Attachment 4 - CBA - Columbus AFE.pdf

DocuSign Envelope ID: 417719EC-AB24-470F-923C-D65DBC66A6D6

D2 Government Services/IUE-CWA CBA Page 1 of 47

D2 Government Services/IUE-CWACBA CAFB Aircrew Flight Equipment Effective 1 Oct 2025

COLLECTIVE BARGAINING AGREEMENT

Between

D2 GOVERNMENT SERVICES Inc

820 Aviation Drive

New Bern, NC 28562

In Support of the Columbus AFB Aircrew Flight Equipment Services Contract

And

IUE-CWA

Industrial Division of the Communications Work of America AFL-CIO

CLC and its Local83770

Effective October 1, 2025-September 30, 2028

D2 Government Services/IUE-CWA CBA CAFB Aircrew Flight Equipment Effective 1 Oct 2025

D2 Government Service/IUE-CWA CBA Page 2 of 47

Table of Contents

PREAMBLE

1.0 INTENT AND PURPOSE

2.0 MANAGEMENT RIGHTS

3.0 UNION RECOGNITION

4.0 UNION SECURITY: DUES CHECKOFF

5.0 6.0

STEWARDS VISITATION

No Strike - No Lockout

7.0 GOVERNMENT SECURITY/RESPONSIBILITY

8.0 SENIORITY

9.0 NON-BARGAINING UNIT PERSONNEL

10.0 HOURS OF WORK/TDY ASSIGNMENTS

11.0 OVERTIME/OVERTIME EQUALIZATION

12.0 WAGE RULES

13.0 SHIFT PREMIUM

14.0 HOLIDAYS

15.0 VACATIONS

16.0 LEAVES OF ABSENCE/CIVIC LEAVES

17.0 PERSONAL PAID TIME (PPT)

18.0 TRANSFERS/PROMOTIONS

19.0 LAYOFF/RECALL

20.0 DISCHARGE AND DISCIPLINE

21.0 GRIEVANCES

22.0 ARBITRATION

23.0 APPEARANCE/UNIFORM STANDARDS

24.0 GROUP INSURANCE AND FRINGE BENEFIT

25.0 EDUCATIONAL REIMBURSEMENT

26.0 SAFETY/HEALTH

27.0 OCCUPATIONAL DISABILITY

28.0 BULLETIN BOARDS

29.0 RETIREMENT

30.0 GENERAL

31.0 DURATION

32.0 IUE COPE

33.0 ARTICLE 33 - APPROVAL

APPENDIX A

APPENDIX B

APPENDIX C

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PREAMBLE

This Agreement is made and entered into this first day of October 1, 2022 by and between D2 GOVERNMENT SERVICES, LLC (hereinafter referred to as the "Company", and the IUE-CWA, Industrial Division of the Communications Workers of America, AFL-CIO, CLC, and its Local 83770 (hereinafter referred to as the "Union" collectively referred to as the "Parties" or "Party".

It is understood wherever in this Agreement employees or jobs are referred to in the male or female gender it shall be recognized as referring to both males and females.

1.0 INTENT AND PURPOSE

1.1 It is the intent and purpose of the Company and the Union to set herein the entire Agreement with respect to wages, hours, and working conditions as relates to the Government contract covered by this Agreement.

Further it is the mutual intent of the parties to secure efficiency of the operation and production of the employees; that operations and duties be faithfully performed in order for the Company and its employees to fulfill their mutual and vital responsibilities to the Government; that the business of the Company must be operated with due regard to competitive conditions; to promote harmony between the Company, its employees, and the Union for the benefit of the Company, its employees, and the Government.

It is recognized by this Agreement to be the duty of the Company, the Union, and the employees to cooperate fully, both individually and collectively, for the advancement of said conditions; and to provide a fair and prompt grievance procedure for the peaceful settlement of employee grievances and to provide that there shall be harmony between the Company and its employees during the term of this Agreement.

1.2 The Union recognizes that the Company is a contractor to the Federal Government and that the Company is required at all times to fully meet its obligations as a contractor. Nothing in this Agreement is intended to prevent the Company from fully meeting its obligations and responsibilities as a contractor.

The Union recognizes that from time to time the Government may impose various legal and/or lawful demands or obligations upon the Company and that the Company and its employees must meet such demands and obligations or comply with such rules and regulations as may be promulgated or imposed by the Government.

2.0 MANAGEMENT RIGHTS

2.1 Except to the extent expressly abridged by a specific provision of this Agreement the Company reserves and retains, solely and exclusively all of its lawful rights to manage the business. The sole and exclusive rights of management which are not specifically abridged by this Agreement shall include but are not limited to its right to determine prices of products and services, levels, quality and quantity of services, volume of production, methods of financing; to drop a service or product line; to sell or lease the business or modify policies, practices or procedures; to determine and from time to time re-determine the number, location, relocation and types of its operation, and the methods, materials, equipment, and facilities to be employed; to discontinue services or operations or to discontinue their performance by employees of the Company; to utilize suppliers and subcontractors; to determine the number of hours per day or per week services or operations shall be carried on; to select and to determine the number and qualifications of persons to be employed or assigned specific jobs; to assign work to such employees IAW the requirements determined by management; to establish and change work schedules and assignments;

to transfer, promote, or demote employees or to layoff, terminate, or otherwise relieve employees from duty for lack of work, failure to comply with performance standards as established by the Company or

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Government, or other legitimate reasons; to determine the fact of lack of work; to make and enforce reasonable rules for the maintenance of discipline, to suspend, discharge, or otherwise discipline employees for just cause and to take such measures as management may determine to be necessary for the orderly and efficient operation of the business.

2.2 The foregoing enumeration of the Company's rights shall not be deemed to exclude other pre-existing rights which do not conflict with the provisions of this Agreement and nothing in this Article shall be deemed to limit the Company in the exercise of customary and recognized functions and prerogatives of management, including the right to make such agreements and enter into such agreements as it may deem necessary to the successful operation of its business.

3.0 UNION RECOGNITION

3.1 The Company recognizes the Union certified by the National Labor Relations Board on July 9, 1990 (Case No. 26-RC-7281 as the exclusive representative of all employees stipulated in the Board's Certification of Representation as follows:

3.1 (a All Aircrew Flight Equipment (AFE survival support employees employed by the Company on Contract Number FA3022-16-C-0007 at the Columbus Air Force Base, Mississippi, excluding all secretaries, professional employees, contracts administration, government property personnel, Human Resources, Payroll, guards, and supervisors as defined by the Act.

3.2 The Company and the Union reaffirm their adherence to the principle of a fair day's work for a fair day's pay. The Union agrees that it will cooperate with the Company and support its efforts to assure a full day's work on the part of its members and it will support programs and policies which combat absenteeism and any other practices which restrict productivity and efficiency. It further agrees that it will support the Company in its efforts to eliminate waste in production; conserve supplies, improve the total quality of workmanship; prevent accidents; and strengthen goodwill between the Company, the employee, the customer, and the general public.

4.0 UNION SECURITY: DUES CHECKOFF

4.1 Employees covered by this Agreement may at their own discretion become and remain members of the Union following their first sixty (60) work days of employment.

4.2 Upon receipt of a properly executed IUE-CWA Deduction Authorization from an employee covered by this Agreement, the Company, during the term of this Agreement, will deduct from the employee's earnings, if any, initiation fees and/or Union dues and remit the money as set forth herein within ten (10) days following the end of the month in which the initiation fees and/or Union dues were collected. Initiation fees and dues collected from the employee shall be remitted by the Company to the office listed below. The amount of remittance to each office shall be as designated in writing by the Secretary/Treasurer of Local Union 83770: local8370@iuecwa.org And the remittance itself mailed to: Communications Workers of America P.O. Box 79176 Baltimore, MD 21279-0176

PU# 0861401

4.3 It is understood and agreed that IUE Dues Deduction Authorization(s) forms must be received by the Company no later than fourteen (14) calendar days prior to the end of the pay period in order for initiation fees or dues to be deducted for such pay period. Initiation fees or dues to be deducted as a result of Authorization(s) not received fourteen (14) calendar days prior to the end of the pay period will be deducted the following pay period.

4.4 The Company shall be required to make only one (1) payroll deduction for each employee authorizing the deduction.

mailto:local8370@iuecwa.org

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4.5 The Company shall provide the International an electronic copy and the Local a complete list of the local members from whom the dues were deducted and a list of the individuals from whom initiation fees were collected with each remittance as defined in 4.2.

4.6 It is understood that any authorization for such payroll deduction shall be voluntary on the part of the employee and may be cancelled by the employee IAW the terms of the IUE Deduction Authorization.

4.7 The Company will comply with any notice of revocation of deduction authorization received from an employee IAW the procedures and limitations set forth in the IUE Deduction Authorization. Should an employee be promoted or transferred to a classification not covered by this Agreement, the Company shall cease deducting dues from such employee. When ceasing to deduct dues in such cases, the Company shall submit the name of the employee and the reason for no deduction in writing to the Secretary- Treasurer of Local Union 83770.

4.8 If an employee does not have sufficient earnings in any payroll period to cover the Union dues deduction for that payroll period, the Company shall have no further responsibility for collection of dues for that pay period.

4.9 There shall be no collection of Union dues or fees or solicitation of such dues or fees on Company or Government facilities in the custody of the Company. Furthermore, there shall be no solicitation of Union membership during time when either the employee(s) being solicited or the employee(s) performing such solicitation are being paid by the Company to perform work.

4.10 The Parties agree that if an agency shop provision becomes legal in the state of Mississippi, or that if and when Columbus Air Force Base, Mississippi, is determined to be a Federal Enclave, the following shall become effective:

a) All bargaining unit employees shall, not later than sixty-one (61) days following the effective date of such change in the law, conform to one (1) of the following two (2) requirements as a condition of employment:

b) Become and remain a member of the Union in good standing to the extent of tendering the dues or application service fees uniformly required of all members, or

c) Commence to regularly tender to the Union the dues or applicable service fees uniformly required of all members.

d) Bargaining unit employees hired after the effective date of such change in the law shall, not later than sixty-one (61) days after their date of hire, conform to one (1) of the two (2) requirements noted in 4.10.b and 4.10.c as a condition of employment.

e) There shall be no discrimination by the Company or Union because of membership or non-membership in the Union.

4.11 The Union shall indemnify and hold harmless the Company from any and all claims, demands, suits, or forms of liability that shall arise out of or by reason of action taken or not taken by the Company for the purpose of complying with any of the provisions of this Article including the reasonable cost of any defense made necessary by any such liability, claim, suit, or dispute.

5.0 STEWARDS VISITATION

5.1 The Company agrees to recognize the Stewards duly authorized by the Union to represent those employees covered by the terms of this Agreement. It is understood and agreed that the term "Steward" shall include the Shop Steward. The number of Stewards shall be in that number required by the Union to assure employees in the unit ready access to a Steward in their assigned work location. There will be no

D2 Government Service/IUE-CWA CBA Page 6 of 47 more than one (1) Steward within any work center of Less than five (5) employees unless approved by the Company.

5.2 The Union will notify the Company in writing of the names of the Stewards. The Company will not recognize any subsequent changes of Stewards until official written notice is received from the Union.

5.3 Subject to other provisions of this Agreement, reasonable and necessary paid time off from work shall be authorized to permit Stewards to carry out their responsibilities under the grievance procedure to employees in their area of representation, providing the carrying out of these responsibilities will not unduly interfere with the assigned work duties of the Steward or the employee involved. Any alleged abuse or misuse of time by the Steward or the granting of time off by Supervision shall be brought to the attention of the party at fault, who shall take immediate action necessary to correct the problem.

5.4 When the Steward finds it necessary to investigate a grievance, the Steward shall request permission to leave his/her work assignment from his/her supervisor. Such request must include the nature of the grievance, if known, who the Steward wants to talk to, and how long the Steward expects to be off the job. Upon entering the work area of another Supervisor's responsibility, the Steward will contact the immediate Supervisor and gain permission to contact any employee. If permission is denied, the Supervisor will promptly establish an alternate time at which the Steward can contact the employee(s).

5.5 Subject to existing security regulations, the Business Representative or other authorized Business Representative of the Union shall have access to the Company's work areas during working hours for the purpose of investigating grievances and attending meetings IAW the administration of the CBA. Before doing so, he/she will notify the Company either by phone or email. The Company shall permit said Representative to enter the Company's premises, provided that such right is exercised reasonably and will not interfere with the normal conduct of the Company's operations. The Company may require such Representatives to be escorted by a Company Representative at all times while on Company controlled premises.

5.6 Stewards shall be a seniority employee who is a full time, active employee of the Company who is not on lay off or in his/her trial period, selected from among those employees that they represent.

Areas of representation shall be determined by mutual agreement of the Company and the Union.

Stewards have no authority to take strike action, or any other action interrupting the Company's business.

The Company in so recognizing such limitation shall have the authority to impose proper discipline, including discharge in the event a Steward has taken unauthorized strike action, slow down, work stoppage, or any other actions in violation of this Article. Any such disciplinary action shall be subject to the grievance and arbitration procedure defined herein. Should the Company prove the individual did participate in such action, in violation of this article; the disciplinary action shall not be altered. No Steward shall be temporarily transferred out of his/her permanent assigned area of representation, during his/her term as Steward, except as last resort.

5.7 It is agreed that the Company shall not pay an employee for any time that they are taken away from their work except as provided in the Agreement.

5.8 There shall be no solicitation of complaints or grievances. However, the Union will have the right to talk with any employee and make the determination whether to file a union grievance.

5.9 The Steward shall be empowered to adjust employees' grievances occurring under his/her jurisdiction as provided for in the grievance procedure, so long as such adjustments are not in conflict with this Agreement. If there should be a question of application of the CBA or a conflict of interest between members, the Shop Steward or the President shall adjust such grievance or address such questions.

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5.10 The Company will provide a list on all new hires, if any, in the bargaining unit to the Shop Steward or President or Recording Secretary. Such list shall include the name, classification, man number, work center, shift, last 4 digits of their social security number, and effective hire date.

6.0 NO STRIKE- NO LOCKOUT

6.1 It is expressly understood and agreed that the business of the Company is directly related to the important and vital work of the United States Government and that efficient and uninterrupted services must be furnished to those agencies who have need of and make use of the capabilities of the Company.

Therefore, the Parties agree that during the term of this Agreement:

a) The grievance procedure provided for herein shall serve as a means for the peaceful settlement of all disputes that may arise between the Parties of this Agreement.

b) The Union (its officers, and/or agents, and/or members) shall not authorize, encourage, sanction, or take part in any strike, sympathy strike, sit down, work stoppage, stay in, slow down, refusal to work, sick out, picketing, or any other action which may interfere with any of the operations of the Company.

c) No rules, customs, or practices shall be permitted which limit production or increase the time required to do any work. There shall be no limitation or restriction of the use of machinery, tools, or other labor-saving devices.

d) Any employee or employees, individually or collectively, who cause, encourage, or take part in any violation of this Article, or any activities prohibited by this Article, shall be immediately discharged. Any such disciplinary action shall be subject to the grievance procedure/arbitration procedure as defined herein.

e) In the event of a violation of this Article, the Union (its officers, agents, and members) individually and collectively agree that it shall use its total efforts to end such prohibited conduct, taking such actions as:

1) Requesting through personal contact with employees, that they comply with the Agreement and not participate in any prohibited conduct.

2) Immediately notify all affected employees by mail that such prohibited conduct is in violation of the Agreement.

3) Request those employees violating this Agreement to return to work and/or otherwise fully comply with the terms of this Agreement.

6.2 Violation of this Article and any liability resulting therefrom shall not be excused or forgiven because the Union is engaged in any form of lawful or unlawful strike or other coercive activity against any other contractor. Nor because the employees covered by this Agreement engaged in any form of conduct prohibited by this Article in support of or in sympathy with the employees of any other employer who may be engaged in a strike or other form of coercive activity at this location.

6.3 The Company agrees that it will not engage in any lockout of employees during the duration of the Agreement, providing the Union is in full compliance with all provisions of this Agreement.

6.4 Nothing in this section, or any section of this Agreement, limits the Company's or the Union's rights to seek and receive, legal and equitable relief in the event of the proven breach of the no strike/no lockout provision, including but not limited to, injunctive relief prohibiting any strike, lockout, sympathy

D2 Government Service/IUE-CWA CBA Page 8 of 47 strike, sit down, work stoppage, stay in, slow down, refusal to work, picketing, or any other action which would interfere with any of the operations of the Company.

7.0 GOVERNMENT SECURITY/RESPONSIBILITY

7.1 The Union recognizes that the Company has certain obligations in its contract with the Government pertaining to security, and that security is vital to the Company and the Union in carrying on their part in the defense effort. Therefore, in the event that the Department of Defense, through its duly authorized Representatives concerned with security, advises or have advised the Company that any employee covered by this Agreement is denied access to classified information where such access is required in the performance of that employee's duties, such employee shall be subject to appropriate action(s) the Company considers necessary for security reasons. If the employee is a trial period employee as defined in Article 08.00, the employee may be terminated for cause. Subject to government approval, a non-trial period employee denied access to classified information will be offered bumping rights lAW Article 19.00 or may elect layoff. In the event such employees elect layoff, any notice of layoff requirement specified in Article 19.00 shall be waived.

In the event that the U.S. Air Force advises or have advised the Company that any employee covered by this Agreement is denied access to Government workstations due to an unfavorable National Agency Check (NAC), such employee may be reassigned to a position within the same classification which does not require access to Government workstations, if such position is available. If no such position is available or the employee refuses the reassignment, the following action will be taken:

1. If the employee is a trial period employee as defined in Article 08.00, the employee may be terminated for cause.

2. A non-trial period employee will be offered bumping rights IAW Article 19.00, provided the position does not require access to Government workstations, or may elect layoff. In the event the employee elects layoff, any notice of layoff requirement specified in Article 19.00 shall be waived.

It is understood and agreed that determinations by the Government as to an individual's suitability for access to classified information or the results of a NAC are not reviewable via the Grievance/Arbitration procedures provided in this Agreement.

7.2 It is further understood that where a security clearance is required in order to perform the duties of a particular position covered by this Agreement, that issuance and retention of such security clearance shall be condition of continued employment in that position. Such employee(s) shall be subject to investigation for security clearance under regulations prescribed by the Department of Defense or any other authorized and appropriate agency of the United States government and shall cooperate fully with representatives of said agencies during the conduct of investigations. Failure to comply with the requirements for a clearance or denial or withdrawal of such clearance by such government agency will be just cause for the Company's removal of such individuals from positions requiring access to classified information.

7.3 The Company, all representatives of the Union having access to the premises, and all employees are required to comply with applicable Government security regulations. Government classified information will be revealed only to persons properly cleared and having need for access to such information as defined by applicable regulations.

7.4 The Union and the Company recognize the employees covered hereby are performing services for the U.S. Government and in U.S. Government facilities, utilizing U.S. Government equipment. The Company is not authorized to maintain, modify, or repair such Government facilities except as

D2 Government Service/IUE-CWA CBA Page 9 of 47 contractually directed. The Company will provide indoor areas designated for breaks within the employees general work areas.

7.5 Employees will be responsible for reasonable care of customer and/or Company furnished equipment and will notify the Company of any loss, sabotage, or willful damage to Company, customer, or employee property or materials.

7.6 Where an employee's base access or Common Access Card is revoked and is restored by the Federal Government within twelve (12) months of revocation, the Company will reinstate the employee's employment (without loss of seniority) into his/her previously held position at the time of termination, if a vacancy exists, or any lower available classification for which he/she is qualified and there is a vacancy.

The Company shall not be obligated to reinstate any employee whose base access was revoked as a result of circumstances otherwise justifying a just cause termination pursuant to the terms of this Agreement.

8.0 SENIORITY

8.1 New employees and those hired after a break in continuous service, regardless of classification, shall be considered trial period employees until they have completed sixty (60) work days from the date of hire. After completion of the trial period, the employee shall be placed on his/her respective seniority list with seniority from date of hire. No grievance shall be filed by or on behalf of such trial period employees.

8.2 Seniority among employees who were employed on the date of ratification of this Agreement will be determined as follows: Employees who are employed by the Company on or before the date of ratification of this Agreement will have their seniority based upon their length of service on the contract but not earlier than 7 March 1988. For the purpose of this article the term "on the contract" shall include continuous service with predecessor contractors providing aircraft maintenance and related support to the Air Education and Training Command, 14th Flying Training Wing, at Columbus Air Force Base, Mississippi.

08.2(a) Employees who may be transferred into or hired on the contract subsequent to 8.2 will have their seniority based upon their date of transfer onto the contract or their most recent date of hire with the Company, whichever is lesser. It is agreed and understood that such an employees(s) shall retain the earlier date only for the purpose of benefit accruals including, but not limited to, vacation accruals.

8.3 The seniority of an employee shall be forfeited and canceled and his/her employment with the Company shall be terminated under the following conditions:

a) Discharge for Just Cause.

b) Resignation.

c) Failure by the employee to respond to a recall notification within seventy-two (72) hours after receipt of such recall notice and/or the employee's return to work within five (5) calendar days following the receipt of such notice. Notification will be by certified mail.

d) Failure to be recalled from layoff within thirty-six (36) months after such layoff.

e) Failure to report for work upon expiration of an approved leave of absence (LOA) except for reasonable and legitimate reasons acceptable to the Company.

f) Accepting other employment while on approved LOA without prior permission of the Company.

g) Unexcused absences from work for a period of three (3) consecutive work days, unless satisfactory evidence of inability to report for work can be verified.

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8.4 When two (2) or more employees have the same seniority date, the employee having the lowest last four (4) numbers of his/her social security number shall be considered having the most seniority for tie breaking purposes.

8.5 Employees covered hereby who are transferred or promoted to positions within the Company, but not within job classifications covered hereby shall retain and accrue seniority hereunder for a period of one hundred-eighty (180) days but shall not be construed as working under the terms of this Agreement while occupying such positions. Thereafter, such employees shall retain but not accrue seniority.

8.6 The Company agrees to provide the Union with an updated seniority list every 90 days or anytime a change in current staffing occurs. Any changes in staffing due to Termination. voluntary or other, Retirement. and any type of Leave of Absence to include Military. Workman's Compensation, and Short or Long Term medical shall be provided immediately to local83770@iuecwa.org. The list shall contain employees' names, employee numbers, classifications, work center, shift, last four digits of social security number, and seniority dates. A seniority list will stand as correct unless the Company is notified in writing by the Union of any errors within ten (10) work days of receipt.

The seniority list will be kept with the Officers and Stewards of the Union. At the request of an employee, the Union will allow the employee to view the list. The parties agree that the list will be held as a confidential document.

8.7 Elected officers of the Union: President, Vice President, Chief Steward, Recording Secretary, Financial Secretary, and Assistant Chief Steward. The Survival/Aircrew Equipment Services Shop Steward shall, be the last employees to be laid off and the first employees to be recalled to work so long as they are qualified to perform the work available.

8.8 The Steward of the section and shift involved shall, during his/her term of office, be the last employee to be laid off and the first to be recalled in the section and shift for which the Steward was elected so long as the Steward is qualified to perform the work available.

8.8(a) A Steward may be transferred from his/her shift for essential mission requirements if there are no other qualified employees available. It is further understood, should a Steward be transferred from his/her shift the Company shall notify the Chief Steward or in the absence of the Chief Steward, the President if such transfer is permanent or temporary within twenty-four (24) hours.

9.0 NON-BARGAINING UNIT PERSONNEL

9.1 It is understood and agreed that non-bargaining unit personnel will not normally perform work of employees covered by the Agreement except under the following conditions:

a) For the purpose of instructing and training employees.

b) Under Emergency Conditions.

c) When immediate action is necessary to ensure mission performance or in response to government exercises.

d) In order to prevent injury to employees or damage to property.

e) When necessitated by security requirements.

f) When required for safety.

g) When required to maintain their personal qualifications and proficiency as directed by the customer.

mailto:local83770@iuecwa.org

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10.0 HOURS OF WORK/TDY ASSIGNMENTS

10.1 No provision of this Agreement shall be construed as a guarantee of any specified numbers of hours of work either per day or per week.

10.2 Seven or Eight (7 or 8) consecutive hours, exclusive of a lunch period of thirty (30) or forty-five

(45) minutes as customarily established shall constitute a standard work shift. When requested by an employee and approved by the Company, an alternative lunch schedule may be established.

10.3 The standard workweek shall consist of seven (7) consecutive days, beginning with the start of the first shift on Monday. The Company may establish standard work week schedules consisting of five

(5) consecutive work days comprised of standard work shifts as defined in 10.2 and two (2) consecutive days off within the workweek. It is understood and agreed that the Company may establish non-standard workweeks to utilize part-time or temporary employees or to respond to customer requirements. In response to mission requirements, the Company may establish a workweek of four (4) ten (10) hour work days with two (2) consecutive days off. This work week would apply to selected employees in flight line work centers. Such non-standard workweeks will not be established to displace current employees.

10.4 The Company will permit the employee to take a fifteen (15) minute un-interrupted rest period during each half of the work shift without loss of pay. Should any rest period be interrupted due to work requirements, the employee shall be allowed to take the remaining time later during the shift. Employees required to work beyond the end of their shift will be permitted to take a fifteen (15) minute rest period at the beginning of the extra over time hours if at least one (1) extra hour is anticipated.

10.5 The Company will advise employees of their scheduled hours by bulletin or other medium. An un-interrupted rest period of not less than ten (10) hours shall be scheduled between the end of one regularly scheduled shift and the beginning of the next scheduled shift except under emergency conditions. Any employees not wanting to be phoned for a TDY assignment as indicated by the TDY list shall not be called.

10.6 An employee's normal starting time shall be the same each regularly scheduled workday, unless the employee voluntarily agrees to change, or the Company provides seventy-two (72) hours advance notice. It is understood and agreed that in response to mission requirements placed upon the Company by the Customer; this notice may not be possible. In these instances, the Company will provide as much advance notice as possible. A written notice shall be posted on the Company Bulletin Board. Each employee will be notified by their supervisor. After the Company's weekly work schedule is posted for the Flight lines, the Company will minimize schedule fluctuations under its control.

10.7 In the event an employee's scheduled days off are not consecutive, the Union and the Company shall meet to discuss the basis for this requirement. If the Union and the Company do not agree that such requirement is valid, then either party may submit the issue through the Grievance/Arbitration procedures contained in this Agreement.

10.8 Employees called or directed to report to work by Management outside their normally scheduled shift shall be provided a minimum of four (4) hours work at their regular rate of pay. An employee shall not be entitled to such hours if he/she reports when told not to by Management. Should the employee request to leave work prior to completing the available four (4) hours of work and the supervisor approves such request, the employee will be paid only for hours actually worked.

10.9 Employees reporting for their regularly scheduled work shift shall be provided a minimum of four

D2 Government Services/IUE-CWA CBA Page 12 of 47

(4) hours work at their regular rate except in cases where work is unavailable due to acts of God, sabotage, national emergency, or other circumstances beyond the control of the Company. Should the employee request to leave work prior to completing the available four (4) hours of work and the supervisor approves such request, the employee will be paid only for hours actually worked.

a) The Company will notify an employee prior to reporting for work if there is not any work available due to conditions beyond the Company's control. Such contact will be by radio and television, if possible.

b) When it is necessary to cancel operations for reasons beyond the control of the Company for a period of up to four (4) workdays, employees in the classification affected shall be temporarily laid off per their seniority. Such affected employees have the option to use Personal Paid Time, Vacation, or time off without pay.

In cases of customer designated no-fly days, Goal Days, Family Days, Weather Days, and Christmas shut- down, with Company approval, employees will have the option to work their normally scheduled shift for the day or take Vacation, Paid Personal Time, or unpaid absence.

10.10 TDY assignments for the purpose of training and/or technical conferences will be made by Management based on required classification, employee qualifications, and mission requirements. When more than one employee meets the requirements and has relatively equal qualifications, volunteers among the qualified employees will be selected based on seniority. Training and technical conference assignments will normally be on a defined work schedule of forty (40) hours per work week and shall include scheduled days(s) off when the assignment exceeds five (5) calendar days.

10.11 Per-Diem shall be IAW the Joint Travel Regulations (JTR) as required by government contract. A per-diem shall be paid when the travel period is over twelve (12) hours, while employee(s) are on TDY assignment. Employees covered hereby will be reimbursed for authorized use of their personal vehicle IAW the JTR after submission of an approved Expense Report.

10.12 Employees must turn in a completed expense report within ten (10) working days after their return from TDY. Arrangement for monies due must be made at that time. If the employee fails to submit a completed expense report within ten (10) working days, the Company shall withhold the total travel advance via payroll deduction until restitution is made. Should monies be due to the employee, it will be paid within ten (10) working days after the employee submits the completed expense report.

10.13 The Company will provide each employee with up to three (3) paid weather days per year. A weather day is defined as base closure directed by the Wing Commander for inclement weather.

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11.0 OVERTIME/OVERTIME EQUALIZATION

11.1 The provisions of this Article are intended to provide the basis for calculation and payment of overtime and shall not be construed as a guarantee of any specific overtime hours per day or per week.

For the purpose of this Article, the employee's first scheduled day off within the workweek shall be considered his/her Saturday. The second such day off within the workweek shall be considered as the employee's Sunday.

11.2 With the exception of work in progress, the Company will first request volunteers to perform overtime work by the process described in 11.6. In the event sufficient personnel are not obtained by this method, required overtime work will be assigned on the basis of seniority as described herein and in 11.6.a. It is understood and agreed that the Company reserves the right to require all employees covered hereby to perform overtime work when the entire work center or unit is required to work in order to meet Government contract requirements. When overtime is required, employees shall be given as much advance notice as possible IAW the following principles:

a) For work in progress, affected employee(s) will be notified as soon as practical and generally with one (1) hour notice of required overtime. For the purpose of this Article, the term "work in progress" is defined as a job currently being performed by an employee or employees which in the judgment of Management requires unscheduled overtime work and has been approved by the Program Manager. For scheduled maintenance jobs within an aircraft phase inspection work center, the overtime will normally be for only the tasks currently in progress. It is not the Company's intent to schedule such overtime work to go beyond that which is necessary to meet the customer mission.

b) For overtime work occurring at the end of a shift other than as defined in 11.2.a, the Company will give as much notice as practical with at least one and one half (1 and ½) hour notice of required overtime work.

c) For scheduled overtime work occurring on an employee's Saturday or Sunday, a list will be posted in the affected sections requesting volunteers on the Monday before the overtime work. The list will be removed on Wednesday after 1400. Once the list is removed, an employee will not be allowed to add his/her name. Employees will be notified of such requirement by the end of their shift on their Thursday preceding such scheduled overtime work. Except as provided for in 11.2.d, employees who are not notified within the time limit specified above will not be required to work such scheduled overtime. In cases where Management fails to notify employees by the end of his/her shift on Thursday, then volunteers will be requested by seniority. Personnel who are TDY at the time the list is removed on Wednesday, preceding such scheduled overtime work, are not eligible for weekend duty.

d) The parties recognize that requirements placed upon the Company by the Government may preclude compliance with the overtime notifications set forth in this Article. In such cases, the Company will notify the Section Steward and provide as much advance notice as possible to affected employee(s).

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11.3 Overtime shall be paid for hours worked in excess of forty (40) in a workweek at one and one half (1 and 1/2) times the employee's effective hourly rate.

a) Hours worked on Saturday or Sunday will be paid at one and one half (1 and 1/2) times the employee's effective hourly rate. Scheduled hours on 2nd shift, for Friday only that end on Saturday will not be paid at time and one half (1 and ½), unless time exceeds eight (8) hours, refer to 11.06.

b) Hours worked on Sunday will be paid at two (2) times the employee's effective hourly rate provided the employee works and/or is compensated the other six (6) days within the workweek.

c) All hours worked by an employee in excess of twelve (12) hours on one (1) shift will be paid at two (2) times the employee's effective hourly rate.

The parties agree that this shall not apply in the event of base closure or in cases where the employee is unavailable for work as a result of disciplinary action. In the event the Company establishes standard workweeks consisting of four (4) ten (10) hour workdays, this requirement shall apply to hours worked in excess of ten (10) per shift.

11.4 No overtime shall be worked except by authorization of the Company.

11.5 There shall be no pyramiding of overtime premium payments.

11.6 When overtime is required, the supervisor of the work center will determine the classification and shifts within the work center required to perform the overtime work. The overtime work will first be offered to qualified volunteers in the classification and shift in the work center by seniority order. Employees accepting overtime will be obligated to perform such overtime work.

Work center to be defined as employees employed solely by the Company.

a) In the event that an insufficient number of volunteers accept the scheduled overtime work, the overtime work shall be performed by the least senior, qualified employee on the shift and in the work center affected until the required number of employees is obtained.

b) Employees failing to work such overtime shall be subject to appropriate disciplinary action except in cases where personal emergencies arise after the employee's acceptance.

c) Employees may be excluded from being required to perform overtime as in 11.6 for religious commitment or other legitimate reasons. This will be done on a case-by-case basis with Company approval.

11.7 When determined by the Company to be practical, an attempt will be made to schedule overtime on all shifts.

12.0 WAGE RULES

12.1 The Company shall pay the scale of wages included in Appendix A made a part hereof.

12.2 For the purpose of this Agreement, an employee's straight time hourly rate of pay is defined as the employee's base hourly rate of pay as listed in Appendix A plus any premiums agreed to as a part of this Agreement.

12.3 Employees promoted or temporarily assigned to another job classification shall receive the rate of that job classification or continue at their present rate, whichever is greater. If temporarily assigned, they shall, upon return to their prior classification, assume the rate held prior to the temporary assignment. Pay increases or decreases relative to such temporary assignments, promotions, and demotions shall become effective at the time the employee assumes the new assignment.

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Employees temporarily assigned by Management to perform the duties of a higher classification for a period of one (1) hour or more will receive the wage rate for that classification for the duration of the temporary assignment.

12.3(a Any employee, other than a Lead person, who is required to perform training (OJT, etc.) will be compensated at the senior pay rate for the classification of the employee providing the training. If a senior classification within the position does not exist, the employee will receive a four percent (4%) increase in pay while conducting training. This does not apply if the training is given voluntarily by an employee.

12.4 Employees covered herein shall be paid on alternate Fridays for the two (2) workweeks ending the preceding Sunday. A pay period shall run seven (7) consecutive days, Monday through Sunday Employees working on shifts other than first (1st) shift will receive their pay checks or pay stubs (direct deposit) after 1500 hours on the Thursday proceeding the normal Friday payday. Excluding any times that Acts of God or circumstances beyond the Company's control cause pay checks to be unavailable on the regularly scheduled pay day, the Company will distribute pay checks as soon as possible.

12.5 Pay increases relative to a promotion shall become effective when the employee is assigned the new position by Management or ten (10) working days from being notified in writing of the promotion.

12.6 Employees severed from the employment of the Company will be paid all accrued/unpaid vacation hours and any unused PPT up to a maximum of eighty (80) hours at their base rate for loss of contract by the current contractor. Employees shall be able to use credited Personal Paid Time (PPT) and/or Vacation through the employee's termination date with approval of the Company.

12.7 Upon completion of ten (10) years of continuous service, all full time employees shall receive an incentive longevity pay of one percent (1%). Upon completion of twenty (20) years of continuous service, all full time employees incentive longevity pay shall be increased to two percent (2%). Upon completion of twenty (20) years of continuous service, all full-time employee's incentive longevity pay shall be increased to three percent (3%).Longevity pay is not cumulative. The maximum longevity pay is three percent (3%).

13.0 SHIFT PREMIUM

Reserved

14.0 HOLIDAYS

14.1 The following eleven (12) days are designated as holidays:

New Year's Day Martin Luther King Jr.'s Birthday Independence Day Columbus Day

Presidents Day Memorial Day Juneteenth Labor Day

Thanksgiving Day Christmas Day One (1) Floating Holiday Veteran's Day

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Employee may take their Floating Holiday at any time during the Government Fiscal Year, 1 October-30 September. Such holiday must be requested in writing no less than three (3) calendar days in advance and will, insofar as practicable, be granted as requested by eligible employees. In addition to the above designated holidays, the Company agrees to observe any day declared or treated as a legal Federal holiday by either the President or the U.S. Congress and observed by Columbus Air Force Base when Government employees at Columbus Air Force Base receive holiday pay for such day.

14.2 A full-time employee who is on the active payroll on the holiday and has worked either his/her last scheduled shift preceding the holiday or his/her first scheduled shift succeeding the holiday shall be eligible for eight (8) hours pay at their base rate for such unworked holiday.

14.3 For purposes of determining eligibility for holiday pay, paid time off, excluding paid time off under the Company's insurance plan(s), shall be considered as time worked. Holiday pay shall be considered time worked for the purpose of computing overtime.

14.4 It is understood and agreed that the Company reserves the right to require employees to work on a holiday. When employees are required to work on a holiday, they shall be paid at two (2) times their effective hourly rate for a minimum of four (4) hours in addition to their normal holiday pay.

14.5 Should one of the holidays authorized above fall on a scheduled day off, employees will be authorized an alternate day off with pay at their base rate, to be taken at a time mutually convenient to the employee and the Company, within thirty (30) days following the holiday.

14.6 Should any holiday authorized above occur on a Saturday, the preceding Friday will be considered the holiday. Should any holiday authorized above occur on a Sunday, the Monday following will be considered the holiday.

14.7 Part-time employees are eligible for holiday pay on a pro-rata basis determined by the number of non-overtime hours worked the week preceding the holiday as a percent of forty (40) hours per week.

14.8 Should the Company's contract with the Government be modified by the Government to incorporate an additional holiday(s), the holiday(s) will be provided to the bargaining unit employees.

14.9 In the event the Government employees of Columbus Air Force Base are granted leave in observance of a special occurrence, company employees covered by this Agreement may be granted the same day off. The employee may elect to use vested Vacation time, Paid Personal Time, or take the day off without pay. 15.0 VACATIONS

15.1 An employee who meets the requirements as set forth in this Article shall be eligible for vacation credits in accordance with the following: An employee who meets the requirements as set forth in this Article shall be eligible for vacation credits in accordance with the following:

Length of Service Accrual Rate Annual Hours

A: 0 - 60 months 1.54 80 hours B: 61 - 120 months 2.31 120 hours C: 121 - 180 months 3.08 160 hours D: 181 - 240 months 3.85 200 hours E: > 240 Months 4.62 240 hours

The vacation eligibility date will be the date of last hire by the Company or predecessor contractor when service was continuous, or the…