East WA North ID CBA between Inland Northwest AGC and Western States Regional Council of Carpenters.pdf

EASTERN WASHINGTON

NORTHERN IDAHO

AREA COLLECTIVE BARGAINING

AGREEMENT

Between

THE INLAND NORTHWEST AGC

(a Chapter of the Associated General Contractors of America, Inc) and

THE WESTERN STATES REGIONAL COUNCIL OF

CARPENTERS

(Carpenters – Millwrights – Pile Drivers)

Effective 6-1-2025 to 5-31-2028

Docusign Envelope ID: B90ED6C6-1B42-4197-8705-D48CF03CEFDF

2025-2028 Eastern Washington Northern Idaho Area Collective Bargaining Agreement

TABLE OF CONTENTS

Article Title Page

Preamble 2

1 Purposes 2

2 Parties 2

3 Management’s Rights 2

4 No Strikes – No Lockouts 3

5 Territory Covered 3

6 Union Security 3

7 Scope of Agreement/Craft Jurisdiction 3

8 Subcontracting 4

9 Hours of Work-Shift-Overtime 4

10 Lunch and Rest Periods 6

11 Holidays 7

12 Pay Day 7

13 Union Representatives & Job Stewards 8

14 Settlement of Disputes and Grievances 8

15 Jurisdictional Disputes 9

16 Health, Safety and Accident Prevention 10

17 Show Up – Standby & Call Back 11

18 Equal Employment Opportunity 12

19 Savings Clause 12

20 Public Works Projects 12

21 Special Conditions 13

22 Craft Schedules 13

23 Effective Date and Duration 14

24 Substance Abuse Policy 14

25 Labor and Management Committee 14

26 Light Duty Return to Work 15

Schedule A-I 17

Schedule A-II – Trustee Qualification Criteria 21

Schedule B-Carpenters Hiring Hall Procedures 25

Schedule C – Carpenters Work Rules 28

Apprenticeship and Training 29

Clarifying Attachment 31

Schedule A-III Diving Agreement 33

Schedule A-IV Millwright Agreement 43

PREAMBLE

THIS AGREEMENT is a Successive Principle Agreement to the Eastern Washington and Northern Idaho Carpenters 2022 – 2025 Agreement and all other prior Agreements thereto by and between the above-named parties (or their predecessor organizations).

This is an Area Collective Bargaining Agreement between the Inland Northwest AGC (a Chapter of the Associated General Contractors of America, Inc.) (referred to as the "Employer"), and the Western States Regional Council of Carpenters and Local Unions of the United Brotherhood of Carpenters and Joiners of America, (referred to as the "Union"), and shall constitute an Agreement between the parties hereto for the work, conditions and wage rates provided for herein the territory of Eastern Washington and Northern Idaho.

ARTICLE I

PURPOSES

1.1 The purposes of this Agreement are to promote the settlement of labor disagreements by conference, to prevent strikes and lockouts, to stabilize conditions in Highway, Heavy and Building construction work in the area affected by this Agreement, to prevent avoidable delays and expenses, generally to encourage a spirit of helpful cooperation between the Employer and the Employee Groups to their mutual advantage.

1.2 The person signing this Agreement on behalf of each Employer warrants and guarantees his authority to act for and bind such Employer. Each person signing this Agreement on behalf of the Union warrants and guarantees his authority to act for, bind, and collectively bargain for and on behalf of the Union.

ARTICLE 2

PARTIES

2.1 This Agreement shall apply to all Building, Heavy, Highway Construction (except residential construction) coming within the recognized jurisdiction of the Western States Regional Council of Carpenters of the United Brotherhood of Carpenters and Joiners of America, and the signatory Local Unions, and individual members thereof, except that it shall not apply to Superintendents, Master Mechanics, Civil Engineers, Timekeepers, Messengers, Guards, Confidential Employees, Clerks or other office employees.

2.2 The Union is recognized as the sole bargaining agent for employees covered by this Agreement.

ARTICLE 3

MANAGEMENT'S RIGHTS

3.1 The Employers retain full and exclusive authority for the management of their operations. The

Employers shall direct their working forces at their sole prerogative, which includes but is not limited to hiring, promotion, transfer, layoff or discharge. No rules, customs, or practices, shall be permitted or observed which limit or restrict production, or limit or restrict the working efforts of employees. The Employers shall utilize the most efficient methods or techniques of construction, tools, or other labor-saving devices. There shall be no limitations upon the choice of materials or design. The Employers shall schedule work, and shall determine when overtime will be worked, and the number of employees to be utilized.

3.2 The foregoing enumeration of management rights shall not be deemed to exclude other functions not specifically set forth. The Employers, therefore, retain all legal rights not specifically covered by this Agreement.

ARTICLE 4

NO STRIKES - NO LOCKOUTS

4.1 It is mutually agreed that there shall be no authorized strikes, lockouts, or other slowdowns or cessation of work by either party on account of any labor differences pending the full utilization of the grievance procedure set up in Article 14, provided that employees covered by this Agreement shall not be expected to pass through a duly authorized picket line.

ARTICLE 5

TERRITORY COVERED

5.1 This Agreement shall cover all Highway, Heavy and Building Construction work in the following counties or parts of Counties East of the 120th Meridian: Adams, Asotin, Benton, Chelan, Columbia, Douglas, Ferry, Franklin, Garfield, Grant (including area west of the 120th meridian) Kittitas, Lincoln, Okanogan, Pend Oreille, Spokane, Stevens, Walla Walla, Whitman, and Yakima, in the State of Washington; and Benewah, Bonner, Boundary, Clearwater, Kootenai, Latah, Lewis, Nez Perce, Shoshone, and north of the 46th parallel of Idaho County in the State of Idaho.

ARTICLE 6

UNION SECURITY

6.1 All employees covered by this Agreement and coming under the jurisdiction of the Union, as set forth in

Article 2 shall, as a condition of employment, become members of the appropriate Local Union within eight (8) days following the date of their employment, and shall remain Members in good standing during the term of this Agreement. "Good standing" for the purpose of this Agreement is interpreted to mean all employees shall maintain their Membership with the current month's dues paid in their Local Union.

When an employee fails to tender to their Local Union such initiation fees or periodic union dues as are required for good standing membership, the Employer will, upon written request from the Union, dismiss the employee at the close of the shift.

6.2 Union Security, shall not be applicable on work within the state of Idaho until the repeal or modification of the Idaho Right-to-Work law enabling the legal implementation of the clause, at which time the clause shall automatically become applicable to work performed within the state of Idaho.

ARTICLE 7

SCOPE OF AGREEMENT/CRAFT JURISDICTION

7.1 Scope of Work Language. The parties acknowledge that they have been unable to reach agreement on the scope of work language. To resolve this issue, the parties agree to meet monthly via Zoom or another mutually agreed-upon virtual platform for the purpose of finalizing the scope of work language.

Any scope of work language agreed upon by the parties shall be deemed incorporated into this Agreement, shall apply retroactively to the effective date of this Agreement, and shall remain in effect for the full term of the Agreement unless otherwise modified by mutual written agreement of the parties.

ARTICLE 8

SUBCONTRACTING

8.1 If a contractor bound by this Agreement contracts or subcontracts any work covered by this Agreement to be done at the job site of the construction, alteration, or repair of a building, structure, or other work to any person or proprietor who is not a signatory to this Agreement, the Employer shall require such subcontractor to be bound to all the provisions of the Agreement, such contractor shall maintain daily records of the subcontractor’s employees' job site hours, and be liable for the payment of these employees' wages, travel, Health & Security, Retirement, and Apprenticeship and Training contributions (or differential) in accordance with this Agreement.

8.2 In the areas of drywall, acoustical, wood framing, and insulation, if the Employer is unable to find qualified Union subcontractors, Article 8 will be waived by mutual agreement after review of the bids by the Union under the following conditions:

8.2.1 If the contractor receives three (3) union subcontractor bids on any one segment of work (drywall, acoustical, wood framing, and insulation) referenced above, the contractor will select and use one of the union subcontractors.

8.2.2 If three (3) union subcontractor bids are not received on any segment of work (drywall, acoustical, wood framing, and insulation) referenced above, then the Employer may use the non-signatory subcontractor provided the non-signatory subcontractor's bid is more than 5% lower than the lowest Union subcontractor bid; this bid may be used by the Employer, provided the non-signatory subcontractor is an established licensed contractor who has operated within the territory of the Agreement.

8.3 Exemptions beyond these areas as referenced in Section 8.2 must be agreed to by the Union prior to the start of work.

8.4 Whenever the Employer is obligated to satisfy MBE-WBE or other governmental subcontracting requirements, the Union and the Employer will agree to waive this provision in the event an Employer and Union are unable to find qualified Union subcontractors prior to the bid opening. This provision shall not be implemented with any intent other than to meet governmental subcontracting requirements.

8.5 It is understood that this Article applies only to work jurisdiction claimed by the United Brotherhood of Carpenters and Joiners of America.

ARTICLE 9

HOURS OF WORK - SHIFTS - OVERTIME

9.1 The work week will start with the first shift on Monday and conclude with the third shift on Friday. Eight

(8) hours per day shall constitute a standard workday between the hours of 6:00 a.m. and 6:00 p.m.

with a one-half (½) hour unpaid lunch period. Hours of work may be changed by the Employer with twenty-four (24) hour prior notification to the Union. Forty (40) hours per week, Monday through Friday, shall constitute a regular work week.

9.2 Employees will be at their place of work, ready for work, at the start of the shift. The place of work shall be defined as the gang or toolbox or equipment at the employee's assigned work location. Dry and/or lunch shacks (for clarification, see SCHEDULE “C” Carpenters Work Rules) and/or check-in locations shall be placed as near the gang box or work location as possible. Crews on shift will be given adequate time to gather up their tools before quitting time. Employees being terminated or laid off shall be given adequate time to collect tools and belongings prior to the end of the shift. On jobs where the Employer or owner prohibits private vehicles beyond a designated area, the Employer will furnish a man haul or permit the employees sufficient time to walk to the parking lot by quitting time.

9.3 Work performed in excess of eight (8) hours per day Monday through Friday, or outside the normal shift, and all work on Saturdays shall be paid at one and one-half (1 ½) the straight time rate. All work performed on Sundays and Holidays and after twelve (12) hours per day shall be paid at double (2) the straight time rate of pay. In no case shall overtime pay exceed double the straight time rate of pay. The Employer shall have the sole discretion to assign overtime work to employees with consideration of retention of the Job Steward (See Article 13).

9.4 Shifts may be established when considered necessary by the Employer. Shift hours and rates will be as follows:

9.4.1 Two Daylight Shift Operations: On a two consecutive shift operation, no shift differential is involved for work performed on either of these two shifts. Each shift must be scheduled for at least eight (8) hours except as provided for in Section 1 of this Article. On a two-shift operation, the second shift shall be established for a minimum of three (3) days. Once the starting times are established for the two-shift operation, they shall not be changed except upon three (3) days' notice to the Union.

9.4.2 Three Shift Operation: On a three-shift operation, the following shall apply:

FIRST SHIFT: The regular hours of work on the first shift of multiple shift operations shall be eight (8) hours of continuous employment except for the lunch period at mid-shift, between the hours of 6:00 a.m. and 6:00 p.m.

SECOND SHIFT: The second shift shall be seven and one-half (7 ½) hours of continuous employment except for the lunch period at mid-shift, and shall be paid for eight (8) hours at the straight-time hourly rate.

THIRD SHIFT: The third shift shall consist of seven (7) consecutive hours of employment, except for the lunch period at mid-shift, between the hours of 12:30 a.m. and 8:00 a.m., and shall be paid for eight (8) hours at the straight-time hourly rate.

9.4.3 SPECIAL SHIFTS: When due to conditions beyond the control of the Employer, or when contract specifications require that work can only be performed outside the regular day shift, then by mutual agreement a special shift may be worked at the straight-time rate, eight (8) hours work for eight (8) hours pay. The starting time shall be arranged to fit such conditions of work.

If employees are called back to the job without receiving an eight (8) hour break between shifts, they shall continue at the applicable overtime rate.

A Special Shift Premium for prevailed work in Washington is a basic hourly rate plus $2.00 per hour. When due to conditions beyond the control of the Employer or when an owner (not acting as the contractor), a government agency, or the contract specifications require that more than four (4) hours of the special shift can only be performed outside the normal 6 AM

– 6 PM shift, then the special shift premium will be applied to the basic straight time for the entire shift. When an Employee works on a special shift, they shall be paid the special shift premium for each hour worked unless they are in overtime or double-time status.

9.5 Option for 4-Ten Hour Shift:

The Employer may, at his option, establish a first and/or second shift consisting of ten (10) hours of work, exclusive of a one-half (½) hour non-paid lunch period per day, that shall constitute a normal forty

(40) hour work week, provided that it does not conflict with Federal, State or local regulations or laws.

The Employer can change from a 5-eight to a 4-ten hour schedule or back to the other, subject to the limitations that it will give the Union at least three (3) calendar days' notice of such change and maintain such shift for a minimum of one (1) work week. All hours of work on these shifts shall be paid for at the basic straight-time hourly wage and fringe rate, overtime will apply after ten (10) hours. No ten-hour second shift may be established without a preceding ten-hour first shift. (Also see Article 17)

9.6 In the event the job is down for any reason beyond the Employer's control, including holidays as defined by Article 11, then Friday may, at the option of the Employer, be worked as a voluntary make-up (no employee shall be terminated for refusal to work a make-up day).

9.7 Weekend Shutdowns:

Where the work is started and completed within a period between 12:00 p.m. Friday night and 8:00 a.m.

the following Monday morning, all work will be performed at the time and one-half (1½) the applicable rate.

9.8 On a project working a makeup day, if one (1) carpenter is paid overtime, all affected Carpenters will be paid the applicable overtime rate.

ARTICLE 10

LUNCH AND REST PERIODS

10.1 Employees shall not be required to work more than five (5) hours from the start of their shift without a one-half (½) hour (nor more than one (1) hour) break for lunch. This period shall not begin earlier than three and one-half (3 ½) hours after the start of the shift and shall not begin later than five (5) hours after the start of the shift. If they are required to work past this time and they are denied the time to eat, they shall be paid at the applicable overtime rate until such time as they are allowed to eat their lunch. If not allowed to eat lunch, employees will be paid an additional one-half (½) hour of overtime. Employees required to work more than two (2) hours after the end of the regular shift shall be allowed to at least one-half (½) hour meal period which shall be considered as time worked, and if it is impractical for the employees to leave the job, they shall be provided a lunch by the Employer.

10.2 Employee's lunch period may be staggered during the period of three and one-half (3 ½) to five (5) hours from the start of the shift to cover necessary work of a continuous nature.

10.3 Employees shall be allowed a rest period of not less than 10 minutes, on the Employer’s time, for each four (4) hours of working time. Rest periods shall be scheduled as near as possible to the midpoint of the work period. No employee shall be required to work more than three (3) hours without a rest period.

The rest period may be taken at the workstation when reasonable. Where the nature of the work allows employees to take intermittent rest periods equivalent to ten minutes for every 4 hours worked, scheduled rest periods are not required. A rest period means to stop work duties, exertions, or activities for personal rest and rejuvenation.

It will be the responsibility of each employee to take rest periods. If an employee does not take a rest period, then the employee must notify his/her supervisor and a rest period will be provided.

Shift length Rest breaks Meal breaks

2 hours or less 0 0

2 hours 1 min – 4 hours 1 0

4 hours 1 min – 6 hours 1 1

6 hours 1 min – 10 hours 2 1

10 hours 1 min – 12 hours 3 2

ARTICLE 11

HOLIDAYS

11.1 The following seven (7) days shall constitute the recognized holidays within the terms of this Agreement.

If any of the following holidays fall on a Sunday, Monday will be observed as the holiday. If any holiday falls on a Saturday, the preceding Friday shall be observed as a holiday. The holiday shall be the twenty-four

(24) hour period commencing with the established starting time of the day shift on the day of the holiday.

New Year’s Day Thanksgiving Day

Memorial Day Friday after Thanksgiving

Independence Day Christmas Day

Labor Day

11.2 No work shall be performed on Labor Day except to save life or property.

ARTICLE 12

PAY DAY

12.1 Schedule: Employees shall be paid in full once each week (on the same day), but in no event shall more than five (5) days (Saturday, Sunday, and Holidays excluded) wages be withheld. If the regular payday falls on a Holiday, the employees shall be paid on the last regular workday before the holiday.

12.2 Methods: At the election of the Employer one of the following options of payment will be utilized:

1. By negotiable check made on a local bank, paid at job site, or

2. Direct deposit in employee’s bank account

3. By mail (at election of employee in writing). If paid by mail, check shall be postmarked not later than the established payday.

12.3 Documentation: The Employer shall furnish to each employee at the time of payment of wages an itemized statement showing the pay basis (i.e., hours or days worked), rate or rates of pay, gross wages, and all deductions for that pay period. In addition, the name, address, and phone number of the Employer shall be indicated. At the option of the employer, documentation may be provided by email.

12.4 Adjustments: No adjustment of disputed pay will be made unless the worker or the Union shall make a claim in writing to the Employer's representative fifteen (15) days from the pay period in question.

12.5 Penalty: If the payment is not made expressly as provided herein, then the employee shall be paid two

(2) hours pay at the appropriate hourly wage rate for each twenty-four (24) hour period thereafter until payment is made. In the case of payment by mail, the postmark on the envelope will serve as the cutoff for any penalty. Said check shall be mailed to an address of the employee’s choice. In the case of direct deposit to an employee’s bank account, the employer’s bank statement Electronic Fund Transfer (EFT) effective date shall serve as the cutoff for any penalty.

12.6 Non-Sufficient Funds: In the event an employee receives a non-sufficient funds (NSF) check, the payment shall be by money order or certified check with an additional eight (8) hours of wages and benefits for each day full payment isn’t received by the affected member. In addition, any documented bank fees or charges incurred by the employee as a result of receiving an NSF check payment will be reimbursed to the affected employee. If requested, a letter of explanation will be sent to the employee’s bank and any creditors that may have been affected. If an employee receives an NSF check for the second time in any four (4) week period, the make-up check and all subsequent payments shall be by money order or certified check.

12.7 If an employee is laid-off outside normal office hours, payment shall be made within twenty-four (24) hours (Saturdays, Sundays, and Holidays excepted). Payment, by employee’s choice, shall be made by regular mail or direct deposit.

SECTION 2. MID-PAY PERIOD EMPLOYMENT SEPARATION

12.8 An employee shall be paid in full when discharged during normal working hours. When employees are laid off or discharged, payment shall be made within twenty-four (24) hours (Saturday, Sunday, and Holidays excepted). In the event that payment is not made within twenty-four (24) hours (Saturday, Sunday, and Holidays excepted), he/she shall receive two (2) hours of pay at the applicable wage rate for each twenty-four (24) hour period thereafter until said check is mailed to an address of the employee's choice. The postmark on the envelope will serve as the cutoff for any penalty.

12.9 Discharge for Cause or Quit: Employees who are discharged for cause or quit shall be paid not later than the next regular pay period.

ARTICLE 13

UNION REPRESENTATIVES & JOB STEWARDS

13.1 The Authorized and Credentialed Representatives of the Union having jurisdiction over the work covered by this Agreement shall be allowed admission to any job at any time for the purpose of investigating conditions on the job; provided, however, that they shall give notice to the office or superintendent of the job.

13.2 The Union shall submit in writing to the Employer the names of its job Stewards, whenever possible, and such changes of job Stewards as may occur from time to time, and the Employer shall recognize such job stewards selected by the Union. Oral notification of Job Stewards will be acceptable whenever written notice is not practical.

13.3 Every job steward shall perform work for the Employer to the same extent as other employees; however, a Job Steward may take reasonable time off from his/her regular duties when an employee (or group of employees) desires to take up with the Job Steward any matter which is believed to be in violation of this Agreement. In such cases, before leaving his/her work area, the Job Steward shall inform his/her immediate supervisor where he/she wishes to go and shall secure permission to leave. The Steward shall also report back to the supervisor on his/her return.

13.4 When forces must be reduced, if all other considerations are equal, the Steward shall not be discharged except for just cause and shall remain on the job provided that there are at least four (4) Carpenters on the project. When a Job Steward must be laid off or discharged, the Union will be notified forty-eight (48) hours prior to such action. A Job Steward will be given a reasonable amount of time to take up his/her report once a week.

13.5 Each shift may have a Job Steward. No Job Steward shall be allowed to solicit Membership in his/her organization on the job during working hours. No Job Steward is authorized to collect any monies from any employee. No Job Steward will be discharged by the Employer because of his/her Union activities.

13.6 Stewards are not authorized to threaten, direct or cause a work stoppage or slowdown.

ARTICLE 14

SETTLEMENT OF DISPUTES & GRIEVANCES

14.1 It is mutually agreed that there shall be no authorized strikes, lockouts, or other slowdowns or cessation of work by either party on account of any labor differences pending the utilization of the grievance procedure as set forth below, provided that employees covered by this Agreement shall not be expected to pass through a duly authorized picket line.

14.2 STEP 1: In the event that a dispute arising on the job cannot be satisfactorily adjusted on the job between the representative of the Union involved and the Employer, the same shall promptly (not later than five

(5) working days), be referred to the Authorized Representative of the Union and the Employer or his/her authorized representative. Should they fail to effect a settlement:

STEP 2: They shall refer the matter to a Board of Conciliation within fifteen (15) working days of which Board shall consist of two (2) persons appointed by each party, and if these four (4) persons cannot effect a settlement within seven (7) days after the dispute has been referred to them:

14.3 STEP 3: An Arbitration Committee, consisting of one (1) representative of the company, one (1) representative of the Union and a third member to be chosen by these two (2). In the event the two (2) representatives designated by the parties shall be unable to agree upon the third member of the Arbitration Committee within ten (10) days, the Federal Conciliation Service, State Mediation or the American Arbitration Association shall be requested to submit a list of qualified and approved arbitrators, one of which shall be selected to act as a third member of the Committee, in accordance with the rules of the agency that submits the panel. This decision shall be final and binding upon the parties hereto.

Any decision rendered shall be within the scope of this Agreement and shall not change any of its terms or conditions. The arbitrators shall, in their decision, specify whether or not the decision is retroactive and the effective date thereof.

14.4 Failure of either party to select their representative for the purpose of arbitrating a dispute upon this section within thirty (30) days from the date such arbitration is requested shall result in the dispute being adjusted in favor of the complaining party.

14.5 Any mutual expense incurred in the process of arbitration shall be borne equally by the Employer and the Union.

14.6 It is further understood that the grievance procedure above set forth shall not be used for the purpose of arriving at an agreement to supersede this Agreement.

14.7 By mutual agreement the aforementioned time-frames in this article may be waived or extended.

14.8 Failure of an Employer to pay wage, travel, or other negotiated fringe payments as outlined in this Agreement is a violation of this Agreement and not subject to grievance procedure as outlined in this Article 14. In the event of violation and after seventy-two (72) hour notice to the Employer, the Union may take economic action against such Employer to collect such monies owed, including attorney fees, liquidated damages (not to exceed 10%) and audit fees.

ARTICLE 15

JURISDICTIONAL DISPUTES

15.1 The parties agree that there will be no cessation or stoppage of work because of jurisdictional disputes pending settlement by the following outlined procedures.

15.2 The Employer who has the responsibility for the performance and installation shall make a specific assignment of the work as follows:

15.3 Where a decision of record applies to the disputed work or where an agreement of record between the disputing trades applies to the disputed work, the Employer shall assign the work in accordance with such agreement or decision of record. Decisions of record are applicable to all trades. Agreements of record are applicable only to the parties signatory to such agreements. Where no decision or agreement applies to the work, the Employer shall assign the disputed work in accordance with the prevailing practice in the locality. The locality for the purpose of determining the prevailing practice shall be defined ordinarily to mean the geographical jurisdiction of the local Building and Construction Trades Council in which the project is located.

15.4 If the disputed work cannot be satisfactorily settled between the Local Unions and the Employer, the Local Unions shall promptly submit the dispute to the International Unions who shall meet with the Employer to review the issues and settle the dispute.

15.5 It will be a violation of the Agreement by the Employer or by the Union if the Employer or the Union fails to abide by the decision reached under this procedure or by an arbiter or decision of record.

15.6 Craft jurisdiction is neither determined nor awarded by classification and/or scope of work appearing in any Labor Agreement.

ARTICLE 16

HEALTH, SAFETY AND ACCIDENT PREVENTION

16.1 The Employer shall comply with the Safety Standards for construction work in the State of Washington and the Idaho Minimum Safety Standards and Practices for Building and Construction Industry and Federal Safety Standards as required by law in the appropriate areas affected by this Agreement. This Agreement is not intended to, nor shall it be construed as creating, recognizing, or imposing, on the Union or its agents, any common law duties in the areas of safety. All foremen and general foremen shall carry a current first aid card.

16.2 In the event of an injury requiring hospitalization to an employee, the Employer shall notify the proper Steward and Union of the injury as soon as possible. Industrial reports received by the Employer are to be signed and processed immediately by the Employer.

16.3 Clean, cold, fresh drinking water and sanitary, disposable cups shall be kept in close proximity to the workers at all times. Ice to be furnished during hot weather upon request of the Business Representative.

16.4 Toilets, urinals, or latrines in clean and sanitary conditions shall be provided on all jobs according to State and Federal requirements.

16.5 To improve the general safety conditions on the job, the Employer will furnish clean and sanitary items of safety equipment and may require the employee drawing such equipment, to sign an authorization permitting a deduction as a deposit against the return of the equipment.

16.6 Rubber gear other than to normally turn foul weather and welding or burning protective equipment such as hoods, goggles, lens, leather welding gloves, and jackets, etc., shall be supplied on all jobs where needed, in suitable conditions and sizes to each worker. These may be charged to the worker who is to guarantee their return, regardless of condition. In case of intentional destruction, it will be charged to the employee.

16.7 HAZARDOUS MATERIALS:

Employers agree to abide, where applicable, by the most stringent provisions of the following regulations as they may pertain to a particular contract:

1) Federal Regulations

2) State Regulations

3) DOE Regulations in the area of the particular project.

4) Regulations of any other nuclear energy plant owner from whom the employer holds a construction contract.

Employers agree to plan work for the most even distribution of radiation/hazardous material exposure amongst the employees consistent with efficient utilization of the workforce.

16.8 HAZ-MAT MATERIALS:

Anyone working on a HAZMAT job (task), where HAZMAT certification is required, shall be compensated at a premium, in addition to the classification the person is working in as follows:

LEVEL D: + $.25 PER HOUR

Footnote: This is the lowest level of protection. No respirator is used and skin protection is minimal.

LEVEL C: + $.50 PER HOUR

Footnote: This level uses an air-purifying respirator or additional protective clothing.

LEVEL B: + $.75 PER HOUR

Footnote: Uses the same respirator protection as Level A. Supplied air line is provided in conjunction with a chemical "splash suit."

LEVEL A: + $1.00 PER HOUR

Footnote: This level utilizes a fully encapsulated suit with a self-contained breathing apparatus or a supplied air line.

Where employees are required to wear glasses, the company shall furnish the required masked glasses.

Employees shall be paid HAZ-MAT pay in increments of four (4) and eight (8) hours.

ARTICLE 17

SHOW UP - STANDBY & CALL BACK

17.1 In the case of a work shutdown caused by inclement weather, the Employer shall be diligent in attempting to notify the employee by phone or other means as is practical. A prudent attempt at notification will relieve the Employer of his/her obligation under Article 17.2.

17.2 Employees who have not been given notice not to report to work at least two (2) hours prior to the normal starting time of their shift who report for work shall receive:

Inside the 20-mile Radius Zone*: One (1) hour reporting pay

Outside the -20-mile Radius Zone*: Two (2) hours reporting pay

*See Dispatch Point & Zone Centers section in Schedule A-I attached hereto.

17.3 Employees prevented from completing the shift due to inclement weather or other reasons outside the employer’s control, after the one (1) hour minimum shall be paid for actual time worked and applicable fringes.

17.4 An employee prevented from completing the shift due to causes other than weather and equipment breakdown shall receive the following show-up pay: On eight (8) hour shift schedules after the one (1) hour or two (2) hour minimum an employee who works more than one (1) but less than two (2) hours shall receive two (2) hours pay; an employee works more than two (2) hours but less than four (4) hours shall receive four (4) hours pay; an employee who works more than four (4) hours shall receive actual time worked at the applicable straight time and overtime rates plus all other applicable compensation.

On ten (10) hour shift schedules after the one (1) hour minimum or the two (2) hour minimum an employee who works more than (1) but less than five (5) hours shall receive five (5) hours of pay; an employee who works in excess of five (5) hours shall receive actual time worked.

17.5 If an employee leaves of his/her own volition, he/she shall be paid for actual time worked at applicable straight and overtime rates.

17.6 EMERGENCY CALL OUT:

In the event, an employee has left the project and is called back to perform overtime work after his/her shift, or on Saturday, Sunday or holidays, such employee shall be paid a minimum of four (4) hours at the applicable overtime rate, applicable allowances and fringe benefits. All call out work over four (4) hours shall be paid for actual time worked, but at no time will an employee be required to work more than five (5) hours without an opportunity to eat lunch (lunch period provision to apply - Article 10).

ARTICLE 18

EQUAL EMPLOYMENT OPPORTUNITY

18.1 The parties to this Agreement acknowledge and agree to comply with the requirements of Federal and

State laws, Executive Orders, and other rules and regulations governing civil rights to insure that there shall be no discrimination in employment against any employee or applicant for employment because of age, race, color, religion, sex, or national origin.

18.2 The parties hereto recognize that the Employers compliance with project specifications is of paramount importance. It is mutually agreed, therefore, by the parties to this Agreement that provisions of this Agreement will be interpreted, applied, and enforced in a manner that will serve to assure compliance with project specifications as they relate to recruiting, training, and hiring.

ARTICLE 19

SAVINGS CLAUSE

19.1 If any provision of this Agreement or the application of such provisions shall, in any court or government action, be held invalid, the remaining provisions and the application shall not be affected. And provided further, that the parties shall immediately proceed to negotiate a valid provision, and Article 15 shall not apply to this Article.

19.2 The Employer and the Union may enter into Addendums covering work performed on Indian lands and under the control of Tribal Councils.

ARTICLE 20

PUBLIC WORKS PROJECTS

WASHINGTON AND IDAHO STATE

Public Works Projects - Davis Bacon Act & Related Statutes

20.1 In the event the Employer bids a public job or project being awarded by a Federal, State, County, City or other public entity which is to be performed at a pre-determined and/or prevailing wage rate established pursuant to the provisions of the Davis-Bacon Act (Public Law 74-403 (8/30/35) as amended 3/23/41 and 7/2/64 (40USC 276A as amended)) or established by the Industrial Commission of Washington pursuant to the provisions of Title 39 RCW (39.12) prevailing wages on public works - Washington State, Prevailing Wage on Public Works, the published hourly wage including fringe benefits (excluding Health and Security) set forth in said public award in effect at the time of bid shall apply for the first twenty-four (24) months from initial notice to proceed for work covered under the Employer’s contract with the owner.

Upon written request, the Employer will provide a copy of the notice to proceed to the Regional Council Representative. The fringe benefit contribution rates shall be those as established by the Master Agreement. In the event a Health and Security contribution rate increase exceeds forty (40) cents per hour, any additional amount will be deducted from the employee’s wage rate. Notwithstanding the above, the project agreements may be mutually agreed upon to allow use of the pre-determined wage for the duration of a project to exceed twenty-four (24) months.

20.2 In the event the specifications include an escalator provision covering wages, such amount will be included as an increase to wages to the extent that the Employer may recover in the escalator claim.

20.3 The Employer will, when requested in writing, supply accurate and reliable information on company stationery that will assist the Union in establishing the correct Davis-Bacon rates when responding to DOL requests for prevailing wage data.

ARTICLE 21

SPECIAL CONDITIONS

21.1 Both parties recognize that there may be extenuating circumstances when it is to the mutual interest of both parties to modify the terms of this Agreement. In that event, it will not be a violation of this Agreement for the parties to meet and mutually agree to make such modifications to meet a specific need on a specific project.

21.2 In order to maximize the effect of this provision, all crafts will be requested to act uniformly. The general contractor shall request his/her subcontractors to comply with any modifications granted under this provision.

21.3 Whenever non-Union contractors are present on a bid list or negotiating for a job, this Article may be implemented upon request. Where no union bidders are present on a bid list, the Union will request union contractors to bid that work whenever possible. This Article will be denied to any non-signatory contractor or any double-breasted contractor. Any decisions concerning Special Conditions of this Agreement shall be final and binding on all parties. The Union shall establish a Work Preservation Committee (“WPC”) to review any requests for variance from this Agreement in order to assure that signatory contractors and their union employees remain competitive in the relevant labor market. The goal is to have a flexible working structure for the WPC to allow it to quickly respond to needed changes in the marketplace. The WPC will give signatory contractors the tools they need to obtain work in geographical areas or in particular segments of the construction industry where they have not been able to successfully compete. For the contractor this tool will be used aggressively to increase work opportunities for union contractors and union members. WPC procedures shall be distributed to all signatory contractors requesting work preservation. The decisions of the WPC will be discussed during Inland Northwest AGC Labor Management Committee meetings.

ARTICLE 22

CRAFT SCHEDULES

22.1 The classifications for employees, wage rates, effective dates, health and security, pensions, training and other benefits funds, and other considerations of employment, shall be as provided in the separate schedules attached hereto and made a part of this Agreement.

22.2 An individual retirement plan, such as a 401K, 401A, or an annuity program, may be established by the Union, with the agreement of the Employer on an individual employee basis. Such a program shall be at no cost to the Employer. The plan participants will be responsible for all costs associated with the plan.

ARTICLE 23

EFFECTIVE DATE AND DURATION

23.1 This Successive Principle Agreement shall become effective as provided in this Article when signed by the Inland Northwest AGC and the Western States Regional Council of Carpenters of the United Brotherhood of Carpenters and Joiners of America.

23.2 All workers covered by this Agreement shall be classified and paid in accordance with the classifications and wage rates as set forth in the Schedules (including the Union’s Wage and Benefit Schedule) attached hereto or incorporated by reference, and hereby made a part of this Agreement, and no other classifications or wage rates shall be recognized unless this Agreement shall be modified as provided for in the Schedules of this Agreement.

23.3 This amended Agreement shall become effective upon all work June 1, 2025, and shall remain in full force and effect until May 31, 2028, and from year to year thereafter unless notice is given in writing by the Union or the Employer to the other party.

23.4 Except by mutual written agreement, termination of this Agreement or any annual contract effectuated through automatic renewal, must, to the exclusion of all other methods be perfected by giving written "Notice of Termination" not later than sixty (60) days nor more than ninety (90) days prior to the expiration date, whereupon the contract shall, on its expiration date, terminate. Effective termination eliminates automatic renewal. The parties shall begin negotiations within thirty (30) days after receipt of any notice.

23.5 Any "Notice of Opening" or "Notice of Termination" given within sixty (60) days of any expiration date shall be absolutely null and void and completely ineffective for all purposes.

ARTICLE 24

SUBSTANCE ABUSE POLICY

24.1 SUBSTANCE ABUSE POLICY

Labor and Management are committed to providing employees with a drug-free and alcohol-free workplace.

It is the goal to protect the health and safety of employees and to promote a productive workplace, and protect the reputation of Labor and Management and the employees.

Consistent with those goals, the Employer prohibits the use, manufacture, possession, distribution or sale, at its employment sites, of drugs, drug paraphernalia or alcohol. A testing program, pursuant to the Substance Abuse Program, may be instituted, upon mutual consent of Labor and Management which consent shall not unreasonably be withheld to monitor compliance with this policy.

An acceptable Substance Abuse Program is contained in a separate addendum to this Area Collective Bargaining Agreement, but it is not a part of this Agreement and modifications to this Substance Abuse Program, by mutual agreement of an Employer and the Union, will not constitute a change to this Agreement. Mutual agreement will not be unreasonably withheld.

ARTICLE 25

LABOR AND MANAGEMENT COMMITTEE

25.1 A Labor and Management Committee shall be established to meet quarterly to discuss issues from the contract and issues that will improve and better the industry.

ARTICLE 26

LIGHT DUTY RETURN TO WORK

26.1 It is agreed that the Employer may return an injured employee to light duty status when allowed by the employee’s doctor. When such light duty work is available, light-duty functions shall be in accordance with the restrictions outlined by the employee’s doctor. At no time will an employee’s rate of pay be less than the total taxable rate of pay, at the time of injury, for hours worked. Further, the Employee will be provided with a full fringe package, as per the collective bargaining agreement, over and above total remuneration.

Should the employee on light duty have to be laid off, due to no work available, the employer will not adversely affect his/her ability to continue to receive loss time benefits from the Industrial Insurance Division of Labor and Industries (including self-insured employers), provided they are still medically eligible.

AGREEMENT DATED

JUNE 1, 2025 THROUGH MAY 31, 2028

EMPLOYER: UNION:

Inland Northwest AGC Western States Regional Council of

Carpenters (a Chapter of the Associated General Contractors of America, Inc.)

Print Name Clancy Welsh Print Name Antonio Acosta

Title Chairman Negotiating Committee Title Regional Manager

Signature Signature

Print Name Cheryl Stewart

Title Inland NW AGC Executive Director

Signature

SCHEDULE A-I

SECTION 1. All employees covered by this Agreement shall be classified and paid in accordance with the classifications, scales, and special conditions set forth in the following tables.

Any increases not allocated in Schedule A-I below shall remain open for allocation by the Union between wages and/or benefit contributions, as reflected in the Union’s Wage and Benefit Schedule, which is incorporated by reference herein, provided that no reallocation of benefit contributions shall endanger the financial health of any benefit fund. No allocations or reallocations shall extend beyond the expiration of this Agreement.

WAGES EFFECTIVE

June 1, 2025 June 1, 2026* June 1, 2027*

General Carpenter $44.21 5.25% Increase

5% Increase

Heavy, Bridge, Dock & Wharf Carpenter $48.21 TBD TBD

Pile Drivers $49.76 5.25% Increase

5% Increase

Divers See Schedule A – III

Millwright and Machine Erectors Refer to the MEA

BENEFITS EFFECTIVE

July 1, 2025 June 1, 2026* June 1, 2027*

Health & Welfare $9.00 TBD TBD

Pension $5.91 TBD TBD

401(k) $1.60 TBD TBD

Apprenticeship $0.62 TBD TBD

CITF $0.15 TBD TBD

Vacation Deduction $0.56 TBD TBD

*Refer to the Union’s “Wage and Benefit Schedule,” which is incorporated by reference into this Agreement as amended from time to time, for the current wages and benefits.

MILLWRIGHT/PILE DRIVER FIRST INDUSTRY FUND

Millwright/Pile Driver First Each signatory employer shall contribute to the UBC Millwright Pile Driver Industry Revitalization, Safety and Training Trust (MW/PD First) the amount listed in the Wage and Benefit Schedule for each Millwright / Pile Driver hour worked by each Millwright / Pile Driver employee covered by this agreement.

The employer will remit to the Western States Health & Welfare Fund and shall not be responsible for any administrative expenses to process contributions.

FOREMAN/GENERAL FOREMAN IN ALL CLASSIFICATIONS:

FOREMAN shall receive - 7% per hour above the journeyman wage classification working under them.

GENERAL FOREMAN shall receive 14% per hour above the journeyman wage classification working under them.

Training Requirements

All members shall be required to complete eight (8) hours of training annually. All members shall possess an OSHA 10 or OSHA 30 card, First Aid Training, and UBC Fall Protection and shall assure that it remains current while being employed by an employer Signatory to this agreement.

Should the classifications not provided for herein become involved, such classifications and the wage rates for same shall be negotiated by the Employer and the Union.

Any Carpenter, Millwright and Machine Erector, or Piledriver covered by this Agreement shall be supervised by a Foreman/General Foreman of their respective craft, when one is employed.

APPRENTICE RATES FOR ALL CLASSIFICATIONS

*First Period 650 – 1,000 hours - 60%

Second Period 650 – 1,000 hours - 65%

Third Period 650 – 1,000 hours - 70%

Fourth Period 650 – 1,000 hours - 75%

Fifth Period 650 – 1,000 hours - 80%

Sixth Period 650 – 1,000 hours - 85%

Seventh Period 650 – 1,000 hours - 90%

Eighth Period 650 – 1,000 hours - 95%

*No Pension contributions will be paid for apprentices during the 1st period.

PILEDRIVERS, BRIDGE, DOCK AND WHARF CARPENTER CLASSIFICATION SHALL INCLUDE BUT

NOT BE LIMITED TO THE FOLLOWING:

See “Clarifying Attachment” dated May 13, 1955 included in this Agreement.

HEAVY CIVIL ENGINEERING & HIGHWAY CONSTRUCTION CARPENTER CLASSIFICATION

Projects that are classified by NAICS 237000 - Heavy and Civil Engineering Construction, Some of the types of projects or facilities where this work will be performed shall include but not be limited to construction of highways (including elevated), streets, roads, airport runways, or bridges, repair or alteration or additions to the production/fabrication/manufacturing portions of industrial plants such as oil refineries, chemical manufacturing plants, processing mills, paper mills, brake shoe manufacturing plants, carbon-fiber manufacturing plants, mining (ore processing) mills, smelters, refractories, hydroelectric power plants, nuclear power plants, steam generating (coal and other fuel type) power plants, atomic reactor construction, missile and antimissile silos that have a total project construction value to the signatory Contractor at time of bid of more than $1,000,000.

(A) SUPPLEMENTAL DUES:

Subject to the following conditions, the Employer agrees that it shall, if it is furnished with its employees written authorization to do so, deduct the Supplemental Dues amount provided for in the Wage and Benefit Schedule or the amount of Supplemental Dues that are lawfully required by the Union from the amounts required to be paid under this Agreement for each employee covered hereby for each hour worked or paid for in each payroll period commencing June 1, 2025 as Special Supplemental Dues. In implementing the foregoing, the Carpenters Services Administrative Corporation has been designated as Agent for the purpose of receiving and holding written authorization cards and for receiving, holding and allocating and distributing the dues monies.