Attachment 4 - Collective Bargaining Agreement.pdf

COLLECTIVE BARGAINING

AGREEMENT

Between

And

INTERNATIONAL ASSOCIATION OF MACHINISTS

AND AEROSPACE WORKERS

District Lodge 171

And Its

Local Lodge No. 850

Effective March 1, 2015 – February 1, 2018

Local Lodge 850 Oklahoma City, OK

TABLE OF CONTENTS

AGREEMENT 3

ARTICLE 1 RECOGNITION 4

ARTICLE 2 MANAGEMENT RIGHTS 4

ARTICLE 3 UNION SHOP AND CHECK OFF 5

ARTICLE 4 SENIORITY 6

ARTICLE 5 HOURS OF WORK 7

ARTICLE 6 OVERTIME 8

ARTICLE 7 HOLIDAYS 9

ARTICLE 8 GRIEVANCE/ARBITRATION PROCEDURE 10

ARTICLE 9 STRIKES, LOCKOUTS AND WORK STOPPAGES 12

ARTICLE 10 LEAVE OF ABSENCE 13

ARTICLE 11 VACATION – PTO 14

ARTICLE 12 JURY PAY 15

ARTICLE 13 SAFETY AND HEALTH 16

ARTICLE 14 WAIVERS 16

ARTICLE 15 BULLETIN BOARDS 17

ARTICLE 16 HEALTH & WELFARE BENEFITS 17

ARTICLE 17 GENERAL 18

ARTICLE 18 UNION REPRESENTATION 18

ARTICLE 19 WAGES 19

ARTICLE 20 SAVINGS AND INVESTMENT PLAN 20

ARTICLE 21 DURATION 21

APPENDIX A MACHINISTS CUSTOM CHOICE WORKSITE BENEFITS PROGRAM 22

AGREEMENT

THIS AGREEMENT entered into at Mike Monroney Aeronautical Center (MMAC), Oklahoma City, Oklahoma, effective March 1, 2015 by and between CTR Management Group & RIVA Solutions, Inc., (hereinafter referred to collectively and separately as the "Company") and the INTERNATIONAL

ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS, AFL-CIO, District Lodge 171 and its Local

Lodge No. 850 (herein referred to collectively and separately as the "Union") as representative for the purpose of collective bargaining of the employees hereinafter defined. Said parties agree as follows:

The purpose of this agreement is to provide orderly collective bargaining relations between the

Company and the Union, to secure a prompt and fair disposition of grievances and to stabilize employment relations for the duration of this agreement.

The term "employee" or "employees" as used in this agreement (except where the context clearly indicates otherwise) shall mean an employee or employees of the Company within the bargaining unit described in the Recognition Article, and this agreement shall apply only to such employees.

This agreement can be changed or modified only by a document in writing signed on behalf of both parties hereto by their duly authorized representatives; provided, however, that written agreements regarding particular matters or understandings may be made between the Company and the Union and shall be binding upon the employee or employees concerned, the Company and the Union.

Should any part hereof or any provisions herein contained be rendered or declared invalid by reason of any existing or subsequently enacted legislation or a decree of a court of competent jurisdiction, such invalidation of such part or portion of this Agreement shall not invalidate the remaining portions hereof and they shall remain in full force and effect.

This agreement shall be binding upon the Company, its corporate successors and assigns.

ARTICLE 1

RECOGNITION

1.1 The Company recognizes District Lodge 171 and its Local Lodge 850 International Association of

Machinists and Aerospace Workers, AFL-CIO, as the exclusive bargaining representatives with respect to rates of pay, wages, hours of employment and other conditions of employment for all employees of the

CTR Management Group & RIVA Solutions, Inc., located at the Mike Monroney Aeronautical Center, Oklahoma City, Oklahoma in the bargaining unit described in the certification issued by the National

Labor Relation Board:

Case 17-RC-12549

1.2 The term "part-time employees" as used in this Agreement means employees who are regularly scheduled to work less than thirty-two (32) hours per week.

1.3 The term “full-time employees” as used in the Agreement means employees who are regularly scheduled more than thirty-two (32) hours per week.

ARTICLE 2

MANAGEMENT RIGHTS

2.1 Management Rights. The Union recognizes that it is the function and right of management to exercise its own judgment and discretion in developing processes, which meet the standards of

Government requirements and customer acceptance. Except as expressly modified or restricted by a specific provision of this Agreement, all statutory and inherent managerial rights, and functions are retained and vested in the Company, including, but not limited to, the rights: to reprimand, suspend, discharge or otherwise discipline employees for “Just Cause” in accordance with this Agreement; to determine the number of employees to be employed, to determine shifts and hours of work, to hire employees, determine their qualifications and assign and direct their work; to promote, demote, transfer, lay off; recall to work; to set the standards of productivity, and services to be rendered; to maintain the efficiency of operations; to control and regulate the use of machinery, facilities, equipment and other property of the Company; to introduce new or improved research, production, service, distribution and maintenance methods, materials, machinery and equipment; to determine the number, location and operation of departments of the Company; to issue, amend and revise Company policies, rules, regulations and practices (including drug and alcohol testing) within the limitations of this

Agreement; and to determine, manage and fulfill the mission of the Company and to direct the

Company's employees.

The Union further recognizes that nothing contained in this agreement shall in any way be construed to limit the right of the Company to take any actions deemed necessary or prudent with respect to security clearances up to and including discharging any employee or refusing to hire any employee at the request of the Contracting Officer in order to comply with the Company's obligation to the Government of the United States of America under the Company's contract with the FAA. The

Company agrees to notify the Union of any discharge, where the Government may require the removal of any employee and, if permitted by security regulations, will disclose to the Union the reason or basis for the actions of the Company.

2.2 The Company and the Union agree that there shall be no discrimination or harassment by the

Company or the Union against employees because of race, color, creed, religion, national origin, sex, age, disability, marital or other status as protected by applicable law.

ARTICLE 3

UNION SHOP AND CHECK OFF

3.1 All of the Company's present employees within the bargaining unit shall have the opportunity to be members of the Union, and all newly hired employees in the bargaining unit shall have the opportunity to become members of the Union within 30 days after their date of hiring, within the requirements of the National Labor Relations Act and the laws of Oklahoma.

3.2 The Company agrees to a check off of Union dues, initiation fees and assessments for all employees covered by this agreement, provided that the Union delivers to the Company a written authorization to make such deductions, signed by the employee, irrevocable for one year or the expiration date of this agreement, whichever shall occur sooner. The Company shall make deductions for each member from the second pay period of such member each month. The Company shall disburse to the Union the amount deducted within ten (10) business days following the end of the month in which the deduction is taken.

3.3 The Union agrees to and does hereby hold and save the Company’s harmless from any and all liability, responsibility, or damage for deduction, payment authorization, or notification as provided for in this Article, specifically including, but not limited to, the Companies’ agreement to deduct dues, initiation fees and reinstatement fees from the employee’s paycheck and the Unions assumes full responsibility for the disposition of the funds so deducted when turned over to the Secretary-Treasurer of the Union.

ARTICLE 4

SENIORITY

4.1 The term “seniority” is defined as including the whole span of continuous service with the present contractor, or successor, and with predecessor contractors, in the performance of similar work at the same facility. An employee who is transferred into the bargaining unit from another Company site shall establish a new seniority date which is the date the transfer is effective. Employees transferring in from another Company site shall retain their original benefit date.

4.2 Probationary Period: Any employee who has been in the employment of the Company for one hundred twenty (120) consecutive calendar days shall be considered a Seniority Employee of the

Company. During the probationary period the employee shall be subject to layoff, discipline, or discharge at the sole discretion of the Company, and such action shall not be subject to the grievance procedure and arbitration procedures.

4.3 Seniority will not be broken for: (1) periods of approved leave of absence, (2) periods of layoff due to lack of work, (3) periods of absence due to injury or illness. Periods of absence set forth in (1), (2) and (3) shall not exceed twelve (12) months. In the case of occupational injuries, continuous employment will be for the length of the disability as provided under the law.

4.4 When two or more employees are hired on the same day, the last four digits of their

Social Security number shall then be used for purposes of layoff, recall and promotion; i.e., if two employees have the same seniority date, the employee that has the lowest number shall be considered to be the most senior of the employees hired on the same day.

4.5 Loss of Seniority: All seniority of any employee shall terminate if the employee:

Voluntarily resigns or retires, Is Discharged for Just Cause, Fails to be recalled from layoff within twelve (12) months of such layoff, the employee must respond within five (5) days of USPS “Delivery Conformation” of a “Letter” of recall, sent to his last known address, Has Unexcused absence from work for a period of three (3) consecutive workdays, Transfers to a position outside the Bargaining Unit.

4.6 Seniority List: A seniority list will be maintained by the Company and will be made available to the Union semi-annually or when changes occur. The list will reflect new-hires or rehires, terminations and will include their classification, their date of hire, and termination or layoff dates.

4.7 Job Vacancies/Job Postings: When a job classification becomes vacant and is needed to be filled, it will be normally posted for five (5) working days. The posting time can be extended or reduced with mutual consent of all parties (both Companies and the Union). The job posting shall include the job classification, rate of pay, days of work and shift or starting time. Any employee may sign the job posting notice before the close of the posting period. The job will be filled by the most senior “qualified” bidder. “Qualified” and “qualified to perform the work” as used in this agreement shall mean possession of the required experience, required license, required training, and the ability to perform satisfactorily the required duties of the job and to meet standards of quality and quantity without the need of extensive training. The successful bidder shall be assigned to their new job within

(10) ten working days after the job award at the appropriate rate of pay. The successful bidder may be returned to their former job classification, if within fifteen (15) working days after beginning the new job classification he/she fails to perform the work satisfactorily. The employee shall also have the right to return to his former job classification anytime within fifteen (15) working days after beginning his new job.

4.8 Reduction In Force: In the event of a reduction in force, the Company shall designate the number of positions to be reduced in each affected job classification. The least senior employee(s) in the affected job classifications will be designated for layoff. Qualified employees will be given an opportunity to bump a less senior employee in their job skill category and will receive the pay of that classification. Bump rights must be exercised within forty-eight (48) hours of notice of layoff. Recall shall be accomplished in inverse seniority order within the classification, with the most senior employee on layoff being recalled first to his classification. The Company will provide a minimum of two (2) weeks’ notice of any anticipated reduction in force, except where circumstances beyond the Company’s control prevent such timely notification.

ARTICLE 5

HOURS OF WORK

5.1 The purpose of this Article is to define the normal hours of work, but nothing in this agreement shall be construed as a guarantee of hours of work for any period.

5.2 The normal work day for each shift shall consist of eight hours, exclusive of lunch, except for those employees assigned to continuous duty operations.

5.3 The pay period shall begin at 0001 hours on Saturday and end at 2400 on Friday.

5.4 The normal work week shall consist of 40 hours, and up to five consecutive days, Monday, Tuesday, Wednesday, Thursday and Friday.

5.5 Determination of starting time and hours of work shall be made by the Company and such schedules may be changed from time to time to suit varying conditions of business. The starting time of the various shifts will be as follows:

First Shift: Beginning at or after 4:00 a.m. but before 12:00 noon.

Second Shift: Beginning at or after 12:00 noon but before 8:00 p.m.

Third Shift: Beginning at or after 8:00 p.m. but before 4:00 a.m.

ARTICLE 6

OVERTIME

6.1 The provisions of this Article are intended to provide the basis for calculation and payment of premium pay and shall not be construed as a guarantee of any specific overtime hours.

6.2 It is understood and agreed that the Company reserves the right to require covered employees to perform overtime work in order to meet customer needs. When such overtime is required, employees involved shall be given as much notice as possible. A reasonable effort will be made to equitably offer overtime between employees within a work group, such work groups will be determined by the Company. The Company may require the least senior qualified employee(s) to work overtime should a sufficient qualified workforce not otherwise be available.

6.3 Overtime will be paid at one and one-half (1 ½) times the regular rate of pay for all hours in pay status in excess of forty (40) hours in the employee’s normal workweek.

6.4 No overtime shall be worked except by specific direction from management.

6.5 There shall be no pyramiding of Overtime.

ARTICLE 7

HOLIDAYS

7.1 Holidays: The following eleven (11) observed holidays shall be designated holidays for each calendar year.

New Years Day Martin Luther King Day

President’s Day Memorial Day

Independence Day Labor Day

Columbus Day Veteran’s Day

Thanksgiving Day Christmas Day

Floating Holiday

The floating holiday must be scheduled through the Program Manager. If two or more employees request the same day, then Seniority is the tie-breaker.

In addition to the above holidays presently recognized, the Company agrees to observe any holidays declared as a legal holiday (either declared by Congress, or the President) and observed by the MMAC.

If the MMAC is closed due to weather, employees will receive eight (8) hours of pay for each day of missed work.

7.2 Whenever one of the above holidays falls on Sunday, the Monday immediately following shall be observed, if officially declared the holiday and generally observed by the FAA at the MMAC.

Whenever one of the above holidays falls on Saturday, the Friday immediately preceding shall be observed, if officially declared the holiday and generally observed by the FAA at the MMAC. Said holiday falling on Saturday or Sunday, and observed on the preceding Friday or following Monday, shall be considered the regular holiday.

7.3 Holiday pay shall be paid for (8) eight hours at the straight time rate, including any applicable differentials and premiums.

7.4 In case the Company requires an employee to work on a designated holiday, the employee will receive the applicable holiday pay and, in addition, the work performed by such employee shall be paid for at one and one half (1½) times their regular straight time rate.

ARTICLE 8

GRIEVANCE / ARBITRATION PROCEDURE

8.1 The term "grievance" as used in this agreement means any dispute arising regarding the interpretation, application, claim of breach or violation of this agreement which an employee has not been able to adjust with their immediate supervisor with or without his/her steward, which shall be at the employee's discretion. Both parties agree to use their best efforts, including informal meetings involving management, supervision, shop steward, and the grievant, to resolve matters without resorting to the grievance procedure except that any such meetings shall not extend the time limits set forth in this Article. Definition of “working days” is Monday through Friday excluding any holiday or non-working day. Such grievance shall be handled as promptly as possible in accordance with the following procedure:

8.2 All grievances beyond Step 1 involving employee claims shall be in writing and shall be signed by all employees claiming rights there under. Such grievances must state the facts, identify the appropriate article, and state the remedy requested. In an effort to adjust employee grievances by mutual agreement, they shall be presented in the following order and within the following time limits:

Step 1: The employee(s), with their steward, shall promptly bring a grievance to the Project

Manager within five (5) working days following the event or discovery of the event giving rise to the grievance. In the event an employee is unavoidably absent due to illness or injury, or unavailable due to vacation or other approved reasons, the employee’s shop steward may bring the grievance to the Project Manager. If such grievance is not settled within five (5) working days then:

Step 2: Within ten (10) working days following the event or discovery of the event giving rise to the grievance a written grievance containing the article or section which is claimed to be violated and the remedy requested must be signed by the employee and submitted by the Shop Steward and taken up with the Company Representative or his designee. A meeting will be scheduled within five (5) subsequent working days. If no agreement has been reached within ten (10) working days, the Company will reply in writing. If the written reply is not satisfactory, or is not given, it may be moved to Step 3.

Step 3: Within five (5) working days of the Step 2 reply, the grievance may be moved to Step 3 by written appeal to the Company Representative or such other person or title as the Company may designate. The Company Representative or such other person or title as the Company may designate and the Business Representative of the Union, shall meet within fifteen (15) working days after receipt of the grievance into a third step. A written reply from the Company

Representative or such other person or title as the Company may designate will be given to the

Union within fifteen (15) working days after the meeting. If no agreement has been reached within thirty (30) calendar days from the Step 3 answer, the Union may submit the grievance or dispute to arbitration as covered in the “Arbitration Procedure” article. Also see Section 8.7.

8.3 The grieved employee may and their Union Steward shall have the right to be present at Step I or Step II of the grievance procedure. No employee may leave the job, take up, or settle a grievance without requesting permission from the immediate supervisor. Such permission will be granted provided it does not interfere with operations, customer commitments or create a hazardous condition.

If permission cannot be granted, time limits will be waived until permission is granted. Witnesses called by either party may attend the grievance meeting at any step, subject to the same provisions outlined above.

8.4 The company will grant the Union reasonable and relevant requests to examine time sheets and other records pertaining to the computation of compensation of any individual or individuals whose pay is in dispute or other relevant records pertaining to a specific grievance. Compensation will be paid for reasonable time spent discussing or investigating grievances during normal work schedules.

8.5 It is understood that the time limits specified herein may be extended by mutual agreement of the parties hereto.

8.6 The Union shall give written notice to the other party setting forth the matter to be arbitrated.

If said notice is not served within the thirty (30) calendar day period specified in Step 3 of the “Grievance

Procedure” Article, it shall be deemed that the grievance has been satisfactorily adjusted and the right to arbitrate waived.

8.7 The President of CTR Management Group and/or President of RIVA Solutions, Inc. or such other person or title as the Company(s) may designate will be contacted prior to the decision to arbitrate an unresolved grievance. If resolution is not reached, the party desiring arbitration shall notify the other party in writing within the aforementioned thirty (30) day period, and shall request a panel of seven (7) arbitrators from the Federal Mediation and Conciliation Service. The parties shall meet after receipt of such list and be entitled to alternately strike a name from the list until one name remains and this person shall be the arbitrator. Either or both parties may strike one entire panel and request an additional panel.

The parties agree that the decision or award of such arbitrator shall be final and binding on each of the parties and that they will abide thereby. The authority of the Arbitrator shall be limited to determining questions involving the interpretation or application of specific provisions of this

Agreement. The Arbitrator shall have no authority to add to, subtract from, or to change any of the terms of this Agreement, to change an existing salary rate or to establish a new salary rate. In no event shall the same question or issue be the subject of arbitration more than once. Each party shall bear the expenses of preparing and presenting its own case. The cost of the arbitrator and incidental expenses mutually agreed to in advance shall be borne equally by both parties.

8.8 The Company agrees that the Business Representative or acting Business Representative will be allowed to visit employees while they are on the job in the Company’s operations for the sole purpose of investigating specific grievances or complaints related to the provisions of this Agreement, subject to the customer’s rules and regulations regarding site access. Prior approval must be obtained from the

Project Manager or his designee and such visits shall not interfere with any work being performed. The

Business Representative shall notify the Project Manager or his designee when he is leaving the

Company’s operations. The Company, if it desires, may have a Company representative accompany the

Business Representative or his designee while he is visiting its operations.

8.9 Non-Binding Mediation: If the grievance cannot be satisfactorily resolved at Step 2, the grievance may be submitted to non-binding mediation by a joint request of the Company and the Union to the Federal Mediation and Conciliation Service. Such request must be made during the time period after the Company gives its written Step 2 answer and before the Union’s time limitations on providing written notice to arbitrate expires. Once such a request is agreed to, the time limits will be extended. If a satisfactory solution cannot be reached through mediation the Union may proceed to Arbitration, under Article 8.7. Time spent by the grievant or Union officials in attending mediation will be done without loss of pay.

ARTICLE 9

STRIKES, LOCKOUTS AND WORK STOPPAGES

9.1 The Union agrees that neither it nor any of the employees in the bargaining unit covered by this

Agreement will collectively, concertedly, or individually engage in or participate directly or indirectly in any strike, slowdown, work stoppage, sympathy strike or picketing during the term of the Agreement.

9.2 In the event of any violation of 9.1 of this Article, it shall be the duty and obligation of the Union, its officers, agents, or representatives (employee or non-employee) to immediately take all reasonable steps required to bring an end to such misconduct.

9.3 Company agrees not to cause, permit or engage in any lockout of employees during the term of this agreement. A lockout shall not be construed as the closing down of or curtailing work or any part thereof for business purposes.

ARTICLE 10

LEAVE OF ABSENCE (LOA)

10.1 Union Leave. Employees elected or selected to full time jobs in the Local Union, District Union or the International Union, which takes them from their employment with the Company, shall upon written request to the Company receive a leave of absence, without pay, for a period equal to their tenure of employment with the Union.

10.2 Upon completion of their leave (under paragraph 10.1) of absence during the existence of this agreement, they shall be re-employed according to their seniority. At the wage rates existing at the time of their return, provided such work is available for them according to their seniority, and they are qualified to perform such work. Seniority shall accumulate during such leaves of absence.

10.3 Leaves of absence without pay for Official Union Business will be granted by the Company on five (5) days written request of the Union provided the absence does not adversely impact contract performance. Employees on Union LOA at any one time will not exceed five (5) days. It is the intention of the Union to honor and respect the requirements of production in requests for leaves of absence for

Union business. When permitted by mission requirements, the Company will consider waiver of the five

(5) day notice when requests are of an emergency nature. Seniority will accumulate during such leaves of absence.

10.4 Personal Leave. After an employee has exhausted their paid leave, the Company may approve a leave of absence for relatively short periods without pay or benefits up to thirty (30) calendar days for personal reasons. Such leave must be requested in writing and approved by the Project Manager or designee through the employee’s supervisor. Said request must also state the reason for the unpaid leave. Employees must request such leave at least fifteen (15) calendar days prior to the date the leave would commence, except in cases of emergency. It is understood, that while an employee is on a leave without pay status, there is no eligibility for other benefits.

10.5 Employees away from their jobs because of a compensable injury or compensable disease as defined by the Workers' Compensation Act of Oklahoma will be given leave of absence and shall accrue seniority while on such leave.

10.6 Should a serious injury, illness or pregnancy require absence from work for treatment and convalescence, a certificate of fitness from a reputable physician must be furnished to the Company prior to return to work. The Company may require a physical examination, by a reputable physician, of an employee upon the expiration of the employee's leave of absence granted for illness, accident or pregnancy to determine the employee's fitness to return to the job. "Fitness to return to the job" shall mean that the individual is capable of performing essential elements of the job, with or without reasonable accommodation.

10.7 Military Leave. An employee on the active payroll of the Company who is required to annually engage in two (2) weeks (up to fourteen (14) days) of military reserve training shall be granted a leave of absence for the period of the training and shall be paid the difference between the pay received for the training period and the amount of wages the employee would have received for a standard two (2) week work schedule. Standard for the purposes of this section shall mean a forty (40) hour weekly work schedule at the employee’s straight time rate of pay including any shift differential. The Company will fully comply with the requirements of the Uniformed Services Employment and Reemployment Rights

Act (USERRA) for employees ordered to active duty with the Armed Forces of the United States.

10.8 Funeral Leave of three (3) days, with pay, will be provided for Company employees when an employee loses time due to a funeral or interment of a member of their immediate family. Company employees who are required to travel 500 miles or more from the Mike Monroney Aeronautical Center to attend the funeral or interment of a member of their immediate family will, upon advance request and proof of such travel, be granted two additional paid days of Funeral Leave. Funeral leave will be paid only upon request and with accompanying written particulars of the funeral leave requested.

Immediate family members are defined as a spouse, parent, step-parent, mother-in-law, father-in-law, child, step-child, brother, sister, brother-in-law, sister-in-law, aunt, uncle, grandparent of employee, or grandchild.

10.9 Upon returning from an approved leave of absence under Article 10 of the Agreement

(exclusive of Para. 10.1, 10.2); an employee shall return to their same classification, section, shift, and starting time held prior to such leave of absence.

ARTICLE 11

VACATION – PTO

11.1 Vacation Credits shall be accrued on a per pay period basis at the following rate.

a) From the hire date through (4) four years of Seniority the employee shall accrue 4.62 hours per pay period.

b) From (5) five years through (9) nine years of Seniority the employee shall accrue 6.15 hours per pay period.

c) From (10) ten or more years of Seniority or more the employee shall accrue 7.69 hours per pay period.

d) The employee will be authorized to have a maximum of 125 hours of accrued vacation carry over on the books at the end of each calendar year. Any accrued vacation hours in excess of the 125 hours shall be paid out to the employee at the current rate not later than the second pay period in January.

e) Employees leaving the Company will be paid for all unused vacation upon termination or retirement. Any negative leave balances will be deducted.

11.2 Scheduling. Prior approval must be given for all vacation requests. The Company reserves the right to approve or deny vacation requests based on business operations. Vacation requests will be approved based on seniority. Vacation may be used in one-half hour (1/2) increments.

11.3 Vacation or PTO credits may be used for sick leave or dental appointments in one half hour increments as needed. PTO credits may be used at the employee’s option at 3.0 hours per day to supplement Short term disability benefits. No advanced credits of PTO will be authorized by this paragraph.

11.4 Employees who are unable to report for work because of illness or injury should notify their immediate supervisor at least fifteen (15) minutes prior to the scheduled start of the employee’s shift.

ARTICLE 12

JURY PAY

12.1 Employees summoned to serve on jury duty in State or Federal courts will be granted time off

(up to five (5) days) upon presentation of an order requiring such duty to the Project Manager. The

Company agrees to pay the employee the difference, if any, between the amounts received from the court for jury duty and the amount he would have received had he been at work. Notice of jury duty must be given to the Company upon receipt of a jury summons, and proof of such service must be submitted to the satisfaction of the Company before this Article shall apply.

ARTICLE 13

SAFETY AND HEALTH

13.1 Health and Safety. The company will make reasonable provisions for the safety and health of employees. The Union shall have the right to confer with the company on matters pertaining to safety of the employees.

13.2 Personal Protective Equipment (PPE). Safety devices and all Personal Protective Equipment shall be furnished at no cost to the employee if required by the Company or law. The Company will annually reimburse, with a receipt, each employee up to $150.00 annually for the cost of Safety shoes/boots.

13.3 The Shop Stewards and the local Project Manager will work together to recommend clothing listed in Article 13.3 to the Corporate office for consideration and purchase.

The coat will be of sufficient quality to protect the employees from prolonged exposure to cold temperatures.

The Union agrees that if an item is still serviceable and in general good repair that a replacement is not necessary every year. Serviceable in this case is defined as acceptable to most reasonable people and without major damage such as rips, tears, burns, stains and holes.

The cold weather gear, (i.e. coats and coveralls), will be available to the employees no later than 15

September.

The Company will provide the following annually at no cost to each employee: Uniforms (6 sets) consisting of shirts; 2 sets of coveralls; work gloves; rain suit; hats (2 each) and 1 coat. These Uniforms will be worn when working at the MMAC.

13.4 The Company will reimburse $150.00 of the cost for prescription safety glasses (lenses and frames), not to exceed one pair per year, to those employees that have been prescribed corrective lenses, which meets the ANSI standard.

13.5 Hearing. If a hearing test is required it will be conducted annually. A copy of all hearing tests will be kept in the employees’ Safety Office file and will be available upon request by the employee.

ARTICLE 14

WAIVERS

14.1 The waiver of any breach or condition of this agreement by either party shall not constitute a precedent for any further waiver of such breach or condition.

ARTICLE 15

BULLETIN BOARDS

15.1 The Company agrees to provide a reasonable number of bulletin boards for the posting of legitimate Union notices pertinent to the Union at the facility. Only notices concerning Union meetings, Union elections, results of Union elections and news pertinent to Union employees will be posted.

ARTICLE 16

HEALTH & WELFARE BENEFITS

16.1 All employees will be offered participation in the CTR Management Group & RIVA Solutions, Inc., Healthcare and Benefit Plans (Medical, Dental, Life/AD&D Long Term Disability and Vision).

Optional and Supplemental Insurance coverage’s (Short Term Disability, Personal Accident, and Optional

Life) will be made available for the employees and their dependents, when applicable. Effective April 1, 2015 the Company will provide each covered full-time employee with the amount of the Health and

Welfare Benefit Credits specified below. Employees may use their Health and Welfare Benefit credits toward payment of chosen plan coverage for themselves and eligible dependents. Any coverage costs in excess of the Company provided credits will be paid by the Employees via pre-tax payroll deductions, when applicable. Any excess credits will be paid directly to the Employee. Such payment will be added to the paycheck and reflect the amount of excess. Employees who “Opt out” of the Company

Healthcare and Benefits Plans will have the payment added directly to their paycheck. Each employee will purchase and be able to demonstrate coverage IAW Federal law.

April 1, 2014 April 1, 2015 April 1, 2016 April 1, 2017

$4.61 $4.77 $4.94 $5.11

The Company agrees that the Health and Welfare benefits will be paid to all employees for all hours up to 40 in pay status.

16.2 An employee on an authorized leave of absence or layoff may continue health and welfare benefits for themselves and their dependents for up to (12) twelve months, provided they pay the amount in effect at the time directly to CTR Management Group & RIVA Solutions, Inc. The employee will be billed for their share of the cost.

ARTICLE 17

GENERAL

17.1 Supervisory employees in job classifications not covered by this Agreement shall not routinely perform work normally performed by employees in the bargaining unit, to the extent that it would displace a bargaining unit employee.

17.2 The Company will make a copy of this agreement, available within sixty (60) days after execution of signatures, and a copy of the Benefit Summary, which will be provided in writing or electronically within one hundred-twenty (120) days, to all employees, including new hires, after the agreement is signed.

17.3 An employee injured on the job, who is taken off the job for treatment will receive pay for the remainder of his/her scheduled work day. Emergency transportation will be provided in the event the nature of the injury warrants.

17.4 Employees shall dress, and maintain a personal appearance and hygiene consistent with their position and job description.

17.5 Report in Pay. Unless previously notified not to report to work, an employee who reports for work at the regular starting time shall be guaranteed four (4) hours work or four (4) hours pay at his regular rate. An employee who is called out to work shall be guaranteed four (4) hours of work or four

(4) hours of pay at the appropriate rate of pay. Time starts when the employee clocks-in/logs-in.

17.6 In the event the contract is awarded to another contractor, it is expressly agreed that no incumbent employee will be placed on; nor considered a probationary employee by the successor contractor. All incumbent employees currently on a probationary period will be authorized to complete their probationary period per Article 4 Seniority Section 4.2 and all time already completed on probation with the predecessor will be counted towards the total of one hundred twenty days

(120) calendar days.

ARTICLE 18

UNION REPRESENTATION

18.1 The Company agrees to one primary (1) Shop Steward and one (1) alternate Shop Steward.

Compensation will be paid for reasonable time spent discussing or investigating grievances during normal work schedules.

18.2 Within fifteen (15) days after the effective date of this agreement the Union shall furnish to the

Project Manager a written list containing the names of the Union's Secretary Treasurer and Shop

Stewards. Thereafter, the Union shall notify the Project Manager or his/her designee promptly in writing of any changes. The Company shall not be obligated to recognize or deal with any person acting as Secretary Treasurer or Shop Steward until the Company receives written notification from the Union.

All such notifications shall be on the official stationery of the Union. After notification is given as herein provided, the Company shall give immediate recognition.

ARTICLE 19

WAGES

19.1 The following wage rates will apply during the term of this agreement.

Job Classification Current

Rate of

Pay

Rate of Pay effective

1 April, 2015

Rate of Pay effective

1 April, 2016

Rate of Pay effective

1 April, 2017

General Clerk III, Lead $21.73 $22.38 $23.05 $23.74

Computer Operator II $19.08 $19.65 $20.24 $20.85

Computer Operator I $17.15 $17.66 $18.19 $18.74

Warehouse Worker $18.46 $19.01 $19.58 $20.17

Warehouse Worker, Lead $20.69 $21.31 $21.95 $22.61

Driver/Courier $16.03 $16.51 $17.01 $17.52

All economic increases in this Agreement shall be effective as follows: April 1, 2015 and each April

1st through the life of this Agreement.

19.2 Temporary transfer may be made without change in job classification and for a maximum of ten (10) consecutive work days unless extended by mutual agreement of the Company and the Union.

19.3 When the employee is assigned to a higher classification for eight (8) hours or more, he/she shall receive the higher rate of pay, when authorized, and the employee has submitted the required paperwork with their current time sheet. Any employee who is assigned by Management to “fill-in” for the designated “Lead” will receive the “Lead” differential for all hours in pay status during the performance of the “Lead” duties.

19.4 The Company will pay for all required licenses renewals and certifications renewals.

Reimbursement will be paid upon delivery of receipts to the Company.

19.5 The “Lead” Classifications receive a $0.75 per hour differential in addition to their regular rate of pay for all hours in pay status.

ARTICLE 20

SAVINGS AND INVESTMENT PLAN

20.1 401(k). Bargaining unit employees may participate in the Company’s 401(k) Savings Plan as described in the Plan Documents and Rules, on a voluntary basis. The Company will annually contribute up to 3% as matching contributions to the Plan on behalf of employees covered by this Agreement.

ARTICLE 21

DURATION

21.1 This agreement shall be effective from March 1, 2015 February 1, 2018 and shall automatically renew itself from year to year thereafter unless written notice of desire to terminate is given by either party to the other at least 60 days prior to February 1, 2018, or at least 60 days prior to any annual expiration date thereafter, in which event it shall terminate at midnight on 1 February, 2018 or on midnight of such annual expiration date.

For the Union For the Company

Tony L. Bennett Carlo Mafori District Lodge 171 President / CEO

IAM&AW CTRMG

Rick Boardman Naveen Krishnamurthy District Lodge 171 President / CEO IAM&AW RIVA Solutions, Inc.

Michael Lindsay Committeeman

APPENDIX A

MACHINISTS CUSTOM CHOICE WORKSITE BENEFITS PROGRAM

It is understood and agreed between the parties that the Machinists Custom Choice Worksite Benefits Program of supplemental insurance benefits will be offered to employees in the bargaining unit through their designated agent, Employee Benefit Systems, Inc. (EBS). Members of the bargaining unit will be given an opportunity to spend up to fifteen minutes with an EBS Counselor at the worksite during normal working hours, once per year. The Company reserves the right to coordinate the schedule with EBS to prevent conflict with mission requirements.

The Company will honor payroll deduction requests and remit deductions to the underwriting insurance Company designated by EBS on a schedule, which is mutually agreed to by the Company and EBS. The Union will defend, save, and hold harmless and indemnify the Company from any and all claims, demands, suits or any other forms of liability that shall arise out of the execution of this letter by the Company.