Signed_Vance_CBA.pdf

FA3002-13-R-0011

Attachment 3 - CBA

AGREEMENT

Between

CSC APPLIED TECHNOLOGIES LLC,

VANCE INFRASTRUCTURE SUPPORT

PRI/DJI

M1 SUPPORT SERVICES

DENMAR SERVICES, INC.

And

INTERNATIONAL ASSOCIATION OF MACHINISTS

and AEROSPACE WORKERS, AFL-CIO

DISTRICT LODGE 171 and its LOCAL LODGE 898

June 11, 2012 - June 7, 2015

TABLE OF CONTENTS

AGREEMENT ………………………………………………………………………….….. 3

ARTICLE 1 RECOGNITION …………………………………………………………. 4

ARTICLE 2 MANAGEMENT RIGHTS………………………………………………… 4

ARTICLE 3 UNION SHOP AND CHECK OFF………………………………………. 6

ARTICLE 4 SENIORITY………………………………………………………………. 7

ARTICLE 5 HOURS OF WORK……………………………………………………..… 20

ARTICLE 6 OVERTIME. …………………………………….………………………… 21

ARTICLE 7 HOLIDAYS ……………………………………….………………………. 23

ARTICLE 8 GRIEVANCE PROCEDURE …………………………………….….…… 24

ARTICLE 9 ARBITRATION ……………………………………………………..……. 27

ARTICLE 10 STRIKES, LOCKOUTS AND WORK STOPPAGES ………………… 28

ARTICLE 11 LEAVE OF ABSENCE …………………………………………………… 29

ARTICLE 12 PAID TIME OFF………………………………………………….……….. 32

ARTICLE 13 BANKED SICK LEAVE…………………………………………..………. 35

ARTICLE 14 JURY AND COURT WITNESS PAY……………………………………. 36

ARTICLE 15 FIREFIGHTERS…………………………… ……………………….….… 36

ARTICLE 16 SAFETY AND HEALTH ………………………………………………… 38

ARTICLE 17 HPWO PARTNERSHIP………………………………………………… 39

ARTICLE 18 FLIGHT PAY BONUS …………………………………………………… 40

ARTICLE 19 BULLETIN BOARDS ………………………………………………...…. 41

ARTICLE 20 GROUP INSURANCE …………………………………………...…….. 41

ARTICLE 21 GENERAL ……………………………………………………………….. 42

ARTICLE 22 UNION REPRESENTATION …………………………………………… 47

ARTICLE 23 WAGES ………………………………………………………………….. 50

ARTICLE 24 PENSION PLAN & SAVINGS AND INVESTMENT PLAN ………….. 55

ARTICLE 25 SUCCESSORSHIP ………………………………………………………. 56

ARTICLE 26 SUB-CONTRACTING ……………………………………………………. 57

ARTICLE 27 DURATION ……………………………………………………………….. 57

APPENDIX A COMPANY RULES ……………………………………………………….. 58

APPENDIX B JOB GRADES, TITLES, AND CODES …………………………………. 62

APPENDIX C LINES OF PROGRESSION ……………………………………………… 70

APPENDIX D JOB DESCRIPTIONS …………………………………………………….. 83

APPENDIX E CSC EMPLOYEE BENEFITS PLANS…………………………………… 163

APPENDIX F PRI/DJI EMPLOYEE BENEFIT PLAN …………………… 164

APPENDIX G M1 SUPPORT SERVICES EMPLOYEE BENEFIT PLANS …………… 165

APPENDIX H DENMAR BENEFIT PLAN . ……………………………………………… 166

APPENDIX I MACHINISTS NON-PARTISAN POLITICAL LEAGUE CHECK-OFF…. 167

APPENDIX J MACHINISTS WORKSITE BENEFITS PROGRAM……………………… 168

APPENDIX K HPWO …………………………………………………………………………. 169

APPENDIX L MINIMUM QUALIFICATIONS PER ARTICLE 4 ………………………….. 170

APPENDIX M SUBSTANCE ABUSE POLICY……………………………………………… 172

AGREEMENT

THIS AGREEMENT entered into at Vance Air Force Base near Enid, Oklahoma, effective the 11th day of June, 2012, by and between CSC APPLIED TECHNOLOGIES LLC, VANCE INFRASTRUCTURE SUPPORT, and PROJECT RESOURCES, INC. DEL-JEN, INC

(PRI/DJI) and M1 SUPPORT SERVICES and DENMAR SERVICES, INC. (hereinafter referred to collectively and separately as the "Company") and the INTERNATIONAL

ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS, AFL-CIO, and DISTRICT

LODGE 171 and its LOCAL LODGE NO. 898 (herein collectively "Union") as representative for the purpose of collective bargaining of the employees hereinafter defined. Said parties agree as follows:

The purpose of this agreement is to provide orderly collective bargaining relations between the Company and the Union, to secure a prompt and fair disposition of grievances and to stabilize employment relations for the duration of this agreement.

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

This Agreement shall supersede any and all agreements, written or verbal, existing or previously executed, or any other agreement prior to June of 2009 between the Company and the Union affecting employees in the job classifications covered hereby.

This agreement can be changed or modified only by a document in writing signed on behalf of both parties hereto by their duly authorized representatives; provided, however, that written agreements regarding particular matters or understandings may be made between the

Company and the Union and shall be binding upon the employee or employees concerned, the Company and the Union.

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

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

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

ARTICLE 1

RECOGNITION

1.1 The Company recognizes District Lodge 171 and its Local Lodge 898, International Association of Machinists and Aerospace Workers, AFL-CIO, as the exclusive bargaining representative for the aircraft maintenance, aircraft maintenance instructors, supply and procurement including local purchase specialist, civil engineering including construction contracts specialists, transportation, food services, housing services, recreation services, communications including telecommunications planning analysts, firemen, assistant fire chiefs and reproduction photo lab employees, including shop clericals and lead, housekeepers, ADP employees, graphic design employees and office clerical positions including directors administrative employees, personnel administrators and payroll administrators employed by the employer at Vance Air Force Base, Oklahoma; excluding all other employees including Program Manager Administrative Section, professional engineers, guards, watchmen, temporary employees and supervisors as defined in the National Labor

Relations Act, as amended.

1.2 The term "temporary employees" is limited to employees hired for a period not to exceed 120 days or on a seasonal basis.

1.3 The term "part-time employees" as used in this Agreement means employees who are regularly scheduled to work less than 30 hours per week. If a "part-time employee" averages 30 hours or more per week during the two full pay periods prior to the end of a calendar month, they shall accrue Paid Time Off (PTO) benefits for that month as a full time employee. For any holiday which occurs during the following calendar month they shall qualify for holiday pay as a full time employee, if otherwise eligible.

1.4 The term “full-time employees” as used in the Agreement means employees who are regularly scheduled 32 hours or more per week.

ARTICLE 2

MANAGEMENT RIGHTS

2.1 The Union recognizes that it is the function and right of the management to exercise its own judgment and discretion in developing processes which meet the standards of Government requirements and customer acceptance, to meet competition, in order that its business and jobs and wages be protected. To attain these benefits the Union recognizes as included in, but not limited to, the following rights and duties of management:

2.2 Except insofar as it is specifically abridged by express provisions of this agreement, the management of the plants and the direction of the working forces are vested in the Company. This includes, but not limited to, the right to hire, retire, transfer, promote, demote, suspend for just cause, discipline for just cause, or discharge for just cause, the making of rules not in conflict with this agreement, to relieve employees from duty because of lack of work, and to maintain discipline and efficiency of employees, provided that this will not be used for the purpose of discrimination against any employee.

2.3 There shall be no unlawful discrimination in regard to hires, tenures, terms or conditions of employment, because of race, color, sex, age, religion, national origin, ancestry, disability not related to job performance, or because the individual is a disabled or Vietnam

Era veteran; provided, however, nothing contained in this agreement shall in any way be construed to limit the right of the Company to discharge any employee or refuse to rehire any employee at the request of the Contracting Officer in order to comply with its obligation to the

Government of the United States of America under its contract with the Department of the Air

Force.

2.4 The Company and all representatives of the Union having access to the premises and all employees are required to comply with applicable Government security regulations when on Government property and/or performing work for the Government. Employees working on the program must submit to appropriate security screenings and searches and must apply for, receive and maintain any required Government clearances. The Company and the Union agree that security information will be revealed only to persons properly cleared and required by the Government to have the information.

In the event that the Government revokes, suspends or refuses required security clearances, Identification Badges, Contractor Identification Cards or other required credentials to perform work on Vance AFB or any of its associated locations, the Company will comply with the Government’s requirements which may include removing employees from the Base and work areas and terminating their employment. In the event such action is taken, any review, challenge, or appeal shall be directed to the Government Contracting

Officer or Security Representative at Vance Air Force Base.

In the event that such Government Agency following the taking of such action advises the Company in writing that such an employee is no longer restricted from access to

Government-managed property or restricted from work on or access to classified information and material, the Company shall, at the employee’s request, promptly reinstate the employee with seniority, to the same job classification subject to the applicable seniority provisions of the Agreement, so long as the notification from the Government occurs within twelve (12) months of the original restriction.

If an employee is assigned to a work area in which the government requires a security clearance or NAC and is denied the security clearance or NAC, whichever is appropriate, the employee shall be allowed to exercise his/her job bid rights under Article 4. If unable to transfer under Article 4 he/she shall be able to exercise his/her displacement options under the layoff provisions in Article 4 of the Agreement.

2.5 The Company shall be the judge of all matters pertaining to the location of operations, production schedules, and the methods, processes and means of manufacture or servicing and materials to be used, including the right to introduce new and improved methods or facilities and to change existing methods or facilities.

2.6 The Company and the Union acknowledge that the Company operations consist of the providing of Aircraft Maintenance and Base Support Services to the U.S. Air Force at

Vance Air Force Base, Oklahoma, pursuant to a contract between the Company and U.S.

Government, whereby the employer is required to perform the contracted for services in accordance with specified terms and conditions of the Government contract.

2.7 The Company may implement and, from time to time, modify reasonable rules and regulations concerning methods to identify illegal work force and work place drug users and alcohol users and to fix and impose penalties for the violations thereof, ranging from reprimand to discharge.

ARTICLE 3

UNION SHOP AND CHECK OFF

3.1 All of the Company's present employees within the bargaining unit shall remain members of the Union as a condition of employment. All newly hired employees in the bargaining unit shall become members of the Union within 90 days after their date of hiring and shall remain members of the Union as a condition of employment, within the requirements of the National Labor Relations Act. To be a member of the Union a member must pay all initiation fees, Union dues and assessments uniformly required of all members.

Union membership is required only to the extent that employees must pay either (i) the

Union’s initiation fees and periodic dues or (ii) service fees which in the case of a regular service fee payer shall be equal to the Union’s initiation fees and periodic dues or, in the case of an objecting service fee payer, shall be the proportion of the initiation fees and dues corresponding to the proportion of the Union’s total expenditures that support representational activities.

3.2 In the event that paragraph 3.1 becomes illegal, by reason of Oklahoma law prohibiting the Union shop, then the parties will substitute an agency shop provision for the

Union shop provision if such substitution can lawfully be made. Such agency shop provision, if legal, would require all employees in the bargaining unit to pay the Union an amount equal to Union dues, initiation fees, and assessments.

3.3 The Company will within 10 days after written notice from the Union discharge any employee who is not a member of the Union.

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

Once Union deductions are taken, the Company will not make any reimbursements to employees, of any Union dues, initiation fees, and assessments.

3.5 Nothing contained in this Article shall be construed to require the Company to violate any applicable law.

3.6 Employees shall not engage in Union organization activity or Union solicitation or collection of Union dues or assessments on working time.

3.7 The Union agrees to and does hereby hold and save the Companies harmless from any and all liability, responsibility, or damage for deduction, payment authorization, or notification as provided for in this Article, specifically including, but not limited to, the

Companies’ agreement to deduct dues, initiation fees and reinstatement fees from the employee’s paycheck and the Unions assumes full responsibility for the disposition of the funds so deducted when turned over to the Secretary-Treasurer of the Union.

ARTICLE 4

SENIORITY

4.1 The purpose of seniority is to provide preference in layoff and recall to work, progression, job bidding and shift preference. In the application of seniority principles, the

Company will give preference to seniority if other factors are substantially equal. For seniority to be applicable, the employee involved must have the ability, physical fitness, dependability and qualifications to perform the work involved.

4.2 Seniority is defined as the length of time since the last date of hiring by the

Company or by all predecessor contractors at Vance. Employees who are transferred or promoted out of the bargaining unit and who return to the bargaining unit within six months will do so without loss of seniority via the bidding procedure in Article 4 to available openings.

4.3 Every new employee shall be a probationary employee for a period of ninety (90) calendar days from the date he/she first reports for work and during said probationary period he/she may be discharged at any time at the sole discretion of the Company and shall not have recourse to the grievance procedure or to arbitration. Probationary employees will not be eligible to bid on posted job openings.

4.4 In the event of a layoff the Company shall designate the number of employees to be laid off in each job classification, and in each such job classification the employees with least seniority shall be laid off first. An employee who is designated to be laid off or who is bumped may bump a less senior employee in his/her line of progression, but in no event can an employee bump a higher classified employee than themselves. Bumping rights must be exercised within 48 hours after an employee is notified that a layoff will take place. An employee who is bumped to a lower job classification will receive the maximum rate of his/her new job classification or his /her previous rate of pay, whichever is less.

4.5 Following any layoff, as employees are needed for recall they shall be recalled in reverse order to the order in which they were laid off. An employee who has bumped to a lower job classification in lieu of layoff will be offered recall to his/her previous job classification only one time. If he/she declines the offer he/she will not have further recall rights to his/her said previous job classification. When an employee returns to his/her previous job classification the employee shall receive his/her previous rate of pay plus any general wage increases and/or longevity wage increases they would have received if the layoff had not occurred.

4.6 Employees who are in layoff status and accept a full time job with the Company out of their line of progression shall forfeit all recall rights under paragraph 4.5 but shall retain all seniority and other benefits accrued prior to layoff.

4.7 Employees returning to full time jobs out of their line of progression as set forth in paragraph 4.6 shall acknowledge their forfeiture of recall rights under paragraph 4.5 by signing a statement to that effect on a form provided by the Company.

4.8 An employee's seniority shall be terminated, and he/she shall cease to have any rights under this Article, in the following situations:

(a) If the employee resigns or is discharged or accepts employment outside the bargaining unit covered by this agreement.

(b) If the employee fails to respond to a written notice of recall within five work days of receipt.

(c) If the employee fails to inform the personnel department of changes of address while he/she is on layoff.

(d) If the employee is absent for three consecutive working days without reporting a reason sufficient to justify his/her absence. (Job Abandonment)

(e) If the employee is on layoff or on leave of absence for two years.

4.9 "Qualified" and "qualified to perform the work" as used in this agreement shall mean possession of the required experience, if any, and required training, if any, and the ability to perform satisfactorily the required duties of the job and to meet standards of quantity and quality without the need of extensive training. In job classifications involving the storage or movement of property, employees must have the physical strength to frequently lift and carry large and cumbersome items and items up to 40 pounds.

4.10 Relative seniority for employees with the same hire date will be determined by the last four digits of each employee's Social Security number, i.e. the lowest number has the most seniority.

4.11 When a job becomes vacant and is needed to be filled, it will be posted for three working days, except that temporary jobs will not be posted. Any employee, except probationary employees, whether or not in the line of progression may sign or electronically sign the job posting notice in accordance with paragraph 4.15. Preference will be given in filling the posted job, except as provided in paragraphs 4.12 and 4.13 to the senior employee in the line of progression, who is qualified to perform the work and who has signed the posting notice before the close of the posting period. If the job is not filled by an employee in the line of progression, it will be awarded to the senior qualified bidder outside the line of progression. An employee in the line of progression in which the vacancy is posted, who has been on sick leave throughout the posting period and returns to work within three working days after the closing date, or who is on vacation throughout the posting period, may claim the posted vacancy within 24 hours after returning from vacation or sick leave, if it has been awarded to a less senior employee in the line of progression or to an employee outside the line of progression and if he is qualified to perform the work. An employee on sick leave or authorized absence will be allowed to have his/her name added to the posting during the posting period. This can be accomplished by a phone call to the Human Resources office or by signing a posting at one of the locations on base. If the employee on sick leave or authorized absence is the successful bidder, he/she has 10 work days from the posting closing date to return to work and assume the new position. Lines of progression are set forth in Appendix C attached hereto.

4.12 Employees to be eligible to bid for the job classification of Helper, Mechanic must be able to demonstrate minimal mechanical aptitude that would justify consideration and must have the ability, physical fitness, dependability and qualifications to perform the work involved. Individuals, who fail to demonstrate minimal mechanical aptitude, may be evaluated again after one year, only after obtaining on their own formal mechanical training or documented experience which would make it likely that they would successfully demonstrate minimal mechanical aptitude during a second attempt. No further attempts will be allowed.

At a minimum, applicants must have the physical strength to perform the duties without difficulty, must be able to write legibly in order to accomplish the aircraft forms and related paper work, and must be able to read, understand and be able to follow Air Force Technical

Orders and all other directives relative to the job classification. Employees must have established and maintained a dependable attendance record. Successful bidders to Helper, Mechanic will be required to satisfactorily complete a training program provided by the

Company and be tasked certified in the requirement program provided by the Company and, upon successful completion, will be eligible to bid on the classification of Mechanic, Aircraft in the MDS Aircraft for which they received their training and task certification. Program duration, hours of presentation and subject content will be determined by the Company.

The provisions of paragraph 4.17 shall apply for the first fifteen (15) working days after promotion to Helper, Mechanic. Said employee must have established and maintained a dependable attendance record and perform satisfactorily for one (1) year as a Mechanic, Aircraft on MDS to be eligible to bid on other classifications in Mechanic Aircraft line of progression outside of the MDS aircraft for which they received their training and task certification. All other employees must meet one of the following requirements before they are eligible to bid for the classification of Mechanic, Aircraft or Specialist, Fuel Systems in

Labor Grade 9:

(a) One year of documented aircraft mechanical experience. (DD Form 214 or employment record)

(b) Satisfactory completion of Mechanic, Aircraft training criteria and task certification as established by the Company or one (1) year of satisfactory performance working as a Helper, Mechanic at Vance Air Force Base.

(c) Hold a valid FAA A or P License.

To be eligible for a job in one of the following classifications in Labor

Grade 11, or higher.

Mechanic, Aircraft Senior

Inspector, Aircraft

Specialist, Fuel Systems Senior

Employees must have established and maintained a dependable attendance record and meet one of the following requirements:

(d) One year of satisfactory performance while working in Labor Grade 9 or above in the Mechanic, Aircraft line of progression at Vance Air Force Base.

(e) Two years of documented aircraft mechanical experience in the equivalent of Labor Grade 9 or above other than Vance Air Force Base (DD Form 214 or employment record).

To be eligible for a job in one of the following job classifications in Labor

Grade 11, or higher

Lead, Dock

Lead, Flight

Inspector, Aircraft Senior

Lead, Fuel Systems

Lead, Aircraft Inspector

Lead, Controller Equipment Specialist

Employees must be Task Certified in their current job classification and

Capable in the Lead classification. Employees must have established and maintained a dependable attendance record and meet one of the following requirements:

(f) Two years of satisfactory performance while working as a Labor Grade 10 or above in the Mechanic, Aircraft line of progression at Vance Air Force

Base.

(g) Four years of documented aircraft mechanical experience in the equivalent to Labor Grade 10 or above other than Vance Air Force Base (DD Form

214 or employment record).

(h) To be eligible for a job in the following classification, the employee must meet the following requirements:

Instructor, Aircraft Maintenance

Four (4) years of satisfactory performance while working in Labor Grade

10 or above in the Mechanic, Aircraft line of progression at Vance Air

Force Base.

(i) The qualifications for Specialist, Fuels Systems Senior must include six (6) months of fuel systems experience, and successful completion of all training tasks and the fuel system qualification test. The qualifications for

Lead, Fuel Systems must include one (1) year of fuel systems experience.

(j) Successful bidders into the Support Branch, Post Dock Section, must obtain run up certification for a single assigned aircraft within ninety (90) days, and must obtain run up certification for each additional assigned aircraft within ninety (90) days per MDS aircraft, not to exceed 270 days.

Employees unable to obtain and maintain run-up currency must bid out to the first lateral available position in their line of progression.

(k) To be eligible as an Expeditor, Flight Line the employee must have four years satisfactory performance in the Lead, Flight classification at Vance

AFB, or six years of Flight Line experience as Labor Grade 10 at Vance

AFB, or eight years of Flight Line experience equivalent to Labor Grade 10 other than Vance AFB.

4.13

(a) Except for the positions expressly referenced in 4.13 (b), below, employees must meet one of the following criteria of qualifications before they are eligible to bid for a job classification in labor grade 5 or higher.

(1) One year of documented experience relating to the job classification. (DD Form 214 or employment record)

(2) Successful and documented completion of formal schooling equivalent to 6 months experience or 6 months of documented experience and completion of ECI course relating to the job classification.

(b) Before an employee is eligible to bid for one of the following job classifications, he/she must meet the requirements established for that classification as indicated below:

(1) Lead positions in labor grade 10 or above require four years of documented related experience or four years of satisfactory performance in the line of progression.

(2) JEIM line of progression

aa. Labor Grade 9 - an employee must have a minimum of 1 year documented jet engine mechanical experience (DD

Form 214 or employment record) or successful and documented completion of formal schooling (power plant license) or completion of the ECI Course relating to that job classification.

bb. Labor Grade 10 - an employee must have 1 year of satisfactory performance while working in labor grade 9 or above in the JEIM line of progression at Vance AFB or 2 years documented jet engine mechanical experience in the equivalent of labor grade 9 or above other than Vance AFB

(DD Form 214 or employment record).

(3) Supply line of progression

aa. Labor Grade 6 - an employee must have completed the supply career field five-level ECI course. Personnel classified as Clerk, Inventory Management who complete the five level Supply ECI Course will be immediately reclassified to the Specialist, Materiel classification.

bb. Labor Grade 7 or above - an employee must have completed the supply career field seven-level ECI course, except for the classifications Lead, Freight and Specialist, Outbound

Freight. These two positions require one year experience within the supply line of progression, but do not require completion of any supply career field ECI course.

(4) Munitions line of progression - To be eligible to bid for:

aa. Specialist, Munitions Systems - an employee must have four years experience in the munitions career field and have completed the Munitions Systems Journeyman ECI Course.

bb. Chief, Munitions Systems - employee must have a minimum of one year as a Munitions System Specialist.

(5) Labor Grade 9 or above in the Fuels line of progression - an employee must have completed the fuels career field five-level ECI

Course, and have a minimum of 1 year experience within the Fuels line of progression or have a minimum of one year of comparable related experience.

(6) Analyst, Computer Network

aa. two years experience as a Specialist, Network Senior and a total of 4 years in the “computer” line of progression or

bb. a degree in computer science and two years computer network experience or

cc. a minimum of 6 years dedicated Computer Network experience.

(7) Analyst, System Administrator

aa. two years experience as an Administrator, System Senior and a total of 4 years in the “computer” line of progression or

bb. a degree in computer science and two years systems administrator experience or

cc. a minimum of 6 years dedicated systems administrator experience.

(8) Assistant, Child Development Program and Assistant, Child

Development Program PT, and Counselor, Youth Program and

Counselor, Youth Program PT - must participate in and continue progress in required Air Force Military Child Development Training

Modules. Upon successful completion of the modules the employee will be promoted to the job classification of Assistant, Child Development Program Senior or Assistant, Child

Development Program Senior PT, and Counselor, Youth Center

Program Sr. and Counselor, Youth Center Program Sr. PT, and upon completion of an Associate Degree in Early Childhood

Education, the employee will be promoted to the job classification of Associate, Child Development or Associate, Child Development

PT or Associate Counselor, Youth Center Program and Associate

Counselor, Youth Center Program PT, appropriately and in accordance with Article 23.8 of this Agreement.

(9) Associate, Child Development & PT, Associate Counselor, Youth

Center Program & PT and Specialist, Youth Activities; an employee must have:

aa. an associate degree in Early Child Education or

bb. a current Child Development Associate credential or

cc. a bachelor degree in Early Childhood Education or other related field.

dd. for the Specialist, Youth Activities, an associate degree in

Teaching or Elementary Education.

(10) Graphic Designer

aa. a Bachelor’s Degree in Graphics Design and Digital Imaging or

bb. 4 years experience and satisfactory progress toward a degree in Graphics Design or

cc. a minimum of 4 years dedicated Graphic Design experience.

(11) Administrator, Personnel

Bachelor’s Degree or 2 years related experience in Human

Resources, Payroll, and Business Administration.

(12) Administrator, Payroll Senior

Bachelor’s Degree in a business or accounting related field or 4 years experience in payroll with human resources experience.

(13) Associate, Administrative

Associate Degree or 2 or more years experience in office management.

(14) Assistant, Administrative

Associate Degree or 4 years experience in office management.

(15) Assistant, Administrative Senior

Associate Degree or 6 years experience in office management

(16) Lead, Lodging Administrator

aa. 2 years of experience at Vance Air Force Base in Labor

Grade 5 or above in Line of Progression #39; or

bb. 4 years of lodging experience at Vance Air Force Base in

Line of Progression #39, or equivalent, including some accounting experience.

(17) Specialist, Construction Contracts

Must have a minimum of four-years experience in Contract

Administration or governmental related construction contracting.

Minimum two-year college, four-year degree preferred in a related field.

(18) Specialist, Local Purchase

Must have a minimum of four-years experience in Procurement or similar activity. Minimum of two-years college in a related field, four-year degree preferred.

(19) Assistant Chief, Operations

Must have five-years fire department experience and be an IFSAC

Certified Fire Officer III, Fire Inspector II, Fire Instructor II, Hazmat

Incident Commander and Airport Fire Firefighter.

(20) Assistant Chief, Fire Prevention

Must have five-years fire department experience and be an IFSAC

Certified Fire Officer III, Fire Inspector III, Fire Instructor II, Hazmat

Incident Commander and Airport Fire Fighter.

(21) Station Chief, Kegelman Field

Must have five-years fire department experience and be an IFSAC

Certified Fire Officer II, Fire Inspector II, Fire Instructor II, Hazmat

Incident Commander and Airport Fire Fighter.

(22) Technician, Telecommunications

Minimum of five years telecommunications experience, three of which must be in communications installation.

(23) Analyst, Telecommunications Planning

Minimum of five-years telecommunications experience, three of which must be in communications installation.

(24) Associate Engineer/Contract Programmer

Minimum Requirements to Bid per Appendix L

(25) Inspector, Life Support

Two years of documented Life Support experience in the equivalent of Labor Grade 10 or above at Vance air Force Base or (DD Form

214 or employment record). Four years documented satisfactory performance in Life Support Section and completion of formal schooling in Job Classification (1T131) or AFADAL equivalent to Air

Force 7 skill level.

(26) Analyst, Information Technology/Telecom Planning

Three (3) years of documented Analyst experience in telecommunications and/or Information Technology or above at

Vance Air Force Base or (DD Form 214 or employment record).

4.14 The posting notice shall state the job classification, the shift or shifts of the job, the pay rate or range, the location of the job and the closing hour of the posting period. The notice shall be posted on all bargaining unit official Union bulletin boards and on QMIS (select

Personnel, Job Bids, Job Posting). Employees who desire to bid for the posted vacancy may do so by personally or electronically signing the posting before the close of the posting period. When a posted vacancy is filled by an employee who is in the same classification, succeeding vacancies in the same job classification which occur successively need not be posted but shall be filled, according to seniority, by qualified employees who signed the posting.

4.15 An employee who signs a posting may state the work area desired (which may or may not be a work area listed in the posting), and he/she will be assigned to such work area, regardless of shift, if it becomes available and if his/her seniority permits. If an employee does not state a desired work area he/she will be assigned to any work area, regardless of shift that becomes available, if their seniority permits. An employee who is transferred to a desired work area will not be allowed to bid on a posted vacancy for six months after such assignment, except for a posted vacancy which would provide the employee a higher labor grade.

4.16 Within one week after the close of the posting period, the Company shall determine whether there are any bidders who are qualified to perform the posted job.

Current discipline for conduct demonstrating a lack of ability of the bidder to perform the work may be used to determine the bidder’s qualification to perform the posted job. The job will be awarded to the senior qualified bidder and the award will be posted on the official Union bulletin boards or on QMIS (if available). The successful bidder shall be assigned to their new job within ten working days after the job is awarded, unless production considerations require a longer delay and so long as it is the same Company.

Employees who are awarded a new job in a different Company shall be assigned to their new job within twenty-five working days after the job is awarded, unless production considerations require a longer delay.

4.17 The successful bidder may be returned to their former job classification, shift and section, if within fifteen (15) working days after beginning the new job classification he/she fails to perform the work satisfactorily, and such employee cannot within six (6) months thereafter bid for a posted vacancy in such new job classification. The employee (unless he/she has bid to a lower job classification in his/her line of progression) shall also have the right to return to his/her former job classification, shift and section any time within fifteen (15) working days after beginning his/her new job classification, in which event he/she cannot bid on any posted vacancy for six (6) months thereafter. The Company will have up to five (5) working days to return the employee to their former job classification, shift, and section after notification in writing by either party. This paragraph does not apply except when an employee changes job classifications.

4.18 If there are no qualified bidders who satisfy the requirements of paragraph 4.16, the Company may within two months fill a posted vacancy either from within or without the bargaining unit. If there are any bidders for a posted vacancy, but no qualified bidders who satisfy the requirements of paragraph 4.16, the individual filling the job, either from within or without the bargaining unit, must meet the same criteria of qualifications required of the bargaining unit employee who bid for the job. If filled from within, Article 4.17 will apply. If, after two months, the posted vacancy is still needed to be filled, it will be reposted.

4.19 A successful bidder cannot bid for another posted vacancy for six (6) months or twelve (12) months when the new job was with another Employer covered by this Agreement, after the date the new job is awarded to him/her unless the posted vacancy would provide the employee a higher labor grade, except a part-time employee bidding to a full time position shall not be restricted. A successful bidder on a lead position will not be permitted to bid on another position within one (1) year after the lead position is awarded to him/her.

4.20 An employee who successfully bids to a lower labor grade will not be allowed to bid on any posted vacancy within six (6) months after the vacancy is awarded to him/her, except an employee successfully bidding to a lower labor grade from layoff status or any medical leave of absence, which precludes the employee’s return to his/her current job, is not restricted from bidding.

4.21 An employee cannot have bids pending in more than one job classification at one time.

4.22 Preference in filling a shift or odd work week vacancy will be given by seniority to employees in the same job classification in the same section who have signed and filed applications for change and who are qualified for the vacancy. An application must be filed with the employee's supervisor. The shift or odd work week preference will be given by seniority no later than the work day prior to the date the job is posted. Successful bidder may bump for shift preference if seniority permits under Paragraph 4.23.

4.23 When an employee is transferred from one section or classification to another the employee may exercise his/her seniority in making a shift selection. An employee bidding on an odd work week shift may exercise his/her shift preference only on an odd work week shift if available.

4.24 Every 60 days the Company will furnish the Union a seniority list of the employees, by job classifications, in order of descending seniority. The current address of all bargaining unit employees will accompany the seniority list.

4.25 When a work section has multiple starting times within a shift (as defined in

Article 5.6) and a vacancy occurs; the employees on that shift in that classification may exercise their seniority for start time preference no later than the work day prior to the date the job is posted. Individuals moving to that shift by virtue of job bid or shift preference application, etc., shall fill the final starting time vacancy.

4.26 An employee who is permanently medically disqualified from their current job classification may be awarded a job in a vacant classification that she/he is qualified for and is physically able to do. The job classification subject to award must be in the entry level

Labor Grade for that Line of Progression. Terms and conditions specified in Article 4.11 shall not apply.

4.27 If an employee accepts and attends a job training course away from Vance AFB and the course and/or classes are scheduled for more than 10 days, the employee must remain in that Job Classification for twelve (12) months from the day of return from the training course. Exempt are job bids within the line of Progression or jobs relevant to the training course.

4.28 It is the intent of the parties that the provisions of Article 4 be used to provide opportunities for advancement by permitting employees to bid on positions which they intend to occupy, and not for the purposes of manipulating the wage rate structure.

4.29 Employees may exercise their seniority rights across Company lines with respect to job bidding, layoff and recall consistent with this Agreement. Bumping rights across

Company lines may be utilized in the event of a layoff as provided in this article. In cases of employee transfer between CSC and PRI/DJI and M1 Support Services and DenMar

Services, Inc. the Companies will provide a seamless transition with respect to hours of work minimizing, to the extent possible, the employee’s loss of work hours during the transition.

When possible, employee transfers from CSC to PRI/DJI or M1 Support Services or DenMar

Services, Inc., will be effective on the first day of a calendar month, and transfers from M1

Support Services or PRI/DJI or DenMar Services, Inc. to CSC will be effective the start of a workweek.

In effecting a transfer between the Companies, enrollment in the gaining Company’s group benefits plans will be as seamless as possible under the provisions of the applicable

Summary Plan Descriptions.

4.30 Following the completion of the layoff procedure as delineated in paragraph 4.4 the following “Overage to Shortage” system will be utilized to achieve the correct manning in each classification in each work section.

(a) The Company will provide a list of overage and shortages in writing to the

Union.

(b) The movement of employees from one work section to another will be accomplished by first asking employees by: (1) seniority and job classification to volunteer in the “overage” section, to move to a “shortage” section; (2) lacking volunteers to fill the required manning, the less senior employee in the job classification in the “overage” section will be transferred to fill the same job classification in the “shortage” section.

Sections are currently established as possible work areas under the job bid and seniority provisions of Article 4.

New sections or changes of current sections must be negotiated with the Union.

The Company may evoke an “overage and shortage” for legitimate production requirements involving more than two (2) employees. All movement of employees is permanent work section changes.

ARTICLE 5

HOURS OF WORK

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

Article does not apply to Firefighters.

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

5.3 The work week shall begin at 0001 hours on Monday.

5.4 The normal work week shall consist of 40 hours, and of five consecutive days, Monday, Tuesday, Wednesday, Thursday, and Friday, in which the sixth day is Saturday and the seventh day is Sunday.

5.5 The normal work week as provided in this agreement shall not apply to employees assigned to an odd work week, which shall consist of 40 hours and of five consecutive days, in which the employee's sixth and seventh days are other than Saturday and Sunday. Full time and Part Time employees assigned to an odd work week will be paid a differential of thirty cents ($.30) per hour; effective October 1, 2012 forty cents (40¢) per hour.

5.6 Determination of starting time and hours of work shall be made by the Company and such schedules may be changed from time to time to suit varying conditions of business.

The starting time of the various shifts will be as follows:

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

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

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

5.7 In the event of temporary reductions in staffing requirements as a result of a

Governmental directive impacting working requirements, such as no-fly days, Goal Days, Family Days, Weather Days, Holiday shut-downs, delayed reporting time, Base closure, and the like, where management does not require employees to work on such days, Employees not required to work my utilize accrued unused PTO to cover time lost..

ARTICLE 6

OVERTIME

6.1 Overtime will be paid at the rate of one and one-half times the regular rate of pay as follows:

(a) For all authorized hours worked or in pay status in excess of 40 hours in any regular work week for which overtime is not otherwise payable. The work week shall begin at 0001 hours on Monday.

(b) For all hours worked in excess of eight hours in any calendar day (except

Firefighters and alarm room personnel).

(c) For all hours worked on paid holidays in addition to holiday pay provided by paragraph 7.4.

6.2 Overtime (which is defined as hours worked at a premium rate of pay) will be equalized within a spread of 50 hours for employees within an overtime group (which is all employees within the same job classification in the same section on the same shift who start within the same two hours time block, commencing with 0400 ending 0559, and so forth), provided however, that work in process need not be reassigned for the purpose of equalizing overtime. It is the Union’s responsibility to maintain the overtime log, with management oversight. Overtime offered and refused shall be counted as worked, provided the employee(s) refusing is (are) the lowest employee(s) on duty in overtime hours in the overtime group. If it becomes necessary for the Company to require employee(s) to work overtime, it must first require the employee(s) on duty who is (are) lowest in overtime hours in the overtime group. Upon entering an overtime group an employee shall be assigned the maximum number of overtime hours accumulated by any employee in that overtime group. It will not be a violation of this paragraph for overtime work not to be offered on a given day to employees who are on vacation or otherwise absent from their scheduled work shifts. The

Company shall not be obligated to offer overtime work to employees who sign a statement that they prefer not to work overtime, but such employees shall be considered lowest in overtime hours in the overtime group and shall be subject to overtime assignments. An employee who revokes a statement that he/she prefers not to work overtime shall be assigned the maximum number of overtime hours accumulated by any employee in that overtime group. The employee revoking the signed statement shall not be allowed to sign another statement for six (6) months from the date he/she is placed back into the Overtime

Equalization Group Log. An employee who is absent from work beyond thirty (30) calendar days, for any reason, will be assigned the same overtime spread as when that employee last worked. If an overtime spread is greater than 50 hours at the end of a work week (midnight

Sunday) and the excess beyond 50 hours does not result from overtime assignments which are permitted by this paragraph or from overtime worked off base, any employee below the

50 hour spread will be paid and charged for his/her number of hours below the spread. On

October 1 of each year the employee with the lowest overtime hours in her/his overtime group will be logged as “0” zero on the Overtime Equalization Log. The overtime spread between additional employees in that overtime group will be maintained and logged accordingly. This paragraph does not apply to Firefighters.

6.3 Paragraph 6.2 will apply to civil engineering EMCS operators, aircraft maintenance controllers, housing clerks, and other categories which have 24-hour coverage, except that shift assignments will not be a factor in determining overtime assignments. This paragraph does not apply to the fire department.

6.4 Based upon the Company utilizing a verifiable and documented log for annotating

“call out” work and based upon the promise of “first” offering “call out” overtime to the appropriate classification lowest in overtime hours in the overtime group the Company and the Union would agree to count the attempted “call out” as overtime refused in maintaining the equalization of overtime as provided in Para 6.2 of the agreement.

6.5 Further when the above procedure is followed and the Company is unable to get a response to the “call out” from employees in the primary classification, and a qualified employee is called in by the Company from a different classification, and responds; the overtime hours offered will be logged as “refused” in the primary classification, and the overtime hours worked by the employee that “responds” will not be logged. The response must be voluntary and will not be utilized until “call out” overtime is first offered to the primary classification.

6.6 Overtime pay will not be duplicated for the same hours worked.

6.7 It is understood and agreed that the Company reserves the right to require employees covered by…