Amendment 1.pdf

F1W3E38099A001

AMENDMENT OF SOLICITATION/MODIFICATION OF CONTRACT

Except as provided herein, all terms and conditions of the document referenced in Item 9A or 10A, as heretofore changed, remains unchanged and in full force and effect.

15A. NAME AND TITLE OF SIGNER (Type or print)

30-105-04EXCEPTION TO SF 30

APPROVED BY OIRM 11-84

STANDARD FORM 30 (Rev. 10-83) Prescribed by GSA

FAR (48 CFR) 53.243

The purpose of this amendment is to replace attachment two, the Service Contract Act wage determination 2005-2017, with wage determination CBA-2008-2249. See summary of changes.

1. CONTRACT ID CODE PAGE OF PAGES

J 1 1

16A. NAME AND TITLE OF CONTRACTING OFFICER (Type or print)

16C. DATE SIGNED

BY 21-Aug-2008

16B. UNITED STATES OF AMERICA15C. DATE SIGNED15B. CONTRACTOR/OFFEROR

(Signature of Contracting Officer)(Signature of person authorized to sign)

8. NAME AND ADDRESS OF CONTRACTOR (No., Street, County, State and Zip Code) X FA5000-08-R-0019

X 9B. DATED (SEE ITEM 11)

13-Aug-2008

10B. DATED (SEE ITEM 13)

9A. AMENDMENT OF SOLICITATION NO.

11. THIS ITEM ONLY APPLIES TO AMENDMENTS OF SOLICITATIONS

X The above numbered solicitation is amended as set forth in Item 14. The hour and date specified for receipt of Offer is extended, X is not extended.

Offer must acknowledge receipt of this amendment prior to the hour and date specified in the solicitation or as amended by one of the following methods:

(a) By completing Items 8 and 15, and returning 1 copies of the amendment; (b) By acknowledging receipt of this amendment on each copy of the offer submitted;

or (c) By separate letter or telegram which includes a reference to the solicitation and amendment numbers. FAILURE OF YOUR ACKNOWLEDGMENT TO BE RECEIVED AT THE PLACE DESIGNATED FOR THE RECEIPT OF OFFERS PRIOR TO THE HOUR AND DATE SPECIFIED MAY RESULT IN REJECTION OF YOUR OFFER. If by virtue of this amendment you desire to change an offer already submitted, such change may be made by telegram or letter, provided each telegram or letter makes reference to the solicitation and this amendment, and is received prior to the opening hour and date specified.

12. ACCOUNTING AND APPROPRIATION DATA (If required)

13. THIS ITEM APPLIES ONLY TO MODIFICATIONS OF CONTRACTS/ORDERS.

IT MODIFIES THE CONTRACT/ORDER NO. AS DESCRIBED IN ITEM 14.

A. THIS CHANGE ORDER IS ISSUED PURSUANT TO: (Specify authority) THE CHANGES SET FORTH IN ITEM 14 ARE MADE IN THE

CONTRACT ORDER NO. IN ITEM 10A.

B. THE ABOVE NUMBERED CONTRACT/ORDER IS MODIFIED TO REFLECT THE ADMINISTRATIVE CHANGES (such as changes in paying office, appropriation date, etc.) SET FORTH IN ITEM 14, PURSUANT TO THE AUTHORITY OF FAR 43.103(B).

C. THIS SUPPLEMENTAL AGREEMENT IS ENTERED INTO PURSUANT TO AUTHORITY OF:

D. OTHER (Specify type of modification and authority)

E. IMPORTANT: Contractor is not, is required to sign this document and return copies to the issuing office.

14. DESCRIPTION OF AMENDMENT/MODIFICATION (Organized by UCF section headings, including solicitation/contract subject matter where feasible.)

10A. MOD. OF CONTRACT/ORDER NO.

2. AMENDMENT/MODIFICATION NO. 5. PROJECT NO.(If applicable)

6. ISSUED BY

3. EFFECTIVE DATE

21-Aug-2008

CODE

FA5000 - 3RD CONTRACTING SQUADRON

10480 22ND STREET

ELMENDORF AFB AK 99506-2500

FA5000 7. ADMINISTERED BY (If other than item 6)

4. REQUISITION/PURCHASE REQ. NO.

CODE

See Item 6

FACILITY CODECODE

EMAIL:TEL:

FA5000-08-R-0019

SECTION SF 30 BLOCK 14 CONTINUATION PAGE

SUMMARY OF CHANGES

SECTION SF 1449 - CONTINUATION SHEET

The ‘Exhibit/Attachment Table of Contents’ has changed from:

DOCUMENT TYPE DESCRIPTION PAGES DATE

Attachment 1 Performance Work Statement 132 17-JUL-2008 Attachment 2 SCA Wage Determination 10 16-JUN-2008 Attachment 3 DBA Wage Determination 3 08-FEB-2008 Attachment 4 Past Performance Survey 5 07-AUG-2008 to

DOCUMENT TYPE DESCRIPTION PAGES DATE

Attachment 1 Performance Work Statement 132 17-JUL-2008 Attachment 2 Wage Determination CBA-2008-2249 19 19-AUG-2008 Attachment 3 DBA Wage Determination 3 08-FEB-2008 Attachment 4 Past Performance Survey 5 07-AUG-2008

REGISTER OF WAGE DETERMINATION UNDER | U.S. DEPARTMENT OF LABOR

THE SERVICE CONTRACT ACT |EMPLOYMENT STANDARDS ADMINISTRATION

By direction of the Secretary | WAGE AND HOUR DIVISION of Labor | WASHINGTON D.C. 20210

| Wage Determination No.: CBA-2008-2249

William W.Gross Division of | Revision No.: 0

Director Wage Determinations| Date Of Last Revision: 8/19/2008

State: Alaska

Area: Anchorage

Employed on 3rd Contracting Squadron (PACAF) contract for management of a furnishings management office (FMO) program providing appliance and furnishings support to temporary lodging facilities (TLF), dormitory, and loaner operations.

Collective Bargaining Agreement between contractor: Inuit Services, Incorporated and union: Laborers' International Union of North America local 341 effective 10/01/2006 through 09/30/2009 and amended on 05/09/2008.

In accordance with Section 2(a) and 4(c) of the Service Contract Act, as amended, employees employed by the contractor(s) in performing services covered by the Collective Bargaining Agreement(s) are to be paid wage rates and fringe benefits set forth in the current collective bargaining agreement and modified extension agreement(s).

Solicitation FA5000-08-R-0019 Attachment 2

LABORERS' INTERNATIONAL

UNION OF NORTH AMERICA

LOCAL 341

2501 Commercial Drive, Anchorage, AK 99501

Phone(907) 272-4571 Fax (907) 274-0570 www.local34l.com

ADDENDUM FOR ARTICLE 13

OVERTIME AND STANDBY TIME

B. Any employee scheduled to work, unless the Company has taken reasonable steps to notify such employee that there will be no work, will receive a minimum of two (2) hours pay at the applicable rate per the contract if the employee reports for work at the required time.

F. Employees that are scheduled on-call will be paid a minimum of two (2) hours, or actual time worked per working day; whichever is greater. Employees who are contacted during off-duty hours or during lunch hours will be compensated at the applicable rate per the contract for a minimum of thirty (30) minutes, or actual time worked per working day; whichever is greater.

This Agreement is between Inuit Services, Inc., Laborers' International Union of North America Local 341 and the

Alaska District Council of Laborers.

A.J."Joey"Merrick II

Business Manager/Sec. Treas.

Laborers' Local 341

Date

Chief Financial Officer

Inuit Services, Inc.

JOEVMERRiCK

BUHSFSSSUSAGER

WOtFTARY-TRF-tSlMf*

\UV; Ml I'll! II US

PRESlDkXT

RON AXTELL

VICE-PRESIDENT

RICK BRINK STACY ALLEN

IIMt.THCASE UNTT

AGREEMENT

THIS AGREEMENT made and entered into this 1st day of October 2006 by and between INUIT SERVICES, INC. (hereinafter referred to as the “Employer”) and the

ALASKA STATE DISTRICT COUNCIL OF LABORERS, LABORERS’

INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 341 A.F.L. – C.I.O.

(hereinafter referred to as the “Union”) as representative of the employees of the Employer for the Elmendorf FMO/TLF/DORMITORY MAINTENANCE SERVICE CONTRACT (FA5000-04-D-003) (hereinafter, “project”).

ARTICLE 1

PURPOSE AND SCOPE

It is the intent and purpose of the parties hereto to set forth herein the basic agreement covering wages, hours of work and conditions of employment for covered employees employed by the Employer in its project operations at Elmendorf AFB, Alaska.

The Employer and the Union acknowledge that during the negotiations that resulted in this Agreement, each party had and exercised the unlimited right and opportunity to make demands and proposals concerning all lawful and proper subjects of collective bargaining. This Agreement fully and completely incorporates all such understandings and agreements and supersedes all prior agreements, understandings and past practices, if any, whether written or oral, express or implied. Accordingly, this Agreement alone shall govern the entire relationship between the parties and shall be the sole source of any and all rights that may be asserted hereunder. The Employer and the Union, for the duration of this Agreement, voluntarily waive any and all rights to negotiate, discuss and bargain collectively with respect to any subject whether or 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 parties at the time they negotiated or executed by this Agreement.

ARTICLE 2

UNION RECOGNITION

The Employer recognizes the Union as the exclusive representative for the purposes of collective bargaining with the respect to rates of pay, wages, hours or employment, and other conditions of employment of all covered employees employed by the Employer within the project operations at Elmendorf AFB. As used in this Agreement, the term “employee” (singular or plural) refers only to the employees in the foregoing bargaining unit, unless the context specifically covers a different group.

ARTICLE 3

UNION SECURITY

All present Employees who are members of the Union on the effective date of this Agreement shall remain members as a condition of employment. All present employees who are not members of the Union, and all new employees hired hereafter, shall, as a condition of employment, become members of the Union as of the effective date of this Agreement or not later than the thirty first (31) day of their employment, whichever occurs later. All employees shall remain members in good standing for the full term of this Agreement. Failure to comply with this requirement shall be cause for discharge of the employee, upon written notification to the Employer by the Union that an employee has failed to tender the appropriate dues and fees uniformly imposed upon all members in the bargaining unit.

ARTICLE 4

DUES CHECK - OFF

The employer agrees to deduct the appropriate dues and fees ($27 per month, $.10 per hour and an initiation fee of $50) from the employee’s paycheck upon receipt of written employee authorization. The Employer shall thereafter remit such check-off dues to the Union each month after the check-off payroll withholding. Specifically, the monthly dues of $27, working dues of $.10 per hour and all initiation fees will be mailed to Laborers’ Local 341, 2501 Commercial Drive, Anchorage, Alaska, 99501. The Employer shall also submit an employee list and record account with the remitted fees.

The Union agrees that in the event of any change in the Union’s dues structure, it will notify the Employer twenty (20) days prior to the first period of the following month.

The Employer will furnish the Union with the names and addresses of all newly-hired employees within twenty (20) days from the date of hire.

The Union shall hold the Employer harmless, including, but not limited to the payment of attorney’s fees and costs associated with the Employer’s defending against claims of every kind and nature asserted by the employees based on allegations of wrongful or adverse employment actions related to the Union’s application and interpretation of Articles 3 and 4.

ARTICLE 5

MANAGEMENT CLAUSE

It is understood and agreed that the successful and efficient operation of the business, the management of the Employer’s operations, and the direction of the working forces are the responsibility and the right of the employer. Without limiting the generality of the foregoing and subject to the express limitations of this Agreement, the Company retains the sole and exclusive right at its discretion to manage its business, to hire, discharge or discipline for cause, layoff, assign, transfer, promote, or demote employees, to determine starting and ending times, to establish or discontinue or change operations, production or work standards, or company rules, provided, however, that with respect to any action that results in a change of established work rules, the Company shall provide prior notice to the Union. Nothing herein shall prevent individual employees, whether alone or with Union representation from consulting with Company representatives on problems relating to their individual work schedules or other problems.

ARTICLE 6

NO DISCRIMINATION

Neither the Employer nor the Union shall discriminate against any employee on account of race, creed, color, national origin, sex, age, or any other classification protected by federal, state, or local law, or because any employee has exercised his/her rights under and Federal or state law.

ARTICLE 7

HIRING OF EMPLOYEES

Employer shall have the absolute right and discretion to establish the qualifications for employment of all classifications of employees and to select and hire such employees as best to meet the Employer’s qualification requirements. The employer may choose to contact the Laborer’s Union Hall for referral of qualified workers.

ARTICLE 8

UNION REPRESENTATION

A. The need for stewards shall be determined by the Union and appointments made by the Business Manager of the Union. The Union shall notify the Employer in writing of all such appointments. One shop steward per shift shall be assigned at Elmendorf FMO/TLF/DORMITORY MAINTENANCE SERVICE Contract. There shall not be, at any one time, more than two (2) stewards for all employees.

B. The employer agrees to recognize the officers and agents of the Union and shall be kept advised in writing by the Union of the names and its officers and agents.

C. The employer will not discipline or discharge a steward solely for representational activities of a steward, recognized as lawful, on behalf of the Union.

The Employer shall make reasonable efforts to notify the Union twenty-four (24) hours before terminating steward (s), Sundays and Holidays excepted, provided termination is not for breach of a company rule or regulation that justifies immediate discharge.

Examples of such conduct include, but not are limited to, those listed in Article 9, Discharge or Suspension.

D. Stewards shall be allowed reasonable time during the work day to perform their responsibilities under Article 10 of this Agreement (Grievance and Arbitration).

The Steward shall inform the Project Manager in advance of leaving his/her regular duties to attend to grievance matters.

E. If, in the opinion of the Employer, the Steward is not operating within the scope of this Agreement or is exceeding his/her authority, the employer may take such interim corrective action as it deems necessary or appropriate, provided the Employer promptly notifies the Business Manager of the situation. The Employer and the Union, after such notification, shall promptly confer to adjust the matter.

F. Either the Business Manager of the Union and/or the duly appointed Business Agent, after having given the Employer reasonable advance notice, shall have access to the Employer’s establishment during working hours for the performance of official Union duties. The Union visitation shall not interrupt the employer’s operations. Any union activity requiring the presence of any employee shall not occur during any employee’s shift that requires continuous employee presence at his/her workstation. The Union and the Employer agree that the security of the Employer’s place of business is critical to the business of the Employer. To protect that security, the Union agrees that the Employer may both conduct a full security clearance procedure and enforce the same security rules or regulations on the designated Union representative as used by the Employer with its employees. All visits are subject to Government regulations.

ARTICLE 9

DISCHARGE OR SUSPENSION

The Employer shall not discipline or discharge any employee represented by the Union solely for the activities of the employee on behalf of the Union or pursuant to this Agreement, provided that the activities are lawful and do not otherwise violate this Agreement or the Employer’s policies or rules of conduct. The Employer shall not discharge any employee represented by the Union except for cause. Except for conduct warranting immediate termination, the Employer shall give at least one (1) verbal warning and one (1) written warning notice to the employee of violation of Employer’s policies or rules of conduct before suspending or discharging an employee. A copy of the warning notice (s) shall be sent to the Union and to the steward representing the employee (as set forth in Article 8, Section A). A verbal warning or counseling shall become and remain a basis for a written warning or suspension, as the case may be, shall be the basis for further discipline, including the discharge of the employee for a period of one (1) year following the date of the written warning or the last day of the employee’s suspension, whichever is later. Examples of acts, which may cause immediate termination are:

1. Drunkenness (including drinking during working hours), or being under the influence of liquor or drugs during working hours, or bringing intoxicants or drugs into the Employer’s place of business or job site.

2. Engaging in any activity prohibited by Article 20 (No-Strike Clause).

3. Theft or Dishonesty.

4. Falsification of records.

5. Assault on an employee or Employer’s representative or any civilian or military officer, agent, or employee of the Air Force or other federal agency.

6. Carrying concealed weapons into the Employer’s place of business.

7. Sleeping while on duty.

8. Conviction of any crime resulting in the employee’s incarceration for a period equal to or exceeding 14 days or conviction of a felony or any crime involving moral turpitude.

9. Refusal to take or failure to pass any drug test authorized and required by law or

Executive Order, of the Employer’s drug free work place policies.

10. Failure to report to work for two (2) consecutive workdays without notice to or prior excusal by the Employer.

11. Disrespect toward or refusal to comply with any lawful and reasonable directive from any officer or agent of the Air Force.

12. Failure to comply with Air Force regulations or directives.

13. Air Force debarment from Elmendorf AFB, Alaska.

Employees charged with violating the Employer’s policies or rules of conduct may be warned, suspended without pay, or discharged in the following manner:

A. First Offense Verbal warning and counseling

B. Second Offense within Written warning and/or up to one (1) Any 12 consecutive month week suspension Period

C. Third Offense, within any Two weeks or more suspension, or dismissal 12 consecutive month period

Discharge or suspension must be by proper written notice to the employee, shop steward, and a copy mailed to the Local Union.

Every new employee shall be on probation for a period of sixty (60) days of employment and during this probationary period, an employee may be dismissed for any reason considered justifiable by the Employer. Any employee so dismissed shall not have the right to invoke the grievance and arbitration procedure of this Agreement.

ARTICLE 10

GRIEVANCE PROCEDURE AND ARBITRATION

In the interest of resolving all employee and Union disputes, complaints or grievances (hereinafter referred to collectively as “grievances”) in connection with the interpretation or application of the terms of this Agreement, the parties have settled upon the following orderly and peaceful procedures:

STEP ONE: The Employee shall within five (5) working days of the act or mission on which the grievance is based report to his project manager (with or without the steward) and shall notify the steward of the grievance. The steward shall immediately investigate and ascertain whether the grievance has merit, and shall report the results thereof to the Local Business Manager or designee. The Union shall be sole judge as to the validity of any grievance. In the event the Business Manager, or designee, believes the grievance has merit, he/she shall attempt to resolve the dispute informally with the Employer’s Project Manager or designee within five (5) working days after the employee notice to the steward. If the dispute is not resolved within that period of time, the grieving party shall reduce the grievance and reasons therefore to writing and the Union may refer the matter to step two.

STEP TWO: A formal meeting with the Project Manager, employee with grievance, steward, and Business Manager or their designee to resolve the grievance. If no satisfied settlement is agreed upon within five (5) additional working days, refer to step three.

STEP THREE: The Union shall refer the written grievance to the

Employer’s President or designee. If no satisfactory settlement is agreed to within ten (10) additional working days, refer the matter to step four.

STEP FOUR: An Arbitrator mutually acceptable to the Union and Employer will be chosen within ten (10) working days after the Union notifies the Employer of its request to arbitrate.

If the Employer and the Union cannot agree on an arbitrator within that period, the Union may contact the American Arbitrators Association and request a list of local arbitrators.

The Employer and Union shall then select the arbitrator using the AAA’s selections procedures. The parties hereby express their strong preference for labor arbitrators who reside in Alaska. The Employer and Union will share equally in the fees and expenses of the arbitrator, but each party shall bear it’s own costs and attorneys fees, if any.

Employees who are called as witnesses by the Union during scheduled work hours will be compensated for lost hours by the Union. Likewise, the Employer at the regular rate of pay will pay employees called by the Employer.

The decision of the arbitrators shall be final and binding under the Uniform Arbitration Act.

ARTICLE 11

SENIORITY & PROMOTIONS

A. The Employer recognizes the principle of protecting employees who have complied the longest periods of continuous employment with the employer from reductions in work force, other considerations being equal. As used herein, seniority means the duration of the employee’s continuous employment with the employer predecessor, including the probationary period after successful completion of the same.

The Employer agrees that when reductions in work force are implemented, the seniority of the employees will be a factor to be considered. The Employer will consider each employee’s skills, experience, aptitude, efficiency, capability and seniority in deciding which employees to lay-off or to recall. All other employment qualifications being equal, at the discretion of the employer, the Employer agrees to lay-off employees in order of seniority, with the least senior employees being laid off first, and likewise to recall employees with the most seniority first.

B. The Employer recognizes the value of promoting from within the bargaining unit. The Employer may select and promote persons for or to non-unit positions in its absolute discretion. The Employer will review each qualified applicant’s skills, experience, aptitude, efficiency and capability in deciding which person shall be promoted or transferred to the new position, provided however, the Employer retains the right and obligation to fill positions with non-bargaining unit members where the Employer believes the non-bargaining unit member to better qualified for the work.

C. The parties to this Agreement, recognizing the need for certain skills and technological to satisfactorily perform bargaining unit work, agree that seniority rights shall accrue after sixty (60) days from the date of hire, and shall be retroactive to date of hire.

D. Seniority may be lost by any of the following:

1. If an employee quits.

2. If an employee is discharged pursuant to the terms of this Agreement.

3. When an employee takes an unauthorized leave or absence or fails to timely return from an unauthorized leave of absence.

4. Absence from work for any unauthorized reason for more than two (2) days or when an employee is on lay-off for six months or more.

5. If an employee fails to accept recall from lay-off within five (5) working days from receipt or attempted delivery of written notice, sent certified by mail, by the Employer to the employee’s last known address.

E. 1. When the Employer determines that a vacancy exits in any classification, a notice of the vacancy shall be posted for a period of three (3) calendar days, where time permits, in the normal posting locations. Any employee in the bargaining unit shall be permitted sign the notice indicating his/her desire to be selected for the position. The employer retains the right to seek employees in any additional manner.

2. In making a promotion to a position the bargaining unit, the Employer will first give the consideration to employees of the unit and selection will be made there from unless an outside applicant is better qualified.

3. The application of all candidates will be reviewed with full regard given to each candidate’s skills, abilities, and experience. In making selections for promotion within the bargaining unit, the Employer agrees to promote the most senior employee, all other factors being equal.

F. The Employer shall supply the Union with an up to date seniority list every six

(6) months.

ARTICLE 12

LEAVE OF ABSENCE

A. An employee desiring a leave of absence from his employment shall secure written permission from the Employer. The Employer, in its sole discretion, may grant a leave of absence without pay. A leave of absence may be granted, among other reasons, because of sickness, death in the immediate family, performance or Union duties (representation or delegate of the Local Union to conventions or participating as a member of the negotiating committee with the Employer), cases considered to be extreme hardship on the employee, maternity and military duty. This provision does not preclude the Employer from authorizing a leave of absence for a reason not listed herein per Company policy or decision.

In the case of injuries or occupational disease incurred while within the employment of the Employer, and covered by the Alaska Worker’s Compensation Act, a leave of absence without pay will be granted for the full period of temporary total or temporary partial disability not to exceed six (6) months. If employee is permanently disabled or is partially disabled and unable to perform the essential functions of his/her position, the Employer, in its absolute discretion may, consistent with applicable law, the interpretation and construction of which shall not be subject to the grievance and arbitration procedures in this Agreement, terminate the employee.

B. Family Leave

The Company shall contribute, at the rate defined in Article 16, Paragraph B, per compensable hours (up to forty hours per week) to the Alaska Laborer’s Construction Industry Health and Security Fund on behalf of any employee who is on family or medical leave of absence under the Family and Medical Leave Act. In order to be eligible for such contributions, an employee must have worked for the Company or its predecessor at the Base for a total of at least twelve (12) months and for at least 1,250 hours in the twelve month period preceding the period of family or medical leave.

In no event shall contributions for family and medical leave exceed a period of twelve (12) weeks per employee in any calendar year. The hours of contributions for each week of family or medical leave shall be calculated by determining the average weekly hours worked by the employee during the twelve (12) week period preceding family or medical leave, including all hours worked during said period of paid vacation, holiday and/or sick leave.

C Jury Leave

Employees shall be entitled to ten working days per calendar year of paid jury duty to serve as a juror or witness. Employees must submit to the Employer the written verification of service prior to being paid. Employees are not entitled to jury leave for cases where they are a party to the action. Employees receiving compensation for jury duty shall turn that money over to their employer, and receive full regular pay for the period that they were on authorized jury duty.

ARTICLE 13

OVERTIME AND STANDBY TIME

A. All hours worked in excess of forty (40) hours a week, shall be paid at one and one half (1 1/2) times the employee’s hourly rate. Paid vacation time and other time compensated but not actually worked shall not be included in overtime calculations.

Overtime may not be worked without the authorization by the Employer.

The number of hours worked and shift schedules will be so arranged to fit the requirements of the contracting agency.

B. Any employee scheduled to work, unless the Company shall have taken reasonable steps to notify such employee that there will be no work, shall receive a minimum of two (2) hours pay at the regular straight time rate if the employee reports for work at the required time.

C. No employee scheduled to work or called in by the Employer, unless the Employer shall have taken reasonable steps to notify such employee that there will be no work or that the employee’s starting time has been changed, shall be required to stand by waiting for an assignment unless the employee is paid at the regular straight time rate during such waiting period.

D. Meal periods of all bargaining unit employees shall be a minimum of one half (1/2) hours. The workday shall be scheduled in consecutive hours of work with the exception of the meal period. However, if continuous work action is ongoing, lunch may be delayed. The mealtime is not compensated work time.

F. Employees that are on-call will be paid a minimum of two (2) hours or actual time worked per working day whichever is greater.

ARTICLE 14

PROBATIONARY EMPLOYEES

A. All newly hired employees shall be considered as being on probation until they have satisfactorily completed sixty (60) days of employment with the Employer.

Probationary employees shall not receive fringe benefits and are not covered by the Grievance and Arbitration provisions of this Agreement unless the dispute involves a pay issue.

ARTICLE 15

PAY DAY

Pay periods will be semi-monthly running from the 1st-15th and the 16th-the end of the month. Corresponding pay days will be on the 20th and the 5th of the month following the respective pay periods unless that date is a weekend or holiday. If the 20th or the 5th of the month falls on the weekend/holiday then payday will be on the business day prior to the holiday/weekend. Employees shall be paid during working hours. It is understood and agreed, however, that when an employee is laid off, his wage becomes due within three (3) working days, Saturdays, Sundays and holidays are excluded.

ARTICLE 16

WAGES AND FRINGES

A. Wages

Classification Wage Rates Wage Rates Wage Rates Effective Effective Effective 10/1/06 10/1/07 10/1/08

Production Specialist $18.58 $19.09 $19.61 Field Technician Lead $24.78 $25.46 $26.17 Field Technician $22.63 $23.25 $23.89 Clerk $19.01 $19.53 $20.07 Secretary II $17.92 $18.41 $18.92 Housekeeper Foreman $17.40 $17.87 $18.37 Housekeeper II $13.39 $13.76 $14.14 Field Technician Helper $16.58 $17.04 $17.51 Firewatcher, Bldg Maint Tech $13.47 $13.84 $14.22

Wages listed above apply to all work performed on this contract including Davis Bacon work unless the Davis Bacon work is higher in which instance they would be paid the higher wage.

B. Health and Welfare

Bargaining unit members shall continue participation in the Alaska Laborer’s Construction Industry Health and Security Fund. The contribution rate is $4.50 (four dollars and fifty cents) per compensable hour per employee for a maximum of 40 hours a week effective 10/1/06. The contribution rate is $4.75 (four dollars and seventy five cents) per compensable hour per employee for a maximum of 40 hours a week effective 10/1/07. The contribution rate is $5.00 (five dollars and no cents) per compensable hour per employee for a maximum of 40 hours a week effective 10/1/08.

C. Alaska Laborer’s Legal Service Fund

The Employer agrees to contribute the sum of $.15 (fifteen cents) for each compensable hour, per employee, for a maximum of 40 (forty) hours per week effective 10/1/06, accredited to the Laborer’s in the company’s employ for the legal service fund.

The said contributions are to be computed solely on the total number of compensable hours and are no to be included in wages or contributions of overtime.

D. Retirement Plan

Classification Retirement Plan Retirement Plan Retirement Plan Effective Effective Effective 10/1/06 10/1/07 10/1/08

Production Specialist $1.90 $2.15 $2.45 Field Technician Lead $1.90 $2.15 $2.45 Field Technician $1.90 $2.15 $2.45 Clerk $1.90 $2.15 $2.45 Secretary II $1.90 $2.15 $2.45 Housekeeper Foreman $1.90 $2.15 $2.45 Housekeeper II $0.65 $0.90 $1.20 Field Technician Helper $1.90 $2.15 $2.45 Firewatcher, Bldg Maint Tech $1.90 $2.15 $2.45

The Employer shall contribute the above per hour worked for covered employees for all compensable hours.

ARTICLE 17

HOLIDAYS

A. Employees shall be entitled to the number of paid holidays as identified in this article. In order for an employee to qualify for holiday pay he or she must work or be on paid leave on the day before and the day after the holiday. If one (1) of the holidays listed below falls within an employee’s scheduled vacation, such employee shall receive one additional day of paid vacation. If an employee is prevented from working on the workday immediately preceding or the workday immediately following a holiday because of illness attested to by a physician, or death in his/her immediate family, such fact shall constitute a acceptable excuse (immediate family shall include spouse, parent, brother, sister and children). Holiday pay for Christmas and New Years will be considered “hour worked” for the purpose of calculating holiday pay.

B. The holidays as listed below will be observed as non-work days. Whenever such holidays as determined fall on a Saturday and the activity, (except those required to operate during holiday periods), may be closed to public business on the preceding Friday or the succeeding Monday then such Friday or Monday shall be deemed to be a holiday, in lieu of the stated holiday.

(1) New Years Day (6) Independence Day

(2) Martin Luther King’s Birthday (7) Labor Day

(3) President’s Day (8) Columbus Day

(4) Floating Holiday (9) Veterans Day

(5) Memorial Day (10) Thanksgiving Day

(11) Christmas

C. Employees working a holiday shall receive pay for hours worked that day, plus their holiday pay.

D. Employees not working on a holiday will receive the same pay as they would normally receive on a regular workday.

If one (1) of the aforementioned holidays fall within an employee’s scheduled vacation such employee shall receive one (1) additional day of paid vacation.

E. Holiday pay shall be prorated as follows:

Holiday pay shall be paid on a pro-rated basis determined by the prior week’s averaged worked. (Example: employees with an average five (5) hours a day receive five (5) hours paid holiday pay). A minimum of eight (8) hours holiday per holiday will be paid based on forty (40) hours worked per week.

ARTICLE 18

VACATIONS

A. SCHEDULING

The Company reserves the right to schedule employee’s vacation in accordance with the Company’s manpower and staffing needs. However, it is the policy of Company to grant vacations so far as possible at time most desired by the employee.

Seniority shall be a factor in approving vacations. The Company reserves the right to schedule vacations at any time during the calendar year in order to ensure its orderly and efficient operation.

B. VACATION PAY

(1) Rate: The employee’s vacation pay rate shall be computed on the basis straight time hourly rate which is applicable at the start of the employee’s vacation. No employee will be given vacation pay in advance. Vacation pay will be disbursed to the employee at the time employee would have normally received the payment if the employee were not taking a vacation.

(2) Number of Hours Compensated As Vacation Pay: The number of hours paid as a “vacation week” to an employee shall be calculated by determining the average number of hours in the employee’s regular work week (not included in overtime) during the period that the employee has worked for the Company (up to a maximum of one year) immediately prior to the date of the employee’s scheduled vacation multiplied by the employee’s base hourly rate of pay.

(3) Vacation/Sick Pay Amount Eligibility: Employees shall earn vacation pay in accordance with the following schedule:

Effective October 1, 2006 Vacation will accrue on a per pay period basis. On October 1, 2006 the employee vacation balance will be adjusted to reflect 56 hours plus the hours accrued since the employees last service date consistent with the defined accrual rate. No loss of time in the conversion from hours to an accrual basis.

a. One hundred thirty six (136) hours of vacation/sick pay accrued on a pay period basis after successful fulfillment of the probationary period defined in Article 14 Section A. Upon completion of the probationary period the vacation/sick balance will be adjusted to reflect an accrual from the employees hire date.

b. One hundred seventy six (176) hours of vacation/sick pay after five (5) years of service accrued on a pay period basis.

c. Two hundred sixteen (216) hours of vacation/sick pay after fifteen (15) years of service accrued on a pay period basis.

ARTICLE 19

NO STRIKE, NO LOCKOUTS

A. There shall be no interruptions in, or impediments to, the Employer’s operations, or any slowdowns, stoppages, strikes, sympathy strikes, refusal to cross picket lines established by any non-bargaining unit employees, or lockout during the life of this Agreement arising out of such dispute or grievance. Instead, such disputes and grievances shall be peacefully resolved under the grievance procedure provided in Article 10 herein.

B. If any work stoppage, strike, slow-down or other job actions occurs during the term of this Agreement, the Employer shall notify the Union by telefax of such action.

After receipt of such notice, the Union shall use every reasonable means available, including but not limited to the imposition of Union discipline, to it to secure the cessation of the work stoppage, strike, slow-down or other job action. It shall be a violation of his Article for any employee to honor the picket line of any labor organization claiming to have a dispute with the Employer.

ARTICLE 20

SCOPE AND APPLICATION

A. Bargaining During Term

Should any provision of the Agreement be declared illegal by any court of competent jurisdiction, such provision shall immediately become null and void, leaving the remainder of the Agreement in full force and effect. The partied shall seek to negotiate substitute provisions, which are in conformity with the applicable laws.

B. Entire Agreement

This Agreement constitutes the sole and entire existing Agreement. All prior agreements, conditions, practices, custom usage and obligations are superseded and when conflicting, revoked.

C. Amendment

This Agreement is subject to amendment only by subsequent written agreement between the parties. A change in any custom, practice, or usage shall not constitute an amendment hereto unless that change is recognized in writing by both parties.

D. Time of Essence

Time limits in this Agreement were carefully considered and represent the agreed absolute limit of time with which rights must be exercised, unless waived by mutual agreement of both parties.

E. Interpretation

This Agreement shall be constructed in accordance with standard principles of contract interpretation for collective bargaining agreements.

F. Nature of Employee Rights

Rights and benefits provided for employees under this Agreement (including seniority rights) shall apply only at the facilities or expansions thereof providing the services are covered hereby, and, except for transfers between Inuit Services, Inc. and INUIT SERVICES, INC. at this project, shall cease upon termination of employee’s employment.

G. Successors and Assigns

This Agreement shall be binding on the successors and assigns of the parties hereto.

ARTICLE 21

EFFECTIVE DATE AND DURATION

This Agreement shall be binding upon the parties hereto, and shall remain in full force and effect until September 30, 2009 unless written notice is given by the Union or the Employer at least ninety (90) days prior to the expiration date of its desire to modify, amend, or terminate this Agreement. The parties shall begin good faith bargaining within fifteen (15) days after such notice. If notice is given in accordance with provisions of this Article, the expiration date of the Agreement shall be the date as set forth. Prior to the anniversary date of September 30, 2009 the parties agree to meet and confer regarding the wage agreement. This Agreement is contingent upon Inuit Services, Inc., is awarded by the Government; in the event that Inuit Services, Inc. is awarded a contract by the Government for a period of less than three years, this Agreement shall be in full force and effect for such lesser period.