANCE

APPENDIX C - PENSION PLAN

APPENDIX D - JOB DESCRIPTIONS

APPENDIX E - DRUG-FREE WORKPLACE

APPENDIX F - FRINGE BENEFIT RATE

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PREAMBLE

This Agreement is made and entered into this 31st day ofAugust 2022 by and between GEN4 Services, LLC (hereinafter also referred to as the "Company") and Aeronautical Industrial District Lodge 776, Local Lodge 2771, International Association of Machinists and Aerospace Workers, AFL-CIO, (hereinafter referred to as the "Union"), collectively referred to as the "Parties."

1.0 ARTICLE 1- INTENT AND PURPOSE

1.1 It is the intent and purpose of the Company and the Union to ensure industrial peace and to set forth herein the entire agreement with respect to wages, hours, and working conditions as relates to the government contract covered by this Agreement.

1.2 Further, it is the mutual intent of the Parties to promote to the fullest the efficiency of the operation and production of the employees that operations must be uninterrupted and duties faithfully performed in order for the Company and its employees to fulfill their mutual and vital responsibilities to both the public and to the government and that the business of the Company must be operated with economy and efficiency with due regard to competitive conditions.

1.3 It is recognized by the Agreement to be the duty of the Company, the Union, and the employees to cooperate fully, both individually and collectively, for the advancement of said conditions and to provide a fair and prompt grievance procedure for the peaceful settlement of employee grievances and to provide that there shall be no interruption and impeding of operations during the term of this Agreement.

1.4 The Union recognizes that the Company is a contractor to the federal government and that the Company is required at all times to fully meet its obligations as a contractor. Nothing in this Agreement is intended nor will any provision of this Agreement prevent the Company from fully meeting its obligations and responsibilities as a contractor. The Union recognizes that from time to time, the government may impose various legal and br lawful demands or obligations upon the Company and that the Company and its employees must meet such demands or obligations or comply with such rules and regulations as may be promulgated or imposed by the government.

2.0 ARTICLE 2- RIGHTS OF MANAGEMENT

2.1 The Company has and will retain the sole and exclusive right, except as expressly and specifically modified by one or more specific provisions of this Agreement, to manage the business and direct the workforce, including, but not limited to, the right to plan, direct, and control all business and work operations, discipline, suspend or discharge for just cause, to hire, promote, demote, classify, reclassify, reassign, transfer and layoff. Any of the rights, powers, and authority not specifically abridged by the Agreement are retained by the Company.

3.0 ARTICLE 3- RECOGNITION AND EXCLUSIVE REPRESENTATION

3.1 The Company recognizes the Union certified by the National Labor Relations Board (CasesNo.

16-RC-9061, 16-RC-9559, and 16-RC-9303) as the exclusive representative of all employees stipulated in the Board's Certification of Representation except for classifications to be employed by the Company's subcontractors. Appendix A shall be modified accordingly.

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3.2 All Company employees subject to this Agreement include the Lead Survival Specialist, Senior Survival specialists, and Survival specialists employed in the Company's Sheppard Air Force Base operation in Wichita Falls, Texas, excluding all professional and managerial employees and all clerical positions as determined by the Act.

4.0 ARTICLE 4- UNION SECURITY AND DUES CHECK OFF

4.1 During the existence of the Agreement, the Company, insofar as permitted by state and federal law, shall deduct out of the current net earnings payable to an employee covered by this Agreement, Union dues, initiation fees, and reinstatement fees upon receipt of and in accordance with a deduction authorization, duly executed by the employee, on a card as agreed between the Company and the Union and shall continue deductions until such authorization is duly revoked by the employee.

4.2 In making deductions and remittances for reinstatement fees, initiation fees, and dues to the Union, the Company is entitled to rely upon the notification of the Secretary-Treasurer of District Lodge 776 of the amount ofmoney due to the Union by an employee. The Union agrees to and does hereby hold and save the Company harmless from any and all liability, responsibility, or damage for the deduction, payment authorization, or notification as provided for in this Article, specifically including, but not limited to, the Company's agreement to deduct Union dues, initiation fees and reinstatement fees from the employee's paycheck and the Union assumes full responsibility for the disposition of the funds so deducted when turned over to the Secretary-Treasurer of the Union.

4.3 Deduction from money due the employee pursuant to this Article shall be made from the net earnings due the employee payable each pay period, provided the Company has received such authorization and notice from the Secretary-Treasurer of District Lodge 776 by the twenty-fifth (25th) day of the preceding month in which such deductions are made. There shall be only one (1) remittance per month by the Company.

4.4 In the event an employee does not have sufficient earnings on the first regular payday in the month to cover the amount of said deductions for that month, the Company shall make such deductions from the earnings due the employee on the first regular payday of the next succeeding month.

Except as provided above deductions for dues shall be for the current month only.

4.5 Deductions shall be remitted to the Secretary-Treasurer of District Lodge 776 not later than ten

(10) days following the payday on which the deductions were made. The Company shall furnish to the Secretary-Treasurer of District Lodge 776 at the same time, a list showing those members for whom deductions have been made and the amount thereof along with a list showing those members for whom deductions were not made during the same pay period.

4.6 Should an employee be promoted or transferred to a classification not covered by this Agreement, the Company shall cease deducting dues from such employee. When ceasing to deduct dues for reasons cited in this Section, the Company shall submit the names of such employees and the reasons for no deductions to the Secretary-Treasurer of District Lodge 776.

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4.7 There shall be no solicitation of employees for Union membership or dues conducted upon the premises of the Company during times when either the employees being solicited or the employees performing such solicitation are being paid by the Company to perform work.

4.8 For the purpose of implementing the payroll deductions described in the Article the following individual authorization form will be used.

INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS

MEMBERSHIP APPLICATION AND/OR DUES OR FEE CHECKOFF AUTHORIZATION

Name ______

(Mailing) Address

City State/Province

Employee ID or SS No. (optional) _______________ Email

Employer

Class of work yearsoxperlence______ ShIft 1020 30

MembershIp Application. CHECK HERE: 0 To the Officers and Members of Lodge No. (the "Lodge or 'Unlon, I hereby tender my application for mem-bership In the International Association of Machinists and Aerospace Workers (lAM). I understand that while I may be required to tender monthly fees to the Union I am not required to apply for membership or be a member as a condition of employment and that this application for membership is voluntary. As a member, I agree to obey the Constitution of the lAM and the bylaws of my Lodge end to support the principles of trade unionism, and I authorize the AM and/or its desIgnated affiliate to act as my representative for collective bargaining.

It former member of lAM; Card no. _ - Lodge no.________ Location ____________________ Last dues paid

Dues or Foes Check Off Authorization. CHECK HERE: 0 I knowingly and voluntarily consent to and authorize my Employer to deduct from my wages and forward to the Union: (1) monthly membership dues or an equIvalent service fee; and (2) any required initiation or reinstatement fee as Set forth in the collective bargaining agreement between the Employer and the Union and the bylaws of the Lodge. I give this consent regardless of whether I am required to pay dues or fees as a condition of my employment under the law. This authorization shall be irrevocable for one (1) year or until the termination of the collective bargaining agreement between my Employer and the Union, whichever occurs sooner. I agree that this authorization shall be automatically renewed for successive one (1) year periods or until the termination of the collective bargaining agreement, whichever Is the lesser, unless I revoke it by gMng written notice to my Employer and Union

(a) not more than twenty (20) and not less than fIve (5) days prior to the expiration of the appropriate yearly period or (b)after the contract wlration. I expressly agree that this authcrization is independent of. and not a quid pro quo, for union membership, but recognizes the value of the services provided to me by the Union.

It shall continue in luil force and effect even If I resign my Union membership, except if properly revoked in the manner prescribed above.

Important Notice. I have examined and acknowledge receipt of the attached Notlce to Employees Subject to Union Security Clauses' (on back of pick sheet). I also understand that lAM members have certain rights and privileges as set forth In the 1AM Constitution and in various Federal laws, like the Labor Management Reporting and Disclosure Act (LMRDA). Copies of the lAM Constitution and the LMRDA may be obtained by contacting the lAM Genera' SecretaryTreasurer, 9000 Machinists Place, Upper Marlboro, MD 20772. Union membership dues and agency fees ate not deductible as charitable contributions for Federal Income tax purposes. Dues and agency fees, however, may be deductible in limbed circumstances subject to various restrictions imposed by the Internal Revenue Code.

(Your signature) (Date)

4.9 The Company agrees during the term of the CBA to deduct from the employee's wage and turn over to the Treasurer of the Machinist's Non-Partisan Political League (IVfNPL) contributions by any employee who desires to make such contributions to said MNPL and who individually and voluntarily authorizes the Company in writing on an authorization form mutually agreed to between the Company and the Union to make such deductions. All funds so deducted shall be forwarded monthly to the Treasurer ofthe MNPL, Fort Worth, Texas, as soon as reasonably possible after the end of each month in which deductions are made accompanied by a record stating the name of the employee, social security number and amount contributed and so deducted.

4.10 Such deductions shall be made in accordance with instructions on said authorization cards which have been delivered by the Union to the accounting section of the Company.

4.11 Authorization(s) must be received by the Company no later than fourteen (14) days prior to the end of the pay period in order for such voluntary contributions to be deducted from such pay period.

Zip/Postal code_________

0 check here If you decline to receive emails from lAM

Hourly wage __________ Phone _______________ Mire Date _______________

Date Card no.

Gender ________________ Date of birth ___________________

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Contributions to be deducted as a result of authorizations not received fourteen (14) calendar days prior to the end of the pay period will be started effective the following pay period.

4.12 Such deductions shall be made from the employee's paycheck jAW the Company's standard payroll periods. If an employee does not have sufficient earnings in any payroll period to cover such contributions for the payroll period, the Company shall have no further responsibility for collection of contributions for that payroll period.

5.0 ARTICLE 5- STEWARDS/VISITATIONS

5.1 The Company agrees to recognize the Shop Steward duly authorized by the Union to represent those employees covered by the terms of this Agreement. It is agreed this objective can be achieved with one (1) Shop Steward. Steward unless modified by mutual agreement.

5.2 For the purposes outlined above, the Union agrees to supply the Company in writing and shall maintain with the Company on a current basis a complete list of all Union Stewards and the Shop Steward. The Company will provide this information to each Supervisor having authority over employees covered by this Agreement.

5.3 Subject to other provisions of this Article, reasonable and necessary time during work hours shall be authorized without loss of pay or benefits to permit the Shop Steward to cany out their responsibilities to the employees in the unit. Furthermore, the Union will ensure that the Shop Steward engage only in those activities which are authorized by this Agreement or appropriate regulations and will not unreasonably interfere with the assigned duties of employees. The Shop Steward will be allowed to meet new bargaining unit employees on their first day of employment.

5.4 Recognizing the mutual benefit of resolving problems at the lowest level, the employees who have a complaint or grievance may discuss the matter with the Shop Steward. The necessary time away from the Steward's official work assignment shall be scheduled as far in advance as practical to minimize interruption of work flow. When the Steward finds it necessary to discuss a problem or labor/management disagreement with a unit employee and/or management official, the Shop Steward shall request permission to leave their work area. In each instance, the Supervisor's permission will be granted promptly unless compelling work commitments dictate otherwise. If permission is denied, the Supervisor will promptly establish an alternate time at which the Shop Steward can contact the employee(s).

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

(a) To consult with an employee regarding a question concerning this Agreement, complaint or grievance for which the employee desires a Steward to be present.

(b) To investigate a complaint or grievance before presentation to the appropriate Supervisor.

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

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(d) To meet with an appropriate Supervisor or other designated representative of the Company when necessary to adjust grievances in accordance with the grievance procedure of this Agreement.

5.6 Subject to existing security regulations, authorized representatives of the Union shall have access to the Company's work areas during working hours for the purpose of investigating grievances or complaints that have arisen or attending meetings in accordance with the grievance procedures.

Before doing so, he/she shall report to the Human Resources or other authorized Company representative, who shall permit said Union representative to enter the Company's premises provided that such right shall be exercised reasonably and will not interfere with the normal conduct of the Company's operations.

5.7 The Shop Steward shall be an employee of the Company selected from among those employees they represent.

5.8 No Steward will be transferred out of his/her assigned work area or to a different shift so long as there is work available therein which he/she is qualified to perform except by agreement of the Company and the Union.

5.9 Stewards and members of the Negotiating Committee with one (1) year of service with the contract shall have top seniority among the group which they represent as long as they remain officially in such capacity for the Union and work is available in their group which they are capable of performing.

5.10 There shall be no solicitation of complaints or grievances where there is no known complaint or grievance by the Union.

5.11 It is agreed that the Company shall not be required to pay employees for any time that they are taken away from their work except as provided in the Agreement.

6.0 ARTICLE 6- NO STRIKE AND NO LOCKOUT

6.1 It is expressly understood and agreed that the business of the Company is directly related to the important and vital work of the United States Government and 80th Training Wing that efficient and uninterrupted service must be furnished to those agencies that have need of and make use of the capabilities ofthe Company. Therefore, the parties agree that during the term of this Agreement:

a) The procedure provided for herein for the settlement of grievances shall serve as a means for peaceful settlement of all disputes that may arise between the Parties.

b) During the life of this Agreement, no work stoppages, strikes (including sympathy strike), or slowdown shall be caused or sanctioned by the Union and no lockout shall be made by the Company.

c) No rules, customs, or practices shall be permitted which limit production or increase the time required to do any work. There shall be no limitations or restrictions of the use of machinery, tools or other labor-saving devices.

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d) Any employee(s) individually or collectively, who shall cause or take part in any violation of this Article or any activities prohibited by this Article shall be immediately discharged or subject to other disciplinary action as the Company may unilaterally consider appropriate.

Any such disciplinary action shall be subject to the grievance and arbitration procedures defined herein. Should the Company prove the individual(s) did participate in such action in violation of this provision, the disciplinary action shall not be altered.

e) In the event of a violation of this Article, the Union (its officers, agents, and members) collectively agree that it will use its best efforts to end such prohibited conduct utilizing every possible means to include but not be limited to:

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

(2) Notifying all employees by mail that such prohibited conduct is unauthorized and in violation of the Agreement.

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

f) Violation of this Article and any liability resulting therefrom shall not be excused or forgiven because the Union is engaged in any form of lawful or unlawful strike or other coercive activity against any other contractor. Nor because the employees covered by this Agreement engaged in any form of conduct prohibited by this Article in support of or in sympathy with the employees of any other employer who may be engaged in a strike or other form of coercive activity at these locations.

6.2 The Shop Steward has no authority to take strike action or any other action interrupting the Company's business. The Company in so recognizing such limitation shall have the authority to impose proper discipline, including discharge, in the event a Steward has taken unauthorized strike action, slow down, work stoppage, or any other actions in violation of this Agreement. Any such disciplinary action shall be subject to the grievance and arbitration procedures defined herein.

Should the Company prove the individual did participate in such action in violation of this Article, the disciplinary action shall not be altered.

7.0 ARTICLE 7- GOVERNMENT SECURITY/RESPONSIBILITY

7.1 The Union recognizes that the Company has certain obligations in its contract with the government pertaining to security and that security is vital to the Company and the Union in carrying on their part in the defense effort. Therefore, in the event that the Department of Defense, through its duly authorized representatives concerned with security, advise or have advised the Company that any employee in the bargaining unit covered by this Agreement is denied work on or access to classified information or material, it is mutually agreed between the Company and Union that such employee shall be subject to any action as to his/her employment including, but not limited to termination, which the Company considers necessary for security reasons.

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7.2 It is further understood that where a security clearance (to include National Agency Check) is required in order to perform work in any area covered by this bargaining unit that issuance and retention of such security clearance shall be a condition of continued employment in that area. Such employee(s) shall be subject to investigation for security clearance under regulations prescribed by the Department of Defense or any other authorized and appropriate agency of the United States government and shall cooperate fully with representatives of said agencies during the conduct of investigations. Failure to comply with the requirements for a clearance or denial or withdrawal of such clearance by such government agency may be just cause for discharge dependent upon the reason for such denial or withdrawal. A non-trial period employee whose clearance is denied or withdrawn and who is not discharged based on such denial or withdrawal, will be laid-off.

7.3 The Company, all representatives of the Union having access to the premises, and all employees are required to comply with applicable government security regulations. The Company and the Union agree that classified information will be revealed only to persons properly cleared and having need for access to such information as defined by applicable regulations.

7.4 It is recognized that all employees are working on a government installation and are subject to all regulations and rules of the installation. If any bargaining unit employee covered by this Agreement is denied entry or permission to work on this installation, such employee shall be laid off (out of seniority) until such time as entry is permitted. If entry or permission to work is denied by the Installation Commander for a period exceeding one hundred eighty ninety (180) days, such employee may be subject to discharge, subject to extension by mutual agreement.

8.0 ARTICLE 8-- SENIORITY

8.1 New employees and those hired after a break in continuous service, regardless of classification, shall be considered trial period employees until they have completed ninety (90) days worked from the date ofhire. The Company may transfer, lay-off, or discharge such trial period employees, and such action shall not be reviewable through the grievance procedure.

8.2 Seniority among employees who were employed on the date of ratification of this Agreement will be determined as follows:

(a) Employees who are employed by the Company will have their seniority based upon their length of service on the contract. For the purpose ofthis Article, the term "on the contract" shall include continuous service with predecessor contractors providing survival equipment services.

(b) Employees who may be transferred into or hired, or rehired on the contract subsequent to the application of Article VIII, Section 2 (a) above will have their seniority based upon their date of hire with the Company or their date of transfer to the contract whichever is greater. It is understood and agreed that employees with a break in service for a period of thirty-six (36) months or less will retain credit for previous service for the purpose of benefit leave accrual. Employees with a break in service greater than thirty-six (36) months shall be treated as a new hire for the purpose of benefit leave accrual.

8.3 Seniority of employees will be broken under the following conditions, and their employment with the Company will be terminated:

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a) Discharge for just cause.

b) Resignation.

c) Failure to respond to recall notification within the time frame established within Article 19, Section 3 of this Agreement.

d) Failure to be recalled from layoff within thirty-six (36) months after such layoff

e) Failure to return to the active payroll for a continuous period of twenty-four (24) months due to an occupational or non-occupational physical or mental impairment.

f) Failure to report for work upon expiration of an approved leave of absence.

g) Accepting other employment while on approved leave of absence without prior permission of the Company.

h) Unexcused absence from work for a period of three (3) consecutive workdays as provided in this Agreement.

8.4 When two (2) or more employees have the same seniority date as herein provided, the employee having the lowest last four (4) numbers ofhis/her social security number shall be considered having the most seniority for tie-breaking purposes.

8.5 Employees covered hereby who are transferred or promoted to positions within the Company but not within job classifications covered hereby shall retain but not accrue seniority hereunder for a collective period of thirty-six (36) months and shall not be construed as working under the terms of this Agreement while occupying such positions.

9.0 ARTICLE 9- MANAGEMENT/SUPERVISORS

9.1 Work performed by management or supervision will be restricted to those requirements beyond the capabilities of bargaining unit employees or as provided in Section 2 below.

9.2 Management/Supervisory personnel may perform the work of employees covered by the Agreement under the following conditions:

(a) For the purpose of instructing and training employees.

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

(c) In order to prevent injury to personnel or damage to property.

(d) When necessitated by security requirements.

(e) When required for safety.

(f) In circumstances which bargaining unit employees lack the technical ability to perform the work required or when work being performed is not used to avoid paying overtime or to displace a bargaining unit employee.

(g) When the work being performed is incidental to job duties of a position which is not covered by this Agreement and is not used to avoid paying overtime or to displace a bargaining unit employee.

(h) When required to maintain their personal qualifications and proficiency and when work being performed is not used to avoid paying overtime or to displace a bargaining unit employee.

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10.0 ARTICLE 10- HOURS OF WORK

10.1 No provision of this Agreement shall be construed as a guarantee of any specific number of hours of work either per day or per week. The normal practice will be to establish work schedules on a weekly basis and follow these schedules as much as operational requirements will allow. The Company may employ part-time employees and, barring significant changes in customer operations, limit the number to no more than twenty-five percent (25%) of the bargaining unit. The use of part-time employees will not result in the replaceme4it of full-time employees.

10.2 Eight (8) consecutive hours, exclusive of an uninterrupted lunch period of thirty (30) minutes, shall constitute a standard work shift. The Company reserves the right to alter this section in emergency situations and when the customer requirements necessitate alteration.

10.3 The Company may establish workweek schedules consisting of five (5) eight (8) hour workdays and two (2) consecutive days off within the workweek. The normal pay week shall consist of seven

(7) consecutive days (Monday through Sunday). The normal workweek shall consist of seven (7) consecutive days with two (2) consecutive days off.

10.4 The Company will permit the employee to take a fifteen (15) minute rest period during each half of the work shift without loss of pay. Employees required to work beyond the end of their shift shall be entitled to a rest period at the beginning of the extra hours. Employees must work up to the start of the rest period and be at their place of work at the end of the rest period.

10.5 Employees tardy due to unforeseeable delays such as traffic accidents, gate closures/delays, weather, etc., will not be counted as tardy and will be given the opportunity to make up any lost time without utilizing their personal time or vacation. The missed work time must be made up that day or during the calendar week incurred, or the Employee has the option to use his/her accrued leave. If the Company suspects this policy is being abused, the Company reserves the right to terminate this tardy policy upon written notice to the Shop Steward and return to a strict tardy policy.

10.6 If an employee is specifically notified and scheduled to start work four (4) hours or less before the starting time of his regularly scheduled shift, he/she shall be given the opportunity to remain at work until the end of this regular shift. If the employee does not remain at work until the end of his regular scheduled shift, he will only be paid for a total of eight (8) hours to include all time worked and available leave. In order to get paid overtime, the employee must work to the end of his regular scheduled shift to be entitled to overtime pay.

10.7 The Company will not change an employee's shift more than two (2) hours in any week.

10.8 Employees will not be denied work because of a Command or Wing designated Goal, Family or UTE, or other Company declared liberal leave day. Those that wish to work will be permitted to do so. Employees that do not wish to work have the option of using available vacation, sick leave, or personal leave, or they may take unpaid leave, subject to operational requirements being met through the use of qualified volunteers. In the absence of qualified volunteers necessary to meet operational requirements, the least senior employees will be required to work.

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10.9 In the event of a base closure or delayed reporting issued by Sheppard AFB, employees will not report for work as per SAFB reporting guidelines. If the Company is prevented from working as a result of base closure, the Company will reimburse employees for time missed if the Company is reimbursed by the Government. Affected employees are employees that are scheduled to work within the time period.

11.0 ARTICLE 11 - OVERTIME

11.1 The provisions of this Article are intended oniy to provide the basis for calculation and payment of overtime and shall not be construed as a guarantee of any specific overtime hours per day or per week. Overtime must be authorized in writing to include email, text message, or any other forms of transmission by the Company, otherwise not paid.

11.2 The Company reserves the right to require employees covered hereby to perform overtime work in order to meet government contract requirements. Employees offered overtime will be documented, and the opportunity in and of itself will satisfy requirements for equalization of overtime in Section 6.

11.3 Overtime rates and payments:

(a) Overtime shall be paid for hours worked in excess of forty (40) in the workweek at one and one-half (1 '/2) times the effective hourly rate.

(b) Work performed on the sixth (6th) and seventh (7th) day of the workday within the workweek will be paid at one and one-half (1 '/2) times the employee's effective hourly rate.

(c) Work performed on the seventh consecutive (7th) workday within the workweek will be paid at two (2) times the employee's effective hourly rate.

11.4 When it becomes necessary for employees covered by this Agreement to work overtime, they shall not be laid off during regular working hours to equalize the time. Employees required to work additional hours (either prior to or at the end of their regularly scheduled shift) will not be denied the opportunity to fulfill their regular shift that day to prevent the payment of overtime. However, in order to get overtime pay, the employee must remain at work through the end of his regularly scheduled shift in order to receive OT pay. This Section does not guarantee the payment ofovertime on a given workday outside of the normal eight (8) hour workday.

11.5 The Company will equalize overtime by classification among employees assigned to the same sections and shifts to the extent possible within the confines of contractual requirements.

Substantiated inequities in overtime assignments shall be rectified solely through the future offering of available overtime hours which the affected employee is qualified to perform. Leadmen will maintain an overtime use roster for determining overtime eligibility. The Shop Steward will have access to the overtime use roster. The Company will accept responsibility for the accuracy of the overtime equalization list as provided to the Leadmen.

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Overtime opportunities, whether worked or declined based on seniority, will be documented as OT worked for the purposes of OT equalization. When insufficient volunteers are available to meet operational needs, the least senior employees will be required to work the OT.

11.6 The Company will notify employees of overtime cancellations as soon as possible. Except in cases involving unforeseen circumstances, the Company agrees to provide notification of weekend overtime by noon Friday. This cancellation of OT includes the cancellation of planned OT, which is canceled due to severe weather conditions.

11.7 There shall be no pyramiding of overtime premium payments.

11.8 The Company will provide a minimum of two (2) hours notification for overtime to work known requirements. In the event two (2) hours notification cannot be given to work a next day flier, overtime will be given on a voluntary basis. Ifunable to find a volunteer for overtime, then overtime will be directed utilizing the overtime equalization roster.

12.0 ARTICLE 12 - WAGE RULES

12.1 The Company shall pay the scale of wages included in Appendix A made a part hereof. The classifications contained in Appendix A correspond to the job descriptions contained in Appendix D, which are also made a part hereof

12.2 For the purpose of this Agreement, "effective hourly rate" is defined as the hourly rate resultant from dividing the employee's total basic remuneration for employment in the workweek by the employee's total number of hours worked plus the total number of hours paid but not worked in the workweek. "Basic remuneration" is comprised of the employee's basic hourly rate and any applicable hourly shift premium.

12.3 Employees who are temporarily promoted or assigned to another classification will receive the rate of the assigned position.

12.4 Employees covered hereby shall be paid on alternate Fridays for the two (2) workweeks ending the preceding Sunday.

12.5 Employees promoted to a higher classification shall receive the pay rate of that position.

12.6 When the Survival Equipment Lead is absent for more than forty (40) hours and one of the Survival Equipment, Senior's is performing Lead duties, that Senior will be compensated at the Lead wage for those hours serving in the Lead's capacity. Important to note that a Survival Equipment, Specialist is not qualified to perform Survival Equipment, Lead, or Senior duties.

13.0 ARTICLE 13 - SHIFT PREMIUM/REPORT IN/CALL-IN PAY

13.1 Assignments to shifts will be made whenever necessary.

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13.2 An employee who is scheduled and reports for work at the scheduled time without having been notified not to report shall be given four (4) hours work of any type which is available or, if no such work is available, he/she shall be given four (4) hours pay at his/her applicable rate. If an employee chooses to leave at the completion of the assigned work, if less than four (4) hours, he/she will be paid for actual time worked.

When severe weather conditions, base closure, or other conditions beyond the control of the Company occur which result in shift changes or work cancellations, employees will be responsible for following the SAFB weather condition index as announced on TV, radio, and on the SAFB website.

In other instances, the Company will make a good faith effort to notify employees of unscheduled shift changes or work cancellations by telephone call to the last phone number provided by the employee. Notice will be given by salaried personnel, leads, or clerks under salaried supervision.

Messages left on telephone recording machines or with another person at the telephone number provided will constitute notification.

13.3 An employee who is called and reports back to work after he/she has completed his/her regularly assigned shift and clocked out for the day shall receive a minimum of four (4) hours pay at his/her applicable rate. The Company will not impose a temporary shift in order to deprive an employee of call-back pay or overtime.

14.0 ARTICLE 14 - HOLIDAYS

14.1 The following days are designated as holidays:

New Year's Day

Presidents Day

Martin Luther King Jr.'s Birthday

Memorial Day

Juneteenth Day

Independence Day

Labor Day

Columbus Day

Veterans Day

Thanksgiving Day

Day after Thanksgiving Day

Christmas Day

14.2 An employee who is on the active payroll on the holiday and has worked either his/her last scheduled shift preceding the holiday or his/her first scheduled shift succeeding the holiday and is not on leave of absence shall be eligible for pay for such unworked holiday.

14.3 For purposes of determining eligibility for holiday pay, paid time off, excluding paid time off under the Company's group insurance plan, shall be considered as time worked.

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14.4 The Company reserves the right to require employees to work on a holiday. When employees are required to work on a holiday, they shall be paid in addition to the holiday pay at one and one-half (1 /2) times their base rate of pay for the hours worked on the holiday.

14.5 Should one of the holidays authorized above fall on a regularly scheduled day off, employees will be authorized an alternate day off with pay at their base rate to be taken at a time mutually convenient to the employee and Company within thirty (30) days following the holiday.

14.6 Should any holiday authorized above occur on a Saturday, the preceding Friday will be considered the holiday. Should any holiday authorized above occur on a Sunday, the Monday following will be considered the holiday.

14.7 Part-time employees are eligible for holiday pay on a pro-rata basis determined by the number of non-overtime hours worked per week over the previous eight (8) weeks as a percent of three hundred and twenty (320) hours.

14.8 Holiday pay shall not be considered as time worked for the purpose of computing overtime pay.

15.0 ARTICLE 15- VACATION

15.1 Each full-time regular employee covered by this Agreement is entitled to vacation with pay based on the seniority date established in Article 8, Section 2 (a) or (b).

15.2 Vacation credits and accruals:

Vacation credits shall vest as they accrue on a hi-weekly basis. Vacation credits shall accrue as follows:

a) During the first year of employment and during each subsequent year thereafter, through and including the fifth year, an employee shall accrue one and fifty-fourths hundredths (1.85) hours of vacation credit per week for each creditable workweek. Employees with less than fifth (5) full years of service may accrue vacation credits totaling one hundred ninety-two

(192) hours.

b) During the sixth year of employment and during each subsequent year thereafter, through and including the tenth year, employees shall accrue two and thirty-one hundredths (2.31) hours of vacation credit per week for each creditable workweek. Employees in these year groups may accrue vacation credits totaling two hundred and forty (240) hours.

c) During the eleventh year of employment and each subsequent year thereafter through and including the fifteenth year, employees shall accrue three (3.0) hours of vacation credit per week for each creditable workweek. Employees in these year groups may accrue vacation credits totaling three hundred and twelve (312) hours.

d) During the sixteenth year of employment and each subsequent year thereafter through and including the thirtieth year, employees shall accrue three and forty-six hundredths (3.46) hours of vacation credit per week for each creditable workweek. Employees in these year groups may accrue vacation credits totaling three hundred and sixty (360) hours.

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e) During the thirty-first year of employment and any subsequent year of employment thereafter, employees shall accrue three and eighty-five hundredths (3.85) hours of vacation credit per creditable workweek. Employees in these year groups may accrue vacation credits totaling four hundred (400) hours.

15.3 For the purposes of accruing vacation credit, a creditable workweek is defined as follows:

(a) A workweek during which an employee works no less than one (1) full workday or is on vacation or other paid leave except as limited in (b) below.

(b) The first four (4) full workweeks of any absence are compensable under a Company insurance program.

(c) Part-time employees are eligible for vacation pay on a pro-rata basis determined by the number of non-overtime hours worked each week.

15.4 Vacation pay shall be computed at the employee's straight-time base rate of pay at the time of vacation. Vacations may not be advanced, and usage is limited to current accrual balances.

15.5 Vacation must be requested in advance and will be approved or denied when requested by eligible employees and will be subject to operational requirements. Requests for one (1) week or more will be submitted one (1) week in advance; requests for one (1) day will be submitted no later than the shift before the vacation is to be taken; and, requests for less than one (1) day will be submitted and approved! denied based on the daily operational requirements. When conflicts in requested vacation periods arise, the employee having the greater bargaining unit seniority shall be given preference with due consideration to the timeliness of the conflicting request.

15.6 When a holiday as defined in this Agreement falls within an employee's vacation period, such holiday hours shall not be charged as vacation hours.

15.7 Employees who terminate employment are eligible to receive pay in lieu of vacation. Unused vacation benefits will be paid regardless of the nature of the termination.

15.8 Vacation hours shall be scheduled in full one (1) hour increments but will be paid in tenths (.10's) as circumstances dictate.

15.9 Paid vacation hours will not be computed for overtime.

15.10 Vacation may be taken by the employee once he!she has evidenced his!her intent to leave the Company subject to the approval noted in Article 15, Section 5 above. Vacation will not be used to extend an employee's termination date.

15.11 Vacation hours shall be accrued at the employee's wage rate at the time the accrual is earned. The future use or payout of this accrual shall be made at the wage rate accrued at the time earned.

15.12 Any hours over the yearly accrual must be used by the end of each contract year. There will not be a pay-out.

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16.0 ARTICLE 16- LEAVES OF ABSENCE/CIVIC LEAVES

16.1 Limited leaves of absence for sufficient cause may be granted by the Company upon application from employees who have completed their trial period. Requests for leave of absence must be made in writing on a form provided by the Company and must be approved by the Company.

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

16.3 Subject to the conditions stipulated in this Article, leaves of absence may be granted for the reasons stated in the following paragraphs:

(a) Leave of absence for legitimate personal health reasons may be granted to an employee for a period of up to thirty (30) calendar days and may be extended up to twenty-six (26) calendar weeks when supported by satisfactory medical proof supplied by a licensed physician.

Employees will be placed on inactive status after exhausting twenty-six (26) weeks of short-term disability benefits. In the event the employee is released within eighteen (18) months of the date of such placement on inactive status and the employee has notified the Company in writing of their ability to return to the work as outlined in Article 16, Section 3(b) below, the employee will be returned to active status and will be provided the opportunity to exercise bumping rights as if he/she were to be laid-off at that time.

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

(c) While on leave of absence for personal health reasons, the employee shall notify the Company as to his/her potential of returning to work once every two (2) weeks, except in those cases where the employee's physician has provided an expected date of return. The employee shall immediately notify the Company of any changes in his/her medical condition or expected date of return.

(d) Leave of absence without pay for Union business will be granted to representatives of the Union who are employees of the Company who have been selected by the Union and its representatives to attend such functions as conferences, conventions, and Union educational courses not to exceed five (5) workdays provided five (5) workdays advance notice is given in writing to the Company. However, not more than one (1) employee may be on such leave at any one time. It is understood and agreed that once every four (4) years, up to one (1)

17 I P a g e persons will be granted a leave of absence for up to two (2) weeks for the purpose of attending the Union's international convention. Exceptions may be made by mutual agreement. Unpaid Union business will be considered as time worked for the purposes of computing overtime to a maximum of eight (8) hours per day.

(e) Leaves of absence in compensable injury and legal occupational disease cases will be granted for up to twenty-four (24) months of such injury or disease, and seniority will accumulate for the full period of such leave. It is understood and agreed that Company contributions to the employee's benefit plan as defined in Article 24 will cease upon exhaustion of the initial twelve (12) months of such leave. The leave of absence and seniority accumulations will end whenever the employee is determined to be permanently disabled or is released to return to work and fails to report to work.

(f) Employees who are called to perform short-term active duty ofthirty (30) days or less, including annual active duty training as a member of the United States Armed Forces Reserve or National Guard, shall be paid the difference between their military rate and their Company rate of pay exclusive of all premiums for up to fifteen (15) scheduled working days. Such paid time will be considered time worked for the purpose of computing overtime pay. Employees must present a copy of their orders to the Company as soon as received. Upon return from active short-term duty, employees must present pay vouchers so that the calculation of the difference may be computed. Employees will be given a leave of absence and will accumulate seniority during such period of service. Employees required to report for military training in excess of thirty (30) consecutive days shall be reinstated in accordance with the Universal Military Training and Service Act. The parties to this Agreement shall comply with current applicable state and federal legislation concerning military service.

(g) Employees requesting FMLA will contact Human Resources at (931) 237-2707.

16.4 When leaves of absence are granted, employees, upon return to active employment, will be returned to their job if their seniority will permit.