Attachment 8 - CBA.pdf

AND

INTERNATIONAL ASSOCIATION OF MACHINISTS

AND AEROSPACE WORKERS

DISTRICT LODGE 776

LOCAL LODGE 2341

LAUGHLIN AFB, TEXAS

October 1, 2018 through September 30, 2021

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Attachment 8

TABLE OF CONTENTS

ARTICLE I

ARTICLE II

ARTICLE Ill

ARTICLE

ARTICLEV

ARTICLE VI

ARTICLE VII

ARTICLE VIII

ARTICLE IX

ARTICLEX

ARTICLE XI

ARTICLE XII

ARTICLE XIII

ARTICLE XIV

ARTICLE XV

ARTICLE XVI

ARTICLE XVII

ARTICLE XVIII

ARTICLE XIX

ARTICLE XX

ARTICLEXXI

ARTICLE XXII

ARTICLEXXIII

ARTICLE XXIV

ARTICLEXXV

ARTICLE XXVI

ARTICLE XXVII

ARTICLE XXVIII

ARTICLE XXIX

ARTICLEXXX

ARTICLE XXXI

PREAMBLE

AGREEMENT

UNION RECOGNITION

UNION SECURITY

NON-DISCRIMINATION

MANAGEMENT RIGHTS

UNION ACCESS TO OPERATIONS

GRIEVANCE PROCEDURE

ARBITRATION PROCEDURE'

NO STRIKE/NO LOCKOUT

BULLETIN BOARDS

BARGAINING UNIT WORK

SENIORITY

FILLING OF VACANCIES

HOURS OF WORK

OVERTIME

SHIFT DIFFERENTIAL

LEAVE OF ABSENCE

INSTALLATION OF NEW & REVISED JOB

CLASSIFICATIONS ASSIGNMENT OF SHOP

STEWARDS

SUCCESSORS AND ASSIGNS

SUBSTANCE ABUSE POLICY

MISCELLANEOUS

WAGES

HOLIDAYS VACATION

PAID PERSONAL LEAVE

JURY DUTY

BEREAVEMENT

HEALTH & WELFARE PAYMENTS

401K SAVINGS PLAN

PENSION PLAN

TERM AND NOTICE OF CHANGE

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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.

AGREEMENT

This Agreement is made and entered into this by and between The Rockhill Group, Inc. (TRG), (hereinafter referred to as the Company) and the International Association of Machinists and Aerospace Workers, and its

Local 234 (hereinafter jointly and severally referred to as the Union).

This agreement shall remain in effect until midnight on September 30, 2021 both parties have the right to reopen this agreement. This agreement shall automatically renew itself from year to year thereafter unless written notice of desire to terminate the Agreement is given by either party, by certified mail, at least sixty

(60) calendar days prior to September 30, 2021 or at least sixty (60) calendar days prior to any annual expiration date thereafter. If such written notice of desire to terminate is given, the parties may nevertheless mutually agree in writing to extend this Agreement for a specified length of time beyond the expiration date.

ARTICLE I

UNION RECOGNITION

The Company recognizes the Union certified by the National Labor Relations Board on, July 23, 2015 Case

No. 16-RC-154098 as the exclusive representative of all employees stipulated in the Board's Certification of

Representation as follows:

All hourly production and maintenance employees of the company at LAUGHLIN AFB, Del Rio, Texas facility, included in Article XXII.

ARTICLE II UNION SECURITY

Section 1.

Membership in the Union is not compulsory. Employees have the right to join, not join, maintain or drop their membership in the Union as they see fit. Neither party shall exert any pressure on or discriminate against an employee as regards to such matters.

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Section 2.

Each employee in the bargaining unit shall, beginning on the 31st day following the start date of this

Agreement or the 31st day following his/her employment, rehire, reinstatement, reemployment, recall, transfer or regression into the bargaining unit, as a condition of continued employment in the bargaining unit, execute and deliver to the Company a payroll deduction authorization as provided for in this Article, or pay directly to the Union an amount of money authorization as provided for in this Article, or pay directly to the

Union an amount of money equal to the Union's regular and usual initiation fee and its regular, uniform and usual monthly dues.

Section 3.

Any employee within the bargaining unit who is required to contribute to the Union as provided for in Section

Two of this Article and who is subsequently transferred or promoted out of the bargaining unit or laid off shall not be subject to any of the provisions of this Article, during the period of time such employee remains outside the bargaining unit or on layoff.

Section 4.

No employee within the bargaining unit shall be required to pay fees or dues covering any period during which the employee was not in the bargaining unit or was not on the Company's active payroll including layoff.

Section 5.

An employee within the bargaining unit shall be considered in good standing for the purposes of this Article when such employee tenders the amount of money equal to the Union's regular and usual initiation fee (due and payable only once per employee without regard to any interruption in service) and its regular, uniform and usual monthly dues to an authorized agent of the Union or through Payroll initiation fees/dues deduction.

Upon written demand from the Union, the Company shall terminate any employee within the bargaining unit who fails to tender the sum due the Union under Section Two of this Article within thirty (30) days from the date such sum is due provided the Union informs the Company and the employee in writing and allows him/her an additional fifteen (15) days after the 30th day of delinquency. If the employee fails to resolve his/her dues delinquency with the Union during this fifteen (15) day period and after notification to the Company by the Union, the Company will terminate the employee effective the end of that payroll period.

Section 6.

Employees may handle the matter of payment of Union initiation fees/dues directly with the Union. In cases where deductions are made from those who have already paid Union initiation fees/dues, the Union will make refunds directly to such employees.

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Section 7.

Deductions shall be made for the accrued regular monthly Union dues of each employee in the bargaining unit for whom the above authorization has been received, beginning with the pay for the first full pay period in the month following receipt of such authorization, provided that sufficient earnings remain to cover Union dues after all deductions required by law are made, and such dues deductions shall continue in like manner monthly thereafter, except as qualified in this Article.

Accrued dues not deducted in the regular month as provided above shall be deducted as follows:

At the beginning of each calendar quarter the Union shall furnish the Company a list of names and employee numbers of employees who have authorized the deduction of Union dues and who are in arrears in the payment of such dues for the preceding quarter, specifying on such list the amount of each named employee's arrearage.

After the receipt of such list, the Company shall make a special deduction of Union dues in the amount of the listed arrearage from the pay of each named employee, provided that sufficient earnings remain to cover the dues arrearage after all deductions required by law are made.

Section 8.

The “Authorization For Deduction of Union Dues” form set out in Sub-Section (b) of this Section is agreed to by the parties and is made a provision of this Agreement.

At the time this Agreement becomes effective, the parties agree to begin to use the following Dues Deduction

Authorization form for all new dues deductions. However, the current “Dues Deduction Authorization” form shall remain in effect and will be applied in accordance with this Section.

The Authorization for Deduction of Union Dues form set out in sub-Section (b) of this Section is agreed to by the parties and is made a provision of this Agreement.

At the time this Agreement becomes effective, the parties agree to begin to use the following Dues

Authorization form for all new dues deductions.

ARTICLE III

NON-DISCRIMINATION

The Company and the Union separately and jointly recognize their obligation to abide by all State and Federal laws, including but not limited to those laws related to equal employment opportunity, OSHA and 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.

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

ARTICLE IV

MANAGEMENT RIGHTS

Except as specifically limited by this Agreement, the Management of the Company, and the direction of the workforce including but not limited to the service performed, the location of the workforce, schedules and fair standards of employee performance, the schedules and hours of shifts, the methods, processes, and means of providing services, materials to be purchased, determination of staffing levels, the right to hire, promote, demote and transfer employees, the establishment of reasonable rules of conduct, the discharge or discipline of employees for cause, and the maintenance of efficiency of employees, are the sole and exclusive rights and responsibilities of the Company.

EMPLOYEE DISCIPLINE

The Company will have the right to discipline employees for just and proper cause, including misconduct and performance-related behaviors, through a progressive discipline process of verbal warning, written warning, final written warning, and up to termination of employment. Progressive disciplinary steps may be skipped, up to termination, in response to fraud, insubordination, acts of violent behaviors, hostile work environment, safety violations, loss of security clearance (if applicable), behaviors resulting in a government CAR and any other form of misconduct based on severity of the infraction. Employees subject to discipline are entitled to

Union review and representation.

ARTICLE V

UNION ACCESS TO OPERATIONS

Section 1. The Company agrees that the business representative or acting business representative will be allowed to visit employees while they are on the job in the Company's operations for the sole purpose of investigating specific grievances or complaints related to the provisions of this Agreement. Prior approval must be obtained from the Site Manager or his designee and such visits shall not interfere with production of work being performed. The union representative shall notify the Site Manager or his designee when he is entering or leaving the Company's operations.

Section 2. The Company, if it desires, may have a Company representative accompany the business representative.

ARTICLE VI

GRIEVANCES

It is the intent of the parties to this Agreement that the procedure provided herein for the settlement of grievances shall serve as a means for peaceful settlement of all disputes that may arise between them as to the application or interpretation of the provisions of this Agreement.

Section 1.

Any discussions or conferences with employees which may lead to disciplinary action shall take place with a

Steward present if the employee so desires.

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Grievances are to be presented and considered in accordance with the terms of this Agreement.

Section 3.

There shall be no responsibility of the Company to make an adjustment on any grievance unless it is submitted within ten (10) working days after the occurrence giving rise to it, or the date when the Union should reasonably have known of the occurrence.

Section 4.

It is understood that the time limits specified herein may be extended by mutual agreement of the Company and the Union.

Section 5. (Step 1)

Any matters of contention between an employee or the Union, and the Company, shall be initially discussed between the employees involved, if any, their Steward and the Site Manager. If such matter is not resolved at this step, the aggrieved party(s) shall proceed as provided below

Section 6. (Step 2)

Any employee having a grievance shall file a written grievance through their Steward to their Site Manager within the time frames defined above. The grievance form shall set forth a statement of the grievance including the date and approximate time the event occurred which gave rise to the grievance, the details of the event and a summary of the Articles of the Agreement allegedly violated, and the specific remedy or relief requested, and shall be signed by the employee or Steward. The Site Manager and the Steward shall meet within three (3) working days to endeavor to arrive at a satisfactory adjustment of the grievance. The Site

Manager shall then provide a written decision within five (5) workdays after discussion with the Steward.

Section 7. (Step 3)

If the decision of the Site Manager is not satisfactory, the Steward shall appeal the grievance to the Site

Manager of The Rockhill Group, Inc. (TRG) or his designee, provided such appeal is filed no later than ten

(10) working days after receipt by the Steward of the Site Manager's decision. The President of The Rockhill

Group, Inc. (TRG) shall meet with the Steward and full-time representative of the Union at a mutually agreeable time within thirty (30) calendar days to endeavor to arrive at a satisfactory adjustment of the grievance. The Steward shall inform the President of The Rockhill Group, Inc. (TRG) at the time of the appeal, of the identity of the full-time representative of the Union. The President of TRG will provide a decision within ten (10) working days of the meeting with the Steward and full-time representative of the

Union.

Section 8. (Step 4)

Any grievance arising out of interpretation or alleged violation of the terms and conditions of this agreement, which has been properly processed according to this grievance procedure and has not been satisfactorily adjusted or settled, may then be appealed to Arbitration.

Section 9.

All of the steps of this grievance procedure may be waived and the parties may proceed directly to arbitration provided that there is mutual agreement between the parties to proceed directly to arbitration.

Section 10.

A grievance may be filed by an affected employee or Steward on behalf of the employee and other similarly affected employees. It is the intent of this section to eliminate the need for multiple filings of a grievance.

Section 11.

Any decisions not provided within the time frames established shall be considered as unsatisfactory responses, except where extended by mutual agreement of the Company and the Union, and the party claiming to be aggrieved may proceed to the next step in the Grievance-Arbitration procedure.

ARTICLE VII

ARBITRATION

Section 1.

There shall be no grievances presented to arbitration until all steps of the grievance procedure have been utilized.

Section 2.

If a settlement or adjustment of the dispute cannot be reached, then either of the two shall request the Federal

Mediation and Conciliation Service (FMCS) to submit a list of Seven (7) names from which the Arbitrator shall be chosen within ten working days of receipt of such list. The names contained on said list shall be stricken in turn until one (1) name remains, and that person shall become the Arbitrator. The parties shall alternately strike first.

Section 3.

The Arbitrator shall not have the power to add to, subtract from, modify, alter or change any of the terms of this agreement or any other terms made supplemental hereto, or to arbitrate any matter not specifically provided for by this Agreement or Arbitrate any new provision into this Agreement. The Arbitrator's authority is to interpret and apply provisions of the Agreement.

Section 4.

The parties reserve the right to file post-hearing briefs within thirty (30) days of the arbitration. The Arbitrator shall provide a decision within thirty (30) days of receipt of the briefs or the close of the proceedings if the parties waive the right to file post-hearing briefs. The Arbitrator's decision or award shall be in writing and should reveal the reasoning and grounds on which it is based. The award shall be delivered or mailed to each party.

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Section 5.

The decision of the Arbitrator, within the purview of his/her authority, shall be final and binding on all parties.

Section 6.

The parties agree that either party may be represented at arbitration hearings as they may choose and designate. Each of the parties will assume the expenses of presenting its case including the compensation and other expenses of witnesses called or summoned by it.

All fees and expenses of the Arbitrator shall be borne equally.

ARTICLE VIII

NO STRIKE/NO LOCKOUT

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.

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 IX

BULLETIN BOARDS

The Company agrees to provide space for (1) bulletin board for the posting of legitimate Union notices pertinent to the Union at the Laughlin AFB, Texas facility. Only notices concerning Union meetings, Union elections, results of Union elections, etc., which the Union Representative has authorized, will be posted. The

Union agrees that all notices will be submitted to the Site Manager, or his designee, for review and approval prior to their posting.

ARTICLE X

BARGAINING UNIT WORK

The Site Manager may perform work which, in his opinion, is required to maintain satisfactory contract performance. However, it is understood that there will be only one Site Manager at the site and the work performed by the Site Manager will not cause a bargaining unit employee to be laid off or displaced.

Company employees in job classification not covered by this Agreement shall not perform work normally

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performed by employees in the bargaining unit, except in cases of emergency, research work, audit, experimental, or work of a special mechanical nature, or special training of employees, 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. An emergency situation is defined as employee illness, death in the family or other sudden circumstances that require an employee to suddenly depart work.

When a shift is crippled by employee absenteeism, a manager can fill a position until sufficient employees can be called in and arrive at the job prepared to perform the work involved. Management may cover employee opted time off such as jury duty, witness duty, no pay, vacations and appointments. With the exceptions stated herein, managers will not perform bargaining unit work.

ARTICLE XI

SENIORITY

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.

Definitions: Seniority is defined as including the whole span of continuous service with the present contractor, or successor, and with predecessor contractors.

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.

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

• Resigns.

• Is discharged for cause.

• Is on layoff status in excess of 24 months.

• Is barred from the facility by the customer's written order.

• Refuses recall.

Seniority List. A seniority list will be maintained by the Company and will be made available to the Union 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.

Severance Pay.

Section 1. Any employee with more than one (1) year of continuous service credit who has established seniority shall be entitled to severance pay when the employee is involuntarily separated from the

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employment because of lack of work for a period in excess of thirty days.

Section 2. Such severance pay will be paid only while such employee remains off from work and at the time the employee's payroll check would have been issued if the employee had continued to work. Such severance pay will continue until the employee is recalled to work or until the employee exhausts his or her severance pay, whichever occurs sooner. Should the returned employee thereafter be involuntarily separated from employment because of lack of work for a period in excess of thirty (30) continuous calendar days the employee's entitlement to severance pay shall be reduced by the weeks of severance pay previously paid to such employee.

Section 3. No employee shall be entitled to severance pay in cases where such layoff is due to fire, flood, explosion, bombing, earthquake, or act of God causing damage at the location where work is performed under this Agreement or from strikes or work stoppages resulting in the inability to maintain normal operations. Severance pay will not be paid to an employee discharged for Cause or to an employee who resigns.

Section 4. Length of service for severance pay commences with the date of hire by TRG Inc. The severance pay for employees entitled to under provisions of this Agreement shall be only for year of continuous employment by TRG as follows:

LENGTH OF SERVICE SEVERANCE PAY

1 to 2 years …………..….…….. 1 week

2 to 3 years ……………………. 2 weeks

3 to 4 years ……………………. 3 weeks

Over 4 years …………………... 4 weeks

ARTICLE XII

FILLING OF VACANCIES

If the Company determines to fill a new or existing job within the bargaining unit, the Company will post a notice of vacancy or job opening on the bulletin board described previously for a period of not less than five

(5) working days. Subject to the provisions of Section 3. any employee may submit a bid for the job to the

Company's Site Manager, in writing, during the posting period. The notice posted declaring that such vacancy or job opening is to be filled shall contain at least the following information:

• The date the notice is posted and the date and time the notice will be removed;

• The job to be filled and the classification;

• Job Specifications

• Rate of Pay

• Effective date the job is to be filled. The Union's Steward will be furnished a copy of any bid upon request.

The Company will award the job to the most senior qualified, employee, as determined by management, with respect to:

• related experience;

• previous training; and

• ability to perform the work.

If two or more employees bidding the job are essentially equal with respect to 1, 2, and 3, then the most senior employee will be awarded the job. The Company retains the discretion to utilize external sources to staff unit positions when qualified individuals do not respond to the job posting during the posting period or are found to not exist within the bargaining unit employees that respond to the job posting.

Restrictions on Bidding. An employee who is awarded a job for which he bid must accept it providing the award is made within fifteen work days of the effective date that the job is scheduled to be filled as provided in Section I. of this Article, otherwise the employee shall have the option of withdrawing his bid.

If the employee's designated job classification was in the same labor grade as, or a higher paid labor grade than the posted job being awarded, the employee may not bid for another job for a period of twelve (12) months after being awarded the job, unless agreed upon by both parties.

Disqualification of Bidder. An employee who is unable to perform the job to which he bid to the satisfaction of the Company within forty-five (45) 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.

Business 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 from Laughlin AFB, TX 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 coach/economy/tourist class.

Employees may be authorized to use their personal cars (POV) and will be reimbursed for travel as specified below.

Travel expenses will be reimbursed in accordance with the current joint travel rate.

ARTICLE XIII

HOURS OF WORK

The Company will make every effort to schedule employees for full days and full weeks. Full-time employee are employees who work a minimum of 37 hours in a statutory work week. Part-Time employees are employees who normally work less than 37 hours within a statutory week and are not regularly assigned any specific work schedule, work shift, or number of hours in a work week.

The standard workday is eight (8) hours. Lunch periods may vary between employees depending on their work assignments or task coverage and approved by the site manager.

The standard workweek consists of seven (7) consecutive days beginning 12:01 AM Sunday to 12:00 midnight Saturday. The Company may establish a nonstandard workweek where employees who work on

Sunday will receive a different day off during the same workweek.

The Company will permit the employee to take rest periods as workload permits. Employees required to work beyond the end of their shift shall be entitled to a rest period at the beginning of the extra hours.

An employee who is scheduled and reports for work at the scheduled time without having been notified not to report, shall be given four (4) hours work or if no such work is available, he shall be given four (4) hours pay at his applicable rate.

An employee who is called and reports back to work after he has completed his regularly assigned shift shall receive a minimum of two (2) hours pay at his applicable rate. The Company will not impose a temporary shift in order to deprive an employee of call back pay.

If an employee is specifically notified and scheduled to start work four (4) hours or less before the starting time of his regularly scheduled shift, he shall be given the opportunity to remain at work until the end of his shift if the workload requires.

ARTICLE XIV

OVERTIME

The provisions of this Article are intended only 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.

The Company reserves the right to ask employees covered hereby to perform overtime work in order to meet

Government contract requirements. When such overtime is required, employees involved shall be given as much advance notice as possible.

Overtime shall be paid for hours worked in excess of forty (40) hours in a workweek and recorded to the nearest one-tenth (1/10) of one hour. To avoid pyramiding, overtime shall be paid at one and one-half (1.5) times the effective hourly rate of pay, and any pay reflected at one and one-half (1.5) times is defined as automatic overtime.

When it becomes necessary for employees covered by this Agreement to work overtime, they shall not be laid off during regular working hours to equalize the time.

No overtime shall be worked except by direction of the proper supervisory personnel of the Company.

The Company will equalize overtime by classification among employees assigned to the same section and shift, to the extent possible. Substantiated inequities in the overtime assignments shall be rectified by future offering of available overtime hours which the effected employee is qualified to perform.

The Site Manager will maintain an overtime use roster for determining overtime eligibility. The Shop Steward will have access to the overtime use roster. The Company will accept responsibility for the accuracy of the overtime equalization list.

ARTICLE XV

SHIFT DIFFERENTIAL

Each employee working on the second or third shift shall be paid in addition to his regular rate of pay $1.50.

per hour for-each hour worked on such shift. Second shift is defined as any shift starting after 12:00 pm.

ARTICLE XVI

LEAVE OF ABSENCE

Personal Leave. The Company may approve a leave of absence without pay up to ninety (90) calendar days for personal reasons. Such leave must be requested in writing and approved by the Site 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.

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 or injury, and leaves for Union activities.

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.

Leave for Union Activities. Union Employment - An employee elected or selected to a full-time job in the local Union, AFL-CIO, or the International Union, which takes him from his employment with the Company, shall upon written request to the Company receive leave of absence, without pay, for a period up to three (3) months. Upon completion of his leave of absence during the existence of this Agreement, he shall be reemployed according to his seniority in work generally similar to that which he did last prior to leaving at the wage rates existing at the time of his return, provided such work is available for him according to his seniority, and he has the ability to perform such work. Seniority shall accumulate during such leave of absence.

State Conventions. Leaves of absence without pay shall be granted by the Company on seven (7) days written request of the Union, to Union representatives in a number not to exceed that allotted by the International

Union, in accordance with its constitution for the purpose of attending national conventions of the Union, and to Union representatives in number not to exceed that allotted by the State Federation of Labor, in accordance with its constitution for the purpose of attending state conventions of the

Union, local and district lodge auditing committees, tellers in local and district loge elections, and official

Union schools, but in no event is the number to exceed a total of one (1) employee per bargaining unit. The

Company may waive the seven (7) day notice when calls are of an emergency nature. It is the intention of the

Union to honor and respect the requirements of production in requests for leaves of absence for such delegates.

Short Term Military Annual Leave. Employees ordered to active duty for annual training with the National

Guard or organized military reserve units, shall be granted a leave of absence not to exceed a maximum of ten

(10) Working days each fiscal year, provided the employee furnishes the Company a copy of their military orders at the time the leave is requested.

Such leave of absence shall be referred to as military leave. Employees\may request vacation pay while on an approved military leave. Employees will be paid the difference between their regular base pay and their military pay, provided a Leave and Earnings Statement is submitted.

ARTICLE XVII

INSTALLATION OF NEW & REVISED JOB CLASSIFICATIONS

As provided in the Management's Rights Article, Management retains the sole discretion to create, abolish or revise job classifications together with job descriptions and rates of pay therefor. The company agrees that it will notify the union by certified mail when any of the foregoing occurs.

In the event the Union desires to confer only with respect to the wage rate assigned to such new or revised job classification, it shall notify the Site Manager by certified mail within fifteen (15) working days of receipt of the letter referred to in Section 1 requesting a conference which shall be held within five (5) working days following receipt by the Company of the Union's letter. The meeting shall be scheduled with the following in attendance: The Union Business Agent; the Shop Steward; the Site Manager; and the Supervisor from the affected area. Upon request, the Union shall be given the opportunity to view the work operations in the affected area.

In the event agreement is not reached within such five (5) working day period, the Company may then place the job classification into effect.

If the Union so desires, it may refer is contention of the wage rate to the grievance procedure, within twenty

(20) working days from the date of receipt of the Company letter referred to in Section 1. Such grievance shall be confined to the wage rate assigned and placed into step two of the grievance procedure. No other provisions under this Article shall be subject to the grievance procedure.

ARTICLE XVIII

ASSIGNMENT OF SHOP STEWARDS

It is hereby understood and agreed that the Union may assign one (1) Shop Steward to 1st Shift to represent

Bargaining Unit employees and one (1) alternate Shop Steward to represent Swing Shift. The alternate Shop

Steward shall only act in the absence of the Shop Steward. The Union shall notify the Company in writing on

Union letterhead of the individuals so, selected in this capacity.

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.

Should a Steward be required to leave the job to handle a grievance, he shall first request the permission of the site manager and shall report to the site manager 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.

ARTICLE XIX

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 XX

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 Company premises. A program of testing, above and beyond what's necessary to comply with Federal or State regulations, will be instituted upon mutual consent of the Company and the

Union.

Pre-employment drug testing is a condition of employment.

ARTICLE XXI

MISCELLANEOUS

UNIFORMS AND JACKETS: Full-time employees, 5 sets of shirts replaced every two years or earlier if needed. Part-time employees, 2 sets of shirts replaced every two years or earlier if needed. Jackets will be provided once during the contract or if they become unserviceable.

Employee Misconduct. If an employee is barred from the base by the customer, the employee may be terminated without recourse to the grievance or arbitration procedures.

Shop Steward Seniority. The Shop Steward by virtue of his position will become the most senior employee in his job classification for purposes of layoff.

AETC Family Days. The contract manager will evaluate the contract requirements for that day and a work schedule will be established utilizing the minimum number of employees required to meet the contractual requirements. Employees will be provided the opportunity to take the day off or work based on company policy guidelines, and employees required to work will be provided first opportunity for time off on future

AETC Family Days.

Plant Shutdown. The Company will compensate employees for those periods of time when the safety stand-downs, government/customer shutdowns, government mandated holidays, periods of national mourning, inoperable simulator devices, technology upgrades, or weather-related incidents and other acts of God necessitate a partial workday(s) or temporary closing of facilities. Employees scheduled to work on days when plant shutdown occurs are eligible for compensation based on scheduled hours. Employees on leave, such as vacation, unpaid leave, PTO, or otherwise unscheduled will not be compensated for the concurrent shutdown.

ARTICLE XXII

WAGE RATE SCHEDULE

Section 1. The wage rates listed below will be effective for the term of this agreement and apply to all bargaining unit employees. Employees shall be compensated at the wage rate for the highest classification of work being performed and at no time shall they be compensated at any rate below the classification in which they are normally assigned work. This straight time hourly rate will be increased annually as designated below. These increases will be effective on the dates indicated.

Classification Current Wages 10/1/2018 10/1/2019 10/1/2020

Flight Data Assistant $29.25 $30.13 $31.03 $31.96

Airfield Management

Operations Manager

$29.70

$30.59

$31.51

$32.45

Assistance Airfield

Manager

$30.10

$31.00

$31.93

$32.89

ARTICLE XXIII

HOLIDAYS

Each year the following eleven (11) days are to be paid holidays:

• New Year's Day

• Martin Luther King, Jr.'s Day

• President’s Day (Washington's Birthday)

• Memorial Day

• Independence Day

• Labor Day

• Columbus Day

• Veteran's Day

• Thanksgiving Day

• Christmas Day

• Birthday Holiday

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

Any employee required to work on a holiday will be paid at 1 ½ times their regular rate of pay plus holiday pay.

ARTICLE XXIV

VACATION

Allowances. The vacation year for eligibility and service credit shall be from Anniversary date to Anniversary date. Paid vacation will be awarded as follows and paid at the base rate

The Company will grant annual vacations to eligible employees:

Full-time employees on the payroll as of their vacation eligibility date, which shall be the anniversary day

(Anniversary date shall be First (1st) date of hire without a break of Laughlin Service Contract) of the employees in the Airfield Management contract Laughlin Air Force Base, Del Rio, Texas or as set forth in the

Service Contract Act. Paid vacation for a part-time employee shall be proportional to full-time employees based on the number of hours worked during the period involved. All other conditions set forth in this section shall apply to part-time employees.

For full-time employees:

• An employee with one (1) year of service, but less than five (5) years of service will be awarded 80 hours (2 weeks) of vacation annually.

• An employee with five (5) years of service, but less than Fifteen (15) years of service will be awarded

120 hours (3 weeks) of vacation annually.

• An employee with ten (15) years of service but less than twenty (20) years of service will be awarded

160 hours (4 weeks) of vacation annually.

• An employee with twenty (20) or more years of service will be awarded 200 hours (5 weeks) of vacation annually.

• Employees may carry over a maximum of 40 hours. from one benefit year to the next.

• Part-time employees will continue to accrue their current rate at ½ times the full-time for vacation accrual until their anniversary date.

Scheduling. Vacation requests should be made in writing to the Site Manager seven (7) calendar days prior to the vacation start date. The Company reserves the right to approve or deny vacation requests based on business operations. Vacation requests will be approved based on seniority. Vacation may be used in increments of no less than one (1) hour.

Employees who are terminated from employment, are laid off or who voluntarily terminate employment after submitting a two (2) week advanced written notice are eligible to receive pay in lieu of vacation for all accrued unused vacation.

ARTICLE XXV

PAID PERSONAL LEAVE

Starting October 1, 2017 full-time employees will accrue 8.0 hours per month. Starting October 1, 2017, part-time employees will accrue 3.5 hours per month.

Personal leave may be taken in increments of no less than one hour. Unused personal leave during any benefit year will not be carried into the next year and unused personal leave balances will not be paid out.

Terminating employees will not receive payment for unused personal leave. Personal leave will be paid at an employee's regular rate of pay.

ARTICLE XXVI

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 base rate 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 shall return to work.

ARTICLE XXVII

BEREAVEMENT LEAVE

A full-time employee shall be eligible for bereavement leave with pay upon a death in his/her immediate family. Four (4) paid days if the funeral is within a 150 mile radius and five (5) days if the funeral is outside the 150 mile radius

Part-time employees shall receive half the Bereavement leave. "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.

Employee may be requested to provide proof of claim.

ARTICLE XXVIII

HEALTH & WELFARE PAYMENTS

Section 1.

The Company will provide each employee health & welfare payments in the amount of $6.45 per hour in addition to their base hourly rate, to a maximum of 40 hours per week, or the equivalent.

Health and Welfare Benefits will be paid for all hours paid to include vacation, sick and holidays

TRG will provide minimum essential coverage for all employees both full and part-time. Employees are given an option to enroll in the IAM Benefit Trust Fund Health Plan or they will be automatically enrolled in the

The Rockhill Group, Inc. (TRG) Health Plan. Participation will be paid by the Health and Welfare benefit.

Employee Health and Welfare payments not used for required health plan coverage will be added back into employee paychecks or go into TRG's 401K plan, at the employee's option.

ARTICLE XXIX

SAYINGS PLAN

The Company will maintain the current 401K plan for those to continue to have their Health & Welfare payments made directly into the Plan.

ARTICLE XXX

I.A.M, NATIONAL PENSION PLAN

The Company shall contribute to the I.AM. National Pension Fund, National Pension Plan for each hour for which employees in all job classifications covered by this agreement are entitled to receive pay under this agreement as follows:

$1.90 per hour effective October 1, 2018

$2.00 per hour effective October 1, 2019

$2.10 per hour effective October 1, 2020

The company shall continue contributions based on a forty (40) hour work week while an employee is off work due to paid vacations, paid holidays, paid personal leave, paid jury duty, paid bereavement leave and paid Military leave. Contributions are limited to forty (40) hours per week. Pension contributions will be based on hours paid.

FA3099-22-Q-0011