Attachment 6 IAM-PROLOG 2020-2023 - PETERSON AFB.pdf

COLLECTIVE BARGAINING AGREEMENT

BY AND BETWEEN

PROLOG INC.

PETERSON AIR FORCE BASE, COLORADO SPRINGS, CO

AND THE

INTERNATIONAL ASSOCIATION of MACHINISTS and AEROSPACE WORKERS, AFL-CIO

LOCAL LODGE No. 47

EFFECTIVE DATES

OCTOBER 1ST, 2020 THRU SEPTEMBER 30, 2023

ARTICLE 1

PURPOSE OF AGREEMENT

1.0 This agreement is made and entered into by and between ProLog, Inc. (hereinafter referred to as the

Company) and the International Association of Machinists and Aerospace Workers, AFL/CIO, and its Lodge No. 47 Commerce City, Colorado (hereinafter referred to as the Union).

2.0 The purpose of this Agreement is to insure industrial peace. To this end, it is recognized that there must be mutual understanding, harmony and cooperation among employees and between employees and the Company, and the Union and the Company; that operations must be uninterrupted and duties faithfully performed in order for the Company and its employees to fulfill their mutual and vital responsibilities to the Government. It is recognized by the Agreement to be the duty of the Company, the Union, and the employees to cooperate fully, both individually and collectively, for the advancement of said conditions.

3.0 It is agreed that the parties desire to enter into this Agreement to establish wages, benefits, and working conditions and to provide for the peaceful settlement of disputes and grievances that may arise affecting the employees covered hereby.

4.0 NOW, THEREFORE, the Parties agree as follows:

ARTICLE 2

RECOGNITION

1.0 The Company recognizes the Union as the sole and exclusive collective bargaining agent for all employees of the Company as certified by the National Labor Relations Board Case No. 27-RC-8370, dated March 24, 2005.

1.01 All hourly paid employees employed by Transient Alert, and working on Peterson AFB, who were certified by the National Labor Relations Board, Case No. 27-RC-8370, dated March 24, 2005.

1.02 Excluded are managers, professional employees, and confidential employees, construction workers covered by the Davis Bacon Act, guards, watchmen and supervisors as defined by the National Labor Relations Act, as amended.

2.0 The use of the word "employee" or "employees," as used in this Agreement refers to all persons covered by this Agreement regardless of sex. Any reference by gender applies to either sex.

ARTICLE 3

SUCCESSORSHIP

1.0 The provisions of this Agreement shall be binding upon the Company and its successors, assigns or future purchasers and all the terms and obligations herein contained shall not be affected or hanged in any respect by the consolidation, merger, sale, transfer, or assignment of the Company or any or all of its property, or affected or changed in any respect by any change in the legal status, ownership, or insure continuity of employment and representation, to maintain the current and prospective level of wages, benefits, and working conditions contained herein and further to protect the gains made in said wages, benefits, and working conditions derived through good faith collective bargaining regardless of the identity of the employer organization having jurisdiction over the work of this Bargaining Unit.

ARTICLE 4

MANAGEMENT RIGHTS

1.0 The company shall have full rights, subject to the terms of this Agreement, of managing the business and control business operations, the assignment of duties, scheduling of all hours of work and other aspects of production and business methods and the right to hire, promote, demote, and transfer employees, to discipline, suspend or discharge for just cause, lay off, create new jobs, and establish rules of conduct.

The Company agrees to meet and confer with the Union prior to the implementation of new policies and changes in the existing policies that directly affect the agreement. The Company shall post a copy of all policies in the work area and provide the Union with a copy within 30 days of the date of this agreement.

The Company shall also keep each site up to date with current Corporate and Site policies in a written format, kept in the employee's break area.

ARTICLE 5

NO STRIKE - NO LOCKOUT

1.0 It is expressly understood and agreed that the business of the Company is directly related to the important and vital work of the United States Government and the various missions, of the Peterson AFB. Therefore, the parties agree that during the term of this Agreement:

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

1.02 Neither the Union, its officers, nor agents shall authorize, encourage, or sanction any unauthorized strike, sit down, work stoppage, stay in, slow down, refusal to work, refusal to work overtime, picketing, or any other action (including sympathy strikes, unfair labor practice strikes or related activities), which would interrupt or interfere with any of the operations of the Company.

1.03 Any employee or employees, individually or collectively, who shall engage in the conduct prohibited in this Articles, or who shall cause or take part in any violation of this Article may be disciplined or discharged by the Company.

1.04 In the event of a violation of this Article, the Union, its officers or agents agree that it will use its best effort to end such prohibited conduct, utilizing every possible means to include:

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

b. Notification to all employees that such prohibited conduct is unauthorized and in violation of the Agreement.

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

1.05 The Company agrees it will not engage in any lockout of its employees.

ARTICLE 6

CONTRACTING OUT WORK

The Company agrees that during the term of the Agreement it will not subcontract work of the kind and character performed by the Bargaining Unit employees for the sole purpose of laying off Bargaining Unit employees or eroding the Bargaining Unit. Any subcontractor of the Company will be required to honor the terms and conditions of this CBA.

The Company agrees that it will notify the appropriate Chief Steward and Business Representative in writing of any situations when the Company plans to subcontract such work.

ARTICLE 7

NON-DISCRIMINATION - EQUAL TREATMENT

1.0 There shall be no discrimination by the Company, any employee, or the Union against any employee or applicant for employment because of sex, race, national origin, creed, age, disability, veteran's status, or because of legitimate Union activity or membership or non-membership or any status protected by applicable federal, state or local laws or regulations. The parties also agree to comply in all respects with all applicable laws and Executive Orders regarding nondiscrimination and Equal Treatment.

ARTICLE 8

UNION SECURITY

1.0 All employees covered by this Agreement will either be members of the Union or "agency fee payers."

Agency fee payers (nonmembers) meet their monthly obligation by the payment of an equivalent agency fee, which represents the Union's cost of representing the employee for the purpose of collective bargaining, and will be required to authorize deduction of the applicable agency fee. Such employees have a legal right to file objections to funding expenditures that are "non-germane to the collective bargaining process." Refusal to pay applicable dues or frees she result in termination.

2.0 Upon completion of a probationary period of thirty (30) days, all employees covered by this Agreement will be required as a condition of continued employment to authorize deductions for such dues or fees in accordance with the Check-Off Article contained herein.

3.0 All employees who are members of the Union upon the effective date of this Agreement, and all employees who thereafter join the Union during the term of the Agreement, shall as a condition of employment maintain their membership during the term of the Agreement; except that upon each annual anniversary date of the Agreement thereafter, a member may serve written notice to the Union within a five (5) calendar day period prior to the anniversary date that he no longer desires to be a member, in which case his resignation shall be effective the month following receipt of written notice.

4.0 The Company will within ten (10) workdays of receiving written notice from the Union terminate any employee who does not comply with the provisions of this Article.

5.0 The Union shall indemnify and hold the Company harmless against any and all claims, demands, suits or other form of liability that may arise out of or by reason of any action taken or not taken by the Company in reliance upon information furnished to the Company by the Union for the purpose of complying with any of the provisions of this Article.

ARTICLE 9

CHECK-OFF

1.0 Upon receipt of a signed authorization from the employee involved, the Company shall deduct from the employee's pay: dues, applicable agency fees and/or other financial obligations to the Union during the period provided for in said authorization. The Secretary Treasurer of the local Lodge will certify the amount. The amount deducted from the employee's paycheck will not be altered without written notification from the Secretary Treasurer.

2.0 Deductions shall be made on account of Union dues or applicable agency fee from each Semi-monthly check of the employee. Such payroll deductions shall be made by the Company beginning with the payroll period next commencing after receipt by the Company of the properly executed authorization forms and/or notification from the Secretary Treasurer. The amount charged per employee will be 2 times the hourly rate plus $1.10 for employees who work over 20 hours during the pay period. Employees who work under 20 hours per pay period will be required to pay $2.00.

3.0 Deductions provided in Paragraph 2.0 shall be remitted to the Secretary Treasurer of the Union no later than the fifteenth (15th) day of the month following the month in which the deduction was made. The Company also shall furnish the Secretary Treasurer of the Union with a record of those from whom deductions have been made and the amounts of the deductions.

4.0 The Parties agree that check-off authorization shall be in the following form:

Name of Employee (Please Print)

Dept. No. Employee No.

Social Security No. Date

I hereby authorize and direct the Company to deduct from my pay beginning with the payroll period next commencing after receipt by the Company of this form, (Initiation, Reinstatement fees, Regular monthly dues, Agency fees and/or other financial obligations), as certified to the Company by the Secretary Treasurer of the Union, Lodge No. 47 of the International Association of Machinists and Aerospace Workers.

I submit this authorization and assignment with the understanding that it will be effective and irrevocable for a period of one (1) year from this date, or up to the termination date (if any) of the current collective bargaining agreement between the Company and Local Lodge No. 47 of the International Association of Machinists and Aerospace Workers, whichever occurs sooner.

This authorization and assignment shall continue in full force and effect for yearly-periods beyond the irrevocable period set forth above, and each subsequent yearly periods beyond the irrevocable period set forth above, and each subsequent yearly period shall be similarly irrevocable unless revoked by me within five (5) calendar days prior to the date of termination of any irrevocable period hereof. Such revocation shall be affected by written notice, sent by Registered Mail, Return Receipt Requested, to the Employer and the Union within such five (5) day period.

Signature

ARTICLE 10

UNION STEWARDS

1.0 Upon execution of this Agreement, the union shall promptly furnish the President, in writing, the names of the Shop Stewards. Thereafter, the Union shall promptly advise the President, in writing, of any change in Stewards. No Steward will be recognized as such by the Company prior to receipt of written notice of appointment. The Company will allow for steward elections on Company time.

1.01 A Union Steward may take reasonable and necessary time off during work hours to carry out his responsibilities as set forth in 1.02 below, and this time off may not unreasonably interfere with assigned duties.

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

a. To consult with an employee regarding the presentation of a request concerning this Agreement, complaint, or grievance, which the employee desires him to present.

b. To investigate a complaint or grievance before presentation to the appropriate supervisor.

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

d. To meet by appointment with an appropriate supervisor or other designated representative of the Company, when necessary, to adjust grievances in accordance with the grievance procedure of this Agreement. These activities will be carried out with minimum disruption to the operations. The Steward shall not solicit complaints or grievances.

2.0 Stewards will be elected and shall be assigned from the following locations: One Steward on the day shift and one Steward on the night shift. Should the Company add sites and/or shifts under the Transient Alert Contract, changes in the number or assignment of Stewards will be discussed between the parties as needed.

3.0 A Steward shall secure permission from his supervisor before leaving his workstation and will report back to his supervisor upon return to his workstation. Permission will be granted unless operational activities are affected. Before entering the work area of another supervisor, the Stewards shall contact and secure permission from that supervisor, who shall grant permission unless operational activities are affected.

Upon entering the work area of another supervisor's responsibility, the Steward will contact the supervisor and explain the nature of his visit before attempting to contact any employee. Upon his departure, the Steward will inform the supervisor in the area in which he is visiting that he has concluded his business and is leaving the work area.

4.0 It is agreed that the Company will pay Stewards and grievant for reasonable and necessary time for grievance consultations and/or grievance meetings during their regular work shifts. Such pay will be at the employee's regular straight time rate, plus Shift and/or Lead Premiums, as appropriate. No other premiums will be paid. The Company shall not pay for any other time a Steward or employee is removed from his work to serve the Union in any official capacity or to serve on any Union committee, except as provided in this Agreement

5.0 It is agreed that the Union will be permitted to post on bulletin boards provided by the Company:

5.01 Notices of Union recreational affairs.

5.02 Notices of Union elections and election results.

5.03 Notices of Union appointments.

5.04 Notices of union meetings.

6.0 The Chief Steward or alternate, designated by the Union, will be given reasonable time to introduce the Union and the Collective Bargaining Agreement to a new employee during the employee's Company orientation period.

7.0 The new employee's supervisor will confirm that the employee and the Steward for the area have been or are introduced.

ARTICLE 11

VISITATIONS

1.0 Officers and/or accredited representatives of the Union shall, upon request by the Union, be admitted to the facilities during working hours. Such representatives shall inform a member of management 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 Company premises will be granted unless operational activities require delay in time or date. Visits will be conducted so as not to interfere with the employees work.

2.0 All such officers or representatives shall comply with required Government security regulations and customer requirements for protecting proprietary interests.

ARTICLE 12

SENIORITY

1.0 For the purposes of this Article, there are two types of seniority, which are defined as follows:

Field Seniority represents the continuous unbroken accumulated time each employee has spent under the services of the Company or a Predecessor Company at the geographical area or facility, herein again referred to as Transient Alert and their remote locations. Field seniority will be used for the purposes of layoff, recall from layoff, and promotion and benefit accrual as provided by this Agreement.

Company Seniority Company Seniority represents and commences with the date of placement on the payroll of the Company under the agreement in any job classification.

2.0 Seniority lists of the employees covered by this Agreement giving name; the Company will maintain the seniority date and job classification and address and phone number. Such seniority lists will be sent or e-mailed to the Steward(s) and Union Representative, quarterly.

3.0 Field Seniority and Company Seniority shall be broken and employees shall have their names stricken from the Seniority List under any of the following circumstances:

3.01 Discharge for just cause.

3.02 Resignation.

3.03 Failure to comply with the reduction and recall from layoff provisions of this Agreement.

3.04 Failure to be recalled from lay off within twenty-four (24) months after such lay off.

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

3.06 Retirement of the employee in accordance with the Company's established retirement policy.

4.0 New employees and those hired after a break in continuous service, regardless of classification, shall be considered on probation for a period of ninety (90) calendar days of continuous service from the date of hire or until a Government security clearance, where required, is received by the Company for the individual involved, whichever is the longer. The Probationary Period of an employee may be extended upon the mutual agreement of the Company and the Union.

4.01 The discipline and discharge of probationary employees shall not be subject to the Grievance and

Arbitration procedures of this Agreement.

4.02 The date-of-hire of a probationary employee will become his seniority date upon successful completion of the Probationary Period. Vacation & benefit accrual then will be calculated from date-of- hire. Sick/Personal Leave hours are accrued from date-of-hire and may be used during the Probationary Period as provided in this Agreement.

5.0 The Union recognizes that the Company has certain obligations in its contracts with the Government pertaining to security, and that security is vital to the Company and the Union is carrying on their part in the defense effort. In the event that the Government, through a duly authorized representative, advises the Company in writing that an employee covered by this Agreement is denied a security clearance, or is barred from access, on any Government installation supported by Triad or a successor contractor, it is mutually agreed between the Company and the Union that in the event an employee's security clearance is found by appeal to have been incorrectly revoked, the Company shall reinstate the seniority of the employee and reinstate them to their previously held occupational title, but no backpay shall be owed.

6.0 When two or more employees commence accrual of seniority on the same date, the employee with the lowest last four digits of the social security number will be deemed to be the most senior.

7.0 The Company Seniority and Field Seniority date of a temporary employee who later becomes a regular employee will be the date of hire into that particular temporary position.

ARTICLE 13

REDUCTION-IN-FORCE

1.0 Jobs to be eliminated will be designated by the Company bases on labor grade and least seniority.

2.0 Displacement Procedures:

2.01 Employees notified of their impending layoff due to a reduction in-force may, at their option, exercise displacement rights in accordance with the following procedure:

2.02 They may displace anyone in the same or lower labor grade in the same Job Classification who has less seniority than they do.

2.03 They may displace workers in a different Job Classification if they have worked in that

Classification for a total of 3 months or more and can demonstrate proficiency.

2.04 If the employee fails to qualify for displacement under any of the above, or qualifies but chooses not to exercise his displacement rights, the employee will be laid off.

2.05 Employees who have been displaced under this procedure are entitled to the same displacement rights identified above.

3.0 Employees choosing to exercise their displacement rights under the above procedure must notify the Company in writing within two (2) workdays after receipt of layoff notice. For displacement outside their assigned Job Classification, they must indicate their decision to displace within two (2) workdays of receipt of the applicable seniority list.

4.0 The Company and the Union will meet to explore options to a reduction-in-force prior to initiating layoffs.

However, the Company will retain sole discretion whether a layoff is necessary. In the event layoffs are determined to be necessary, the Company will give affected employees at least two weeks advance notice of reduction-in-force.

5.0 Upon implementation of a reduction-in-force, the Company may accept requests for voluntary layoff if such layoff will help meet the goals of the reduction-in-force without further reducing the Company's capability to meet its contractual requirements.

6.0 The implementation of the Reduction-in-Force provisions of this Agreement shall continue with each affected employee until all opportunities leading up to layoff are exhausted.

7.0 No employee shall have the right to displace any employee in a higher labor grade than his own.

8.0 Employees who are laid-off from the service of the Company due to reduction in the work force shall, for a period not to exceed twenty-four (24) months retain and continue to accrue seniority.

9.0 For reduction-in-force purposes only, Stewards as described in this Agreement will maintain super seniority so as not to be affected by a reduction-in-force, provided, however, they have the necessary qualifications to perform the remaining work.

ARTICLE 14

RECALL FROM LAYOFF

1.0 When employees are laid-off or exercise their displacement rights as provided by this Article, their names and seniority dates will be entered on a recall list and will be retained on that list for a period of twenty-four (24) months. When positions are reinstated which were previously eliminated, the positions will be filled from the recall list using the following procedure:

a. The individual on the recall list who last held that position will be recalled to that position

b. If the individual declines the recall, a pool of eligible employees will be established. The pool will consist of all individuals on the recall list who have worked within (1) the particular Job in which the opening exists, and (2) the same or higher skill category as the opening. The most senior employee who meets the minimum requirements of the job to be filled will be recalled. If the first individual recalled declines the recall, the next most senior qualified individual will be offered the position, and so on until the job opening is filled or the list of qualified employees on the recall list is exhausted.

2.0 An employee who declines recall to a job opening at the same labor grade than previously held as provided in this procedure will be considered as having resigned.

3.0 If there are no eligible or interested individuals identified through the recall procedure, the position will be posted and open to internal bargaining unit applicants for a period of five (5) working days.

4.0 No jobs will be posted for outside hire until all employees on the recall list at the applicable or higher labor grade within that job series have been recalled or removed from the recall list as provided in other provisions of this Agreement and/or as provided in Paragraph 3.0 above.

5.0 In recall, the Company will mail registered or certified notice of recall to the appropriate employee.

Recalled employees must respond within ten (10) workdays after receipt of notification and must report for work within ten (10) work days unless extended by the Company. In the event the recalled employee does not report to work within this ten (10) day period, or as extended by the Company, the individual will be considered as having resigned.

6.0 All notices required by the provisions of this Article shall be mailed to the employee at the last address filed by him with the Site Manager.

7.0 When new positions are created which were not previously eliminated in the reduction-in-force, the provisions of the Promotions and Reclassifications Article of this Agreement apply.

ARTICLE 15

PROMOTIONS AND RECLASSIFCATIONS

1.0 The following definitions shall apply in this Article and throughout this Agreement:

a. Promotion - A promotion is defined as the advancement of an employee from one Job Classification to another with a higher labor grade.

b. Reclassification - Reclassification is defined as the award of a Job Classification at an equal or lower Labor Grade.

c. Entry Level Positions - Entry Level Positions are defined as the position in each Job classification that has the minimum job requisites for working in the Job. Entry level positions vary in the level of physical attributes, education, work experience, and other requirements from Job to Job.

d. Equivalency - Some job requisites are stated in terms of education or equivalent experience. The following criteria will be used in evaluating equivalency:

1) Correspondence courses and college courses will be evaluated separately for subject material equivalency in relation to that specified in the particular Job classification

2) Technical undergraduate college curricula of fourteen (14) semester hours equal six (6) months of technical school, if courses are applicable to the appropriate Technical Certificate.

3) Technical military schools equal technical schooling on a one year-for-one year basis.

4) Three years of satisfactory directly related technical work/job experience equals one year of technical school.

e. Upgrade - Upgrade is defined as the temporary assignment of a Bargaining Unit member to a higher rated Labor Grade Job Classification. These temporary assignments require compensation at the appropriate higher pay rate (Labor Grade) and may not be for less than two (2) hours, or more than ninety days (90) duration. Lead person assignments are not upgrades, although they are temporary assignments given by management and subject to withdrawal at management's discretion.

2.0 The purpose of the Promotion and Reclassification Program is to provide opportunities for qualified employees to move into other jobs, which they may prefer, and to enhance overall employee capabilities and morale. It is the sincere desire of the Company and the Union that through this program, a more qualified, experienced, and competent work force will be developed to meet and effectively fulfill all the contract work requirements efficiently and economically.

3.0 All regular vacancies shall be posted on the Union Bulletin boards for five (5) workdays in order for employees to make application in writing to Site Management. Site management shall notify the employees who are on leave about any posted vacancies and applications may be faxed in.

3.01 The Company reserves the right to cancel any posted job notice prior to the vacancy being filled.

4.0 It is the responsibility of each individual employee to provide the documentation necessary to update and substantiate his individual records in the Company personnel file.

5.0 An employee desiring to bid on a posted job opportunity will:

c. Submit a written request for consideration to Site Management.

d. Verify that his personnel records are current and complete.

6.0 No employee may bid on a job in a lower labor grade unless agreed to by the Company and the Union.

7.0 All employees requesting consideration for job openings will be screened by Site Management to verify that they meet the minimum Job Requirements. The most senior qualified employee who meets the state requisites of the job to be filled will be selected. In the event no applicant meets those requisites, the employee selected will be the most senior one whose qualifications most closely fit the job being filled.

The Company may, after consultation with the Union, may resort to hiring outside the bargaining unit.

8.0 Once the employee has accepted the new position, the gaining and losing supervisor will agree on an effective date for the job change, which will not be later than the start of the pay period following employee acceptance.

9.0 All employees promoted into jobs will be subject to a thirty (30) day probationary period during which they may return to their previous position at their own request or at Company discretion. Once the probationary period is completed, the employee may not bid on another job opening outside the same Job Classification for a period of twelve (12) months following the effective date of the new job. Employees must have accrued twelve (12) months of Field Seniority before they can bid on job openings.

10.0 Reclassification: There are two reasons that could lead to reclassification action:

x Employee performance x Changes in level or complexity of workload

10.01 Reclassification actions will be handled differently depending on the reason:

a. Reclassification resulting from employee performance will be to an equal or lower Labor Grade and will not adversely affect other employees.

b. Reclassification resulting from a change in level or complexity, of workload will be accomplished when possible in order to avoid layoff. This type of reclassification will be used only when there are established positions to which the affected employee can be reassigned. The affected employee will be offered the "right-of-first refusal" for any job opening in his original Job Classification at the same or lower labor grade prior to posting of the vacancy.

ARTICLE 16

NORMAL WORK WEEK

1.0 Lead Air Servicer will post the work schedule on Wednesday prior to the work week for all personnel to review. Personnel with legitimate conflicts may bring this to the attention of the Lead Air Servicer for possible reschedule. Personnel will be scheduled to meet the flying schedule which is subject to change at any time. Management reserves the right to modify as necessary the hours of work at the individual job locations. Hours of work will be established to satisfy the Government's work requirements at the work location. Hours of work will consist of the following definitions:

(1) 40-hour work weeks: This work schedule will normally consist of five (5) consecutive eight (8) hour days, plus an unpaid thirty (30) minute lunch period, with two consecutive days off.

All holidays are treated as eight (8) hour days regardless of when they occur. For part time employees, prorated based on hours worked in the previous week.

2.0 The Parties recognize the importance to the defense effort of the work being performed under the terms of this Agreement, and the Company agrees that every reasonable effort will be made to arrange work schedules so that employees will be assigned to shifts Monday through Friday.

2.01 An employee may request permission to work a special workweek at his convenience for a bona-fide reason. The parties recognize that during the term of this agreement the Company may authorize special workweeks for the convenience of the individual employees. Such schedules may include, but are not limited to, shorter or longer workweeks or workdays. The Company and the Union must reach mutual agreement on any such special workweek or workday prior to its implementation.

3.0 Any employee who works twenty-nine hours (29) or less a week is a part-time employee. The work schedule of part-time employees will be adjusted to satisfy the requirements for which the position was established. Part time employees will receive holiday pay for holidays, which fall on their regularly scheduled shifts. Prorated, based hours worked in previous week.

4.0 The Company will designate a ten (10) minute period during each half of the work shift that may be taken without loss of pay for the purpose of relaxation. Any rest periods authorized by the employee's supervisor will be taken at the place of work. In the event a work shift is extended, employees shall receive an additional ten (10) minute rest period at approximately the start of the work shift extension and one approximately half way through each subsequent four (4) hours worked.

5.0 Employees will be provided an unpaid thirty (30) minute meal periods. Meal periods will be taken between three and five hours after reporting to work. When an employee is required to work twelve (12) hours or more and an additional thirty-minute unpaid meal period may be taken.

5.01 With approval by his supervisor an employee may be permitted to continue his duties during meal period for personal convenience and be dismissed after working the number of hours in his regularly scheduled workday.

5.02 With the approval of the supervisor an employee may be required to continue his duties during a meal period because of continuing work requirements. He will be released after working the number of hours in his scheduled workday unless he is required by his supervisor to remain on the job until the normal end of his shift. Such additional time shall be paid at the applicable hourly rate.

ARTICLE 17

OVERTIME

1.0 It is understood and agreed that the Company reserves the right to require employees covered by this

Agreement to perform overtime work.

2.0 Overtime pay, at a rate of one and one-half times the employee's; straight time hourly rate, shall be paid for all hours worked in excess of forty (40) during the workweek.

2.01 If an unscheduled employee is required to work on a holiday, the employee will receive Holiday pay of eight (8) hours, as provided in ("Holidays") paragraph 1.01, plus (8) hours of straight time.

2.02 If an employee is scheduled to work a holiday, the employee will be provided 8 hours of straight time pay and be allowed to take a day preceding or following the holiday.

3.0 Full time Employees will be paid time and one-half for all hours worked in excess of 40 hours on their

6th day.

4.0 Full time employees will be paid at two times the employee's straight time hourly rate for all hours worked in excess of 40 hours on their 7th day.

5.0 Overtime work within a job classification shall be distributed on an equitable basis. The immediate supervisor will assign such work to employees in that job classification who have the least cumulative overtime hours worked and are qualified to perform the required work; provided however, that this provision shall not be construed a requiring the Company to call in employees for overtime hours work when qualified employees are on the Company's premises, nor prohibiting the assignment of work to employees outside the work unit requiring overtime hours when sufficient numbers of qualified personnel from that job classification are not available.

Should a selected employee decline the overtime work, such hours will be charged on the disparity list as if actually worked. The next qualified employee with the least number of such hours then will be assigned to perform the work. In the event all qualified employees in the job classification decline such hours, the work will be assigned to the qualified employee with the least number of such hours. It is understood and agreed that the Company reserves the right to require employees covered by this Agreement to perform such work.

5.01 Overtime hour's disparity lists, including hours worked and hours declined, will be maintained on each site by the Union, and will be posted on the Union bulletin board. Whenever the distribution of such hours in any work unit exceeds a disparity of forty hours (40), the designated Steward and immediate Supervisor will meet to determine and document the reason for the variance and the corrective steps to be taken. If the Company and the Union cannot agree, the dispute may be referred to the Grievance Procedure.

5.02 Employees who prefer not to work overtime hours on a regular basis may sign a waiver, which will relieve the forty hours (40) disparity provision. The waiver cannot be rescinded for a period of thirty (30) calendar days, and thereafter will remain in effect for subsequent periods of thirty

(30) calendar days each; however, a waiver dowse not relieve the employee of working overtime hours if needed.

5.03 Employees permanently reassigned to a job classification will be credited with the average premium hours worked to-date in that classification.

5.04 Employees temporarily assigned to another job classification will not result in the averaging of premium hours within •that classification. Premium hours worked will be credited to the employee's permanently assigned classification.

ARTICLE 18

IRREGULAR HOURS

There will be times when employees will be required to report to work before or after the start of the employee's normal report time. For purposes of this provision, Site Management may change an employee's "regular shift" with reasonable justification such as emergencies, sickness, accidents, short-notice tasking, etc. and make every effort to give as much notice as possible. Employees will be paid at the applicable rate.

ARTICLE 19

TURNAROUND TIME

1.0 There will be a minimum of eight (8) hours between the end of an employee's work shift and the start of the following work shift. In the event this turnaround is overridden, employees will be paid at one and one-half times their regular straight time rate for hours worked until the eight (8) hours is reached.

ARTICLE 20

RECALL OUTSIDE NORMAL SHIFT

1.0 When an employee has completed a shift and has been relieved for the day and has left the Company's premises, or when an employee is on one of his regular days off and is recalled to work by the Company management/supervisor, Range Control, fire department or security, (recalled for mission support, building security, building safety, building fire alarms, or any reason related to the job), the employee shall be guaranteed a minimum of four (4) hours of pay at his regular rate of pay.

ARTICLE 21

HOLIDAYS

1.0 Employees shall be granted the following holidays:

New Year’s Day Martin Luther King, Jr. Day Presidents' Day Memorial Day Independence Day Labor Day Columbus Day Veterans' Day Thanksgiving Day Christmas Day

2.0 In addition to the holidays listed above, employees will be granted any holiday that may be established by an Act of Congress of the United States or by proclamation of the President of the United States, provided the observation of such holiday has been approved in advance by the Government Contracting Officer to who the Company is responsible and Government employees receive pay for that day.

3.0 Holiday pay shall consist of eight (8) hours pay at the employee's straight time base rate, inclusive of all benefits. Prorated for part time employees.

4.0 It is understood and agreed that the Company reserves the right to require employees to work on a holiday, in accordance with the provisions of this agreement. An employee scheduled to work on the holiday, who fails to report for work, shall not receive payment for holiday pay unless he fails to perform such work as a result of his sickness or death in the immediate family, or because of similar good cause. Acceptable proof will be required to support the reason for such absence. The employee will make every effort to notify management. If sufficient justification is not provided disciplinary action may be taken.

ARTICLE 22

PTO/PERSONAL LEAVE

1.0 Employees who have completed their probationary period will accrue paid PTO as reflected in the table below from their date of hire. PTO may be taken by the employee up to the total of accrued time. Denied PTO will be in writing stating the reason for denial.

Years of Seniority Annual Accrual

From hire date to the completion of Year Five 16 days

From the start of Year Six to the completion of Year Ten 21 days

From the start of Year Eleven to the completion of Year Fourteen (14) 26 days

From the start of year Fifteen (15) 31 days

2.0 All PTO hours shall be accrued and credited on a pay period basis.

3.0 PTO accrual will be based on Seniority as defined in this Agreement. Part time employees will be prorated by the number of hours worked between anniversary dates.

4.0 Employees must submit a request for PTO approval in advance.

5.0 PTO time will be paid at the employee's straight time base rate, inclusive of all benefits. Such time may not be taken in an initial increment of less than one (1) hour following which time may be taken in one-half hourly increments.

6.0 Employees who are unable to take their earned PTO before their anniversary date and Employees who are eligible for PTO and who terminate employment with the Company, regardless of the nature of the termination, shall receive lump sum payment of their unused PTO hours. Such payment shall be at their base rate of pay, inclusive of any benefit.

7.0 Accrued and prorated PTO may be carried over to the next year, a maximum of 80 hours may be carried over into the next year.

ARTICLE 23

LEAVES OF ABSENCE

1.0 Personal Leaves of Absence. Upon approval of the Company, personal leaves of absence without pay for up to sixty days (60) may be granted. With Company approval, leaves may be extended. Request for such leave should normally be made at least two (2) weeks in advance.

2.0 Short-term Leaves of Absence. Employees may be granted short-term leaves of absence of up to fifteen (15) workdays with approval by the appropriate site manager. Unpaid leave.

3.0 Medical Leaves of Absence. Medical leaves of absence will be granted employees because of personal injury or illness upon application and proof of the requirement for such leave. An employee who has been on a medical leave of absence and who has been released without restriction to return to work by his physician will be returned to the job classification and labor grade previously held. Unpaid leave.

4.0 Military Reserve/National Guard Duty Leaves of Absence. Annual military leaves of absence for training purposes will be granted employees serving in the U.S. military reserve or National Guard. Unpaid Leave.

5.0 Uniformed Services or Peace Corps Leaves of Absence. An employee who is recalled into any branch of the U.S. Armed Forces or Public Health Service for active duty service, or joins the Peace Corps for one

(1) two-year term, shall continue to accrue seniority during his absence and may apply for reinstatement upon discharge or release from service. The terms and conditions of the Uniformed Services Employment and Reemployment Rights Act will be applicable in all cases. Unpaid leave.

6.0 Jury Duty Leaves of Absence. An employee who has been called to jury duty or jury service will be paid his regular base rate, inclusive of benefits, for time lost from regularly scheduled hours of work because of jury duty. If the employee is released from jury duty and would not be able to work three (3) or more hours of his normal shift, inclusive of travel time, the employee will not be required to report to work and will be paid at his normal hourly rate, as appropriate for a period not to exceed one (1) week.

7.0 Funeral Leaves of Absence. Employees shall be allowed time off, with pay, in the event of a death in their immediate family as follows:

(A) Five (5) workdays in the event of death of the employee's sister, brother, grandchildren, mother-in-law, father-in-law, brother-in-law, sister-in-law, daughter-in-law, son-in-law, grandparents, uncles, aunts, nephew, niece and step child, further personal leave of choice for extenuation circumstances may be granted. Anything above five days must be used as personal/vacation or leave without pay.

(B) 5 days for immediate family, spouse, child and parents.

8.0 Elected Union Official Leaves of Absence. Upon request, an employee elected to an office of Local Lodge

47, International Association of Machinists and Aerospace Workers will be granted a leave of absence for up to twelve (12) months for such Union service. Such leaves may be renewed with Company approval.

An employee returning to work from such leave will be returned to the job classification and labor grade previously held, or to a similar job classification, subject to this Agreement (Unpaid leave of Absence.)

9.0 Expiration of Leaves of Absence. Employees who fail to report for work upon expiration of an approved leave of absence will be terminated as provided in this Agreement.

ARTICLE 24

HEALTH AND WELFARE

1.0 For the duration of this agreement, all full-time employees have the opportunity to participate in the below listed Health and Welfare Plans offered by the Company. These Plans and their Summary Plan Descriptions, which may change from time to time, shall become incorporated as part of this agreement.

Medical Insurance Dental Insurance Vision Insurance 401(k) Retirement Plan Basic Life Insurance ($50,000) Basic AD&D Insurance ($50,000) Short Term Disability Long Term Disability Employee Assistance Program

2.0 The Company reserves the right to modify the types of Health and Welfare Plans provided if the premiums can no longer be supported by the Health and Welfare fringe benefit entitlement outlined below:

x October 1, 2020: $6.10 x October 1, 2021: $6.10 x October 1, 2022: $6.10

3.0 All Bargaining Unit employees are eligible for a health and welfare fringe benefit entitlement as described in Article 24, 2.0. The fringe benefit will be on a per hour basis computed at all hours paid up to forty (40) hours per week provided as cash in lieu of benefits.

4.0 An employee may elect not to participate in the Company’s medical, dental, and/or vision insurance.

ARTICLE 25

ALCOHOL AND DRUG USE

1.0 The Company and the Union are committed to maintaining a safe and productive alcohol and drug-free environment for all employees and to strict conformance with all federal and state regulations requiring affirmative actions designed to prevent accidents and injuries resulting from the misuse of alcohol or use of a controlled substance.

2.0 The use or possession of alcohol, excluding prescribed medication, while on company property, or in any company vehicle, or on company time, including breaks on any shift is strictly prohibited. Also, reporting to work under the influence of or impaired by alcohol or drugs is strictly prohibited. Disciplinary action, up to and including discharge, may result from such action.

3.0 The Company considers any violation of drug use, possession, distribution, or sale of drugs, drug paraphernalia a serious matter that will result in immediate termination of the employee regardless of whether it is identified on Company premises, through random sampling on or off work. The Company also considers any violation of alcohol on Company premises a serious issue that will warrant immediate termination of the employee.

4.0 Department of Transportation ("DOT") regulations, Federal Highway Administration ("FHWA")

Regulations, Department of Defense regulations, all other applicable federal and state laws and regulations and Company policy and procedure will be administered in full compliance with their provisions, as required.

5.0 Pre-employment, post-accident, reasonable suspicion, return-to-duty follow-up and post-rehabilitation testing will be administered in a manner consistent with applicable laws and regulations. Test protocols, including test results reporting, record keeping, confidentiality and privacy, will be established and administered as required by the provisions of those laws and regulations. DOD regulations requiring contractors to administer provisions for identifying illegal drug users, including "testing on a controlled and carefully monitored basis,” will be met through random testing for illegal drugs for employees in sensitive positions.

6.0 The Company and the Union believe employee assistance programs emphasizing education, Counseling, rehabilitation and coordination with available community resources are beneficial programs. Any employee that believes they may have an Alcohol problem are encouraged to take the initiative in seeking counsel and assistance and to voluntarily Participating in the appropriate program of rehabilitation and recovery. Such employees will be advised of resources available to them in evaluating and resolving problems associated with the misuse of alcohol, the names, addresses and telephone numbers alcohol abuse professionals and counseling and treatment programs. Time off for one (1) period of approved rehabilitation and treatment for such employees will be considered a medical leave of absence. Upon written certification from the administrating clinic, hospital or physician that, in their professional opinion, the individual is adequately rehabilitated he will be returned to work as provided in this agreement.

7.0 The Company agrees with regard to drug and alcohol testing that it will not deviate modifies or alters the testing policies as they currently exist, unless otherwise agreed to by the Parties or required by applicable regulations or laws.

ARTICLE 26

HEALTH AND SAFETY

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

2.0 Employees are required to comply with safety rules and regulations established by the Company and

Government…