Attachment_1_-_Wage_Determination_-_KCorp_Support_Services_Inc_CBA.pdf

KCORP SUPPORT SERVICES INC.

and

TEAMSTERS LOCAL 222

For the Period October 1, 2014 through September 30, 2017

ARTICLE

Table of Contents For the Agreement Between

KCORP SUPPORT SERVICES INC.

And

TEAMSTERS LOCAL UNION NO. 222

For the Period October 1, 2014 to September 30, 2017

DESCRIPTION

Recognition Union Security Check Off Management Rights Hours of Work Holidays Vacation Sick Leave Leave of Absence On the Job Injury Representation Union Representation Posting and Bulletin Boards Seniority Discipline Procedure Grievance Procedure Arbitration Warning Notices Fair Employment and Equal Opp01iunity Health and Welfare Pension Wage Rates and Effective Dates Funeral Leave Savings Clause Subcontracting Gender Miscellaneous No Strike-No Lockout Duration of Agreement Appendix "A" Wage Rates

PAGE

KCORP SUPPORT SERVICES INC.

AGREEMENT

GSA FEDERAL BUILDINGS AT

SALT LAKE CITY, PROVO & OGDEN, UTAH

THIS AGREEMENT superseding any and all previous agreements made and entered into this 1st day of October 2014, by and between KCORP SUPPORT SERVICES INC. for its' Provo, Utah facility's (J. Will Robinson Federal Bld. & IRS Federal Bld.), its Salt Lake City, Utah facility's (Wallace F. Bennett Federal BLD., U.S. District Comihouse & Frank E. Moss U.S. Courthouse) and its' Ogden, Utah facility's (James V. Hansen Federal Bld. & Forest Service Bld.) "Employer" and TEAMSTERS LOCAL UNION 222, or their successors, with general offices in Salt Lake City, Utah, paiiy of the second part, hereinafter called the "Union".

PREAMBLE

It is the aim and purpose of this Agreement to assure industrial peace and efficient, economical, and profitable production, enabling the employees and the Employer to provide, so far as economic conditions may permit, security and continuity sympathetic interest in the industry, a working system and harmonious relations which are necessary to improve the relationship between the Employer, the Union, the employees of the Employer, and the public. Progress in industry demands a mutuality of confidence between the Employer, its employees, and the Union, so that all will benefit from the common sense methods, and to these ends this Agreement has been made and mutually agreed upon.

ARTICLE 1 - RECOGNITION

Section 1. The Employer agrees to recognize the Union as the exclusive bargaining representative for all regular full time and regular pmt time janitorial and mechanical employees in the Salt Lake City Federal Buildings in Salt Lake City, Utah and for all regular full time and regular pmt time janitorial and mechanical employees in the Provo Federal Buildings in Provo, Utah and for all regular full time and regular part time janitorial and mechanical employees in the Ogden Federal Buildings in Ogden, Utah.

Section 2. The employee groups set f01th above do not include, and this Agreement does not apply to:

managers, office clerical employees, sales employees, guards and supervisors as defined in the Act.

ARTICLE 2 - UNION SECURITY

Section 1. It shall be a condition of employment that all employees covered by this Agreement and hired on or after its execution date shall, on the 30th day following the beginning of such employment, become and remain members in good standing in the Union.

Section 2. The Employer agrees that subject to the provisions of this Agreement no member of the Union shall be discriminated against or discharged on account of good faith application of the terms of this Agreement.

Section 3. The Employer and the Union agree that no union activity except the settlement of valid grievances are to be catTied on during working hours.

ARTICLE 3 - CHECK OFF

Section 1. When authorized by the employee by a separate writing, the Employer agrees during the term of this Agreement to make deductions to the Secretary or other duly authorized officers or agents of the Union. The authorization to the Employer to make deductions as provided is irrevocable except when governed by the State or Federal Laws. If the laws of such State or of the United States provides the revocation of such authorization to the will of such employee, and if such employee exercises such right of revocation, the Union agrees that the Employer shall not be required to make such deductions or to pay over to the authorized officers of the Union any sum, the deduction of which has been revoked by the employee member from date of such revocation.

Section 2. Names of new employees hired will be furnished to the Union during the first week of employment.

ARTICLE 4 - MANAGEMENT RIGHTS

The Employer shall have the exclusive right, subject to the provisions of this Agreement, and consistent with applicable laws and regulations: (a) to direct employees of the Employer in the performance of official duties; (b) to hire, promote, transfer, assign and retain employees in positions within the building, and to suspend, demote, discharge, or take other disciplinary action against such employees.

ARTICLE 5 - HOURS OF WORK

Section 1. Regular full time employees will be guaranteed a minimum of thirty (30) hours of work per week. All work performed in excess of fo1iy ( 40) working hours in any work week shall be considered ove1iime. Overtime shall be compensated for at time and one-half (I 1/2) of the employee's regular pay.

Section 2. There shall be no pyramiding of ove1iime premium payments. Overtime premium shall not be paid more than once for the same hour or hours.

Section 3. Any full time ( 40 hour) employee rep01iing to work, when scheduled, any day and the Employer is unable to provide work, four (4) hours pay shall be given, provided the government pays the Employer for these hours. Any paii-time employee reporting to work and the Employer is unable to provide work, two (2) hours pay shall be given, provided the government pays the Employer for those hours.

Section 4. Employees shall receive a fifteen (15) minute rest period as close to two (2) hour intervals as practicable.

Section 5. On each shift there will be a thirty (30) minute unpaid lunch period.

ARTICLE 6 - HOLIDAYS

Section 1. The following days shall be considered holidays under this Agreement:

New Years Day Martin Luther King's Birthday Washington's Biiihday Good Friday

Memorial Day Independence Day Labor Day Columbus Day

Veteran's Day Thanksgiving Day Christmas Day

Section 2. Regular full-time employees not assigned to work on a designated paid holiday shall receive their scheduled hours' pay at the regular straight time rate, subject to the following requirement: the employee must have worked all scheduled hours on the last scheduled shift before, and the first scheduled shift after the holiday, unless excused by the Employer.

Section 3. Pait-time employees not assigned to work on a designated holiday shall be paid at the regular straight time rate for the number of hours said employees normally works each day, assuming the requirements set forth are met.

Section 4. All work performed on a holiday shall be compensated for at time and one-half (1 1/2) in addition to holiday pay.

Section 5. There shall be no pyramiding or duplicating of holiday pay.

Section 6. "Holiday" as used in this Agreement, means the day on which the holiday is observed, whether it is the day on which the holiday falls or another day officially designated for its observance.

ARTICLE 7-VACATION

Section 1. All employees with one (1) year or more of uninterrupted service shall receive two (2) weeks of uninterrupted vacation with full pay. All employees with five (5) years or more of uninterrupted service shall receive three (3) weeks uninterrupted vacation with full pay. All employees with fifteen (15) years or more of uninterrupted service shall receive four ( 4) weeks uninterrupted vacation with full pay.

Section 2. It is agreed that the employee's vacation shall be paid at the current rate of pay, notwithstanding the current rate is more or less than the rate in effect at the time the vacation was earned. A week of vacation pay shall not be less than the employees normal scheduled hours per week times the employee's present rate of pay or a pro-rated equivalent, equal to 1/5211ct of his/her individual earnings for the twelve (12) month calendar year prior to the taking of the vacation as specified, whichever is greater. Vacation pay is to be given to the employee on the regular pay day. Vacation may be taken in one day increments provided three

(3) days advance notice is given and agreed to by the Company. Vacation time shall be bid once per year (January) by seniority.

Section 3. When a holiday occurs during the employee's vacation, the employee shall be entitled to an extra day's vacation, or cash in lieu thereof, provided the holiday is one that would have been received had the employee been working.

Section 4. Uninterrupted service shall include all service within the bargaining unit, including service with predecessor employers.

Section 5. New Hires After a new employee reaches their first anniversary date, the employee will have their vacation pro-rated from their anniversary date through the end of the current calendar year. This will be a one-time occurrence following the employee's first anniversary, to bring the employee to a January 1st - December 31st vacation calendar year. The employee must use the pro-rated vacation before December 31st of the current calendar year. On the following January Pt, the employee will receive two (2) weeks of vacation to be used in that calendar year.

Proration will be calculated using the following formula:

Full months remaining until Jan 1st (I) by (12) (x) Hours work per day (x) (5) days per week (x) (2) weeks =Total Vacation hours available to be used by December 3 pt of the current year.

I.E. - An example of an employee who worked (6) six hours per day, the formula would be as follows, based on the noted anniversaiy dates:

March 9th= (9) (I) (12) = .75 (x) (6) = 4.5 (x) (5) = 22.50 (x) 2 = 45 Hours(/) 6 hrs= 7 Yz days June 28th = (6) (I) (12) = .50 (x) (6) = 3 (x) (5) = 15 (x) 2 = 30 Hours(/) 6hrs = 5 days Sept 14th = (3) (I) (12) = .25 (x) (6) = 1.5 (x) (5) = 7.5 (x) 2 = 15 Hours(/) 6hrs = 2 Yi days Key: (/) divided by (x) multiply by

ARTICLE 8-SICKLEAVE

Section 1. Sick Leave Benefits

a) All employees covered by this Agreement shall be granted six (6) days sick leave with pay per year, earned at the rate of one (1) day per month. Sick leave may also be advanced, at the discretion of the Employer, in meritorious cases where longer periods of illness occur.

b) Six ( 6) days shall be the maximum benefit that can be accrued per year. Sick leave can be scheduled and used at the employee's discretion. All sick leave accrued, must be used by December 3 pt of the year accrued. New sick leave accrual will begin on Januaiy 1st of every calendar year or on the date of hire for new employees. Termination for just cause or no two week notice of quit will result in no pay for accrued sick leave.

ARTICLE 9 - LEA VE OF ABSENCE

Section 1. Employees shall be granted a leave of absence for a period up to six (6) months for inability to work due to illness or other acceptable reasons. When the employee on sick leave presents a written statement signed by his physician stating the employee is unable to return to return to work, the employee may receive a maximum of two (2) extensions, not to exceed three (3) months each without loss of seniority.

Section 2. Leave of absences are to be in writing, with one copy for the Employer, a copy for the Union, and a copy to be retained by the employee.

Section 3. If an employee, while on leave of absence, accepts other employment, his employment with the Employer shall cease, effective the last day worked.

Section 4. If the leave of absence is for on-the-job injmy, it shall continue until the employee is found to be, by a competent physician, able to return to work or incapacitated for fmiher work with the Company.

ARTICLE 10 - ON THE JOB INJURY

All injuries, no matter how minor, must be repmied by the employee to his immediate supervisor, immediately upon occurrence.

ARTICLE 11-REPRESENTATION

Section 1. The Union shall designate ce1tain of the members as Stewards for the purpose of presenting and adjusting grievances.

Section 2. When it is necessary for a Steward to leave his or her work area to investigate the claimed grievance, he or she shall request permission from his or her immediate supervisor and such request shall not be unreasonable denied. Review of grievances shall be made as close to the end of the shift as possible.

In the event the Steward's duties require that he or she leave his or her work area, the Steward shall also receive permission from the supervisor from the other area he wishes to enter, and such request shall not be unreasonable denied. The Steward may request and shall obtain access through the appropriate supervisor, to review the document files and other records necessary for processing a grievance, and shall have the right to interview the aggrieved employee and witnesses during working hours. Such request shall not be unreasonable denied. However, reasonable time limitations may be imposed by the Employer.

Section 3. The Employer shall notify the Union within thirty (30) days of the name, address, and occupation of new or additional employees hired outside the Union.

Section 4. In the event that Employer requires the service of a fee-charging employment agency to fill vacancies, the Employer agrees to pay such fees of the employee (or employees as the case may be) charged by the employment agency.

ARTICLE 12 - UNION REPRESENTATION

The Business Agent or duly designated representatives of the Union shall be allowed to visit the facility of the Employer at any time during working hours and may be accompanied by a representative of the Employer.

ARTICLE 13 - POSTING AND BULLETIN BOARDS

Section 1. There shall be posted a copy of this Agreement in a conspicuous place in the facility on a bulletin board provided by the Employer and a copy given to the employees.

Section 2. The Employer shall furnish bulletin boards for the exclusive use of the Union, subject to the conditions stated herein, if space is available. If sufficient space is not available, at least one (1) will be provided. The Union may place literature racks if space is available. Only suitable notices and literature may be posted or placed in literature racks except upon authority of officially designated representatives of the Union.

ARTICLE 14 - SENIORITY

Section 1. Each employee shall serve a ninety (90) calendar day probationary period which will begin from the date of hire. During this period, the employee may be discharged without recourse to the grievance and arbitration procedure. Upon completion of the probationary period, seniority shall be computed from the first day of employment.

Section 2. Seniority shall operate on a classification basis. Employees transferring from one classification to another shall carry their seniority with them.

Section 3. An employee may bid a position with more hours on the basis of seniority, if qualified. All openings will be posted for three (3) working days.

Section 4. It is understood and agreed that in all cases of promotion, demotion, or increases or decreases of force, the following factors shall be considered:

(a) Length of continuous service

(b) Ability to perform the work

If is fmiher understood that where the ability to perform the work is relatively equal, length of continuous service shall govern. In the evaluation of (b ), the Employer shall be the judge, provided that this will not be used for purposes of discrimination against any member of the Union. If objection is raised to the Employers evaluation and where personnel records do not establish a differential in relative abilities of two

(2) employees, a reasonable trial period of not less than thirty (30) days shall be allowed the employee with the longest continuous service record. This section shall not apply to the selection of Crew Leaders.

Section 5. Continuous length of service shall be broken, and the employment relationship terminated by resignation or discharge for cause.

Section 6. If employees are promoted from any position or classification covered in the bargaining unit, thereby excluding them from coverage of this Agreement, such employees shall retain seniority for a period of ninety (90) days in the position from which transferred. An employee may, however, within the period ninety (90) days, voluntarily elect to transfer back to the bargaining unit position.

Section 7. Seniority of employees laid off shall be retained for time worked, provided they are reinstated within twelve (12) months from the date of their layoff.

Section 8 Any employee reporting for military service for our country shall retain his seniority rating during his absence in accordance with the provisions of the Federal Selective Service Act.

Section 9. Any questions concerning seniority rights of an employee shall be jointly worked out by the Employer and the Union through the Grievance Procedure.

ARTICLE 15 - DISCIPLINE PROCEDURE

In the administration of this A1iicle, a basic principle shall be that discipline should be corrective in nature, rather than punitive. No employee may be disciplined or discharged except for just cause, including, but not limited to, insubordination, intoxication (drugs or alcohol), failure to observe safety rules and regulations. Any such discipline or discharge shall be subject to the grievance procedure of this Agreement, which could result in reinstatement and restitution, including back pay. Such written warning notice must be issued within ten (10) working days of the violation or first knowledge of it. Any disciplinary action will be consistent with the State Depaiiment of Labor and Federal Laws. A copy shall be given to the employee and to the Union office within ten (10) working days to be recognized.

ARTICLE 16 - GRIEVANCE PROCEDURE

Section 1. For the purposes of this Agreement, a grievance is defined as meaning any dispute that may arise between the Employer or between the Union and the Employer, representing the interpretation, application, or alleged violation of any of the terms of this contract. Nothing in this definition is intended to interfere with the Employer's rights under A1iicle 4 of this Agreement and in the event of a dispute over any action taken by the Employer pursuant to Article 4, such disciplinary action or discharge shall remain in effect until settlement has been reached through the grievance procedure or arbitration.

Section 2. In order for grievances to be recognized, they must be presented within ten (10) working days of their occurrence and according to the following procedures.

Step 1 Employee, Steward (ifrequested by employee) and the employee's supervisor, shall endeavor to adjust the matter within ten (10) working days of the occurrence. The supervisor shall submit an oral reply to the grievant within two (2) working days.

Step 2 If they are unable to adjust the matter satisfactorily, the matter shall be reduced into writing, signed by the employee or employees and the Steward, then presented to the Project Manager within ten

(10) working days from the oral reply of the supervisor. The Project Manager shall reply in writing within five (5) working days of receipt of the written grievance.

Step 3 If the parties are unable to reach a satisfactory conclusion, the matter shall be taken up by the Representative of the Union as soon as he is available together with the Steward, Project Manager, or his designee. The Employer shall have two (2) working days after this meeting to communicate his final answer to the Union in writing. If not satisfactorily settled, the grievance may be processed to Arbitration.

Section 3. All meetings may be held on Company premises in an area so designated by management where the affair will not interfere with or disrupt the usual plant procedures. Time for such meetings or conferences to be agreed upon by the Union Representative and Management.

ARTICLE 17 -ARBITRATION

Section 1. Failing to reach an agreement in the preceding steps of the Grievance Procedure, either party may submit any grievances involving the construction or application of the terms of the contract to arbitration. Arbitration may be instituted by a registered or ce1iified letter of either paiiy addressed to the other within ten ( 10) working days after receipt of the answer of STEP 3.

Section 2. The Arbitrator is to be chosen as follows: One to be selected by the Union, one by the Employer, and the two so chosen shall select the Arbitrator.

Section 3. In the event that the two are unable to agree upon the Arbitrator, the Arbitrator shall be selected by the Federal Mediation and Conciliation Board in accordance with their established practice. Said Arbitrator shall have no power to add to, subtract from, or otherwise modify any of the terms of this Agreement. Decisions shall be final and binding upon both parties and the expenses incident to the service of the Arbitrator shall be paid equally by the Union and the Employer.

ARTICLE 18 - WARNING NOTICES

The following shall constitute progressive discipline:

Section 1. The first warning notice shall be an oral notice given in the presence of a Steward or another employee and recorded in the employee's personnel file and signed by all paiiies. Such oral warning notice must be issued within ten (I 0) working days of the violation or first knowledge of it and a copy shall be given to the employee and to the Union office within ten (I 0) working days to be recognized.

Section 2. The next notice shall be the first written notice explaining what the employee's offenses were and signed by all parties. Such written warning notice must be issued within ten (10) working days of the violation or first knowledge of it. A copy shall be given to the employee and to the Union office within ten

(10) working days to be recognized.

Section 3. The second written notice again explaining the violation may bring from one (1) to three (3) days suspension without pay and is to be signed by all patiies with a copy given to the employee and copy forwarded to the Union office within ten (10) working days to be recognized. Such written warning notice must be issued within ten (10) working days of the violation or first knowledge of it

Section 4. The third warning notice explaining the latest violation and listing the previous violations shall be accompanied by automatic dismissal. Such written warning notice must be issued within ten (10) working days of the violation or first knowledge of it and a copy shall be given to the employee and to the Union office within ten (10) working days to be recognized.

Section 5. All warning notices shall be subject to the grievance procedure and shall not be used as a basis of progressive disciplinary action after one (I) year from its occurrence.

ARTICLE 19 - FAIR EMPLOYMENT AND EQUAL OPPORTUNITY

Section 1. There shall be no discrimination by either the Employer of the Union against any employee because ofrace, creed, color, sex or religion, age, or national origin in the administration of this Agreement.

Section 2. The Employer and the Union further agree to abide by all Federal and State Laws as applied to the above mentioned and including the 1964 Civil Rights Act, Family Medical Leave Act of 1993 and the Americans With Disabilities Act of 1990.

ARTICLE 20 - HEALTH AND WELFARE

Section 1. The Employer agrees to contribute the amounts specified below, for each hour worked, for each covered employee provided for in this collective bargaining agreement:

Effective October 1, 2014 Effective February 1, 2015 Effective February 1, 2016 Effective February 1, 2017

$3 .81 per hour $4.20 per hour $5.00 per hour $5.50 per hour

b) H& W will be paid up to a maximum of forty ( 40) hours per week. Monies will be first applied towards company provided medical coverage, at a minimum of the employee's individual coverage rate. Any remaining balance remaining after employee election of coverage level, shall be deposited into an employee's company sponsored 401K plan account. If the company doesn't have a company sponsored 401K plan account, the remaining monies will be paid out to the employee at the end of the calendar year.

At each calendar year's end, a 401 K status rep011, will be provided to employees.

c) Right to Change Group Insurance Plans: The Company may during the life of this Agreement, change any of the Company provided group insurance plans or vendors at any time, as long as benefits and cost of this plan are substantially equal to the present plan.

Section 2. In the event a suitable Health & Welfare plan cannot be provided for with the amounts specified above, the employees shall be paid such contributions in the form of wages in accordance with Title 29, Paii 4 of Code of Federal Regulations 4.177 (a) (1).

ARTICLE 21 - PENSION

Effective October 1, 2014, the employees at the James V. Hansen Federal Bid. and the Forest Service Bid.

located in Ogden, Utah are currently being paid $2. 72 per hour for pension, paid in the form of wages.

Effective October 1, 2014, the employees at the Wallace F. Bennett Federal Bid. located in Salt Lake City, Utah are currently being paid $2.12 per hour for pension, paid in the form of wages.

1. Effective Februaiy 1, 2015 the Employer shall contribute to the Western Conference of Teamsters Pension Fund on account of each member of the bargaining unit, for each hour for which compensation is paid (straight-time and overtime hours worked, holiday and vacation) as follows:

a) Effective February I, 2015 and continuing throughout the term of this agreement, the hourly contribution rate for all employees shall be two dollars and seventy-two $ 2.72 per compensable hour. Contributions shall be remitted on all compensable hours.

2. For pension purposes, contributions will be remitted to the trust on all employees performing the work of the bargaining unit.

3. The total amount due for each calendar month shall be remitted in a lump sum not later than ten (10) days after the last business day of such month. The Employer agrees to abide by such rules as may be established by the Trustees of said Trust Fund to facilitate the determination of the hours for which contributions are due (however, the amount contributed not to be increased), the prompt and orderly collection of such amounts and the accurate rep01iing and recording of such amounts paid on account of each member of the bargaining unit. Failure to make all payments herein provided for, within the time specified, shall be a breach of this Agreement.

4. By the execution of this Agreement, the Employer authorizes the Employer's Association and/or Employer which are patties hereto to enter into appropriate trust agreements necessaiy for the administration of such fund and to accept the Employer Trustees under such agreement hereby waiving all notices thereof and ratifying all actions already taken or to be taken by such Trustees within the scope of their authority.

ARTICLE 22 - WAGE RATES AND EFFECTIVE DATES

Wage rates for various job classifications covered by this Agreement shall be provided under Appendix "A". No employee will lose wages or suffer a wage reduction as a result of this collective bargaining agreement.

ARTICLE 23 - FUNERAL LEA VE

In the event of death of a member of the employee's immediate family, an employee shall be allowed a reasonable amount of time off, with pay, not to exceed three (3) scheduled work days for time lost. A member of the employee's immediate family means child, stepchild, current spouse, parent, brother, sister, current father-in-law, current mother-in-law. Pay, under this A1iicle, shall be at the employee's regular hours times the employee's straight time rate for each day of pay.

ARTICLE 24-SAVINGS CLAUSE

Should any court of proper jurisdiction decide any clause, Section, or phrase of this Agreement to be illegal or contrary to any law not in effect and affecting the State of Utah, now or in the future, such decision shall not invalidate any remaining provisions of this Agreement.

ARTICLE 25 - SUBCONTRACTING

This Agreement shall be binding upon the parties hereto, their successors, administrators, executors, and assignees. In the event the entire operation is sold, leased, transferred, or taken over by sale, transfer, lease, assignment, receivership, or bankruptcy proceedings, such operation shall continue to be subject to the terms and conditions of this Agreement, for the life thereof. On the sale, transfer or lease of any work performed under this Agreement, the specific provisions of the Agreement, excluding riders or other conditions shall prevail. It is understood by this Article that the paiiies hereto shall not use any leasing device to a third paiiy to evade this Agreement. The Employer shall give notice of the existence of this Agreement to any purchaser, transferee, leasee, assignee, etc., of the operation covered by this Agreement or any pmi thereof. Such notice shall be in writing with a copy to the Local Union at the time the seller, transferee, or leasee executes a contract or transaction as herein described. The Local Union shall be advised of the exact nature of the transaction, not including financial details. In the event the Employer fails to require the purchaser, transferee, or leasee to assume obligations of this Agreement, the Employer (including partners thereof) shall be liable to the Local Union and the employees covered for all damages sustained as a result of such failure to require assumption of the terms of this Agreement, but shall not be liable after the purchaser, transferee, or leasee has agreed to assume the obligations of this Agreement.

ARTICLE 26 - GENDER

Any reference in this Agreement to the masculine gender such as he, him or his, shall also include the feminine gender such as she or her.

ARTICLE 27 - MISCELLANEOUS

Section 1. The Employer shall not lower any existing standards of wages or conditions of employment by reason of the Agreement. In the event of replacement of any employee or the hiring of additional employees, such new employees shall receive the wages then prevailing in the building for similar work.

Section 2. The Employer may establish and enforce any reasonable Company rules which do not conflict with provisions of this Agreement. All such rnles are to be posted before becoming effective, and the Union is to be furnished with a copy of such rules. The reasonableness of said Employer rules are subject to the Grievance and Arbitration Procedure of this Agreement.

Section 3. The Employer shall not do bargaining unit work, except when training new employees.

ARTICLE 28 - NO STRIKE - NO LOCKOUT

lt is hereby agreed by the Union and the Employer that since this Agreement provides for the orderly and amicable adjustment and settlement of any and all disputes, differences, disagreement or controversies of any nature or character (i.e. Grievance Procedure and Arbitration) there will be not strike, walk-out, slow-down, or work stoppage by the employees or any lockout by the Employer throughout the entire period of this Agreement. However, should either party refuse to abide by a majority arbitration decision, the together party shall have the right to exercise all legal and economic recourse.

ARTICLE 29 - DURATION OF AGREEMENT

The parties previously had two (2) separate collective bargaining agreements under KCORP Technology Services Inc. and KCORP Support Services Inc. It is the intent of the parties that these contracts be combined into one co!Jective bargaining agreement with the effective date remaining October I, 2014.

This Agreement shall be in full force and effect from October J, 2014 and remain in effect until September 30, 2017 and shall antomatically renew itself from year to year unless either party desired to modify or change the same, and such desire shall be in writing and presented to the other Party sixty (60) days prior to the expiration date thereof.

IN WITNESS WHEREOF, the parties hereto have cansed these presents to be executed by duly authorized officers and their seals to be herewith affixed and attested to on this 23"1 day of January, 20 J 5.

KCORP SUPPORT SERVICES INC. TEA:!\ STERS LOCAL 222

Treasurer - Spencer I- o ue

Presi<lelt- Cory Haslam ta1y-Marty Cowin

APPENDIX "A"

All employees working in the Classification below shall be paid at the rate specified:

CLASSIFICATION Effective Effective Effective

Feb 1, 2015 Feb 1, 2016 Feb 1, 2017

CHIEF BUILDING ENGINEER $28.50 $29.50 $30.50

ASST. BUILDING ENGINEER $26.00 $27.00 $28.00

BAS SPECIALIST $24.00 $24.72 $25.22

LEAD ELECTRICIAN $24.50 $25.50 $26.50

ELECTRICIAN $23.00 $24.00 $25.00

LEADHVAC $24.00 $25.00 $26.00

HVAC $22.59 $22.93 $23.27

GENERAL MAINTENANCE WORKER $19.03 $19.32 $19.61

MAINTENANCE TRADES HELPER $15.31 $15.54 $15.77

LEAD CUSTODIAN $15.70 $15.94 $16.18

FLOOR TECHNICIAN $14.21 $14.41 $14.61

CUSTODIAN $13.21 $13.41 $13.61

PRO-RATA BENEFITS:

Part-time employees will receive a pro-rata of benefits (i.e. sick leave, vacation, holidays) based on their average hours worked.

MILEAGE PAY:

Any employee who uses their own vehicle as a means of travel while at work and attending to company needs will be reimbursed at a mileage rate equal to the Internal Revenue Service's current mileage rate.