Exhibit E-1 - UFCW Agreement 4-30-28~1.pdf

AGREEMENT

between

LAZ PARKING CALIFORNIA, LLC

and

UFCW UNION LOCAL 324

MAY 1, 2025 - APRIL 30, 2028

I

INDEX

Page

ARTICLE 1 - RECOGNITION

ARTICLE 2 – UNION SECURITY

ARTICLE 3 - CHECKOFF

ARTICLE 4 – ACCESS TO BARGAINING UNIT EMPLOYEES

ARTICLE 5 – NO REDUCTION IN HOURLY RATES

ARTICLE 6 – WAGES AND CLASSIFICATIONS

ARTICLE 7 – WORKING HOURS

ARTICLE 8 – MANAGEMENT PREROGATIVES

ARTICLE 9 - SENIORITY

ARTICLE 10 – TRANSFERS, PROMOTIONS AND JOB POSTING

ARTICLE 11 - VACATIONS

ARTICLE 12 - HOLIDAYS

ARTICLE 13 – LEAVE OF ABSENCE

ARTICLE 14 – PERSONAL DAYS

ARTICLE 15 – GRIEVANCE PROCEDURE

ARTICLE 16 – ARBITRATION PROCEDURE

ARTICLE 17 – UNION STEWARDS

ARTICLE 18 – DISCIPLINE AND DISCHARGE

ARTICLE 19 – WAGE STATEMENT

ARTICLE 20 – INSPECTION OF EMPLOYEE RECORDS

ARTICLE 21 – HEALTH AND WELFARE AND PENSION

ARTICLE 22 – NO STRIKES, NO LOCKOUTS

ARTICLE 23 – SAFETY COMMITTEE

ARTICLE 24 – VALIDITY OF AGREEMENT

ARTICLE 25 - GENERAL

ARTICLE 26 – TERM OF AGREEMENT

APPENDIX A WAGE RATES

LAZ PARKING CALIFORNIA, LLC

AGREEMENT

This Agreement is entered into and effective this first (1st) day of May 2025 between LAZ Parking

California, LLC, (hereinafter referred to as the “Employer”) and the United Food and Commercial

Workers Union Local No. 324, United Food and Commercial Workers International Union

(hereinafter referred to as the “Union”).

ARTICLE 1 - RECOGNITION

The Employer recognizes the Union as the exclusive bargaining agent for all including Office

Clerks, Maintenance and Mobile Maintenance employees, employed by the Employer at its facilities and/or operations located at Garages A, B & C, Civic Center, Aquarium garage, Pike

Outlets Garage, and surface lots throughout downtown Long Beach and beach lots and all other facilities and/or operations operated under contracts directly with the City of Long Beach. This

Article is intended to apply to only those lots and/or parking operations where the Employer contracts directly with the City of Long Beach, and not to lots or parking operations where the

Employer contracts with third parties. This recognition will exclude all other employees, office clerical employees, professional employees, guards, and supervisors as defined under the National

Labor Relations Act, that are employed at the above referenced facilities and/or operations.

ARTICLE 2 – UNION SECURITY

A. All bargaining unit employees shall, as a condition of employment, become members of the Union on the first (1st) day of the month following thirty (30) calendar days from the date of their employment by the Employer. Such bargaining unit employees shall remain members of the

Union in good standing during the period of such employment.

B. The Employer agrees that it will notify the Union, in writing, within fourteen (14) days from the date of its first employment of a newly hired bargaining unit employee subject to this

Agreement setting forth his hire date, classification, work location, social security number, name and address.

C. The Employer agrees to notify the Union, in writing, within fourteen (14) days of the date of termination of any employee subject to this Agreement, provided said employee has been employed in excess of one hundred twenty (120) days.

D. During the first (1st) ninety (90) days calendar days of any bargaining unit employee’s employment, they shall be on probation and may be discharged without cause and shall not be subject to the grievance and arbitration procedures set forth in this Agreement.

E. Upon failure of any bargaining unit employee to render their initiation fee or dues to the

Union within the period and under the conditions specified in Section A of this Article, the Union shall notify the Employer, in writing, of such failure and the Employer shall, upon receipt of such notice and not more than seven (7) days thereafter, discharge such employee.

ARTICLE 3 - CHECKOFF

A. It is agreed that properly requested and lawfully permitted union dues and initiation fees shall be deducted by the Employer each pay period from the wages of each bargaining unit employee covered hereby who files with the Employer a written authorization, the form of which shall be previously reviewed and approved by the Employer, requesting such deduction be made.

Upon voluntary agreement, member employees may elect payroll deductions for political checkoff.

B. Remittance of the aggregate amount of all dues and initiation fees deducted from the wages of bargaining unit employees covered hereunder shall be made to the Union by the Employer monthly.

ARTICLE 4 – ACCESS TO BARGAINING UNIT EMPLOYEES

Authorized Union Representatives shall be granted access to bargaining unit employees covered under this Agreement at their place of employment for the purpose of conducting legitimate Union business. The Union shall designate two authorized Union Representatives to whom such access shall be granted and shall provide the employer this designation The Union must attempt to notify

Human Resources, Project Manager, or Portfolio Manager prior to any non-investigatory site visit.

It is the policy of the Union not to interfere with the employees while they are working.

ARTICLE 5 – NO REDUCTION IN HOURLY RATES

There shall be no reduction in hourly rates of pay for any employee as a result of the adoption of this Agreement.

ARTICLE 6 – WAGES AND CLASSIFICATIONS

A. Minimum wage rates and classifications for bargaining unit employees are provided for in

Exhibit A of this Agreement (see attached).

B. NIGHT PREMIUM – A premium of fifty cents ($0.50) per hour over the employee regular rate of pay shall be paid for hours worked between 11:00 pm and 7:30 am.

C. WORK IN HIGHER CLASSIFICATION – It is not the intent of the Employer to work employees in a higher classification. In the event that employees are required to work in a higher classification, the Employer agrees to take immediate action to assure that this practice is ceased immediately.

D. CLASSIFICATIONS There shall be four (4) separate classifications under this agreement:

Lead, Administrative, Maintenance, and Mobile Maintenance. Employees shall bump within their classifications only, meaning that in the event of a layoff, a Maintenance employee may only bump a less senior Maintenance employee, except however, if the employee previously worked for the

Employer in another classification, said employee may bump an employee with less seniority in that classification. Further, in the event of a layoff, the Company will consider a cross-classification bump taking into account a disparity in seniority between the bumping employee and employee being bumped, previous training, verifiable job and performance history in the desired job classification. The Employer then may consider a move across classification.

ARTICLE 7 – WORKING HOURS

A. FULL-TIME EMPLOYEE. Full-time employees are defined as those who are regularly scheduled to work forty (40) hours per regular workweek. “Regularly scheduled” shall mean that employees will be scheduled forty (40) hours per week except in situations where business conditions or circumstances beyond the Employer’s control require a reduction in hours. In such cases, the Employer will take into consideration the skills and abilities to perform the duties of the position. If skills and abilities are relatively equal between the two (2) or more employees, the

Employer shall consider the relative seniority of the employees in determining which employee is reduced.

B. PART-TIME EMPLOYEE. Part-time employees are defined as those who are regularly scheduled to work at least twenty-eight (28) hours per regular workweek but less than forty (40) hours per regular workweek. They shall be paid according to the number of hours worked but must be guaranteed at least four (4) hours per shift. “Regularly scheduled” shall mean that employees will be scheduled to work between twenty-eight (28) and forty (40) hours per week except in situations where business conditions or circumstances beyond the Employer’s control require a reduction in hours. In such cases, the Employer will take into consideration the skills and abilities to perform the duties of the position. If skills and abilities are relatively equal between the two (2) or more employees, the Employer shall consider the relative seniority of the employees in determining which employee is reduced.

C. Regular part-time and full-time employees are eligible for holiday and vacation pay.

D. SHORT HOUR EMPLOYEE. Short hour employees are defined as those employees who are regularly scheduled to work less than twenty (20) hours per regular workweek.

E. TEMPORARY EMPLOYEE. When the Employer has the need for temporary employees, it shall notify the Union within a reasonable period in advance with detailed explanation of the need. The Employer will meet with the Union within three (3) days if the union requests a meeting.

Temporary employees for the purposes of this section include employees called in from other locations for special events.

F. Prior to hiring any additional short hour employees or on call employees, the Employer shall offer all available hours to part-time employees, providing the part-time employee has the necessary skill and ability to perform the work satisfactorily. Nothing herein shall require the

Employer to offer available hours to part-time employees if such work would cause those employees to work overtime.

G. OVERTIME. All work actually performed in excess of forty (40) regular hours worked per regular workweek or eight (8) hours worked in one (1) regular workday shall be deemed overtime work and paid for at one and one half-times (1½x) the employee’s regular hourly rate.

Overtime premium payments shall not be duplicated or pyramided for the same hours worked or paid for under any terms of this Agreement. Scheduled overtime shall be offered by seniority and by classification.

H. SPLIT SHIFTS. No split shifts will be permitted unless mutually agreed upon by employee and Employer.

I. REST and LUNCH PERIODS. Bargaining unit employees shall receive one (1) fifteen

(15) minute rest period for the employees’ first four (4) hours actually worked. All bargaining unit employees who are scheduled for a shift of seven (7) hours or more shall also receive a second fifteen (15) minute rest period during the employee’s second four (4) hours actually worked. All bargaining unit employees who are scheduled for more than five (5) hours shall be entitled to a lunch period which shall either be one-half (½) hour or one (1) hour. The lunch period for shifts where the employees are scheduled six hours or less may be waived provided it is done by mutual consent. Whenever possible, lunch hours shall be scheduled between the third (3rd) and fifth (5th) hour of work.

J. WORK SCHEDULES. Work Schedules shall be posted by Monday at 5:00 p.m. of the preceding week and shall not be modified except by mutual agreement. During holiday weeks, in which Monday is an observed holiday, work schedules shall be posted by Tuesday at 5:00 p.m.

Employees shall be paid for all hours scheduled providing the employee is available to work.

K. WEEKEND ROTATION. Full-time employees will be scheduled five consecutive days.

Full-time employees may request one weekend off every month. Requests shall be submitted up to six (6) weeks prior, and not less than two (2) weeks prior to the weekend and will be granted on a first come basis. If two (2) requests for a weekend off are submitted on the same day, seniority shall prevail.

L. WORK SHIFT PREFERENCES. Annually (in January), employees will be provided the opportunity to bid on schedules by seniority. Schedules shall be finalized one week after the bidding process ends. For the weeks of special events, employees will be allowed to state their preference to work on available shifts regardless of their annual schedule preference selection, and the company will make every effort to honor employees request and assign the available shifts by seniority within the classifications, subject to business necessity.

M. WORK WEEK. The workweek shall be Monday through Sunday. The pay period shall be identical to the work week.

N. CONSECEUTIVE DAYS WORKED. When an employee is scheduled to work more than seven (7) consecutive days in any workweek or combination of workweeks, said employee shall receive time and one-half (1½x) for all time worked after the seventh (7th) consecutive day, until such time as his consecutive days of work have been interrupted by a prescheduled day off.

Notwithstanding the above, no more than three times (3x) in a calendar year, for special events, this provision shall not be in effect.

ARTICLE 8 – MANAGEMENT PREROGATIVES

Subject to the terms of the Agreement, it is understood and recognized that management retains the sole right to determine, (1) the type of operations of the Employer; (2) the location and schedules of work hours; (3) the methods, processes and means of work; (4) new work processes and procedures; (5) the duties and responsibilities required for particular job categories and/or descriptions; (6) The Employer reserves the right to transfer employees from one work location within the bargaining unit to another. Notwithstanding the above, it is agreed that should the

Employer intend to institute any new methods of operation or classifications that would result in a material change in any job presently being done and covered under this agreement, or establishes new duties and/or job descriptions, the employer shall give the Union at least fourteen (14) days written advance notice by certified or registered mail, setting forth the nature of such intended changes. Upon written request by the Union, negotiations on job classifications, wages, working conditions, and/or the disposition of displaced employees resulting from the institution of such new methods shall begin promptly.

ARTICLE 9 - SENIORITY

A. Seniority shall be defined as length of continuous service with the Employer in the employee’s job classification and shall be measured by the employee’s most recent date of hire in the employee’s job classification for purposes of layoff and recall from layoff. For all other purposes, seniority shall be defined as length of continuous service with Employer and shall be measured by the employee’s most recent date of hire with the Employer. Seniority shall rule as hereinafter defined in connection with layoff and recall from layoff, and preference for available vacation schedule.

B. When layoffs become necessary, the last person hired in the affected job classification shall be the first (1st) laid off; and in rehiring the last person laid off in the affected job classification shall be the first (1st) rehired, provided those employees retained or recalled shall have the qualifications for the job.

C. An employee’s seniority will be broken by any of the following:

1. Discharged for proper cause;

2. Voluntary quit;

3. Absence from work due to lay off for a period of one (1) year;

4. Failure to report back to work within five (5) calendar days after receiving notification to return to work following lay off period. Notification means that the Employer shall either send a letter to the employee’s address on file with the Employer or place a telephone call to the employee’s telephone number on file with the Employer. If the employee does not report for work within five (5) days of such notice, the next senior employee will be offered the position.

Failure to report within five (5) days will result in the separation of employment; or

5. Failure to return to work in accordance with the terms of a leave of absence.

D. Probationary employees shall have no seniority rights, but upon successful completion of their probationary period, seniority rights shall date back to their initial date of employment.

E. An up-to-date seniority list shall be posted adjacent to the work schedule, which is attached hereto as Exhibit B.

ARTICLE 10 – TRANSFERS, PROMOTIONS AND JOB POSTING

A. Employer retains the right to transfer employees within the bargaining unit as necessary for its operations. Employees must be notified of such transfers in writing. Employer shall first seek volunteers within the bargaining unit for any transfer. Employer will take into consideration the skills and abilities to perform the duties of the transfer position satisfactorily. If skills and abilities are relatively equal between two (2) or more employees, the Employer shall consider the relevant seniority of the employee in determining which employee is transferred.

B. The Employer shall consider for promotion and lateral move all qualified bargaining unit employees who have expressed interest in an open vacant position within the bargaining unit before seeking candidates from outside the bargaining unit. The Employer will take into consideration skills and ability to perform the duties of the open position satisfactorily. If skills and abilities are relatively equal between two (2) or more employees, the Employer shall consider the relative seniority of these employees.

C. Notice of vacancies for full-time job openings in the bargaining unit in all classifications or positions shall be posted in the office. The Employer will take into consideration skills and ability to satisfactorily perform the duties of any open full-time position. If skills and ability are relatively equal between two (2) or more employees, the Employer shall consider the relative seniority of these employees.

ARTICLE 11 - VACATIONS

A. All regular full-time employees will accrue vacation based on the number of regular hours worked. This includes hours categorized as Vacation, Holiday, and Personal Time Off (PTO), but excludes and overtime hours and meal premium hours. Employees classified as short-hour, or on-call are not eligible for paid vacation benefits.

All employees will accrue vacation time according to the vacation formula set forth below:

FULL-TIME EMPLOYEES:

1. One year of service and less than two: All full-time employees who have been continuously employed by the Employer for one (1) year shall receive 40 hours/5 working days of vacation pay per year.

2. Two years of service and less than five: All full-time employees who have been continuously employed by the Employer for two (2) years shall receive 80 hours/10 working days of vacation pay per year.

3. Five years of service and less than fifteen: All full-time employees who have been continuously employed by the Employer for five (5) years shall receive 120 hours/15 working days

4. Fifteen years of service or more: All full-time employees who have been continuously employed by the Employer for (15) years shall receive 160 hours/20 working days

B. PART-TIME EMPLOYEES will accrue vacation on a prorated basis, calculated from the number of regular hours worked. Similar to full-time employees, this includes Vacation, Holiday, and PTO hours, and excludes overtime and meal premium hours.

C. Payment for all accrued vacation time shall be made in a manner consistent with federal and state laws. Upon termination, all accrued vacation is due and payable to the employee.

D. If a holiday occurs during an employee’s vacation, the employee shall be given an additional day off with pay in addition to vacation pay.

E. The Employer will post a schedule of available vacation time on or before February 1st of each calendar year. All bargaining unit employees shall endeavor to select their vacation time by

March 1st each year. Seniority shall prevail in all vacation scheduled prior to March 1st. Vacation requests made after March 1st will be granted on a first come, first serve basis. Once scheduled, a vacation cannot be changed except by mutual agreement between the bargaining unit employee and the Employer. The Employer may black out the following periods only from the Vacation

Schedule- a two (2) week period which shall include the spring break for LAUSD, Long Beach

Schools or Orange County Schools: Grand Prix week; Wednesday – Sunday in October during the

Long Beach Marathon; Fourth of July; New Year’s Eve.

F. Vacation hours shall be paid to employees as they are requested and utilized throughout the calendar year. Any remaining unused accrued vacation hours as of the employee’s anniversary date shall be paid out in full on a separate payroll check issued on the regular payday immediately preceding the employee’s anniversary date.

G. PRO RATA. Upon termination of employment for any reason other than discharge for proven or admitted dishonesty, an employee shall receive whatever vacation pay is due, prorated on the basis of the number of straight-time hours worked, provided that the employee has been in the continuous employ of the Employer for six (6) months or longer. Said vacation pay shall be prorated according to the ratio that the straight-time hours actually worked bear to 2,080 hours.

The forfeiture of vacation pay under section 227.3 of the California Labor Code for proven or admitted dishonesty shall not be retroactive beyond the employee's last anniversary date.

H. Unless mutually agreed upon, vacation time is not available until fully accrued.

ARTICLE 12 - HOLIDAYS

A. The Employer shall observe the following holidays with pay for regular part-time and full-time employees who have been employed at least sixty (60) days.

New Year’s Day Independence Day

Martin Luther King, Jr. Day Labor Day

Easter Sunday Thanksgiving Day

Memorial Day Christmas Day

Juneteenth Employee’s Birthday

B. Holidays Worked. Work on holidays shall be paid at two-times (2x) the straight-time hourly rate for all hours worked.

C. Holidays Unworked. Full-time employees shall be paid for eight hours for holidays unworked.

D. Part-time employees will receive holiday pay based on the employee’s average number of hours worked per shift in the three (3) pay periods immediately preceding the pay period in which the holiday arose.

E. To be eligible for a holiday, an employee must be available for work on the workday preceding the holiday, day of the holiday, and the workday following the holiday, unless otherwise mutually agreed upon by the employee and the Employer.

F. No employee shall be paid less than their regularly scheduled weekly hours as a result of a holiday closing which is not provided for in this Agreement.

G. HOLIDAY WORK PREFERENCE. Employees who do not wish to work on a holiday shall advise their manager at least thirty (30) days prior to the posting of the holiday week schedule.

Schedule permitting, employees who do not wish to work on a holiday will be accommodated by seniority.

ARTICLE 13 – LEAVE OF ABSENCE

A. To be eligible for leave under this Article, a bargaining unit employee must have at least one (1) year of uninterrupted employment with the Employer.

B. The Employer will provide family and medical leave as required by state and federal law.

C. An employee shall provide at least thirty (30) calendar days written advance notice for foreseeable events requiring any type of leave. For events that are not foreseeable, the employee shall notify the Employer as soon as the employee learns of the need for the leave, but no later than five (5) days from learning of the event.

D. The employee has the option of using accrued vacation pay during their approved leave.

E. At the expiration of any leave of absence of four (4) months or less, the employee shall be returned to a comparable or the same position from which he/she is on leave at the same step of the then current range for their classification or position. For leaves greater than four (4) months, the Employer will offer a comparable position but shall not be required to displace any employee.

F. UNION BUSINESS. An employee in good standing with the Employer, who has been requested by the Union to take a leave of absence to transact Union business may, upon written request to the Employer by the Union, receive a leave of absence for the period of their service with the union, of not less than two (2) weeks and up to three (3) months. This leave is subject to approval of the Employer. The three (3) months can be extended for an additional three (3) months upon mutual agreement between the Employer and the Union. A Union’s request for such a leave of absence, and for the return of an employee at the conclusion of such a leave, shall each be served upon the involved Employer, in writing, a minimum of one month immediately preceding the date of the proposed commencement of the requested leave and a minimum of two (2) calendar weeks immediately preceding the date of the proposed return to work. Upon their return, they shall be reemployed at work similar to that in which they were engaged immediately prior to this leave of absence. The employee will not accrue vacation or personal time during such leave of absence.

ARTICLE 14 – PERSONAL DAYS

Regular part-time and full-time employees will be granted five (5) personal days for the year each

January 1st that can be used for personal reasons (e.g., bereavement leave, sick leave, to care for a sick child). Current employees, as of the effective date of this Agreement, will receive a prorated amount for the remainder of 2018. Unused personal days will be carried over year to year to a maximum of ten (10) days. Effective January 1, 2019, employees will receive all five (5) of their personal days each year on January 1. Employees will receive their personal days upon hire for use after the employee has completed ninety (90) days.

ARTICLE 15 – GRIEVANCE PROCEDURE

A. Any and all matters of controversy, dispute or disagreement of any kind or character existing between the parties and arising out of or in any way involving the interpretation or application of the terms of this Agreement, shall be settled and resolved by the procedures and in the manner hereinafter set forth.

B. ADJUSTMENT PROCEDURE

1. The Union through its representatives shall attempt to settle or resolve any such matter with the appropriate supervisor or person designated by the Employer.

2. Failing Step 1, the grievance will be reduced to writing, signed by the complainant, and presented by the Union Representative to the Human Resources Director no later than ten (10) working days (defined to mean Monday through Friday) after the grievance arose.

3. Upon receipt of a written notice setting forth the exact nature of the grievance, the representative of the Employer and the representative of the Union shall meet within a calendar week and attempt to settle or resolve the matter. Such meeting may be accomplished by telephone at the option of either party.

ARTICLE 16 – ARBITRATION PROCEDURE

A. In the event that the Employer and the Union are unable to settle a grievance, either party may request arbitration of said grievance within sixty (60) days following the date the grievance is filed. A failure to request arbitration within the aforesaid sixty (60) day period shall constitute a waiver of the grievance.

The parties shall endeavor to agree upon an impartial arbitrator and, in the event, they are unable to agree within ten (10) days after the request for arbitration has been made in accordance with the foregoing, then the party pursuing the grievance (the Employer or the Union) may request a list from the Federal Mediation Conciliation Services of nine (9) arbitrators. The parties shall alternately strike names from this list until one (1) remains, who shall serve as the arbitrator to hear the case.

B. The arbitrator shall have no authority to add, to subtract from, alter or amend any of the provisions of this Agreement.

C. The decision of the arbitrator shall be final and binding upon the parties of this Agreement and the employees covered hereby.

D. The fees and expenses of the arbitrator shall be shared by the Employer and the Union.

ARTICLE 17 – UNION STEWARDS

A. The Union may appoint four (4) stewards to the bargaining unit.

B. In no instance shall the Union stewards be discriminated against for discharging such duties.

C. The Employer shall allow one (1) day off with pay to allow two (2) stewards to attend the

Unions Annual Shop Steward’s Conference. The Employer will be notified one month in advance so that appropriate scheduling arrangements can be made.

ARTICLE 18 – DISCIPLINE AND DISCHARGE

A. NONDISCRIMINATION. The parties agree not to discriminate against any employee or applicant for employment because of race, creed, religion, national origin, disability, age, sex, or

Union activity.

B. No bargaining unit employee shall be discharged or disciplined without good cause.

C. The Employer shall give all notices of discharge in writing to the bargaining unit employee and send a copy to the Union within five (5) working days (defined to mean Monday through

Friday) of the discharge.

D. Disciplinary notices, warnings, and suspensions of three (3) days or less shall not be used to support further disciplinary action after twelve (12) months from the date of issue. Suspensions of four (4) days or more shall not be used to support further disciplinary actions after twenty-four

(24) months from the date of issue.

ARTICLE 19 – WAGE STATEMENT

All bargaining unit employees shall be paid bi-weekly or semi-monthly. Employer shall furnish to each bargaining unit employee on such pay days, a wage statement showing the date, name of employee, total hours worked, total amount of wages paid, and itemized deductions made for the payroll period.

The Employer will provide the accrued personal and vacation days on the employee’s wage statement.

ARTICLE 20 – INSPECTION OF EMPLOYEE RECORDS

The Employer agrees that all employee records for bargaining unit employees shall be available to an authorized and properly designated Union Representative. A representative of the Employer may be present during this inspection.

ARTICLE 21 – HEALTH AND WELFARE AND PENSION

A. Employer agrees to contribute to the cost of the Union’s “Plan A” medical insurance for eligible full-time employees. Employer agrees to pay 100% of the monthly premiums for

Employees electing employee-only coverage and 50% of the premiums for employees electing employee plus dependent coverage. To be eligible for the company to begin making payment under this Article, the employee must have worked for the company for a minimum of sixty (60) days. Said coverage shall be effective for each of the calendar years 2025, 2026, 2027, and through

April 30, 2028.

B. The employer will provide the same health benefits to part-time employees who average at least 28 hours/week, as it provides to full-time employees, at the next open enrollment after the part-time employee has been with the Employer for six months. The average hours will be determined based on hours worked or paid in the prior six (6) months.

C. Employer hereby agrees to offer a 401K plan for employees, pursuant to the terms of the plan.

ARTICLE 22 – NO STRIKES, NO LOCKOUTS

A. It is mutually agreed by the parties hereto that throughout the life of this Agreement there shall be no strikes, picketing or lockouts, and that any difference or misunderstanding which may arise between the contracting parties shall be amicably adjusted by and between the parties themselves.

B. No bargaining unit employee shall be required to cross any lawful, sanctioned primary picket line.

ARTICLE 23 – SAFETY COMMITTEE

A. The Employer agrees to continue its current practice of having safety committee meetings.

A minimum of two (2) bargaining employees shall participate in the safety of any meetings. The safety committee shall meet at least quarterly.

B. With input from the Union and Employees, a comprehensive workplace violence plan will be developed and distributed, consistent with CA Senate Bill 553.

ARTICLE 24 – VALIDITY OF AGREEMENT

If any provision of this Agreement is determined to be invalid or illegal by a court of competent jurisdiction, then such provision shall be severed from this Agreement, but the remainder hereof shall remain in full force and effect. The parties hereto shall immediately commence to negotiate for the purpose of replacing any such invalid or illegal provision.

Should any change be made in any federal or state law, or in any rules or regulations implementing such legislation, which render impermissible any provision herein contained then such provision of this Agreement shall be automatically terminated, but the remainder of this Agreement shall remain in full force and effect. Such legislation and/or rules and regulations shall supersede this

Agreement, and applicable clauses shall be substituted for those ruled invalid or illegal. The parties hereto shall immediately commence to negotiate for the purpose of replacing any such invalid or illegal provision.

ARTICLE 25 - GENERAL

A. BULLETIN BOARD. The Union may supply each location with one (1) bulletin board for the purpose of posting notices involving official Union business. Bulletin boards shall not be used to post notices of an adversarial nature. Notices shall be posted by designated representatives of the Union.

B. EMPLOYEE FACILITIES. The Employer agrees to provide access to clean and adequate restrooms, lunchrooms, where available, and provide also proper safety, sanitary and first-aid facilities for the benefit of the bargaining unit employees.

C. JOB INJURY. When an employee is injured on the job, there shall be no deduction from the employee’s pay for the day in which the employee was injured and reported for medical care.

D. UNIFORMS. The Employer agrees that if any employee is required to wear a uniform as a condition of his continued employment, such uniforms shall be furnished by the Employer at no cost to the employee. Employer agrees to provide all full-time employees with five (5) shirts, three

(3) pants, and one (1) jacket. Part-time employees will be provided with three (3) shirts, two (2) pants, and one (1) jacket. The Employer may also provide hats. Uniforms will be replaced, when necessary, due to normal wear and tear. The employee will be held responsible for these items except for normal wear and tear.

ARTICLE 26 – TERM OF AGREEMENT

A. This Agreement shall remain in full force and effect from May 1, 2025, until midnight, April 30, 2028, and shall automatically renew itself from year to year unless written notice of termination is given by either party to the other party not less than sixty (60) days prior to the expiration hereof or any annual renewal.

B. This Agreement represents a full and complete understanding as to the wages, hours, and other conditions of employment.

IN WITNESS WHEREOF, THE PARTIES HERETO HAVE EXECUTED THIS AGREEMENT

THE DAY AND YEAR FIRST ABOVE WRITTEN.

FOR THE EMPLOYER: FOR THE UNION:

LAZ PARKING CALIFORNIA, LLC UFCW UNION LOCAL 324

John Svendblad Matt Bell

Senior Vice President Secretary-Treasurer

APPENDIX A WAGE RATES

Current Rates

May 1, 2025

January 1, 2026

January 1, 2027

0-12 months $19.21 $20.94 $22.20 $23.31

13-24 months $19.52 $21.28 $22.56 $23.69

25-36 months $19.90 $21.69 $22.99 $24.14

37-48 months $20.02 $21.82 $23.13 $24.29

49 months + $20.81 $22.68 $24.04 $25.24

Lead:

add to base rate

$1.25

Admin:

add to base rate

$1.75