Attachment 1(A) - NFL PEN PC Local 163 CBA.pdf

Collective Bargaining Agreement Between

ERIS Security, Inc.

and

United Government Security Officers of America, International Union and

United Governlnent Security Officers of America Local 163

April I, 2011 through March 31, 2014

PREAMBLE

THIS AGREEMENT is made and entered into. April 1. 2011 by and between ERIS Security. Inc .. a corporation.

hereinafter referred to as the IIEmployer" Of "Company." United Govel'llmcnt Secllrit) of Americn. International Union. and United Govclllment Security Otlicers of America. Local 163 . hereinatier referred to as the "Union" or "Employee".

MISSION STATEMENT

COURT SECURITY OFFICER

o 1.:.nslirc thl' salt:t~ llr lIS Fl'd~ral (',,-,urls and CllUl1 ~mplo~ cc:-. agninst unalltlll)J"iL~d. illegal and potclltiall~ lifc-thn:uh:ning acti\ itie~ in the Ell'\ cilth .Judicial Circuit.

o Cm.lrl!s nf l)uali1icd and highl~ s"i1lcd lllficlT-. perform this missiull.

CSO Goal & Vision

Goal

To conduct ourselves in a manner as to bring credit upon the COllJ1 Security Ofticer program and the United States Marshal Sen icc at all times.

Vision

To be alelt to all situations and events that take place and take necessary measures to prevent dangerous situations from happening.

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ARTICLE 1

GENERAL PROVISION'S

SECTION 1.1 BARGAINING UNIT

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

lntemational Union. and United GOVCl11l11ent Security Officers of America Local # 163 (hereinafter rcfen'ed to as the Union). The Company recognizes the Union as the sole and exclusive bargaining representative ttl!"

the purpose of colkcti, e bargHining as defined in the Nationall.abor Relations Act.

B. rhe lInit b ddint:d <1:-. all full-limc and shared pl)sitil)Jl h.'lk·ral Court S\'\curit) (>flicers «(,S()s) alld I.t.'ad h:dera I Court S~'l'lIrit~ Urril..:cr:-. (Ll'Sl b) elllpln~ l'd b~ tilt.' Compan~ ill thl.' El~, 1.:11111 Cin:lIil ~l)nsjstjllg of UGSOt\ LOl..:al 163. ill tile ~ities of Pensacola and Panama City. ill the Stall.' or florida e~dllding all other clllplo~ ees induding oftice I..: krical l.'J1lplo~ ec!\ and professional cmplo~ t'l.'S as defined in the National I.abor Rdatiolls Act.

C. This agreement shall be binding upon the parties. their successors and assigns. In thc event of a sale or transfer of the business llfthe employer. or any part thereof: the purchaser or transfcrec shall be bound by this ag.reement.

SECTION 1.2 NEGOTIATING COMMITTEE

The Company agrees to recognize a Negotiating Committee composed of up tll three members and one altel11atc selected by the Union to represent the Employees in collective bargaining neg.otiations.

SECTION 1.3 STEWARD SYSTEMS

A. The Company agrees to recognize a steward system.

B. The Union agrees thnt the stewards "ill \\orl\ at their rcglllnrjobs at all timcs except when they are relic\'ed to attend to all the business of the Grievance Procedure as outlined in this Agreement. Aggrieved employees will hc paid their re!!ular rate of pay in the conduct of Company lInion husiness during scheduled wOI·king hours.

C. If the Employee requests. the Company will call for a Union Representative prior to any disciplinary action taken. \\ hether it be "rittell or \crbal. The supen·isor. at the request of the Emplo) ce. \\iIl rclease thc Union Reprcsentati, e as soon as possible. The Union Representath'c \\ ill be paid for lip to llllc-half hOllr, upon receiving Supervisor approval of relief from duty.

S.ECTION 1.4 MANAGERS AND SALARIED PERSONNEL

Managerial and salaried Employees shall not perform 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 etfective shall continue membership in the Union tor the duration of this Agreement, to the extent oftendedng the membership dues unifonnly 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 efTective shall.

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

I) Become a member of the Union and remain a member in good standing.

Or

2) Pay the Union a sen'ice t't!e. The amount of this service fee shall be equal to that paid by regular Union members to include regular and usual initiation fees. The selTice fh~ will not include any assessments.

special or other\\ ise. Such pa~ mcnts shall \.:OIllIllCllI.:e on the 30th day after the datI.! of hire.

EllIplo~ cc~ \\ Iw arc mcmhers l)f. and adhl'rl' to tht' l'stllblished and tradil i()Ilal tl'lh:h nf a hlllla-fi"k' rc:ligillJl Ih)d~. l'J" SCl:t. \\ hieh has hish'ril:all~ he'lt! l.'llllScienlilllls nhjl'l.'tiolls to joining l'r fillanciall~ :-upporting Illbor l,rganizatinJls. ~hnll. instead l)rthe abc.nc. he allll\\cd tl' 111"1.;,-' pa~ ments in amOllllb '-'lIual tl) thc agcncy I~l' rl'quin:d ahl)\ 1.:. to it W:\-I.:XClllpt organization (under Section 501 (e )(3) ofthl' IRS Codc). Thc Union shall ha\l.~ the right to charg.e all~ Employee exercising th is option. the reasonable cost of lIsing th~ arbitration procedllr~ of this Agrl.:ement 011 the Employee's individual h~halt: Further. nn) Employee "ho e:\ercises this option shall t",ice a year submit to the Union proof that the charitable contributions have been made.

C. Ikf(lre all~ termination of employment pursuant to this Section becomcs effecti\'c. the employee im 01\ cd shall first b~ giyen notice in \\ riting b) thc Union to PH) the prescribed initiation lee and/or delinquent ducs.

I r the ('l1lplo~ ee 1~lils to pa~ the initiation Icc andlor delilllluent dllC~. Clnd if slich I~e andio!' dlles are t~lllten:d \\ithin 48 hours after the employee receives this notification from the Company. his/her dismissalllilder here shall not be required. If termination is administered underthis provision. the reasons \\ill be givell in \\riting.

Termination \\ ill not occllr if there is an ongoing dispute bct\\ CCIl the eflected emplo) ec and the Union.

D. The obligations set fl.)I1h in this AI1icie shall only he eftective to the extent permitted by controlling law. All employees regularly employed at any federal enclave who arc not members of the Union shall pay thc Union H ~c.:!n icc fcc,;. Irth~r~ i!> a I~g.al dHlllcng~ Ic.) any pW\'i::,iullufthi!) Articl~. tht: Empkl)l!1' Illet) ::,u!)pcno it!'!

ohligations undcr this AI1icle for the duration of the dispute aticr conferring on the mattcr with the Uninn.

l:.. lhe Union. including its Intel11ational. agre~s to save and hold the Employer harmless from any and all claims. actions. suits. dCllllag~s. or costs. including an) aHorne) s I~t!s incurred b) the El1lplo)~r. on Hl!COUnlllr any matter relating to the tel1l1S of this Al1icle. including. but not limited to any claims by any Employee(s) and compliance \\ ith the law.

SECTION 1.6 DUES CHECKOFF

A. The Company agrees to 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 a tOI11l provided by the Union. The Employee, lIpon written notice served upon the Company and the Union. Illay revoke such authorization as provided in the Employee Check-Off Authorization Card. It is understood that slIch deductions will be made only so long as the Company may legally do so. The Company will be advised in writing. by the Union~ as to the dollar amount of the Union membership dues.

B. The Company will remit all sllch deductions to the Financial Secretary Treasurer within three (3) business days fi'om the date that the deduction was made. The Union agrees to furnish the Company with the current routing number for direct deposit. The Company shall furnish the Financial Secretary Treasurer with a deduction list. setting forth the name and amount of dues with each remittance. The Union agrees to hold the

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Company harmless frolll 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 b) the Company in the deduction or remittance of monies shall not be considered hy the Union as a violation of this provision. providing slIch en'ors are unintentional and corrected when brought to the Company's attention.

SECTION 1.7 INTENT OF PARTIES

The Union and tht! Com pan) agree to \\ork sincerely and wholehectrkdly to the end that the provisions of this Agr\!\!Il1t:l1t \\ ill he:! applied and interpreted Hlirly. cnnscientiollsl~. and in the best interest of eflicient security l)perations. The l 'nion and the COlllp\ln~ "ill put !(H1h th\!ir best efforts to C:llISC the Bargaining l Jl1il E1llplo~ ecs.

iudi, ic.lllall~ and clll":cti\\:I~. tl.) pcrtlmll ilnd n:nder In~ al and cflicicnt \\ l)r" Hnd ~1.'1'\ ices on hdwlf nfthe (\Itl1pan~.

and that Ill.'ither their rl\prl.'~~Jltal h l.'~ lUX lht'ir nh:Jllher~ \\ ill intim idatl.'. Cl'll'n:l.'. or discriminatl.! in all~ 111&1I1nl:1' agaiJl~t aJl~ !'h:rSl)J1 in ib eJllph)~ b~ rl'asOIl l)f his/her Ill\!Jllhership and aCli, il~ or nOIl-Jlll.!J1lhcr~hip or IWIl-acti, it~ ill thl.' llnioll.

SECTION 1.8 ANTI-DISCRllVIINATION

Neither Ihe Company nor the Union \\ ill discriminate against any Employee because of rnce. colnr. rdigi()I1. sex. age.

national origin. Vietnam Era Veterans status. disability or other protected reason. The Company Hnd the Union re:!cogniz\! that the o~i\!dh ~ of pro"id ing. \!qual cmplo) ment opporlllnities !'()J' all pcople is cl)J1sist\!Jlt \\ ith Compan~ and Union philo!-iophy. and thc parties ag.rec to \\ 011 sincl'rd~ and \\ holdH:artedly to\\ ard tht! accomplishment of this l)l~kcli\ e:!.

ARTICLE 2

UNION SENIORITY

SECTION 2.1 UNION SENIORITY DEFINED

1\. Union seniority shall he the length of continuolls sCI·yiee. within the Local. from the Employee's last date of hire as a CSO or Leso for the Employer. past or present and/or any predecessor Employer. Union seniority shall not accrue until the Employee has successfully completcd the prohationary period. Union seniority shall he applicable in determining the order of layotf and recall. shift bidding.. vacation schedules. extra work.

trans1"t!rs within the Local. and othc:r matters CIS pro"ide:!d 1'()r in this Agreement.

B. For the pU'l)OSCS of shift bidding. \ncntion schedules nnd exlrn \\ork. union seniority shall be detined as seniorit) \\ ithin the \\ ork site.

C. Any Employee permanently transferred Ollt of the designated Local Bargaining Unit for any reason shall Jose their Union seniority as it applies to the order of layotf and recall. shift bidding. vacation schedules. extra work. and other matters as provided fbr 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 thit1Y (30) days. with a "Union Seniority" list to the Company. This list shall be posted on all Union bulletin boards.

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SECTION 2.3 PERSONAL nATA

Employees shall 11 oti ty the Employer in writing. on the company provided torm. of their proper mailing addrcss and telephone number or of any change of name. address. or telephone number. The Company shall be entitled to rei} upon the last known address in the Employer's official records.

SECTION 2.4 TRANSFER OUT OF UNIT

Any Bargaining Unit Employee who is promoted to a nOll-bargaining unit position for more than t\\·elve (11) cOllsccuti\ e \\c~ks shallll)st! their Union seniority. Irthe~ return to the bargaining unit at H later dute their sel1iorit~ \\ ill stell1 on that return date.

SECTION 25 PROBATIONAR\ Ei\'IPLOYEES

Prnbati\lllar~ Employees \\ ill be cOIl~iden:d pJ"llbatilll1ar~ for a llil1l..'l~ (90) cakndar da~ period a1h:r their hire dah..'.

The llnioll \\ i II still represcnt Probational') EJllpll.)~ ees for prohlems concerning \\ ages. hours and \\ orking conditions. but the Company reSerH!S the right to decide qucstions relating tll transfers. suspcnsions. disciplinc.

layotls. or discharge of Probationary Employees without recourse to the grievance procedure contained in this Agreement.

Probationar~ Emplo~ce5 do not hme seninrit~ until the completion of the probationary period. at \\hich time scniorit~ dates back to the dnte ofhil'e. The Probationary period can be e~tended hy Illutual agreement beh\ccn the Company and the Union.

SECTION 2.6 TERMINATION OF SENIORITY

The seniority of an Emplo) ee shall be terminated for any of the follo\\"ing reasons:

a) the Employee quits or retires:

b) the Emplll) ~c is di~~hargcJ~

c) a settlement with the Employee has been made for total disability. or for any other rcason irthe settlement waives fUl1her employment rights with the Employer:

d) the Employee is laid off for a continuous period of one hundred eighty (180) calendar days:

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

f) the Emplo) Ct! is permanently transferred out of tht! bargaining lInit.

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) \\'ithin 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 EmpJoyerwill fill the position with the most seniOl' Employee who has applied for the position in writing. who will be trained (if required) to fill any necessary special qualifications for the new position. No more than two (2) shifts will be tined under this procedure as a result of that vacancy.

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SECTION 3.2 SHARED POSITION EMPLOYEES

The Company is obligated under its contract with the USMS. to fill a designated number of shared positions in order to provide full stntling level coverage. increase security levels as needed and avoid unnecessary ovel1ime. A shared position Employee may be scheduled to work more than a part time schedulc. as necessal)'. at the Company's discrction. The Company will give the shared position Employee the maximum possible notice tor weekly \\ork schedule changes.

SECTION 3.3 LAYOFF AND RECALL

In tilt .. ' ~\ ent llr la~ off or r~eall. "h~n full-time or shar~d positions ar~ bcing r~dllced. probatiom'r~ Emplo)ees \\ ill be laid "if first. Should it h~ llL'ccssary tll further n:dlu;~ thL' \\ or" 1t'll'~':. Emplll) c~s \\ ill be retnined 011 the basis l1r

:-i,:nillril~ \\ ithin lhe Lllcal. ThL' (\llllpclll) \\ ill notil~ lhe Union. in \\ riling. l1( n:t)uin:d retilU:lillll. The l inion \\ ill respond. in \\ riling. \\ ilhinlhre~ (3) bll~iness tin) s (e~cllIding Satlll'di.l~. Sunday & llolid(l~ s). \\ ilh the Jl(Hllt: or names or the Icast Sl!11 iol' employee or employees. Recall of Emplo) ees \\ ill he accomplished h) recall ing. the last laid otT Employee fir$t. and so Oil.

SECTION 3.4 TEMPORARY ASSIGNMENTS

In the interest of maintaining continuolls operations. the Employer may temporarily assign an Employee to a vacant or nc\\ position ulltil the job is ti lied in accordance with Articles 2 and 3. or assign an Emplo~ cc to a position that is pat1 of a temporary security assignment directed by the USMS. including temporarily assigning an Employee to a work sile \\ithin or outside of the area deli ned by this Agreemcnt. To the extent feasible the assignmcnt shall be a voluntar) selection based on seniority and qualitication. In the absence of volunteers. assignments shall be made on a reverse seniority and qualifications basis. Employees so assigned will receive the higher of the base hourly wage available to Employees regularly assigned to the sitc to which the) are being transterred. or their regular hOllrly \"age they receive at their regular site under this agreement. whichever is greater.

SECTION 3.5 APPOINTMENT OF LEAD CSOs

The U.S. Government in its contract with the Company creates specific guidelines for the joh duties and qualitications of Lead CSOs. Based on these guidelines, all appointments of Lead CSOs will be made on the basis of suitability as evaluated hy the Company. Suitahility shall include an Employee's skills. experience. past performance. capahilities.

and the needs of the operation. If. in the Employer's determination. Employees are equally qualified. seniority will prevail. Lead CSOs willllot perform supervisory duties. as described by the National Labor Relations Act.

ARTICLE 4

MANAGEMENT'S RETAINED RIGHTS

SECTION 4.1

Management of the business and direction of the security torce are exclusively the right of management. These rights include the right to:

A. Hire~ B. Assign work:

C. Promote, Demote;

D. Discharge. discipline, or suspend based on Article 6~ E. Require Employees to observe reasonable Employer rules and regulations:

F. Detennine when overtime shall be worked:

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G. Determine the qualifications of an Employee to perform work.

SECTION 4.2

Management shall not implement any changes to subjects covered in the mandatol), bargaining list as provided for in the NLRA Section 8(d).

SECTION 4.3

An~ rights. powers or authority the Company had prior to the signing if this Agreement are retained by the Company.

~:\cept those speciiically "bridged or modified hy this Agreement and any supplemental Agreements that ma~ hereafter be made. The Cl)lllpan~ 's failure to exercise an~ fUllction resened to it sl1allnot be deemed n \\ai\er oral1~ such rights.

ARTICLE 5

GRIEVANCE PROCEDURE

SECTION S.1 INTENT

For purposes of this Agreement. a grie, ance shall mean a claimed \ iolatioll. misilltt!rprclation. or misapplication of al\~ prO\ ision of this Agreement. ~)r thc challenge of nny disciplinary action taken against a Union Emplo) ec. e~cept that this grieHlIH:e pl'llcedllJ'e shallllot he lIsed for all~ actillll nr order of remo\ (llor HIl Ell1ploy~e ii'om \\ orking under the contract by the U.S. Government. or revocation of required CSO credentials by the USMS under the removal of Contractor employee provision in Section H-3 of the Contract betv.een the US Marshals Service and ERIS Security.

Inc. All) tempOral) or permanent remo\cll of an ~mplo) ce by determination ~)"the Government as described in Section H-3 of the Contract shallllot become permanent without requisite notice to the employee and the opportunity provided for the employee to respond to the Government's action within tifteen (15) days of the determination. Upon written request. the Company will provide the Union. in a timely manner. with all information concerning the removal that the} ma) h:gall) rdc:a~t:. anJ \\ ill pl'O\liue tht: Uniun "ilh (lI)) rdevant infllnnati\.m cOlu.:cming tht: pl'llpeJ' Uoycrnment point of contact and their contact data. The "final decision" on the cmploycc's removal shall he determined by the Govel11ment.

SECTION 5.2 GENERAL PROVISIONS

A. The !lumber of days outlined in Section 5.3 in the Pl'occssing and presentation of grievances shall estahlish the maximum time allowcd for the prcscntation and processing of a grie\·ancc. The term "days" shall not include Saturdays, Sundays or holidays whell uscd ill this Article.

B. Should the Company. the Union. or the aggrieved employee fail to comply with the time limits as set forth in this Article, the party who failed to comply with the time limits. excluding events beyond the parties' 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 pal1ies shall make their best efforts to resolve any dispute on an informal basis. Both 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 ofthe incident being grieved. to start the informal procedure. If the informal procedure is not invoked within eight working days of Employee's

UGSOA lU, UGSOA Local 163 with ERIS Security, Inc., 04.01.2011-03.31.2014 Page 17 knowledge of a grievable isslie. then it is agreed by both parties that no further action can be taken. If. during the course of this discussion either the Employee 01' the supervisor deems it desirable. a steward or other Union represcntative \\ ill be called in.

B. Step One - If the matter is not resolved informally. the Employee shall. not later than ten ( 10) days afterthe informal discussion with the immediate supervisor. set forth the facts in writing. specit)/ing the Article and paragraph allegedly violated. This shall he signed by the aggrieved Employee and the union representative.

and shall be suhmitted to the Contrnct Manager or designee with a copy to the Company's Director of Human Reslmrccs. The Contract Manager or designee shall have ten (10) days fi'om the date the grievancc was presented to return a decision ill \\ riting \\ itll a ~op~ to the aggrieved Employee and the union representative.

C. Stl'P T"u - I ('tht.' grh':\alH.:e is not settled in Stcp OtK'. th,-' grie\HlH:t.' llH1~ be appealcd ill "riting h) till' CIl\llpan~ ':. Dircctnr 1)1' Ilumlln Rt.'~(HIn:t.'~ tl!' de:-.igllCt.' tlllt Inkr thall 1C11 ( 10) da~ ~ from till' denial b~ the l\HllraC1 tvlanager or dcsigncc. The Dirl'cllw ofilulllan Resources nr (ksig.I1(,~ \\ ill hm c tCll ( 10) da~ s li'om th(' datc thc gric\ ance \\ as prcscntcd tll \'\.'tUfll a decision. in \\fiting. \\ ith a COp~ to thc aggric\ ed Employl.'c and the union \'(:presclltatin~.

D. Grieyance 1'01' Discipline - An~ grievance involving discharge or other discipline may be commenced at Step One of this procedure. The \\ rittell gl'ie\'Hllce shall be presented to the Contract Managcr through the Site Supervisor or designec within eighteen ( 18) days after the occurrence of the t~tcts g.iving ri~e to the Grievance.

SECTION 5.4 ARBITRATION PROCEDURE

Grievances processed in accordance with the requirements of Section 5.3 that rClllain unsettled Illay be processed to arhitration by the Union. giving the Company's Director of Iluman Resources written notice of its desire to proceed to arhitration not later than fifteen ( 15) days after r~iectiotl of the griC\(lllCe in Step Two. Grie\ances \\ hich haye been processcd in accordance \\ith the requirements ofScction 5.3 which remain unsettled shall be processed in accordance with the following procedures and limitations:

A. St!lectioll of all Al'bitrator - vVithin Jint!~n (15) ua)::, of rel.:dpl orthe Union'~ \Hiltelliloticc 1Ll proceeu "illl arbitration. the COll1pnn~ nnd the Union \\ ill meet telephonically tojoimly nttcmpt to agree upon the selection of a neutral arbitrator. If. within tifleen ( 15) days. the patties fni I to agree upon the selection of an arbitrator.

the Union will request the American Arhitration Association (AAA) to supply a list of arhitrators. An arbitrator will be selected ti'om the list supplied b) the AAA by patties alternately striking ti'om the list until one ( I ) name remains. and this individual shall be the arbitrator to hear the gric\·ancc.

O. Decision of the Arbitrator - The arbitrator shall comlllence the hearing at the carliest possible date. The dl.!cision of the arbitrator shall be final and binding upon the pm1ies to the Agrecmellt. An) decision shall be complied with. without undue delay aftel' the decision is rendered. It is understood and agreed between the parties that the arbitrator shall have no power to add to, subtract from. or modify any of the tenl1S of this Agreement. If the decision of the Arbitrator is not complied with within fifteen (15) days of the decision the losing side shall be liable for attorney and court costs to enforce compliance including through the cout1s.

absent an order from the U.S. Marshals Service or unless the Company files a written request tor clarification.

then the Company will comply within fifteen (15) days of receiving the clarification.

C. Arbitration Expense - The arbitrator's fees and expenses. including the cost of any hearing room, 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 patticipants to the arbitration.

Any other expenses. including transcript costs. shall be borne by the party incurring such expenses.

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

SECTION 5.5 GROUP GRIEVANCE

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

SECTION 5.6 INDIVIDUAL GRIEV ANCES

Nn iudi, idllal Jl1i.1~ 1l1m ~ a gri~nlll~\.\ to arbitnttil11l.

ARTICLE (,

DISCIPLINE

SECTION 6.1

Aftercomplelion nfthe probationary period. as specified in Section 2.5. no Employee shall be dismissed or suspendcd \\ ithollt just calise. Just cause shall include any action or order of removal of an cmployee ii'om working under thc contract by the U.S. GO\ ernmellt. ~)(" fe\ ocalioll of required CSO credelltials by thc USMS under the rClllo\'al of COlltntchW ell1plo~ ce Plll\"isinn ill Sectioll 11-3 of thc Contract bet\\ cell the US Marshals Sen"ice and ERIS Sccllrit~.

Inc.

An) temporary or pet'manent remo\al of an employee by determination of the Government as described in St:ction 11-3 of the Contract shall not become permanent \\ ithout requisite notice to the elllpll)~ t'e and the opportunit~ provided for the employee to respond to the Governmcnt's action \\ ithin fitteen (15) duys of the dctcnnination. Upon written request. the Company will provide the Union. in a timely manner. with all information concerning the removal that the~ ll1a~ legally release. and will pro\'ide the Union with any relevant information concerning the proper GUH:mmenl pl)inlUr \.:untad anu their \.:olllact uata. The "tinal ut'dsion" un the emplo)ce's rt!lllo\"uJ ::,hall bt!

detcnnined by the tioYernmcnt. and the Employcr shall be held hnnnlcss by the Union and thc cmployee tl1r any further claims made after this tinal detennination. This provision is not intended to limit or prohibit the rights of any party to seek relief from other pm1ies

The COlllpany'~ contract \\ ith the U.S. Gln·ernmenl sets out pertlll"lllanCe standards ftlr 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 standards. These performance standards. the USMS Deadl) force Standards and the US Title 18 Domestic Abuse and Violt!nce polk) \\ill bc issllcd to \!uch Emplo)cc and must be signcd. acknowledging rc\!cipt. b) tht! Empk»)\!\! and may he updated by the Company each year. Employees agree to comply with any express non-disciplinary directive issued by the Government.

SECTION 6.2

The Company may disciplinc Employces whennccessaI) and discharge those who fail to uphold U.S. Government or Company standards as described in this Al1icle. It is recognized by parties to this Agreement that progressive 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 seriousness 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 Contract as referenced in Sections 5.1 and this Article. The Employee may request. in writing. to the Site Supervisor. that any disciplinary action not resulting in

UGSOA lU, UGSOA Local 163 with ERIS Security, Inc., 04.01.2011-03.31.2014 Page 19 sllspellsion ma)' be considered for removal from the Employee's file after 2 months. provided that no violations of the same type have occun'ed 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 b) either the USMS or the Company. within 24 hours of the beginning of the investigation or as soon as they become aware of the investigation.

All illvestigation must be completed within thirl) (30) working days. The Compan) shall provide the Union \\·ith the results or the investigation HS soon us it is complete.

ARTICLE 7

BOliJ{S OF \YOIU~ AND OVEHTIME

SECTION 7.1 \VORKDA \' AND "'OI~K\VEEK

For the purposes of this Article. a regular \\ ork\\ cck of rorty (40) hOllrs of work. cx~llIdiJlg IUllch periods. shall constitute a normal full-time work\\cek ror full-time Employees. Shifts shall be scheduled at the discretion of the Employer to fliitill the needs ofthc U.S. (Jm·ernment. Per the Nationnl Labor Relations Act. changes in shifts must he negotiated with the Union prior to implementati(lJl of any such changt·s. Nothing contained herein shall guamntee to

an) Emplo~ ce an~ IllIl11bt!r of hours of \\ prk per da~ or \\ c~k.

SECTION 7.2 OVERTIME

An ovcI1ime rate of time and one-half (I 1/2) of an Employee's base rale of pa) (exclusive of" health and \\dHue and other n'inge additions to pay) shall be paid for all hours paid in e~cess off0J1y (40) hours in a \\ork \\cck. Once posted. work schedules shall not be amended for the sole purpose to mitigate worked overtime unless at the 'Hitten dil'ection of the Government.

SECTION 7.3 OVERTIl\lE REQUIREi\-IENT

If directed to work ovel1ime or extra hours. and the seniority system is not invoked due to shortness of notice to the Company. the Employee shall he required to do the work. unless the Employee is excused hy the Compnny for good cause.

SECTION 7.4 OVERTIME DISTRIBUTION

A. 0\ ertimc \\ ill be offered b) Seniorit) (\\ ithin the \\ orksitc) 011 a rotating basis. 0\ crtimc "ill be distributed as equitably and fairly as practicable among Employees.

B. Managers cannot be assigned to cover CSO overtime positions or posts except in emergency situations.

SECTION 7.5 REST PERIODS

There shall be two (2) fifteen ( 15) minute paid rest periods and one (1) thirty (30) minute unpaid lunch period for each eight (8) hour shift. These rest periods require that the Employee be properly relieved before leaving their post. One rest period shall be ill the first half of the shift and the second rest period shall be in the last half of the shin. On occasion. due to exceptional work requirements, Employees may have to work through their unpaid lunch breaks andlor paid rest periods. and. if so. they will be compensated at the appropriate rate of pay. The Company recognizes the requirement to make its best efforts to provide regularly scheduled breaks. It is not the intent of the Company to avoid this requirement.

UGSOA lU, UGSOA Local 163 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age 110

ARTICLE 8

WORK SHIFTS AND PAYMENT POLICIES

SECTION 8.1 CALL-IN PAY

An Employee called ill to work will be guaranteed a minimulll offollr (4) hours of work. or iffolll' (4) hours of\\'ork is not available. will be paid for a minimulll offollr (4) hours time. Call in is defined as an)1ime a CSO is required to report to dlJt~ for any business related function.

SECTION 8.2 \\'AGE SCHEI>lILE

I hI.: has~ rale,: ()f p\l~ IllJ' l nUI'1 Sl'~lIril~ ()fli~~r .... alld I.L'ml es( }s in a II 1\ '~atilHh :11\.' d~s~ribL'd in App~ndi:\ A \)f this Agreement.

SECTION 8.3 PAYDAY

Pa)day for all hourly Employees will be by 3 pm 011 the Monday following the two C~) week pay period ending on Saturda). su~iect to chang~ b) Illutual agrccment. The Company has direct deposit avniluble.

SECTION 8.4 UNDISPUTED ERROR

III ~(t~1.: of an undisputed ~rror on the part uflhe ~Olllpal1~ as h.l all I .. mplll) Cl'\ ratl.: of pa). propl.:r adjustment \\ ill he made in the next paycheck atter the error has been brought in written tlll1n to the Company's atlention. Any el1·ot'.

involving eight (8) hours of payor more. will be corr~cted and paid within three (3) \\orking days.

SECTION 8.5 LEAD CSO RATES

Current and additional Lead CSOs added to the contract. will be paid the LeSO wag.e. In the case where there are muhipl~ LCSO \\ ag~s. lh~ additional LCSO \\ ill b~ paid at lh~ lu\\-~~l LCSO \\ag\! fur lht: ~il\:! \lr Jo~aliull \\-here lhe) are assigned.

ARTICLE 9

HOLIDAYS

SECTION 9.1 HOLIDAYS DEFINED

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

New Years Day Veterans Day Christmas Day Thanksgiving Day Memorial Day Day after Thanksgiving

Independence Day Columbus Day Labor Day Martin Luther King Birthday Presidents Day Day before Christmas

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

UGSOA IU, UGSOA Local 163 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age 111

SECTION 9.2 MISCELLANEOUS HOLIDAY PROVISIONS

A. A flll1-tim~ position Employee who is not required to work on a holiday shall be paid eight (8) hours straight lime. e:\c1usive of nny shift premium tor that holiday.

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

C. A shared position Employee \\ho docs not \\lwk on a holida~ shall rccei\'c prorat~d hnlida~ pay based 011 the number llfactllal holll'!' thc Elllplo~ce \\orked in thc \\()rk"ct:k prillr III the \\llrk\\cck in \\hich the Holida~ ,)CCLIrs.

D. :\ Il~ :-.hared p()~itioll llllplo~ ce \\ Iw \\ orb as ~clH:dlllcd lIll a holida~ ~hall r~cci\ e Lhl.' Elllplll~ Cl."S appropriate ruk {If pa~ 1'01' all hour~ "orkcd. and in addition shall recci\ c prorated holiday pa~ as dc~eribcd abo\ e.

E. In the event that the Holiday falls on " \\cckend. the term "holida~ " "ill refer to the day thnt the U.S.

Government designmes ns the Holida).

ARTICLE 10

VACATIONS

SECTION 10.1 ELIGIBLE FIJLL-TIME EMPLOYEES

FlIlI-ti\ll~ Elllplo~ ees shall b~ ~ntitled to annllal \'aeation based 011 th~ir eontillllOll~ years of s~n iee \\ ith the Emplo) er (based on the Employee': nnniversar) date of employment) nt their individunl hourly rate ofpu) at the time payment is made ill accordance with the follo\ving schedule:

UpOIl ClHnpleliOIl oj' on~ (I) )'car L1r ~CJ'\' i~c:

Upon completion of the (5) years of scn'icc:

Upon completion of ten ( 10) years of service:

Upon completion ofiifieen (15) years of service:

~jghl) (80) huur~ one-hundred and t\\ ent) (120) hours one-hundred and sixty (160) hours two-hundred CWO) hours

SECTION 10.2 ELIGIBLE SHARED POSITION EMPLOYEES

A. Eligible shared position Empk») ccs shall be entitled to pro-rated yacation per the schedule contained in Section 10.1. based on: thdr indiyidual hourly rate. th~ number of hours paid in thc prc\ iOlls) car. and the Employee's anniversary date. A minimum of one-half the fulltime benefit for Employees who have been paid for at least 1040 hours in the previous year.

B. Any Employee who works a full anniversaJ), year. in part as a full-time position Employee and in paJ1 as a shared position Employee. shall receive prorated vacation benefits for that year as calculated in SECTION

10.2. part A (per the Service Contract Act).

SECTION 10.3 SCHEDULING VACATIONS

Vacations. insofar as "easonably possible. shall be granted at the times most desired by the Employee. after the Employee's anniversary date. Vacation schedules shall be posted.

UGSOA lU, UGSOA Local 163 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age 112

SECTION 10.4 PAY OPTIONS

Earned vacation pa) may be requested at an)1ime and will be paid in the next pay cycle. Earned vacation will remain available without pay.

SECTION 10.5 UNUSED VACATION

Vacations shall not be cumulative ti'om one year to the next. Any earned but unused vacation time remaining at the end of a year of service (based 011 Employee's anniversaJ") date of employment) shall be paid to the Emplo)ee.

SECTION 10.6 TERI\1INA TING EMPLOYEES

ll11ll1l lerl1lilliltiol1 llf emph)~ 1lll'1lt. .:mpln~ ccs \\ ill hI,,;.' paid at thl.:.'ir indi, idllallH1l1rl~ raIl.:.' \ a~atil)Jl tillll' l'arnl'd as or their last anni\ t'r!\ar~ date. hut Ill)t lI~~d. m. entitled b) the S\.!I\ il.:e (\mtraet Ad. (E~atHpl~. An [ll1pll\~ \.!e "ho terminates one month illto the Ill':\t :lllllh crsar~ ~ l'Hr is entitled to nll~ ofth~ pre\ iotls ~ cm"s \.!aJ'll\.!d al'l'ntcd \ al':ltion 110t alrcad~ lIsed. and not to the additional month accrued in the ne" allni\(~rsary period).

SECTION 10.7 VACATION - LAID OFF EMPLOYEES

Length of servicc \\lith the Employer shall accrue Ibr the purposes of vacation henefits while an Employee is 011 laid-off status for lip to one ( 1 ) year. Employc\.!s \\ill onl~ bc paid \ ncation bencfits \\ hen the) are \\ orking.

SECTION 10.8 VACATION INCREMENTS

Consistelll with Employer approval. etlicicnc). and economy of operatillns. Employees ma~ take their vacation in segments or less thelll one (I) \\ eek each. but not less than li)ur (..J) hOllr increments.

ARTICLE 11

LEAVES OF ABSENCE

SECTION 11.1 LIMITATIONS

Personal leaves of absence tor non-medical emergencies may be granted at the sole discretion of the Employer \\ itholll loss or seniority to the Employee. Such leaves. if granted. are not to exceed 30 du),s. unless a special extension is approved by the Employer. Length of service with the Employer shall not acerue for purposes of Hlcatioll. holiday, or othcr accrued bcnefits for an) unpaid lea\'c of absence 0\ er 30 days. The Employcr \\ ill make e\ el) reasonable cfrort to maintain an Employee's position \\ hile 011 a non-statutory unpaid ICa\'c of absence. It is acknowledged by the Union that under USMS CSO 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 veri tied personal emergency.

Any Employee in an unpaid status at the time a holiday occurs 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

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

UGSOA IU, UGSOA Local 163 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age /13

B. The Company agrees to honor the FMLA for all Employees. reg.ardless of the number of employees in a fift), mile radius. The Company willllot force Employees to lise any available paid leave prior to taking a FMLA leave.

C. During medical leave. the Employee shall be required to furnish a repol1 from the doctor when requested periodically by the Employer. Upon the expiration of said leave. the Employee shall fUl1lish the Employer with a statement. signed by the doctor. which establishes the fitness of the Employee to return to the Employee's previously held \\ork.

D. Irthe EJllpJo~~~ tilt's 1()r ll1edicall~H\e 0I11~1Isl' pret~xt (If \\orks fC11' another employer \\ itholll pn:-~authorizat ion from the Cnlllpal1~. the EJllpll)~ l'e \\ i II be fClnt.)\ cd ii'om tile ('SO program Bnd frolll l'lllplp~ 111\ .. '111 \\ ilh 1:l1lpll)~Cr.

SECTION 11.3 MILITARY LEAVE

An Elllplo~ et' of lhe Compnn~ "hl) is actiHlted or dmned into an~ branch of the 4lrmt:d li.m:cs oCthe United States under the pro, isiolls of the Selective Service Act or th~ Reserve Forces Act shall be granted an unpaid military leave of absence. as required under the federalla\\'. tl1r the time spent in full~time actin:! duty. The period of such leave shall be determined in accordance \\ith applicable federallH\\s ill effect at the lime of slIch leave.

SECTION 11.4 UNION LEAVE

A Unh.lIl Prc:-\idcnt and ont: ddt:gatc \\ ill bc gnllllt:d all unpaid Icm t: or abst'llcc 1<.lJ' a ma~ill1l1lll or s~, l'n da~ ~ upon written request for the purpose of attending Union conventions or other meetings of vital interest to the Union as long as staffing requirements permit. More time \\ ill be granted upon Illutuul agreement bet\\"een the Compan} and the Union.

SECTION t 1.5 PERSONAL/SICK LEAVE

CU.Tent and Continuing through i\-larch 31,2012

RATE OF

START DATE

PERSONA L/SICK

LEAVE ELIGIBLE TO

USE

Date Employee begins ,\,orking 011 the contract, FULL~TIME SHARED POSITION based on an October 1 contract start date.

October 1 - 3 1 48 hours 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

A. Each full-time Enlployee shall be eligible to use a maximum of six (6) days personal leave at the beginning of each 12-month Goverrunent contract year worked. Employees who begin

UGSOA IU, UGSOA Local 163 with ERIS Security, Inc., 04.01.2011~03.31.2014 P age 114 eluploynlent 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.

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

C. Shared position Enlployees will receive one-half the full time personal leave per full contract year worked. At the end of the contract year. any shared position Employee who was paid tllore than half the tltll-time hours (1040 hours) will receive additional prorated personal leave based on the number ofhollrs the Employee was paid during that contract year.

D. Unused personal days shall not he cumulative ii'om year to year. Any ullused. earned personal leave will be paid to the Enlployee at the end of the contract year.

E. Upon tenllination of enlployment_ Elllployee will be paid at their individual hourly rate for any unused. earned personal leave. based upon the nU111ber of hours the Enlployee 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 alnount of the overage will be deducted fronl the Etnp]oyee-s tinal paycheck.

F. Personal leave (and vacation) days may be used to cover absences caused by illness. Any En1ployee who is unable to report to work because of sickness must notify the Employer at least two (2) hours prior to the beginning of hislher shift in order to be eligible tbr paid personal leave benefits. Proof of iIlness lnay be required.

G. Pursuant to the negotiated change in Personal/Sick leave allotl11ent as of April 1. 2012: there is the requirel11cnt of a oncthl1e transition period. On or about April 1, 2012 there will be a requirement for a reconcile of the used conlpared 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 tor 24 hours of leave as a full timer and 12 hours ofJeave as a share timer. employees that use more than this accrual will need to reimburse the Employer for the overage in the event of a contractor change or deduct from the new alJotment in the event of the Employer continuation).

EFFECTIVE April 1, 2012 and continuing

RATE OF

START DATE

PERSONAL/SICK

LEA VE ELIGIBLE TO

USE

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

April 1-30 72 hours 36 hours May I -31 66 hours 33 hours

UGSOA lU, UGSOA Local 163 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age 115

June I -30 60 hours 30 hours July 1 - 31 54 hours 27 hours

August I - 31 48 hours 24 hours September 1 - 30 42 hours 21 hours October 1 - 3 I 36 hours 18 hours

November 1 - 30 30 hours 15 hours December 1 - 31 24 hours 12 hours January I - 31 18 hours 9 hours February I - 28 12 hours 6 hours

March I - 31 6 hours 3 hours

H. Each full-time Employce shall he eligible to use a maximum of nine (9) days personal lea\'e at the beginning of each 12-111onth Go\'ernment contract year \vorked. Enlployees who begin enlploynlent after the inception of the contract year wi]) be eligible to use a prorated amount of personal leave. based on the above Personal/Sick Leave Table.

I. Personal leave 111ay be taken in not less than two (2) hour increnlents and shall be paid when taken by the Employee as approved in advance by the Site Supervisor or District Supervisor.

J. Shared position Employees will receive one-half thc full tiIue 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 hours) will receive additional prorated personal leave based on the number of hot u's the Employee was paid during that contract year.

K. Unused personal days shall not be cUl11ulative fr0111 year to year. Any unused~ earned personal leave will be paid to the Employee at the end of the contract year.

L. Upon tenninatiol1 of employment. Employee will be paid at their individuaJ hourly rate for any unused, earned personal leave, based upon the llU111ber of hours the El11ployee was paid during that contract year. If the Elnployee has used more personal leave than he/she earned based upon tinle paid on th~ contract. the amount of the o\'cragc \\ ill be deducted fi'om tht!

Employee's tinal paycheck.

M. Personal leave (and vacation) days may be used to cover absences caused by illness. Any Enlployee who is unable to rep0l1 to work because of sickness l11ust notify the Enlployel' at least two (2) hours prior to the beginning of hislher shift in order to be e1igible for paid personal leave benefits. Proof of illness may be required.

SECTION 11.6 PROCESSING UNPAID LEAVES OF ABSENCE

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

A. All requests for unpaid leaves of absence shall be submitted ill writing to the Lead eso. Site Supervisor or Contract Manager at least ten (10) calendar days prior to the date the leave will take effect~ except in cases of verified personal emergencies. and include:

I. The reasons for such leave:

UGSOA lU, UGSOA Local 163 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age /16

2. The effective dates of slIch leave:

3. The estimated date of retulll to work.

The Company \ViII respond to the request \\·ithin five (5) working days.

B. The written request for leave of absence shall be submitted to the Contract Manager by the Site Supervisor for tinal approval. If the request for the leave of absence is approved by the Contract Manager. a copy of the approved leave of absence will be given to the Employee involved.

C. Extensiolls of the \cave of absence Illay be granted at the sole discretion or the Emplo) er. upon \Hinen request b) the Employee \\ ithill ten ( J 0) calendar <.I a) s prior to the expiratioll of the leH\'e nf absencc.

E:\tCIlSil1lls \\ ht'n g.ranh.-d ~ha II nnt tllialmorc th~1Il thirt~ (30) dH) s.

SECTION 11.7 GENERAL PROVISIONS

Seni~)J'jt) shall accumulate during the period of an~ uppruved learc of absence subject to the pnn isions of this Agreement.

SECTION 11.8 JURY DUTY

The Com pall) \\ ill compl) \\ ilh all StHte and Federnl regulations regarding Employces' sen ice for .illr~ dut).

Employees will rccei\"c their regular rate of pa) minus any pa~ recei\'ed Ii'om the courts for all) required attendance da~~.

SECTION 11.9 BEREAVEMENT LEAVE

A. lfit is nec~ssary tl"lr an Emplo~ee to lose time ti'om \\ork hecause ofa 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 ahsence per contract year at their straight-time rate nfpa)'. Immediate family is defined to mean an Emplo)'ee'~ spou~e. luther. lll11thcr. brother. ~i~lcr. children (including h.:gall) adoph:tl childr~lI. Il)Slcr children and/or stepchildren). t~lther-in-Ia\\. mother-in-law. grandparents. grandchildren. sister-in-In\\.

bl'Other-in-law. daughter-in-law and son-ill-law.

H. The I-:.Inplo) er may require proof of the death tor which an Employee requests a paid leave.

ARTICLE 12

HEALTH, \VELFARE AND UNIFORM ALLOWANCES

SECTION 12.1 PAYMENTS

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

SECTION 12.2 OTHER BENEFITS

The Employer will otler Employees the opportunity to pal1icipate in other available Employee paid fringe benefit programs made available to all COUlt Security OtIicers employed by the Company. These programs may include

UGSOA IU, UGSOA Local 163 with ERIS Security, Inc., 04.01.2011-03.31.2014 P age 117 cafeteria plans. payroll deduction plans. retirement plans. inslirance plans. 40 I (k) plans. and any other plan mentioned in this Agreement.

SECTION 12.3 UNIFORM MAINTENANCE

The Employer will pay the Employee an allowance for each hOllr worked. up to 40 hours per week. for unifonn maintenance as described in Appendix A. A shoe allowance, as described in Appendix A., per contract year will be provided annually for the purchase of USMS-required CSO uniform shoes. The Employer will provide all foul weather gear for each employee. The Company shall issue uniforms by December 31 ~I and llllifolll1S shall be gender proper.

ARTICLE 13

lVIISCELLANEOliS PROVISIONS

SECTION 13.1 Btl LLETIN BOARDS

The Employer…