Attachment Eleven (11) - Current CBAs on CAMMO per Location.pdf

CUI

CUI

STORMS

ATTACHMENT ELEVEN (11): CURRENT CBAs ON CAMMO PER LOCATION

SATELLITE CONTROL NETWORK TRACKING STATION OPERATIONS, REMOTE SITE AND

MISSION SUPPORT (STORMS)

ATTACHMENT ELEVEN (11): CURRENT CBAs ON CAMMO PER LOCATION

Collective Bargaining Agreement Page Numbers Vandenberg Tracking Station 2 - 26 New Boston Air Force Tracking Station 27 – 101 Hawaii Tracking Station 102 – 187 Guam Tracking Station 188 - 222 Vandenberg Tracking Station IAM 223 - 246

Technical Assistance Agreement Page Numbers Oakhanger, UK 247 - 262 Transfer of Undertakings (Protection of Employment) Regulations Guide https://www.pinsentmasons.com/out-law/guides/basic-guide-to-tupe

*Offerors shall be responsible to do their own research into UK laws and labor practices for proposal submission.

Controlled Unclassified Information (CUI)

ATTACHMENT 13A: COLLECTIVE BARGAINING AGREEMENTS FOR VTS

Consolidated Air Force Satellite Control Network (AFSCN)

Modifications, Maintenance, and Operations (CAMMO) Contract

Attachment 13A: Collective Bargaining Agreements (CBAs) for Vandenberg Tracking Station (VTS)

22 November 2021

FA8823-16-C-0004 1 of 30

ATTACHMENT 13A: COLLECTIVE BARGAINING AGREEMENTS FOR VTS

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AGREEMENT

BETWEEN

Five Rivers Services, LLC at the

VANDENBERG TRACKING STATION

and the

INTERNATIONAL ASSOCIATION

OF MACHINISTS AND AEROSPACE WORKERS

DISTRICT LODGE 190, LOCAL LODGE NO. 93

Effective October 1, 2019

Table of Contents

Article Title Page

Recognition of Union

II Union Security 1

Ill Dues Deduction and Checkoff 1

IV Strikes and Lockouts 2 v Management Rights 2

VI Union Seniority 2

VII Layoff, Recall and Downgrade 5

VIII Union Representation 5

IX Grievance Procedure 6 x Arbitration 7

XI Hours of Work and Overtime 8

XII Wages 10

XIII Holidays 12

XIV Vacations 13 xv Non Discrimination 14

XVI Paid Absences 14

XVII Unpaid Absences 15

XVIII Miscellaneous Provisions 16

XIX Savings and Separability 18 xx Retirement Plans 18

XXI Medical, Dental and Vision Plans 20

XXII Duration 21

Appendix "fJ.:' Classifications and Hourly Rates 22

This Agreement is made this 161h day of August 2019, by and between Five Rivers Services, LLC, at Vandenberg Tracking Station (VTS), Vandenberg Air Force Base, California (hereinafter called the Company), and the International Association of Machinists and Aerospace Workers (AFL-CIO), District Lodge 190, Local Lodge 93 (hereinafter called the Union).

Wherever the masculine pronoun "he" is used in this labor agreement, it shall be construed to include the feminine pronoun "she."

ARTICLE I

RECOGNITION OF UNION

Section 1. Recognition

The Company hereby recognizes the Union as the exclusive representative of the employees in the bargaining unit defined in Section 2 below located at Vandenberg Tracking Station, California for the purpose of collective bargaining in respect to rates of pay, hours of employment, and other conditions of employment.

Section 2. Bargaining Unit

The bargaining unit shall include all full time and regular part time Controllers, Operator Technicians, and Material Coordinators.'Handlers, Supply Technicians and Supply Clerks employed by the company at Vandenberg Tracking Station, California, and those employees in new job classifications established under the provisions of this Agreement, excluding all Office Clerical employees, Professional employees, Analysts, Human Resources employees, Guards and Supervisors as defined in the Act.

ARTICLE II

UNION SECURITY

It shall be a condition of continued employment that employees of the Company covered by this Agreement, who are members of the Union in good standing on the effective (execution) date of this Agreement, shall remain members in good standing and those who are not members on the effective (execution) date of this Agreement, become and remain members in good standing in the Union. It shall also be a condition of continued employment that all employees covered by this Agreement and hired on or after its effective (execution) date shall, not later than the thirty-first (31st) day following the beginning of such employment, become and remain members in good standing in the Union. The Company and Union shall not discriminate against any employee by reason of his membership or non-membership in the Union.

ARTICLE Ill

DUES DEDUCTION AND CHECKOFF

Upon receipt of a signed authorization of the employee, the Employer shall deduct from the paycheck issued to the employee each week the monthly dues and initiation fees payable by him to the Union, in accordance with the Union's authorization. The Employer shall remit all amounts so deducted to the Union no later than the 201h of the month following the month that the dues were deducted.

The Union will provide the necessary authorization forms and will secure the signatures of its members on the forms and deliver the forms to the Employer.

The monies remitted shall be accompanied by an itemized list of the employees from whom the deductions were made.

In consideration of the Company's agreement to the check-off of the Union dues, the Union hereby agrees to indemnify and save the Company harmless from any liability, cost, or expense arising out of the entering into or enforcement of such provisions, with the exception of attorney's fees related to litigation arising out of the application of Article Ill.

In the event the Company is named as the sole defendant in any litigation arising out of the application of Article Ill, the Company agrees to promptly notify the Union of such action.

ARTICLE IV

STRIKES AND LOCKOUTS

The Union agrees not to initiate, promote, finance, encourage, engage, participate directly or indirectly, or in a manner sanction any form of strike or concerted activity during the term of this Agreement.

The Company agrees not to cause or permit a lockout to occur during the term of this Agreement.

ARTICLEV

MANAGEMENT RIGHTS

The Company has and will retain the right to manage and direct its facilities and employees except those items expressly covered by the language of this agreement, including the right to discipline, suspend or discharge employees for just cause.

ARTICLE VI

UNION SENIORITY

Section 1. Definitions

a. Seniority Date - For the purpose of this agreement, the term seniority shall mean the employee's "Union seniority date/Project seniority date". An employee's seniority date will be measured from his most recent date of hire into the company's Vandenberg facility.

b. Probationary Employee - An employee who has not completed ninety (90) days of continuous service since his most recent date of hire.

c. Seniority Employee - An employee who has completed ninety (90) days of continuous service since his most recent date of hire.

d. Layoff - Any layoff of an indefinite duration caused by a reduction in work requirements or other causes.

e. Ability to Perform - Ability to perform requires the employee to have sufficient knowledge, skill, required current certifications/qualifications and physical capabilities in line with ADA regulations for the job classification.

f. Recall -A summons by the Company to an employee (within an 18 month period) who has been subjected to a layoff or downgrade, to return to the Company's employment, to a classification from which the employee is on layoff or downgrade.

Section 2. Probationary Employee

New employees shall be on probation for ninety (90) calendar days. Upon satisfactory completion of the probationary period, seniority shall be credited from the date of hire. Any employee with less than ninety (90) calendar days of service who, in the sole opinion of the Company, is not performing satisfactorily shall be subject to dismissal, and such employee shall not have recourse to the grievance procedure or arbitration during the probationary period.

Section 3. Layoff

Layoff of an employee for a period not exceeding eighteen (18) months shall not affect his original date of hire. If an employee is rehired after a layoff in excess of eighteen (18) months, his "date of hire" for the purpose of computing seniority earned thereafter shall be the date of his rehire.

Section 4. Promotions

When a job opening exists, promotions will be based on certifications/qualifications, and seniority held by an employee.

If two or more employees have the required number of certifications, seniority shall prevail in making the promotion provided such factors as skill and ability, experience, performance, quality of work are considered relatively equal in the opinion of the Company.

Section 5. Loss of Seniority

Seniority shall be lost for any of the following reasons:

a. Resignation (a 3 day unreported absence without a justifiable reason on scheduled work days shall be considered a resignation.)

b. Retirement.

c. Discharge for just cause.

d. Layoff from the active payroll for a period exceeding eighteen (18) consecutive months.

e. Failure to report to work by the fifth day after notification of recall is received by either email address, certified or registered mail, or by overnight delivery with a signature receipt unless the employee shall have furnished a reasonable excuse acceptable to the Company within ten (10) calendar days from date of notification for failure to have reported to work. Employees will be afforded the opportunity to give a timely notice of termination to a current employer, however, not to exceed five (5) days from the receipt of notification of recall.

It is the responsibility of the employee to keep the Company advised of changes to their telephone number, email address or mailing address. The Company will have fully discharged its obligations for recall if such email address or mailing address certified or registered mail or overnight delivery is sent to the employee's last known mailing address on file in the Human Resources Office.

f. If the employee refuses reinstatement to the highest classification from which he was laid off. If an employee refuses recall to a lower classification, the employee loses recall rights to that classification.

g. If the employee is absent from work for a prolonged period due to an occupationally incurred illness or injury for which the employee is receiving Workers' Compensation for a period in excess of twelve (12) consecutive calendar months.

Section 6. Transfer From Unit

It is expressly understood by the Company and the Union that any and all transfers of bargaining unit employees out of the Vandenberg facility shall be on a voluntary basis.

An employee who desires to be transferred with the Company shall make written application to the Supervisor or his designated representative stating his/her desire for a transfer.

Section 7. Shift Assignments

Seniority shall be considered in the assignment of employees lo shifts. Since it is recognized that ii is impossible to operate the station with all of the senior employees on one shift, seniority cannot be the only factor in shift assignment.

Individual shift transfer requests shall be made in writing to and retained by the Company. Whenever the Company, at its sole discretion, determines that a vacancy in a classification exists on a shift, and there are active shift transfer requests on file, the employee with the greatest seniority in the classification, provided the employee has the ability to perform as defined in Article VI, Section 1, will be transferred.

Section 8. Days-off Assignment

Individual days-off assignment requests shall be made in writing to and retained by the Company. Whenever the Company, at its sole discretion, determines that a vacancy in a days-off assignment exists on a shift, and there are active days-off assignment requests on file, the employee with the greatest seniority in the classification on the shift, provided the employee has the ability to perform as defined in Article VI, Section 1, will be given the days-off assignment.

ARTICLE VII

LAYOFF, RECALL AND DOWNGRADE

Section 1. Layoff

When it becomes necessary to reduce the work force, the least senior employee in the affected classification at the tracking station will be laid off, provided the remaining more senior employee in the affected classification has the ability to perform as defined in Article VI, Section 1.

Senior Employees will be allowed to request a voluntary lay-off, out of seniority, provided the remaining less senior employee in the classification, in the opinion of the Company, has the ability to perform the duties of the job. The judgment of the Company, however, shall be final and not be subject to the Grievance and Arbitration provisions of this Agreement. Employees exercising this option shall not be eligible for recall.

Section 2. Recall

When the work force is Increased following layoff, employees will be recalled to openings in any classification(s) from which they were laid off.

It is understood that an employee loses certifications after ninety (90) days of non-operational status. An employee who is affected by layoff for a period of more than ninety (90) days shall retain recall rights lo the classification held at the time of layoff. The employee will be classified as an Operator I until re-certified for that classification, and the employee will be paid at the mid-point rate of the Operator I and Operator II.

Notice of recall shall be by email to the employee with a copy to the Steward, Alternate Steward and Business Agent.

It is the responsibility of the employees to maintain an accurate telephone number, email address and mailing address with Human Resources. Employees will have five (5) workdays to respond. The days will begin with the first working day (Monday through Friday) following the date the email is sent by the Company. The employee will have ten (10) calendar days to report if they accept the recall. An employee who does not respond or report will be subject to the provisions of Article VI, Section 5(e) of this Agreement.

Section 3. Downgrade

An employee laid off from a classification will not be permitted to displace a less senior employee in a lower rated classification unless the employee has the ability to perform the work as defined in Article VI, Section 1.

ARTICLE VIII

UNION REPRESENTATION

Section 1. Access to Company Facilities

Business Representatives and other full-time officials of the Union shall have access to the Company's facilities or Government facilities for the purpose of contacting Union Stewards concerning employee complaints or grievances or matters arising out of the application of this Agreement. Such visits will be subject to the established Company and/or Government rules and regulations in effect at the Tracking Station. The Company shall not impose regulations, which will exclude the Business Representatives and other full-time Union Officials from the facilities or render ineffective the intent of this provision.

Section 2. Shop Stewards

The parties agree that the only employees of the employer who shall be recognized as representing the Union, are the official Shop Stewards. The Union will provide a list of Shop Stewards and areas of jurisdiction each quarter or as changes occur. There shall be no more than one (1) Shop Steward for each twenty (20) employees or major fraction thereof, with a maximum of one (1) Shop Steward per shift. The Company will permit the election of Shop Stewards to be conducted on Company time and premises.

Properly appointed Stewards shall be deemed to have top seniority for layoff and recall purposes if they have acquired twelve (12) months or more seniority as recognized and defined in Article VI, Section 1 of this Agreement.

Section 3. Duties of Stewards

Steward duties involve gathering information on alleged violations of the agreement and processing grievances.

Stewards, upon approval of the Chief of Operations, shall be authorized to devote up to one-half hour of the shift (normally the last half hour of the shift), or up to two and one-half (2 %) hours maximum per week to perform steward duties without loss of pay. A reasonable request by the Steward for time to engage in Union business will not be denied.

The Union agrees that the time off without loss of pay privilege provided for shall not be abused. It is also agreed that, to the maximum extent possible, such steward duties shall be conducted in such a manner as to not interfere with operating requirements.

The Steward shall not actively solicit grievances.

ARTICLE IX

GRIEVANCE PROCEDURE

Section 1. Grievance

The term grievance, as it is used throughout this Agreement, shall mean a written claim by an employee or group of employees that the Company has violated a specific provision(s) of this Agreement by action, or failure to take action.

Such written claims shall be on a form to be mutually agreed upon by the Union and the Company, which shall be dated and signed by the grieving employee (s) and shall set forth a complete statement of the grievance, the specific provisions of the Agreement claimed to have been violated, the facts on which it Is based, and the correction desired.

Section 2. Grievance Procedure

The Company and the Union agree to use their best efforts to resolve any disagreements at the earliest time possible through sincere discussions provided in the following grievance procedure. Any time limits in the grievance procedure may be extended by mutual agreement, in writing, between the Business Representative and the Program Manager, or Company Labor Relations Representative. Failure of the Union or employee(s) to proceed within any time limit set forth in this Article shall cause the grievance to be waived. Failure of the Company to act within the time limit set forth in any step shall cause the grievance to proceed to the next step. All grievances will be settled according to the following procedure:

Step 1: Employee (s) will discuss any alleged violation of the Agreement with their Chief of Operations within five (5) working days.

Step 2: If the issue is not resolved in Step 1, the employee(s) through the Union Steward can file a written grievance on the appropriate form with the Chief of Operations within five (5) working days after the Step 1 meeting and a meeting will be arranged and scheduled within three (3) working days. The Steward and Chief of Operations will discuss the grievance, and the Chief of Operations will give a written answer to the Steward within two (2) working days.

Step 3: If the issue is not resolved in Step 2, the Steward can file the grievance with the Program Manager within five

(5) working days after receiving the Step 2 answer. The Steward, Business Representative and the Program Manager or designee will conduct a teleconference within five (5) working days to discuss the grievance. The Program Manager will give the Business Representative a written answer within five (5) working days of the teleconference.

Step 4: If the grievance is not resolved in step 3, the Union may elect to appeal the grievance to step 4 by making a written request within ten (10) working days following the receipt of the Company's step 3 answer. The Union shall make the written appeal to the Company's Labor Relations Department. The Company's Labor Relations Representative or his designee shall discuss the grievance with the Union's Aerospace Coordinator within ten (10) days following receipt of the Union's written appeal to step 4.

ARTICLEX

ARBITRATION

A. Any grievance which has not been settled, pursuant to Steps 1, 2, 3, and 4 of the Glievance Procedure, and which involves the interpretation or application of this Agreement, may be referred to arbitration. Unless the party seeking to have the grievance referred to arbitration has delivered to the other written notice to that effect within ten (10) working days after the Company has rendered its step 4 decision, such grievance shall be deemed to be waived. Unless the party giving such notice of referral to arbitration initiates the arbitration process of such grievance within a period of ten

(10) working days from the date of giving such v..ritten notice, such party shall be deemed to have waived its position on such grievance.

B. The parties shall, by mutual agreement, select an arbitrator. If the Company and the Union fail to agree upon an arbitrator, either party shall request the Federal Mediation and Conciliation Service to submit a list offive (5) persons from which the arbitrator shall be chosen. The arbitrators must be members of the National Academy of Arbitrators.

The Union and the Company shall alternately strike one name from such list (the party requesting arbitration shall strike the first name) until only one name remains and that person shall be the arbitrator.

C. The arbitrator shall have only the authority to interpret and apply the provisions of this written Agreement The arbitrator has no power to add to, detract from, or change in any way the provisions of this Agreement, or to establish new terms and conditions of this Agreement. Any back pay award shall be reduced by any sums received as unemployment compensation, from interim employment and/or by such amount as the arbitrator deems reasonable if he/she finds that the employee failed to mitigate damages. Neither party has the right to request arbitration on any subject matter not specifically covered in this v..ritten Agreement.

D. The decision of the arbitrator shall be final and binding on the Company, the Union, and the employee.

E. Regardless of the outcome of any matter submitted to arbitration, the cost thereof shall be borne equally by the Company and the Union. Such cost shall be limited to the arbitrator's fee and expenses. The cost of any additional services required by either party shall be borne by the party requesting these additional services.

ARTICLE XI

HOURS OF WORK AND OVERTIME

Section 1. Definitions

a. Workweek- The standard workweek shall consist of 168 consecutive hours beginning at 12:01 a.m.

Saturday and ending at 12:00 midnight the following Friday. A non-standard workweek shall consist of 168 consecutive hours commencing at the beginning of the first of five (5) consecutive workdays other than the normal schedule of Monday through Friday. The normal workweek shall be forty (40) hours.

b. Workday - For pay purposes, the workday consists of twenty-four (24) consecutive hours beginning at 12:01 a.m. and ending at 12:00 midnight the same calendar day.

c. Shift- A shift will consist of eight (8) consecutive hours exclusive of a lunch period of not less than one-half (1/2) hour. In those operational work areas where manning is required 24 hours a day, 7 days per week, the Company will establish a shift of 8 consecutive hours, if such shift is warranted by operational considerations and personnel scheduling. At this location, this operational consideration has been determined to be applicable to all members in the unit. Employees on those shifts will be permitted to eat lunch during working hours.

Section 2. Workweek Assignment

Five (5) days, Monday through Friday, shall constitute the normal workweek schedule. Vandenberg Tracking Station is a seven (7) day, twenty-four (24) hour operation, therefore the regular workweek is a non-standard workweek. The Company will assign employees to a non-standard workweek schedule for continuous, seven day operations involving functions related to, and services supporting, the satellite control, tracking, and related data processing.

The non-standard workweek shall be numbered and designated in accordance with the days off as follows:

Workweek

Days Off

Fri.IS at.

Sat./Sun.

Sun./Mon.

Mon./Tues.

Tues./Wed.

Wed./Thurs.

Thurs./Fri.

Section 3. Shift Starting Times

When an employee's normal starting time is between the hours of 5:00 am. and 10:29 a.m. inclusive, the employee shall be deemed to be on the day (1st) shift; between the hours of 10:30 a.m. and 6:59 p.m., inclusive, the employee shall be deemed to be on the swing (2nd) shift; and between the hours of 7:00 p.m. and 4:59 a.m., inclusive, the employee shall be deemed to be on the midnight (3rd) shift.

For the purpose of recording time, all hours worked on a midnight shift shall be considered as worked in the workday in which the majority of said hours are actually performed. For example, a midnight shift starting at 11 :00 p.m. Monday and ending at 7:00 a.m. Tuesday shall be recorded as eight (8) hours worked on Tuesday.

Section 4. Report In

An employee permitted to come to work on his regularly assigned shift within his normal workweek schedule without having been notified that there will be no work shall be given at least four (4) hours work, or if no work is assigned, four

(4) hours pay at the employee's regular hourly rate, except that if work is unavailable as the result of causes beyond the control of the Company.

Section 5. Call Back

An employee on call-back status is defined as one who returns to the facility at the request of the Company to perform work during hours other than the employee's assigned work shift and in addition, leaves the facility prior to the start of the employee's next regular shift.

An employee commencing a work assignment on call back status shall receive a minimum of four (4) hours straight time pay.

Section 6. Overtime Premium

Time and a half will be paid for:

All hours worked in excess of 8 hours in one day and, All hours in excess of 40 in a workweek, and, The first 8 hours worked on the 7th day of work in the workweek.

Double time will be paid for:

All hours worked in excess of 12 in one day and, All hours in excess of 8 hours on the 7th day of the workweek

Vacation time is included when calculating hours worked in a workweek. (See Article XIII, Section 1.)

Section 7. Overtime Distribution

It is the intent of the Company that the opportunity for overtime shall be equalized among employees on a shift in the classification where the need for overtime arises. The Company shall make a reasonable effort to equalize overtime within shifts and classifications. The Company will maintain overtime records for each employee. Such records of overtime will be posted in the area and made available to the employees. The primary consideration when assigning all overtime shall be certification/qualifications.

Coverage will be provided, to the maximum extent possible, by the shift with the vacancy. In the event coverage cannot be accommodated by the shift with the opening, coverage will be provided by adjoining shifts. In the event it becomes necessary to force an employee to work overtime, the available employee with the lowest recorded hours will be assigned. Overtime records will be annotated with the hours worked.

Section 8. Shift Premium

Swing (second shift) Midnight (third shift)

$1.00 per hour $1.90 per hour

An employee called in early or required to stay after his assigned shift will receive shift premium in accordance with his assigned shift. There will be no pyramiding of shift premium.

Section 9. Interval Between Shifts

Employees shall have at least ten (10) hours off between shifts. For all work performed during this interval, the employee shall be compensated at time and one-half (1.5) times his regular hourly rate of pay plus applicable shift premium. This provision shall not apply where there is a change of shifts through choice of the employee concerned.

Section 10. Work Schedules

The Company and the Union agree to work together in good faith to address issues pertaining to work schedules/hardships for the employees with regards to overtime assignments and other scheduling issues. The site Chief of Operations and the site Chief Steward shall endeavor to explore mutually agreeable solutions to these problems. The Deputy Program.Manager for the Company and the Business Representative for the Union shall be available to assist if the need arises.

Section 11 Temporary Schedule Change

If an Employee is moved from their current scheduled days off to a different set of scheduled days off to support mission requirements, once the event is completed they will be reassigned to their original scheduled days off.

ARTICLE XII

WAGES

Section 1. Job Classifications and Wages

A schedule of job classifications is attached as Appendix "A". It is expressly understood that the sole purpose of this schedule is to fix the rates of pay for employees in the various classifications.

Job descriptions are written summaries of the typical work assignments of the various classifications and are used for the purpose of distinguishing one classification from another as clearly as possible.

a. No employee shall have the right to refuse to perform assigned work because such work is not included in his job description or is included in the job description of another classification.

b. When additional equipment is installed in the work area which requires certification, fully certified technicians will retain their classification and will be given a reasonable time period to become certified on this equipment. When additional and/or new equipment is installed in a work area that requires training and/or certifications, the Company shall provide the appropriate training, including formal classroom/OEM training, which is within the company's resources.

Section 2. New Jobs

The Company may prepare and develop new job classifications, job descriptions, rates of pay, and will notify the Local Union of the new job(s) and proposed wage rate(s). If the parties fail to reach an agreement on the wage rate(s), the Union may use the grievance and arbitration provisions to resolve the wage issue. The work will go forward, according to the terms established by the Company, until the matter is resolved in the Grievance and Arbitration process.

Section 3. Senior Contractor Representative (SCR)

In the absence of the site management, a designated employee will function as the SCR. The SCR does not designate a job classification but merely describes duties which the employee performs other than the employee's normal duties.

With the inception of the CAMMO contract all employees will be required to become SCR qualified/certified and rotate through the SCR duties. SCR duties/responsibilities will be assigned by management and the employee designated as the SCR will remain the SCR for that designated shift.

The SCR will ensure that personnel required to support the mission are available for duty when required. In the event of personnel shortages, the SCR will make the necessary arrangements (hold over or call in personnel) to support mission requirements. As soon as it becomes apparent that appropriate arrangements cannot be made, management personnel will be notified.

Most of these SCR duties/responsibilities fall within the following categories:

The SCR will ensure that the site activity logs include enough detail to allow Station Management personnel to ascertain the sequence of events of all major incidences and significant occurrences on station.

The SCR will ensure that any emergency changes to operational requirements are posted and passed on to the present and oncoming crew.

The SCR will ensure than any changes in Station status, up or down, are reported in a timely manner to the appropriate Status Center, Station Management and Station USAF personnel in accordance with standard procedures.

The SCR will ensure Station hardware outages are reported in accordance with established procedures.

The SCR will ensure that station facility outages are reported in accordance with established procedures.

The SCR will ensure outage reports on all significant operational and equipment outages are reported.

The SCR will coordinate (on a time available basis) after hours emergency escort service.

The SCR will ensure the appropriate Disaster Preparedness (DP) checklist is initiated in response to the situation at hand.

The SCR will perform after hours logistical support as required.

The SCR will be the POC for site Issues initiated by Security personnel.

The SCR will respond in accordance with standard practices for all Action messages deemed immediate or emergency.

The SCR will ensure Station Management are informed of significant issues affecting the Station in accordance with established directives and procedures.

ARTICLE XIII

HOLIDAYS

Section 1. Holidays

The following shall be designated holidays for each calendar year:

New Year's Day Presidents Day Memorial Day Independence Day

Thanksgiving Day Day after Thanksgiving Labor Day Christmas Day

In addition to the annual designated holidays, employees shall have 3 floating holidays.

Employees will be paid eight (8) hours pay at their regular hourly rate of pay.

Holidays and Flex Holidays hours paid and not worked will count as hours worked towards the forty (40) hour threshold for overtime calculations as contained in Article XI, Section 6. Flex Holidays must be approved in advance by the COO to qualify as hours worked.

Section 2. Eligibility for Holiday Pay

To be eligible for holiday pay, an employee must have worked or have been on vacation on the last workday before or the first workday after the holiday. If an employee is on an approved vacation during the week in which a holiday occurs, he shall record holiday pay for the holiday.

Section 3. Work on a Designated Holiday

An employee who works on one of the holidays designated above shall receive time and one-half (11/2) his regular hourly rate plus applicable shift premium for all hours wprked on that day in addition to holiday pay of eight (8) hours at his regular hourly rate exclusive of shift premium.

Section 4. Observation of Designated Holidays

If any of the above holidays fall on the employee's sixth (6th) day in a workweek, the preceding fifth (5th) day in that workweek will be observed as the holiday. If the fifth (5th) day in that workweek is also a holiday, the fourth (4th) day of the workweek will be observed as a holiday.

If any of the above holidays fall on the employee's seventh (7th) day in a workweek, the workday following in the next workweek will be observed as the holiday. If the workday following in the next workweek is also a holiday, the second (2nd) following workday will be observed as the holiday.

The actual day of observance will be used to establish eligibility for holiday pay.

ARTICLE XIV

VACATIONS

Section 1. Vacation Eligibility Schedule

Employees shall be eligible for vacation according to the following schedule:

Continuous Service

Years of Service

O days to less than 1 year 1 but less than 5 years 5 but less than 15 years 15 years or more

Annual Allotment

80 Hours* 80 Hours 120 Hours 160 Hours

Employees will receive their full allotment of vacation leave on their service anniversary date, with the exception of those employees with less than 1 year of continuous service. Employees with less than 1 year of continuous service will accrue 1.54 hrs. per pay period up to a maximum of 80 hours for those weeks the employee works forty (40) hours until their first service anniversary date.

* New employees will earn their accruals as denoted above but will not be eligible to utilize vacation accruals until the completion of their Probationary Period. If an employee fails to satisfactorily complete their Probationary Period they will forfeit any earned vacation accruals.

An employee will be entitled to maintain no more than eighty (80) hours above their annual allotment of vacation leave.

(Example: An employee who has an annual vacation allotment of 120 hours will be allowed to accumulate up to a maximum of 200 hours). Any balance in excess of that carry over will be paid out within thirty (30) days of the anniversary date that the excess is reached.

Vacation allotment will be credited to the eligible employees account the first full pay period following their Service Anniversary Date.

Section 2. Definitions

a. Vacation Eligibility Date - Vacation eligibility date is the employee's service anniversary date based upon continuous service.

b. Vacation Season - The vacation season is the calendar year, January 1st through December 31st.

c. Continuous Service - Years of continuous service for vacation eligibility shall mean all full years of continuous service with the Company, or full years of continuous service with predecessor employers, whichever is longer.

Section 3. Vacation Pay

Pay for each day of vacation shall be computed by multiplying eight (8) times the employee's regular hourly rate of pay in effect at the time the vacation is taken. Vacation may be taken in one tenth (1/10) hour increments with approval.

Section 4. Vacation Scheduling Employees entitled to vacation benefits may take such vacations during the twelve (12) month vacation period, subject to the operating requirements of the Company. Vacations shall be scheduled during the vacation year at times designated by management with consideration for the requests of the employees and government customer imposed requirements. Vacations shall be granted to those employees who request in writing their preference on a first come basis. In the event two (2) employees request the same time off on the same work day, the senior employee will be given first consideration. All approvals shall be consistent with the efficient operation of the Station.

ARTICLE XV

NON DISCRIMINATION

The company and the union agree that neither will discriminate against any employee on account of race, color, religion, sex (sexual orientation), age, national origin, disability, disabled veteran or a veteran of the Vietnam era, marital status, Union membership, or other protected category.

ARTICLE XVI

PAID ABSENCES

Section 1. Sick /Personal Absence

Continuous Service: Oto 1 year over 1 year

7 days per calendar year 10 days per calendar year

Sick or personal absence pay shall be at an employee's straight time base rate of pay, exclusive of shift premium.

Absence due to personal illness may be taken in one-tenth (1/10) hour increments.

Personal absence with pay shall not exceed five (5) days during each year of continuous Company service and will be deducted from the employee's paid sick leave.

Employees will be paid for all unused sick leave on the books as of 31 December each year. The company will strive to ensure such payment occurs no later than January 31st of the succeeding year.

Section 2. Verification and Notification

Verification of an illness or injury may be required and employees must furnish any evidence requested for this purpose. An employee shall notify the Company of his illness or injury which requires his absence from work as soon as possible prior to the start of his assigned shift.

Section 3. Bereavement Leave with Pay

An employee shall be eligible for up to a maximum of five (5) days paid leave for the purpose of arranging for or attending funeral services for each instance of death in the immediate family. The employee's immediate family is defined to mean the employee's mother, father, brother, sister, child, mother-in-law, father-in-law, sister-in-law, brother-in-law, stepchild, spouse, grandparent, son-in-law, daughter-in-law. The Company may require proof of death before making a payment under this provision. Bereavement leave pay shall be at an employee's straight time base rate of pay, exclusive of shift premium.

Section 4. Jury Duty Pay

An employee who fails to work his regularly scheduled hours because of jury duty or as a witness subject to subpoena in a case in a court of law to which he is neither a party directly nor as a member of a class shall receive eight hours pay at his regular hourly rate of pay. The employee must promptly notify his supervisor of required jury duty service to be eligible for jury duty pay. The payment is limited to a maximum of five (5) days in any week. To be eligible for payment, the employee must submit a written statement from the appropriate public official listing the dates served and, in the case of serving as a witness, a copy of the subpoena.

If an employee serves on jury duty or as a witness for five (5) consecutive days in accordance with this Article, he shall temporarily be moved to a Monday through Friday shift and not be required to work on Saturday or Sunday of the week of service. Jury Duty pay shall be at the employee's straight time base rate of pay including any shift premiums.

Section 5. Reserve Military Leave

Employees who are members of active reserve services of the United States Armed Forces who are ordered to attend military training will be granted a leave of absence with pay for training purposes for a period not to exceed ten (10) work days in any one calendar year. The military leave pay shall only apply to time actually missed from the employee's regular work schedule. The employee must provide the Company in support of any request for military leave pay, with copies of orders within three (3) business days of receipt Employees will not receive shift or other premium pay during the period of this leave and must furnish to their manager written certification from their Commanding Officer attesting to the performance of such service upon their return to work.

ARTICLE XVII

UNPAID ABSENCES

Section 1. Personal Leave Without Pay

A leave of absence without pay may be granted a seniority employee for justifiable reasons for a period not to exceed thirty (30) working days during the year. The Company's HRBP in coordination with the Program Manager will extend a period of leave for good and sufficient reason up to a maximum of sixty (60) total days in a twelve (12) month period. It is understood that such leaves shall not be granted for business ventures or employment outside the Company.

On an approved personal leave without pay, an employee shall accumulate seniority (without benefits) and retain his shift and days off schedule.

Section 2. Union Leave Without Pay

Upon request and as long as it does not interfere with Company operations, the Company will grant unpaid leaves of absence (not to exceed two (2) months) to not more than one (1) employee for the purpose of attending to Local Union business.

Section 3. Active Military Service

An employee leaving the Company to perform training and services on active duty in the Armed Forces of the United States as an inductee, enlisted or reservist, will be granted a military leave of absence without pay for the period of such service, but not to exceed the first (1st) enlistment offour (4) years unless such period is involuntarily extended.

The employee will have reinstatement rights provided he applies for reinstatement within ninety (90) days of his release from active duty.

Section 4. Family and Medical Leave

Employees who have worked for the Company for more than a year and have worked in excess of 1250 hours in the previous twelve (12) months will be entitled, providing it meets the requirements of FMLA eligibility, to receive up to twelve (12) weeks of unpaid family and medical leave. Information regarding this benefit is available through the Company Human Resources Department. Five Rivers Services, LLC employees at the Vandenberg Tracking Station shall be entitled to the benefits of this Section 4 regardless of Federal eligibility threshold levels, i.e. 50 or more employees within 75 miles.

ARTICLE XVIII

MISCELLANEOUS PROVISIONS

Section 1. Information Furnished to the Union

The Company shall provide the Union a copy of the seniority list, and a list of terminations, new hires, leaves of absence, classifications changes, and transfers out of the bargaining unit monthly when a change occurs during the month. The Company indemnifies the Union against time limits for the actions stated above if the Union feels a violation of the Agreement has occurred. The Union has ten (10) days after receiving the monthly report to file a grievance pertaining to alleged violation of the Agreement. The Seniority List shall contain the employees name, seniority date and classification.

Section 2. Bulletin Boards

The Company agrees to provide the Union with adequate designated space on a bulletin board in the work area for the purpose of posting the following items:

a. Notice of Union recreational and social activities

b. Official notices of Union elections, appointments, and election results

c. Notices of official meetings

The bulletin board shall not be used by the Union or its members for posting propaganda, political matter of any kind, advertising for any purpose or any other items.

Section 3. Security Regulations

The Union recognizes that the Company has certain obligations in its contract with the Government pertaining to security, and agrees that nothing contained in this Agreement is intended to place the Company in violation of its security agreements with the Government. Accordingly, in the event that any United States Government Agency concerned with the Company's security regulations advises the Company in writing that any employee in the bargaining unit is restricted from work or access to classified information and material, the Union will not contest such actions as the Company may take pursuant to such advice to comply with its securlty obligation to the Government

In the event any such Government Agency, following the taking of such action, advised the Company in writing that such employee is no longer restricted from work on or access to classified information and material, the Company promptly shall reinstate him, with seniority, to the same classification and rate of pay held at the time such action was taken, subject to applicable seniority provisions of this Agreement

Section 4. Safety and Health

The Company agrees to maintain sanitary, safe, and healthful conditions in working establishments In accordance with applicable law.

No employee shall be discharged or otherwise disciplined for refusing to work on a job not made reasonably safe, sanitary or that might unduly endanger his/her health.

The Company will ensure that required employee certifications in both first aid and cardiopulmonary resuscitation (CPR) are current. The Company will provide training in first aid and CPR at no cost to the employee. Emergency medical procedures will be developed and maintained. This will include, but not necessarily be limited to appropriate emergency medical services. Information regarding such services will be readily available in all operating areas.

Section 5. Drug and Alcohol Free Workplace

The Company and the Union are committed to providing a safe workplace and to promote employee health.

Consistent with this commitment, a drug free workplace policy with a view of maintaining a work environment that is free of the effects of drug use or alcohol abuse will be established and discussions between the Company and the Union will take place before implementation.

Section 6. Non-Bargaining Unit Employees Performing Bargaining Unit Work

Supervisors and other non-bargaining unit personnel shall not perform work normally performed by bargaining unit employees except in the following types of situations:

a. In emergency situations involving danger to people, equipment parts, or materials.

b. In the instruction of employees.

c. Conditions where technical knowledge, experience or exigencies require participation with properly classified employees.

d. To maintain certifications/qualifications for training employees.

Section 7. Severance Pay for Employees Affected by Technology Upgrades

Should the Air Force implement automated systems such as the RBC, and as a direct result of such implementation, bargaining unit employees Jobs are permanently eliminated and such employees are placed on indefinite layoff status, eligible employees will receive severance payments equal to $700.00 for each full year of continuous service achieved through the employee's effective date of layoff, up to a maximum of 18 years ($12,600.00). Pro-rata payments will not be made based on partial years of continuous service, and all such payments shall be treated as wages and subject to normal payroll tax deductions. Upon receipt of the lump sum severance payment, recall rights will be deemed forfeited.

Eligible employees:

a. Employed by Five Rivers Services, LLC at the Vandenberg Tracking Station

b. Working in a position represented by IAM&AW Local Lodge 003 and which is a position permanently eliminated by the introduction of the Remote Block Change by the Air Force or other technological changes

c. Have at least 1 year of continuous service with the Company

d. Work through the date of release and layoff established by management.

Payment of the lump sum severance benefit to eligible employees will be within 30 days of the layoff date.

ARTICLE XIX

SAVINGS AND SEPARABILITY

Should any provision or provisions of this Agreement or any application thereof, become unlawful by virtue of any Federal or State law, or executive order of the President of the United States pursuant to law, or final adjudication of any…