Attachment 4c - Local 2424 Executed CBA.pdf

COLLECTIVE BARGAINING AGREEMENT

by and between

Jacobs Technology Inc.

Erica Lane Enterprises

Caelum Research Corporation Solution One Industries Inc.

Trident Technologies, LLC

DISTRICT LODGE 1, Local 2424

INTERNATIONAL ASSOCIATION OF MACHINIST

AND AEROSPACE WORKERS, AFL-CIO

Temi ofAgreement

January 26, 2019

To

January 25, 2022

I

Table of Contents

AGREEMENT . 1

ARTICLE I - UNION RECOGNITION . 1

ARTICLE II- DURATION

Section 1. Effective Dates ......................................................................................................... I

Section 2. Successor and Assigns

ARTICLE III - NON-DISCRIMINATION AND COERCION ..................................................... I

ARTICLE IV - UNION MEMBERSHIP

Section 1. Members

Section 2. Membership Requirements

Section 3. Dues Check-Off

Section 4. Company Deductions

Section 5. Dues Deduction Liability

Section 6. Machinists Non-Partisan Political League (MNPL)

Section 7. 1AM Pension Fund

ARTICLE V - SHOP COMMITTEE AND STEWARDS

Section 1. Activities

Section 2. Assignments

Section 3. Notification

Section 4. Reimbursement

Section 5. Representative Visitation

Section 6. Representative Regulations

Section 7. Steward Activities

ARTICLE VI- MANAGEMENT RIGHTS

ARTICLE VII- SENIORITY

Section 1. Seniority Section 2. Probation Period

Section 4. Reduction in Force

Section 5. Recall

Section 6. Loss of Seniority

Section 7. Military Service

Section 8. Promotions to Non-Bargaining Positions

Section 9. Seniority List

ARTICLE VIII- HOURS OF WORK AND OVERTIME

Section 1. Hours of Work - Hours of Normal Operation

Section 2. Overtime

ARTICLE IX - JOB CLASSIFICATIONS AND HOURLY WAGE RATES

ARTICLE X - HOLIDAYS, VACATIONS AND LEAVES OF ABSENCE

Section 1. Holidays

Section 2. Personal Leave Plan (PLP)

Section 3. Leave of Absence (LOA)

Section 4. Bereavement - Death in the Immediate Family

Section5.JuryDuty

ARTICLE XI- HEALTH AND WELFARE BENEFITS

Section 1. Health & Welfare (II&W) Fringe Rate

Section 2. Medical Coverage Company Contribution

Section 3. 401(k) Savings Plan

Section 4. Custom Choice Worksite Benefits Program

ARTICLE XII - GRIEVANCE AN]) ARBITRATION PROCEDURE

Section 1. General

Section 3. Definition and Limitation

Section 4. Grievance Procedure

Section 5. Grievance Procedure Arbitration

Section 6. ATSS Companies Initiated Grievance Section 7. Union Initiated Grievance

ARTICLE XIII - NO LOCKOUT/NO STRIKE

Section 1. No Lockouts

Section 2. No Strikes

ARTICLE X1V - SAFETY AND HEALTH

Section 1. Safety Program

Section 2. Union Safety Representative

Section 3. Injuries

Section 4. Protective Equipment and Devices

ARTICLE XV - BULLETIN BOARDS

ARTICLE XVI- DRUG AND ALCOHOL POLICY

ARTICLE XVII- POLYGRAPH POLICY

ARTICLE XVIII- ALTERATION OF AGREEMENT

Section 1. Alterations

Section 2. Waivers

SIGNATURE PAGE .................................................................... Error! Bookmark not defined.

AGREEMENT

This Agreement is made and entered into as ofJanuary 26,2019 by and between Jacobs Technology Inc., Caelum Research Corporation, Solution One Industries Inc., Trident Technologies, .LLC, and Erica Lane Enterprises (eLe) hereinafter referred to as "ATSS Companies" and International Association ofMachinist and Aerospace Workers, AFL-CIO, District Lodge 1, Local Lodge 2424, hereinafter called the "Union."

The terms or conditions or covenants contained herein represent the complete agreement between the ATSS Companies and the Union and replaces all other agreements and practices.

ARTICLE I - UNION RECOGNITION

ATSS Companies recognize the Union as the exclusive bargaining representative for regular full-time, regular part-time, and temporary full time employees on contract W91CRB-14-D-0017 at Aberdeen Proving Ground, Maryland and employed in job classifications certified by NLRB for wage rates as set forth in Appendix A of this document. The parties understand and agree the contract number will change to W91CRB-15-D-0018 effective January 4, 2016.

During the term ofthis Agreement should ATSS Companies be awarded new scope ofwork on this contract which includes bargaining unit employees, such bargaining unit employees shall be covered by the wages and benefits in the prevailing wage determination upon which ATSS Companies bid the new scope for the contract, until this Agreement is re-negotiated.

ARTICLE H - DURATION

Section 1. Effective Dates This Agreement Shall be effective January 26, 2019 and shall stay in full force and effect until midnight January 25, 2022, and thereafter shall continue from year to year unless either party gives written notice in writing of its desire to negotiate a new agreement at least sixty (60) days prior to the date of expiration of this Agreement or any renewal thereof.

Section 2. Successor and Assigns This Agreement shall be binding upon any successor contractors for all the work being performed by the ATSS Companies which includes bargaining unit work at Aberdeen Proving Ground along with any other locations that bargaining unit work is being performed under this contract with ATSS Companies.

ARTICLE III- NON-DISCRIMINATION AND COERCION

Neither ATSS Companies nor any of its supervisors or other agents or representative shall discriminate against any employee because such employee is a member, Steward, Officer, or other agent or representative of the Union.

Neither the Union nor any representative shall intimidate or coerce any employee, nor solicit members or funds in the work areas during working hours nor conduct other Union activity during working hours, except as provided for by this Agreement and specifically for reasonable access for new member orientation, sign up and access associated with the grievance process. Similarly, ATSS Companies shall refrain from any intimidation or coercion of its employees covered by this Agreement.

ATSS Companies and the Union agree that to the extent prohibited by applicable law, the provisions ofthis Agreement shall not be used, applied or interpreted to be discriminatory against any employee on account of race, color, sex, creed, age, national origin, gender, marital status, political or religious affiliations or beliefs and any other applicable federal or state regulations as may become effective during the term ofthis Agreement. Neither ATSS Companies nor the Union shall discriminate against any employee because of physical or mental handicap or because he or she is a disabled veteran or veteran of the Vietnam era in regard to any position for which the employee is qualified. ATSS Companies and the Union agree that there will be no discrimination against any employee for any reason for activity either for or against the Union, to the extent protected by applicable law. ATSS Companies and Union agree to comply with all applicable provisions ofthe Americans With Disabilities Act.

ARTICLE 1V - UNION MEMBERSHIP

Section Members All present employees in the bargaining unit shall become members of the Union within thirty (30) days after the effective date of this Agreement. Those employees who are members of the Union in good standing on the effective date of this Agreement shall remain members in good standing. All new employees shall become members of the Union within thirty-one (31) days following their date of hire.

Section 2. Membership Requirements Employees shall maintain union membership status in good standing. An employee shall be considered to be in good standing within the provisions of this section ifhe or she tenders the Union's periodic dues and the initiation fees uniformly required as a condition of acquiring and retaining membership in the Union.

The Union will notify each new employee of the existence ofthis contract and the requirement that all new employees within the bargaining unit must, upon completion of thirty-one (31) days following their date of hire with the Employer, become members of the Union in good standing. The Employer further agrees to discharge any employee who fails to¯ comply with the Union's security provision within five (5) days of receipt of a written request to that effect from the Union. The Union agrees to release and hold ATSS Companies harmless from any and all claims brought against it as a result ofthe termination ofan employee at.the Union's request pursuant to this Article.

Section 3. Dues Check-Off During the life of this Agreement pursuant to the terms Of the form of Authorization of Check-OffofDues provided to ATSS Companies by the Union, ATSS Companies agree to deduct union fees and dues allowed hereunder and any additional fees or dues authorized by the employee from the pay of each employee who executes or has executed an "Authorization for Check-OffofDues" furnished by the Union. The collection of union fees and dues is subordinate to all other collections and deductions (i.e., taxes, garnishment, court ordered deductions, etc.).

Section 4. Company Deductions ATSS Companies will deduct current fees and dues pursuant to the authorization for 26 equal payments annually. Deductions provided in Section 1 shall be remitted, with the roster of employees with deductions to the Financial Secretary of the Union no later than the tenth (loth) day of the month following the month in which the deduction was made and shall include all deductions made in the previous month. Employee's Union payments are subordinated to all other required (federal, state, court-ordered, medical, dental, pension) deductions. If sufficient money is not available, the ATSS Companies is not responsible for the collection and submission of that employee's payment to the Union. In this case, the Union will collect its dues directly from the individual concerned.

Section 5. Dues Deduction Liability ATSS Companies assumes no liability concerning the deduction, allocation and distribution of fees and dues and the Union hereby agrees to and shall indemnify and hold ATSS Companies harmless against and from any and all claims, demands, suits or other forms of liability or expenses in connection therewith whatsoever that may arise out of or by reason of any action taken by ATSS Companies in complying with the provisions in this Article.

Section 6. Machinists Non-Partisan Political League (MNPL) ATSS Companies will deduct MNPL contributions pursuant to the employee-authorized amount for each month with equal deductions from the pay ofemployees for the first two paychecks in each calendar month.

Deductions shall be remitted with the roster of employees and amount of employee contribution to the Financial Secretary of the Union no later than the tenth (loth) day of the month following the month in which the deduction was made and shall include all deductions made in the previous month. Employee's MNPL contributions are subordinated to all other required (federal, state, court-ordered, medical, dental, pension) deductions.

Section 7. 1AM Pension Fund

7.1 ATSS Companies will deduct Pension Fund contributions pursuant to the authorized amount in Appendix B - Pension Deduction per Hour Table for each hour or portion thereof for which employees in all job classifications covered by this Agreement are entitled to receive pay under this Agreement. ATSS Companies will deduct the contributable amount each pay period from Health and Welfare Fringe at an hourly rate of contribution as given in the "Pension Deduction per Hour Table" for Labor Categories represented by this CBA. Deductions shall be remitted with the roster of employees and amount of employee contribution to the TAM National Pension Fund no later than the tenth (loth) day of the month following the month in which the deduction was made and shall include deductions made in the previous month. Deviations to the remittance date may be deemed necessary based on the instructions supplied by the I. A. M. National Pension Fund for the remittance method chosen by the ATSS Companies. Employee's Pension Fund contributions are subordinated to tax deductions and all other ATSS Company deductions (e.g., Medical, Dental, Vision).

7.2 The hourly rate contributed shall not exceed a maximum of forty (40) hours per work week.

7.3 The ATSS Companies shall continue contributions based on a forty (40) hour work week while an employee is off work due to paid leave or paid holidays.

7.4 The ATSS Companies shall also make contributions whenever an employee receives vacation pay at termination, or vacation pay in lieu of time off.

7.5 Contributions for a new, temporary, probationary, part-time and full-time employee are payable from the first day of employment.

7.6 The I.A.M. Lodge and ATSS Companies adopt and agree to be bound by, and hereby assent to the Trust Agreement, dated May 1, 1960, as amended, creating the I.A.M. National Pension Fund and the Plan rules adopted by the Trustees of the I.A.M. National Pension Fund in establishing and administering the foregoing Plan pursuant to the said Trust Agreement, as currently in effect and as the Trust and Plan may be amended from time to time.

7.7 The parties acknowledge that the Trustees of the I.A.M. National Pension Fund may terminate the participation ofthe employees and the in the Plan if the successor collective bargaining agreement fails to renew the provisions of this pension Article or reduces the Contribution Rate. The parties may increase the Contribution Rate and/or add job classifications or categories of hours for which contributions are payable.

7.8 This Article contains the entire agreement between the parties regarding pensions and retirement under this Plan and any contrary provisions in this Agreement shall be void. No Oral or written modification of this Agreement shall be binding upon the Trustees of the I.A.M. National Pension Fund. No grievance procedure, settlement or arbitration No grievance procedure, settlement or arbitration decision with respect to the obligation to contribute shall be binding upon the Trustees of the said Pension Fund.

ARTICLE V - SHOP COMMITTEE AND STEWARDS

Section 1. Activities Upon execution ofthis Agreement, the Union shall promptly furnish the Labor Relations Manager, in writing, the names ofthe Shop Stewards. Thereafter, the Union shall promptly advise the Labor Relations Manager, in writing, of any change in Stewards. No Steward will be recognized as such by the ATSS Companies prior to receipt ofwritten notice of appointment.

The scope ofthe Steward's activities on ATSS Companies' time shall be limited to the following:

1. To consult with an employee regarding the presentation of a request or clarification concerning this Agreement or a grievance.

2. To investigate a grievance of record before presentation to the appropriate supervisor.

To present a request concerning the Agreement 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.

4. To meet by appointment with an appropriate Department Manager or other designated representative of the ATSS Companies, when necessary to adjust grievances in accordance with the grievance procedure ofthis Agreement.

Chief Steward (or designee) will be given 15 minutes at the conclusion ofnew hire orientation to address new union employees.

Each new bargaining unit employee shall be introduced to the Union Steward by the Supervisor in the activity to which such employee will be permanently assigned within five (5) workdays.

Section 2. Assignments The number and locations of Stewards may be adjusted by mutual agreement to compensate for facility and population changes.

Section 3. Notification The Steward shall secure permission of his/her supervisor or working leader before leaving his/her work site and will report back to his/her supervisor or working leader upon return to his/her work site. The ATSS Companies will not unreasonably deny or delay access to the Steward. Upon entering the work area ofanother Supervisor's responsibility, the Steward will contact the ATSS site lead before attempting to contact any employee. Permission will be granted unless operational activities are affected.

Section 4. Reimbursement It is agreed that the Company shall not be required to pay an employee for any time that he is taken away from his work to serve the Union in any official capacity or to serve on any Union Committee, except as provided in the Agreement.

Section 5. Representative Visitation The accredited full time representatives ofthe Union shall have access to areas of the ATSS work sites where employees in the bargaining unit are assigned, to the extent Government or customer regulations permit. Such visits shall be during normal duty hours to visit the ATSS Companies' duly designated representative for the purposes of investigating grievances or other legitimate business concerning labor relations matters. Adequate provisions will be made for prompt access through the gate and for private conversations with Union members.

Section 6. Representative Regulations While on Company premises, such Union representatives shall be governed by all applicable security, safety, and site rules and regulations and shall be accompanied by either the Department Manager or the ATSS Companies' duly designated representative.

Section 7. Steward Activities The Company will pay up to a maximum of twenty (20) hours in wages per week for time spent administering the collective bargaining agreement (CBA). It is understood that this time will be limited to activities outlined within Article V, Section 1 ofthe CBA. The Union Business Representative will identifS' a designee that may authorize utilization oftime against this allocation. Employees must obtain permission from both the designee and the Labor Relations Manager prior to utilizing time against this allocation. It is further understood that time associated with Union business beyond the allocation of twenty (20) hours shall not be the burden of the Company.

Union Activities Paid (UAP) will count toward time worked in the computation of overtime.

ARTICLE VI- MANAGEMENT RIGHTS

The management of the business of ATSS Companies and the direction of its personnel, including, but not limited to, the rights, authorities and prerogatives ofmanagement such as the right to hire, evaluate, transfer, promote, demote, suspend, schedule, layoff, discipline or discharge employees, to make work assignments related to work and overtime, to administer training, to maintain discipline order and efficiency on the property, to establish, determine and enforce reasonable standards of production, to make and enforce reasonable work rules and to introduce new methods, material, equipment or facilities, or change or eliminate existing methods, materials, equipment or facilities are rights vested exclusively in ATSS Companies; Furthermore, it is understood that ATSS COMPANIES rights ofmanagement are limited only insofar as the language of this Agreement and applicable laws expressly limits them. ATSS Companies agrees not to unilaterally change any provision of this Agreement. Copies of written work rules will be provided to the Union upon request.

ARTICLE VII- SENIORITY

Section 1. Seniority ATSS Companies shall compute overall seniority to be equivalent to the employee's total length of service on the ATSS contract and predecessor contract(s) in the performance of similar work on the same basis at the Aberdeen Proving Ground (APG). Classification seniority is understood to be seniority accumulated while assigned to a specific classification. In cases of new hire employees with the same starting seniority date, the employees will be listed alphabetically. It is further understood that in the case where employees share the same classification start date, application ofa reduction in force will be applied based on the employee's overall seniority.

ATSS companies will compute adjusted service to be equivalent to the employee's total length of service on the ATSS contract and predecessor contract(s) in the performance of similar work on the same basis at the Aberdeen Proving Ground (APG) less any unapproved leave of absence or break in service. It is further understood should an employee exercise recall rights in accordance with Section 4 of this Article all time while employee was on hF status wifi be counted as service time.

Section 2. Probation Period An employee shall be on probation for his/her first ninety (90) days of employment during which time:

1. The employee is subject to discharge and such discharge shall not be subject to the grievance or arbitration procedure specified in this agreement.

2. The seniority provisions of this agreement shall not be applicable to the employee.

3. Excused absences shall be added to calendar days of employment to extend the probationary period.

4. If an employee completes his/her probationary period without having obtained the necessary security or other clearance or without having obtained the certification of licensure required for the position for which the employee was hired, and subsequently fails to obtain said clearance, certification or licensure, it shall be grounds for discharge and such discharge shall not be subject to the grievance or arbitration procedure.

In the event the Company feels an extension ofthe ninety (90) probation period is required on an individual basis, the General Manager or his/her designee, will contact the Business Representative of the Local to request an extension.

Section 3. Job Vacancies All vacancies for full-time, regular part-time, and temporary full time job categories represented by this agreement will be posted by ATSS Companies as soon as practical and will.remain on the bulletin board for five (5) working days. All employees considering themselves qualified to fill such vacancies who wish to apply for vacancies as listed above must submit a bid form to the Local HR representative during the time the announcement is posted. All vacancies for posted jobs shall be governed by qualifications (as defined by the Government contract and any relevant job requirements), physical fitness, experience, skill ability and efficiency, but if all are equal, the most senior person bidding on the job shall be awarded the vacant job. Any employee moved to ajob that has been posted as a vacancy shall be on probation for that job for the thirty (30) days.

Employees that are on active recall status, and have the skill and qualifications for any job opening, will be considered as internal candidates to fill vacancies.

Section 4. Reduction in Force In the event of any reduction in force or layoff, employees will be laid off in reverse classification order of seniority within classification seniority. 'The following sequence will apply if applicable: 1) An employee who is laid off shall have the right to bump a less senior employee from a lower level position within the same chain of classification provided the employee meets all job requirements and is eligible and qualified to perform the available job. This provision shall only apply to the specific¯ classification and/or sub classification being affected by the Reduction in Force action. 2) An employee who is laid off shall have the right to bump a less senior employee in the most recent classification previously held based on the employee's overall seniority date provided the employee meets all job requirements, and is eligible and qualified to perform the availablejob. Ifthe employee held more than one previous classification, they will bump back in the reverse order ofpositions held.

Any personnel laid-off will retain their right to return to work for a period ofone (1) year. Any person that has exercised their bumping rights into a previously held classification shall retain their right to return to the position they were bumped out of for a period of three (3) years. Exception to this provision shall be made when the service provided to Aberdeen Test Center (ATC) on this contract will be affected by application of this seniority provision. Personnel assigned to active TDY shall not be subject to this seniority provision until they return from the TDY assignment. It is the responsibility of the employee to notif' ATSS Companies of current contact information during the layoff period.. The Union will not hold ATSS Companies liable for returned, refused, or undeliverable written notification.

Inthe event that a new job classification is created (such as Light Armor Range Technician and Combat Vehicle Technician I-TV), the Company, during the initial hiring phase, will use the employee's overall seniority date as his/her classification seniority date. After the initial hiring phase is complete, all future hires will use the date entering the classification as the employee's classification seniority date. All other provisions concerning seniority are addressed as per the CBA.

In the event a job classification is eliminated, which prevents an employee from bumping back into a previously held classification, the employee affected by the Reduction in Force shall have the right to bump a less senior employee from a lower graded general labor pool classification provided the employee meets all job requirements and is eligible and qualified to perform this job classification.

The Chief Steward or designee will meet with the Company prior to any Reduction In Force (RIF).

Employee files, seniority, and bumping rights will be evaluated prior to implementation of the RIF.

The Company will make every effort to give as much notice as possible to the Union and employees involved in a RIF.

Voluntary Layoffs (VRIF)

Consideration may be given to accept voluntary requests for layoff. If more than one (1) request is received within a classification, the more senior employee will receive first consideration. If the Company accepts the employees' request, the voluntary layoff shall spare an employee within their classification if layoffs are scheduled for said classification.

Denial of requests to volunteer for layoffwill not be subject to the grievance procedure.

All normal layoff benefits will apply.

4. When an employee is approved for a VRIF, all recall rights will apply as identified in Article VII - Seniority, Section 5. Recall and Section 6. Loss of Seniority.

Section 5. Recall Employees will be called back to work starting with the most senior person within the classification who is eligible and qualified to perform the available job to be filled.

In recall, the ATSS Companies shall mail a registered or certified notice of recall to the appropriate employee.

Recalled employees must respond within seventy-two (72) hours after receipt ofnotification, and must report for work within five (5) workdays, unless extended by the ATSS Companies. In an effort to bring back an employee in the most.expeditious manner, the ATSS Companies will also call the employee with the latest contact home and/or cell phone number. In addition, the Union agrees to assist in contacting the employee in an effort to expedite the procedure. If the employee is contacted by phone and declines the recall, the Human Resources Manager will contact the Union Business Representative to then contact the employee in the same manner to verif' the employee's response. Once verified by the Business Representative the Company will continue with the process ifnecessary.

Section 6. Loss of Seniority Seniority shall be lost by any employee who:

1. resigns;

2. is discharged for just cause;

does not report back to work from a layoff within five (5) working days after being notified to report for work. The Union Business Representative (or his designee) will be given a copy ofthe recall letter;

4. is permanently laid-off for a period oftime greater than one (1) year;

5. does not return to work for the first work shift at the end of an approved leave of absence or;

6. retires.

Section 7. Military Service Where an employee returns from duty with (i.e., after being drafted or recalled) the Armed Service of the United States Government, such employee's seniority will be maintained. While employees are serving on any Military Duty, there will be no loss of Seniority

Employees serving in any Reserve military branch will be allotted 160 hours of differential pay per calendar year, to be used at the employee's discretion for annual training periods, military education, and individual duty training that occurs during normally scheduled work days. These hours will not roll over to the next year and will reset at the beginning of the calendar year.

Section 8. Promotions to Non-Bargaining Positions Employees who were previously covered by this CBA and accept promotion out of the Bargaining Unit have the right for up to six (6) months from the date of promotion to decline the promotion and be re-instated back to a previously held position without loss of seniority. To be promoted out of the Unit, it must be to a position not covered by this Agreement. Ifmisconduct occurred, the reinstatement of seniority must be mutually agreed to between the Union and ATSS Companies.

Section 9. Seniority List The ATSS Companies will distribute to the Union Representative, at the beginning of each quarter, a seniority list of employees employed by the ATSS Companies.

ARTICLE VIII- HOURS OF WORK AND OVERTIME

Section 1. Hours of Work - Hours of Normal Operation

1. ATC is currently operating under an alternative work schedule. The ATSS Companies shall also work the alternative work schedule.

2. The work schedule is eight workdays of 9 hours each, one workday of eight hours, and every other Friday off as depicted below:

M T W T F S S Weeki 9 9 9 9 4/4 Week2 9 9 9 9 off

3. The established workweek is 1101 hours Friday to 1100 hours the following Friday

4. The Government determines the hours and days of operation and the requirement for shifts. ATSS Companies shall set the hours of work, schedules and shifts consistent with the requirements of its contract with the government. Should ATSS Companies determine that it must change the current work schedule ATSS Companies shall provide the Union with notice of such change.

5. The ATSS Companies will provide a reasonable amount of time for an employee to wash up prior to lunch and the end of the shift. The nature of the task assigned and location of task for the employee shall be considered in determining whether to grant the time and the period of time allowed.

Section 2. Overtime

1. ATSS Companies shall have the right to schedule employees to work overtime as needed.

2. Overtime shall be considered all time worked in excess of forty (40) hours in any workweek based upon the workweek which is set forth in Section 1- Hours of Work. Overtime or premium pay shall not be pyramided, compounded, or paid twice for the same hours worked.

3. Pay for overtime hours shall be paid at the rate ofone and one-halftimes the employee's regular hourly rate ofpay.

4. Overtime rates shall include any shift differential pay to which the employee is entitled.

5. If an employee is directed by the company to report to a designated location at a specified time prior or subsequent to his/her regular shift hours, such time shall be paid at the appropriate rate

6. If overtime is officially cancelled after the employee(s) has been called back to work after completing his/her normal shift, reasonable effort will be made to inform the employee(s) of the cancellation before the employee(s) reports. If this effort is unsuccessful and the employee(s) report, the company may, at its discretion, substitute other work ifpossible. If other work is not, or cannot, be substituted, the employee(s) shall be deemed to have worked two (2) hours, and will be paid at the appropriate rate, even if the employee(s) did not work the two (2) hours.

ARTICLE IX - JOB CLASSIFICATIONS AND HOURLY WAGE RATES

A list ofjob classifications is set forth in Appendix A and includes the hourly rate for those classifications.

ATSS Companies agree to provide the Union with copies of any job descriptions and with any changes, which may be made from time to time. IfATSS Companies establish anewjob classification it shall provide the Union with a job description for that position and a proposed hourly rate. If the Union does not agree with the proposed rate, ATSS Companies agree to bargain with the Union.

ATSS Companies will pay either Hazard Pay rate (4% or 8%) for those jobs described by APG Regulation that qualify for the hazard pay when approved by the Contracting Officer Representative (COR) in accordance with ATC directive for Contractor Hazard Duty Pay with the exception of those classifications identified in Appendix A with an "f" which have Hazard Pay included in their rate.

In the event an employee is fully qualified and is temporarily assigned to work outside of their regular classification by his/her supervisor or manager for which the rate of pay is higher than the pay received by the employee in his/her regular classification, he/she shall receive the higher rate of pay. The higher rate ofpay will only be paid for the hours actually performing work ofthe higher classification. In the event an employee is assigned work temporarily in a classification lower than his/her regular classification, he/she shall receive his/her regular rate ofpay.

When the contract requires the Company to provide temporary support in a classification with multiple levels, the Company will consider this to be a temporary promotion and will post these positions using the Job Vacancies provisions of this CBA. The Company will notify the Chief Steward of this request and the expected duration. Should the temporary position extend past the expected duration, the Chief Steward will be notified. The Company will consider temporary promotion time accumulated by an employee for any future full-time promotions an employee may apply for at a later date.

Special circumstances will be considered on a case-by-case basis when authorized by the Government and approved by the ATSS Program Manager or designee. Notification will be provided to the Chief Steward.

Expense/Money Reimbursement: In the event an employee is owed money dUe to TDY, mileage claims, PPE allowance or any other ATSS Companies approved expense on the employee's part; the ATSS Companies will reimburse the employee within thirty (30) days of submitting all required documentation.

Temporary Work Force Employees- In circumstances when the ATSS Companies deems the need to utilize temporary employees for a specific project (i.e. WIN-T) those temporary employees will pay Union Dues for the entire time period they are employed for that specific test. The Company will inform the Union when the use of these temporary employees is planned prior to their being hired for the temporary work assignment. The ATSS Companies will inform the Union of the expected start and end date of the temporary employees. In the event that the duration of the temporary work assignment will be extended the ATSS Companies will notif' the Union.

If there is a RJF in any classification where there are Temporary employees, the Temporary employees must be laid off prior to any regular full time employees in the classification. If an employee is in a temporary position, and their full time position has a RIP, the employee will continue in the Temporary position until that job ends, then the employee will be laid off or exercise bumping rights in accordance with the CBA.

If an On-Call employee has been requested to work a given shift, or shifts, and upon arrival to said shift he/she is told the work has been cancelled, the employee will be afforded the opportunity to work the full day as long has he/she stays and performs assigned work.

It is understood that employees who transfer from a part-time, on-call, or temporary position to a regular full time position will have their classification seniority reflect the effective date oftransfer. Exception to this provision is when a position is posted as "Temporary with the potential to become permanent." In this case the employee's classification seniority will reflect that date of reclassification into the temp-to-perm position.

An employee who is promoted within their classification from a recognized trainee position to the next level based on qualifications and seniority (outside of the competitive bid process) will retain their classification seniority. It is understood that the following classification/levels are considered trainee positions: CVT I, MET I, Ballistic I, and Hvy Equip Mechanic I.

The Company agrees to reimburse the employee the costs of the fees for certifications and licenses, as required for the respective classification listed in Appendix A.

ARTICLE X - HOLIDAYS, VACATIONS AN) LEAVES OF ABSENCE

Section 1. Holidays Holidays will be according to Federal Holiday schedule. Federal Holidays in each calendar year are identified below. When such holidays fall on Saturday, the preceding Friday will be considered a holiday;

however, if the preceding Friday is Regular Day Offunder the alternative work schedule, the Thursday will be considered the holiday. When such holidays fall on a Sunday, the succeeding Monday is considered a holiday.

New Year's Day, January 1 Martin Luther King's Birthday, the third Monday in January President's Day, the third Monday in February Memorial Day, the last Monday in May Independence Day, July 4

Labor Day, the first Monday in September Columbus Day, the second Monday in October Veteran's Day, November 11 Thanksgiving Day, the fourth Thursday in November Christmas Day, December 25

If an Executive Order is issued which grants additional time off to government employees, ATSS Companies shall grant such time offto its employees, ifthe government agrees to apply the Executive Order and reimburse ATSS Companies for such time off.

An employee who observes the holiday shall receive regular wages for that day or the day celebrated for such holiday. Employees required to work on a holiday shall receive holiday pay plus one and one-half times their regular hourly rate for time worked. Holidays recognized by this CBA will be considered as hours worked in the computation of overtime.

Section 2. Personal Leave Plan (PLP)

1. Any employee who will have attained the company adjusted service date specified in the table below during their PLP year shall be entitled to the corresponding PLP with pay:

Up to 5 years 140 Hours 5 years or over, up to 10 years 180 Hours 10 years or over 220 Hours

2. PLP shall be accrued each of the 26 pay periods in accordance with the annual rate established in Section 1.1 It is further understood PLP will only accrue for the following: hours worked up to 40 hours in a work week, bereavement, jury duty, PLP, short term Military leave (i.e. not to exceed two pay periods), approved LOA up to the first 30 days, and to include the following; paid/unpaid administrative leave, Union Activities Paid (UAP), Union ActivitiesUnpaid (UAU), Post Closed Not Paid (PCNP).

3. Any employee having unused PLP on their anniversary date shall have the privilege ofcarrying such unused PLP over into the following year. If unused PLP is carried forward, a maximum of two times their annual allocation will be permitted. Any hours above the maximum will be paid in the next full pay period.

4. PLP pay shall be at the employee's regular hourly rate for each hour of approved PLP leave for which the employee has accrued PLP credit.

5. PLP hours will count toward time worked when used.

6. Employees who discontinue service with the ATSS Companies for any reason shall be paid at employee's regular hourly rate for any unused PLP credit accrued.

7. Use of PLP must be approved in advance by an ATSS Companies supervisor or manager.

8. If an employee dies while on the payroll ofthe ATSS Companies, PLP pay, as provided above, shall.

be paid at employee's regular hourly rate.

9. Each employee who is eligible for paid PLP may, at his option, may elect to take PLP in one half hour increments.

10. The PLP year shall be defined as the period of employee's yearly anniversary date.

11. PLP used as a result of illness will require a medical certificate after being absent for three (3) consecutive scheduled work days.

12. Employees may request to sell back to the ATSS Companies PLP in as little as nine (9) hour increments as long as the employee maintains a minimum of forty (40) hours of accrued PLP.

Amounts paid for PLP redemption are subject to all applicable taxes and deductions, i.e., 401(k).

Employee must complete a request form prior to PLP being paid out. PLP will be paid out in the following pay period.

Section 3. Leave of Absence (LOA) Eligible employees may also exercise their rights to take leaves of absence under the provisions of Federal and/or Maryland's equivalent of the Family and Medical Leave Act (FMLA) of 1993. Employees who meet the FMLA eligibility requirements and exercise their rights to use FMLA shall continue to accrue seniority for all purposes during the period of FMLA.

ATSS Companies may grant personal leaves ofabsence without pay to employees who apply, with at least seven (7) days' notice (bereavement and illness excepted), for good and sufficient reasons. It is further understood that employees may request and be granted Leave Without Pay (LWP) even if they have a positive vacation balance on a case-by-case basis. Such leaves of absences in excess of thirty days will be considered on a case-by-case basis to acconmiodate such unforeseen situations as extended illness or injury, etc. Employees may request nine (9) months of additional disability LOA in one (1) month increments by submitting a request in writing to Human Resources at least seven (7) days prior to the expiration of the approved leave. This request must be accompanied by supporting medical documentation. In no case will the total of all approved disability LOA exceed twelve (12) months from the first date of disability. All LOA requests must be coordinated by the Manager of Human Resources.

While ATSS Companies may hire a temporary replacement for such long-term absences; the employee will be returned to his vacated position, if it is still authorized, with seniority, upon return from such approved leave ofabsence. Should extended illness, or injury, preclude a return to his original position or the position has been eliminated and if there is a Government approved position available that the employee is qualified for, the employee will be offered the position in accordance with his abilities (or limitations) and seniority.

Employees elected or appointed to a full-time position with the Union shall be granted a leave of absence of up to one year with no loss in seniority. Such leave may be extended at the employee's request for additional years. Such leave will be considered to be annually renewable.

Section 4. Bereavement - Death in the Immediate Family In case of the death of a member of the immediate family of an employee, the employee shall be granted three (3) workdays off at the employee's regular rate of pay to attend the funeral and to tend to administrative details. Should services require travel of 300 miles or greater one (1) additional day shall be granted, for a total of four (4) days. Upon request by the Company, the employee will be responsible for providing verifiable evidence of the death in the immediate family._For the purposes of the Administrative Leave Program, "members of the immediate family" include spouse, children, stepchildren, brothers, sisters, parents, stepparents, stepbrothers and sisters, foster parents, parents-in-law, legal guardians, grandchildren and step-grandchildren and grandparents and grandparents-in-law, brother-in-law and sister-in-law._Bereavement hours shall count towards time worked in the computation of overtime. It is further understood that bereavement leave will not be paid as overtime hours.

Section 5. Jury Duty Employees who are called for Jury Duty shall, be paid by the Company 8/9 hours of pay (whichever is scheduled), for each day ofjury duty, providing the employee provides the Company with his/her daily governmental jury duty proof ofattendance. When released from jury duty before 11:00 a.m., the employee is expected to return to work that day. It is further understood this is limited to forty (40) hours in a calendar year. '

When an employee is absent from work in order to serve as a juror for a Grand Jury subpoena, the employee will be paid by the Company, 8/9/12 hours of pay (whichever is regularly scheduled) for each day they are absent, providing the employee provides the Company proof of each day of attendance to the Grand Jury. It is further understood that this is limited to eighty (80) hours in a calendar year.

The parties understand and agree that service on local jury duty and/or grand jury duty within the same calendar year will limit future service duty, as defined within any local, county, district, and/or federal guidelines.

Section 6. E.O. 13706 / State of Maryland Sick & Safe Act It is understood that included in the employees PLP accrual is the 56 hours of sick leave as is required by the State of Maryland Sick & Safe Act. Employees may use up to 56 hours of FL? as sick leave in an accrual year. All accrued FL? may be used as vacation and shall roll over as stated in Article X, section 2.3.

ARTICLE XI - HEALTH AND WELFARE BENEFITS

Section 1. Health & Welfare (II&W) Fringe Rate The parties agree to move the Health and Welfare Fringe Hourly Rate is-set forth in Appendix A, less adjustment for the pension contribution amount as defined by classification, into the current base hourly rate effective as of 5-Jan-18, as outlined by classification.

All employees must complete required Company documents during annual open enrollment.

Section 2. Medical Coverage Company Contribution Eligible employees may elect medical coverage through a Company sponsored plan. All costs associated with the benefits elected by the employee will be the responsibility of the employee, except as provided below. The Company agrees to enroll each active employee into a base level short term disability plan, at no cost to the employee.

Effective with the medical plan year 2020, the Company agrees to provide a 25% contribution of the monthly health benefit cost, based on the Single Level Coverage (Employee only) amount for each offered Company sponsored basic health care plan. The 25% contribution will be applied to the employee's annually elected health benefit coverage level, including and not limited to: Employee only, Employee plus 1, Family coverage, etc.

Section 3. 401(k) Savings Plan All regular employees are eligible to participate in the 401(k) Savings Plan effective on their date of employment. Employees may contribute a percentage of base pay in accordance with plan guidelines. IRS limitations apply. Restrictions apply to part-time eligibility. No Company match will occur.

Section 4. Custom Choice Worksite Benefits Program The Custom Choice Worksite Benefits Program of supplemental insurance benefits will be offered to employees in the bargaining unit through their designated agent, Employee Benefits Systems, Inc. (EBS).

EBS will be allowed to meet individually with the bargaining unit employees on site, for a period of no more than 15 minutes per year, in order to present available, supplemental insurance options. The ATSS Companies will provide a payroll deduction for premium payments directly to Employee Benefit Systems, Inc. on behalf of employees who choose to participate and execute lawful payroll deduction authorization forms. The Union agrees that such supplemental insurance options are offered, administered, and provided by and through Employee Benefit Systems, Inc. and confirms that the ATSS Companies is not a plan sponsor of such options and shall not be involved in the administration ofsuch options now or in the future.

The Union will defend, save, and hold harmless and indemnify the ATSS Companies from any and all claims, demands, suits or any other forms of liability that shall arise out of execution of this program.

ARTICLE XII - GRIEVANCE AN]) ARBITRATION PROCEDURE

Section 1. General The Union may select a working employee as a Steward. The duties of the Steward will be to receive, but not solicit, grievances from employees. The Union recognizes and agrees that the Steward shall carry out his/her duties with a minimum of interference with the orderly progress ofATSS Companies work.

Section 2. Employee's Responsibility Any employee feeling he or she has been aggrieved by a violation ofany ofthe specific terms ofthis Agreement must meet with his or her Supervisor and/or Manager. Both parties will make every effort to resolve the issue at this level. The employee may have his or her Steward present ifdesired.

Section 3. Definition and Limitation For the purposes of this Agreement, the term "grievance" means any dispute between the ATSS Companies and the Union; or between the ATSS Companies and any employee concerning the effect, interpretation, application, claim, or breach or violation ofthis Agreement.

In the event a grievant fails to present his/her grievance to the ATSS Companies within ten (10) workdays after becoming aware of said grievance, then and in that event, the grievance shall be considered as having been settled and no further action can be taken thereon.

Section 4. Grievance Procedure The ATSS Companies desires that unfairness to its employees shall not exist and all grievances shall be settled, whenever possible, with the immediate Supervisor involved. It is the intent and purpose ofthe parties to provide a fair and equitable procedure for the orderly settlement ofall grievances. Any grievance which an employee or the Union may have with the ATSS Companies with respect to wages, hours, or other conditions of employment shall be discussed by the employee with such employee's immediate Supervisor or Manager in an attempt to settle the matter. The Union Steward may be present at the time ofthis initial discussion in keeping with the election of the employee.