J.03 CBA_Conroe (Houston)_Signed_2022.A0002..pdf

COLLECTIVE BARGAINING AGREEMENT

BETWEEN

DYNCORP INTERNATIONAL

(WHOLLY OWNED BY AMENTUM)

AND

INTERNATIONAL ASSOCIATION OF MACHINISTS

AND AEROSPACE WORKERS AFL-CIO

DISTRICT LODGE 776

LOCAL LODGE 15

Customs and Border Protection Air Unit

Conroe, Texas

EFFECTIVE DATE: May 1, 2022 – April 30, 2026

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TABLE OF CONTENTS

ARTICLE 01.00 - INTENT AND PURPOSE

ARTICLE 02.00 - MANAGEMENTS RIGHTS

ARTICLE 03.00 - UNION RECOGNITION

ARTICLE 04.00 - REPRESENTATION / STEWARDS

ARTICLE 05.00 - DUES DEDUCTION

ARTICLE 06.00 - NON-BARGAINING UNIT PERSONNEL

ARTICLE 07.00 - SENIORITY

ARTICLE 08.00 - PROMOTIONS / BIDDING / TRANSFERS

ARTICLE 09.00 - LEAVES OF ABSENCE

ARTICLE 10.00 - HOLIDAYS

ARTICLE 11.00 - VACATION

ARTICLE 12.00 - OVERTIME

ARTICLE 13.00 - ABSENCE FROM WORK

ARTICLE 14.00 - HOURS OF WORK

ARTICLE 15.00 - GOVERNMENT SECURITY / RESPONSIBILITY

ARTICLE 16.00 - NO STRIKE / LOCKOUT

ARTICLE 17.00 - GROUP INSURANCE

ARTICLE 18.00 - RETIREMENT PLAN AND SAVINGS PLAN

ARTICLE 19.00 - Uniforms and Shoes

ARTICLE 20.00 - DEPLOYMENT

ARTICLE 21.00 - DISCIPLINARY ACTION

ARTICLE 22.00 - GREIVANCE AND ARBITRATION

ARTICLE 23.00 - PAID PERSONAL TIME

ARTICLE 24.00 - INSTALLATION OF NEW AND REVISED JOB

CLASSIFICATIONS

ARTICLE 25.00 - BEREAVEMENT/JURY DUTY

ARTICLE 26.00 - WAGE RULES

ARTICLE 27.00 - SAFETY/SAFETY EQUIPMENT

ARTICLE 28.00 - TEMPORARY ALTERNATE WORK

ARTICLE 29.00 - GENERAL

ARTICLE 30.00 - TRAINING

ARTICLE 31.00 - DURATION

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PREAMBLE

This Agreement is made and entered into upon ratification by and between DynCorp International, a wholly owned subsidiary of Amentum, (hereinafter referred to as the Company) and the International Association of Machinists and Aerospace Workers, and District Lodge 776, Local Lodge 15 (hereafter referred to as the Union) with respect to work performed at the Customs and Border Protection Air Unit, Conroe, Texas.

It is understood wherever in this Agreement the male or female gender is used, it shall be recognized as referring to both males and females.

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ARTICLE 01.00 - INTENT AND PURPOSE

01.01 This Agreement is made and entered into by and between DynCorp

International, a wholly owned subsidiary of Amentum hereinafter referred to as the "Company" and the International Association of Machinists and Aerospace Workers, AFL-CIO, District Lodge 776 hereinafter referred to as the “Union” with respect to Government Contract Number 70B02C20C000000414 and any subsequent modification, alteration, award or successor award at the contracted operation between or with the Customs and Border Protection Air Unit Conroe, Texas.

01.02 It is the intent and purpose of the Company and the Union to set forth herein the entire Agreement with respect to wages, hours and working conditions as covered by this Agreement.

01.03 It is recognized by this Agreement to be the duty of the Company, the Union and the employees to cooperate fully, both individually and collectively, to perform faithfully the obligations imposed by this Agreement.

01.04 There shall be no discrimination by the Company or the Union against any employee because of race, sex, creed, religion, national origin, age, disability, veteran status or other status protected by applicable federal, state or local law or regulations.

01.05 There shall be no discrimination, restraint, or coercion by the Company or any of its agents against any employee because of union membership or because of acting as an officer of or in any other bona fide activity on behalf of the Union.

01.06 Nothing in this agreement shall prohibit the Union from fulfilling its legal obligations of representation.

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ARTICLE 02.00 - MANAGEMENTS RIGHTS

02.01 Except as otherwise specifically provided in this Agreement, the Union recognizes and agrees that the management and control of the Company's business, operations, work force and facilities are exclusively vested in the management of the Company. The Company has the right to plan, direct and control the Company's business, methods, operations and work force; to hire, promote, transfer, and layoff employees and for just cause to demote, discipline, suspend or discharge employees; and the right to determine the work to be performed, schedules of work and all services, processes and standards required by the customer or other Government agencies. It is not intended by the above recitation to limit any of the usual functions of management or to define all such functions. All matters which are not specifically covered by this agreement are solely functions and responsibilities of management.

02.02 The Union and the employees shall be notified prior to enforcement of new rules, policies and/or procedures or changes in existing work rules, policies and/or procedures. The Union reserves the right to pursue through the Grievance and Arbitration procedure, as spelled out in this agreement, rules which it believes to be unreasonable.

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ARTICLE 03.00 - UNION RECOGNITION

03.01 The Company recognizes the Union certified by the National Labor Relations

Board in Case No. 16-RC-10807 as the exclusive representative.

Included: All full-time and regular part-time employees including Avionics Technicians, QA Inspectors, Aircraft Workers, Aircraft Servicers, Aircraft Mechanics, Aircraft Mechanic Leads, Supply Technicians, Supply Technicians Leads, Janitors, and Flight Techs employed by the Employer at its 1003 General Thomas Kelly Boulevard, Hanger 15A, Conroe, Texas

77303 facility.

Excluded: All other employees including Office Clerical Employees, Professional Employees, Management Employees, Guards, Watchmen and Supervisors as defined in the Act.

03.02 The Company agrees to recognize that Aircraft Mechanic Leads, Lead

Quality Control Inspector, Avionics Lead, Senior Supply Technician, and Ground Support Equipment Mechanic as being included in the appropriate respective classifications properly covered under the terms of this agreement.

03.03 Union Bulletin Boards. The Company will provide one (1) Union bulletin board to post official business of the Union.

03.04 Additions to the work force, in accordance with Articles: 03.01 and 24.01

(New or Revised Classifications) will become bargaining unit employees.

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ARTICLE 04.00 - REPRESENTATION / STEWARDS

04.01 The Company agrees and it is hereby understood that the Union shall designate and the Company shall recognize one (1) Shop Steward and one

(1) alternate Shop Steward. The Union shall notify the Company in writing on Union letterhead of the individuals so selected. The alternate Shop Steward shall act in the capacity of the Shop Steward in the event the Shop Steward is absent from the facility.

04.02 Subject to other provisions of this Agreement, reasonable and necessary time off from work during work hours shall be authorized without loss of pay or benefits to permit the Steward to carry out his responsibilities under the grievance procedure to employees in their area of representation, providing the carrying out of these responsibilities will not unreasonably interfere with the assigned work duties of the Steward or the employee involved. The Union will ensure that the Steward engages only in those activities, which are authorized by this Agreement. Instances of alleged abuse or misuse of time by the Steward shall be brought to the attention of the Union, who shall take the action necessary to correct the problem.

04.03 The Steward shall secure the permission of his/her supervisor before leaving his/her workstation for purposes of processing grievances, reporting back to his/her supervisor upon return to his/her work station. The Steward shall not be denied such permission without good cause. If permission is denied, the supervisor and steward will mutually establish an alternate time at which the Steward can carry out his/her processing of grievances.

04.04 The scope of the Steward's activities on Company time is as listed, but shall not be limited to the following:

a. To consult with an employee regarding an alleged grievance or the presentation of a grievance.

b. To investigate an alleged grievance or a grievance of record before presentation to supervision.

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

d. To meet with the supervisor or other designated representative of the

Company when necessary to adjust grievances in accordance with the grievance procedure.

e. The Company shall, before any investigational proceeding or disciplinary proceeding, notify employees of their right to Union representation. If the employee desires Union representation, one will be provided prior to continuing with such action.

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04.05 Subject to existing security regulations, the Business Representative, his designee and the assigned IAM Aerospace Coordinator of the Union shall have access to the Company's work areas during working hours for the purpose of investigating grievances that have arisen, attending meetings in accordance with the administration of this agreement. Before doing so, he/she shall provide ample notice to the Site Manager or other authorized Company Representative, who shall permit said Representative to enter the Company's work areas, provided that such rights shall be exercised reasonably and will not interfere with the normal conduct of the Company's operations. The Union Representative may be accompanied by the Site Manager or his designee while in the actual work area. If requested the management escort will allow the Union Representative and the bargaining unit employee to communicate privately.

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

04.07 The Steward shall be empowered to adjust employee grievances as provided for in the grievance procedures, so long as such adjustments are not in conflict with the Agreement.

04.08 The Company will provide space to the Steward for the purpose of carrying out their responsibilities under the grievance procedure and secure storage related records and equipment, provided space is available.

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ARTICLE 05.00 - DUES DEDUCTION

05.01 Membership in the Union is not compulsory

05.02 Upon receipt of a signed authorization from the employee involved, the

Company shall deduct from the employee’s pay an amount necessary to satisfy the financial obligation to the Union for dues during the period provided for in said authorization. Deductions shall be made from the employee’s first paycheck on a monthly basis.

05.03 Deductions provided in Section 05.02 shall be remitted to the District Lodge 776 Secretary-Treasurer no later than the tenth (10th) day of the month following the month in which the deductions were made and shall include all deductions made in the previous month. The Company shall furnish the District Lodge 776 Secretary-Treasurer monthly, with a record of those for whom deductions have been made and the amounts of the deduction, and the names of those employees from whom deductions were not made and the reasons they were not made.

05.04 The Company shall recognize the Union’s uniform Membership and/or Check Off Authorization Form.

05.05 In cases where improper deductions are made from the wages of an employee, and such improper deductions are received by the Union, the Union agrees to refund said deductions directly to such employee.

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ARTICLE 06.00 - NON-BARGAINING UNIT PERSONNEL

06.01 Non-bargaining unit personnel shall not normally perform the work of, or with, unit employees, but may perform bargaining unit work under the following conditions:

a. For the purpose of instructing and training employees.

b. Under emergency conditions. The term "emergency" as used in this provision is defined to mean any unforeseen combination of circumstances, which would require immediate action.

c. Up to four (4) hours in any shift until management can secure an available qualified employee in the classification when an employee fails to report to work and sufficient qualified employees are not available at the site.

d. In order to prevent injury to employees or damage to property.

e. Where technical qualifications and training requirements make it more efficient to bring in outside personnel for a specific test.

f. When necessitated by documented security requirements.

06.02 The Company has the right to subcontract out work where the Company determines that such work cannot be performed by employees covered by this Agreement due to lack of skills, tools, equipment or availability of manpower, or as required by its contract with U.S. Customs and Border Protection.

06.03 Due to the nature of the work to be performed, personnel from other locations may be brought in to perform short term specific assignments, when there are no qualified employees on lay-off in the classification(s) of work affected and so long as such action does not cause the lay-off of any qualified employees from the affected classification. This Section will not be used to circumvent the need for overtime.

06.04 People who accompany aircraft brought into the Conroe, TX Air Unit location for a particular short-term exercise or operation will not be covered hereunder and will not perform duties that are regularly assigned to the employees covered hereunder, to the extent such employees are displaced. Further, in the event the work load exceeds (including normal overtime needs) the capacity of the regular work force for a period in excess of thirteen (13) weeks, the Company may farm-in Company employees or other personnel to meet business requirements. In the event the manning needs exceed thirteen (13) weeks the Company will meet with the Union to explain the reasons and discuss any impact.

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06.05 When TDY personnel are required to perform functions at the Conroe, TX Air Unit, the TDY personnel will not be allowed to perform overtime labor on Conroe equipment unless no qualified Conroe personnel are available and/or volunteer.

06.06 If there are two (2) people needed to perform overtime work on TDY aircraft, one (1) TDY person and one (1) senior qualified Conroe, TX person will work the overtime. If only one (1) person is needed for overtime on a TDY aircraft, the TDY person will work the overtime.

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ARTICLE 07.00 - SENIORITY

07.01 The term "seniority" is defined as including the whole span of continuous service with the present contractor, or successor, and with predecessor contractors, in the performance of this contract at the Customs and Border Protection, Air Unit, Conroe, TX.

07.02 Employees transferring into this contract and into the bargaining unit from another Company location will retain their Company service date of hire for vacation entitlement and fringe benefits. For all other purposes their seniority date of hire shall be their date of hire at the Customs and Border Protection, Air Unit, Conroe, TX. Employees voluntarily transferring into a different classification within the customs and Border Protection Air Unit, Conroe, TX.

will retain their original hire date for the computation of vacation and benefits but will use their date of transfer into the new classification for the purposes of classification seniority, scheduling and layoffs.

07.03 The Company will apply seniority and qualifications in its everyday operation relating to shift, promotion, transfer, bidding, overtime, layoff and recall.

07.04 Employees assigned to work in a lower rated classification on a temporary basis, will continue to be compensated at the wage rate of their higher rated classification. Employees who perform work in a higher classification for any portion of the shift (including leads, excluding training) will be paid the highest wage rate for time worked in the higher classification. Positions that become permanent, pursuant to 7.06, will be bid when the opening occurs.

07.05 A new employee shall be in a probationary status until he has completed ninety (90) calendar days from the last date of hire. During the first ninety

(90) calendar day period, the Company may transfer, layoff or discharge such employee at will and such action shall not be reviewable through the grievance procedure. After ninety (90) calendar days, the employee will be placed on the seniority roster and his seniority date will revert to the hire date referenced above. Seniority order for employees with common hire dates will be determined by the social security number with the highest last four digits being the most senior.

07.06 Loss of seniority will result under the following:

a. Resignation or quit;

b. Retirement;

c. Discharge for just cause;

d. Failure to return from leave granted with a Leave of Absence;

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e. Failure by the employee to notify the Company of the employee's intention to return to work in response to a recall notification via certified mail within seventy-two (72) hours after the receipt of such recall notice, and of the employee's return to work within fourteen (14) calendar days following the receipt of such notice, unless a longer period is authorized by the Company;

f. Transfer or promotion out of the bargaining unit in excess of ninety (90) calendar days;

g. Absence from work for three (3) consecutive working days with no contact with the Company, except for circumstances beyond the control of the employee or excused by the Company;

h. Acceptance of employment with another employer while on an approved leave of absence.

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07.07 The Company will post a seniority list at the beginning of each six (6) months, when changed or requested. The list will show each employee's name, hire date and classification.

07.08 When reducing the workforce, the Company will layoff in reverse order of seniority by classification. The most junior is laid off first. The last employee laid off will be the first recalled. Employees who are currently qualified or require a minimum of re-familiarization who have held a lateral or lesser classification, have a right to displace a less senior employee in that classification. An employee will be subject to recall for a period of up to twenty-four months from the date of lay-off. Employees will be responsible for maintaining their current address and phone number with the Company.

Failure to do so shall relieve the Company of the obligations to recall the employee.

07.09 The Company will notify the Union and the employees affected of pending layoffs as soon as possible, but no less than ten (10) workdays prior to the event. If proper notice has not been given then the employee(s) shall be guaranteed pay for the ten (10) working days’ notice or any portion thereof where notice was not given.

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ARTICLE 08.00 - PROMOTIONS / BIDDING / TRANSFERS

08.01 When a bargaining unit job vacancy occurs within the Company at the

Customs and Border Protection Air Unit, Conroe, TX, the vacancy shall be posted for five (5) workdays. The notice will contain:

1. Job title and wage rate.

2. Qualifications required.

3. Date and time after which bids will no longer be accepted.

4. Work schedule, if known.

5. Effective date.

08.02 Job bids must be submitted using the Company’s electronic application process. Bids received after the closing date will not be considered.

08.03 The employee awarded the bid will be notified and will report for work on the new bid as of the effective date stated by the Company. The senior most qualified employee who bids will be awarded the bid. Job bids will be awarded on or before the effective date, as referred to in Section 08.01 (5).

08.04 If a more senior employee’s promotion is rejected by the Company, it will be responsible to inform the individual of the reasons. Rejection of a more senior employee will be subject to the grievance procedure.

08.05 A bargaining unit employee who bids and is promoted or transferred and who fails to satisfactorily perform the duties of the new job, within a period of up to thirty (30) work days unless extended by mutual written agreement of the parties, will be governed by the following:

a. If the position the employee vacated has not been filled the employee shall be allowed to return to the position from where they came; or

b. If the position is permanently filled from inside the bargaining unit, the employee will move to the position of the person who takes the promotion.

08.06 The Company agrees to make every effort to provide a position to an employee who disqualifies from a bid position.

08.07 Vacancies created by bids, promotions and transfers will not be filled from outside the bargaining unit until all current employees have had the opportunity to compete for the open positions.

08.08 All bargaining unit classifications shall bid for shift preference starting by seniority in each classification on a quarterly rotational basis unless shift choice is acquired through mutual agreement of the two (2) members in the classification and is approved by management. Seniority on the date of

15 Conroe, Texas contract ratification will be established as the starting rotation. Rotation will be on a continuous cycle with the senior bidder in each classification rotating to the bottom of the following quarterly bid list. In the event, there are only two (2) employees in a single classification the shift assignment will be rotated quarterly.

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ARTICLE 09.00 - LEAVES OF ABSENCE

09.01 Limited unpaid personal leaves of absence may be granted by the Company upon request of employees who have completed their probationary period.

Such leaves shall be not more than thirty (30) calendar days. Requests for unpaid personal leave of absence must be made in writing and must receive approval by the Company. Extensions may be approved by the Company.

a. Health and Welfare insurance may be continued during such leave provided the employee pays his/her portion of the premium at least ten

(10) days prior to the next month’s insurance coverage.

09.02 Seniority shall continue to accumulate during the approved leave of absence. When an employee has been granted a leave of absence for a specified period of time, it will be the employee's responsibility to request an extension of such leave prior to expiration, if additional time is required. All such extensions must have prior Company approval. For shift bidding purposes, an employee who returns to work after a leave of absence beyond one hundred eighty (180) days will be placed at the bottom of the rotation for shift bidding. After a period of six (6) months from the return date, the employee will assume his/her normal seniority for shift bidding.

09.03 Leave of absence for legitimate personal health reasons supported by sufficient medical verification will be granted to an employee for a period not to exceed ninety (90) days and will be extended when supported by sufficient medical verification supplied by the employee from a licensed physician.

a. Health insurance and employee benefits will continue for the duration of the leave of absence as described in Article 9.01.

b. The Company will abide by the provisions outlined under the Family Medical Leave Act (FMLA).

09.04 An employee on leave of absence for personal health reasons may return to work prior to or at expiration of such leave upon the written release of a licensed physician provided the employee is able to perform his/her assigned duties safely.

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

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b. An employee may be returned to restricted duty provided the Company is able to accommodate said restrictions.

09.05 Leaves of absence without pay for Union business not to exceed two (2) weeks, will be granted to Bargaining Unit employees of the Company, who are elected or appointed by the Union, to attend such functions as conferences, conventions, and union educational courses, provided at least ten (10) work days advance notice is given in writing to the Company, if possible to do so. However, not more than one (1) employee may be on such leave at any time.

09.06 Leaves of absence without pay in worker's compensation injury and legal occupational disease cases will be granted automatically for the full period of legal temporary disability, and seniority will accumulate for the full period of such leave.

09.07 An employee who is called to and performs short term active duty of thirty (30) days or less, including active duty training as a member of the United States Armed Forces Reserves or National Guard, shall be paid Differential Daily Pay, the difference between the lower daily military base rate and Full Pay, the employee’s hourly rate computed on a daily basis, including shift premiums, where applicable, for a period of up to fifteen (15) scheduled working days per calendar year. While on orders, the employee will receive Full Pay via a wage advance. When the member completes their orders and returns home, the difference between Full Pay and Differential Pay will be reconciled and the advance will be offset via payroll deductions. The employee will provide a copy of their orders and pay vouchers as required to accurately calculate the Differential Daily Pay. The employee will be given a leave of absence for, and will accumulate seniority during such period of service. Employees required reporting for military training in excess of thirty (30) consecutive days or those called to active duty shall be reinstated in accordance with the Uniformed Service

Employment and Reemployment Rights Act. The parties to this Agreement shall comply with current applicable state and federal legislation regarding military service.

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

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

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

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ARTICLE 10.00 - HOLIDAYS

10.01 Holiday pay is eight (8) or ten (10) hours pay, which is payable at the employee's working rate of pay. All hours worked (8/10) will be considered as time worked for all purposes of this Agreement. To qualify for holiday pay, an employee must work the last scheduled workday before and the first scheduled workday after the holiday (unless excused by Management) shall be eligible for pay for such holiday. The following eleven (11) holidays will be observed each calendar year:

New Year's Day Veterans Day President's Day Thanksgiving Day Memorial Day Day after Thanksgiving Independence Day Christmas Day Labor Day Floating Holiday Juneteenth

10.02 Any employee required to work on any of the above holidays (to include compensating days off per 10.03 will be paid for all hours worked at one and one-half (1 ½) times his working rate of pay plus eight (8) or ten (10) hours holiday pay.

10.03 An employee who works on a holiday may choose to take a compensating day off in lieu of pay for the holiday that was worked. The compensating time off must be used within one hundred eighty (180) days and must be taken within the calendar year of the holiday, and must be requested at least three

(3) working days in advance. Required work on a holiday will be offered and/or assigned to employees in the same manner as scheduled overtime is offered/assigned per Article 12.02b.

10.04 An employee who is not required to work on one of the designated holidays mentioned above will be compensated for the holiday at eight (8) hours at his straight time rate.

10.05 Any additional holiday (or official Day of Mourning) designated by Federal Government mandate or Presidential Executive Order as a Federal holiday that is observed by the Customs and Border Protection Air Unit, Conroe, TX will be observed in addition to the above holidays.

10.06 Any observed holiday stated above that falls on a Saturday or Sunday, will be observed under the same schedule observed by the Customs and Border Protection Air Unit, Conroe, TX.

10.07 When a holiday falls during an employee’s vacation, the holiday will not be charged as vacation. The employee will receive holiday pay for the holiday.

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ARTICLE 11.00 - VACATION

11.01 Employees covered by this agreement shall accrue vacation based on their company Service or service date on this program, whichever is greater, and each anniversary date thereafter shall be the reference point for accrual of vacation. Paid vacation entitlement will be accrued and vest as follows:

Length of Service Weekly Annual Rate Accrual Rate

0-1 year 1.54 80 hours 2-4 years 1.54 80 hours 5-14 years 2.31 120 hours 15+ years 3.08 160 hours

11.02 A maximum of Three hundred twenty (320) vacation hours may be carried over to the following year.

Vacation pay shall be computed at the employee’s straight time hourly working rate at the time of vacation.

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

a. Employees who are temporarily laid off may at their discretion retain their accrued unused vacation for a period of up to, but not to exceed thirty (30) days. At any time during the thirty (30) day period the employee may request in writing and be paid for his/her vacation pay. At the expiration of the thirty (30) day period the employee will be paid for any vacation time that is owed to the employee at the time of layoff.

b. Employees who leave the payroll for the following reasons will be paid prorated vacation pay at the rate of the appropriate vacation benefit as established in this Article for each completed month of credited service:

Disability, retirement, entry into the armed forces or death. In the event of a death, the owed vacation pay will go to the deceased employee’s estate.

11.04 Vacation should be requested no less than five (5) working days in advance of the start of the requested vacation. If less than five (5) working days’ notice is given by the employee the Company shall still consider the request. When conflicts in requested vacation periods arise, the employees having the greater seniority shall be given the preference. However, an employee who has previously requested and had scheduled vacation approved will not be displaced by a more senior employee.

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a. Vacation may only be scheduled on the employee's regularly scheduled workdays and may be scheduled for periods of one (1) work day or increments of one (1) hour.

b. Employee's request for vacation leave must be approved by the employee's Supervisor before such leave is taken.

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

d. Employees shall be allowed to utilize their earned unused vacation to make up work week shortages.

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

11.06 Paid days of vacation shall be considered as time worked for the purpose of computing overtime pay.

11.07 For the purposes of establishing service, employees transferred from the bargaining Unit who return to the Bargaining Unit shall receive service credit for such time outside the Bargaining Unit.

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ARTICLE 12.00 - OVERTIME

12.01 Notice for mandatory scheduled overtime will be given as soon as practical after site management deems that overtime work will be required.

12.02 Available overtime shall be rotated among qualified volunteers. If no volunteers are available to work the necessary overtime, it will become mandatory and assignment shall be made by shift among qualified employees.

a. The parties recognize two (2) different overtime situations for the purpose of determining who to ask. The two (2) types are: holdover time and scheduled overtime. Holdover time is defined as overtime for work in progress that is overtime, of a time sensitive nature arising from unforeseen circumstances, unplanned problems and/or to support unscheduled customer requirements. Scheduled overtime is defined as additional work requirements known at least four (4) hours in advance of the shift.

b. Overtime in a holdover situation will be offered to those qualified employees already on the clock and performing the work. Scheduled overtime will be offered to those qualified employees, regardless of shift, by seniority provided such employees possess the necessary skills, qualifications and/or certifications to perform the work in question, i.e.

A&P License, Engine Run Up Card; Taxi License, APU Run Card; etc.

12.03 Overtime shall be paid for hours worked in excess of forty (40) hours per week at one and one-half (1½) times the employees straight time hourly rate.

Overtime shall be paid at two (2x) times the straight time hourly rate on the employee's seventh (7th) consecutive day worked in a pay week.

12.04 Nothing in this Agreement shall be construed as to require the payment of overtime on overtime or compounding of overtime as a result of computing hours in accordance with this Article.

12.05 All paid time will be counted as time worked toward the computation of overtime pay.

12.06 The Company will attempt to schedule overtime so that employees shall not be required to work more than two (2) consecutive Saturdays or Sundays.

12.07 An employee who has not completed his/her probationary period, will not be assigned any overtime, unless all qualified senior employees have had an opportunity to work the overtime, and it is determined by the Supervisor that the probationary employee is qualified to carry out the responsibilities to be assigned to the overtime.

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ARTICLE 13.00 - ABSENCE FROM WORK

13.01 Employees, on paid time, shall not leave work prior to the completion of their scheduled hours without prior permission from their supervisor.

13.02 Employees shall not be absent from work without prior permission from their Supervisor, except for reasons beyond the control of the employee.

13.03 It is the duty of every employee who, for any reason, will be absent from work on a scheduled workday, or who expects to report for work late, to notify their supervisor or designee in accordance with the procedures outlined by the Company. Except for extenuating circumstances beyond the control of the employee such notice shall be given 30 minutes prior to the start of the shift if possible.

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ARTICLE 14.00 - HOURS OF WORK

14.01 A normal workweek will consist of five (5) eight (8) hour days Monday through Friday with two (2) consecutive days off.

a. The standard pay week shall begin Saturday and end the following

Friday.

14.02 During the term of this agreement the employer or the Union may request consideration for a shift consisting of four ten (10) hour days with three consecutive days off. This shift can only be implemented by the mutual agreement of the company and the union. The company reserves the right to return to five eight-hour days with two weeks’ notice.

14.03 While the normal work week schedule is Monday through Friday the parties by mutual agreement may implement an Odd Work Week. The Odd Work Week schedule shall have consecutive days off.

14.04 All employees will receive two (2) uninterrupted paid fifteen (15) minute breaks per day. One (1) to be taken during the first half of their workday and one (1) to be taken during the second half of their workday.

14.05 In the event any employee is required to work beyond any ten (10) hour workday, the affected employee will receive an additional paid fifteen (15) minute break prior to commencing additional work and during each two (2) hour period of additional work.

14.06 The starting time for shifts will normally be between the hours listed below:

First Shift: 0400-1159

Second Shift: 1200-1759

Third Shift: 1800-0359

The negotiated provisions do not include a split-shift.

14.07 On an occasional temporary basis, a limited number of qualified employees may be assigned to work other starting times upon customer demand. If requested by the Union, the Company will supply supporting evidence of the customer’s demand.

14.08 Shift Premium: Second shift employees shall receive a shift differential of seventy-five ($0.75) cents per hour for all hours worked. Third shift employees shall receive a shift differential of seventy-five ($0.75) cents per hour worked.

Odd Work Week Premium: Employees assigned to an Odd Work Week

24 Conroe, Texas

(OWW) schedule shall receive a premium of fifty-five ($0.55) cents per hour worked during their Odd Work Week.

14.09 Employees reporting for their regularly scheduled work shift shall be provided a minimum of four (4) hours work or pay at their regular rate of pay except in cases where work is unavailable due to acts of nature, national emergency or circumstances beyond the control of the Company. If an employee reports and requests to leave work prior to completing the available four (4) hours of work and the supervisor approves such request, the employee will be paid only for hours actually worked.

14.10 Employees called to work by management outside their normally scheduled workday shall be provided a minimum of four (4) hours work or pay at the applicable rate of pay.

14.11 Employees on weekend stand-by shall be paid a minimum of two (2) hours of pay at their applicable rate for each day on stand-by.

25 Conroe, Texas

ARTICLE 15.00 - GOVERNMENT SECURITY / RESPONSIBILITY

15.01 The Company and all representatives of the Union having access to the premises and all employees are required to comply with applicable Government security regulations when performing work for the Government.

The Company and the Union agree that security information will be revealed only to persons properly cleared and required by the Government to have the information.

15.02 The Union and the Company recognize that employees covered hereby are performing services for the U.S. Government in U.S. Government facilities and by use of U.S. Government equipment. The Company is not authorized to maintain, modify or repair such government facilities and equipment, except as contractually directed.

15.03 Each employee shall be responsible for the reasonable care of the customer and/or Company furnished property or material and will notify the Company of any sabotage, or willful damage to Company, customer or employee property or material.

26 Conroe, Texas

ARTICLE 16.00 - NO STRIKE / LOCKOUT

16.01 It is understood and agreed that the business of the Company in direct support of the vital work of the U.S. Government is important and that uninterrupted services must be furnished to the United States Government agencies as needed. Therefore, the Union, its officers, agents, representatives and employees covered by this Agreement agree that there will be, during the term of the Agreement or extensions thereof no strikes, slow downs, work stoppages, sympathy strikes, picketing and/or curtailment of or interference with, operations as a result of any dispute or controversy, or any reason whatsoever.

16.02 The Company agrees that there will be no lockouts during the term of this Agreement.

16.03 Should an unauthorized strike, slow down, work stoppage, sympathy strikes picketing and/or curtailment of or interference with, operations occur during the life of this Agreement, the Union and its officers and representatives will, as quickly as possible take steps to inform the participants that they must discontinue their action and return to work or face immediate disciplinary action.

16.04 Bargaining unit employees will not be requested or required to cross a sanctioned IAM picket line at any other Company facility. If an employee encounters a picket line, the employee should contact their supervisor.

27 Conroe, Texas

ARTICLE 17.00 - GROUP INSURANCE

17.01 Group Medical & Dental Insurance

Employees may participate in AMENTUM, Aviation & Technical Services, LLC benefit plans including the Employee Assistance Program (EAP) the first day of hire. The Company maintains the right to pass through improvements, modifications, changes, or premium to these plans at any time. Any elimination contemplated to these plans will only be as a result of the Company no longer offering the specific plan. If/ when these situations arise, the Company will notify the Union prior to taking such action.

The following 2022 biweekly employee contributions toward the named benefit coverages shall be effective on the dates specified:

MEDICAL

Current Rate

Emp. Only $ 71.64 Emp + 1 Emp + Children

$184.54

$202.78 Emp. Family $324.62

DENTAL Current Rate

Emp. Only $3.37 Emp. + 1 Emp + Children

$7.28 $7.46

Emp. + Family $10.33

VISION Current Rate

Emp. Only $0.17 Emp. + 1 Emp + Children

$1.14 $1.14

Emp. + Family

VSG Emp Only

VSG EMP + 1

Emp + Children

$1.98

$0.48 $1.69 $1.69

VSG + family $2.76

B). The current rates for medical, dental and vision will remain in effect through December 31, 2022. Effective January 1, 2023 and for the duration of this Agreement, the Company and employees shall share in the increased cost of maintaining such H&W coverage, with the Company paying 80% of

28 Conroe, Texas any increase and employees contribution 20% of the cost increase for each plan.

C). Employees may choose not to be covered by any Company offered Health and Welfare plan. Employees who choose this option will pay no premiums but will receive $25.00 per week for opting out of the company sponsored medical plan.

Effective January 1, 2021 that payment will be Sixty ($60.00) dollars per week.

Employees who choose not to be covered may choose to be covered by the Dental/Vision plans.

17.02 Life Insurance. The Company shall provide each employee with Eighty

Thousand ($80,000) dollars of life insurance with accidental death and dismemberment (AD&D) at no cost to the employee. Employees may purchase by payroll deduction optional life insurance and AD&D.

Employees may purchase dependent life by payroll deduction. Proof of insurability and approval by the insurance carrier is required prior to purchasing any optional life insurance and AD&D and dependent life insurance.

17.03 Short Term Disability. Company will provide to all employees at no cost, short-term disability insurance (STD) as defined in the Summary Plan Description for employees. The STD insurance provides a combined benefit of sixty- six and two thirds percent (66 2/3%) of the employee’s monthly compensation up to $3,000 per week as outlined in the Summary Plan Description for up to twenty-six (26) weeks

17.04 This Agreement acknowledges that the Company agrees to allow future consideration of the International Association of Machinists and Aerospace Workers to offer the Machinists Custom Choices Worksite Benefits program of supplemental insurance benefits to their employees in the bargaining unit through their designated agent.

29 Conroe, Texas

ARTICLE 18.00 - RETIREMENT PLAN AND SAVINGS PLAN

18.01 The Company will provide all full-time seniority employees covered by this

Agreement with an IRS approved Savings Plan. The contribution effective October 1st of each year of the shall be:

2022 4.0% of the gross weekly wages 2023 4.5% of the gross weekly wages 2024 4.5% of the gross weekly wages 2025 5.0% of the gross weekly wages

Such plan shall be a 401(k) Plan. The contributions will continue to be 100% fully vested.

18.02 Benefits, terms and conditions as set forth in the summary plan document shall apply.

18.03 The employee may elect to contribute up to the maximum allowable amount under federal law from his/her gross annual earnings into the IRS approved 401(k) savings plan.

30 Conroe, Texas

ARTICLE 19.00 - Uniforms and Shoes

19.01 Each employee will be required to wear the uniform designated by the company. The Company will provide the initial issue of such required uniforms at no cost to the new employee. The initial issue shall consist of 5 shirts, 5 pants/shorts, 1 belt and 1 jacket.

19.02 Employees will be provided, during the month of October each year with a reimbursement allowance of up to four hundred and eighty-five ($485) dollars for the purchase and maintenance of uniforms and safety shoes. The employees may purchase uniforms and safety shoes at local vendors, so long as those purchases meet uniform requirements.

A receipt is required when the employee submits an expense report for reimbursement.

31 Conroe, Texas

ARTICLE 20.00 - DEPLOYMENT

20.01 Bargaining unit employees on Temporary Duty Deployment (TDY) assignment performing bargaining unit work retain their rights under the Collective Bargaining Agreement as if working at the Customs and Border Protection Air Unit, Conroe, TX.

a. A Temporary Duty Deployment (TDY) is considered as any duty or function, away from the Customs and Border Protection Air Unit, Conroe, TX requiring a period of time longer than twenty-four (24) hours. A TDY roster of all qualified personnel will be maintained and used in the selection process by the Company for off -ite TDY assignments, except when the customer dictates in writing, or provides short notice, or critical skills are required. Such roster will be posted listing employees by seniority and qualifications.

b. To be considered as qualified, the individual must be appropriately rated for the aircraft or services required, i.e., A&P, daily and turnaround inspections, engine run card, taxi qualifications, APU run card, etc.

c. TDY assignments will be filled from qualified personnel on a seniority rotational basis. Assignments will be offered to the most senior qualified employee(s) per classification. The selection process will start with the most senior employee and should the most senior qualified employee decline he/she will be rotated to the bottom of the rotation list and the position offered to the next senior employee on the list. The process will continue until all assignment requirements are satisfied. Should there be an insufficient number of employees obtained; management will satisfy remaining requirements by selecting employees from the most junior qualified employee(s) on the seniority rotational assignment list. Upon return the employee shall be placed on the bottom of the rotation list.

Each new TDY assignment will begin at the point left off on the list from the previous detachment selection. TDY assignments will not normally exceed thirty (30) calendar days, however when it is known and understood in advance by the employee prior to the assignment that the TDY will exceed thirty (30) days, the normal limit may be exceeded.

d. The following employees will be considered exempt from TDY assignments: employees on approved leave and/or vacation; persons already on TDY status; persons enrolled in a Company training program of more than eight (8) hours. In the event of an unforeseen emergency or personal situation an employee may request in writing temporary removal (once per calendar year) from the TDY rotation or change position with another qualified employee if mutually agreed upon by both the Company and the Union.

20.02 Working hours on TDY status will be set at the beginning of the assignment, when known. If possible, the scheduled daily hours of work will be the same

32 Conroe, Texas for a minimum of one (1) week. Overtime will be paid as stated in Article

12.00 of this Agreement when the employee is required to work his regular days off while on TDY; the Company may not change the employee's regular days off for the purpose of avoiding overtime payment except as agreed in Article 12.00.

20.03 Employees on TDY will be eligible for a daily meal per diem allowance and daily room allowances as stated in the Joint Travel Regulations (JTR) or Company Policy and mileage allowances permitted by Company policy for a given location for the period of actual deployment.

a. An employee assigned TDY to a foreign country, excluding an emergency deployment, will receive the maximum per diem advance permitted by Company policy before departure for the location in question, upon request.

20.04 All employees on deployment will be covered by Company provided insurance to include life insurance, accidental death and dismemberment insurance and worker’s compensation insurance. Such coverage is subject to any exemptions or exclusions stated in each policy listed. A copy of this policy will be posted on the union bulletin board.

a. Employees who are assigned to TDY and are required to travel will be compensated at their normal rate of pay including overtime and premiums for all time spent in travel. Travel time will commence at the time the employee arrives at the airport and will end at the time of arrival into a hotel.

b. Employees who accumulate seventy six (76) expense travel nights in a calendar year will be compensated with travel incentive pay (TIP) at a rate of thirty-two dollars ($32.00) before taxes per expense night, upon reaching and/or exceeding seventy six (76) days.

c. Employees who are assigned to TDY will be compensated at their normal rate of pay, including overtime and premiums.

20.05 No employee will be required to go TDY more than once every six (6) months unless all qualified employees have been rotated on TDY during that cycle, except in cases of national emergency as determined by the Customer. All employees are required to perform TDY assignments as a condition of employment.

20.06 Employees will be provided the necessary special clothing and safety equipment required by conditions of the TDY.