18R0005_WAFB_Mess_Att_RFP_Attch_2_CBA.pdf

AGREEMENT

BETWEEN

ASIEL ENTERPRISES INC

AND

UNITE - HERE LOCAL 74

COVERING EMPLOYEES AT

WHITEMAN AIR FORCE BASE

KNOB NO.STER, MISSOURI

EFFECTIVE OCTOBER l, 2016 THRU SEPTEMBER 30, 2019

INDEX

ARTICLE TITLE PAGE

EXCLUSIVE RECOGNITIONS AND COVERAGE OF AGREEMENT 3

2 UNION SECURITY AND DUES CHECK OFF 4

3 RIGHTS OF EMPLOYER 4

4 UNION REPRESENTATION 4

5 HOURS OF WORK 5

6 REPORTING PAY 5

7 WAGES AND RATES OF PAY 6

8 HEAL TH AND WELFARE 6

9 SUPERIOR PRIVILEGES 6

10 srcK LEAVE 6

11 MASCULINE TO INCLUDE FEMJNINE 6

12 LEA VE OF ABSENCE 7

13 PAYDAY 7

14 VACATIONS AND HOLIDAY PAY 7

15 UN IFORMS AND MEALS 8

16 NO STRIKE . ' 9

I

17 SENIORITY

18 EMPLOYMENT 11

19 CONFORMITY TO EXISTING OR FUTURE LAWS 11

20 GRIEVANCE PROCEDURE I 1

21 ARBITRATION 12

22 JURY DUTY 13

23 FUNERAL LEA VE 13

24 GENERAL' 13

25 TERMS OF AGREEMENT 14

26 TERMINATION OF EMPLOYEE l5

27 WAGE INCREASE SCHEDULE (Exhibit A) 17

PREAMBLE

THIS AGREEMENT is entered into the first day of October 1, 2016 by and between Asiel Enterprise Inc hereinafter referred to as the "Company" and the UNITE HERE LOCAL 74 UNION, hereinafter referred to as the " Union", as representative of its employees located at WHJTEMAN AJR FORCE BASE, KNOB NOSTER, MISSOURI, hereinafter referred to as the "Base".

WITNESSETH

ln consideration of the Mutual covenant herein set forth, the parties hereto intending to be bound, hereby agree as fo llows:

Whereas, the Union represents a majority of the employees of the Company at its operation, located at the Whiteman Air Force Base Knob Noster, M issouri, and

Whereas, it is the desire and intention of the parties to provide orderly collective bargaining relations between the Company and the Union, to secure prompt and equitable disposition of grievances to maintain fa ir wages, reasonable hours of work, to maintain good working conditions of employment and provide good relations between the Company and employees.

Whereas, the parties hereto recognize that only with mutual understanding and cooperation, with uninterrupted operations in it possible for the Company to conduct business with the economy and efficiency indispensable to its existence and to the best interest of employees, clients, and customers.

Whereas, the Union agrees to support the Employer in his efforts to eliminate waste, combat absenteeism, conserve materials and supplies, ensure timely cbmpletion of work, improve the quality of workmanship, encourage submission of improvement and cost reduction ideas, prevent accidents ancrprornote development of good will among employer, the Uni on, employees and the local community.

Now, therefore, th~ parties hereto agree as follows:

ARTICLE 1. EXCLUSIVE RECOGNITIONS AND COVERAGE OF AGREEMENT

The company hereb:Y recognizes the Union as the exclusive bargaining agent for all its full-time and part-time paid production employees (excluding all salaried personnel, including the Project Manager, Assistant Project Manager, professional employees, field supervisors, office clerical employees, guards, and supervisors as, defined in the Act). Production employees are to include shift leaders, cooks, bakers, line servers, salad preps, mess attendants, cash iers, and trainees.

ARTICLE 2. UNION SECURITY AND DUES CHECK OFF

SECTION 1

To the extent permitted by law, the Company agrees, that all bargaining unit employees, after · thirty (30) days of employment with the Company shall become members of the Union as a condition of employment.

SECTION2

It is further agreed by and between the parties hereto, that any employees required under the terms of the agreement, who fails, or refuses to become a member of the Union, or who having become a member fails to pay monthly union dues, will upon certification by the Union of such delinquency, be subject to IMMEDIATE TERMINATION BY THE COMPANY.

SECTION3

To the extent pennitted by law, the Company agrees to withhold from pay of each employee, upon receipt of an appropriate authorization, in writing, union initiation fees of fifty dollars ($50), and monthly membership dues of thirty five dollars ($35.), and remit the total amount so deducted to the Financial Secretary of the Local Union on or before the (1511t) of each calendar month.

ARTICLE 3. RIGHTS OF EMPLOYER

It is agreed that the management of the Company at Whiteman Air Force Base, including the right to hire, suspend for cause, promote, demote, transfer, discharge for proper cause, and the right to lay-off employees because of lack of work, or for other legitimate reasons is vested exclusively in the Company, subject to the restrictions and regulations governing the exercise of these rights as are expressly provided for in this agreement. ' ...

ARTICLE 4. UNION REPRESENTATION

SECTION 1

The employer agrees to recognize the elected officers and duly designated stewards of the Union, and the Un ion shall keep management advised in writing of the names of its officers and stewards.

A. Union stewards are authorized to perform duties, such as processing employee complaints, grievances and consultations, with the employer at the local level on matters in connection with this agreement.

B. The Employer agrees that there will be no restraint, interference, coercion or discrimination against stewards because of the petformance of these duties.

C. If a steward's use of regular working hours for consultation with employees or the employer interferes unduly with the proper performance of his/her official duties as an employee, the matter will be objectively discussed with him/her and other officers of the Union in order to find a satisfactory solution.

D. Stewards shall not use this assignment for matters outside of the scope of this agreement and will conduct their business with tact. Time used during the normal duty hours will be with the knowledge and approval of Management.

SECTION 2

Consultation between management and the Union will normally be conducted during regular working hours, in connection with officially req uested or approved consultation or meetings with management officia ls or for the purpose of drawing up requests or recommendations.

ARTICLE 5. HOURS OF WORK

SECTION 1

For the purpose of calcu lating overtime pay, the regular scheduled work week shall be forty ( 40) hours and the work day shall be eight (8) hours. This section is not to be construed as a guarantee of hours of work per day or hours of work per week, but the Company will make every effort to provide e ight (8) hour working days.

SECTION2

Any work perfonned in excess of eight (8) straight time hours in any day or in excess of forty ( 40) straight time hours in any regular established work week, that being Sunday through Saturday, shall be paid at the rate oftime and one-half the employee ·s regular hourly rate of pay.

ARTICLE 6. REPORTING PAY

SECTION 1

In case of discharge of an employee, he/she shall be paid within seven (7) days.

SECTTON2

When the employer or his/her representative orders an employee to report for work or fails to notify an employee not to report for work for any reason, and said employee is not allowed to work, the employer shall pay the employee four (4) hours pay. Any employee schedu led and commending to work shall receive their scheduled shift pay. Any employee fai ling to report or failing to fini sh his/her shift without cause, shall be subject to proper disciplinary action by the employer. The Company is relieved of paying the four (4) hours to the employee provided he has attempted to notify the emptoyec!S three (3) times not to report for work and a log wi ll be maintained.

SECTION 3

In the event an employee quits his/her job, during the course of the day, he/she shall be paid only up to the time of termination.

ARTICLE7. WAGESANDRATESOFPAY

Employee wages and rates of pay shall be in accordance with Exhibit "A" attached hereto and made a part hereof. ·

ARTICLE 8. HEAL TH AND WELFARE

The Company agrees to fund directly into the employee' s paycheck the premiums for Health & Welfare benefits. This will be accounted for on a semi-monthly bas is on total hours worked by each employee each month times the government mandated rate of $4.27 per hour to start October I, 20 I 6.

If the Depa1tment of Labor should hereafter issue a new wage determination which increases the health and welfare covering this bargaining unit which increases health and welfare allowance to an amount greater than listed below, the company agrees to the mandated determination from the Department of Labor for 2016, 2017 and 2018.

2016 2017 2018 $4.27 per hour $4.27 per hour $4.27 per hour

ARTICLE 9. SUPERIOR PRIVILEGES

As a result of the execution of this·agreement, no employee shall receive a reduction in rate of pay, benefits, or adverse working conditions covered by this agreement, nor shall this agreement deprive any employee from receiving a rate of pay higher than set forth in Article 7.

ARTICLE 10. SICK LEA VE

SECTION 1

A 11 employees may receive up to ten ( I 0) days of sick leave per year to begin one year after completing the ninety day (90) day probation period.

SECTION2

When an employee requires use of sick leave, he/she will be personally responsible for notifying his/her supervisor by telephone, or other means, prior to the beginning of his/her scheduled work shift.

SECTION 3

Sick leave will be pro-rated according to hours worked. If an employee calls in sick, sick leave will be paid at the time of taking leave. Unused sick days shall be paid out annually.

ARTICLE 11. MASCULINE TO INCLUDE FEMININE

Whenever in this Agreement, the masculine gender is uses, shaJI be deemed to include the female gender.

ARTICLE 12. LEA VE OF ABSENCE

The employer will not grant leave of absence during the first six (6) months of the employee's employment, except by mutual contract of both the employee and employer. After the completion of six

(6) months employment for any reasonable cause, not to exceed three (3) months, any and all employees granted a leave of absence will not lose seniority rights by reason of said leave of absence. The employer will notify the Union in writing of the granting of leave of absence.

It is fu1ther agreed by both the un ion and the Employer that granting a leave of absence must be submitted in writing fourteen ( 14) days prior to the leave. The only exception to this rule is in the case of an emergency, or whereas the Family Medical Leave Act would take precedence over a particular circumstance.

ARTICLE 13. PAY DAY

All employees shall be pa id semi-monthly. Shou ld the pay day fa ll on Saturday, Sunday, or Holiday which falls on a Monday, employees will be paid on the preceding Friday.

ARTICLE 14. VACATION AND HOLIDAY PAY

SECTION 1

Employees wil I receive one (I) week paid vacation after one (I) year of service with a contractor or successor, and two (2) weeks after two (2) years, three (3) weeks after five (5) years and four ( 4) weeks after seven (7) years of service with a contractor or successor. Length of service includes the whole span of continuous service with the present (successor) contractor wherever employed, and with predecessor contractors in the performance of similar work at the same federal facility. Vacation is prorated by actual hours worked. '

SECTION 2

Vacation time shall be taken at such time as designated after anniversary or as agreed between employee and management. The union agrees to cooperate with the employer so that granting of vacations will be with minimum expense to the Company and agrees that, wherever possible, employees shall. be assigned so as to avoid replacements. Changes in vacation schedule may be arranged by mutual agreement between the approving manager and the employee concerned.

SECTION3

All employees entitled to vacation shall take vacation periods un less otherwise approved by the employer. Vacation pay will be paid to the employees at their regular rate of pay on the pay period the vacation is actually taken. Vacation period shall be after an anniversary date, unless otherwise agreed to between the employer and the individual employee affected.

SECTION 4

Eligible employees who have completed one (I) year of service and who completes an additional three (3) months per periods of service dtiring the second year of service shal I have earned vacation periods with pay as fo l lows:

A. After the first three (3) months of second year, one-fourth ( 1/4) weeks pay.

B. After six (6) months of second year, one ha lf( l/2) weeks pay.

C. After nine (9) months of second year, three fourth (3/4) weeks pay.

Prov ided, however, that the eligible employee is laid off, quits with notification or is discharged for other than an illegal or immoral act.

SECTION 5

Each employee who is covered by this agreement, and who is required to work on New Year' s Day, Martin Luther King's Birthday, President's Day, Memorial Day, Independence Day, Labor Day, Columbus Day, Veteran 's Day, Thanksgiv ing Day, Christmas Day, and Good Friday, shall receive one and a halftimes the employee's regular rate of pay for the time actually worked on that Holiday.

SECTION6

Each employee who is covered by this agreement shall be paid at his/her regular rate of pay for each of the days set forth in SECTION 5 not worked except then an employee shall receive no holiday pay when he/she fails to report for work on his/her first scheduled workday immediately before and after the holiday.

SECTION7

Employees will not lose vacation pay if they miss a pay period through no fault of their own.

SECTIONS

If an employee is on vacation and a holiday occurs during such employee' s vacation, such employee shall be paid at his/her regu lar hour' s rate of pay.

ARTICLE 15. UNIFORMS AND MEALS

SECTION 1

. The Company agrees to furni sh uniforms, as required, without cost to the employee. The company will pay the employees for performing their own laundry care, in wh ich case the employee will be responsible for keeping his/her own uniforms neat, clean, and wrinkle-free. Employees who clean their own uniforms will be paid not less than thirty cents ($0.30) per hour for a ll hours worked for such cleaning.

SECTION2

The employees will be issued uniforms on an as needed basis to be determined by management.

The Company may supply up to three (3) new uniforms per year for all employees.

SECTION 3

Employees shall not be charged with normal wear and tear of uniforms and aprons, but must replace or pay for lost or damaged or destroyed uniforms by the employee. Change in weigtit does not constitute a requirement for changing uniforms at employer's expense. ·

SECTION 4

Employees will be allowed thirty (30) minutes for meal periods. Employees will not be interrupted, but wi ll be allowed the full thiity (30) minutes to eat their meal on employee time.

SECTION 5

Employees wi ll receive a fifteen ( 15) minute break for each four (4) hours of scheduled work during any one shift.

SECTION6

The Company shall supply aprons, name tags, and hats.

ARTICLE 16. NO STRIKE

SECTION J

The Union shall not engage in any strike, s low-down, walk-out, picketing, boycott, or other interference with the orderly operation of the Company, and the Company shall not engage in any lock out of employees during the term of th is agreement, or any extension thereof.

SECTION2 ...

The Company shall have the right to immediately discharge or otherwise discipline any employee who engages in a strike, slow-down, walk-out, picketing, boycott, or other interference with the orderly operations of the <:;ompany during the tenn of this agreement or any extension therefore. Employees do not waive any other rights or recourse under the State or Federal law, looking toward the enforcement hereof, but the same are hereby specifically reserved.

ARTICLE 17. SENIORITY

SECTION 1

Seniority shall mean the length of an employee's service for the Company from hi s/her first day worked on a regular permanent shift. Employees will be credited with seniority earned by v irtue of employment with the previous employer. The ann iversary date refers back to the first tlay Worked on a regular pennanent shift.

SECTION 2

For the purpose of laying-off or recalling employees, seniority will be applied with job classification. The employee within the classificat ion having the least seniority shal l be the first to be laid-off, provided those who are retained are qualified to perform the work to be done. After such lay-off, in recalling employees to work with a classificat ion, the laid off employee in the job classification affected who has the most sen iority will be the first recalled. IT IS THE RESPONSIBILITY OF

EMPLOYEES TO MAINTAIN A CORRECT ADDRESS AND TELEPHONE NUMBER ON FILE

WITH TH E COMPANY AND THE UNION JN ORDER TO BE ELIGIBLE FOR RECALL.

SECTION3

The employer will abide by seniori ty along with the ability and qualifications when making promotions, demotions, or pe1manent transfers from one job c lassification to another when openings are ava ilable. The Employers wi ll post notices on a bu lletin board in each dining facility for 72 hours prior to filling position permanently. Employers may bid on open jobs to Employees and picked by seniority provided they have the ability and qualification to do the job. The Employer will not bring help from outside the bargaining unit unti l the regular full time employees have had the opportunity to bid on the job. Ifthere is not an individual employee who is suitab le, the company may employ help from outside the unit.

SECTION 4

An employee wi ll lose his/her seniority if he/she voluntarily quits his job, is discharge for cause, remains on lay-off for more than 360 days, or fails to report for work within forty-eight (48) hours after recall of his intention to return to work or fails actually to return to work after recall, or is absent from work for two (2) consecutive days (no-call , no show) without permission or without properly notifying the employer.

SECTION 5

Seniority rights will be interpreted to mean and will be based upon (a) Length of service with the employer computed from first day worked on a regular permanent shift, provided that there shall also be included any previous employment with the employer which was interrupted by a lay-off of not more than six (6) months prior to the latest hiring date; (b) Seniori ty shall not be broken when an~mployee is absent because of accident or childbirth: (c) In the case of pregnancy, any employee who desires to remain on the job shall be required to produce medical evidence of her fitness to continue employment.

SECTION6

. It is agreed and recognized by both Employer and the Union in this agreement, that all Employees covered by this agreement, upon leaving for Military or Naval Services, shall receive a ll benefits required by the Selective Service Act.

SECTION 7

Seniority as defined above, shall govern in cases of vacation schedules, promotions when qualified, avai lable shifts, working hours and days off, where practical. If an employee is promoted and proves unqualified in the higher classification, he/she may return to their previous pos ition Within the bargaining unit, provided that this occurs within a trial limit of thirty (30) days.

ARTICLE 18. EMPLOYMENT

SECTION 1

The employer agrees to notify the Union of the hiring of all new employees covered by this agreement once a month. The employer will also notify the union once a month of the termination of employment of all employees covered by this agreement.

SECTION2

There will be no discrimination against any employee because of his/her union activities. It is also understood and agreed that there shall be no intimidation, coercion or suggestion on the part of the employer or its agent to discourage membership in the Union.

SECTION 3

There wi ll be no discrimination against any employee because of race, sex, age, religion, creed or national origin.

SECTION 4

There shall be no favoritism shown to any employee. Such as giving unfair preferential treatment to one person or group.

ARTICLE 19. CONFORMITY TO EXISITING OR FUTURE LAWS

Employees shall always perform duties in accordance with and not in violation of the laws and ordinances of the United States of America, the State of Missouri. The parties agree that in the event any Federal or State laws are enacted that invalidate any portion of this agreement, that the balance of this agreement will remain in fu ll force and effect. '

ARTICLE 20. GRIEVANCE PROCEDURE

SECTION l

. No such complaint shall be considered under the procedure, unless it shall have been duly submitted with in seven (7) working days after occurrence of the event complained of, or knowledge of the violation.

SECTION2

Employees' complaints will be presented to the Union Steward and the union steward will attempt by negotiations with the Project Manager to settle the compla int.

SECTION3

lf the Project Manager and the Union Steward are unable to settle a complaint within forty-eight ( 48) hours from the time it is received, it will be submitted in writing to the local Union President who shall present the complaint to the Company's President within three (3) days and attempt by negotiation with the Company President to settle the complaint.

SECTION 4

If the complaint cannot be settled under aforesaid grievance procedure either party thereto may as a final resort, submit the matter to arbitration provided notice of such intention is given in writing by either the Company or the Union, as the case may be, within fifteen (15) days and naming thereto its arbitrators.

ARTICLE 21. ARBITRATION

SECTION 1

Within ten (10) days after filing of the notice of the intent to submit the unsettled grievance to arbitration, the parties shall attempt to mutually select an impartial arbitrator. If the parties are unable to agree within five (5) days of that meeting upon the choice of an arbitrator, they shall request the Federal Mediation and Conciliation Services to submit a list of seven (7) persons qualified to act as the impartial arbitrator. Within five (5) days of the receipt of the list and shall alternately strike three (3) names from the list, the party to strike first to be selected by lot. The last remaining individual shall thereupon be selected as the impartial arbitrator.

SECTION2

Within ten ( lO) days after the selection of the arbitrator, the parties shall enter into a submission agreement which shall clearly state the issues to be decided. Jf the parties are unable to agree on a joint statement of the issue or issues to be decided by the arbitrator, the submission shall contain the written grievance and the disposition of the same with the notation the parties could not agree upon a submission agreement.

SECTION3

During the hearing each party shall have full opportunity to present evidence and argument, both oral and documentary. The impartial arbitrator wi ll render his/her finding and award in writing in a timely manner after the conclusion of the hearing. The decision of the impartial arbitrator will be final and binding. The impartial arbitrator shall have no authority to modify, amend, revise, add to or subtract from any of the terms or conditions of this agreement.

SECTION 4

The fees of the arbitrator and necessary expenses, including transcript of the proceeding, if desirable, of any arbitration proceeding shall be borne equally by the Company and the Union except that each party shall pay the fees of its own counsel or representative. If an employee witness is called by the Company, the Company will reimburse him/her for the time lost at his regular straight time base rate. lf an employee witness is called by the Union or if the grievant is present at the hearing, the Union will reimburse such personnel for lost time.

SECTIONS

If either party fails to give timely and proper notice of intention to arbitrate, as provided, such party will have no right thereafter to have such matter referred to arbitration.

ARTICLE 22. JURY DUTY

Any employee called for Jury Service shall be compensated at a normal wage for days so spent less any sum received for service as a Juror. It is understood, however, that the employer shall not be · obligated to pay in excess of three (3) days for jury Service in each contract year. Employees shall not be required to work on days serving as Juror.

ARTICLE 23. FUNERAL LEA VE

In the event of the death in the immediate family (current spouse, Mother, Father, Mother/Father fo-Laws, child, full brother, full sister, grandparent, or grandchild) of a regular employee, such employee will be reimbursed for pay for the day before the Funeral, the day of the Funeral and the day after the Funeral. Proof of the employee's attendance at the Funeral is to be furnished to the employer upon request.

ARTICLE 24. GENERAL

SECTION 1

The employer reserves the right to disapprove requests for transfers based on shift preference, inability to withstand workloads or inability to work with or for fellow employees.

SECTION2

The responsibility of performing cashier duties is left to the discretion of the Contract Manager.

SECTION 3 • I

The employer agrees to provide space on appropriate bulletin boards of a minimum 18" x 22" for the posting of Union notices and similar informational material. Bui let in boards or parts thereof are fu rnished for the convenienc~ of the Un ion which is solely responsible for its material. The Employer does not vouch for the accuracy or authenticity of the Union information, nor does appearance of the board constitute endorsement by management.

SECTION 4

Performance requirements are standards established, adopted and accepted by the Employer, transmitted by the immediate shift leader and understood by the employees as to what is considered satisfactory perfoi·mances for a position. It is the employer's responsibility to insure that the employees are informed of these satisfactory perfonnance requirements. Perfonnance requirements for all duties must be reasonable and fair. These requirements must be documented prior to an unsatisfactory rating, satisfactory rating, and outstanding rating.

SECTIONS

Employees will be allowed to receive emergency telephone calls through the main office.

SECTION 6

At meetings between Management and the Union concerning policy matters, the Employer agrees that Management and the Union may have equal representation.

SECTION7

The Business Representative of the Un ion wi II have the privi lege of visiting and 'interviewing Employees and may investigate the standing of Employees in the bargaining unit. Union agrees to notify Company Management when a Union Representative is interviewing Employees on contract violations.

SECTIONS

The Employer agrees, when an Employee is required to take the place of another Employee in a higher wage classification, and does the job; said Employee will receive the higher rate of pay for all hours worked at the higher c lassification.

SECTION9

lf a cashier is short five dollars ($5.00) over three (3) different times in a two (2) month period, He/she will be replaced. If a cashier is short twelve (12) times in a year, he/she will be replaced.

SECTION 10

One ( 1) personal day per year with eight (8) hour notice to Employer prior to request of personal day off. One personal day off per year with Company approval and not to be charged against absenteeism. Personal day off will be without pay.

SECTION 11

Employees are to be paid if they attend a mandatory meeting on their day off or on their regular schedu led work d~y. Employees to be paid at the regular rate of pay for the time they attend the meeting.

SECTION 12

A complete Company handbook of rules is to be given to the Employee when Employee starts regular shift.

ARTICLE 25. TERMS OF AGREEMENT

SECTION 1

This agreement shall become effective on October I, 2013 and shall remain in full force and effect until September 30, 2016.

SECTION 2

This agreement shall be automatically self renewing from year to year after the term thereof, but either party may terminate or modify this agreement by giving written notice to the other of its desire to terminate or modify this agreement at least sixty (60) days prior to the expiration date recited herein. ·

SECTION3

At any time during the life of this agreement and by mutual consent the parties of this agreement may be opened for amendment or supplement may be put into effect without written concurrence of both parties. Any amendment or supplement made sha ll remain in effect until notified or until the termination of this agreement.

SECTION 4

If during the term of this agreement, or any extension thereof, any part of provisions thereof is by legal of legislative process tendered or declared to be invalid, such part or provision thereafter shall be void and shall not forma part of this agreement. All other provisions hereof shall remain in full force and effect and shall be fully binding upon parties agree to meet collectively for suitable replacement for said invalid arlicles.

ARTICLE 26. TERMINATION OF EMPLOYEE

No employees sha ll be discharged by the Company without just cause, and all dismissals may be subject to the grievance procedure and arbitration clause. All reprimands, inc luding those related to excessive absenteeism, tardiness, and personal appearances shall be in writing, and a copy given to the individual and a copy sent to the Union Steward. All reprimands shal l be held on file no longer than one

(I) year, after such time shall be discarded from employee's file. Three (3) written reprimands may result in immediate termination for the employee. Theft, intoxication, illegal use of drugs, altering or falsifying time records or other company records may resu~t in immediate termination.

IN WITNESS wHEREOF, the parties hereto have executed this Agreement this l "fh day of October 20 16.

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JOB

TITLE

Trainee

Mess Attendant

Line Server

Cashier

Salad Prep

Cook

Baker

Shift Leader

EXHIBIT "A"

WAGE INCREASE SCHEDULE

2016 THRU 2019

EFFECTIVE EFFECTIVE

10/1/2016 10/1/2017

INCREASE INCREASE

$8.20 $8.45

$ 14.00 $14.42

$ 14.00 $14.42

$14.23 $14.66

$15.14 $15.59

$15.14 $15.59

$15.44 $ 15.90

$15.77 $16.24

EFFECTIVE

10/1/2018

INCREASE

$8.70

$ 14.85

$14.85

$15.10

$16.06

$16.06

$ 16.38

$16.73

** Shift differential (2200 hours to 0400 hours) for each job classification is set forth as $0.25 for length of the contract.