05-2023 _CBA_Revision_20_dated_7-14-15.txt.pdf

Agreement Between

L-3 VERTEX, NFFM, ORASSA & POWERHOUSE

And

Local Lodge 519

International Association of Machinists and Aerospace Workers

F-16, 21st AMU Luke Air Force Base Glendale, Arizona

February 16 2015 through February 15, 2018

FA3002-16-R-0005 ATTACHMENT 10

TABLE OF CONTENTS

PREAMBLE

01.00 RECOGNITION

02.00 NON-DISCRIMINATION

03.00 MANAGEMENT RIGHTS

04.00 UNION ACCESS TO OPERATIONS

05.00 GRIEVANCE PROCEDURE

06.00 ARBITRATION PROCEDURE

07.00 NO STRIKE / NO LOCKOUT

08.00 BULLETIN BOARDS

09.00 BARGAINING UNIT WORK

10.00 SENIORITY

11.00 TEMPORARY DUTY (TDY) TRAVEL

12.00 FILLING OF VACANCIES

13.00 HOURS OF WORK

14.00 OVERTIME

15.00 SHIFT DIFFERENTIAL

16.00 LEAVE OF ABSENCE

17.00 ASSIGNMENT OF SHOP STEWARDS

18.00 UNION DUES CHECK OFF

19.00 SAFETY

20.00 SUCCESSORS AND ASSIGNS

21.00 SUBSTANCE ABUSE POLICY

22.00 WAGES

23.00 HOLIDAYS

24.00 VACATION

25.00 JURY DUTY

26.00 BEREAVEMENT

27.00 EDUCATION REIMBURSEMENT

28.00 PAID TIME OFF (PTO)

29.00 HEALTH AND WELFARE BENEFITS

30.00 PENSION AND SAVINGS PLAN

31.00 MISCELLANEOUS

32.00 TERM AND NOTICE OF CHANGE OR TERMINATION

APPENDIX A

MOU #1 JOB DESCRIPTIONS

PREAMBLE

The Parties have entered into this Agreement for the purpose of setting forth in writing the understandings they have reached with respect to wages, work hours, and working conditions of the employees covered hereby, as well as to the rights of the Company and the Union, and to provide a peaceful means for the settlement of any disputes which may arise with respect to the interpretation or application of their understandings and agreements as set forth herein.

For purposes of simplicity, the masculine gender is used throughout this agreement although it is understood that all references to gender include both sexes.

ARTICLE 1.00 - RECOGNITION

Section 1. The Company hereby recognizes the Union as the sole and exclusive bargaining representative for all full time and regular part-time aircraft maintenance employees employed by the Company with Air Education and Training Command (AETC) on the Luke Air Force

Base 21 st Fighter Squadron Maintenance Unit facility as certified by the National Labor

Relations Board in Case Number(s):

L-3 Vertex: Case Number: 28-RC-093818

NFFM: Case Number: 28-RC-093832

ORASA: Case Number: 28-RC-093852

This agreement excludes office clerical employees, guards, janitorial and temporary employees, managers, professional employees and supervisors as defined in the Act.

Section 2. If any of the specific provisions of this Agreement are rendered unlawful by changes in State or Federal law, the Company and the Union will meet and discuss any changes that may be necessary to conform to the terms of the contract with the requirements of the law. All other provisions not affected shall remain in full force and effect.

ARTICLE 2.00 - NON-DISCRIMINATION

This Agreement shall be applied fairly and shall not in any way be used to discriminate against employees on account of race, color, religious affiliation, sex, age, national origin, veteran or disability status.

The Company agrees not to interfere with the rights of its employees to become members of the

Union, and there shall be no discrimination, interference, restraint, or coercion, by the Company or any of its agents against any employee because of Union membership or because of acting as an officer of or in any other bona fide activity on behalf of the Union.

ARTICLE 3.00 – MANAGEMENT RIGHTS

Section 1. Except as specifically limited by this Agreement, the management of the Company and the direction of the work force, including but not limited to the service performed, the location of the work force, the schedules and fair standards of employee performance, the methods, processes, and means of providing services, materials to be purchased, determine staffing levels, hiring, promoting, transferring, assigning and reclassifying, the establishment of reasonable rules of conduct, the discharge or discipline of employees for just cause, and the maintenance of efficiency of employees, are the sole and exclusive rights and responsibilities of the Company.

Section 2. The Union and employees shall be notified prior to the enforcement of new work rules or changes in existing work rules. The Union reserves the right to pursue through the Grievance and Arbitration procedures, as spelled out in this Agreement, rules which it believes to be unreasonable.

ARTICLE 4.00 - UNION ACCESS TO OPERATIONS

Section 1. The Company agrees that the Grand Lodge Representative, Business Representative or acting Business Representative (hereinafter referred to as Union Representative) will be allowed to visit employees while they are on the job in the Company's operations. Prior approval must be obtained from the Site Manager or his designee and such visits shall not interfere with production of work being performed. This request will not be unreasonably denied. The union representative shall notify the Site Manager or his designee when he is leaving the Company's operations.

Section 2. The Company, if it desires, may have a Company representative accompany the business representative while he is visiting its operations recognizing that the Union

Representative is entitled to private conferences with any represented employee.

ARTICLE 5.00 - GRIEVANCE PROCEDURE

Section 1. "Grievances" shall mean, and be limited to disputes of differences between the

Company and the Union, or employees so represented, with respect to the interpretation or application of any specific provision of this agreement. Both parties agree to use their best efforts, including informal meetings involving management, supervision, Shop Steward, and the grievant, to resolve matters without resorting to the grievance procedure except that any such meetings shall not extend the time limits set forth in this Article. In the event such informal methods do not resolve the grievance, all grievances shall be reduced to writing and processed in accordance with the following steps:

Section 2. All grievances beyond Step 1 involving employee claims shall be in writing on grievance forms and shall be signed by the steward and the aggrieved employee. General grievances or disputes affecting the employees in the bargaining unit as a whole and discharge grievances may be initiated by the shop steward. In an effort to adjust employee grievances by mutual agreement, they shall be presented in the following order and within the following time limits;

Step 1: The employee(s), with or without their steward, shall promptly bring a grievance to their supervisor within five (5) working days following the event or discovery of the event giving rise to the grievance. In the event an employee is unavoidably absent due to illness or injury, or unavailable due to vacation or other approved reasons, the employee's shop steward may bring the grievance to the supervisor. If such grievance is not settled within five (5) working days then:

Step 2: Within fifteen (15) working days following the event or discovery of the event giving rise to the grievance a written grievance containing the article or section which is claimed to be violated and the remedy requested, must be signed by the employee and submitted by the Shop Steward and taken up with the Program Manager/Site Manager, or his designee. A meeting will be scheduled within five (5) subsequent working days. If no agreement has been reached within ten (10) working days, the Company will reply in writing. If the written reply is not satisfactory, it may be moved to Step 3.

Step 3: Within five (5) working days of the Step 2 reply, the grievance may be moved to

Step 3 by written appeal to the Company Labor Relations Representative or designee.

The Company Labor Relations Representative or designee, and the Union Representative, shall meet within ten (10) working days after receipt of the grievance into a third step. A written reply from the Company Labor Relations Representative will be given to the

Union within ten (10) working days after the meeting. If no agreement has been reached within ten (10) working days from the Step Three meeting, either party may submit the grievance or dispute to arbitration as covered in the "Arbitration Procedure" article.

Section 3. Any aggrieved employee and Union representative shall have the right to be present at any stage of the grievance procedure in which the grievance is being considered. No employee may leave the job, take up, or settle a grievance without requesting permission from the immediate supervisor. Such permission will be granted provided it does not retard or interfere with operations or create a hazardous condition. If permission cannot be granted, time limits will be waived until permission is granted. Witnesses called by either party may attend the grievance meeting at any step, subject to the same provisions outlined above.

Section 4. The Local Union or its authorized representative shall have the right to examine time sheets and other records pertaining to the computation of compensation of any individual or individuals whose pay is in dispute or other records pertaining to a specific grievance.

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

Section 5. For the purpose of this section, working days shall be defined as excluding Saturdays, Sundays, Holidays and military mandated down days.

Section 6. It is understood that the time limits specified herein may be extended by mutual agreement of the parties hereto.

Section 7. Nothing in this article precludes the union from filing a grievance on behalf of an employee or employees in the event of unusual or unforeseen circumstances.

ARTICLE 6.00 - ARBITRATION PROCEDURE

Section 1. The party choosing to arbitrate shall give written notice to the other party setting forth the matter to be arbitrated. If said notice is not served within the thirty (30) working day period specified in Step 3 of the "Adjustments of Grievance" section, it shall be deemed that the grievance has been satisfactorily adjusted and the right to arbitrate waived.

Section 2. In the event the Union or the Company submits a grievance to arbitration, a panel of seven (7) arbitrators will be requested from the Federal Mediation and Conciliation Service. The petitioner has the first right to strike a name; the other party shall then strike a name. This procedure shall continue alternately until one (1) name remains.

Section 3. The decision of the arbitrator shall be final and binding on all parties. However, the arbitrator shall not have jurisdiction or authority to add to, subtract from, modify or in any way change the provisions of this agreement. The expense and fees of the arbitrator will be borne equally by both parties.

ARTICLE 7.00 - NO STRIKE/NO LOCKOUT

Section 1. The Union agrees that neither it nor any of the employees in the bargaining unit, covered by this Agreement will collectively or individually engage in or participate in any strike, slowdown or stoppage of work during the term of the Agreement and the Company agrees that during the term of this Agreement it will not lock out any of the employees covered by the

Agreement.

Section 2. In the event of any violation of Section 1 of this Article, it shall be the duty and obligation of the Union, its officers, agents, or representatives (employee or non-employee) to immediately take all reasonable steps required to bring an end to such misconduct.

ARTICLE 8.00 - BULLETIN BOARDS

The Company agrees to provide one (1) lockable bulletin board for the posting of Union notices. Notices concerning Union meetings, Union Benefits, Union sponsored activities, Union newspaper items, Union newsletters, Union recreational and social activities, Union elections, results of Union elections, and any other Official Union Business of which a representative of the Union has authorized, will be posted. The Union agrees that all notices will be submitted to the Site Manager, or his designee, for review prior to their posting. The requests for these postings will not be unreasonably denied.

ARTICLE 9.00 - BARGAINING UNIT WORK

Company employees in job classification not covered by this Agreement shall not perform work normally performed by employees in the bargaining unit, except in cases of emergency, research work, audit, experimental, or work of a special mechanical nature, (e.g. installation of modifications, when necessary), special training of employees from other locations, or to instruct employees properly. The term "Emergency" is defined to mean an unforeseen combination of circumstances. This Article shall not be construed to prevent employees outside the bargaining unit from performing work normally within their regular duties as historically performed, so long as they do not cause a bargaining unit employee to be laid off or excluded from overtime if they are willing to work.

ARTICLE 10.00 - SENIORITY

Section 1. Probationary Period: Any employee who has been in the employment of the Company for ninety (90) consecutive calendar days shall be considered a Seniority Employee of the

Company. During the probationary period the employee shall be subject to layoff, discipline, or discharge at the sole discretion of the Company, and such action shall not be subject to the grievance procedure. Except as specifically mentioned in this section, the employer is required to maintain all provisions of this agreement for probationary employees.

Section 2. Definitions:

Employees hired or transferred into the unit after ratification shall have seniority established upon entrance into the 21 st AMU, F-16 Program, Luke AFB, AZ bargaining unit. There will be one combined Seniority list at Luke AFB regardless of Company (list of current employees is attached as Appendix B).

a. Seniority will not be broken for: (1) periods of approved absence with leave, (2) periods of layoff due to lack of work, (3) periods of absence due to injury or illness. Periods of absence set forth in (2) and (3) shall not exceed 24 months. In the case of occupational injuries, continuous employment will be for the length of the disability.

b. Part time employees are not eligible for any contractual seniority rights as specified except within a group consisting of other part time employees.

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

Social Security number shall then be used for purposes of lay off, recall and promotion;

i.e., if two employees have the same seniority date, the employee that has the lowest number shall be considered to be the most senior of the employees hired on the same day.

d. Current employees, on the date of ratification, will have seniority and service for benefit eligibility as stated in Appendix as stated on the combined seniority roster.

Section 3. Loss of Seniority: All seniority of any employee shall terminate if the employee:

a. Voluntarily resigns.

b. Is discharged for cause.

c. Is on layoff status in excess of 24 months.

d. Is barred by the customer's written order or whose security clearance has been revoked and is not legally reinstated within one hundred eighty (180) days . The deadline may be extended by mutual agreement of the Union and the Company.

e. Refuses recall.

Section 4. Seniority List: A seniority list will be maintained by the Company and will be made available to the Union semi-annually. The Company will also furnish a list to the Union reflecting new-hires or rehires, their classification, their date of hire, and termination or layoff dates. The seniority lists shall be subject to correction for a period of thirty (30) calendar days from each posting.

Section 5. Reduction in Force/Layoff

a. In effecting a reduction in force within a job classification, the following procedure shall be followed. The first selection would be probationary employees, followed by voluntary layoff in the classification, followed by full time employees by classification in reverse seniority order.

b. Affected full time employees referenced in 5 (b) will be offered a lateral or lower job classification providing they have the required qualifications on the date of the RIF/Layoff notification for that job if their seniority permits. Affected employees will be given five (5) working days from receipt of written notification to exercise their bumping rights.

Section 6. Recall from Layoff. Employees who are on active layoff status from job classifications having job openings will be recalled in order of seniority providing they have the required qualifications and are eligible for recertification for that job.

a. Employees will be notified of recall by certified mail to their last known address on the

Company's records, with a copy to the Union, and the employee will be required to report to work within fourteen (14) calendar days following receipt of the written notice. Failure to do so will result in automatic loss of seniority and the employee will be terminated. It is the sole responsibility of the employee to keep the Company properly informed of his/her address and telephone number.

Section 7. Temporary Assignment.

The Company may temporarily assign employees to perform work assignments described for other job classifications. This assignment shall not exceed thirty (30) calendar days, unless mutual agreement by the parties.

Section 8.

It is understood that an employee may perform work in a higher job classification, or a lower job classification. Employees assigned by Management on a temporary basis to a higher classification will be paid the higher rate of pay for all time worked in that classification.

Section 9.

Any changes in job descriptions will require concurrence of the Union Business Representative.

Any newly created job descriptions or revised job descriptions shall be subject to the grievance and arbitration procedure with regards to appropriate rates of pay.

Section 10.

The Company shall notify affected employees as soon as possible of upcoming layoffs, but not less than five (5) workdays notice.

Section 11.

Transfer Seniority: Employees who may be transferred onto the contract from another company location will have their seniority date established as the date of transfer. Such employees will have their service maintained for vacation eligibility and benefit determination purposes.

ARTICLE 11.00 - TEMPORARY DUTY (TDY) TRAVEL

Management will select candidates for temporary assignments based on the qualifications required to perform the tasks. The most senior qualified employees will be asked to volunteer for the temporary assignments. If no volunteers are available, Management may require the least senior qualified employee to take the temporary assignment.

Employees who travel more than 25 miles from the work site to perform work for the Company will be furnished transportation designated by the Company. Air travel will be on the carrier designated by the Company. All air travel will be in accordance with Company Policy.

Employees may be authorized to use their personal cars (POV) and will be reimbursed for travel as specified by the Joint Travel Regulations (JTR).

Employees who travel on days other than their regularly scheduled work days or on the same day after working their regularly scheduled workday will be paid the hours worked and any associated travel time. Associated travel time will conclude one (1) hour after the landing time at the destination. Employees will be paid a minimum of 8 hours when traveling. During periods of TDY employees will be paid an eight (8) hour work day, provided the employee remains at work.

Employees assigned to a TDY mission may request an advance up to 100% of the allowable per diem and L-3 will approve such request. NFFM, Orassa and Powerhouse will advance employees up to $500.00.

For an unseen/unplanned TDY, L-3 will make a gas card or cash advance available to its employees. The NFFM, Orassa and Powerhouse parties commit to explore available options that will meet the needs of the Company, as well as its employees.

Employees will be reimbursed travel expenses as soon as administratively feasible, not to exceed two (2) PAY PERIODS from submittal of expense report to Supervisor.

ARTICLE 12.00 - FILLING OF VACANCIES

Section 1. Vacancies are defined as new bargaining unit positions created by the Company or bargaining unit positions vacated by an employee transferring to a new position or permanently leaving the bargaining unit.

Section 2. When the company determines a vacancy will be filled, the Company shall post a notice in the employee's break room. Such postings shall state the classification of the job, the minimum qualifications necessary and the closing date for the posting which shall be ten (10) calendar days from the date the position was first posted

Section 3. All vacancies shall be awarded to the most senior qualified bidder within the classification. All qualified current employees bidding for the vacancy, will be given preference over the hiring of a new employee.

Section 4. The successful bidder shall be notified of the award within seven (7) calendar days following the closing date of the posting and the successful bidder shall begin work in the newly awarded position on or before the first day of the first pay period following notification of the award.

Section 5. Disqualification of Bidder. An employee who is unable to perform the job to which he bid to the satisfaction of the Company within ninety (90) calendar days after being awarded the job shall be returned to the job classification and labor grade he held at the time of submitting the bid.

The employee will be told the reasons for such disqualification.

ARTICLE 13.00 - HOURS OF WORK

Section 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 or pay for any period.

Determination of starting time and hours of work shall be made by the Company.

Section 2. The employee's normal assigned workweek will consist of:

a. Five (5) consecutive eight and one half (8 1/2) hour days, which includes a thirty (30) minute unpaid meal period, normally beginning on Monday for Swings Shift and Day Shift and on

Sunday for Mid Shift. The unpaid meal period will be taken as work permits.

b. Other schedule as agreed to by both parties.

Section 3. The employee's assigned workweek shall begin with the starting of the employee's first twenty-four hour period as defined in Section 2 and shall end 168 hours later.

Section 4. The starting and stopping times for work shifts will be scheduled and posted as early as possible, but no later than the ending time for Day Shift on Wednesday of the preceding week. The working hours of any shift shall not be changed indiscriminately. The starting time of the various shifts will be as follows:

a. First Shift: Beginning at or after 5:00 a.m. but before 11:00 a.m.

Second Shift: Beginning at or after 11:00 a.m. but before 7:00 p.m.

Third Shift: Beginning at or after 7:00 p.m. but before 5:00 a.m.

b. Employees will have ten (10) consecutive hours off between shifts.

c. The above starting times will not apply to employees away from Luke AFB on temporary duty. However, shifts will be established and shift differential will be paid while on temporary duty.

Section 5. If no regular work is available the Company will give the employees the option to do any available work or take time off, the employees affected shall have the option to perform the available work, use vacation or take time off without pay.

Section 6. Employees will be allowed one scheduled fifteen (15) minute rest period before and one fifteen (15) minute rest period after lunch in each complete scheduled work day. The time will be established by the Company. An additional (15) minute rest period will be allotted for each additional (2) hours of work.

a. With the approval of Management, employees may be allowed to adjust schedule for purposes of furthering education.

Section 7. At this time Shift changes are not anticipated. Should a Shift change be required due to operational necessity, the Company will keep the changes to a minimum:

a. The procedure for Shift change shall be:

1. Volunteers

2. Bid by seniority

b. Voluntary Shift changes shall be allowed to the maximum extent possible. Employees desiring to swap shifts will be responsible for identifying the appropriate replacement.

Section 8. An employee who is scheduled and reports for work at the scheduled time without having been notified not to so report, shall be given 4 hours work of any type which is available, or if no such work is available, he shall be given 4 hours pay at the applicable rate; provided, however, that if work is not available as a result of circumstances beyond the control of the management, the Company shall not be so obligated.

a. On “2 Go” days, employees will be scheduled for eight (8) hours and will work a minimum of six (6) hours. On “1 Go” days, employees will be scheduled for six (6) hours and will work a minimum of six (6) hours. Employees scheduled to work “No

Fly” days will work a minimum of four hours. The hours are subject to change due to circumstances beyond the control of management (e.g., weather, operations).

Section 9. An employee who is called and reports back for work after he has completed his regularly assigned shift and departed from the premises shall receive a minimum of 4 hours pay at the applicable rate.

Section 10. When an employee is not scheduled, and is called and reports for work, outside his scheduled workweek, he shall receive a minimum of 4 (four) hours pay at the applicable rate.

Section 11. If an employee is specifically notified and scheduled to start work 4 hours or less before the starting time of his regularly scheduled shift, within his assigned workweek as set forth in Section 4, he shall be given the opportunity to remain at work until the end of his regular Shift.

Section 12. Weekend duty assignments shall be filled to the maximum extent possible by volunteers. If insufficient volunteers are identified, then it will be filled by the roster, which will include all employees on all shifts. These assignments will be rotated. The roster will be maintained by the Union. Employees will be notified no later than 2200 hours of the last fly day of the week.

ARTICLE 14.00 - OVERTIME

Section 1. When the Company determines that an employee must perform work on an overtime basis, the following shall apply:

a. Overtime will be paid at the rate of one and one-half times the regular rate of pay for all authorized hours worked in excess of forty (40) hours in the employee's assigned workweek, for which overtime has not previously been paid, as described below, provided that, for the purpose of this Section, hours worked shall include hours paid for but not worked, to include paid holidays, PTO, and vacation hours.

Section 2. There shall be no pyramiding of premium or overtime pay, and nothing in this

Agreement shall be considered to require the payment of premium or overtime pay more than once for the same hours worked.

Section 3. Available overtime shall be rotated and equalized among the volunteers. If no volunteers are available to work the necessary overtime, it will become mandatory and assignment shall be made by reverse seniority order.

Section 4. For Phase area and their appropriate support personnel, prior notice must be given by end of shift on Thursday for mandatory scheduled weekend work.

ARTICLE 15.00 - SHIFT DIFFERENTIAL

Section 1. Each employee working on the second or third shift shall be paid in addition to his regular rate of pay $0.50 for Swing and $0.50 for Mid per hour for each hour worked on such shift to a maximum of 40 hours per week.

Section 2. Employees temporarily transferred from their normal shifts will be compensated at the rate applicable to the shift actually worked.

ARTICLE 16.00 - LEAVE OF ABSENCE

Section 1. Personal Leave. The Company may approve a leave of absence without pay up to ninety (90) calendar days for personal reasons. The ninety (90) day limit may be extended by the mutual agreement of the parties. Such leave must be requested in writing and approved by the

Program Manager through the employee's supervisor. Said request must also state the reason for the unpaid leave. Employees must request such leave at least five (5) calendar days prior to the date the leave would commence, except in cases of emergency.

Section 2. Benefit Date Adjustment. An employee whose leave(s) of absence exceed(s) ninety

(90) regular working days in a benefit year or whose leave of absence continues from one benefit year to another shall have their benefit date adjusted to the number of work days he/she was absent in excess of the ninety (90) regular work days, except for leaves resulting from occupational illness, injury and leaves for Union activities.

Section 3. Failure to Return to Work from Leave of Absence. Failure to return from a leave of absence on the first scheduled workday following the expiration date of said leave, will result in termination of the employee, except in extenuating circumstances involving reasons acceptable to the Company.

Section 4. Short Term Military Leave. Military Leave will be administered in accordance with the Uniformed Services Employment and Re-employment Rights Act (USERRA). Company will continue the present policy of paying up to 10 (ten) days of differential pay in accordance with the Company Policy.

Section 5. Military Service, Duty and Payment. Any employee of the Company who is inducted into the military service of the United States and who by reason of such service is entitled under law to be regarded as a veteran, shall, upon his discharge and receipt of a certificate of the satisfactory completion of his military obligation, be accorded all rights of The Uniformed

Services Employment and Reemployment Rights Act of 1994.

Section 6. The Company agrees to comply with the Federal Law regarding the Family Medical

Leave Act and bargaining unit employees will comply with all appropriate procedures regarding the Act.

Section 7. Short term Union Leave. Leaves of absence without pay for Union business will be granted to Bargaining Unit employees of the Company, not to exceed two (2) weeks, who are elected or appointed by the Union, to attend such functions as conferences, conventions, and

Union educational courses, provided at least five (5) work days advance notice is given in writing to the Company. No more than one Union Official may attend at any time unless approved by Management.

Section 8. Long Term Union Leave. Any member of the Union elected or appointed to full time

Union position shall, upon written request by the Union, be granted a leave of absence for Union activities up to a two (2) year period. Employees on such leave shall retain seniority. Not more than one employee shall be on such leave at any one time. If the employee’s group insurance through the Company is to be continued, the Union or the employee shall be required to pay the full monthly insurance premium.

ARTICLE 17.00 - ASSIGNMENT OF SHOP STEWARDS

Section 1. It is hereby understood and agreed that the Union may assign three (3) Shop Stewards to represent Bargaining Unit employees and three (3) alternate Shop Stewards. One Steward will be designated by the Union as the Chief Steward. The alternate Shop Stewards shall only act in the absence of the Shop Stewards.

The Union shall notify the Company in writing on Union letterhead of the individuals so selected in this capacity.

Section 2. It is agreed that Stewards have full-time job duties to perform as employees and that they shall keep time spent in handling grievances to a minimum.

Section 3. Should a Steward be required to leave the job to handle a grievance, he shall first request the permission of his Supervisor, and shall report to his Supervisor upon returning to work. When a Steward makes the effort to comply herein, permission to leave the job to handle a grievance shall not be unreasonably withheld.

Section 4. The Company shall provide a locking file cabinet for the use of the Chief Steward.

Section 5. The Company shall notify the Union in writing of the names and hire dates for all newly hired employees. The Company shall allow the Chief Steward or his designated alternate, thirty (30) minutes access during orientation to all newly hired employees for the purpose of providing Union information and orientation.

ARTICLE 18.00 - UNION DUES CHECK OFF

Section 1. During the term of this Agreement, the Company, insofar as permitted by State and

Federal law, shall deduct out of the current net earnings payable to an employee covered by this

Agreement, applicable Union dues or agency service fees, initiation fees and reinstatement fees, upon receipt of and in accordance with a legally valid deduction authorization, duly executed by the employee, on a document provided by the Union. The Company shall continue deductions until such authorization is duly revoked by the employee.

Section 2. Deductions from money due the employee pursuant to the Article shall be made from the net earnings due the employee on the first regular payday of each month. Such payroll deductions shall be made by the Company beginning with the first payroll period of the next month commencing after receipt by the Company of the executed authorization form.

Section 3. In the event an employee does not have sufficient earnings on a regular payday to cover the amount of said deductions for that payday, the Company shall make such deduction from the earnings due the employee on the next regular payday. Except as provided above, deductions for applicable service fees or dues shall be for the current pay period only.

Section 4. Deductions shall be remitted to the General Secretary Treasurer of the Union not later than fifteen (15) days following the last pay day of each month. The Company shall furnish to the Financial Secretary at the time, a list showing those employees for whom deductions have been made and the amount thereof.

Section 5. The Union will indemnify and hold the Company harmless for any financial liabilities that shall arise out of or by reason of any action taken by the Company for the purpose of complying with the forgoing provisions of this article or in reliance on any authorization or certificate that shall have been furnished to the Company under such provisions.

ARTICLE 19.00 - SAFETY

Section 1. Health and Safety. The Company will continue to make reasonable provisions for the comfort, safety and health of employees. The Union shall have the right to confer with the

Company regarding these matters.

Section 2. Requirement of Medical Examination. In the interest of continued safety of individuals and their fellow employees, any applicant for employment or any employee returning to work following a Medical Leave of Absence or extended medical leave or documented substantial inability to perform the majority of the employees assigned duties and responsibilities, may be required through Government regulations or by the Company to undergo a medical examination by a doctor of the Government's or the Company's selection. If the diagnosis or examination results furnished by the Company doctor are not satisfactory to the employee, he may obtain an opinion from his own doctor. If a disagreement still exists, an additional doctor, mutually agreed upon by the Company and the Union, will be acquired for his analysis. If the mutually agreed upon doctor's diagnosis agrees with the employee's doctor, the

Company shall only pay for the services of the mutually agreed upon doctor. The cost incurred for services of all other non-Company physicians shall be the sole responsibility of the employee who gave rise to the dispute.

Section 3. Other Required Physical Examinations. Physicals required by the employer or the customer will be at no cost to the employees, during company time.

ARTICLE 20.00 - SUCCESSORS AND ASSIGNS

This Agreement shall be binding upon and shall inure to the benefit of the parties hereto, their successors and assigns; but in the event the Company ceases to perform on the contract as identified in Article 1, the Company shall be released from all obligations on the project(s) so affected under this Agreement.

ARTICLE 21.00 - SUBSTANCE ABUSE POLICY

The Company and the Union are committed to providing employees with a drug free and alcohol free workplace. It is our goal to protect the health and safety of employees and to promote a productive workplace, and protect the reputation of the Company, Union and employees.

Consistent with these goals, the Company prohibits the use, possession, distribution or sale of drugs, drug paraphernalia or alcohol on the Company premises. The Company will continue a program of random substance abuse screening consistent with these goals.

Pre-employment drug testing is a condition of employment.

ARTICLE 22.00 - WAGES

Section 1. SEE APPENDIX A.

ARTICLE 23.00 - HOLIDAYS

Section 1. Each year the following ten (10) days are to be paid holidays:

New Year's Day Labor Day

Martin Luther King, Jr. Day Columbus Day

Presidents’ Day Veterans Day

Memorial Day Thanksgiving Day

Independence Day Christmas Day

Section 2. Any holiday falling on a Saturday or Sunday will be celebrated on the day set by the

Federal Government.

Section 3. If an employee is on an approved vacation in a week in which a Holiday falls, the day the

Holiday falls on will be charged to Holiday rather than vacation.

Section 4. If an employee is required to work on any holiday he will be paid eight (8) hours pay at their regular rate of pay for the holiday, plus time and a half for all hours worked on that day.

ARTICLE 24.00 - VACATION

Section 1. The vacation year for eligibility and service credit shall be from employee's

Company benefit date. Paid vacation will be awarded as follows:

Years of Service Annual Entitlement Accrual

0 to Five 5 years 2 weeks per year 3.08 hours per pay period

Five years (5) but less than ten (10) 3 weeks per year 4.62 hours per pay period

Ten (10) years or greater 4 weeks per year 6.15 hours per pay period

a. On January 1, 2014 there shall be a one-time adjustment and all non-vested but earned vacation for the current benefit year shall be placed in the employee’s vacation account.

b. Employees may carry over a maximum of one year’s annual accrual hours from one benefit year to the next.

Section 2. Pay in-Lieu of Time-off. There will be no pay in-lieu of time-off for vacation. The intent of this provision is to cause each employee to use the vacation awarded for time-off.

Terminating employees will be paid for all unused-awarded vacation.

Section 3. Scheduling. Vacation requests (up to the amount of time currently earned) made in writing to their supervisor, may be made up to six (6) months prior to the vacation start date. The

Company will make every effort to ensure employees are able to utilize their scheduled vacation but, reserves the right to approve or deny vacation requests based on business operations. Vacation may be used in increments of no less than one (1) hour.

Section 4. Company will allow liberal use of vacation and/or PTO and/or LWOP on non-flying or low flying days.

Section 5. Vacation will be paid at the employee’s regular rate of pay.

ARTICLE 25.00 - JURY DUTY

Employees summoned to serve on jury duty will be granted time off not to exceed the limits of the prevailing state law or up to 10 days of service, whichever is greater. The Company shall compensate the employee for each regular workday so spent, as specified by the governing statute regarding jury duty. If no compensation provision is specified by statute, the employee will receive the difference between gross fees received and the employee's regular earnings that would have paid for an eight (8) hour shift for each day of service. Notice of jury duty must be given to the Company upon receipt of a jury summons, and proof of such service must be submitted to the satisfaction of the Company before this Article shall apply. Any employee scheduled to work third shift when he is called for jury duty shall not be requested to work the night before he is required to report for jury duty, and shall receive payment as outlined above. Employees summoned to jury duty that are released by the Court with less than four (4) hours of service, including drive time back to site, shall return to work.

ARTICLE 26.00 - BEREAVEMENT

Section 1. An employee with the Company shall be given up to three (3) paid workdays off to attend the funeral of his immediate family. Up to two (2) additional paid workdays in the case of the death of a spouse or child. Up to two (2) additional unpaid workdays may be authorized upon request, for out-of-state travel in conjunction with a bereavement leave. An employee may elect to use vacation time and/or PTO in lieu of the unpaid days.

"Immediate family" shall be considered as follows:

Spouse, parent, parent of spouse, legal guardian, child, brother, sister, stepparent, stepparent of spouse, stepchild, stepbrother, stepsister, grandchild, grandparent, and grandparent of spouse.

Section 2. Employee may be required to provide proof of claim.

ARTICLE 27.00 - EDUCATION REIMBURSEMENT

The Company will provide employees reimbursement of pre-approved educational expenses to a maximum of

$3,400 per year per company policy.

ARTICLE 28.00 - PAID TIME OFF (PTO)

Section 1. Effective May 23, 2015, employees will accrue PTO at a rate of 1.85 hours per credited pay period for use following completion of the 90 day probationary period. PTO may be taken in increments of no less than one-tenth (1/10 th

) hour. Unused time may be carried over into the next year. An employee may accrue a maximum of 96 hours. Terminating employees will not receive payment for unused PTO. PTO will be paid at an employee's regular rate of pay.

ARTICLE 29.00 - HEALTH AND WELFARE BENEFITS

Section 1. On March 1, 2015, the Company will provide each employee the amount of $5.00 per hour paid, to a maximum of forty (40) hours per week, to be used for the purchase of Health and

Welfare benefits. Health and Welfare benefits will be paid to the employee for all hours paid up to a maximum of forty (40) hours per week. Any unused monies will remain with the employee. This amount will increase to $5.25 effective March 1, 2016, and $5.50 effective March 1, 2017.T

The Company and the Union will work together to find a provider for Medical coverage. It is desired that a cafeteria style plan offering at a minimum the following benefits, 100% employee paid:

a. Flexible Spending Accounts,

b. Optional Life Insurance;

c. Accidental Death & Dismemberment Insurance;

d. Short Term Disability (STD) Insurance and

e. Long Term Disability (LTD) Insurance.

f. Medical Insurance

g. Dental Insurance

h. Vision Insurance

L-3 commits to having a Benefit Representative at the Luke base 30 days prior to open enrollment in order to answer employee’s questions and concerns.

Section 2 Patient Protection and Affordable Care Act

If it is determined that an “assessable payment” under Section 4980H of the Internal Revenue code or any other tax, penalty or other liability under the Patient Protection and Affordable Care Act and related agency guidance with respect to any employees covered by this agreement based on the current terms of the health plan offered to such employees, the parties to this agreement will meet to negotiate substitute provisions so that no such payment, tax, penalty or other liability would be incurred.

The Tricare Supplement is administered by a 3 rd party vendor chosen by the plan sponsor.

This fully employee-paid supplemental insurance is only for those who have Tricare coverage through the Government. Employees pay 100% of the cost on a pre-tax basis through payroll deduction for the Tricare supplemental coverage and assume the responsibility for all increases in cost.

ARTICLE 30.00 – PENSION AND SAVINGS PLAN

Section 1. IAM Pension Plan

The Company (Employer) shall contribute to the IAM National Pension Fund, National Pension

Plan for each hour or portion thereof, for which employees in job classifications covered by this agreement are entitled to receive pay up to forty (40) hours per week, under this agreement:

$. 90 per hour effective March 1, 2015

$1.20 per hour effective March 1, 2016

$1.50 per hour effective March 1, 2017

The Company and IAM & AW Local Lodge 519 agree to be bound by the Trust Agreement, dated May 1, 1960, as amended creating the IAM National Pension fund and the Plan rules adjusted by the fund Trustees and as may be amended from time to time.

Section 2. 401(K) PLAN

Section 1. The Company will provide that the L-3 Communications Master Savings Plan shall be made available to those eligible employees covered by this Agreement.

In accordance with provisions of the plan:

a. Employees may contribute from one percent (1%) up to and including twenty five percent (25%) of their qualifying compensation as defined in the plan in increments of one percent (1%) on a pre-tax basis, after-tax basis or a combination of both, subject to

IRS limits;

b. Employees who are at least 50 years old and are contributing at the IRS dollar contribution limit or the MSP contribution limit (as specified above), may make an additional “catch-up” contribution of up to 50% of their qualifying compensation as defined in the plan in increments of one percent (1%);

c. Employees will be enrolled automatically in the MSP if they do not actively enroll within 60 days of their date of hire;

a) Beginning with the first pay period following this 60-day period, 3% of pay will be withheld on a pre-tax basis.

b) At any time, employees may elect a percentage higher or lower than the 3% automatic contribution.

c) Employees may enroll earlier than 60 days after their date of hire.

d) If employees do not wish to be enrolled automatically in the MSP, they need to change the pre-tax contribution percentage to 0% within the first 60 days following date of hire.

e) If employees previously worked for L-3 and are rehired, they will not be enrolled in the MSP automatically. They must contact Fidelity to enroll.

d. The employee’s contribution may be invested in any offered option;

e. The contributions will be invested in the default investment fund provided under the terms of the plan unless the participant elects a different investment option;

f. Employees are always fully vested in their pre-tax, catch-up, after-tax and rollover contributions and investment earnings on these amounts.

Section 2 The Employer shall qualify, re-qualify and amend the L-3 Communications

Master Savings Plan and any administrative procedure or operational rule relating thereto as necessary and at such times as may be necessary in order to comply with the requirements of the Employee Retirement Income Security Act of 1974 as it may be amended, and any regulation or other administrative ruling issued thereunder, or any other present or future law regulation or ruling issued under such law requiring amendment or administrative modification of the L-3 Communications Master Savings

Plan or which are either necessary or desirable in order to qualify the Master Savings Plan under the applicable provisions of the Internal Revenue Code.

Section 3. Employee’s enrollment becomes effective once they elect or are automatically enrolled, which initiates deductions of contributions from qualifying compensation. These contributions will generally begin within two pay periods from the time one enrolls, or as soon as administratively possible.

ARTICLE 31.00 - MISCELLANEOUS

Section 1. The Company shall notify the Union in writing on a monthly basis of the names and dates of transfers, leaves of absence and resignations.

Section 2. Discipline

a. Disciplinary action shall be initiated by the Company for just cause. Any penalty imposed will be consistent with proven offenses, and the principles of progressive and corrective disciplinary measures (Verbal warning, written warning, suspension, or, termination in accordance with the L3 SFS Vertex Disciplinary Action Guide in effect at the time of ratification). All disciplinary/grievance action shall take place within 10 work days following reasonable knowledge of a violation. This time may be extended by mutual agreement of the parties.

b. Verbal warnings and written warnings will be removed from the employee’s file nine (9) months from the date of issue and Suspensions will be removed from the employee’s file twelve (12) months from date of issue and given to the Chief Steward to return to the employee.

c. The Union shall receive written notification of all discipline administered to any represented employee.

d. Employees shall have the right to Union representation during any interview that may be disciplinary in nature or lead to any discipline. Employees shall be notified of these rights prior to any such interview taking place in the presence of a union steward.

Section 3. Contributions to Machinists Nonpartisan Political League. Upon receipt by the

Company of a signed voluntary authorization by an employee, on a form approved by the

Company, requesting that there be deductions made from his wages, in a monthly `amount designated by the employee, such deductions to be forwarded to the Union for use by the

Machinists Nonpartisan Political League, the Company will thereafter make such deductions and forward them to the Machinists Nonpartisan Political League, in care of the Union. Such authorization will remain in effect for the duration of this Agreement, unless earlier canceled in writing by the employee.

Section 4. Contributions to Guide Dogs of America. Upon receipt by the Company of a signed voluntary authorization by an employee, on a form approved by the Company, requesting that there be deductions made from his wages, in a monthly amount designated by the employee, such deductions to be forwarded to the Union. Such authorization will remain in effect for the duration of this Agreement, unless earlier canceled in writing by the employee.

Section 5. Uniforms. The Company will provide uniforms to new employees in the bargaining…