Attachment 5 - Collective Bargaining Agreement.pdf

Collective Bargaining Agreement

Between

DTG Aviation Inc., and M2 Services Corporation

And

International Association of Machinists and Aerospace

Workers, AFL-CIO

District Lodge 2020 Zone 74

Local Lodge 2203

(Coast Guard Base, Elizabeth City, NC)

June 1, 2023 to May 31, 2026

Contents

PREAMBLE …………………………………...……………………………………………………..………... 3

ARTICLE 1 - INTENT AND PURPOSE …...………………...……………………………………………..… 3

ARTICLE 2 - RECOGNITION.………………………………………….…………………………..….…….. 3

ARTICLE 3 - BARGAINING UNIT.………………………………………………….……………………… 3

ARTICLE 4 - MANAGEMENT RIGHTS …………………………………………………………………….. 3

ARTICLE 5 - UNION MEMBERSHIP & CHECK-OFF ……………………………………………………... 4

ARTICLE 6 - UNION ACCESS ………………………………………………………………………….…

ARTICLE 7 - SHOP STEWARDS ………………………………………………………………………….… 5

ARTICLE 8 - SENIORITY ……………………………………………………………………………………. 5

ARTICLE 9 - DISCHARGE AND DISCIPLINE ……………………………………….…………………….. 6

ARTICLE 10- GRIEVANCE PROCEDURE AND ARBITRATION …………………..…………………….. 7

ARTICLE 11 - NO STRIKES OR LOCKOUTS ……………………………………………….……………… 8

ARTICLE 12 - HEALTH AND SAFETY ………………………..………………………..………….……….. 8

ARTICLE 13 - HOURS OF WORK ………………………………………….………………………………... 9

ARTICLE 14 - HOLIDAYS ………………………………………………………………………………….. 10

ARTICLE 15 - VACATION/SICK …………………………………………………………………………... 10

ARTICLE 16 - JURY DUTY ………………………………………………………………………………

ARTICLE 17 – OTHER TIME OFF ………………………………………………………………...……….. 13

ARTICLE 18 - WAGES AND JOB CLASSIFICATION ……………………………………………………. 13

ARTICLE 19 - HEALTH AND WELFARE …………………………………………………………………. 14

ARTICLE 20 - 401K …………………………………………………………………………………………. 15

ARTICLE 21 - LEAVE OF ABSENCE ……………………………………………………………………… 15

ARTICLE 22 - BULLETIN BOARDS ……………………………………………………………………….. 16

ARTICLE 23 - COMPLETE AGREEMENT ..………………………………………………………………. 17

ARTICLE 24 - SCOPE OF AGREEMENT ………………………………………………………………….. 17

ARTICLE 25 - NON-DISCRIMINATION …………………………………………………………………... 17

ARTICLE 26 - GENERAL PROVISIONS …………………………………………………………………... 18

ARTICLE 27 - DURATION …………………………………………………………………………………. 18

PREAMBLE

This Agreement is made and entered into June 1, 2023 by and between DTG Aviation, Inc. (Prime Contractor) and M2 Services Corporation (Subcontractor), (hereinafter referred to as the Company) and the International

Association of Machinists and Aerospace Workers (IAMAW) District Lodge 2020 Zone 74 and Local Lodge

2203 (hereafter referred to as the Union) with respect to work performed on delivery order HSCG3816-F-

204601 at the Elizabeth City Coast Guard Base, Elizabeth City, NC.

ARTICLE 1 - INTENT AND PURPOSE

In setting forth certain provisions pertaining to wages, hours of work and working conditions, Company

Policies, Ethics & Professional demeanor/behavior, Hostile Work Environment, Equal Employment

Opportunity, the COMPANY and the UNION have agreed to cooperate in establishing and maintaining a harmonious relationship and have provided procedures for the peaceful settlement of all grievances that may arise under this Agreement.

ARTICLE 2- RECOGNITION

The Company herein recognizes the Union as the sole and exclusive bargaining agent as certified by the National

Labor Relations Board Case No. I0-RC-188826 dated December 27, 2016, for the purpose of collective bargaining with respect to rates of pay, wages, hours of employment and other conditions pertaining to employment for all of the employees in the bargaining unit hereinafter set forth.

ARTICLE 3 - BARGAINING UNIT

The Bargaining Unit shall consist of the following classifications: all full-time and regular part-time Aircraft

Mechanic I, Aircraft Mechanic AV1, AVI/Electrician, Aircraft Mechanic I Sheetmetal, Program Specialist, Aircraft Painter, Production Control Clerk, Machine Tool Operator, Ground Support Equipment Mechanic, Aircraft Workers and Aircraft Helpers excluding office clerical employees, professional employees, managerial employees and supervisors as defined by the act, employed by the Employer at the Coast Guard Base, Elizabeth

City, NC.

ARTICLE 4 - MANAGEMENT RIGHTS

Except as modified by a specific provision of this Agreement, the Company reserves and retains all of its normal and inherent rights with respect to the management of the business, including (without limiting the generality of the foregoing) its right to establish or continue policies, practices, and procedures for the conduct of the business; to select and direct the working force, to establish, eliminate, change or combine work schedules and work assignments and collateral duties, which are not in conflict with the terms of this Agreement; to transfer, promote or demote employees, or to lay off, terminate or otherwise relieve employees from duty for lack of work or other legitimate reasons; to make and enforce reasonable rules for the maintenance of discipline; to suspend, discharge or otherwise discipline employees for just cause; to establish the methods, processes and means of providing services; and otherwise to take such measures as management may determine to be necessary to the orderly, efficient or economical operation of the business. It is understood and agreed that any of the powers and authority, which the Company had prior to the signing of this Agreement, are retained by the

Company.

Such rights of management include; but are not limited to: hire, promote, layoff, assign, transfer, suspend, and to discharge, investigate, and discipline employees in accordance with this agreement; to increase or decrease that number; direct and schedule the work force including establishing and changing work days, work hours, and work weeks; establish, increase or decrease the number of work shifts and their starting and ending times;

train employees and determine who will be trained; establish, change, combine or abolish job classifications

ARTICLE 5 - UNION MEMBERSHIP & CHECK-OFF

Section 1. Agency Shop. As a condition of employment and because this location is considered a federal enclave, all present bargaining unit employees shall become members of the Union or pay an agency fee to the

Union equal to the amount of monthly dues (but not both) within thirty (30) days of execution of this

Agreement and all new employees shall become and remain members of the Union or pay an agency fee not later than thirty (30) calendar days of their date of hire or transfer.

Section 2. Check-off. Upon receipt of an employee signed Dues Authorization form, the Company shall deduct from the employee's pay, the initiation fee, if any, and dues payable by the employee to the Union for the period contained within the Dues Authorization form.

Section 3. The Company agrees that in the event it is named as a defendant or charged party in any action by an individual discharged pursuant to the provisions of the Union security clause contained in this Agreement, the Company shall promptly notify the Union and the Union shall undertake the defense of the case. The Union shall maintain the exclusive right to defend, settle, mitigate damages, litigate, and/or take whatever action it deems necessary and proper through attorneys of the Union's choosing and at the Union's cost. If the Company, nevertheless, decides to retain its own counsel, it shall do so at its own cost, and not at the cost of the Union.

Section 4. The sums deducted as stated above shall be forwarded to the designated financial officer of the Union no later than the fifteenth (15th) day of the month following the month in which deductions are made.

IAMAW

Grand Lodge Secretary Treasurer

Membership Department

9000 Machinist Place

Upper Marlboro, MD 20772-2687

Ph (301) 967-4799

Section 5. Indemnity. The Union will indemnify and hold the Company harmless from and against any and all claims, demands, charges, complaints, or suits instituted against the Company which are based on or arise out of any action taken by the Company in accordance with or arising out of the foregoing provisions of this Article.

ARTICLE 6 - UNION ACCESS

Section 1. Representatives of the Union shall, upon request by the Union, be admitted to the facilities during working hours. Such representatives shall inform the site supervisor or his designee, of the nature of their visit prior to admission to Company premises and of their departure when the visit is completed. Approval for such admission to Customer/Company premises will be granted unless operational activities require delay in time or date, or the customer denies access. Visits will be conducted so as not to interfere with the employees' work.

Section 2. It is understood that Representatives may need to comply with required Customer security regulations for site access and customer requirements for protecting proprietary interests. The Company shall assist with site access as may be necessary. The Union will be responsible for RAPID Gate application and associated costs, if required.

ARTICLE 7 - SHOP STEWARDS

Section 1. The Company recognized the right of the Union to designate a reasonable number of Stewards and

Alternates, not to exceed two (2) Stewards and one (I) alternate Steward from the Company's seniority list.

There will be a Steward and Alternate for each shift to represent employees working on the Contract. A Steward shall have the option, at the affected employee's request to be at all meetings with employees that involve or could involve disciplinary action. If it becomes necessary to add shift to the work force the Union shall be allowed a Steward to each respective shift.

Section 2. Stewards shall be permitted a reasonable amount of time to investigate, present and process grievances on the Company property (worksite) without loss of time or pay during their regular working hours.

Stewards, however, shall not be paid by the Company for time spent handling grievances outside of his regular scheduled working hours unless approved by the Company. Stewards must obtain management's approval prior to leaving their work area and/or entering another employee's work area. If their request is denied, management shall advise the Steward when they can leave the area. If the Stewards need additional time for grievance processing due to the delay, upon request, the Company will agree to an extension.

Section 3. The steward or his/her designee shall be given up to twenty (20) minutes during new hire orientation to meet with new hires. The Company will keep the Union advised of the new hire orientation schedules as far in advance as possible to ensure Stewards have an opportunity to provide a copy of the CBA and advise the new hire of their rights and responsibilities of the contractual relationship between the Parties.

Section 4. The Company will have good communications with the Union and its Representatives of any changes in working conditions. Prompt notification to the Stewards and, when necessary, the Business Representative of significant changes to working conditions will ensure the Parties can provide efficient and timely service to the Customer.

ARTICLE 8 - SENIORITY

Section 1. For seniority purposes, all employees will be entitled to seniority which will be based upon months of service on the Elizabeth City Coast Guard Base, or predecessor contractors, or with the Company, whichever is earlier, and each anniversary date thereafter shall be the reference point for seniority.

1) It is understood that seniority, defined in this section shall govern benefits earnings as applicable, the filling of vacancies within job classifications and the assignment of shifts, provided the employee is qualified and capable of performing the job.

2) Promotions - When vacancies occur in any job classification covered by the Agreement, the Company shall post notice of such vacancies for a period of five (5) workdays. The Company shall promote the most qualified employees within the bargaining unit who have signed the notice prior to hiring outside applicants unless Section 2 of this article would apply. In which case, the senior qualified employee on layoff would receive the offer first.

3) Temporary Promotions - The Company may temporarily assign an employee to a higher paid classification for periods of short duration, not more than thirty (30) calendar days, due to workload, absence or during filling of vacancies. The Employee will receive the higher pay rate for such time serving in its capacity.

Section 2. In cases of layoff, the employee with the least seniority in the affected job classification shall be laid off first. The Company shall serve written notice to each affected employee. Employees selected for layoff may elect to bump into lower rated classifications for which they have previously held and displace the junior seniority employee. The employee shall inform the Company of their election of bumping rights within twenty-four (24) hours following notice of layoff. Recall shall be in inverse order of a layoff. If two or more employees have the same Company seniority date, the employee with the lowest last four digits in their social security number will be considered to have more seniority. Companies will use one combined seniority list and displace according to classifications and then seniority.

Section 3. An employee shall lose their seniority and their continuous employment shall he broken for the following reasons:

1) Resignation

2) Discharge for just cause

3) Layoff in excess of eighteen (18) months.

4) Failure to return to work at the expiration of a leave of absence

5) Failure to return to work within seven days after being recalled from layoff unless excused by the

Company.

6) Absence of three consecutive workdays without reporting to the Company, unless it is later proven that the employee was incapacitated and unable to contact the employer by phone due to circumstances out of the control of the employee.

Section 4. Each new employee shall serve a probation period of sixty (60) calendar days. If during the sixty-day period it is found that the new employee is not suitable for the job, his employment may be terminated at the Company's sole discretion, without recourse to the grievance procedure.

Section 5. Notwithstanding section 3 above, if an employee returns to employment with the Company within eighteen (18) months, they shall have their seniority reinstated at the level they had prior to leaving.

Section 6. The Company shall provide the Union Stewards a copy of the seniority roster semi-annually or upon request from the Union.

ARTICLE 9 - DISCHARGE AND DISCIPLINE

Section 1. The parties agree that they shall cooperate to foster a motivated and efficient workforce. Maintaining discipline is an essential element of this effort. The Company shall retain the right to discipline employees by discharge, suspension, or other action. No disciplinary action shall be taken without just cause and will follow progressive counseling and discipline principals of 1) verbal warning (written counseling action), 2) written warning, 3) suspension, and 4) termination. The Company may exercise an additional suspension in lieu of termination.

It should be noted that although this system is intended to be progressive and corrective, the company may determine that certain infractions or conduct or a demonstrated history of various infractions or conduct may justify skipping or accelerating certain steps or levels of discipline.

Section 2. In all cases of discipline, dismissal, or suspension for just cause, the Supervisor shall notify the

Steward and meet with them and advise the Steward of the reason the action is being taken. The Supervisor or the Steward may request to have the employees present at the meeting. The Steward shall be given time to meet with the employee prior to meeting with the Supervisor.

Section 3. All disciplinary action shall be placed in the employee's personnel file and become part of the personnel record. Those disciplinary actions shall remain in the personnel file and shall not be used for the purpose of progressive disciplinary action after six (6) month period without receiving additional disciplinary actions.

ARTICLE 10- GRIEVANCE PROCEDURE AND ARBITRATION

Section 1. It is the intent of this Article to establish a means for prompt adjustment of working problems and personal grievances at the job level by conference between the Site Supervisor and the employee involved, and the Union Representative at the employee's request. If not resolved at this informal level, a formal written grievance shall be filed. The grievance shall contain a full statement of the grievance and the facts upon which it is based, the section of this Agreement alleged to have been violated and the action, remedy or adjustment sought. In grievances filed on behalf of individual employees, the grievance shall be signed, by the affected employee, prior to Step I of the Grievance Procedure. Grievances shall be processed according to the steps and time limits specified. These time limits may be extended upon written mutual consent of the parties.

No grievances shall be filed or processed based on facts or events, or omissions within the employee's knowledge which have occurred more than ten (10) working days before such grievance is filed. Both parties agree to exert an earnest effort to settle such grievance promptly through the following steps:

Step 1. The employee involved shall first confer with his Site Manager in order to amicably settle the matter, and the Steward at the employee's request. Any and all grievances shall be handled during normal working hours without any unnecessary interruption of work.

Step 2. If the dispute is not resolved amicably then within seven (7) calendar days the Employee with their Steward may file a written grievance with the Program Manager. Within seven (7) calendar days after receipt of grievance the Program Manager shall submit a written answer to the affected employee or Steward.

Step 3. If not settled/resolved at Step 2, the Union Business Representative or designee may submit the grievance to the Director, Human Resources, or designee within fifteen (15) calendar days. The Parties shall meet, in person or by telephone conference, within ten (10) calendar days and attempt to resolve any grievance. If unable to resolve the grievance, the Director, Human Resources, or designee shall submit a written answer to the Union within fifteen (15) calendar days.

Section 2. The Union's Business Representative may submit, within thirty (30) calendar days following the

Company's Step 3 answer, written notice to the Director, Human Resource2 of its intent to arbitrate. The Union shall request the Federal Mediation and Conciliation Service to submit an arbitration panel of seven (7) names to each party. The Union and the Company shall alternately strike one name from such list (the Company and

Union shall alternate which party shall make the first strike, Company to make initial strike) until only one name remains and that person shall be the arbitrator. The Parties shall notify the Arbitrator of their selection and shall coordinate schedules between the Company, Arbitrator and Union. The cost of the Arbitrator shall be shared equally among the parties. The Company and the Union shall continue to attempt to resolve the grievance prior to arbitration.

Section 3. The arguments before the Arbitrator shall be oral, written or both. The Arbitrator shall not have the authority to add to, subtract from, modify, alter, or change any of the terms of this Agreement. The Arbitrator's authority is to interpret and apply provisions of this Agreement. The Arbitrator shall be bound entirely by the records presented in the form of evidence presented at the hearing and the Collective Bargaining Agreement.

Section 4. The parties may file post hearing briefs. The Arbitrator shall render his decision within thirty (30) days of the close of the hearing or receipt of the briefs. The Arbitrator's decision shall be in writing. The award shall be delivered or mailed to each party. The decision of the Arbitrator shall be final and binding on all parties.

Section 5. In cases of cancellation, the party requesting cancellation shall pay all fees and costs of the Arbitrator.

In cases where the cancellation is the result of a compromise settlement, fees of costs of the Arbitrator shall be shared equally by the parties. No more than one (1) grievance shall be submitted to the same Arbitrator, unless mutually agreed to. All time limits shall be strictly adhered to and may only be extended by mutual agreements of the parties.

Section 6. Any monetary award shall be limited to the actual loss incurred by the grievant, less such other compensation, including wages, commissions, worker's compensation, short/long term disability and unemployment compensation, as the grievant may have received or which may be due to the grievant for the designated award period. The parties shall conduct the arbitration cases at a location selected by the parties.

Section 7. The Union may file a Step 2 grievance with the Program Manager for any matter it believes is a breach of this agreement or for unusual or unforeseen circumstances on behalf of an Employee.

Section 8. A settlement or compromise made with respect to any grievance in the first or second step shall apply to that grievance only and shall not become a binding precedent in the case of other grievances nor a precedent which shall bind the parties as an interpretation of the Agreement. All settlements shall be consistent with the terms and conditions of this Agreement.

ARTICLE 11- NO STRIKES OR LOCKOUTS

Section 1. During the life of this Agreement or any written extension thereof, neither the Union nor its members will call, sanction, participate in, authorize, instigate, support, assist, acquiesce in or condone any strike including, but not limited to, any unfair labor practice strike, sympathy strike, sit-down, slow- down, sickout, walkout , picketing, work stoppage, slowdown , whether sanctioned by the Union or not, by any employee which curtails, interferes with or interrupts or threatens such curtailment, interference or interruption of the

Employer's operation,.

Section 2. The Employer reserves the right to take disciplinary action, including discharge, against the participants in any strike, slowdown, sickout, walkout, picketing, stoppage, or other interference with production, and such action may not be raised as a grievance or be subject to the arbitration provisions of this

Agreement, except as to whether or not the employee participated in such action.

Section 3. During the life of this Agreement, or any written extension thereof, the Employer will not lock out the employees covered under this Agreement.

ARTICLE 12 - HEALTH AND SAFETY

Section 1. The Company, the Union and all employees share the responsibility for maintaining a safe, clean, and healthful workplace.

Section 2. Employees are required to comply with safety rules and regulations established by the Company and

Government agencies, and to wear such protective clothing or use such safety equipment as required and shall be furnished by the Company or the Government according to contract language.

Section 3. The Company shall maintain safe and healthful conditions including safety equipment as is necessary to protect employees from injury. It is the desire of both parties to this Agreement to maintain high standards of safety in the operations of the Company in order to eliminate, as far as possible, industrial accidents and illnesses.

ARTICLE 13 - HOURS OF WORK

Section 1. No provision of this Agreement shall be considered as a guarantee of any specified number of hours of work, either per day or per week. Eight (8) consecutive hours, exclusive of an unpaid 30 minute to 1 hour lunch, as directed by the Company, shall constitute a normal work shift. Lunch will normally be uninterrupted;

however, the parties acknowledge mission requirements may necessitate deviation from this practice.

Employees shall receive two (2) paid fifteen (15) minute breaks, one midmorning and one midafternoon. Breaks and lunches may need to be adjusted or modified based on the workload upon notification to Supervisor or

Lead. Employees working approved overtime shall receive the same meal and break periods during a full day

(8 hours) overtime schedule and may receive an additional paid fifteen (15) minute break when consecutively working three (3) or more hours of overtime with a regular workday.

Section 2. The work week for payroll purposes shall consist of seven (7) consecutive calendar days beginning on Monday and running through the following Sunday. The normal work schedule shall be Monday through

Friday. All work schedules shall have two (2) consecutive days off; or 3 consecutive days for a 4/10 schedule.

Section 3. Shift hours shall be established by the Company at the work location and those posted for the bargaining unit employees. Unless otherwise established in writing, there will be two (2) shifts consisting of a

Day Shift beginning at 6:00 a.m. and a Night Shift beginning at 3:00 p.m.

Shift Premium: Effective 19 December, 2023, employees covered by this agreement assigned to the second (2nd) shift shall receive a shift differential of One dollar ($1.00) per hour. Shifts may be modified to meet contract requirements.

Section 4. Due to Contract Operations employees who are prevented from reporting for work shall notify their supervisor of their inability to report for work within thirty (30) minutes of his/her shift start time, giving a reason for the absence.

Section 5. Employees who are scheduled for approved overtime on Saturday and/or Sunday and who report to the work site will be provided at least 4 hours of work and/or at least (4) hours of pay.

Section 6. It is understood and agreed that the Company may schedule overtime work. The company shall provide as much advance notice as possible, normally at least 48 hours' notice for weekday overtime scheduling, and normally at least seventy-two (72) hours' notice for weekend and/or holiday for overtime scheduling. This in no way can be construed as a guarantee of any notification requirements since the Company must support new/revised Customer requirements. An attempt shall be made to staff overtime assignments with qualified volunteers. If there are more volunteers than needed, employees will be selected on a first come first serve basis.

In the event that overtime requirements cannot be met with volunteers, the least senior qualified employee(s) with the least number of volunteered hours of overtime may be required to work overtime to meet the request.

A reverse of the seniority list shall be utilized for determination of overtime assignment. A reverse of the seniority list shall be utilized for determination of overtime assignment. Advance requests by employees to be excused from overtime shall be considered by the Company on a good faith basis.

Section 7. The overtime rate shall be time and one-half (1 ½) the employee's regular working rate of pay for all hours worked over eight (8) hours per day for 5/8 shifts or ten (10) hours per day for 4/10 shifts.

Section 8. An employee who has not completed the probationary period, could be assigned overtime if all qualified senior employees have had an opportunity to work the overtime, and it is determined by the Supervisor that the probationary employee is qualified to carry out the responsibilities to be assigned.

Section 9. Employees qualifying for overtime shall have met the 40-hour requirements according to Labor Law or as authorized by the Company in cases where 40 hours has or cannot be met. Hours worked over a scheduled

8/10-hour day according to government directed schedule shall have advanced written approval from the

Company prior to working as make-up time or a modified schedule and therefore are not considered overtime.

Overtime hours shall have approval from the Company prior to commencing. The Company may cancel overtime hours based on schedule changes, hours worked either individually or by labor group (s), or for any unforeseen reason. The Company shall provide as much advanced notification as possible. The Company reserve the right to disapprove perspective overtime hours when utilizing time off without pay.

Section 10. The Company may require employees to work an alternate work schedule to include a four-day, ten

(10) hour shift or (9) days of (80) hours every two weeks (9/80 or RDO). This alternate work schedule may include weekends. Employees will receive a minimum of three (3) working days' notice when the Company changes their shift starting time or hours of work unless there are circumstances beyond the Company's control.

ARTICLE 14 - HOLIDAYS

Section 1. Holiday pay is eight (8) hours pay, which is payable at the employee's working rate of pay. The eight

(8) hours pay shall not be considered as time worked for the purpose of computing overtime. To qualify for holiday pay, an employee must have time worked in the workweek which the named holiday occurs, or by being on paid sick leave or vacation leave in that workweek. An employee will not be paid for a holiday that occurs earlier in the workweek prior to his/her hire date or if the employee's official termination date is prior to the name holiday.

Section 2. The following eleven (11) holidays shall be observed each calendar year:

New Year's Day Juneteenth Veterans Day

Martian Luther King Jr. Day Independence Day Thanksgiving Day

Presidents Day Labor Day Christmas Day

Memorial Day Columbus Day

Section 3. Any employee required to work on any of the above holidays shall be paid for all hours worked at time and one-half (1 ½) his/her working rate of pay plus eight (8) hours holiday pay. Holidays may not be carried over from one year to the next.

Section 4. Any observed holiday, stated above, that falls on a Saturday or Sunday, shall be observed under the same schedule observed by Federal Government. When a holiday falls during an employee's vacation or sick, the holiday shall not be charged as vacation or sick and be paid as holiday pay.

Section 5. Employees who observe holidays for religious or other reasons; that are not federally observed, or paid holidays as listed above, shall utilize the Company’s reasonable accommodation policy to address.

Approval shall be received prior to the Holiday in all cases.

ARTICLE 15 - VACATION/SICK

Section 1. Each employee covered herein shall accrue vacation as follows:

For vacation purposes, all employees will be entitled to paid vacation which will be based upon months of service on the Elizabeth City Coast Guard Base, or predecessor contractors, or with the Company, whichever is earlier, and each anniversary date thereafter shall be the reference point for vacation. Paid vacation and sick leave entitlement will be as follows:

Effective 1 June 2023, Vacation and Sick leave will accrue on a biweekly basis as listed below:

Months of Service Biweekly Accrual

0-60 Months 4.62

60-120 Months 6.16

120 Months or More 7.70

Section 2. For the purpose of determining eligibility for vacation, accruing shall be defined as follows:

1) The employee must complete their sixty (60) day probationary period prior to beginning Vacation accrual on the sixty-first (61) day. Sick leave accrual begins on the first day of employment. Vacation and Sick is available for use by the employee, upon request to and approval from the Company.

2) Vacation or Sick leave taken by the employee is deducted from the employee's unused leave balances until such leave is exhausted.

Section 3. Vacation and Sick pay shall be computed at the employee's straight time hourly working rate, including applicable shift premiums at the time of vacation or sick.

Employees, who are terminated from employment, are laid off, or who voluntarily terminate employment are eligible to receive pay in lieu of vacation for all earned, unused leave.

Effective the last day of the pay period in the year, employees may carry over unused earned vacation equal to the amount of one year's accrual. Vacation amounts in excess of this limit will be paid out to the employee during January of the following year.

Section 4. Vacation and Sick shall be requested as far as in advance as possible for planning, the Company policy will be established, and employees shall be provided with notice. In no case shall time be taken off without notice, or without notice within 30 minutes of the start of the employees work shift to the Company.

The Company will make every effort to approve vacation requests unless prohibited by legitimate business reasons. When conflicts in requested vacation periods arise, the employees having the greater seniority shall be given the preference; however, an employee who has previously requested and had scheduled vacation approved will not be displaced by a more senior employee. If the employee does not receive a notification of approval or disapproval from the Company by the leave requested start date, the request can therefore be considered as approved by the Company.

1) Vacation and Sick may only be scheduled on the employee's regularly scheduled workdays and may be scheduled for periods of one half of an hour (.5) or more for Vacation and in one hour (1.0) or more for Sick leave.

2) Employee's request for Vacation leave must be approved by the employee's Supervisor before such leave is taken. Employees failing to secure such approval, who subsequently fail to report to work as scheduled, without a reasonable excuse, may be subject to appropriate disciplinary action for unexcused absence.

3) The maximum allowable length of Vacation will be the amount of the employee's unused vacation at the end of the payroll period immediately preceding the vacation period requested.

Section 5. It is understood and agreed that employees transferring to the Contract after the date of ratification of the Agreement, shall retain their original date of hire with the Company for the purpose of vacation.

Section 6. Paid days of vacation or sick shall not be considered as time worked for the purpose of computing overtime pay.

Section 7. The Company reserves the right to cancel an approved vacation, if due to unforeseen events staffing falls below minimum required levels. In the event of disapprovals or cancelations the Company should work in good faith with the employee to reschedule.

Section 8. In the event of a change of contractors, the Company shall be responsible to pay out all unused accrued vacation.

Section 9. In the event of a Presidential Proclamation, Administrative or Executive Order which results in additional time off or base closure for part or all of the day due to inclement weather, or the customer has directed site closure, employees will be allowed to charge their vacation or sick leave. The Company may also grant the use of Approved Leave Without Pay (ALWOP) and shall notify employees of authorization prior to its use.

Section 10. Sick Leave. Effective 1 June 2023, employees will accrue one (1) hour of paid sick leave for every thirty (30) hours worked, up to (56) hours per contract year to be deposited on at least a biweekly basis according to payroll scheduling. The Company also reserves the right to elect frontloading of time based on the 40-hour week expectation. The Company may deposit hours annually, semi-annually, or quarterly.

1) Unused sick leave shall be carried over into the next accrual year up to (56) hours.

2) An employee can’t accrue over (56) hours in a contract year at any given time.

3) Unused sick leave is not paid upon termination.

4) Employees may use paid sick leave if they are absent because of:

a. A physical or mental illness, injury, or medical conditions.

b. Obtaining diagnosis, care, or preventive care from a health care provider.

c. Caring for a family member, or someone who is the equivalent of family, who has any conditions or needs for diagnosis, care or preventive care.

d. An issue related to domestic violence, sexual assault, or stalking of the employee or the employee's family member, or someone who is an equivalent of family.

5) Verification may be required of the employee when the need for paid sick leave is for three (3) or more consecutive, full workdays.

ARTICLE 16 - JURY DUTY

An employee required to be absent from his employment to serve on a jury shall be paid his regular hourly rate of pay for all regular scheduled straight time hours for each day of jury services. Such absences shall be supported by a statement signed by the Clerk of Court certifying as to each day of jury duty.

An employee who is subpoenaed to court as a witness and is not involved directly in the case shall receive all benefits and pay and operate under the same conditions as outlined in this Article.

ARTICLE 17 – OTHER TIME OFF

Section 1. Bereavement: Employees shall receive twenty-four (24) hours of paid bereavement leave when a death occurs in their immediate family. Immediate family is defined as parent, grandparent, grandchild, spouse, child, brother, sister, mother-in-law, father-in-law, stepparent, stepchildren, brother-in-law, and sister-in-law. If it is outside of 300 miles the employee may receive an additional sixteen (16) paid hours.

Section 2. Maternity/Paternity Leave: Employees shall receive the allotted time below for the delivery and care of a new child and/or for aftercare of the delivery parent. The employee is entitled to maternity/paternity leave for a maximum period of forty (40) hours of pay. Maternity leave may be used in conjunction with other types of time off.

ARTICLE 18- WAGES AND JOB CLASSIFICATION

Section 1. The following hourly rates of pay shall prevail during the term of this Agreement. Any pay differential or additive specified in this Agreement shall be applied on an hourly basis. Description of Job Classifications will be in accordance with Department of Labor SCA Directory of Occupations or the Statement of Work

(SOW), if applicable.

JOB CLASSIFICATIONS Current Rate lxAdj

Effective

12/19/2023

6%-

Effective

12/19/2023

5%-

Effective

12/19/2024

5%-

Effective

12/19/2025

AC Mechanic 1 $ 35.03 $ 2.50 $ 37.53 $ 39.78 $ 41.77 $ 43.86

AC Mechanic 1 Avionics $ 35.03 $ 2.50 $ 37.53 $ 39.78 $ 41.77 $ 43.86

AC Mechanic I Electrician $ 35.03 $ 2.50 $ 37.53 $ 39.78 $ 41.77 $ 43.86

AC Mechanic 1 Sheetmetal $ 35.03 $ 2.50 $ 37.53 $ 39.78 $ 41.77 $ 43.86

Program Specialist $ 39.79 $ 2.50 $ 42.29 $ 44.83 $ 47.07 $ 49.42

Ground Support Equipment

Mechanic $ 35.03 $ 2.50 $ 37.53 $ 39.78 $ 41.77 $ 43.86

Aircraft Painter $ 32.50 $ 2.50 $ 35.00 $ 37.10 $ 38.96 $ 40.91

Production Control Clerk $ 35.65 $ 2.50 $ 38.15 $ 40.44 $ 42.46 $ 44.58

Aircraft Mechanic Helper $ 27.59 $ 2.50 $ 30.09 $ 31.90 $ 33.50 $ 35.18

Aircraft Worker $ 32.04 $ 2.50 $ 34.54 $ 36.61 $ 38.44 $ 40.36

Machine Tool Operator $ 36.50 $ 2.50 $ 39.00 $ 41.34 $ 43.41 $ 45.58

All monetary increases occurring in this Agreement will become effective the first full pay period following the designated effective date of December 19, 2023.

Section 2. Lead Additive

1) Leads may be utilized as determined by management. The employer shall have the sole discretion in the number and selection of employees for the lead position. When qualifications are relatively equal seniority shall prevail.

2) Compensation for Leads will be established by MOU once determined by the Company of lead position (s) being generated.

3) Employees performing as a Lead will not assume or be assigned any Supervisory duties as defined in accordance with the National Labor Relations Board (NLRB) definition of a Supervisor.

Section 3. Temporary employees will be compensated per the wage scale above.

Section 4. Trainer Premium: When required by agreement with the customer, or at its discretion, the Company may select personnel to provide training in specific programs, processes, or areas. During the time required to provide the approved training the selected employee(s) will receive seventy-five cents ($0.75) per hour for all hours providing the training.

ARTICLE 19-HEALTH AND WELFARE

Section 1. Group Medical & Dental Insurance

The Company will, during the life of the bargaining agreement, maintain and contribute to the cost of health and dental care insurance for bargaining unit personnel. The offered group insurance plans may be modified from year-to-year for cost containment, improved coverage, ACA compliance and other legally required or carrier-imposed changes. It is agreed that the Company and Union may agree to change vendors of health care, dental care, or life insurance during the life of this Agreement. Any such benefit change will provide comparable coverage/design as the incumbent plan (ACA Compliant). Should there be a significant change in the plan benefits or rise in the rates, the Company and Union will meet to bargain any resulting issues.

Dental Only: Employees who opt out of Medical Insurance coverage may choose to be covered by the Dental

Insurance.

Current health and dental employee contributions will continue upon the ratification of this Agreement. The

Company and the employees will share the cost of health and dental on a 70%/30% basis with the Company paying 70% and the employee paying 30%. Increases will be borne on the same percentage basis.

Opt-out option: Employees may elect to waive health insurance coverage and elect to receive monetary compensation for the offset of individually acquired insurance costs. Waiver will be paid on a biweekly basis to the employee. Proof of alternate coverage is required to be provided prior to the Company approving waiver pay.

Effective the first full pay period following December 19, 2023, employees may elect to waive health insurance coverage and elect to receive four dollars and forty-one cents ($4.41) per hour for each hour paid up to forty (40) hours per week, to be included in the employee's pay.

Section 2. Vision: Employees may opt to purchase the Company's optional vision benefit as provided in the

Summary Plan Description.

Section 3. Life Insurance: The Company will provide Life and AD&D insurance to all employees at one I times

(1-Xs) the employee's annual salary. Employees may purchase optional life insurance /accidental death and dismemberment insurance (AD&D) to the extent such coverage is available. Employees may purchase dependent life by payroll deduction. Proof of insurability and approval by the insurance carrier is required prior to purchasing any optional life insurance/AD&D and dependent life insurance. Benefit/Age reductions may occur in accordance with the plan document.

Section 4. Short- and Long-Term Disability: The Company will provide Short-Term Disability to all employees as described in the Summary Plan Description. The STD insurance provides a benefit of $300.00 per week, following a three-day waiting period, for up to twenty-six (26) weeks. The Company will make available for employee purchase via payroll deduction optional long-term disability insurance (LTD) as defined in the

Summary Plan Description for employees.

ARTICLE 20 - 401K

All employees covered under this agreement shall be eligible to participate in the Company sponsored 40l(K)

Savings Plan. Employees will be permitted to contribute their own monies via payroll deduction up to the maximum allowable by IRS regulations. The Company will match fifty cents ($.50) on the dollar up to a six percent (6%) employee contribution. Vesting schedule as contained in Summary Plan Documents.

ARTICLE 21- LEAVE OF ABSENCE

Section 1. Limited unpaid Personal Leaves of Absence (PLOA) may be granted by the Company upon request of employees who have completed their probationary period. Such leaves shall be not more than thirty calendar days. Requests for unpaid personal leave of absence must be made in writing and must receive approval by the

Company. Accrued vacation must be used before any leave will be approved. A maximum of two (2) extensions may be approved by the Company.

Section 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 expiration if additional time is required. All such extensions must have prior

Company approval.

Section 3. Leave of absence for legitimate personal health reasons supported by sufficient medical verification will be granted to an employee for a period not to exceed ninety (90) days and will be extended when supported by sufficient medical verification supplied by the employee from a licensed physician. Employee accrued Sick and Vacation time must be used prior to the use of ALWOP. Leaves of absence for personal health reasons will not exceed six (6) months. An employee will be administratively terminated after six (6) months Medical Leave of Absence (MLOA).

Health, Dental and Vision, insurance, if elected, in addition to any optional benefits elected by the employee will continue for the duration of the leave of absence as described above as long as the employee continues to pay his/her portion of the premiums at least ten (10) days prior to the next month's insurance coverage.

Section 4. An employee on leave of absence for personal health reasons may return to work prior to or at expiration of such leave upon the written release of a licensed physician provided the employee is able to perform his/her assigned duties safely. Should the Company question the employee's capability to perform the assigned duties safely, the Company may have the employee examined by another physician, prior to returning the employee to work.

1) While on leave of absence for personal health reasons, the employee shall notify the Company as to his/her potential of returning to work on a biweekly basis, except in those cases where the employee's physician has provided an expected date of return.

2) An employee may be returned to restricted duty provided the Company is able to accommodate said restrictions. Company may make accommodations for employees under established safety policies/practices.

3) The granting or disallowance of Personal Medical Leaves of Absence for employees within the probationary period will be at the discretion of the Company.

4) Family Medical Leave Act (FMLA) is applicable as defined by law. Companies can provide other options for paid or unpaid leave. In such cases, the Company’s reasonable accommodation policy shall be utilized by the employee to request approval of alternatives and that approval be granted prior to.

Section 5. Leaves of absence without pay for Union Business not to exceed two (2) weeks, will be granted to

Bargaining Unit employees of the Company, who are elected or appointed by the Union, to attend such functions as conferences, conventions, and union educational courses, provided at least five (5) workdays advance notice is given in writing to the Company, if possible to do so. However, not more than two (2) employees may be on such leave at any time.

Section 6. Leaves of absence without pay in worker's compensation injury and legal occupational disease cases will be granted automatically for up to a twelve (12) month period of legal temporary disability, and seniority will accumulate for the full period of such leave.

Section 7. An employee who has completed his/her probationary period, who is called to and performs short term active duty of thirty (30) days or less, including active duty training as a member of the United States

Armed Forces Reserves or National Guard, shall be paid the difference between the employee's military rate and the employee's straight time hourly rate of pay for a period of up to ten (10) scheduled working days per calendar year. The employee must present a copy of the employee's order to the Company as soon as they are received by the employee. Upon return from active short-term duty, the employee must present pay vouchers so that the calculation of the difference in pay may be computed. The employee will be given a leave of absence for and will accumulate seniority during such period of service. Employees required to report for military training more than thirty (30) consecutive days or those called to active duty shall be placed on a military leave of absence

(Mil-LOA) for up to one (1) year. Employees on Mil-LOA exceeding one year shall be administratively terminated and reinstated in accordance with the Uniformed Service Employment and Reemployment Rights

Act. The parties to this Agreement shall comply with current applicable state and federal legislation regarding military service. Employees on military orders are not allowed to also work for the company for the duration of the orders unless preapproved by management.

Section 8. When leaves of absence are granted, the employee, upon return to active employment, will be returned to his/her classification based upon seniority and qualifications.

When an employee fails to return to work at the expiration of an approved leave of absence, that employee may be disciplined, up to and including discharge, at the option of the Company.

Section 9. Any member of the Union elected or appointed to a full time Union position may, upon written request by the Union, be granted a leave of absence for Union activities up to a three (3) year period. Employees on such leave shall continue to accrue seniority. Not more than one employee shall be on such leave at any one time.

When the activities for which such leaves of absence are granted shall cease, the Union shall immediately notify the Company in writing, and if application is made therefore within fifteen (15) days thereafter, such Union member will be given re-employment in a similar position, if same still exists, or a comparable position in accordance with his/her qualifications and seniority privileges, and applicable wage rate at the time of return to the active payroll.

ARTICLE 22 - BULLETIN BOARDS

The Company shall provide one (1) lockable bulletin board onsite for the Union to post official Union information for their membership.

ARTICLE 23 - COMPLETE AGREEMENT

Section 1. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any…