Attachment J-Q CBA.pdf

Enterprise Multimedia and Integrated Technical

Services (eMITS)

RFP - 80TECH22R0001

Contract: TBD

Attachment J-Q

Collective Bargaining Agreements (CBAs)

May 2022

AGREEMENT

BETWEEN

ASRC FEDERAL DATA SOLUTIONS, LLC, (AFDS)

And

MOTION PICTURE AND VIDEO TAPE LABORATORY

TECHNICIANS, MOTION PICTURE TECHNICIANS, ALLIED

CRAFTS AND GOVERNMENT EMPLOYEES

LOCAL 780, I.A.T.S.E.

At

JOHN F. KENNEDY SPACE CENTER

And

CAPE CANAVERAL AIR STATION

SEPTEMBER 11, 2021 to FEBRUARY 28, 2025

TABLE OF CONTENTS

Contents Page #

ARTICLE I - RECOGNITION

Section 1.1 - Exclusive Representative Section 1.2 - Scope

Section 1.3 - Non-Discrimination Section 1.4 - Union Security Section 1.5 - Checkoff

ARTICLE II - MANAGEMENT RIGHTS

Section 2.1 - Management Rights Section 2.2 - Rules and Regulations

ARTICLE III - AGREEMENT AGAINST STRIKES AND LOCK-OUTS

Section 3.1 - No Strike Promise Section 3.2 - No Lockout Section 3.3 - Prior Obligation

ARTICLE IV - GENERAL SALARY PROVISIONS

Section 4.1 - Work of a Higher Classification Section 4.2 - New Occupations

ARTICLE V - HOURS AND OVERTIME

Section 5.1 - Hours of Work Section 5.2 - Regular and Part-time Positions Section 5.3 - Work Week Section 5.4 - Part-Time Employees Section 5.5 - Shifts Section 5.6 - Change of Shifts Section 5.7 - Meal Period Section 5.8 - Overtime Rates Section 5.9 - Pyramiding of Overtime Section 5.10 - Overtime Requirements, Section 5.11 - Distribution of Overtime Section 5.12 - Minimum Guarantee Section 5.13 - Shift Differential Section 5.14 - Turnabout Section 5.15 - Travel Pay Section 5.16 - Flextime

ARTICLE VI - HOLIDAYS

Section 6.1 - Designated Holidays Section 6.2 - Holiday Payment

Section 6.3 - Exceptions

ARTICLE VII - VACATION

Section 7.1 - General Section 7.2 - Vacation Eligibility and Payment Section 7.3 - Vacation Schedule Section 7.4 - Cash-Out of Vacation Section 7.5 - Termination Section 7.6 - Carryover

ARTICLE VIII - LEAVES OF ABSENCE

Section 8.1 - Application for Leaves of Absence Section 8.2 - All Leaves of Absences Section 8.3 - Extended Military Duty Section 8.4 - Illness or Disability Section 8.5 - Jury Duty and Non-War Military Duty Section 8.6 - Special or Unusual Cases Section 8.7 - Leave of Absence for Union Activity Section 8.8 - Family Medical Leave Section 8.9 - Limited Duty Section 8.10 - Base Closure

ARTICLE IX - PAID LEAVES

Section 9.1 - Accumulation of Sick Leave Section 9.2 - Use of Sick Leave Section 9.3 - Personal Business Section 9.4 - Hour Increments Section 9.5 - Bereavement Leave Section 9.6 - Carryover Section 9.7 - No Payment for Unused Sick Leave

ARTICLE X - CONTINUOUS SERVICE CREDIT

Section 10.1 - Acquisition of Continuous Service Credit Section 10.2 - Continuity of Service

ARTICLE XI - SENIORITY

Section 11.1 - Acquisition of Seniority Section 11.2 - Computation of Seniority Section 11.3 - Loss or Termination of Seniority Section 11.4 - Layoffs Section 11.5 - Severance Pay Section 11.6 - Recall Section 11.7 - Employees Transferred Out of Bargaining Unit Section 11.8 - Promotions

Section 11. 9 - Filling Vacancies Section 11.10 - Seniority Privileges for Union Stewards

ARTICLE XII - GOVERNMENT SECURITY

Section 12.1 - Defense Security Section 12.2 - Failure to Obtain Security Clearance

ARTICLE XIII - SAFETY, HEALTH AND DRUG FREE POLICY

Section 13.1 - Safety and Health Section 13.2 - Drug Free Work Place

ARTICLE XIV - GRIEVANCE PROCEDURE

Section 14.1 - Nature of Grievance Exclusive Process Section 14.2 - Time for Presentation of Grievances Section 14.3 - Procedure for Settling Grievances Section 14.4 - Scheduling of Meetings / Company Response Section 14.5 - Selection of Arbitrator / Authority of Arbitrator Section 14.6 - Exclusions Section 14.7 - Employee Participation Section 14.8 - Designations Section 14.9 - Grievances Initiated at Step 2

ARTICLE XV - UNION REPRESENTATION

Section 15.1 - Investigation of Grievances Section 15.2 - Designation of Stewards Section 15.3 - Scope of Stewards’ Union Activities Section 15.4 – Permission to Leave Work for Union Activities

ARTICLE XVI - GENERAL PROVISIONS

Section 16.1 - Bulletin Boards Section 16.2 - Waiver Section 16.3 - Invalidity Section 16.4 - "Zipper" Clause Section 16.5 - Automobile Expense Section 16.6 - Gender and Number Section 16.7 - New Technology Section 16.8 - Government Responsibility

ARTICLE XVII - CROSS UTILIZATION

Section 17.1 - Cross Utilization

ARTICLE XVIII - BENEFIT PROGRAMS

Section 18.1 - Medical Section 18.2 - I.A.T.S.E National Benefit Fund Section 18.3 - Life Insurance Section 18.4 - Accidental Death & Dismemberment Insurance Section 18.5 - Short Term Disability

Section 18.6 - Long Term Disability Section 18.7 - Flexible Spending Account Section 18.8 – Voluntary Benefits……………………………………………………………………………..47 Section 18.9 - Pensions

ARTICLE XIX - DURATION AND EFFECTIVE DATE

Section 19.1 - Effective Date Section 19.2 - Duration

SIGNATURE PAGE…

APPENDIX WAGE AGREEMENT

LOU

LOA

NOTES

ARTICLE I - RECOGNITION

Section 1.1 - Exclusive Representative.

AFDS recognizes the Union as the sole and exclusive collective bargaining representative for the employees holding the occupational classifications listed in the Appendix Wage Agreement assigned to the Kennedy Infrastructure Application, and Communications (KIAC) Photo and Media Services Department or any subsequent name change thereof. Excluded from this bargaining agreement are all professional and administrative employees, confidential employees, executives, watchmen, office clerical employees, guards, and managers and other supervisors as defined in the National Labor Relations Act, as amended, and all employees represented by other Union(s).

Section 1.2 - Scope.

This agreement shall be applicable to all of the represented employees and work on the Company's KIAC contract assigned to the Photo and Media Services Department or any subsequent name change thereof, contract at the John F.

Kennedy Space Center, the Eastern Range, and their environs including, but not limited to, all down range activities, as well as activities beneath, on and above water. Such represented work covered by this agreement shall be performed only by employees in the Bargaining unit.

Section 1.3 - Non-Discrimination.

A. There shall be no discrimination by the Company or the Union against any employee or applicant for employment because of sex, race, color, national origin, religion, age. Both parties fully subscribe to and will actively cooperate with the spirit and intent of all applicable Presidential Executive Orders.

B. Furthermore, the Company will not discriminate against a "qualified individual with a disability" within the meaning of the Americans with Disabilities Act of 1990 (ADA) or against a "qualified handicapped individual" within the meaning of the Rehabilitation Act of 1973. In both instances, the Company will make reasonable accommodations to accommodate an individual's known physical or mental disability or impairment.

C. The Parties agree that in complying with the ADA or the Rehabilitation Act or any other state or Federal law controlling employment, that the provision of the law will supersede anything to the contrary in the collective bargaining agreement.

Section 1.4 - Union Security.

A. It shall be a condition of employment that all employees of the Company covered by this agreement who are members of the Union in good standing on the effective date of this agreement shall, on or after the thirtieth (30th) day following the effective date of this agreement or the execution date, whichever comes later, become and remain members in good standing of the Union. It will be a condition of employment that all employees of the Company covered by this agreement and hired on or effective date or executive date, whichever comes later, or after the thirtieth (30th) day following the beginning employment from the later date become and remain members in good standing of the Union.

B. The Company will deduct from the wages, which includes vacation, sick leave, severance and bonuses, of any employee covered by this agreement said employee’s dues and initiation fees as a member of the Union upon receiving the employee’s individual written authorization for the Company to make such deductions, signed by the employee. Authorization forms are to be provided by the Union. The Company will pay to the proper offices of the Local Union the wages withheld for such initiation fees and dues. The remittances shall be accompanied by a list showing individual names, dates hired and gross wage amounts earned and deducted and total hours worked per week. The total remittances are to be made not later than fifteen (15) days after the deduction. The Union shall advise the Company of the amount of initiation fees and dues and the manner in which same shall be deducted.

C. In the event of termination of employment, there shall be no obligation upon the Company to collect dues until all other deductions have been made.

D. The Company will notify the Union of newly hired employees covered by this agreement, including the name, address, job classification and hired date of such new employees who were hired during the month for which the list is prepared. The Company shall notify the Union of all job openings within the bargaining unit covered by this agreement.

E. The Union agrees to indemnify and save the Company harmless against any claim, suits, judgments or liabilities of any sort whatsoever arising out of the Company’s compliance with the provisions of this article.

Section 1.5 - Checkoff.

Upon receipt of an employee's written authorization, which shall be irrevocable for not more than one year, or beyond the termination date of this agreement whichever occurs sooner (when revocation is not otherwise provided by local law) the Company shall deduct from such employee's wages in accordance with this agreement such employee's initiation fee, local union dues and IATSE-PAC contributions, and remit same to the duly authorized representative of the appropriate local union, together with a list of the names of the employees from whose pay deductions were made. Such a written authorization may be revoked by the employee by written notice by registered mail to the Company and to the Union received by both during the ten (10) day period prior to the end of any such applicable yearly period or during the ten (10) day period prior to the termination date of any applicable collective bargaining agreement, whichever occurs sooner. In the absence of such notice of revocation, sent and received in accordance with the foregoing, the authorization shall be renewed for an additional yearly period or until the end of the collective bargaining agreement, whichever occurs sooner.

The Union agrees to hold the Company free from all liability in connection with dues collections and initiation fee except for ordinary diligence and care in transmittal of the monies to the Union.

The Voluntary Political Contribution Authorization (IATSE-PAC) form shall read:

Voluntary Political Contribution Authorization

I hereby authorized all of my employers to deduct from my gross wages contributions to be provided to the IATSE-Political Action Committee (“IATSE-PAC”), a political action committee supporting candidates for federal office who promote the interests of IATSE members. I understand that my contribution to the IATSE-PAC is voluntary and that it will be used for the political purposes designated by the IATSE-PAC. I understand that I can refuse to contribute without any reprisal. I also understand that I am free to contribute more or less than the suggested amount of $.03 (three cents) per hour. I understand that my local will not favor or disadvantage anyone by reason of the amount of their contribution or their decision not to contribute. The information contained on this form shall replace any information I have previously provided to my local regarding deductions to IATSE-PAC.

I wish to have contributions to the IATSE-PAC deducted from my gross wages in the amount of $ per hour. (Suggested rate is $.03 per hour.)

Name (print): Address:

Occupation: Social Security No.:

Current Employer*

If you are customarily employed by numerous employers, state “various entertainment employers.”

I am a member of IATSE Local Number:

Signature: Date:

ARTICLE II - MANAGEMENT RIGHTS

Section 2.1 - Management Rights.

The management of the Company and the direction of the working forces are vested solely and exclusively in the Company and shall not in any way be abridged except as specific restrictions are set forth in this agreement. The Company hereby retains the sole and exclusive control over any and all matters inherent in the operation, management, and administration of its business including, but not limited to, the determination of the location, relocation, or termination of any or all of its plants or facilities pursuant to its KIAC contract, the determination as to whether products, services, or any other work shall be made, purchased or subcontracted; the direction, instruction and control of employees, including, but not limited to, the determination of the number and qualifications of employees to perform work; to maintain the efficiency of employees, the assignment of shifts, work or overtime; the right to hire, lay-off, reclassify, promote, demote, transfer, discipline, suspend, and discharge; the right to establish the requirements for the job and those of the employees to fill such job, to create new job classifications, and to establish new rates of pay therefore; the right to determine the hours of work, the processes, methods, and procedures to be employed.

The foregoing enumeration of management rights shall not be deemed to exclude other rights of management not specifically set forth, the Company therefore retaining all rights unless otherwise specifically covered by this agreement.

The aforementioned management rights are without prejudice to the Union’s duty and responsibility to represent the employees performing bargaining unit work and the Union rights to process grievances, disputes or differences to the interpretation or application of any provision of this Agreement.

Section 2.2 - Rules and Regulations.

The Company shall have the right to make such reasonable rules and regulations (ex. AFDS Code of Conduct) as the Company considers necessary for the orderly and efficient conduct of its business. If a dispute arises between any AFDS policy or procedure and the CBA, the CBA language will prevail in all cases except in the event of any conflict between the CBA and the AFDS ethics policy. In such cases, the AFDS ethics policy shall prevail.

The Company shall continue to have the right to determine job content (including, without limitation, the qualifications and job responsibilities for each job classification in the Appendix), and the number of employees needed for any particular job.

ARTICLE III - AGREEMENT AGAINST STRIKES AND LOCK-OUTS

Section 3.1 - No Strike Promise.

During the term of this Agreement, the Union shall not authorize, cause, engage in, sanction, or assist in any strike, sympathy strike, slowdown, work stoppage, or informational picket against the Company.

A. In the event that any employee or employees shall do any act in derogation of the promise set forth above, the Company, the Union, and its officers and representatives agree to the following:

a. That the Company may take whatever disciplinary action it deems appropriate against such employee or employees, including discharge, and that the degree of such disciplinary action shall not be reviewable through the grievance and arbitration procedures provided for in this Agreement; provided, however, that whether or not an employee participated shall be reviewable.

b. That each of them jointly and severally will immediately disavow and refuse to recognize any picket line or lines established as a result of any act in derogation of the promise set forth above; that each of them jointly and severally will instruct employees not to respect or recognize any said picket fine or fines; and in addition, will do everything within their respective powers to secure the immediate disestablishment or disbanding of any said picket line or lines.

c. That each of them jointly and severally shall immediately take or cause to be taken all affirmative action to demand, cause and require each and every employee to perform the terms and conditions of this Agreement.

B. In the event that any employee or employees shall call, engage in, sanction or assist in any act in derogation of the promise set forth above, the Company agrees that it will not file or process any action for damages arising out of said conduct, against the Union, its officers, representatives or individual members, provided that the Union, its officers and representatives performing their obligations and responsibilities as set forth in this section.

C. Nothing in Section (b) above shall preclude any right to which the Company may be entitled to secure legal or other redress of any individual who has caused damage or injury to or loss of Company property, nor does the Company cede any rights in this regard to which it may be entitled.

Section 3.2 - No Lockout.

During the term of this Agreement, the Company shall not cause, permit or engage in any lockout of its employees.

Section 3.3 - Prior Obligation.

This Agreement shall not conflict with any prior obligation the Union may owe to the International Union. The Union represents that this Agreement does not conflict with any such obligation.

ARTICLE IV - GENERAL SALARY PROVISIONS

Section 4.1 - Work of a Higher Classification.

Employees may be required to perform work in any job classification in which they have the ability, but they shall receive no reduction in pay for performing work of a lower classification. Employees assigned to the unique work of a higher classification will be paid the higher rate of pay for all hours worked in the higher classification. Employees who are assigned work in a higher classification must work at least a minimum of one-half (0.5) hour in a higher classification to receive upgrade and shall be paid only for actual time worked when upgraded. Temporary Leads may be assigned to replace Leads who are absent, after two (2) days, so long as they will be the leader of 2 or more employees. Upgrade assignments must be approved in advance by authorized management personnel. Work of a higher classification (upgrades) shall first be offered to employees of the specific Union representing that job before being offered to employees represented by the other Local Union.

Section 4.2 - New Occupations.

In the event the Company desires to establish new job classifications covering represented work, the wage rates applicable shall be determined by negotiation between the Company and the Union. Operations shall not be delayed through failure to immediately agree upon wage rates applicable to any such job classification. In such cases, pending the results of negotiations, the Company will establish the new job classification and the Company-proposed salary rate applicable thereto and shall place such job classification and salary into effect. Negotiated rates reached through negotiations which are higher than the Company proposed rate will be paid retroactively to the date of the start of the job classification. If the parties cannot reach an agreement on the wage rate, the matter shall be referred to arbitration, whereby the arbitrator’s decision is binding back to the first day the new job classification was worked. The Company agrees that renaming a job classification will not constitute a new job classification.

ARTICLE V - HOURS AND OVERTIME

Section 5.1 - Hours of Work.

Consistent with the requirements of the work to be performed, employees may be assigned to extended or modified shifts to accommodate operational needs.

Section 5.2 - Regular and Part-time Positions.

The Company may establish Regular and Part-time positions.

Section 5.3 – Work Week.

Regular employees are guaranteed forty (40) hours of work in a defined work week (0001 hours Sunday to 2400 hours Saturday) with two (2) consecutive days off.

The normal work week shall consist of 5 consecutive days (Monday through Friday) of 8 consecutive hours with 2 consecutive days off (Saturday and Sunday). However, the Company reserves the right to assign employees to work a shift(s) other than Monday through Friday where operations are necessary to support customer operations and requirements.

Section 5.4 - Part-Time Employees.

A. The Company shall request and the Union shall refer applicants in writing for the various classifications covered by this agreement as required by the Company. The Company shall have the right to reject any applicant referred by the Union.

B. In the event the referral facility maintained by the Union is unable to fill the requirement(s) of the Company for employees within a forty-eight (48) hour period after such request is made (Saturdays, Sundays and holidays excluded), the Company may withdraw the request and employ temporary applicants directly at the project or from other sources. The Company will maintain a Part-Time Employee list of qualified employees.

C. The Company will withhold work dues as submitted by written authorization from the Union and signed by the employee.

D. Part-time employees must be called in for a minimum of four (4) consecutive hours (effective 8/1/2015) per day and shall be paid the Health and Welfare hourly benefit in the most current Wage Determination for Brevard County, Florida. Part-time employees are not assigned to regular shifts.

E. On not less than a biannual basis, part-time employees must satisfactorily complete the Company’s formal On- The-Job Training (OJT) packages for designated equipment, prior to operation of said equipment in the field.

OJT tasks will be completed via the typical call-in process.

F. Part-time employees will receive overtime in the amount of one and one-half times (1½) the base salary for hours worked in excess of eight (8) hours in a workday, forty (40) straight time hours in a defined work week or on the 6th consecutive day worked. Double time shall be paid for hours worked in excess of eleven (11) on any work day, on a 7th consecutive day or a scheduled holiday (as defined in Section 6.1).

G. A maximum of two part-time employees may be called in at the Company’s discretion. When additional part-time staff is concurrently required, the Union will grant a waiver. Provision of such waiver shall not reasonably be withheld.

Section 5.5 - Shifts.

Shifts shall be controlled by the Company; however, there shall be no split shifts. A nominal first shift shall begin at 0700 hours and end at 1530 hours, inclusive of a 30-minute meal period.

Section 5.6 - Change of Shifts.

The Company shall give a notice of at least ninety-six (96) hours of any change in regular shifts to the employee affected.

Changes in shifts will be made as dictated by production requirements. If the required notice of change in shift is not given, the employee will be paid at the overtime rate until the notice combined with additional overtime pay equals nintety-six (96) hours. (Example: employee receives twenty-four (24) hours notice of change and the notice was given at 3:30 p.m. on Monday to start a new schedule the following Wednesday. Wednesday through 3:30 p.m. Friday would be at overtime; all time after 3:30 p.m. Friday would be at the applicable straight-time or overtime rate.)

In an effort to return employees to their regular shift following an extended shift or a shift change or in the event of a mission scrub, employees may be directed to work less than eight (8) hours on their next regular shift. In such cases, employees will receive their regular hourly rate for the difference between the number of hours worked and eight (8) hours.

However, to meet operational requirements, the Company may direct employees to report for work following the minimum rest period. On a permanent shift change, the employee has the right to waive the ninety-six (96) hours notice requirement.

Section 5.7 - Meal Period.

Each employee shall be entitled to a meal period of at least one-half (½) hour but not more than one hour (1) at Company discretion during which time they shall be relieved of duties. Should a one hour lunch be taken upon employee request, the employee shall extend his scheduled work day by one-half (½) hour, which will not be subject to premium pay.

It shall be understood that when an employee has a designated meal period, he is relieved of duties and during such time he shall not be expected to wait on customers or monitor equipment.

The meal period will start no earlier than two (2) hours and not later than six (6) hours after the employee starts work.

Section 5.8 - Overtime Rates.

Time and one-half shall be paid:

A. Time and one-half shall be paid:

a. For hours in excess of forty (40) hours worked in a defined work week. Holidays and Vacation scheduled in whole days at least 30 day in advance will count as hours worked.

b. For hours worked in excess of eight (8) and not in excess of eleven (11) in a continuous work period.

c. For hours worked on the employee's first scheduled day off.

d. For hours worked before the commencement of or after the ending of employee's scheduled shift only when notice as specified in Section 5.6 has not been received.

B. Double time shall be paid:

a. For hours worked over eleven (11) in any continuous work period.

b. For work on the 2nd regular day off.

Section 5.9 - Pyramiding of Overtime.

No employee shall receive more than one overtime rate for the same hours worked. If more than one rate is applicable to the same hours worked, the higher rate shall only be paid.

Section 5.10 - Overtime Requirements, The Company shall be the sole judge as to the necessity for overtime work. The lowest employee on the posted overtime list will be obligated to do the scheduled overtime work. Employees are not permitted to begin work before the start of their shift and are not permitted to continue work after the end of a shift unless authorized to do so by a designated supervisor.

Section 5.11 - Distribution of Overtime.

Consistent with efficient operations, overtime shall be distributed equitably among regular employees in each occupation by shift as follows:

A. Each section will have an overtime list for each job classification, which will be updated weekly and submitted to the supervisor.

B. Employees will have the opportunity to sign up for overtime in advance (Volunteer). Any employee not signing up shall be assumed not to want overtime.

C. When overtime is required, the supervisor will select the Volunteer with the lowest number of hours (as calculated pursuant to (f) herein) who possesses the required qualifications for the assignment.

D. In the event there are insufficient Volunteers for the overtime assignment(s), the employees with the least number of hours on the posted overtime list who possess the required qualifications will be obligated to work.

E. If an employee turns down an overtime assignment by failure to sign up for overtime, that employee will be charged with the time worked if someone higher on the list does the work. If more than one person works, the greatest amount of overtime hours worked will be charged to everyone eligible to work (one is not eligible if on sick leave or vacation) below the highest person who provides the support.

F. Stewards will keep a weekly list of overtime computed on a converted straight time equivalent (for example, eight

(8) hours worked at time and one-half (1½ ) pay shall be charged as twelve (12) hours worked). Only overtime pay will be included in the list computation. Additional compensation such as night shift differential, shifted work week, lead pay, upgrade pay, aerial pay, and submarine pay is specifically excluded from the computation of the conversion to straight time.

G. Notwithstanding, the preferred order of call-in, the Company will not be obligated to call in employees without a nine (9) hour break or when early date call can be scheduled instead of overtime.

H. Section shall mean:

CAMERA OPERATIONS & PLANNING TRACKING MULTIMEDIA PRODUCTION SUPPORT

INSTRUMENTATION (MAINTENANCE) DIGITAL LABORATORY

I. In the event a mistake is made in the assigning of overtime, corrective action will be taken in the future. This action will be to offer the affected employee the opportunity for the next available overtime for which they are qualified. In no event will the Company remit back pay as a result of either the mistake or the corrective action.

Section 5.12 - Minimum Guarantee.

All employees reporting to work in the absence of notice not to report shall be guaranteed at least four (4) hours work or pay at the employees applicable hourly rate.

Section 5.13 - Shift Differential

All employees hereafter who are normally assigned to work a second or third shift shall receive a shift differential of one dollar and fifty cents ($1.50) per hour in addition to other premiums for all hours worked on said shift.

Employees required to perform second or third shift work on any of their regularly scheduled day(s) off, who are not normally assigned to work a second or third shift, shall receive a shift differential of one dollar and fifty cents ($1.50) per hour.

However, no employee shall receive “night shift” differential pay for any hours worked before or after his regularly scheduled shift. The term “night shift” shall mean any scheduled shift starting at or after 1:00 P.M. and at or before 6:00 A.M. The start time of a regularly scheduled shift of eight (8) hours will determine whether or not the employee(s) has worked a night shift for purposes of shift differential pay only.

Section 5.14 - Turnabout.

When an employee is required to report for work without being given at least nine (9) hours off after the completion of his previous work period of not less then eight (8) hours, the employee shall be paid at the applicable overtime rate for all time worked during the succeeding work period. For the purpose of determining the applicable overtime rate under the forgoing, it shall be considered that there was not time off between the previous succeeding work periods. It is further understood, however, that there shall be no payment in such a case for time not worked except for the following:

A. If there are fourteen (14) hours or less remaining between the end of the previous work period and the end of the employee's next scheduled work period, the employee will not be obligated to report for work in the next scheduled period, but he shall be paid for eight (8) hours at his straight time rate. (example: An employee reports to work at 9:30 PM and is released at 6:30 AM. (s)he has worked 8 ½ hours plus a meal period of ½ hour. Their normal shift is 7:00 to 3:30 PM. There are 9 hours between the end of the last shift [6:30 AM] and the end of the next shift [3:30 PM]. The employee does not have to report and is credited with eight (8) hours for the day and is not required to report for work.)

B. If there are more than fourteen (14) hours remaining between the end of the first work period and the end of his next scheduled work period, then the employee shall return to work after at least nine (9) hours from the end of the first work period and receive at least eight (8) hours pay at straight time rate for the work performed to the end of his next scheduled work period. In the event of a mission scrub, the employee shall not be required to complete his scheduled eight (8) hour shift but shall be released and receive pay at straight time rate for the time necessary to complete his scheduled work period. (example: An employee reports to work at 4:00 PM and is released at 1:00 AM. (s)he has worked 8½ hours plus a meal period of ½ hour. Their normal shift is 7:00 to 3:30 PM. There are 14½ hours between the end of the last shift [1:00 AM] and the end of the next shift [3:30 PM]. The employee should take his/her nine (9) hour turnaround and report to work at 10:00 AM and work to the end of their scheduled eight (8) hour shift to 3:30 PM and receive eight (8) hours pay at the straight time rate.)

Notwithstanding anything to the contrary stated above, no employee shall receive straight time for any hours worked in excess of eight (8) within a day as defined in Section 5.3; provided further that this does not mean an employee cannot work in excess of eight (8) hours within a day as defined in Section 5.3.

Section 5.15 – Travel Pay

On all travel days for an employee who is on official company business, all transit hours will be paid at the base wage rate. Transit hours are defined as the quantity of reasonable hours from origin point (residence or workplace) to business destination (place of lodging or workplace) and vice versa for the return trip to point of origin.

While in travel status Employees be paid hardship pay of fifty dollars ($50.00) per day in addition to their regular compensation, while the Employee is on ship duty (at sea). The above does not change the practice of providing Employees Per Diem while in travel status.

Section 5.16 – Flextime

Employees, with management approval, may work in excess of their regular scheduled hours worked in a day and take equivalent time off in the same pay period to support operational and/or personal issues. Excess worked hours and equivalent time off hours will be exchanged on an hour-for-hour basis and not subject to premium time stipulations in Section 5.8. Flextime is a scheduling arrangement that permits variations in an employee’s starting and departure times, but does not change the total number of hours worked in a pay period. If equivalent time off is not provided, an employee must be paid for all hours worked in a pay period.

Should management request that an employee flex specific hours in a pay period, mutual consent between management and the employee is required.

ARTICLE VI - HOLIDAYS

Section 6.1 - Designated Holidays.

A. Days to be observed:

The company recognizes the following holiday schedule during the period of this Agreement:

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

B. In the event the President or Congress of the United States proclaims a day of administrative leave for the Civil Service Employees, then such day shall be a holiday under this contract if the duly authorized Government KIAC Contracting Officer allows the Company’s related administrative leave costs to be reimbursed.

C. In addition to the ten (10) holidays listed above, employees who are employed before July 1 of each year shall receive two (2) additional floating holidays per year. The two (2) floating holidays can be used to take two (2) days off during the calendar year. The floating holidays cannot be taken on any of the designated ten (10) holidays listed above. All requests to take floating holidays shall be made in writing and subject to management’s approval and government contract requirements. Employees who commence employment on or after July 1 in a given year shall be entitled to only one (1) floating holiday for that year.

D. Floating holidays will be subject to use or lose. Should employees fail to take their floating holidays by December 31, the unused floating holidays will not be carried forward and will not be subject to compensation.

E. Should employees desire to take one or both of their floating holidays between December 1 and December 31 of a given year, they shall request their floating holidays by December 1 of that year. Should the employees be required to work on the floating holidays requested for use between December 1 and December 31, they will be paid for the hours worked and an additional eight (8) hours in lieu of taking off the floating holidays.

Section 6.2 - Holiday Payment.

Regular employees who are on the payroll during the normal work week in which any of the above designated holidays occur shall be paid for time not worked on such holiday at their applicable straight time salary rate, including night premium, for the number of hours for which they are regularly scheduled during the days of that week; provided, however, that the employee is not absent from work on the scheduled work day immediately before or immediately after the holiday, unless the employee is absent for verified personal illness or death in the family or unless such absence has been approved in advance by the employee's immediate supervisor. In no event will the payment for hours not worked on one of the designated holidays be in excess of eight (8) hours.

Regular employees who are scheduled to work on a designated holiday and who do not report for work shall receive no pay for that holiday unless the employee is absent for verified personal illness or death in the family.

All employees who are required to work on any one of the designated holidays shall be paid double time and shall, in addition, receive the holiday pay to which they may be entitled in accordance with the above.

Section 6.3 - Exceptions

An employee shall not receive holiday pay if:

A. Such holiday occurs during an employee's leave of absence without pay.

B. Such holiday occurs during an indefinite layoff.

C. Such holiday occurs when an employee is out on workers' compensation, short-term disability or long-term disability.

ARTICLE VII - VACATION

Section 7.1 - General.

It is the policy of the Company to grant annual vacations to all eligible regular employees as herein provided. Every effort will be made to ensure that each employee uses all his vacation credits for time off within a period of time available to him.

Section 7.2 - Vacation Eligibility and Payment.

After six (6) months of employment, vacation credits will be awarded on a bi-weekly basis. The amount of vacation credits awarded will be calculated bi-weekly and will be credited to the employee's account bi-weekly, provided the employee is on the active payroll and in a pay status. An employee is in active pay status when he/she performs compensable work or receives paid leave for a regularly scheduled workday. An employee who is receiving weekly accident and sickness benefits, i.e., short-term disability income or long-term disability income and/or workers' compensation benefits or is on sick leave greater than thirty (30) days, will not be considered in pay status under the provisions of this section. An employee's annual accrual will be computed per the following schedule:

Vacation Schedule

Years of Service Annual Vacation 0-1 Years 12 Days 1 Year, 1 Day but less than 3 Years 13 Days 3 Years but less than 7 Years 14 Days 7 Years but less than 8 Years 15 Days 8 Years but less than 9 Years 16 Days 9 Years but less than 10 Years 17 Days 10 Years but less than 15 Years 18 Days 15 Years but less than 20 Years 20 Days 20 Years and over 23 Days

Employees may use vacation credits as soon as they are awarded, provided work requirements are such that management approves the time off.

Section 7.3 - Vacation Schedule.

At the discretion of the employee's immediate supervisor, vacations may be scheduled at any time during the calendar year.

If a recognized holiday occurs during an employee's scheduled vacation, the time shall be charged to holiday.

A vacation may be taken in one (1) hour increments. The vacation will be scheduled at the mutual convenience of the employee and the Company.

Section 7.4 – Cash-Out of Vacation.

Employees are permitted, with Company management approval, to exchange part of their vacation time for cash at their current rate of pay. Employees may elect to cash-out up to 10 days (i.e., 80 Vacation Hours) of Vacation during each calendar year. Employees who opt for a cash-out will be allowed to sell up to 40 hours each June and December. It is required that employees who wish to cash out vacation must take an irrevocable election to do so the prior calendar year and prior to the accrual of the vacation hours which will be paid out. Exceptions to the advance election requirement (such as hardship/employee crisis) and related approval criteria are noted in applicable AFDS policy.

Section 7.5 - Termination.

An employee who is removed from the active payroll shall be provided pay-in-lieu of vacation for all unused and accrued vacation credits in his account up to and including the effective date of termination. In the event an employee has a negative vacation balance at the time of termination, the company will deduct such balance from the employee’s final paycheck.

Section 7.6 - Carryover.

An employee may defer to the next calendar year two hundred forty (240) hours of the vacation for which he is eligible.

ARTICLE VIII - LEAVES OF ABSENCE

Section 8.1 - Application for Leaves of Absence.

Except for military service, no application for a leave of absence will be considered unless it is applied for in writing.

Section 8.2 - All Leaves of Absences.

All leaves of absence, except as otherwise herein provided, shall be granted at the discretion of the Company dependent upon the work requirements or scheduled commitments of the section in which the employee requesting leave of absence is employed. Furthermore, leaves of absence as set forth in this Article VIII, except for military service, will be granted only when prior approval of the employee's duly authorized supervisor is obtained. The Company reserves the right to request from an employee documentary proof of the conditions necessitating the leave of absence. The Company may also, when in its opinion it is necessary, arrange for a doctor or a nurse, selected by the Company, to interview, or examine such employee, who has applied for a leave of absence because of illness or disability. Misrepresentation of the facts on the basis of which a leave of absence is granted shall constitute grounds for dismissal for cause.

Section 8.3 - Extended Military Duty.

Employees who enter the armed forces of the United States shall be granted a leave of absence for the period of such service, and upon honorable discharge therefrom shall be re-employed by the Company, as provided by the Universal Military Training and Service Act.

The Company will pay to an employee who has acquired six (6) months or more continuous service, who is on leave of absence for military service in accordance with the above, for one (1) month only, the difference between his base military pay (plus such allowances as flight pay and submarine pay) for his first month of military service and his regular basic salary rate with the Company for a period of one (1) month (4.3 weeks) if his first month's military earnings are less than his regular base rate of pay for one (1) month.

Section 8.4 - Illness or Disability.

Subject to the requirements of this agreement relating to leaves of absence, an employee who establishes to the satisfaction of the Company that he is unable to perform his regular duties with the Company because of sickness or injury, shall receive a leave of absence without pay during the period of such disability in accordance with the terms of Section 3.3 (Short Term Disability Leave [STDL]) and Section 3.4 (Family Medical Leave Act) within Company policy CPS- HCS-0022, Leave of Absence and FMLA. Within Sections 3.3 and 3.4 of CPS-HCS-0022, the term “Vacation” shall be substituted for “PTO” in all instances. Continuous service credit and seniority privileges shall accumulate while on STDL.

If disability continues beyond the STDL period, such employee may seek approval for Extended Medical Leave in accordance with the terms of Section 3.5 (Extended Medical Leave) within Company policy CPS-HCS-0022, Leave of Absence and FMLA. Within Section 3.5 of CPS-HCS-0022, the term “Vacation” shall be substituted for “PTO” in all instances. Should an employee be approved for long-term disability, the Company will stop paying its portion of the insurance premium to the Union. Continuation of health benefits through COBRA will be offered to the employee by the Union effective with the commencement of this benefit. In the event the employee's long-term disability is approved retroactively, such continuation of benefits will be retroactively applied as well.

The employee involved shall inform his immediate supervisor immediately upon the occurrence of the illness or disability and shall thereafter keep his immediate supervisor informed monthly in writing of the approximate time when such employee will be able to resume his usual Company duties.

An employee who engages in gainful employment while on medical leave of absence without prior written approval from the Company shall be subject to termination.

Section 8.5 - Jury Duty and Non-War Military Duty.

Leave of absence with differential pay shall be granted for jury duty. Leave of absence with differential pay shall be granted for non-war military duty to employees having six (6) months continuous service as set forth below. If an employee is called for jury duty, the Company shall pay the difference between the jury pay and the employee's regular basic salary rate for the duration of the jury duty. An employee called for non-war military duty shall be paid the difference between his base military pay, plus such allowances as flight pay and submarine pay, and his regular basic salary rate with the Company for a period of ten (10) days if he is called for training, or for a period of five (5) days if he is called because of an emergency.

Section 8.6 - Special or Unusual Cases.

Where the Company finds that rare and unusual facts require or justify it, leaves of absence may be granted in addition to the leaves of absence in other provisions of this article, with or without accumulation of continuous service credit and established seniority privileges.

Section 8.7 - Leave of Absence for Union Activity.

Any employee who is elected or appointed to a position in the Union, and who has at least six (6) months of continuous service credit, shall on written request of the union be granted a leave of absence without pay for union activity for a period not to exceed ten (10) working days. The start and end dates of such absence will be mutually agreed by the Company and Union. The number of employees to be granted such leaves of absence shall not exceed two (2) at any one time except by mutual agreement between the Company and the Union.

Section 8.8 - Family Medical Leave.

Family Medical Leave will be administered in accordance with Section 3.4 (Family Medical Leave [FMLA]) within Company policy CPS-HCS-0022, Leave of Absence and FMLA.

Section 8.9 – Limited Duty

Any employee who cannot perform the essential functions outlined in his respective job description and who is not due reasonable accommodations per the American Disabilities Act will be placed on a leave of absence until he is able to return to work and perform the essential functions of his job.

The Company shall assist the employee in filing for disability insurance during this time. If the disability insurance is denied, the Company and the Union shall meet to discuss the situation. If a resolution is not met the grievance procedure shall apply.

Section 8.10 – Base Closure

In the event that the Government denies access to an employee’s primary work site at the Kennedy Space Center or Cape Canaveral Air Force Station and the Company authorizes no other alternative work sites, the affected hours shall be considered paid administrative leave if the duly authorized Government KIAC Contracting Officer allows the Company’s related administrative leave costs to be reimbursed.

ARTICLE IX - PAID LEAVES

Section 9.1 - Accumulation of Sick Leave.

Effective from the execution hereof, Sick Leave will be accrued at the rate of three point sixty-nine (3.69) hours each pay period. Accruals will be credited each pay period while in pay status. An employee is in pay status when he performs compensable work or receives paid leave for a regular scheduled workday (except for being on sick leave after thirty (30) days). An employee who is receiving weekly accident and sickness benefits, i.e., short-term disability income, long-term disability income and/or workers’ compensation benefits or is on a sick leave greater than thirty (30) days will not be considered in pay status under the provisions of this policy.

Newly hired employees will not accumulate sick leave credits during their probationary period which shall not exceed one hundred and twenty (120) days for the purposes of this paragraph.

Section 9.2 - Use of Sick Leave.

Subject to the following paragraph of the Article, an employee may use sick leave credits as soon as they are earned.

Employees should recognize it as their obligation to prevent abuse of sick leave pay privileges. The Company may discipline employees who abuse their sick leave privileges.

Payment for sick leave shall be at the employee's straight-time base rate including any night shift premium if regularly assigned to a night shift, not to exceed a maximum of eight (8) hours pay for any one (1) day of absence.

Sick leave shall be granted under the following conditions:

A. Illness of employee to include medical and dental appointments. (Employees should be encouraged to arrange medical or dental appointments so as to avoid absence from work when reasonably practical).

B. Illness in the immediate family, i.e., spouse, children, parents, grandparents, and (if living in the employee’s home) foster children.

Any employee absent for three (3) or more consecutive days shall require a medical certificate. The employee may use sick leave to supplement workers' compensation payments not to exceed the base rate of pay.

The Company, at its discretion, may investigate illness for which leave payment is charged before making payment. The Company may require the employee to provide medical documentation for the inability to work and the Company may deny payment for sick leave if such medical documentation is not provided.

Section 9.3 - Personal Business.

An employee may use up to two (2) days per calendar year of his or her sick leave for personal business so long as such time…