Attachment 1(A) - CIL DAN Local 151 CBA.pdf

Collective Bargaining Agreement Between

ERIS Security, Inc.

and

United Governnlent Security Officers of Anleric3, International Union and

United Government Security Officers of America Local 151

April I, 20 II through March 31, 2014

PREAMBLE

THIS AGREEMENT is made and entered into. April l. 2011 by and between ERIS Securit),. Inc .. H corporation.

hereinafter referred to as the "Employer" or "Company. It United Government Security of America. International Union. and United Government Seclirity Officers of America. Local 151 . hereinafter referred to as the "Union" or "Employee", MISSION STATEMENT

COURT SECURITY OFFICER

o Ensurc the salct~ of US Federal Courts and court cmplo~ ccs agajn~t lInallthol'i/.cd. illcgal and potel11 iall~ lifc-lhn.:atcning acti, ities in thl' SCH:nth Judicial CirclIit.

CSO Goal & Visioll

Goal

To conduct ourselves in a manner as to bring credit upon the COllrt Security Officer program and the United States Marshal Scnicl' at all times.

Vision

To he alert to all situations and events that take place and take necessary measures to prevent dangerolls situations from happening.

UGSOA lU, UGSOA Local 151 with ERIS Security, Inc., 04.01.2011-03.31.2014 Page 11

ARTICLE 1

GENERAL PROVISION"S

SECTION 1.1 BARGAINING lJNIT

A. This agreement is entered between ERIS Security. Inc .. United Government Security Officers of America.

International Union. and United Government Security Otlicers of America Local # 151 (hereinafter refen'ed to as the Union). The Company recognizes the Union as the sole and exclusive bargaining representative for the purpose of collecti\'e bargaining as ddined in th~ National Lahor Relations Act.

B. Till.' lInit is defincd as all full-lillll' and shared pl)Sitinn fl'lkral Cl.Hln Sccllrit~ (),.rjccr~ (CSC)..;) and Lead I·cl.h.',,\! COLIrt Sel'lIrit~ ()lril:er~ (I.e,,( )s) ~l1lpll)~ ell h~ the el)mpan~ ill the SC\ clllh Circllit cOIl~istillg or UGSOA l.ol:al 151. in the cit~ of Dam ille. in the Stall;: n1' Illilwis: c~cllldillg nil othl.!r el1lplo~c~s including llflicc clerical elllplo~ce:-. and proll:~sional cl1lplo~cl.!s as dclincd ill the National Labor Rclntions Aet.

C. This agreement shull be binding upon the parties. their successors and assigns. In thc e\enl of a sale or transfer of the business of the emplo)'t!r. or any part thereo1: the purchaser or transferee shall be hound by this agrecmcnt.

SECTION 1.2 NEGOTIATING COMMITTEE

Th~ COlllpan~ ag.r~es to rt:c(lgllil.~ a Nt:gotiating COlllmittee Cl)IllPl)S~d or up to lIuC;!c Illcmbe.:rs und om: alternate selected by the Union to represt:l1t the Employees in collectivc bargaining negotiations.

SECTION 1.3 STEWARD SYSTEMS

A. The rompan~ agrees to recognize a steward system.

13. Tht: Linioll ag.ree.::, lhutlhe.: ste\\ard~ \\ ill \\ or" ullhdr rcg.lIlarjub~ at alllilll\.!~ I.:!~~t!pl \\hcll th\.!) arc reiic;!\:t!u tu attend to all the busincss of the Uric\ 3nce Procedure as outlined in this Agreement. Aggricycd employees will be paid their regular rate of pay in the conduct of Company Union business during scheduled working hours, C. Ifth~ Emplo)'C;!e relluests. the Clllllpall) \\ill call for Cl Union Rt:prC;!st:l1tativ~ prior to any disciplinary action taken. whether it be written or verbal. The supervisor. at the request of the Employee. will release the Union Reprcsentath c as soon as possible.

SECTION 1.4 MANAGERS AND SALARIED PERSONNEL

Managerial and salaried Employees shall not periorm the duties of the Employees in the bargaining unit. except in an emergency.

SECTION 1.5 UNION SECURITY

A. An Employee who is a member of the Union at the time this Agreement becomes effective shall continue membership in the Union for the duration of this Agreement. to the extent of tendering the membership dues uniformly required as a condition of retaining membership in the Union.

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B. An Employee "ho is not a member of this Union at the time that this Agreement becomes cffective shall.

within ten (10) days after the 30th day following the effective date of this Agreement or date of hire. either:

I) Become a memher of the Union and remain a memher in good stnnding.

Or

2) Pay the Union a service tee. The amount of this service fce shall be equal to that paid b) regular Union members to include regular and lIslIal initiation tees. The service fee \ViII not include an\' assessment$.

specinl or othen\ ise. Stich payments shall commencc on the 30th da~ nttcr th~ date of hire.

Emplll~ ees \\ Ito ar~ memher ... nf. and adhere 10 th ... \.'~lahlish ... d and traditional kne'" llf a hlllla-rid\.' r~ligilln. l'l\)d~. nr ~el'1. "hil:h has histnrkall~ held l:l)nsCienliolis l)l~jCl'lions to joining <.lr lil1(lIlciall~ Sli pport iug lahor organ izat ion~. shall. instl!ad of the abl)\ c. bl.' a 110\\ ed to Illak ... pa~ Illcnts in amoullIs eLlual to the agellc~ fel.' rl..'quired abo\ e. to a tax-l.'xl.'l11pt nrganization (under S~ctioll 50 I (1:)(3) of the IRS Cnd~). The U Ilion shnll hm I..' the right to chargc any Elllph.)~ I..'l.' exercising this optit)n. the reasonahl~ cost of using the arbitration procedure of th is Agrcemcnt on the Employee's indhidual bdHllf. t1ll1her. any Employee \\ho exercises this option shall twice a year submit to the Union proof that the charitable contributions hayc becn made.

C. Beforc al1~ termination or I..'mploYllll!llt pursuant to this Scdion becomes dTccth c. the ell1plllye~ involvcd shall1irst bc gi\'cll notice in \\riting b) thc Union to pn) the prescribed initiation Ice and/or delinqucnt dues.

Irthe employee faib to PH) th~ initiation fcc and/or ddinquent dlles. and if slich 1c~ andior dUI!~ un: ll.'llllcrcd within 48 hours after the employee receives this notification 1i'oll11he COl1lpnny. his/her dismissnlullder here shall not be required. If termination is administered under this provision. the reasons \\ ill be givl.'n in writing..

Termination \\ ill not OCClll' if there is an ongoing dispute bet\\een the efTected employee and the Union.

D. The ohligations set tcu1h in this Articlc shall only be etlective to the extent pennitted hy controlling law. All employees regularly employed at any federal enclave who are not memhers of the Union shall pay the Union a ~el'\ i~~ t~e. If there b a I~gal ~halh:!\lg.e lu an} pru, biul} oflhi!) Arlicle:. the Emplt»)·cr may ~lISP~IlJ ib nbligutions under this AI1icic for the dumtion of the dispute after conferring (In the muttcr with thc Union.

l:. The Union. including its International. agrees to save and hold the Employer harmless from any and all ~ la ims. a~t il)J1S. su its. damagl..'!). or Cl)Sts. including em) attorn\!} s fel.!~ incurred b~, the Emplo} ere 011 a~coullt of any matter relating to the terms of this Article. including. but not limited to any claims by any Employee(s) and compliance \\ ith the la\\.

SECTION 1.6 DUES CHECKOFF

A. The Company agrees 10 deduct dues as designated by the Union on a monthly basis fi'om the paycheck of each member of the Union. These deductions will be made only upon written authorization from the Employee on atom1 provided by the Union. The Employee. upon written notice served upon the Company and the Union. may revoke slich authorization as provided in the Employee Check-Off Authorization Card. It is undel'stood that such deductions wi II be made only so long as the Company may legally do so. The Company will be advised in wdting. by the Union. as to the dollar amount of the Union membership dues.

B. The Company will remit all such deductions to the Union designee by the 71h day of the month following the month in which the deduction(s) was(were) made. The Union agrees to furnish the Company with the current routing number tbr direct deposit. The Company shall fumish the Union designee with a deduction list, setting forth the name and amount of dues with each remittance. The Union agl'ees to hold the Company

UGSOA lU, UGSOA Local 151 with ERIS Security, Inc., 04.01.2011-03.31.2014 Page 13 harmless from any action or actions growing out of these deductions initiated by an Employee against the Company. and assume full responsibility of the dispositions of the funds so deducted, once they are paid over to the Union. Errors made by the Company in the deduction or remittance of monies shall not be cl)llsidcred by the Union as a violation of this provision. providing such errors are unintentional and corrected when brt)ught to the Company's attention.

SECTION 1.7 INTENT OF PARTIES

Thc Union and the Compal1) agree to \\ ork sincerely and wholeheurledly to the end that the provisions of this AgreL'ment " ill be applied and interpreted I~lirly. c{)Jlscientiollsly. and in the best interest of ellicient security operations. Th\.' llnioll and the COlllPHl1~ \\ ill put r011h their best errorts to ~allse the Bargaining llnit El\1pln~ ees.

indi, idllnll~ and l:\llk:cli\l~I~. 10 pcrfonn and 1'l.'lld\.'r In~al and t"flieienl \\nrk ilnd sen iet.'s on hehalfofthe Cnlllpan~.

and that Ih:ithl.'r llh:ir n:prescnt:lti\es Ilor tlh:ir 1ll\.'lllher~ \\ ill intimidate. l:tlt:rl:c. or diseriminah: in tin.' IlWIIIler against UI1~ per~I.)1l in ib \..'Illplo~ h~ n:asonl,r his/hl'r Ill\..'lllhership and i.ll:ti, it~ or IH)n~lllelllhl;!rship or Illln-acli, it~ ill thL' Union.

SECTION 1.8 ANTI-DISCRIMINATION

Neither the Com pan) nor the Union "ill discriminate against any Employee because of race. color. religion. sex. age.

nationnl origin. Vietnam Era Veterans status. disabilit) or other protected reason. The Company and the Union recognize that the nl~jecth e of pHl\ iding equal emplo) ment opportunities for all pcopl\: is cl.)nsistcnt \\ jtlt COll1pal1~ and Union philosoph). and thL' parties agre~ to \\ ork sincL'rci) and \\ hol~hcartedly to\\ nrd the (lccomplishment of this l)bject i, t:.

ARTICLE 2

UNION SENIORITY

SECTION 2.1 UN ION SENIORITY DEFINED

A. Union seniority shall be the length of continuolls scrvice. within the Local. fj·om the Employcc's tirst day worked as a CSO or LCSO for the Employer, past 01' present andlor any predecessor Employer. Union seninrity shall !lnt accrue until the Employee has slIccessfully completed the prohationary period. lInion seniority shall he applicable in determining the order of layoff and recall. shift bidding. vacation schedules.

I;!xtra \\·lll'k. transtt:rs \\ ithin lhe Local. and other IllHtters as pl'llvidl;!d Illl' in this Ag.reement.

B. for the purposes of shin bidding. ,acntion schedulcs and extra work. union scniority shall be defined as seniorit) "ithin the \\01'''- site.

C. Any Employee pel1nanently transferred out of the designated Local Bargaining Unit for any reason shall lose their Union seniority as it applies to the order of layoff and recall. shift bidding. vacation schedules, extra work. and other matters as provided for in this Agreement.

SECTION 2.2 SENIORITY LISTS

The Company shall provide an employee list (last date of hire as a CSO). to the Local Union each year on October 1.

The Union will respond. within thirty (30) days. with a "Union Seniority" list to the Company. This list shall be posted on all Union bulletin boards. Any challenges to this list will need to be submitted in writing with suppOJ1ing documentation if available.

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SECTION 2.3 PERSONAL DATA

Employees shall notify the Employer in writing. 011 the company provided form. of their proper mailing address and telephone number or of any change of name. address. or telephone number. The Company sha II be entitled to rei) upon the last known address in the Employer's otlicial records.

SECTION 2.4 TRANSFER OUT OF UNIT

Any Barg.aining Unit EJl1plo~ ee \\ ho is promoted tn a non-bargaining lInit position fl)r more than t\\ ehe ( 12) conseclIti\e \\eeks shall lose their l'nioll ~elli\)rit~. IrtlK'~ retul'll to the bargaininglillit.11 a later dah: thdr scniorit~ \\ ill ~tart (.In that rl'lurIl dah':.

SECTION 2.5 PROBA TIONARY EMPLOYEES

Pl'l)hatj\lllar~ El11pl\l~ees \\ ill be considcred pl'l)bali\lllar~ Ii.lr a I1jllCt~ (90) calelH.lar da~ period after their hire datt'o The Union \\ill still represent Probationar) Employees fl.)!' problems concerning. \\ages. hours and \\orking conditions. but the Com pall) reservcs the right to decide questions relating to transfers. slIspensions. discipline.

layotl's. or discharge of Probationary Emplo) ees \\ ithout recollrse to the grievance procedure contained in this Agrct:ment.

Probation"r~ Employees do not hm c seni()rit~ lIlltil the completion of the probalionar~ period. nt \\ hich time seniorit~ dates back to tht: datt: of hirc. rhe Probationary period call be extended b~ mutual agreement hd\\cen thc Clll1lpan~ and the Union.

SECTION 2.6 TERMINATION OF SENIORITY

The seniority of an Employee shall he terminated for any of the following reasons:

iI) lht: Emplll)t:~ !.Iuib or I't:lirc!):

h) the Employee is discharg.ed:

c) a settlement with the Employee has been made for total disability. or tor any other reason if the settlement waives fm1her employment rights with the Employer:

d) the Employee is laid off for a continuolls period of one hundred eighty ( I HO) calendar days:

e) the U.S. Government revokes the Employee's credentials as a (SO:

1) the Employee is permanently transferred Ollt of the bat'gaining unit.

g) If a CSO is tt:rminatcd due to the physical cxam and is later reinstatcd. he/she shull retain thcir original seniorit) .

ARTICLE 3

JOB OPPORTUNITIES

SECTION 3.1 FILLING VACANCIES

If a vacancy occurs in a regular position covered by this Agreement or a new position is added. the job will be posted for a period of three (3) working days (excluding Saturdays. Sundays and holidays) within the Local. All shared position Employees who have notified the Site Supervisor. in writing of their intent to apply for a Full-Time position and who are not scheduled to work during that three (3) day period at the site where an opening occurs, and any Employees on vacation or on other approved leave will be notified by the Company. When a vacancy occurs. the Employer will fill the position with the most senior Employee who has applied for the position in writing. who will be

UGSOA IU, UGSOA Local 151 with ERIS SecuritYI Inc., 04.01.2011-03.31.2014 Page 15 trained (if required) to fill any necessary special qualitications for the new position. No more than two (2) shins \vill be filled under this procedure as a result of that vacancy.

SECTION 3.2 SHARED POSITION EMPLOYEES

The Company is obligated under its contract with the USMS, to till a designated number of shared positions in order to provide full staning level coverage. increase security levels as needed and avoid unnecessarv ove11ime. A shm'Cd position Employee may be scheduled to work more 1han a part time schedule. as neeessar). at the Company's discretion. The Company will give the shared position Employee the maximum possiblc notice for weekly work schedllh: changt's.

SECTION 3.3 LAYOFF AND RECALL

in the e\ ellt l)f la~ orf or recall. \\ hell full-time or ~Iwred positions are heing reduccci. problll iOllar~ Emplo~ ees \\ ill be Inid nfffir::-.1. Sholild it be ncee:-.sar~ to rUrlhl'r r~dlll:~ the \\01'1-. fnn.:e. the COlllpall~ I11H~ solicitc \olullkcrs. then clllplo~ Cl'S \\ ith th<! I<!ast amount of sel1iorit~ n:gardlcss of status. \\ hich could n:sult in a chnng<! of status if n S~nil)f' member is a shar\! timer and th is pnwisiun forct's the hI) off of H full timc mcmber. Recall of Employces will be accomplished by recalling the most senior member affected b) the la)otl: with the option to defer while other mcmbers are still atfected by the layotl if the senior member defers. the company \\·ill otTer the recall to the next senior member affected and so on ulltil all members are recalled.

SECTION 3.4 TEl\1PORARY ASSIGNMENTS

In the interest ofmaimaining continllous operations. the Employer may temporarily assign an Employee to a vacant or Ile\\ position until the job is filled in accordance with Al1icles 2 and 3. or assign an Employee to a position that is pa11 of a temporal) securit) assignment directed by the USMS. including temporarily assigning an Employee to a \\ork site within or outside of the area detincd by this Agreement. To the extent feasible the assignment shall be a voluntat}' selection hased 011 seniority and qualification. In the absence of volunteers. assignments shall be made on a reverse seniority and qualifications basis. Employees so assig.ned will receive the higher of the base hourly wage available to Elllplu)..:~s regularl) as!)ignl!o to thl.! ::,i\1.: tu ,\ hich thl!} art! bdllg trCHbit:lTcd. or lh~ir reglliar houri) '\lag..: the) reCciH!

at thcir regular site under this ngrecmcnt. \\hichc\'cr is greater.

SECTION 3.5 APPOINTMENT OF LEAD CSOs

The U.S. Government ill its contract \\lith the Clllllpan} creates specific guidelines for thejob duties and qualifications of Lead CSOs. Bascd 011 these guidelines. all appointments of Lead CSOs will be made on the basis of suitability as c\ aluatcd by the Company. Suitabilit) shall include an Employee's skills, experiencc~ past pcrtormance, capabilities, and the nceds of the operation. It: in the Emplo)t'r's determination. Employees arc cqualJ) qualitied. seniorit) will prevail. Lead CSOs will not perfonn supervisol)' duties. as described by the National Labor Relations Act.

ARTICLE 4

MANAGEMENT'S RETAINED RIGHTS

SECTION 4.1

Management ofthe business and direction of the seclIrity force are exclusively the right of management. These rights include the right to:

A. Hire;

B. Assign work:

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C. Promote. Demote~ D. Discharge. discipline, or suspend based on AI1icie 6~ E. Require Employees to obsel've reasonable Emplo)'er rules and regulations:

F. Determine when ovel1ime shall be worked~ G. Determine the qualifications of an Employee to perform work.

SECTION 4.2

Management shall not implement any changes to sul~iects co\'ered in the mandatol)' bargaining list as provided for in the N loRA Section 8(d).

SECTION ".3

Any rights. pl)\\er~ or authorit~ the COlllpan~ had prh.w ill the ~igllillg ifthi~ Ag.reement an: retained b~ the ('ompan~.

execpt thosc $pecilicnll~ ahridg.ed or modified b) this Agrecment and any sllpplt:mclltal Agrecments that nUl) hereafter be made. The Company's nlilure to excreise any function reserved to it shallllot be deemed a ",niver of an~ sllch rights.

ARTICLE 5

GRI EVANCE PI~OCEDURE

SECTION S.1 INTENT

For purposes of this Agreement. a grievance shall mean a claimed violation. misinterpretation. ur misapplication of

an) provision of this Agreement. or the challenge of an) disdplimll') action taken against a Union Emplo~ ee.

SECTION 5.2 GENERAL PROVISIONS

A. Th\: nllmb~r uf dil) ~ uutlincd in S~cliull 5.3 ill the procc1)!)ing and presenlaliun uf grit!\allcc~ shalll.:slabli:,h the maximum time allowed tor the presentation 4111d processing of n grie\'nnee. The term "dnys" shall not include Saturdays. Sundays or holidays when used in this A11icle.

B. Should the Company. the Union. or the aggrieved employee tail to comply with the time limits as set '(''II1h in thi:, Article. the party \\'(10 ltliled to comply ",ith the time limits. excluding events beyond the panics' control.

shall pay the full cost of the Arbitrator and the Meeting Room.

SECTION 5.3 GRIEVANCE PROCEDURE

All grievances shall be presented and processed in accordance with the following procedures:

A. Informal Step -The parties shall make their best efforts to resolve any dispute on an informal basis. 80th the Company and the Union agree that the Employee will tirst discuss the complaint with their immediate .

supervisor (not in the bargaining unit). within eight (8) working days of the incident being grieved. to st8l1 the informal procedure. If the informal procedure is not invoked within eight working days of Employee's knowledge of a grievable isslle~ then it is agreed by both pal1ies that no further action can be taken. Jf, during the course of this discllssion either the Employee or the supervisor deems it desirable. a steward or other Union representative will be called in.

8. Step One - (fthe matter is not resolved informally. the Employee shall. not later than ten (10) days after the informal discussion with the immediate supervisor. set forth the facts in writing, specifying the Article and

UGSOA lU, UGSOA Local 151 with ERIS Security, Inc., 04.01.2011-03.31.2014 Page 17 paragraph allegedly violated. This shall be signed hy the aggrie\·ed Employee and the union representative.

and shall be submitted to the Contract Manager or designee with a copy to the Company's Director of HUl1lan Resources. The Contract Manager l)r designee shall have ten ( I 0) days from the datc the grievance was presented to return a decision in \\riting with a copy to the aggrieved Employee and the union representative.

C. Step Two - If the grievance is not settled in Step One. the grievance may be appealed in writing to the Company's Director of Human Resources or designee not later than ten (10) days from the denial by the Contract Manager or designee. The Director of Human Resources or designee will have ten (10) days from the dute the grie\'HJ1ce was presented to return u decision. in \\riting. with a copy to the aggrieved El1Iplo) ee and the unillil representative.

D. Gril'\,HIll'l' fur Disriplilll' - An~ gric\ ilncc ill\ 01\ ing di~chargl' OJ' lllhl'l' disciplillL' Illa) bL' cOllllllencl'd at Step Onc nfthis procedurL' I Ill' \\ ril1l'll gri~\ a1lC~ ~hHII hl' pn:~L'nt~d tllthe Cnlltral't r\laJlag~rthrllllgh the Sitt.' SlIpCI'\ isor or de~igllcc \\ ithin t.'ight~en ( I X) da~ ~ alkr the lICt.'lIITCIlt.'e l)fthe l~lcts gi\ ing rist.' to lht.' Grie\ ance.

SECTION SA ARBITRATION PROCElllfRE

Grie\'ullces processed in accordance \\ith tile requirements of Section 5.3 that remain unsettled may be processed to arbitration by the Un ion. gi\'ing the Company's Director of I-hunan Resources written notice of its desire to proceed to arbitration not later than fifteen (15) days ntter rejection of the grievance in Step Two. Grievances which have heen processed in accordance \\ ith the requirements of Section 5.3 \\ hich remain unsettled shull be processed in accordance \\ ilh the 1'0110\\ iug prm:edures and limitations:

A. Selection of an Arbitrator - Within tifteen ( 15) days of receipt of the Union's \"rinen notice to proceed with arbitt'ation. the Compan} and the Union will meet telephonically to jointly attempt to agree upon the selection of a neutral arhitrator. If. ,\ ithin 1itleen ( 15) da) s. the parties t~\il to ag.ree upon the selection of an arbitrator.

the Union \\ ill request thc Federal Mcbiation and Consilation Services (FMC'S) to supply a list of arbitrators.

An arbitrator will be selected from the list supplied hy the FMCS by parties alternately striking from the list ulltil one ( I) name remains. and this individual shall be the arbitrator to hear the grievance.

B. Decision of the Arbitrator - The nrbitrntor shall commence the hearing at the earliest possihle date. The decision of the arbitrator shall be final and binding upon the parties to the Agreement. Any decision shall be complied with. without undue delny after the decision is rendered. It is understood and agreed between the pal1ies that the arbitrator shall have no power to add to. subtract fi·om. or modify any of the terms o1'thi$ Agreemellt. If the deci~i()n 1.)1' the Arbitrator is not complied \\ith within tin~ell (15) days of the decision the losing side shall be liable for attorney and c01ll1 costs to enforce compliance including through the courts.

absent an order irom the U.S. Marshals Sen ice or unless the Compan) files a \\ritten request forclari1ication.

then the COmpml) \\ ill comply \\ i1hill lineen (15) days of rccei\ ing the clarification.

C. Arbitration Expense - The arbitrator's fees and expenses. includ ing the cost of any hearing rool11. shall be shared equally between the Company and the Union. Each party to the arbitration will be responsible for its own expenses and compensation incurred bringing any of its witnesses or other pal1icipants to the arbitration.

Any other expenses. including transcript costs. shall be borne by the party incun'ing such expenses.

0. Time Limits - The decision of the arbitrator shall be rendered as soon as possible after the dispute has been submitted to him/her.

SECTION 5.S GROUP GRIEVANCE

The Union shall have the right to file a group grievance or grievances involving more than one (1) Employee at the Informal Step of the grievance procedure.

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SECTION 5.6 INDIVIDUAL GRIEVANCES

No individual may move a grievance to arbitration.

ARTICLE 6

DISCIPLINE

SECTION 6.1

1\ tier ~nJllplt'til'nllrthe prohati\lJlar~ period. as ~peci1ied in Section 2.5. no Elllplo~ ec shall he dismissl'd or sllsp~'lIlkd \\ ithout just CHlI~C . .I list C:tll!'e "hall illl'llId~' :1Il) action lU' l'l"lk'r l)1" l"enllH aillf ,Ill l'lllpll)) cc fl"lllll \' ollillg 1IIHk'r Illl' conlmct b~ the l: S. till\ ernment. or rc\ ("1I.:aliol1 of required C~() credentials h) the lISI\1S under the rellll)\ al of Contractor clllplo) ce pn." i~ion in Sedillil 11-3 of the Contmd bet\\ cell the l IS Marshals Sen ice and ERrS Securit~.

Inc.

Any temporary or permanent rCJl1O\nl of an employee by dctel1llinatioll oftl1e Government ns described in Section 1-1-3 of the Contract shall not become permanent \\ithout requisite notice to the employee and the ()pp()rtl1ni~ provided for the employee to respond to the Go\'crnmenCs action \\itl1in fifteen ( 15) days of the determination. Upon \\ ritten request. the Compnn) \\ ill pnn ide the Union. in n timcly manner. with all information concerning. the remonll thm they mny Icgnll~ release. and \\ ill pro\ ide the Union \\ ith an~ relcvnnt information concerning the prop~r (jO\ ernlllcnt point of contm:t and their Cl'lltact data. The "tinal d~cision" l)ll the emplo~ ee's remn\al shall be determined by the Government. and the Employer shall be held harmless by the Union and the employee fbI' an~ further claims made after this tinal determination. This provision is not intended to limit or prohibit the rights of an) pal1: to seck rei icf Ii'om other pat1ies.

The Company's contract with the U.S. Government sets out pertol1nanee standards for the CSOs in Section C of the Contract between the Company and the USMS. the Company and all Employees are required to comply with these slaJ)uaru~. Tht!~e pcrfonnancc ::,tanuanh. the USMS Deaul) Furce SlanJanl~ and the US Title J 8 Dlllllcslic Abll~t! UIllI

Violence policy \\ ill he isslled to each Employcc and must he signed. ncknO\\ ledging receipt. hy thc Employee nnd may be updated by the Company each year. Employees agree to comply with any express non-disciplina1)1 directive issued hy the Government.

SECTION 6.2

The Com pan) ma) discipline Emplo) ccs \\ hen necessary and discharge those \\ ho fail to uphold U.S. GO\ ernmcnt or Company standurds as dcscribcd in this Article. It is recognized b) pm·tics to this Agreement that progressh c discipline generally shall be applied in dealing with Employees. However. it is also recognized that offenses may occur for which progress discipline is not applicable. Disciplinary measures vary depending on the seriollsness of the matter and the past record of the Employee. All discipline shall be subject to the grievance and arbitration procedures.

except for those issues involving the USMS rights under Section H-3 of the USMS Contract as referenced in Sections

5.1 and this Article. The Employee may request. in wrjting~ to the Site Supervisor. that any disciplinary action not resulting in suspension may be considered for removal from the Employee's file after 2 months. provided that no violations of the same type have occurred and that no more than one violation of any type has occurred.

SECTION 6.3

The Company agrees to notify the Union when an Employee is under investigation by either the USMS or the CompallY~ within 24 hours of the beginning of the investigation or as soon as they become aware of the investigation.

UGSOA lU, UGSOA local 151 with ERIS Security, Inc., 04.01.2011-03.31.2014 Page 19

All investigation mllst he completed within thirty (30) working days. The Company shall provide the Union with the results of the investigation as soon as it is complete.

ARTICLE 7

HOURS OF WORK AND OVERTIME

SECTION 7.1 WORKDAY AND 'VOI~KWEEK

For the pllrpos~s of this Article. a regular \Hwk\\eek oCCort)' (40) hours of\\ork. t'xcluding IUllch periods. shall cnnstitlltc a normal full-timc \\ork\\cl"k Itw full-time Elllplo~ces. Shins ~hall he ~chcdllkd at thl.! discreti(lll ofthc t-:ll1pln~er 11.1 rullill Ihl: IIl'cds nrlhc ll.S. (;l)\l'rlllllcnt. P~r the Na1illlwi Lahor Rt'latinllS Act. Sectioll X.A(S). ~hallg.l'~ ill !-ili1b Illu-.l bl' nl'g.lllial~d \\ illt thl' lillitlll prior hI II1Ipkl1h:lll~111\111 \If all~ '>111.:11 ~'h;llI~l''''. Nnthing. containl'd hl'r~ill shall gllal'Hllt~l.· to all~ Elllph)~ e~ aJl~ 11I1InlK'I' l)f hours l)r \Hlrk l}l'r dn) or \\l.'~k.

SECTION 7.2 OVEI~TIM[

An ovel1il1le rate of time and one-half (1 1/2) of an Employee's base rate of pa~ (exclush'e of health and welfare and other n'inge additions to pay) shall be paid t()r all hours paid in excess off()rty (.to) hours in a work week ..

SECTION 7.3 OVERTIME REQUIREMENT

I r directed tll \\ ork m ertilll~ or extra hours. and thl! ~cniorit~ s~ st~Jll b not im llkcd due to shortness of noticl' 10 the Company. the Employee shall be required to do the work. unless the Employee is excused by the Company for good cause.

SECTION 7.4 OVERTIME DISTRIBUTION

Overtime will be offered by Seniority (within the worksitc) on a rotating hasis. Overtime \\ill he distrihuted as c411itabl~ anJ rairJ) u::, pra~lil:abh.: amllllg ElHplu)~~~.

SECTION 7.S REST PERIODS

There shall he two (2) tifteen ( 15) minute paid rest periods and one (I) thit1Y (30) minute unpaid lunch period for each eight (8) hOllr shift. These rest periods r~l\lIire that the Employee he properly relieved bet(wc leaving their post. One rest period shall be in the first half of the shin and the second rest period shall be in the last half of the shift. On occasion. due to exceptional \\ ork requircments, Employecs nm) have to work through their unpaid lunch breaks andlor puid rest periods. and. if so. the) \\ ill be compl.!nsated at the appropriate rate of pay. The Company recognizes the requirement to make its best etlol1s to provide regularly scheduled breaks. It is not the intent of the Company to avoid this requirement.

ARTICLE 8

WORK SHIFTS AND PAYMENT POLICIES

SECTION 8.1 CALL-IN PAY

An Employee called in to work wi 11 be guaranteed a m inimu1l1 of four (4) hours of work. or if fOllr (4) hours of work is not available. will be paid tor a minimum of four (4) hours time. Call in is defined as anytime a eso is required to repor1 to duty for any business related function.

SECTION 8.2 SHIFT BIDDING, HOURS OF WORK, & SENIORITY

UGSOA IU, UGSOA Local 151 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age 110

At the request of the LocaL no Illo,'e than once each ycar. full-time Employees and shared position Employees at each location, shall bid their shin schedules among designated full-time assignments or shared assignments in the order of seniority. Shift bidding may not lead to any change in status ti'om full-time to shared time position or vice versa.

SECTION 8.3 WAGE SCHEDULE

The base rate of pay for Court Secllrit~ Otliccrs and Lead CSOs in all locations are described in Appendix A of this Agreement, SECTION SA PAYDAY

Pa~ da~ It)!" all hOllrl~ 1·.lllplo~ el':"\ "ill he h~ thl' c1o~l' \)1' normal hll:\illl'S:\ llll llh.' rvlnnda~ 1~1111l\\ ing Ihe 1\\ \) (2) \\ l'cI, pa~ pl:ril)c\ cnding on Saturda~. !'\lIbjccl tll chang\.' h~ III ullin I agn:clllent, Ih .. ' Cl)l11pnn~ ha~ direct dcpl1sit :.l\ ailable.

SECTION 8.5 lINDISPlITED ERROR

In case of an undisputed error on the pat1 of the company as to an Employee's rate of pay. proper adjustment \ViII he made in the ne:\t paycheck atier the ~rror hns been brought in \\ ritten form to the Company's attention. Any error.

im'olving eight (8) hours ofpny or more. \\ ill h~ corrected and paid within three (3) \\orking days.

SECTION 8.6 LEAl) CSO RATES

Current und additional Lead (,SOs added to the contract. will be paid the LCSO wage. In the cast' wh~re there are multiple LCSO \\(Iges. the additional LCSO will be paid at the lowest LCSO \\age for the site or location \\here the) are assigned.

SECTION 8.7 GOVERNMENT BUILDING CLOSURES

The cmplo)cr n.:~l)glliLC~ the lU~llhal th~ .. e arc timt:~ \\hen indclllenl \\ealhcr~ a mtlllral Jisa~tcr ur an) uther planl1cJ or unplnnned C\enl l1la~ close a COllrt House or Ulwernment Building where his cmployees nrc assigned. In the cvent that a closing occurs. employees wi11 be excused and Illay use personal leave. vacation leave or leave without pay.

ARTICLE 9

HOLIDAYS

SECTION 9.1 HOLIDAYS DEFINED

Whenever the tenn "holiday" is used. it shall mean:

New Years Day Veterans Day Christmas Day Thanksgiving Day Memorial Day

Independence Day Columbus Day Labor Day TVlartin Luther King Birthday Presidents Day

And. any day designated by the President of the United States as a permanent National holiday.

SECTION 9.2 MISCELLANEOUS HOLIDAY PROVISIONS

UGSOA IU, UGSOA Local 151 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age 111

A. A full-time position Employee who is not required to work on a holiday shall be paid eight (8) hours straight time. exclusive of any shift pt'emium for that holiday.

B. Any full-time position Employee who works as scheduled on a holiday shall receive the Employee's appropriate rate of pay for all hours worked. and in addition. shall receive eight (8) hours holiday pay at the straight time rate as described.

C. A shared position Employee who does not work on a holida) shall receive a proportioll of the holiday benefit due full-time employees bnsed on the number of hours each such employe!.: \\orked ill the workweek prior to the \\llr""cekin which the holiday occurs (in cOlllpliallc~ \\ ith 29 CFR 4.176(a)(J }) ..

I). AI1~ shared PO:-.ilil)11 I :Jllpln~ \,.'1.' \\ Ill) \\ llrk~ a:-. ~l'Ill'dlllt'd lin it hlllidCl~ ~hall I\,'l.'ci\ \,.' thl.' rl1lpln~ Cl.":-' appropriilh .. · rate l\f pa~ t\)J' all Ih)lIr~ \\ ~)rh·t.1. and in addilil\11 shall rccci, e IHllid:l~ P"~ as <.k·~l.'rih~d al'H)\ c.

E. In thc c\ent that thl' Iinlida~ fillb lln a \H:~"t!llll. the t~nn "Ihllida~" \\ ill refer hI th~ da~ that Ih~ U.S.

uo, ertllllent (ksigllat~s as the H~)lida~.

ARTICLE 10

VACATIONS

SECTION 10.1 ELIGIBLE FULL-TIME El\1PLOYEES

Full-time Employees shall be entitled 10 annual v<tcation based Oil their continuous ~ears of service with the Employer (b<tsed Oil the Employee': anniversary date of employment) at their individuul hOllrly rate of pay at the time payment is made.! in accordance \\ ith the 1'0110\\ ing. sch~ulIlc:

Upon completion of one (I) year of service:

UpOIl completion of five (5) years of sen, ice:

Upon ~Ul1lplditlll ur len ( I 0) )~cU'~ uf s~n jl,;l.!:

Upon completion of tin-cell ( 15) years of service:

eighty (80) hOllrs onc-hundred nnd twenty ( 1 ~O) hours UIlt!-hullurt!d and si~t) (160) huur~ two-hundred (200) hours

SF.CTION 10.2 ELIGIBLE SHARED POSITION EMPLOYEES

A. Eligible shared position Empillyees shall he entitled to pro-rated vacation per tht! schcduk' contained in SCCtiOIl 10.1. based on: their individual hourly rate. the Ilumber of hOlll's pnid in the previolls year. and the Emplo) ee's anllhel'sal'), date. A minimum of one~half the fulltime benefit for Employees ",110 havc hcen pnid for at least 1040 hours ill the previous year.

B. Any Employee who works a full anniVerSal)' year. in part as a full-time position Employee and in part as a shared position Employee. shall receive promted vacation benetits for that year as calculated in SECTION ) 0.2. pal1 A (per the Service Contract Act).

SECTION 10.3 SCHEDULING VACATIONS

A. Vacations. insofar as reasonably possible~ shall be granted at the times most desired by the Employee, after the Employee's anniversary date. Vacation bids shall be held once a year during the month of January.

Requests made after January will then be on a first come first served basis.

UGSOA IU, UGSOA Local 151 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age 112

B. During the month of January when vacation weeks are bid. vacation will be bid in increments ofl1o more than two week increments for initial consideration. Each increment that is bid during the bidding will be done so that each person will get their most desirable request off as their first bid. and their second most desirable weeks off in the second bid. and so forth.

SECTION 10.4 PAY OPTIONS

Earned vacation pa) may be requcsted at anytime and \\ ill bc paid in accordance with this agrccment ill the next pa) cyclc.

SECTION 10.5 llNllSED VACATION

Vm:ntion:-. :-.hillllh)ll'll' tUlllulali\l,' fnHll (lJl~ ~I.'ar 10 till: 111.::\1. '\n~ l.'anlt'<.! but unused \~h:atil)Jl time rl?mainill~ at I hI.' end of n ~ car or S\.!I'\ ice (ba~ed \,)Jl I·.mplo~ ee'~ :lnni\ \.!r~ar~ datc of clllpll)~ ment) shall be paid to thc EJllpl()~ t!1.:.

SECTION 10.6 TERMINATING EMPLOYEES

Upon termination of employment. Employees will be paid at their individual hourly rate vacation time eamed as of their last anni\crsary date. but not used. as entitl~d b~ the Service Contract Act. (Example: An Employee who terlllinat~$ one month into the next anniversary yenr is entitled to any of the previolls year's earned accrued "flcation 110t already used. and not to the additional month accrucd in th~ IlC\\ anni\crsary p~riod).

SECTION 10.7 VACATION - LAID OFF Ei\'IPLO"EES

Length of s~rv il.:~ \\ ith the Employer shall accruc for th~ pllrpos~s of vacation ben~tits \\ hi Ie nn [l11plo) ec is on laid-off status for lip to olle (I) year. Emplo~ccs \\ ill onl~ ht! paid vacation b~nefits \\ hen they art! working..

SECTION 10.8 VACATION INCREMENTS

Clm::.i::.h!llt \\-iIh Emplo)er aPPf(.IHtl. cfJicit:Jlc). anu t!l:lmUlIl) of uperations. Emph.»)cl!S ma) tak~ their \aculiun in segments of less than olle ( I ) \\ cek cach. but not Icss thun four (4) hou!' incrcmcnts.

ARTICLE 11

LEAVES OF ABSENCE

SECTION 11.1 LIl\lIT ATIONS

Personal leaves of absence for non-medical emergencies may be granted at the sole discretion of the Employer withollt loss of seniority to the Employee. Such leaves. jf granted. are not to exceed 30 days. unless a special extension is approved by the Employer. Length of service with the Employer shall not accrue for purposes of vacation. holiday. or other accrued benefits for any unpaid leave of absence over 30 days. The Employer will make every reasonable etf0l1 to maintain an Employee's position while on a non-statutory unpaid leave of absence. It is acknowledged by the Union that under USMS eso contract the Employer is not permitted to hire additional (reserve) or temporary Employees to provide work coverage during Employee absences. Unpaid leaves of absence may be taken only with written approval of the Employer. or in a case of verified personal emergency.

Any Employee in an unpaid status at the time a holiday occllrs shall not be entitled to any holiday pay. Note "unpaid status" does not include regular scheduled days off. vacation or personal leave.

SECTION 11.2 MEDICAL LEAVE

UGSOA IU, UGSOA local 151 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age 113

A. The Family and Medical Leave Act of 1993 (FMLA) is incorporated herein.

B. The Company agrees to honor the FMLA for all Employees. regardless of the number of employees in a tifty mile radius. The Company will not foree Employees to lise any available paid leave prior to taking a FMLA leave.

C. During l1ledicalleavc. the Employee shall be required to furnish a report n'om the doctor when requested periodically hy the Employer. Upon the expiration of said Icave. the Employee shall furnish the EJl1plo~er \\ ith a statement. ~igned by the doctor. \\ hich cSlahlishes th~ fitness of lhe Employee to return to the EIllPI(l~ I..'C'S prc\ illllsl~ held \\ (.lI·k.

I). Irthl..' I.lllpl()~\.'\.' till's I~.lr IIh.:dkal k'a\1..' "11 1~lIse 1"1'\.'1\.''.1 ur \\\11''''' for ,1Il(llhcr \.·Illpln~~r "itlwut pr\"'-alltllllri/ali~1I1 frolll thl..' ~l)\llpHIl~. lhl..' LIllPll)~ I..'\.' \\ ill I'll..' rellll)\ 1..'1.1 from thl..' CSO program Clnd from elllplo~ I11l..'nl "ith Elllplo~ cr.

SECTION 11.3 MILITARY LEAVE

All Employee of the Company who is acth ated or drafted imo any hranch of the armed forces of the United States under the pn'IYisions of the Sdectin~ Service Act or the Reserye Forces Act shall be granted an unpaid military leaye of ubsence. os required under the federalla\\. tt)!" the timl..' spellt in full-time acthe dllt~. The period of such lem e! shall be determined in accordanct! \\ itll applicable federal In\\ s in effect at the time of such lem'c.

SECTION 11.4 UNION LEAVE

A Union Presidenl and llne delegate \\ ill be gmntcd an unpaid lem c of absenCe! ft)!" a ma:\illlulll of Se\ en days upon \\ ritten request for the purpose of attending Union conventions or other meetings or vital interest to the Union as long as statling requirements permit. More time will be granted upon mutual agreement hetween the Company and the Union.

SECTION 11.5 PERSONAL/SICK LF:A VE

CtJl· .. t'nt and Continuin~ thl'ough March 31~ 20J2

RATE OF

START DATE

PERSONAL/SICK

LEAVE ELIGIBLE TO

USE

Date Employee begins working on the contract, FULL-TIME SHARED POSITION based on an October 1 contract start date.

October I - 3 1 48 hOllrs 24 hours November 1 - 30 44 hours 22 hours December 1 -31 40 hours 20 hours January 1 - 31 36 hours 18 hours February 1-29 32 hours 16 hours March 1 -31 28 hours 14 hours

UGSOA lU, UGSOA Local 151 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age \14

A. Each full-time Enlployee shall be eligible to use a Inaximum of six (6) days personal leave at the beginning of each 12-month Government contract year worked. Employees who begin employnlent after the inception of the contract year will be eligible to use a prorated aillount of personal leave~ based on the above Personal/Sick Leave Table.

B. Personal leave n1ay be taken in 110t less than two (2) hour increments and shall be paid when taken by the Employee as approved in advance by the Site Supervisor or District Supervisor.

c. Shared position Employees will receive one-half the full thue personal leave per full contract year worked. At the end of the contract year. any shared position Employee who was paid more than half the full-time hours (1040 hOllrs) will receive additional prorated personal leaye based on the number of hours the Employee was paid during that contract year.

D. Unused personal days shall not be cumulative froll1 year to year. Any unused. earned personal leave will be paid to the Employee at the end of the contract year.

E. Upon ternlination of enlployment Elnployee will be paid at their individual hourly rate for any unused. earned personal leave~ based upon the nunlber of hours the Employee was paid during that contract year. If the Enlployee has used more personal leave than he/she earned based upon tilne paid on the contract. the all10Ul1t of the overage will be deducted from the Elnployee' s tinal paycheck.

F. Personal leave (and vacation) days may be used to cover absences caused by illness. Any Eluployee who is unable to report to work because of sickness ll1ust noti tY the Elllployer at least two (2) hours prior to the beginning of his/her shift in order to be eligible tbr paid personal leave benefits. Proof of illness may be required.

G. Pursuant to the negotiated change in Personal/Sick leave allotment as of April 1. 1012: there is the requirement of a onetilne transition period. On or about April 1, 2012 there will be a requirement for a reconcile of the used compared to earned personal/sick leave (i.e. employees working as of October 1. 2011 and continuing in service through March 31. 2012 will earn credit tbr 24 hours of leave as a full timer and 12 hours ofleave as a share tinler. employees that use luore than this accrual will need to rehnburse the Employer tor the overage in the event of a contractor change or deduct ti"om the new allotment in the event of the Employer continuation).

UGSOA IU, UGSOA local 151 with ERIS Security, Inc" 04.01.2011-03.31.2014 P age 115

EFFECTIVE April 1, 2012 and continuing

RATE OF

START DATE PERSONALIS ICK

LEAVE ELIGIBLE TO

USE

Date Employee begins workiJlg on the contract.

FULL-TIME SHARED POSITION based on an April 1 contract stm1 date.

April 1 - 30 80.00 hours 40.00 hours Mu\' I - 31 73.34 hours 36.67 hours June I -30 66.67 hours 33.34 hours Jul\' I - 31 60.00 hours 30.00 hours

Augllst I - 3 1 53.34 hours 26.67 hours September I - 30 46.67 hours 23.34 hours

October I - 3 1 40.00 hours 20.00 hours November 1 - 30 33.34 hours J 6.67 hours December 1 - 31 26.67 hours 13.34 hours Januar\, I - 3 I 20.00 hours 10.00 hours Februan I - 28 13.34 hours 6.67 hours

March 1 - 31 6.67 hours 3.34 hours

H. Each full-tin1e Elllployee shall be eligible to use a maxinlun1 of ten (10) days personal leave at the beginning of each 12-n1011t11 Govemlllent contract year worked. Enlployees who begin elnployment after the inception of the contract year will be eligible to use a prorated amount of personal leave. based on the above Personal/Sick Leave Table.

I. Personal leave lnay be taken in not less than two (2) hour increnlents and shall be paid when taken by the Elnployee as approved in advance by the Site Supervisor or District Supervisor.

J. Shared position E111ployces will receive one-half the full thl1e personal leave per full contract year worked. At the end of the contract year, any shared position Employee who was paid more than half the ful1-tin1e hours (1 040 hours) will receive additional prorated personal leave based on the llUll1ber of hours the Employee was paid during that contract year.

K. Unused personal days shall not be cumulative from year to year. Any unused. earned personal leave will be paid to the Ell1ployee at the end of the contract year.

L. Upon tennination of enlployment Enlployee will be paid at their individual hourly rate for any unused~ earned personal leave, based upon the number of hours the Employee was paid during that contract year. If the Employee has used more personal leave than he/she earned based upon time paid on the contract, the amount of the overage ,vill be deducted from the Employee~ s tinal paycheck.

M. Personal leave (and vacation) days may be used to cover absences caused by illness. Any Employee who is unable to report to work because of sickness lnllst notify the Eluployer at least

UGSOA IU, UGSOA Local 151 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age 116 two (2) hours prior to the beginning of his/her shin in order to be eligible for paid personal leave benetits. Proof of illness may be required.

SECTION 11.6 PROCESSING UNPAID LEAVES OF ABSENCE

The Employer will consider requests for unpaid leaves of absence and may grant them at its sole discretion. An unpaid leave of abscnce must be processed in the following manner:

A. All requests f()r unpaid leavcs of ahsence shall be submitted in writing to the Lead CSO. Site Supervisor or Contract Manager at least ten ( 10) calendar da~ s prior to the datc the lenn~ will take effect. except ill cases llf \"\!rificd pl'rsollul emergencies. nnd includc:

I. The:: rc::a~l)IlS for sm:h h:'m l':

..., The efte:cti\c dates orslII.:h Icme:

3. The estimatec.\ datI.' llfretuJ'll to \\or"-.

The Company \\,ill respond to the request within five (5) working days.

B. The \Hitten request for leu\'e of absence shaH be submitted to the Contract Manager by the Site Supervisor for tinal approval. If the request for the leave of ahscnce is approved by the Contract Manager. a COP) of the appro\'ed Icavc of a bscncc "'ill bc gi\' en to the Employee involved.

C. Extensions of the le~\\e ofabscllce Illa~ he g.ranted at the snle discretion l)fthe Employer. Upl)J1 \HiUen request by the Employee within tcn ( 10) calendar days prior to the expiration of the lem'e of absence.

Extensions when granted shall not total more than thirty (30) days.

SECTION 11.7 GENERAL PROVISIONS

Seniority shall acculllulate during the period "fallY nppr(wed leaye "faoscnce sll~iect to the prcwisil'Hls of this Agreement.

SECTION 11.8 JURY DUTY

The Company \\ill comply with all State and Federal regulations regarding Employees' service forjury duty.

Employees vIP·iII receive their reg.ular rate of pay minus any pay received Ii'om the courts for up to a total oftive (5) days. but a consideration for additional days may be addressed on a case by case basis.

SECTION 11.9 BEREAVEMENT LEAVE

A. If it is necessary tor an Employee to lose time t'j'om work because of a death in the immediate family. whether the family member lives in or out of their local state. the Employee shall be entitled to up to five (5) days paid leave of absence per contract year at their straight-time rafe of pay. Immediate family is defined to mean an Employee's spouse. father. mother. brother. sister. children (including legally adopted children. foster children and/or stepchildren). father-ill-law. mother-in-law. grandparents. grandchildren. sister-in-law", brother-ill-law. daughter-ill-law and son-in-law.

B. The Employer may require proof of the death tor which an Employee requests a paid leave.

ARTICLE 12

UGSOA IU, UGSOA Local 151 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age 117

HEALTH, WELFARE AND UNIFORM ALLOWANCES

SECTION 12.1 PAYMENTS

For the life of this Agreement. the Employer will make health and welfare payments to Employees on all hours paid lip to fOlty (40) hours per week. and lip to a total of 2080 hours per contract year. as described in Appendix A.

SECTION 12.2 OTHER BENEFITS

Th\.: El11plo~ C.:I" \\ ill offer El1lplo~\.·cs tit\.: oppnrtllnit~ hI pal1icipal\.: in c'ther a\ ailahl\.: EmpJo~ l'\.: paid ii'jugc bcndit prog.ram" Illadl' (1\ Hilable tll all Ct\lIrl Sl.'c,:\ll"il~ ()nicl..'r~ l'l11plo., I..'d h~ th~ Cl)lllpall~.