16-R-0001_Att_3_Collective_Bargaining_Agreement.pdf

Collective Bargaining Agreement Between

Sonoran Technology and Professional Services, LLC

And

District Lodge 161 /Local Lodge 281 District Lodge 776/Local Lodge 2771

International Association of Machinists and Aerospace Workers, AFL-CIO

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USAF B-52/B-1

Contract Aircrew Training and Courseware Development

Effective:

16 July 2015 to 15 July 2018

B-52/B-1 Contract Aircrew Training and Courseware Development

Collective Bargaining Agreement

Table of Contents

AGREEMENT

PREAMBLE

ARTICLE 1: RECOGNITION

ARTICLE 2: MANAGEMENT RIGHTS

ARTICLE 3: UNION ACCESS TO OPERATIONS

ARTICLE 4: SHOP STEWARDS

ARTICLE 5: GRIEVANCE PROCEDURE

ARTICLE 6: NO STRIKE/NO LOCKOUT

ARTICLE 7: BULLETIN BOARD

ARTICLE 8: DUES CHECKOFF

ARTICLE 9: SENIORITY

ARTICLE 10: LAYOFF AND RECALL

ARTICLE 11: PROMOTIONS

ARTICLE 12: HOURS OF WORK

ARTICLE 13: OVERTIME

ARTICLE 14: TRAVEL

ARTICLE 15: WAGE RATE SCHEDULE

ARTICLE 16: HOLIDAYS

ARTICLE 17: VACATION

ARTICLE 18: OTHER PAID TIME OFF (PTO)

ARTICLE 19: LEAVES OF ABSENCE

ART! CLE 20: Ml LIT ARY LEA VE

ARTICLE 21: INSURANCE PLANS

· ARTICLE 22: SAVINGS PLAN

ARTICLE 23: DRESS CODE

ARTICLE 24: SUBSTANCE ABUSE POLICY

ARTICLE 25: NON-DISCRIMINATION

ARTICLE 26: SECURITY

ARTICLE 27: SAFETY

ARTICLE 28: SUCCESSORS AND ASSIGNS

ARTICLE 29: EFFECT OF LAW

ARTICLE 30: DURATION AND TERMINATION

ARTICLE 31: COMPANY HANDBOOK

AGREEMENT

This Agreement is made and entered into this 16th day of July 2015 by and between Sonoran Technology and Professional Services, LLC. (hereinafter referred to as the Company) and the International Association of Machinists and Aerospace Workers, AFL-CIO, District Lodge 776/Local Lodge 2771 and District Lodge 161/Local Lodge 281 (hereinafter referred to as the Union).

PREAMBLE

The Parties have entered into this Agreement for the purpose of setting forth the understandings they have reached with respect to wages, hours and working conditions of the Employees covered hereby, as well as to the rights of the Union and the Company, and to provide a peaceful means for the settlement of any disputes that may arise with respect to the interpretation or application of their understandings and agreements as set forth herein. Furthermore, the Parties recognize that full authority for day-to-day site operations for this contract rests with the designated/referenced Site Manager, or, in his absence, the designated Alternate Site Manager.

For purposes of simplicity, the masculine gender is used throughout this Agreement although it is understood that all references to gender include both sexes.

ARTICLE 1: RECOGNITION

Section 1. The Company hereby recognizes the Union as the sole and exclusive bargaining representative of employees performing work at Dyess AFB, TX, and Barksdale AFB, LA, under contract number FA4890-12-C-0003, and any successor contract, with respect to wages, hours of work and other terms and conditions of employment. The employee job classifications currently consist of lnstructor/SME (Pilot/WSO/EWO/NAV), Educational Technologist, Graphic Artist, CBT Specialist, Programmer, and Scheduler/ Administrative Specialist. Excluded from coverage under this agreement are all Supervisors, Managers, Office Clerical employees, and Professional employees.

Section 2. The specific terms of this Agreement shall be the sole source of any rights that may be asserted by the Union against the Company.

ARTICLE 2: MANAGEMENT RIGHTS

Section 1. The management of the Company and the direction of the work force are vested exclusively in the Company subject to the terms of this Agreement. All matters not specifically and expressly covered or treated by the language of this Agreement are reserved to the Company, and may be administered for its duration by the Company in accordance with such policy or procedure as the Company from time to time may determine.

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~~l» ~,;fY Except as modified by a specific prov1s1on of this Agreement, the Company reserves and retains all of its normal and inherent rights with respect to the management of the business, including its right to establish or continue policies, practices and procedures for the conduct of the business; to select and direct the working force, to establish, eliminate, change, or combine work schedules and work assignments; to determine the number of employees necessary to accomplish the work called for; to transfer, promote or demote employees, or to lay off, terminate for just cause, or otherwise relieve employees from duty for lack of work or other legitimate reasons.

Section 2. The Company's failure to exercise any right, prerogative, or function hereby reserved to it, or the Company's exercise of any such right, prerogative, or function in a particular way, shall not be considered a waiver of the Company's right to exercise such right, prerogative, or function or preclude it from exercising the same in some other way not in conflict with the express provisions of the Agreement. It is understood and agreed that any of the powers and authority, which the Company had prior to the signing of this Agreement, are retained by the Company except those specifically modified, delegated or granted by this Agreement.

Section 3. Nothing in this Agreement is intended to abridge the right of a supervisor to privately discuss with any employee under his or her supervision topics pertinent to the work place, including but not limited to, the employee's job performance. However, the employee has the right to have a shop steward present during any "private" discussions. to include employee appraisal.

ARTICLE 3: UNION ACCESS TO OPERATIONS

Section 1. Subject to compliance with applicable Base and Government regulations, the Business Representative/Grand Lodge Representative of the Union shall have access to the Company work sites during working hours for the purpose of conducting legitimate Union business pertaining to this Agreement including, but not limited to, the investigation and advising in the handling of grievances, and the Company will not impose regulations which will render the intent of this provision ineffective. Such visits will not interfere with work being performed. The necessary Company badges and credentials will be available to the Business Representative/Grand Lodge Representative through the Shop Steward, and a Company representative will accompany the Business Representative/Grand Lodge Representative at all times while on site. The Union shall keep the Company informed in writing of the name of the current accredited Business Representative/Grand Lodge Representative. The Union

Representative shall notify the Site Manager or his designee prior to his visit, and when he is arriving at and leaving the Company's operations.

Section 2. Solicitation of Union membership, collection or checking of dues will not be permitted during working hours without expressed permission of the Site Manager or his designee. The Company agrees not to discriminate in any way against any employee for filing of complaints or grievances or for Union activity.

Any employee engaged in unsanctioned Union activity during working time, except as specifically allowed by the provisions of this Agreement, or by other agreement between the Company and the Union, is subject to disciplinary action.

ARTICLE 4: SHOP STEWARDS

Section 1. The Company shall recognize two (2) employees per Site to act as Shop Stewards. The Shop Stewards shall be duly selected by the Union, and the Union will notify the Company of the elected Shop Stewards.

Section 2. It is agreed that Stewards have full-time job duties to perform as employees and that they shall keep time spent in handling Union activities/grievances to a minimum.

Section 3. A steward shall notify and obtain permission from his supervisor before leaving his work assignment for the purpose of investigating complaints or claims of grievance on the part of employees or the Union or contacting the Business Representative/Grand Lodge Representative in regard to such claim or grievance.

Section 4. An employee while serving as a shop steward shall not be surplussed, transferred or loaned from his job classification so long as other fully qualified employees remain in his job classification.

ARTICLE 5: GRIEVANCE PROCEDURE

Section 1. For purposes of this Agreement, a grievance is defined as a dispute between the Company and the Union or between the Company and any employee covered hereby, with respect to interpretation of a specific provision of this Agreement. No employee may leave the job, take up, or settle a grievance without requesting permission from the immediate supervisor. Such permission will be granted provided it does not substantially retard or interfere with operations or create a hazardous condition. If permission cannot be granted, time limits will be waived until permission is granted. Any other employees attending a grievance meeting at any step are subject to the same provisions.

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Grievances as herein defined shall be processed in keeping with the following procedure:

Step 1. Informal Method. Before invoking the formal grievance process described in the next paragraph, the employee(s) shall discuss his grievance with the Steward. If the Steward considers the grievance to be valid, the employee and the Steward will bring the grievance to the supervisor/site manager within five (5) working days following the event or discovery of the event giving rise to the grievance. In the event the employee is unavoidably absent due to illness, injury, vacation, or other approved reason, the employee's shop steward may bring the grievance to the supervisor. If informal methods do not resolve the grievance, the grievance shall be reduced to writing and processed in accordance with the steps outlined below in Step 2. This procedure, however, shall not discourage an employee from contacting his supervisor if he so chooses.

Step 2. Written Grievance. If no settlement is reached in Step 1, and the Steward considers the grievance to be valid, the Steward shall reduce to writing a statement of the grievance or complaint, which the grievant and steward must sign, containing the information set out below.

1. Name(s) of the employee(s) involved;

2. Approximate date of alleged grievance;

3. Dale of first discussion of the grievance with the immediate Supervisor/Site Manager;

4. Nature of the grievance;

5. Current date;

6. Article/Section of Agreement violated;

7. Requested remedy.

Within fifteen (15) working days following the event or discovery of the event, the written grievance, containing the article or section that is claimed to be violated, must be submitted by the shop steward to the site manager. A meeting will be scheduled between the site manager and shop steward/employee within five (5) working days after receipt of the written grievance to discuss the grievance. Within ten (10) working days of that meeting, the company will reply in writing to the shop steward. If the written reply is not satisfactory, it may be moved to Step 3 within five

(5) working days of the Company reply.

Step 3. If no settlement is reached at the local (Site Manager) level in Step 2 within the specified or agreed time limits, the Business Representative/Grand Lodge Representative or his designee may submit the grievance to the designated representative of the Company. After such submission, the designated representatives of the Company and the Union or their designee may, within the next ten (10) workdays, unless

{{&~i)) ~tY mutually extended, settle the grievance and, over their signatures, indicate the disposition made thereof. In the event there is no satisfactory settlement of the grievance at this Step, then Step 4 may be invoked.

Step 4. The Union or the Company may appeal the grievance to arbitration by making a written request for such action within not more than twenty (20) working days, unless mutually extended, following the written answer of the designated representative of the Company or the Directing Business Representative/Grand Lodge Representative, as the case may be in Step 3, or lack thereof.

Section 2. Arbitration. The party choosing to arbitrate shall give written notice to the other party setting forth the matter to be arbitrated. If said notice is not served within the twenty (20) working day period specified in Section 1, Step 4, it shall be deemed that the grievance has been satisfactorily adjusted and the right to arbitrate waived.

Section 3. In the event the Union or the Company submits a grievance to arbitration, a representative selected by the Union shall meet with a representative selected by the Company within seven (7) days of receipt of the above notice and attempt to agree on an arbitrator. In the event the parties cannot agree on an arbitrator within seven (7) working days, the parties will petition with the Federal Mediation and Conciliation Service for a panel of seven (7) arbitrators. In the latter case, the party seeking arbitration has the first right to strike a name; the other party shall then strike a name. This procedure shall continue alternately until one (1) name remains.

Section 4. The arbitrator's authority shall be limited to disposition of the grievance arising under the contract, and he may only interpret and apply the Contract provisions to the tacts of the particular grievance. The arbitrator shall have no power or authority to change, alter, modify, detract from or add to the terms of this Agreement. No award shall have retroactive effect prior to the date of the occurrence, which led to the filing of the grievance upon which the arbitrator's award is based. The decision of the arbitrator shall be final and binding on all parties. However, the arbitrator shall not have jurisdiction or authority to add to, subtract from, modify or in any way change the provisions of the Agreement.

The expense and fees of the Arbitrator shall be borne equally by both parties.

Each party shall otherwise pay its own costs and expenses.

ARTICLE 6: NO STRIKE/NO LOCKOUT

Section 1. The Union agrees that during the terms of this Agreement and regardless of whether an unfair labor practice is alleged {a) there will be no strike, slow-down, sit-down, or walk-out and (b) the Union will not directly or indirectly authorize, encourage or approve any refusal on the part of employees to proceed to the location or normal work assignment where no rare or unusual physical hazard is involved in proceeding to such location. Any employee who violates this clause shall be subject to disciplinary action.

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Section 2. The Company agrees that for the duration of this Agreement there shall be no lockouts. A lockout shall not be construed as the closing down of the operation or any part thereof or curtailing any operations for business reasons.

Section 3. Any claim by either party of a violation of this Article 6 shall not be subject to the grievance procedure or arbitration provisions of this Agreement and the party shall have the right to submit such claim to the courts.

ARTICLE 7: BULLETIN BOARD

Section 1. It is agreed that the Union will be permitted to post the following items on bulletin boards provided by the company:

(a) Notices of Union recreational affairs.

(b) Notices of Union election results.

(c) Notices of Union appointments.

(d) Notices of Union meetings.

(e) Such other notices as may be mutually agreed upon by the Union and the Company.

Section 2. The Company will afford the Union a segregated area on the bulletin boards clearly identified as "Union Business" where only Union notices will be displayed. The Shop Steward is responsible for ensuring the bulletin board complies with Air Force regulations and standards. The Union shall not distribute or post, nor authorize its members to distribute or post, any material anywhere on the Company's property except as provided herein.

ARTICLE 8: DUES CHECKOFF

Section 1. Agency Shop. Each employee will be required .to become a member of the Union, or contribute a monthly fee in the amount of the normal dues and assessments, within 30 days of the employee's date of hire.

Section 2. Union Dues._ Upon receipt of a signed authorization of the employee involved, on a form provided by the union, the Company shall deduct from the employee's pay dues payable by him to the Union during the period provided for in said authorization.

(a) Collection of any back dues owed at the time of starting deductions for any employee and collection of dues missed because the employee's earnings were not sufficient to cover the payment of dues for a particular pay period will be the responsibility of the Employee and will not be the subject of payroll deductions.

(b)_ The Union shall notify the Company of the monthly dues rate per member/associate and of any changes to member/associate status or dues amount. Deduction of membership dues shall be made in a pro-rata amount per pay period (i.e., 1 /24 of the annual dues amount) provided there is a balance in the paycheck sufficient to cover the amount after all other deductions authorized by the employee or required by law have been satisfied. In the event of termination of employment, the obligation of the Company to collect dues shall not extend beyond the pay period in which the employee's last day of work occurs.

Section 3. The sums deducted as stated above shall be forwarded to the designated financial officer of the Union on a monthly basis no later than the twenty-fifth day of each month. The company will provide a list of union employee names, seniority dates, and dues amount with each monthly dues submission.

Section 4. The Union will indemnify and hold the Company harmless from and against any and all claims, demands, charges, complaints or suits instituted against the Company which are based on or arise out of any action taken by the Company in accordance with or arising out of the foregoing provisions of this Article, or in reliance on any list, notice or assessment furnished under any of such provisions.

ARTICLE 9: SENIORITY

Section 1. Applicability. Seniority shall mean an employee's length of continuous service on current or predecessor contract(s) in the performance of similar work at the same federal facility. If two (2) or more employees have the same seniority dale, the employee having the lowest last four (4) digits of one's social security number will be considered as having the least seniority for tie-breaking purposes. Seniority will be used by the Employer in making personnel actions, to include layoff, recall and promotion decisions depending on the requirements of the Company's contract with the USAF. When all other factors, including but not limited to qualifications, skill and ability, are equal, seniority will be the sole consideration.

Section 2. Probationary Period. New employees shall be on probation for ninety

(90) calendar days from the initial hire date during which time they may be discharged at the sole discretion of the Company. If retained after the probationary period, their names shall be placed on the Seniority List as of their date of hire.

Section 3. Seniority shall accumulate to:

(a) Employees who are on the active payroll of the Company and in the bargaining unit defined in Article 1, Recognition, of this Agreement:

(b) Employees while on active military service who are reinstated in compliance with applicable law.

(c) Time spent on authorized leave of absence for Union business.

(d) Time lost by reason of industrial injury, or industrial illness not to exceed the time limits on layoff statue provided in (g).

(e) Time spent on authorized leave of absence granted because of pregnancy or to cover periods of non-industrial injury or illness, not to exceed 24 months during any such period.

(f) The first 60 days of any other authorized leave of absence.

(g) Time spent on layoff for a period not to exceed (3) years.

Section 4. Termination of Seniority. An employee's seniority shall be terminated and his rights under this Agreement forfeited for the following reasons:

(a) Termination for just cause, retirement, or resignation (quitting for whatever reason).

(b) Failure to give notice of intent to return to work after recall within the time period specified in this Agreement, or failure to return to work on the date specified for recall, as set forth in the written notice of recall.

(c) Failure to return to work upon expiration of a leave of absence, unless the Company, in its sole discretion, determines that it is legally obligated to extend the leave of absence.

ARTICLE 10: LAYOFF AND RECALL

Section 1. Layoff. The Company will provide at least fifteen (15) working days advance notice to those employees affected by any layoff or provide for pay in lieu thereof.

Section 2. Notice of Recall. The Company will forward notice of recall via certified mail to the last known address of the employee reflected on Company records. A laid-off employee shall promptly notify the Company of any change of address. The employee must, within five (5) days of delivery or attempted delivery of the notice of recall, notify the Company of his intent to return to work on the date specified for recall and thereafter return to work on such date. It is agreed that the Company will allow recalled employees up to two (2) weeks to return to work. Employees who fail to properly notify the Company of their intent to return to work or fail to return to work as scheduled will be considered as a voluntary quit.

If an employee chooses to accept an optional layoff rather than exercising possible bumping rights, he will remain on layoff status up to twenty-four (24J months with recall rights as set forth above.

ARTICLE 11: PROMOTIONS

Section 1. The Company will endeavor to promote employees to higher paid positions from within the work force if available employees have the skill, ability and other qualifications required by the contract and necessary to do the work.

Section 2. Such promoted employees will be on probation in new positions for ninety (90J calendar days. During this period, the Company may, at its discretion act to reclassify the employee to their former occupation if determined, by the Manager or his designee, that the employee is not meeting the requirements/performance of that job classification.

Section 3. The Company may temporarily upgrade an employee to a higher paid classification. If the employee works in the higher paid position for five (SJ or more workdays within a single pay period, the employee shall receive the rate authorized for the classification of work that he is performing.

ARTICLE 12: HOURS OF WORK

Section 1. Workweek. The normal workweek will begin at 12:01 a.m., Saturday, and end at 12:00 midnight the following Friday. The employee's normal workweek is a forty (40J hour, five (SJ consecutive days per week schedule.

Section 2. Workday. Hours of operation will be in accordance with the Company's contract with the USAF. The normal workday shall consist of eight (8J hours of work and an unpaid one (1 J hour lunch period.

Section 3. Schedule Adjustments. The Union acknowledges the responsibilities of the Company's operation as they are related to the support of the USAF objectives. The parties realize the USAF may, from time to time, make unusual and immediate demands in conjunction with support requirements, and as such, the company will provide as much advance notice to the employees as possible.

The Company requires flexibility and authority to assign tasks to the most qualified employee(sJ in order to successfully execute the Performance Work Statement.

Determination of an alternate starting time, hours of work and days of rest, shall be made by the Company/Program Manager/Site Manager; and such schedules may be changed from time to time to suit varying conditions of business. Employee work schedules may be adjusted to work more than eight (8J hours per day by mutual agreement between the company and the individual employee.

Section 4. Part-Time Employees. Part-time employees are those employees whose normal workweek schedule is thirty (30) hours or less; or who are scheduled one-hundred-twenty (120) hours or less per month; or who work on an "on call" basis to meet the requirements of the daily schedule. Part time status is conveyed in the employee's offer letter. Changes from part-time to full-time status are made through a formal offer letter.

ARTICLE 13: OVERTIME

Section 1. All overtime work must be approved in advance by the Site Manager.

The Company will attempt to meet overtime requirements on a voluntary basis among qualified employees. An employee who works overtime shall be paid one and one-half times his base rate for the first ten ( 1 OJ overtime hours worked over 40 hours in a week, and double time thereafter.

Section 2. Any time an employee is required to work during one of his two consecutive days of rest, the employee shall be paid one and one-half times his base rate for the first eight (8) overtime hours worked during that day and double his base rate thereafter. Any time an employee is required to also work both of his two consecutive days of rest, the employee shall be paid double times his base rate for all the overtime hours worked during the second day.

Section 3. Employees shall be paid for time worked computed to the nearest one-tenth hour.

ARTICLE 14: TRAVEL

All employees will comply with Government Joint Travel Regulations and Site policies concerning travel, travel reimbursement and pay for travel. Employees will be compensated for a normal eight (8) hour day while traveling on company business. Employees are expected to work and/or travel during a normal workday as defined in Article 12. Hours worked or used in traveling outside the defined normal eight (8) hour workday shall be by mutual agreement between the Company and an individual employee. This will constitute an adjusted work schedule with determination of an alternate starting time, hours of work and days of rest, to suit varying conditions of business travel.

ARTICLE 15: WAGE RATE SCHEDULE

Section 1. The following wage rates will be effective 01 October 2015 and for the period of this Agreement and apply to all employees filling job classifications listed below. Other Job Classifications may be added as required during the term of this agreement; such additions will be made via Amendments to this agreement.

Effective Dated Job Classification Current 1-0ct-15 1-0ct-16 1-0ct-17 Instructor /SME $45.01 $46.36 $47.75 $49.18 IPilot/WSO/EWO/NAVl Ed Tech, Graphic Artist, CBT $36.66 $37.76 $38.89 $40.06 Specialist

LMS/D-base/CBT Programmer $38.05 $39.19 $40.37 $41.58 Scheduler I Admin. Specialist $25.97. $26.75 $27.55 $28.38

Section 2. Wages will be paid on the 1 Qth and 25th and/or bi-weekly. Automatic Deposit of payroll checks is required.

Section 3. Part time employees are compensated for each hour worked at the same hourly wage rate as full time employees in the same job classification. In addition, part time employees are compensated on a pro-rata basis for health insurance benefits (Article 21) and for holiday and vacation pay (Articles 16 and

17) for each hour worked. Part time pay calculations will be based on the formula below.

$HRP + $CIL + $HV = $THR

($HV = $HRP x 80/2080)

Definitions: HRP

HV

CIL

THR

= Hourly Rate of Pay =Holiday/Vacation Pay per hour = Cash in Lieu =Total Part-Time Hourly Rate

ARTICLE 16: HOLIDAYS

Section l. The following ten (10) days each year shall be paid holidays and employees will receive eight (8) hours pay at their working rate of pay.

New Year's Day Luther King Day Presidents' Day Memorial Day Independence Day

Labor Day Martin Columbus Day Veterans' Day Thanksgiving Day Christmas Day

Section 2. Any Holiday falling on a weekend day will be celebrated on the day set by the USAF. Employees will not be required to work on a holiday except where dictated by the operational needs of the USAF or the Company.

ARTICLE 17: VACATION

Section l. Employees shall earn vacation hours as outlined in this article. The effective benefit year for vacation accrual is 01 January through 31 December.

Section 2. Vacation will be accrued at the rate of annual vacation allowance below for each hour paid except Overtime. The qualifying period for vacations will commence with the original date of employment {seniority date) of the respective employee Vacation will be accrued as follows:

{a) An employee with less than five (5) years (60 months or less) of service will accrue 80 hours of vacation annually.

(b) An employee with more than five (5) years (61 months or more) of service, but less than ten ( 10) years (120 months or less) of service will accrue 120 hours of vacation annually.

(c) An employee with more than ten (10) + years (121 months or more) of service will accrue 160 hours of vacation annually.

{d) Employees may carry over a maximum of 80 hours of their annual accrual rate hours from one benefit year to the next benefit year.

(e) There will be no pay in lieu of time off for vacation. However, an employee who is removed from the active payroll shall be provided pay-in-lieu of vacation for all unused earned and accrued vacation credits in his account. In the event of death of an active employee, all earned and accrued vacation credits will be paid.

Section 4. In order to provide for scheduling of vacations, vacation requests must be submitted to the Site Manager. The Site Manager is the approving authority for all vacation requests. Every effort will be made to develop a fair and equitable vacation schedule. However in all cases, job requirements will take precedence.

ARTICLE 18: OTHER PAID TIME OFF (PTO)

Section l. Employees shall be given Paid Time Off {PTO) for sick, civic, personal, and bereavement leave as outlined in this article. All PTO will be paid at the employee's regular straight time rate of pay.

Section 2. The Company will provide employees with five days (40 hours) of Paid Time Off (PTO) off for sick/civic/personal leave. PTO hours will be accrued for all hours paid except Overtime during each twelve-month Company Fiscal Year (1 January through 31 December). A maximum of forty (40) hours of unused sick/personal leave during any benefit year may be carried into the following benefit year. Unused sick/personal leave will not be paid in cash to the employee.

Section 3. Bereavement Leave. If a death occurs in the family of a full-time regular or part-time regular employee, the employee will be compensated for time lost from his/her regular work schedule in accordance with the following guidelines. The employees will be granted up to five (5) days off from work with pay in the event of the death of a spouse, child, parent, sibling or comparable step relation; up to three (3) days in the event of the death of a grandparent, father-in-law, mother-in-law, son-in-law or daughter-in-law; and one (1) day in the event of the death of a relative not a member of your immediate family as defined herein. Request for bereavement leave should be made to your immediate supervisor.

Section 4. Employees who are required by proper court order or summoned to be absent from work in connection with jury duty, or subpoenaed as a witness, will be paid at their regular straight time wage rate, for up to eight (8) hours per day, less any compensation paid for jury duty service pursuant to Company policy. Employees called for jury duty and released by court with less than four

(4) hours of service will be expected to return to work.

ARTICLE 19: LEAVES OF ABSENCE

Section 1. At the sole discretion of the Company, leaves of absence without pay (LWOP) may be granted for a period not to exceed sixty (60) days per Company fiscal year. Employees must request such unpaid leaves in writing to the Site Manager at least five (5) calendar days (or as soon as possible for bona fide emergencies) prior to the date the unpaid leave would begin.

Section 2. Employees on unpaid leaves of absence shall retain seniority while on leave, consistent with Article 9. An employee shall lose his seniority and be terminated for the following:

(a) Failure to return from a leave of absence on the agreed upon date;

(b) Falsifying a reason for a leave of absence; and/or

(c) Becoming gainfully employed during a leave of absence without prior approval from the Company.

Section 3. Any requests for extensions past the sixty (60) days may be granted at the sole discretion of the Company.

Section 4. An employee who takes a personal leave of absence shall have his/her benefit contribution schedule adjusted for the number of workdays he/she was absent.

ARTICLE 20: MILITARY LEAVE

Section 1. The Company agrees to pay employees who are members of an active, organized military reserve component, and who take leaves of absence for military reserve field duty service or encampment, the difference between their military pay and their regular pay for a maximum period of two (2) calendar weeks (ten (10) working days) per year. The employee shall be paid his current basic hourly rate.

Section 2. Any employee of the Company who is inducted into or recalled to military service of the United States and who by reason of such service in entitled under the law to be regarded as a veteran, shall, upon his discharge and his receipt of a certificate of the satisfactory completion of his military obligation, be accorded all rights of the Uniformed Services Employment and Reemployment Rights Act of 1994.

ARTICLE 21: INSURANCE PLANS

Effective 1 October 2015, the company will provide each full-time employee $7 .25 per hour paid to purchase or offset the cost of medical/dental/life/disability insurance or other benefits that may be available now or in the future through the Company. All issues such as eligibility, enrollment and claims will be as specified in the plan documents. This amount includes the annual cost of company-provided employee education reimbursement, company-provided employee Life/AD&D Insurance, and company-provided employee Short-Term and Long-Term Disability Insurance (currently $0.29 per hour). The remaining balance per hour, per employee, can be used to purchase optional individual/family benefits. Any unused portion will be paid to the employee as "Cash-in-lieu", less applicable individual payroll taxes.

The base rate of $7 .25 per hour will increase to $7 .50 on 10/01/2016 and to $7.7 5 on 10/01/2017

ARTICLE 22: SAVINGS PLAN

Section 1. The Company will provide a 401 (k) Savings Plan for employees, to which plan eligible employees may defer compensation within limitations provided by law and the plan document. All conditions of participation, eligibility, vesting and distribution of benefits will be governed by the plan document. After an employee establishes seniority he/she will be 1003 vested.

Section 2. The company will provide a matching contribution of $0.50 per $1 .00 of participating employee's semi-monthly elective contribution, up to a maximum company contribution equal to 43 of the employee's gross semi monthly pay. The maximum annual company contribution is four percent (43) of the employee's annual salary base.

ARTICLE 23: DRESS CODE

A neat and professional appearance being important to the Company image, the dress code at the site will be in accordance with the dress and security/identification requirements of the contract as interpreted by the Site Manager.

ARTICLE 24: SUBSTANCE ABUSE POLICY

The Company and the Union are committed to providing employees with a drug-free and alcohol-free workplace. It is the goal of both parties to protect the health and safety of employees and to promote a productive workplace, as well as to protect the reputation of the Company, the Union and the employees. Consistent with these goals, the Company prohibits the use, possession, distribution or sale of drugs, drug paraphernalia or alcohol on Company premises. The Company also prohibits an employee from being under the influence of illegal drugs or alcohol while at work. A program of testing, if necessary to comply with Federal or State regulations, will be instituted upon mutual consent of the Company and the Union. Pre-employment drug testing as a condition of employment will be conducted in accordance with company policy.

ARTICLE 25: NON-DISCRIMINATION

It is the intent of the Company and the Union to provide employees with a working environment that is free from all forms of discrimination which is or which may become unlawful during the period of this Agreement. To this end, the parties agree to comply with all applicable laws, statutes and regulations concerning non-discrimination in employment.

ARTICLE 26: SECURITY

The Union recognizes that the Company may now have, or may incur in the future, obligations with respect to the security of information and materials under contract with the government. The Union agrees that nothing contained in this Agreement shall place the Company in violation of security agreements with the government.

It is understood by and between the parties hereto that as a necessary condition of continued employment, employees shall be subject to investigation for security clearance or national agency check and/or unescorted entry authorization under regulations prescribed by the Department of Defense, or other agencies of the United States government on government work, and that denial of such clearance and/or unescorted entry authorization by such governmental agency shall be cause for release from the Company due to inability to meet job requirements.

It is understood that there shall be no liability on the part of the Company for any release growing out of the denial of clearance and/or unescorted entry authorization by the United States government.

ARTICLE 27: SAFETY

In the absence of sufficient health and safety measures as provided by the USAF, the Company will make reasonable provisions to ensure the health and safety of employees.

ARTICLE 28: SUCCESSORS AND ASSIGNS

This Agreement shall be binding upon and shall inure to the benefit of the parties hereto, their successors and assigns; but in the event the Company ceases to perform on the contract as identified in Article 1, the Company shall be released from all obligations on the project(s) so affected under this Agreement.

ARTICLE 29: EFFECT OF LAW

In the event that now or hereafter there is any State or Federal Law or any directive order, rule or regulations made pursuant, thereto, which is in conflict with any provision or provisions of any agreement between the parties, the same shall supersede such provision or provisions and thereafter shall govern and control the relations and conduct of the parties so long as such law, directive, order, rule or regulations shall remain in force and effect. In the event that this or any other agreement existing between the parties hereto, now, or thereafter requires the approval of any Government authority before becoming effective, the same will and shall be subject to such approval. Furthermore, it is mutually agreed that within thirty (30) calendar days after such provision or provisions become unlawful, the parties shall meet to discuss a modification of such provision or provisions to comply with the law. In all other respects the provisions of this Agreement shall continue in full force and effect for the duration of this Agreement.

ARTICLE 30: DURATION AND TERMINATION

Section l. Expiration Date. This Agreement shall continue in full force and effect up to and including 15 July 2018.

Section 2. This Agreement shall be automatically renewed from year to year after the date in ~ection l above unless notice is given in writing by either the Union or the Company to the other party at least sixty (60) days prior, or prior to subsequent anniversary dates after. If such notice is given, this Agreement shall be open to modification, amendment, or termination, as such notice may indicate.

Section 3. Waiver of Bargaining During Contract Term. The Union and the Company, 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 referred to in this Agreement, or with respect to any subject or matter not specifically referred to or covered in this Agreement, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they negotiate or sign this Agreement.

ARTICLE 31: COMPANY HANDBOOK

The Company and the Union agree to utilize the Company handbook (Revision Date of March 2013)on all issues/language not specifically called out in the CBA.

IN WITNESS WHEREOF, the parties have executed this Agreement by their respective representatives duly authorized on June 23, 2015

Sonoran Technology

Matthew G Merritt Director of Contracting

CM/BD:pc Opeiu 277

AFL-CIO

International Association of Machinist & Aerospace Workers

Craig artin, Directing Business Representative, District 161

Bud Du/worth, Business Representative, District 776

Ray Hollingswort~Negotiating Committee, Dyess AFB

Mark Clark, Negotiating Committee, Barksdale AFB