Atch_3_CBAs_Update_Dec_2017.docx

image4.emf

CBA MacDill 1 Oct 2017 thru 30 Sep 2020.PDF

COLLECTIVE BARGAINING AGREEMENT

BETWEEN

Goldbelt Falcon, LLC

AND

INTERNATIONAL ASSOCIATION OF MACHINISTS

AND AEROSPACE WORKERS

LOCAL LODGE 2915

DISTRICT LODGE 166

MACDILL AIR FORCE BASE, FL

October 1, 2017 to September 30, 2020

TABLE OF CONTENTS

ARTICLE I

RECOGNITION 1

ARTICLE II

RIGHTS OF MANAGEMENT 1

ARTICLE Ill

NO STRIKES, WORK STOPPAGES OR LOCKOUTS 2

ARTICLE IV

REPRESENTATION 3

ARTICLE V

GRIEVANCE AND ARBITRATION PROCEDURE 3

ARTICLE VI

DISCIPLINARY CASES 5

ARTICLE VII

SENIORITY 6

ARTICLE VIII

EMPLOYEE CLASSIFICATIONS 8

ARTICLE IX

HOURS OF WORK SHIFTS/DAYS OFF 8

ARTICLE X

OVERTIME 8

ARTICLE XI

BULLETIN BOARD 9

ARTICLE XII

LEAVES OF ABSENCE 9

ARTICLE XIII

DUES CHECK-OFF 10

ARTICLE XIV

VISITATION 11

ARTICLE XV

DRUG AND ALCOHOL-FREE WORK PLACE POLICY 11

ARTICLE XVI

COMPENSATION 11

ARTICLE XVII

PAID TIME OFF 12

ARTICLE XVIII

TRANSFERS, TEAM CONCEPT, CROSS-UTILIZATION 14

ARTICLE XIX

GOVERNMENT REQUIREMENTS 15

ARTICLE XX

MISCELLANEOUS 17

ARTICLE XXI

BENEFITS 17

ARTICLE XXII

DURATION AND TERMINATION 18

APPENDIX A

OCCUPATIONAL CLASSIFICATIONS AND RATES OF PAY 20

APPENDIX B

EMPLOYEE BENEFIT PLANS 21

MEMORANDUM OF UNDERSTANDING

MACHINISTS CUSTOM CHOICE WORKSITE BENEFITS PROGRAM 22

Effective as of the 1st day of October, 2017, Goldbelt Falcon, LLC (hereinafter called the "Company''), and the International Association of Machinists and Aerospace Workers, Local Lodge 2915, District Lodge 166 (hereinafter called the "Union"), hereby agree as follows:

ARTICLE I

RECOGNITION

Section 1. The Company recognizes the Union as the exclusive col lect ive bargaining representative with respect to rates of pay, wages, hours of employment and other conditions of employment for all full time and regular part-time Technician's Support Service Techs (Scheduler/Material Coordinator) employed by Goldbelt Falcon, LLC at MacDill Air Force Base, Florida.

All other positions and classifications shall be excluded, including, but not limited to, any and all clerical employees, professional employees, managerial employees, guards, supervisors, and other exempt employees as defined in the National Labor Relations Act, specifically including the Site Manager.

The term "employees" as used in this Agreement means employees included in the above-described bargaining unit. Any reference to the male gender in this Agreement shall apply equally to employees of the female gender.

Section 2. The Union shall not organize, or attempt or assist in the organization of superv iso ry or executive employees having authority in the interest of the Company to hire, direct, transfer, suspend, layoff, recall, promote, discharge or discipline other employees, to resolve grievances or to effectively recommend such actions.

ARTICLE II

RIGHTS OF MANAGEMENT

Section 1. Except as abridged by a specific provision of this Agreement, the Company reserves and retains all of its normal and inherent rights with respect to the management of the business and the workforce, including (but not limiting the generality of the foregoing) its right to establish or continue policies, practices, and procedures for the conduct of the business and the workforce; to select and direct the working force including but not limited to the determination of the number of employees to perform work, to evaluate performance, and to assign work and shifts; to establish, eliminate, change or combine work schedules and work assignments, subject to the terms of this Agreement; to hire, transfer, reclassify, promote or demote employees; to lay off, terminate or otherwise relieve employees from duty for lack of work or other legitimate reasons; to make and enforce reasonable rules and regulations; to suspend, discharge or otherwise discipline employees; and otherwise to take such measures as management may determine to be necessary to the orderly, efficient or economical operation of the business.

Section 2. Nothing in this Agreement shall be interpreted as interfering in any way with the Company's right to consolidate or merge its operations with that of any other division or subsidiary of the Company or any other firm or entity; or to sell its business when in its discretion it may deem it advisable to do so.

Section 3. It is understood and agreed that any of the authority and rights the Company had enjoyed prior to the signing of this Agreement are retained by the Company except those specifically abridged, delegated or granted by this Agreement.

ARTICLE Ill

NO STRIKES, WORK STOPPAGES OR LOCKOUTS

Section 1. It is the intent of the parties, in the interests of attaining harmonious, orderly relations and efficient, uninterrupted operations, to set forth in this Agreement the obligations of the Company, the Union, and the employees in avoiding strikes, work stoppages, and lockouts.

Section 2. Neither the Union nor any member of the bargaining unit shall take part in any strike of any of the Company's operations or picketing of any of the Company's plants or premises, including permitting or taking part in any sympathy strike or failing to report to work because of another's strike or picket, nor shall the Union or any member of the bargaining unit take part in any sit-down, stay-in, or slowdown in any Company location or any curtailment of work or restriction of production or interference with the operations of the Company.

Section 3. Any employee found guilty of violating this Article will be discharged, except employee(s) may exercise their legal right to refuse to perform work that is unsafe to life or limb or health as provided by federal law. Further, the Union will immediately disavow and refuse to recognize any picket line or lines established as a result of any slow-down, work stoppage, or strike and will instruct employees not to respect or recognize any such picket line or lines and to report to work in a timely and orderly fashion.

Section 4. The Company will not authorize or direct a lockout.

Section 5. Nothing contained herein shall preclude any right to which the Company, the Union, or any employee may be entitled to secure legal or other redress of any individual who has caused damage or injury to or loss of its or its property, nor does the Company or Union cede any rights in this regard to which it may be entitled.

ARTICLE IV

REPRESENTATION

Section 1. The Union will designate one (1) Shop Steward and one (1) alternate to act in the Shop Steward's place when he or she is absent.

Section 2. The Company will recognize the Shop Steward for the purpose of representing employees in the Grievance Procedure. The Steward will suffer no loss in pay during time spent in Grievance Procedure meetings with management.

Section 3. No person shall have or exercise any of the authority or duties of a Steward unless and until written notice of such appointment, and revocation of any previous appointments, if applicable, signed by a Representative of the Union, shall be filed with the Company's Site Manager.

Section 4. In carrying out the duties of a Shop Steward it is understood that the Shop Steward's duties shall not interfere with his being a productive, contributing and working employee of the Company subject to the normal and usual rules and regulations that apply to all other employees.

The Company may require, where operational requirements dictate, all investigation, processing or discussion of grievances and other Union business to be performed other than during normal work hours.

ARTICLE V

GRIEVANCE AND ARBITRATION PROCEDURE

Section 1. Any employee(s) having a complaint shall have the right, directly or through the Shop Steward, to present the complaint to the Company. If the complaint involves a matter subject to the Grievance Procedure, the complaint shall be reduced to writing. All grievances shall be processed using the procedure in following sections. Failure to appeal a decision made at any step in the time specified shall constitute a bar to any further action. It is understood that the time limits specified herein may be extended by mutual agreement of the Company and the Union.

Section 2. All grievances shall be presented as soon as practicable after the occurrence upon which the grievance is based, but in no event later than five (5) working days if the same is a dismissal grievance, or later than ten (10) working days if the grievance arises from any other cause. Failure to present a grievance within this time frame shall constitute a bar to any further action.

Section 3. If it is determined under the Grievance Procedure, including Arbitration, that any adjustment in pay is appropriate, such adjustment shall be based upon the rate of pay at the time of the occurrence. Any retroactive adjustments shall not extend more than thirty (30) calendar days prior to the date upon which the grievance was presented.

Section 4. All grievances will be settled according to the following procedure:

STEP 1: The employee(s) and the Shop Steward shall meet with the Site Manager. This Step 1 meeting shall be held not more than ten (10) working days from the date the grievance is filed with the Company. The Site Manager shall provide the employee and/or the Shop Steward with a written reply to the grievance within ten (10) working days after the Step 1 meeting. If this reply is unsatisfactory, the Union may appeal to Step 2. Settlements at Step 1 shall not establish a precedent.

STEP 2: By discussion between the employee(s) and the Steward and the Program Manager in the Company's PMO office. Before being considered in Step 2, the grievance must be submitted in writing to the Program Manager within ten (10) working days after the answer is given in Step 1. The written grievance thus presented must contain the substance and basis of the Union's and/or the employee's claim and cite the applicable provisions of the Agreement.

Within ten (10) working days from the time that the Steward and/or the employee submits the written grievance to the Program Manager, the Program Manager and the Steward and employee shall discuss and make every effort to settle the dispute. The Program Manager shall respond in writing within ten (10) working days of the discussion with the employee and Steward.

STEP 3: By appeal by the Union's Business Representative to the Company's Director o f Operations in writing within ten (10) working days of the Program Manager's decision. The Director of Operations will make such investigation as he deems appropriate and talk to the Union's Business Representative and render his written opinion within thirty (30) calendar days of the receipt of the appeal. The Company and/or the Union may designate in writing an individual to act on its behalf at Step 3 for a particular grievance.

Section 5. Any grievance which has not been settled or disposed of in accordance w i t h the steps of the Grievance Procedure outlined above may be submitted to Arbitration by either party within ten (10) calendar days of receipt of the Step 3 reply.

The party desiring arbitration shall notify the other party in writing within the aforementioned ten

(10) day period, and shall request a panel of seven (7) arbitrators from the Federal Mediation and Conciliation Service. Such request shall be made within ten (10) working days of the notice to the other party. Each party shall, within ten (10) days from the receipt of such list, be entitled to alternately strike a name from the list until one name remains and this person shall be the arbitrator. The party submitting the matter to arbitration shall strike first.

The authority of the Arbitrator shall be limited to determining questions involving the interpretation or application of specific provisions of this Agreement, and no other matter shall be subject to Arbitration hereunder. The Arbitrator shall have no authority to add to, subtract from, or to change any of the terms of this Agreement, to change an existing salary rate or to establish a new salary rate.

In no event shall the same question or issue be the subject of arbitration more than once. The parties agree that the decision or award of such Arbitrator shall be final and binding on each of the parties and that they will abide thereby.

The parties shall share equally the arbitrator's fee and expense, transcription costs, FMCS service fees, rent of hearing quarters, and other similar costs. Each party shall bear the expenses of preparing and presenting its own case, including but not limited to wages to witnesses, witness fees, legal costs and expenses, and attorney's fees.

Section 6. Company Grievances - The Company shall have the right to initiate at Step 3 a grievance against the Union. If the Company files a grievance, the grievance procedures of Step 3 shall be followed with the roles reversed.

Section 7. The effect of the failure to respond or to timely respond by the party against whom the grievance was filed shall be the same as if the grievance was denied.

Section 8. Non-Binding Mediation - If the grievance cannot be satisfactorily resolved at Step 3, and if both parties agree, a grievance may be submitted to non-binding mediation by a joint request of the Company and the Union to the Federal Mediation and Conciliation Service. Such request must be made during the time period after the Company gives its written Step 3 answer and before the Union's time limitations on providing written notice to arbitrate expires. Once such a request is agreed to, the time limits will be extended up to thirty (30) days if a satisfactory solution cannot be reached through mediation.

Section 9. Exclusions - Workers’ Compensation claims and other matters that i nvo l ve a determination by an insurer as to the payment of benefits to an employee and any matters specifically excluded by this Agreement from the grievance-arbitration shall not be subject to the grievance-arbitrate on process.

ARTICLE VI

DISCIPLINARY CASES

Section 1. The Company may not discipline (including suspension, probation, and discharge) any employee except for just cause.

Section 2. An employee who commits the following offenses shall be subject to immediate discharge without the benefit of progressive discipline and shall be deemed to have been dismissed for just cause:

(a) Deliberate misuse of time cards, time clock or time sheets.

(b) Use, possession and/or distribution of drugs or alcohol on Company or Government property or being under the influence of drugs or alcohol during working hours.

(c) Violence or fighting while on Company or Government property.

(d) Deliberate damage to or removal of Company or Government property.

(e) Any material false statement made in connection with an employee's employment, including but not limited to, statements made on an application for employment, statements regarding a leave of absence or other time off, and statements made regarding work to any supervisor or manager.

(f) Unauthorized possession of weapons, ammunition or explosives within the facilities.

(g) Engaging in espionage or sabotage or the violation of any security regulation, including but not limited to, entering the Government installation when restricted from doing do by the Government.

(h) Gross insubordination, including an unjustified refusal or intentional failure to perform an assignment, or threats to a supervisor.

(i) Threats to a co-worker or Government employee.

(j) Racial, ethnic, sexual, or other harassment.

(k) Sexual misconduct committed on Company or Government property.

(I) Any event set forth in Article VII, Section 6.

(m) Other conduct of a similar severity and gravity such that immediate discharge is appropriate.

Section 3. For less serious infractions and offenses for which immediate discharge is not appropriate, the Company will endeavor to resort to progressive discipline. In s u c h cases, an employee shall be subject to progressive discipline without regard to whether subsequent infractions are of the same or similar type. In cases of infractions and offenses of appropriate severity the Company may begin the progressive discipline process at the second step (suspension).

(1) First Offense Written warning

(2) Second offense, within any twelve (12) consecutive month period

One (1) to five (5) days' suspension

(3) Third offense within any twelve (12) consecutive month period

Any discipline up to and including termination

Section 4. Any employee discharged shall be advised in writing of the reasons for his/her discharge.

Section 5. Should there be any dispute between the Company and the Union concerning the existence of just cause for discharge or disciplinary action involving a written notice or time off, such dispute shall be adjusted as a grievance in accordance with the terms of this Agreement.

ARTICLE VII

SENIORITY

Section 1. The term "seniority'' is defined as including the whole span of continuous service with the Company and with predecessor contractors, in the performance of similar work at the same Federal facility. An employee who is permanently transferred into the bargaining unit from another Company site shall establish a new seniority date, which is the date the transfer is effective. Employees permanently transferring in from another Company site shall retain their original Company seniority date for benefit purposes.

Section 2. Any employee who has been in the employment of the Company for less than ninety

(90) consecutive calendar days shall be considered a probationary employee. 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.

Employees entering the bargaining unit after the effective date of this agreement shall accrue seniority from the date they enter the bargaining unit. Any employee promoted to a job classification covered by this Agreement from a lower paid classification shall have an evaluation period for the first ninety (90) days of employment in the new classification. Any time during such an evaluation period, the Company may return the employee to that employee's former position where the employee is not performing adequately in the new position, and in such cases the return to the former classification shall not be subject to the grievance-arbitration process.

Section 3. A seniority list shall be posted by the Company within thirty (30) calendar d a y s after execution of this Agreement and shall set forth the seniority date of each employee covered hereby. Such list shall be updated as changes occur.

Section 4. Employees shall have a period of ten (10) workdays after posting of seniority lists to protest, in writing, an error on the list. The Company and the Union will work together to resolve the issue.

Section 5. When two or more employees have the same seniority date, the last four (4) digits of the Social Security Number shall be compared. The lower/lowest number shall be considered the most senior.

Section 6. Seniority shall be lost under any of the following circumstances:

• Discharge for cause

• Resignation

• Failure to report to work upon expiration of an approved leave of absence

• Failure to report to work within ten (10) work days after dispatch of a recall notice sent by certified mail (the employee must promptly advise the Company of any change of address)

• Accepting other employment while on approved leave of absence without Company approval

• Unexcused absence from work for a period of three (3) consecutive workdays

• Failure to be recalled from layoff within twenty-four (24) months of such layoff

• Transfer to a position outside the bargaining unit

Section 7. Seniority shall be considered by the Company in matters affecting reduction i n force and promotion provided the senior employee is equally or more qualified than an employee with less seniority. The Company and the Union recognize and agree that the PMEL Technicians in the workforce have varying specialties and areas of expertise and that these varying specialties and areas of expertise would likely be critical in determining which employee or employees would be promoted or affected by a layoff. In d e t e r m in i n g qualifications for purposes of this Section, the Company may consider the employee’s proficiency to perform the relevant type of work productively as demonstrated by the employee’s experience, the employee’s area of specialty and expertise, past job performance (including attendance and disciplinary record), skill and ability, and acceptability to the Government.

Section 8. In the event of a reduction in force, the Company shall designate the number of positions to be reduced in each affected job classification. Employees will be given an opportunity to bump a less senior employee in lower paid job classification provided that the senior employee is equally or more qualified than an employee with less seniority as described in Section 7 above. An employee who bumps into lower paid job classification will receive the pay of that job classification. Recall shall be accomplished in inverse order of layoff within each affected job classification. Employees shall remain eligible for recall for twelve (12) months. An employee on layoff shall be entitled to be recalled only where there is an open position, not when there are only a few hours of work that can be performed by active employees. The Company will endeavor to provide a minimum of two (2) weeks’ notice of any anticipated reduction in force, except where circumstances beyond the Company’s control prevent such timely notification. The Company's failure to provide notice shall not affect the Company's right to implement the layoff.

Section 9. If an employee chooses to accept a layoff rather than exercise his or her bumping rights, he or she will remain on layoff status up to twenty-four (24) months.

ARTICLE VIII

EMPLOYEE CLASSIFICATIONS

Section 1. Occupational classifications shall be those listed in Appendix A.

Section 2. In the event that a new occupational classification not listed in Appendix A is required, the Company may establish such new occupational classification. The rate for such new occupational classification shall be the rate set forth in the Department of Labor’s then current Area Wage Determination for the geographic area in which MacDill Air Force Base is located adjusted in accordance with any wage increase provided for by this Agreement that became effective at any time or times between the release of the then-current Area Wage Determination and the establishment of the new occupational classification. If any such wage increase was other than a uniform percentage increase for all bargaining unit employees, the wage increase applicable to the new occupational classification shall be the average wage increase received by the bargaining unit employees.

ARTICLE I X

HOURS OF WORK SHIFTS/DAYS OFF

The standard workweek for each employee shall normally consist of five (5) days per week, Monday through Friday. A week for payroll purposes is Saturday through Friday.

The normal employee schedule will be a continuous shift with an unpaid meal period.

Work schedules other than those outlined above may be arranged by mutual agreement of all parties.

ARTICLE X

OVERTIME

Section 1. 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.

Section 2. It is understood and agreed that the Company reserves the right to require covered employees to perform overtime work in order to meet customer and other operational needs. When such overtime is required, employees involved shall be given as much notice as practical. When overtime is required, the Company shall request the Shop Steward to provide qualified employees.

If insufficient qualified employees are provided by the Shop Steward, the overtime shall be assigned by the Company to qualified employees in order of reverse seniority.

Section 3. Employees shall be compensated for all hours paid in excess of forty (40) in a normal work week at one and one-half (1 1/2) times the straight-time hourly rate. For purposes of computing overtime, hours for which the employee receives holiday pay, vacation p a y , and/or sick/personal leave but does not actually work will be considered "hours paid" and counted towards the forty (40) hours required to receive overtime.

Section 4. No overtime shall be worked except by specific direction from management.

Section 5. There shall be no pyramiding of overtime.

ARTICLE XI

BULLETIN BOARD

Section 1. The Company agrees to provide a bulletin board for posting Union publ ic i t y.

Material posted shall be limited to notices of Union meetings, Union newspaper items, Union newsletters, Union recreational and social activities and the Union employee seniority list.

ARTICLE XII

LEAVES OF ABSENCE

Section 1. Policy - The Company may, in its sole discretion, allow an employee a personal leave of absence if requested in writing. Each case will be evaluated on its own merits, considering the Company's operating requirements, the reason for the r e q u e s t , and amount of time requested.

Section 2. Requesting a Leave of Absence - A memorandum, giving sufficient details as to the need, from the employee to the immediate supervisor will be used to request the leave of absence. Supporting documentation may be required from a source such as medical authority outlining diagnosis and prognosis when leave of absence request is for medical reasons. The employee must submit a written request for an extension to the Site Manager.

Section 3. Use of Paid Leave - Employees must use all accrued paid leave prior t o being granted a leave of absence or otherwise placed in LWOP status.

Section 4. Reinstatement -

(a) For leaves of absence of less than thirty (30) calendar days, the date of return to work will be scheduled prior to the beginning of the leave.

(b) Reinstatement following an extended leave of absence will be coordinated by the Site Manager upon receipt of the employee's written request for reinstatement. The request should be received at least two (2) weeks in advance of the leave expiration date where possible.

(c) For leaves of absence less than thirty (30) calendar days, the Employee's job will be held open for him or her. For leaves of absence greater than thirty (30) days, every reasonable effort will be made to place returning employees in a position comparable to their former position at not less than their former rate of pay.

Section 5. Failure to Return to Work - Employees who fail to return to work upon expiration of a leave of absence, without prior notice and reasonable excuse, shall be considered as having severed their employment. However, extenuating circumstances shall be considered by the Company in its sole discretion.

Section 6. Any leave of absence greater than thirty (30) calendar days under this section will not be considered employment time for purposes of seniority or for purposes of determining the amount of annual vacation to which the employee is entitled, and the employee’s vacation entitlement will be pro-rated based upon the length of the leave of absence.

Section 7. Any employee who engages in gainful employment without permission of the Company while on leave of absence shall be subject to discharge.

Section 8. Employees who are on unpaid leave, including worker’s compensation, for greater than thirty (30) calendar days shall not accrue sick leave or vacation time.

Section 9. Nothing set forth in this Article shall relieve the Company of complying with any law requiring the Company to grant a leave of absence such as the Family Medical L e a v e Act (if applicable) or the Uniformed Services Employment and Reemployment Rights Act.

Section 10. Leaves of Absence for Union Purposes - Employees designated by the Union may be granted a leave of absence upon written request of the Local Union office. Such leave will be treated as leave without pay, and Company approval for such leave may be withheld if operational considerations so require. Such leaves will be considered as time worked for the purpose of seniority accrual, provided such leave does not exceed sixty (60) calendar days. The Company shall not be required to hold the employee's position open upon the employee’s return in excess of sixty

(60) days.

ARTICLE XIII

DUES CHECK-OFF

Section 1. The Company agrees to a check off of Union dues, initiation fees and assessments for each employee for whom the Union delivers to the Company a written authorization to make such deductions, signed by the employee, irrevocable for one (1) year or the expiration date of this Agreement, whichever shall occur sooner, and the Company shall continue deductions until such authorization is revoked by the employee. The Company shall make deductions for each employee with a current authorization in effect from the first pay period of each month. The Company shall disburse to the Union Secretary-Treasurer of District 166 the amount deducted reasonably promptly after the deduction is made.

Section 2. The Union agrees to and does hereby hold and save the Company harmless from any and all liability, responsibility, or damage for deduction, payment, authorization, or notification as provided for in this Article, specifically including, but not limited to, the Company's agreement to deduct dues, initiation fees and reinstatement fees from the employee's paycheck, and the Union assumes full responsibility for the disposition of the funds so deducted when turned over to the Secretary-Treasurer of the Union.

ARTICLE XIV

VISITATION

Section 1. The Union Representative will be required to follow the same procedures and be subject to the same rules as other visitors prior to visiting the facility. During the visit, the Union Representative must not interfere with employees during their normal work hours, n o r will he or she use Company telephones or facilities to conduct Union meetings or business. Such meetings shall be held off site. The Union Representative shall comply with all Government rules and requirements regarding access to the Company’s work area, and the Union understands that such Government rules may preclude access to the Company's work area.

ARTICLE XV

DRUG AND ALCOHOL-FREE WORK PLACE POLICY

Section 1. The Company and the Union recognize the importance of maintaining a drug and alcohol-free workplace and agree that the Company's current policies and rules and regulations designed to identify drug and alcohol use and to fix and impose penalties f o r the violation thereof, which may include the conducting of pre-hire, for cause, and random drug testing, shall apply to employees in the bargaining unit. Notwithstanding the foregoing, attendance at work under the influence of drugs or alcohol shall subject the employee to discipline, including discharge.

Furthermore, nothing herein shall be interpreted to prohibit the Company from disciplining (including discharge) an employee for violating a Company rule while under the influence of drugs or alcohol (as distinguished from failing a drug test when no other offense is involved).

Further, the Company and the Union recognize and acknowledge that the Company is required by the Government to maintain both a Drug Free Workplace and a Drug Free Work Force and that this Agreement shall in no way limit o r impede the Company’s duty to do so .

The Company may, from time to time, amend its drug and alcohol related policies and rules and regulations, provided that any material amendment that is not required by law or by a contractual government requirement will be negotiated with the Union prior to implementation.

ARTICLE XVI

COMPENSATION

Section 1. Classifications and rates of pay are shown in Appendix A of this document.

ARTICLE XVII

PAID TIME OFF

Section 1. Holidays: The following ten (10) observed Federal holidays shall be designated holidays for each calendar year.

New Year's Day Labor Day Martin Luther King's Birthday Columbus Day President's Day Veteran's Day Memorial Day Thanksgiving Day Independence Day Christmas Day

In the event that the government designates an additional, permanent Federal holiday, that holiday shall be recognized as a holiday hereunder. In addition, if the government designates any other day as a day off with pay for contractors and such designation applies to the Company and the bargaining unit employees, the day shall be treated as a paid holiday. Employees will be allowed to float a holiday of their choosing.

Section 1.a. Holidays will normally be observed on the day of the Holiday. However, if any of the named holidays fall on a non-working day, the employees shall observe the holiday on another day as designated by the government, or in the absence of a designation by the government, on another day as designated by the Company. Each employee may use one scheduled Holiday as a "floating Holiday" to be scheduled in advance on a day approved by the Site Manager in the same calendar year in which the Holiday occurs.

Section 1. b. Holidays for which every employee will be compensated at the hourly base rate of pay are set forth in the Appendix A. In computing the number of hours for which an employee is entitled to compensation, the proportion which the number of hours for which the e m p l o y e e is normally scheduled (excluding overtime) bears to forty (40) hours shall be applied to e igh t (8) hours to determine the number of paid hours said employee is entitled to receive.

Section 1.c. Any work performed on a holiday will be paid at the employee's regular rate o f pay in addition to the holiday pay, or at the Company's election, another day in the same or in the next work week will be designated as the holiday for the employee, and the e m p l o y e e will be given a paid day off on that alternate day. When the Company requires work on a holiday, it shall ask for volunteers. If not enough qualified employees volunteer, the Company shall select qualified employees in reverse seniority order. However, if too many employees volunteer, the Company shall select qualified employees in order of seniority to perform the work. If a holiday is observed on a day on which a full-time employee is not regularly scheduled to work, the holiday will be observed for that employee on a work day in the following work week selected by mutual agreement.

Section 1.d. Employees on leaves of absence are not eligible for holiday pay.

Section 2 Vacation time shall be accrued and vested as follow:

Effective October 1, 2017 through September 30, 2019

0-5 years continuous Company service 3.08 hours per pay period More than 5-less than 15 years continuous Company service

4.62 hours per pay period

More than 15 years continuous Company service

5.23 hours per pay period

Effective October 1, 2019 through September 30, 2020

0-5 years continuous Company service 3.08 hours per pay period More than 5-less than 10 years

4.62 hours per pay period

More than 10-less than 20 years

6.15 hours per pay period

More than 20 years continuous Company service

7.69 hours per pay period

*Effective October 1, 2017, vacation will be converted from a vesting schedule to an accrual schedule. Employee vacation in excess of 40 hours will be paid out and vacation vested from anniversary date will be converted to accrual.

Section 2a. Effective upon the effective date of this Agreement, there will be placed a cap of one hundred sixty (160) hours on vacation accumulation. An employee who has earned vacation, must take at least one-half (1/2) of his or her vacation earned in a given year within that year.

The employee may take his vacation in more than one segment with the consent of the Company, and vacation must be taken in increments of at least one (1) hour.

Section 2.b. Employees shall be able to utilize Vacation hours after completion of twelve (12) months continuous Company service. Any unused hours will be paid off upon termination of employment if the employee has worked at least twelve (12) consecutive months.

Section 2.c. Vacation pay shall be computed at the Employee's straight time base rate at the time of vacation. In computing the number of hours for which an employee i s entitled to compensation, the proportion which the number of hours for which the employee is normally scheduled (excluding overtime) bears to forty (40) hours shall be applied to e i g h t (8) hours to determine the number of paid hours said employee is entitled to receive.

Section 2.d. When a holiday, as defined in this Agreement, falls within the vacation period, the employee shall not be charged vacation time, but rather, shall be paid for the holiday.

Section 2.e. Final approval of vacation requests rests with the Company to ensure compliance with operational requirements. Vacations must be requested at least two weeks in advance except where significant unforeseen circumstances occur, and requests will be considered on a first come, first served basis

Section 3. Employees shall accrue personal leave at the rate of six (6) days ( forty-eight (48) hours) per calendar year. personal leave is available for use only after the c o m p l e t i o n of the probationary period. personal leave may accrue to a maximum of one hundred twenty (120) hours. personal leave may be used in increments of at least one-tenth (0.1) of an hour. Unused personal leave will not be paid out upon the termination of an employee’s employment for any reason and regardless of whether such termination is voluntary or involuntary.

Section 3.a. The Company may require the employee to present a certificate from a qualified, licensed medical doctor or dentist to support a request for sick/personal leave pay that exceeds three (3) days.

Section 4. Vacation time may be used by employees in the event of a death in the employee's immediate family. Immediate family members are defined as a parent, spouse, child, stepchild, foster child, brother or sister, grandparent, grandchild or parent-in-law, brother-in- law, sister-in-law.

Section 5. When an employee is absent from work in order to serve as a juror in response to a jury duty summons, the employee shall be granted up to ten (10) days per calendar year. Pay shall be computed at the employee's straight-time rate at the time of service including any shift differential.

Section 5a. To receive pay for jury duty, the employee must promptly notify his o r her supervisor and provide the supervisor with a copy of the Court notice. The employee must sign over to the Company compensation received from the Court in order to receive the Company payment.

Section 6. An employee on the active payroll of the Company who is required to annually engage in military training will be granted up to ten (10) work days of paid time off per calendar year. The employee shall be granted a leave of absence for the period of the training and shall be paid the difference between the pay received for the training period and the amount of wages the employee would have received. A standard workweek for the purposes of this section shall mean forty (40) hours at the employee's straight time rate of pay.

Section 7. Bereavement Leave: For appropriate purposes, such as attending the funeral or memorial service, and for making necessary arrangements, an employee will be granted up to three (3) paid work days of bereavement leave in the event of the death of a parent, step parent, mother-in-law, father-in-law, child (including step child and foster child), spouse, brother, sister, brother-in-law, sister-in-law, grandparent, or grandchild.

ARTICLE XVIII

TRANSFERS, TEAM CONCEPT, CROSS-UTILIZATION

Section 1. Employees may be cross-trained, cross-utilized, and transferred from one job to another on a temporary basis so long as the employee is paid the higher of the rate of pay of the temporary job or the employee's current rate of pay.

Section 2. Employees will perform the duties that are assigned to them, whether or n o t within the employees' regular job classification, and that employees may be cross-trained to perform more than one job. Notwithstanding the foregoing, no employee shall be required to perform work that he is not qualified to perform, and an employee shall not be required to exclusively perform work outside of his job classification other than on a temporary basis.

Section 3. Employees outside the bargaining unit may perform bargaining unit work (including calibration and repair) although not in such a manner so as to cause a reduction in force of bargaining unit employees. Without limiting the generality of the forgoing, non-bargaining unit employees may perform bargaining unit work in cases of temporarily increased workload, in the case of "mission essential" and/or "emergency'' work, in the absence of bargaining unit employees, in periods where there are vacancies in the workforce, in emergencies, and for purposes of instruction.

Section 4. Bargaining unit employees, in the Company's discretion, may be required to perform work temporarily at other sites where the Company performs work similar to that performed by the Company at MacDill Air Force Base or at sites as requested or required by the Government.

Any employee assigned to another worksite shall be reimbursed for all reasonable expenses at rates established by the Company and, where applicable, shall be paid the greater of the employee's regular hourly rate and the hourly rate of the comparable Company employees at the site where the work is being performed. Similarly, in the Company's discretion, employees from other sites where the Company performs work similar to that performed by the Company at MacDill Air Force Base may, on a temporary basis, be brought in to perform work at MacDill Air Force Base or other locations where bargaining unit employees perform work.

Section 5. The use of temporary personnel, meaning employees not employed elsewhere by the Company but hired on a temporary basis to cover unanticipated work situations of short duration at the worksite(s) where bargaining unit employees are employed. No temporary employees will be utilized for more than sixty (60) days without mutual agreement between the parties. Temporary workers may not be used to displace full-time employees or fill full-time vacancies nor be used during layoffs. A complete list of temporary employees will be furnished to the Union listing hire date and classification upon request.

Section 6. Where the Company, in the absence of the Site Manager for more than five (5) consecutive work days, designates a bargaining unit employee to perform func t ions normally performed by the Site Manager, the bargaining unit employee will be paid a premium equal to five percent (5%) of the employee's normal hourly wage for all such hours. In such capacity, the bargaining unit employee will serve as the point of contact for the facility to respond to inquiries from customers, interface with emergency personnel where necessary, and perform similar duties.

Section 7. When a job opening occurs, the Company shall post the opening for five (5) days.

Preference will be given to qualified employees on the payroll of the Company as of the time of the posting, in accordance with Article VII, Section 7, and then to outside applicants.

ARTICLE XIX

GOVERNMENT R E Q U I R E M E N T S

Section 1 . The Union agrees to cooperate with the Company in all matters required by its contract with the Government, and the Union recognizes that the terms and conditions o f this Agreement are subject to the contractual prerogatives of the Government. The Union agrees that any actions taken by the Company pursuant to a directive from the Government or a modification of the Company's contract with the Government shall not constitute a breach of this Agreement.

Section 2. In the event that the Government directs the Company to remove an employee, denies any required clearance to an employee, or denies any employee access to the worksite, the Company may immediately suspend the employee without pay and terminate the employee if the approval of the Government, including unrestricted access to t h e worksite or other clearance, has not been restored to the employee within ninety (90) days.

ARTICLE XX

MISCELLANEOUS

Section 1. The Company and the Union agree that the provisions of this Agreement shall apply to all employees covered by it without discrimination. In carrying out their respective obligations under the terms of this Agreement, neither the Company nor the Union shall discriminate against any employee due to race, color, age, religion, sex, national origin, disability or record of prior military service.

Section 2. In the event that any of the provisions of this Agreement shall be or become legally invalid or unenforceable, such invalidity or unenforceability shall not affect the remainder of the provisions.

Section 3. Safety - The Company and the Union shall use every effort to assure compliance with established State and Federal safety and health rules. The Union will designate its Shop Steward as the representative to any safety committees or councils.

Section 4. The Company and the Union acknowledge that during the negotiations which resulted in this Agreement, each had an unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this A g r e e m e n t . Therefore, the Company and the Union for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter not specifically referred to or covered by this Agreement even though such subject or matter may not have been within the knowledge or contemplation of either or both of the parties at the time that they negotiated or signed this Agreement.

Section 5. The provisions of this Agreement shall be binding upon the Company and any entity that becomes the Company's successor through a merger or acquisition, and this Agreement will not be affected or changed in any respect by any change in the legal status, ownership or management of the Company.

Section 6. This Agreement, when accepted by the parties hereto and signed by the respective representatives thereunto duly authorized, shall constitute the sole Agreement between them involving the employees covered by this Agreement. Any alteration or modification of this Agreement must be made by and between the parties hereto and must be in writing.

Section 7. Any employee leaving the service of the Company will, upon request from the employee, be furnished with a letter setting forth the Company's record of his job classification, stating his length of service and beginning and ending rate of pay.

Section 8. Employees entering the service of the Company may be required to take a physical examination as specified by the Company. In addition, an employee may be subjected to a physical examination upon recall to service after layoff, leave of absence, or other absence for illness or injury. The Company shall pay for any physical required by it except for a physical to determine duty status performed by a doctor selected by the employee.

Section 9. Company payroll records, pertaining to any employee in the unit whose pay is questioned, will be provided to the Union within a reasonable period of time upon request. All payroll records pertaining to the unit may be examined by the Union during business hours upon request.

Section 10. When a bargaining unit position becomes vacant, the Company will either: (a) use reasonable efforts to fill the position promptly; or (b) will advise the Union that it intends to keep the position vacant. When the Company elects to fill a vacancy, the position will be posted for three (3) work days so that qualified internal candidates in lower occupational classifications may be considered before the Company seeks external candidates.

ARTICLE XXI

BENEFITS

Section 1. The Company will provide the benefits as outlined in this Article and in Appendix B.

Section 2. The Company agrees to allow employees to participate in the Machinists Customer Choice Worksite Benefits Program as outlined in the attached Letter of Understanding. This program shall be at no cost or liability to the Company.

Section 3. The Company shall contribute to employees 401k plan for part time and full-time employees, at a rate of $2.75 an hour for all hours worked up to 40 hours per week.

ARTICLE XXII

DURATION AND TERMINATION

Section 1. This Agreement shall become effective on the day that it becomes fully ratified and executed by the Company and the Union.

Section 2. This Agreement shall continue be in full force and effect as of October 1, 2017, and shall continue in full force and effect through midnight September 30, 2020. At least sixty (60) days prior to the terminations of this agreement either party desiring termination or modification of the Agreement serves written notice, by certified mail, upon the other party at least sixty (60) days prior to the expiration date of the agreement.

APPENDIX A

OCCUPATIONAL CLASSIFICATIONS AND RATES OF PAY

Current 10/1/17 10/1/18 10/1/19

F/T Quality Assurance Technician $36.85 $40.57 $41.58 $42.62

Metrology Technician $36.85 $37.77 $38.71 $39.68

Support Service Technician $26.06 $26.06 $26.06 $26.06

APPENDIX B

EMPLOYEE BENEFIT PLANS

A. Health I insurance. The Company will make one or more health insurance plans available to each full time bargaining unit employee, meaning each bargaining unit employee who regularly works at least thirty-two (32) hours per workweek. The available plans will be reviewed by the Company annually in an effort to control costs. If more than one plan is offered, the employee will have the right to designate the plan that he or she desires or to opt out of receiving health insurance through the Company.