Appendix_G-USAFA_Mechanics_CBA.pdf

AGREEMENT

October 1, 2013 – September 30, 2017

DOSS AVIATION, INC.

Maintenance Mechanics

And

INTERNATIONAL ASSOCIATION

OF

MACHINISTS AND AEROSPACE WORKERS

LOCAL LODGE 47 -- AFL-CIO

U. S. Air Force Academy

Colorado Springs, Colorado

Appendix G FA8106-14-R-0004

TABLE OF CONTENTS

ARTICLE I - RECOGNITION

ARTICLE II - MANAGEMENT RIGHTS

ARTICLE III - UNION ACCESS TO OPERATIONS

ARTICLE IV - GRIEVANCE PROCEDURE

ARTICLE V - NO STRIKE/NO LOCKOUT

ARTICLE VI - BULLETIN BOARDS

ARTICLE VII - BARGAINING UNIT WORK

ARTICLE VIII – SENIORITY

ARTICLE IX - OFF SITE ASSIGNMENT

ARTICLE X - DRUG AND ALCOHOL TESTING

ARTICLE XI - HOURS OF WORK

ARTICLE XII - OVERTIME

ARTICLE XIII - MILITARY LEAVE

ARTICLE XIV - DUES CHECKOFF

ARTICLE XV - LEAVE OF ABSENCE

ARTICLE XVI - CLASSIFICATION AND PAY

ARTICLE XVII - WAGE RATES

ARTICLE XVIII – HOLIDAYS

ARTICLE XIX – PAID TIME OFF (PTO)

ARTICLE XX - JURY DUTY

ARTICLE XXI - UNIFORMS AND SPECIAL CLOTHING

ARTICLE XXII - HEALTH & WELFARE

ARTICLE XXIII - 401K DEFERRED COMPENSATION PENSION PLAN

ARTICLE XXIV BEREAVEMENT LEAVE

ARTICLE XXV DISCIPLINARY ACTION

Appendix G FA8106-14-R-0004

AGREEMENT

This Agreement made and entered into this 30th day of September, 2013, to become effective 1

October, 2013 by and between Doss Aviation, Inc. (hereinafter referred to as Company) and the

International Association of Machinists and Aerospace Workers, AFLCIO, and its Local Lodge

No. 47 (hereinafter jointly and severally referred to as the Union).

This Agreement shall remain in effect until midnight on September 30, 2017, without reopening rights for any purpose by either party, and shall automatically renew itself from year to year thereafter unless written notice of desire to terminate the Agreement is given by either party at least sixty (60) days prior to September 30, 2017 or at least sixty (60) days prior to any annual expiration date thereafter. If such written notice of desire to terminate is given, the parties may nevertheless mutually agree in writing to an extension of this Agreement for a specified length of time beyond the expiration date.

PREAMBLE

The Parties have entered into this Agreement for the purpose of setting forth in writing the understandings they have reached with respect to wages, hours, and working conditions of the employees covered hereby, as well as to the rights of the Company and the Union, and to provide a peaceful means for the settlement of any disputes which may arise with respect to the interpretation or application of their understandings and agreements as set forth herein.

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 I - RECOGNITION

Section 1. The Company hereby recognizes the Union as the sole and exclusive bargaining representative of all employees of Doss Aviation, Inc. performing work on the Consolidated

Aircraft Maintenance and Tow Services Contract at the U.S. Air Force Academy and at Peterson

Air Force Base, including leadmen, aircraft mechanics, quality control inspectors, schedulers/analysts, clerks and tool and parts/supply clerks, excluding logistics, supervisors, guards, and professionals for the purpose of collective bargaining with respect to wages, hours of work, and other conditions of employment of employees in the bargaining unit as herein defined.

Section 2. If any of the specific provisions of this Agreement are rendered unlawful by changes in the law, the Company and the Union agree to meet and discuss any changes, which may be necessary to conform to the terms of the contract with the requirements of the law. All other provisions not effected shall remain in full force and effect.

Section 3. The Company shall notify the chief steward of all new hires and promotions, their job classifications, department and shift assignments.

Section 4. The specific terms of this contract shall be the sole source of any rights that may be asserted by the Union against the Company.

Appendix G FA8106-14-R-0004

Section 5. If a classification is created or eliminated, the Company shall notify the Union in writing. Within two weeks of this notification the parties shall meet to negotiate the rate of pay for the new classification or the effects of the elimination of a classification. The time limits as set forth in this section may be extended by mutual agreement.

ARTICLE II - MANAGEMENT RIGHTS

Section 1. Except as specifically abridged, delegated or modified by a specific provision of this

Agreement, or any supplementary agreements that may hereafter be made, all the rights, powers and authority the Company possesses prior to the signing of this Agreement are retained by the

Company and remain exclusively and without limitation within the rights of management.

Rights of management include, among other things, but are not necessarily limited to, the right to establish or continue policies, practices and procedures for the conduct of business and from time to time change or abolish any of such policies, practices, or procedures; determine and from time to time re-determine, the number, location or relocation, of its operations and other facilities;

from time to time determine the type of its operations, the methods, processes and materials to be employed and the services to be performed; establish, combine or split up departments or transfer work from one department to another; transfer work from one operation or facility to another; discontinue processes or operations and subcontract work not historically performed by the bargaining unit; determine the number of hours per day or per week , operations shall be carried on, including the starting and stopping times and rotation of shifts and jobs; select and determine the number and class of employees required; assign work to its employees in accordance with requirements determined by management; establish and change work schedules and assignments; determine methods of work measurement and establish standards of work performance; transfer, promote, or demote employees, or layoff, terminate, or otherwise relieve employees from duty for lack of work or other reasons; make and enforce reasonable rules for operations conduct and the maintenance of discipline and from time to time amend, modify or revoke any of such rules; suspend, discharge, or otherwise discipline employees for just cause.

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 this Agreement.

Section 3. The management rights as set forth above are retained by the Company and shall not be impaired by any arbitration award under Article IV of this Agreement.

Appendix G FA8106-14-R-0004

ARTICLE III - UNION ACCESS TO OPERATIONS

Section 1. The Company agrees that the business representative or representative of the

International will be allowed to visit employees while they are on the job in the Company's operations for the purpose of conducting legitimate Union business. Prior to the business representative/International Representative visiting the shop, the Union will notify the site manager or his designee as to the purpose of his visit.

Such visits shall not unduly interfere with production or work being performed.

The union representative shall notify the site manager or his designee when he is leaving the

Company's operations.

Section 2. The Company, if it desires, may have a Company representative accompany the Union representative while he is visiting its operations. The Company shall allow the Union representative privacy upon request for the purpose of conducting Union business.

Section 3. The Company reserves the right to withhold its permission for visits to its operations as set out in Section 1 in the event of abuse of the privilege by the business or acting business representative of the Union.

ARTICLE IV - GRIEVANCE PROCEDURE

Section 1. For purposes of the Agreement, a grievance is defined as a dispute between the

Company and the Union or between the Company and any non-probationary employee covered hereby, with respect to the alleged violation of a specific provision of this Agreement. Grievances as herein defined shall be processed in keeping with the following procedure:

STEP ONE: Both parties encourage the verbal resolution of disputes as quickly as possible.

An aggrieved employee with his steward shall discuss the dispute with his immediate supervisor or, in his absence and if there is no Shift Supervisor, with the Site Manager.

If the grievance has not been satisfactorily resolved within two (2) working days following its presentation to the supervisor or Site Manager, then;

STEP TWO: The grievance may be submitted in writing on a form mutually agreed to by the Company and the Union, containing information set out in Section 3, to the immediate supervisor or, in his absence, with the Site Manager, within five (5) working days following the occurrence which caused the grievance. The immediate supervisor or Site

Manager shall give his written answer to the grievance within three (3) working days after its submission to him in Step Two. Either side may request a meeting to discuss the details of the grievance and attempt to reach a resolution prior to the issuance of the immediate supervisor's or Site Manager's written answer. In the event there is no satisfactory settlement of the grievance at this Step, then;

Appendix G FA8106-14-R-0004

STEP THREE: The written grievance may be submitted to the Site Manager within five (5) working days following answer in Step Two. The Site Manager will discuss the grievance with the Union Grievance Committee consisting of the grieving employee, his steward, and the Union Representative, within five (5) working days following its submission to him. If a Grievance Committee meeting is held during a committee member's scheduled work time, the member will be paid for time spent in the grievance meeting. The Union representative will normally attend this meeting. The Site Manager will give his answer within five (5) working days following the meeting.

STEP FOUR: If there is no satisfactory settlement of the grievance in Step Three, then the

Union or the Company may appeal the same to arbitration by making a written request for such action within not more than ten (10) days following the Site Manager's answer in Step

Three.

No grievance will be considered under the grievance procedure unless it is presented in

Step One within five (5) working days following the occurrence of the event giving rise thereto.

Section 2. The parties understand and agree that the time limits set forth in the various steps of the grievance procedure are essential to the prompt resolution of the grievances.

Accordingly, if such time limits are not abided by, except in those instances where the parties mutually agree in writing to extend such time limits, and in cases where the grievance is not presented within five working days following the occurrence of the event giving rise thereto, the grievance shall be automatically advanced to the next step of the grievance procedure provided, however, there must be a written request for arbitration as above set out.

In cases involving suspension or discharge, Steps One and Two will be waived and the matter taken up with the Site Manager within two (2) working days following such action by the

Company.

Section 3. The grievance form shall contain the following information:

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

2. Approximate date of alleged grievance;

3. Date of first discussion of the grievance with the Supervisor;

4. Date of Supervisor's answer;

5. Nature of grievance;

6. Date of presentation of the written grievance;

7. Section or sections of the contract alleged to have been violated; and

8. Requested remedy.

Section 4. Upon receipt of a notice of desire to take a grievance to arbitration, the parties shall jointly request the Federal Mediation and Conciliation Service to furnish a panel of seven (7) arbitrators for the purpose of selecting an arbitrator.

Appendix G FA8106-14-R-0004

Section 5. Only the Union or the Company may request Arbitration of the other party.

Section 6. Upon receipt of the panel, the parties shall make mutually satisfactory arrangements for the purpose of selecting an arbitrator by the process of alternately striking the names from the list until only one remains. The last remaining member shall serve as arbitrator. The party that picks first will be decided by the flip of a coin.

Section 7. 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 facts 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.

Section 8. The arbitrator's award shall be final and binding upon the Company, the Union, and the employee.

Section 9. The fees and costs of the arbitrator shall be borne equally by the parties. Each party shall otherwise pay its own cost and expenses.

ARTICLE V - NO STRIKE/NO LOCKOUT

Section 1. During the term of this Agreement, the Union, its officers, agents, representatives and members covered by this Agreement, agree that there shall be no strikes, sit downs, slowdowns, stoppages of work or acts of a similar nature which would slow down or interfere with production or operations, and no picketing of any kind, and further agree that they shall not take part in, cause, authorize, instigate, aid, sanction, encourage condone or ratify such actions. Any employee who participates in any of the above shall be subject to discipline up to and including discharge. The

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

Section 2. In the event of any violation of Section 1 of this Article, it shall be the duty and obligation of the Union, its officers, agents or representatives (employee or non-employee) to immediately take all reasonable steps required to bring about an end to such misconduct.

ARTICLE VI - BULLETIN BOARDS

The Company agrees to provide bulletin board space in buildings 9203, 9218, and hangar S-121 at

Peterson Air Force Base for the purpose of posting legitimate Union notices. The Union agrees to provide the immediate supervisor or in his absence the Site Manager, with an advance copy of all notices to be posted.

Appendix G FA8106-14-R-0004

ARTICLE VII - BARGAINING UNIT WORK

Section 1. Supervisors and employees not covered by this Agreement shall not perform work normally performed by employees in this bargaining unit, except-in cases of emergency, research work, experimental work, job instruction, cross training, or systems evaluation. Supervisors and employees not covered by this Agreement may perform work normally performed by bargaining unit employees when performing that work is exploratory in nature or for the purpose of determining severity or existence of defect and effort required for repair. The term “emergency” is defined to mean an unforeseen combination of circumstances which call for immediate action.

Work performed by supervisors and non-bargaining unit employees pursuant to this Article is not intended to reduce work or overtime hours or result in the replacement of bargaining unit employees.

Section 2. The Company agrees that all service repair and maintenance work on aircraft pertaining to the Company's contract for the Consolidated Aircraft Maintenance and Tow Services

Contract with the United States Government will be performed by employees of the bargaining unit and no such work usually and normally performed by employees of the bargaining unit will be contracted out to other parties except where the Company does not have the necessary facilities or equipment, and/or has historically subcontracted such work. Any aircraft that must be recovered within a 100 mile radius of USAFA will be done so by bargaining unit employees unless there are none reasonably available.

Section 3. This Article shall not be construed to prevent employees outside the bargaining unit from performing work normally within their regular duties.

Section 4. All employees, whether working/assigned as an IA or not, will be permitted to perform the minimum amount of work in order to maintain certification as IAs with the approval of the Union Steward at the affected facility.

ARTICLE VIII – SENIORITY

Section 1. - Definitions

a. Bargaining Unit. All Doss Aviation, Inc. employees covered by this Agreement.

b. Departments. For the purposes of this Agreement, the bargaining unit is comprised of seven (7) individual departments.

U.S. Air Force Academy (USAFA) Soaring Section – comprised of all covered mechanics physically located at the USAFA and working on aircraft for the soaring program and flying team

U.S. Air Force Academy T-53 Section – comprised of all covered mechanics physically located at the USAFA and working on aircraft for the powered flight program

Peterson Air Force Base UV-18 Section – comprised of all covered mechanics physically located at PAFB

Appendix G FA8106-14-R-0004

Quality Control Inspectors – comprised of the Quality Control Inspectors

COMBS – comprised of COMBS personnel

PS&D – comprised of PS&D personnel

Clerk – comprised of clerk personnel

c. Seniority. Seniority shall mean an employee's length of continuous service in the same department. If two departments are merged, the seniority date of all affected employee’s will stay the same (as if the departments did not merge). Employees shall accumulate seniority from their date of employment upon successful completion of their probationary period. If application of the preceding sentences results in two (2) or more employees having the same seniority, the employee with the longest period of continuous service working on any portion of what is now the Consolidated Aircraft Maintenance and

Tow Service Contract at the U.S. Air Force Academy and at Peterson Air Force Base shall be deemed most senior. If this does not resolve the matter, then the employee with the lowest four digits in his Social Security number shall be deemed most senior. Seniority shall be applicable only as expressly provided in this Agreement.

d. Seniority Pool. All employees holding the same job classification in the same department shall constitute a seniority pool. In case of a layoff in a department the employee with the least amount of seniority in that seniority pool shall be laid off first.

e. Probationary Period. New employees shall be on probation for the first sixty calendar days, 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 the date of their original hiring.

f. Leadmen. Leadmen positions will be filled by employees designated by the Company on the basis of skills, knowledge, aptitude and potential and not on seniority status/ranking.

Their hourly schedules will be determined by management.

g. Inspector Authorization. IA positions will be filled by employees designated by mutual agreement between the Company and the Union on the basis of certification, skills, knowledge, aptitude and potential. Where all of these criteria are relatively equal, then seniority shall be the controlling factor.

h. Expeditor. Expeditor positions will be filled by employees designated by the Company on the basis of skills, knowledge, aptitude and potential and not on seniority/ranking.

Section 2. - Layoff

a. Determination of Layoffs. The Company will determine the timing of layoffs, the number of employees to be laid off, and in which seniority pool(s) layoffs will be affected.

If the Company determines that one (1) or more employees in a seniority pool shall be laid off, the Company will lay off the junior employee(s) in the seniority pool. A uniform reduction in the number of hours scheduled in a workweek for all employees in a seniority pool shall not constitute a layoff.

Appendix G FA8106-14-R-0004

b. Notice. The Company will provide two weeks advance notice to those employees affected by any layoff or provide 10 days pay in lieu thereof. This provision shall not apply in the event of an act of God, strike, or civil commotion over which the Company has no control.

Section 3. - Bumping. An employee laid off pursuant to Section 2(a) of this Agreement, may bump an employee with less seniority in their seniority pool.

If an employee takes layoff in lieu of exercising his right to bump another employee, that employee will lose his right to displace another employee based on his seniority or recall rights.

Section 4. - Employees who are displaced due to a layoff will be given priority for vacancies that they are qualified to fill in other seniority pools after the bid period for the vacancy has closed.

Employees that fill these vacancies will serve a probationary period and will accrue seniority based on the date that they began work in the new seniority pool. Employees who return to their original seniority pool will lose all other seniority.

Section 5. - Recall

a. Order of Recall. If the Company determines to fill a vacancy in a seniority pool from which employees are laid off, such employees shall be recalled in the reverse order of layoff.

Employees recalled from lay-off shall be returned to the job to which their seniority and qualifications entitle them.

b. Notice of Recall. The Company will forward notice of recall by 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 three

(3) calendar 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 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 terminated.

Section 6. - Termination of Seniority. An employee's seniority shall be terminated and his rights under this Agreement forfeited for the following reasons:

a. Discharge for just cause, quit, retirement, or resignation.

b. Failure to give notice of intent to return to work after recall within the time period specified in Section 5(b) of this Article, or failure to return to work on the date specified for recall, as set forth in the written notice of recall.

c. Except for layoff, time lapse of twelve (12) months, or for a period equal to the employee's seniority (whichever is less) , since the last day of actual work for the

Company, regardless of reason.

Appendix G FA8106-14-R-0004

d. Failure to return to work upon expiration of a leave of absence.

e. Layoff for a period of twenty-four (24) months or for a period equal to the employee's seniority, whichever is less.

Section 7. - Seniority List. Lists showing bargaining unit seniority shall be posted the first week of

October and updated as needed with a copy forwarded to the Union. The Union shall have the right to contest the accuracy of this list under the provisions of Article IV within thirty (30) days of the date that it is posted. Otherwise, the seniority list may not be contested by either party until it is next posted.

Section 8. - Return of Personnel to the Bargaining Unit. A person who, after transfer or promotion out of the bargaining unit, remains in the continuous employ of the Company, may be transferred, at the sole option of the Company and notwithstanding any other provision of this Agreement, to any designated job classification in the bargaining unit previously held by the person, provided that such transfer occurs within 90 days of the employee's transfer or promotion out of the bargaining unit. If the transfer of such a person to the bargaining unit requires the layoff of an employee, the employee with the least seniority in the seniority pool to which the transfer occurs will be laid off;

provided that, if the transferee does not have more seniority than the employee with the least seniority in that seniority pool, the Company may not effect the transfer.

Section 9. - Shift Changes. The Company and the Union agree to the principle that shift preference for vacant positions shall be given to senior employees when qualifications, rate of pay, and all other factors are equal. An employee who exercises his seniority rights under this section may not request another shift change for at least six (6) months.

Section 10. - Promotions within the Bargaining Unit. Except as set forth in Section l (f) and (h), promotions will be based on seniority provided that the employee is fully qualified to assume the duties of the position to which the promotion is to occur. Whenever the Company decides to fill a new or existing job within the bargaining unit, it will post the notice of vacancy or job opening for a period of not less than three (3) working days. Employees who work in the bargaining unit where the vacancy or opening is located may submit electronic applications during the posting period. The Chief Steward may submit electronic applications on behalf of absent employees who have previously authorized this action in writing.

From among employees qualified for a posted job, who submit applications for the job, the

Company will award the position to the most senior qualified employee. If there are no applications submitted by qualified employees, the Company may hire from outside. An employee who is unable to perform the job to which he applied to the satisfaction of the Company within thirty (30) days after beginning the job, shall be returned to the job classification he held at the time of applying. The Company shall then award the job to the next senior qualified applicant from the original job posting should another qualified applicant exist. If not, the

Company shall repost the job before hiring from the outside.

Section 11. - Annual Shift Bid. In December of every year, the Company shall post an annual shift bid for the following year to become effective on January 1 of each succeeding year. Employees, Appendix G FA8106-14-R-0004 by seniority order, with the senior employee going first, will select the shift of their choice within their respective classifications.

ARTICLE IX - OFF SITE ASSIGNMENT

Section 1. When an employee is assigned to work away from the primary maintenance site he shall be paid as provided in this Agreement for all time actually spent on traveling to and from the job assignment and shall be reimbursed for necessary expenses incurred in the course of such employment. Basic wage rate for hours worked to include a minimum of eight (8) hours per day for duration of off site effort. The selection of employees will be made from a rotating pool of qualified volunteers with no restrictions or regard to Article 12, Overtime. In the event qualified volunteers do not step forward, the company will select qualified employees based on seniority, selecting the most junior employee first, 2 nd least senior employee etc., etc., until the rotation comes back to the least senior employee.

Section 2. The company shall provide a vehicle for employees to drive to and from the job assignment for job assignments less than 500 miles away from the primary maintenance site. The company reserves the right to dictate the mode of transportation, understanding and honoring current “hold harmless” agreements pertaining to travel on military aircraft, when supporting time sensitive travel requested by the government customer. Employee travel expenses shall be reimbursed in accordance with the U.S. Government Joint Travel Regulations (JTR).

Section 3. Employees authorized to use their own vehicle for travel shall be reimbursed at the U.S.

Government JTR rate.

ARTICLE X - DRUG AND ALCOHOL TESTING

The Company and the Union agree to comply with and support all Federal Aviation Agency and

Department of Defense Contractor regulations and requirements as they relate to drug and alcohol testing of FAA Repair Station /Department of Defense contracted employees and employees performing aircraft maintenance or preventative maintenance duties. Required testing will be done in accordance with the Doss Aviation, Inc. Drug Free Workforce and Workplace Policy.

ARTICLE XI - HOURS OF WORK

Section 1. The purpose of this Article is to define the normal hours of work but nothing in this

Agreement shall be construed as a guarantee of hours of work or pay for any period with the exception of off site effort as defined in Article IX, Section 1.

Section 2. The employee's normally assigned work day for each shift shall consist of 8 consecutive hours, exclusive of lunch for each shift in the 24 consecutive hour period following his assigned starting time of his respective shift on his first scheduled work day.

Section 3. The "regular" assigned workweek shall consist of 40 hours, 5 consecutive days, beginning on Monday. An odd workweek may be assigned as flight operations dictate. The "odd" assigned workweek shall consist of 40 hours, 5 consecutive days beginning on a day other than

Appendix G FA8106-14-R-0004

Monday. Whenever possible, adjustments to the odd workweek will be discussed in advance with the Union.

Section 4. Determination of starting time and hours of work shall be made by the Company and such schedules may be changed temporarily to suit varying conditions of business. When military flying schedules change, the Company may temporarily change hours of work and work schedules of the employees to coincide. If the Company must reassign an employee to a different shift, the reassigned employee shall be the least senior employee in that classification on that shift.

Although this article grants the Company the flexibility to change the hours of work schedules to meet the work requirements, it is the intent of the parties hereto that employee work schedules will be stabilized as much as possible and will normally be changed only as flying schedules are changed.

Section 5. Employees will be allowed to take reasonable break periods not to exceed fifteen (15) minutes during the first part and second part of their shift consistent with work requirements.

Employees who are scheduled to work more than a ten-hour shift will be allowed to take an additional break period. Employees shall work up to the start of the break period and. be at their place of work at the end of the break period. Employees will be given reasonable time to clean up their work stations and put away their tools prior to the end of the shift.

Section 6. The Company will use one-tenth of an hour (6 minutes) as a unit in computing tardiness. If an employee reports to work from one to six minutes late, the employee will lose one tenth of an hour (6 minutes); any tardiness beyond 6 minutes, the regular procedure of computing the time in multiples of 6-minute intervals will apply. The foregoing shall not be considered as a limitation on the right of the Company to take disciplinary action for repeated or unexcused tardiness.

Section 7. When an employee arrives at work earlier than the normal starting time for his shift the employee shall not record time on the time record prior to 6 minutes before the shift starting time.

No payment will be made for early starting unless the supervisor or leadman has requested that the employee start to work at a time earlier than the normal starting time and such time is approved.

Section 8. All employees must comply with the company’s time charge policy.

Section 9. An employee shall be expected to be at his workstation ready for work at the beginning of his shift and shall be expected to continue working until the end of said shift except as provided for in Section 5.

Section 10. A lunch period will be established and designated by the Company for a period of thirty consecutive minutes, at approximately the mid-points of the shifts, in keeping with sound work practices and efficiency.

Section 11. The parties agree that there are circumstances that create hardships for employees that can be reduced by permitting the employee to work a different shift. Examples include family

Appendix G FA8106-14-R-0004 illnesses, changes in childcare responsibilities and legal problems. To address this problem, the parties agree that the Site Manager and the Chief Steward may by mutual agreement waive the seniority provisions for shift assignments on a temporary basis. Such waivers will be limited to a maximum period of one month. This waiver may or may not require another employee to be temporarily displaced. In the event that it does, the Company will seek volunteers first, and if there are none, then the least senior employee regularly assigned to the shift will be moved for no more than one month.

Section 12. Should Peterson Air Force Base or the United States Air Force Academy be delayed or closed for Non-Essential Personnel, the Company agrees that they will pay the affected employees for their normal eight (8) hour day. If the 306FTG is delayed or authorized as early release then Doss management reserves the right to release or delay shifts as deemed necessary and will pay the affected employees for their normal eight (8) hour day.

ARTICLE XII - OVERTIME

Section 1. Employees shall be paid their regular hourly rate multiplied by one and one-half (1-1/2) for all hours paid in excess of forty hours in any one pay week. For purposes of this article, each pay week shall begin at 0001 on Saturday and end 168 hours later at midnight on Friday.

Section 2. Overtime shall be distributed as equally as possible and practicable among qualified employees and subject to the individual's availability for work. The Company will endeavor to assign overtime work on a voluntary basis but employees must work overtime unless excused by their supervisor. The company will attempt to give advance notice of required overtime. The

Union Steward shall be responsible for accurately maintaining the overtime equalization list for each department and when overtime is necessary, except as noted in Section 4, inform the

Supervisor as to who is next in the rotation. The Steward is responsible for meeting the overtime manning requirements of the Company and if there is a need for overtime at the end of the shift, the Steward will inform the Supervisor as to who is next in rotation from the employees available on that shift.

Section 3. There shall be no pyramiding or duplication of overtime.

Section 4. Continuity at the end of the shift for overtime purposes with no regard to equalization will be allowed as long as the Company reports the overtime to the Union Steward.

Should the same employees develop a consistent pattern over a short period of time, they will be prohibited from working any additional continuity overtime until everyone else on the shift has had an opportunity to catch up in hours offered.

Section 5. When an employee signs up for overtime on the provided signup sheet, if he/she discovers that they cannot work that shift, it is their responsibility to find a qualified replacement to work that voluntary shift.

Appendix G FA8106-14-R-0004

Section 6. An individual with less total overtime can bump another as long as he is fully qualified to perform in that position. However, bumping cannot be done within seven days of the overtime work day unless agreed to by both individuals involved.

ARTICLE XIII - MILITARY LEAVE

Any employee entering the Military service for military training or service in accordance with the provisions of the existing selective service acts and other applicable laws will be restored to service in accordance with such laws.

An employee who is a member of a reserve component of the Armed Forces, who is working an odd shift as described in Article XI, Section 3 and whose weekend duty coincides with a scheduled work day, shall be afforded an opportunity to make up that 8-hour period missed due to Reserve duty requirements. The employee shall notify the company in writing of his weekend duty and shall be afforded this opportunity within the same workweek as described in Article XI, Section 3.

In the event that employee is not afforded the opportunity, they shall be paid his normal straight time earnings, including shift differential where applicable.

ARTICLE XIV - DUES CHECKOFF

Section 1. Upon receipt of a signed authorization of the employee involved, the Company shall deduct from the employee's pay the initiation fee, if any; and dues payable by him to the Union during the period provided for in said authorization.

Deductions shall be made on account of initiation fees, if appropriate, from the first pay of the month after receipt of the employee’s authorization. Deductions shall be made on account of

Union dues from the first pay check of the employee after receipt of the authorization and monthly thereafter from the first pay of the employee in each month.

Section 2. The sums deducted as stated above shall be forwarded to the designated financial officer of the Union no later than the 20th day of the month in which the deductions are made.

Section 3. 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 XV - LEAVE OF ABSENCE

Leaves of absence shall include Family Leave and Other Leave and will be administered in the following manner:

FAMILY AND MEDICAL LEAVE ACT

Appendix G FA8106-14-R-0004

The Family and Medical Leave Act (FMLA) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons. The company must comply with all current FMLA regulations. Employees should contact HR or the Wage and Hour Division of the Department of Labor for additional information.

LEAVE OF ABSENCE

The Company upon request by an employee may grant leaves of absence without pay, for a period not to exceed ninety (90) days. Employees are required to use their accrued PTO before unpaid leave is taken.

Applications must be made online. The application must state the reason for the requested unpaid leave. Except in cases of emergency, employees must request such unpaid leaves at least five (5) work days prior to the date the unpaid leave would begin.

Employees on unpaid leaves of absence shall continue to accrue seniority while on leave. An employee shall lose his seniority and be terminated for the following:

1. Failure to return from a leave of absence on the agreed upon date;

2. Falsifying a reason for a leave of absence, and/or

3. Becoming gainfully employed during a leave of absence without prior approval from the

Company and the Union.

Any extensions past the ninety (90) days as provided for must be by mutual agreement between the

Company and the Union.

ARTICLE XVI - CLASSIFICATION AND PAY

Section 1. All work coming within the scope of this Agreement will be classified to fit the classifications herein established and listed on the accompanying wage chart and all employees covered by this Agreement will be classified in accordance with the job they perform.

Section 2. Employees temporarily working in a higher classification than their own for two hours or more, will receive the higher rate. Employees temporarily working in a lower rated classification than their own will continue to receive their own rate. Classification refers to the 5 classes of employees to include the Aircraft Mechanics, Quality Control Inspectors, Tools &

Parts/Supply Clerks, Schedulers/Analysts and Clerks. Employees regularly assigned to a lower rated classification will receive the pay rate for that classification.

Section 3. All wages payable to employees hereunder shall be paid each two (2) weeks and pay checks will be available online.

Appendix G FA8106-14-R-0004

Section 4. Part time employees are not eligible for paid time off (PTO). The Company agrees that no more than six percent (6%) of the employees will be part time at any one time. Part time employees cannot work more than twenty-eight (28) hours on average.

Part time employees will be laid off prior to any regular full time employee in the same department and part time employees may not be added to a department that has a regular full time employee on layoff status.

ARTICLE XVII - WAGE RATES

The following hourly basic wage rates will be effective for the period of this Agreement and apply to all bargaining unit employees.

WAGE RATES

The following hourly wage rates apply to each class of employee during the referenced time periods.

HOURLY RATE

2% 2.25% 2.5% 3%

CLASS EMPLOYEE 1 Oct. 13

30 Sept. 14

1 Oct. 14

30 Sept 15

1 Oct. 15

30 Sept. 16

1 Oct. 16

30 Sept. 17

Aircraft Mechanic $28.88 $29.53 $30.26 $31.17

Quality Control Inspectors $31.78 $32.50 $33.31 $34.31

Tool & Parts/Supply Clerk $23.48 $24.01 $24.61 $25.35

Schedulers/Analysts $24.33 $24.87 $25.50 $26.26

Clerks $22.79 $23.30 $23.88 $24.60

A. Shop Leadmen shall receive a differential of $2.75 per hour worked as a Shop Leadman in addition to the basic wage rate of their classification. Employees who replace Shop Leadmen on a temporary basis will receive the lead differential for all hours worked as a Shop Leadman.

B. Expeditors shall receive a differential of $1.50 per hour worked as an Expeditor in addition to the basic wage rate of their classification. Employees who replace Expeditors on a temporary basis will receive the Expeditor differential for all hours worked as an Expeditor.

C. Designated IAs receive a differential of $1.50 per hour worked in addition to the basic wage rate of their classification.

D. Employees who are assigned to the 2 nd shift shall receive a shift premium of $.65/hr above their classification rate of pay for all hours paid.

E. Employees who are assigned to the 3 rd shift shall receive a shift premium of $1.00/hr above their classification rate of pay for all hours paid.

ARTICLE XVIII – HOLIDAYS

Appendix G FA8106-14-R-0004

The following ten days each year are to be paid holidays and employees will receive eight (8) hours pay at their basic wage rate.

New Years Day Labor Day

Martin Luther King Day Columbus Day

President’s Day Veteran’s Day

Memorial Day Thanksgiving Day

Independence Day Christmas Day

Any holiday falling on a Saturday or Sunday will be celebrated on the day set by the federal government. The government may occasionally switch or substitute holidays. In order to support government operations the newly designated date will be treated as a holiday and the normal holiday will be treated as a regular work day.

Employees will receive such holiday pay provided they work or are on approved paid absence, either the day before such holiday, or the day after such holiday.

Employees who work on a paid holiday will receive 1 1/2 times their normal hourly rate of pay for each hour worked on the holiday, in addition to the paid holiday.

Employees required to work on holidays who fail to report to work will not be entitled to holiday pay, unless the absence is approved by the maintenance supervisor.

Part time employees will receive a proportion of the holiday benefits due full time employees based on the number of hours each such employee worked in the workweek in which the holiday occurs.

ARTICLE XIX – PAID TIME OFF (PTO)

Section 1. The PTO year for eligibility and service credit shall be from hiring anniversary date to anniversary date.

An employee may not receive pay in lieu of PTO. An employee's previously established and unbroken continuous service with prior contractors and with the Company will be used in computing an employee's credited service for PTO accrual purposes.

Section 2. PTO will be provided as follows:

An employee with less than one year of service will accumulate PTO at the rate of 5.23 hours per pay period and may carry over a maximum of 120 hours from the end of one calendar year to the next.

An employee with more than one year but less than three years will accumulate PTO at the rate of 6.768 hours per pay period and may carry over a maximum of 140 hours from the end of one calendar year to the next.

Appendix G FA8106-14-R-0004

An employee with more than three years but less than ten (10) years will accumulate

PTO at the rate of 8.307 hours per pay period and may carry over a maximum of 200 hours from the end of one calendar year to the next.

An employee with more than ten (10) years will accumulate PTO at a rate of 9.845 hours per pay period and may carry over a maximum of 240 hours from the end of one calendar year to the next.

An employee with more than twenty (20) years will accumulate PTO at a rate of

11.392 hours per pay period and may carry over a maximum of 260 hours from the end of one calendar year to the next.

Mechanics PTO Accrual

Year Per Pay Period Accrual Annual Max Carry Over (maximum as of 12/31)

0 – 11 mo’s 5.23 135.98 120 hours

1 - 2 6.768 175.968 140 hours

3 – 9 8.307 215.982 200 hours

10 – 19 9.845 255.97 240 hours

20+ 11.392 296.192 260 hours

An employee must receive pay for time worked or approved time off during a pay period in order to accrue PTO. Part time and temporary employees do not accrue PTO.

Section 3. The Company shall retain the final right to approve, deny, schedule, and cancel all

PTO. PTO requests will be submitted to the Site Manager, Maintenance Manager or employee’s leadmen by the first working day of the month in which the leave is desired if the leave is for one week or more. For unexpected uses of PTO, the employee should coordinate with his manager at least an hour in advance.

Section 4. If the Company cancels an employee’s PTO and the employee is not permitted to reschedule his PTO before the end of his anniversary year because of production requirements, the employee shall be permitted to carry the PTO time that was cancelled over into the next year. In such cases, the employee must use the PTO time, which has been carried over within the first six months of the New Year.

Section 5. Terminating employees will be paid an amount equal to their unused accrued

PTO.

Section 6. Should a serious illness or injury require absence from work in excess of three (3) consecutive workdays, for treatment or convalescence, Doss may require a certificate of fitness rom a medical doctor prior to the employee’s return to work.

Section 7. The combined vacation and sick/personal leave balances will be the beginning

PTO balances as of October 1, 2013. In an effort to allow employees to use their PTO, at the beginning of this contract (10/1/13) employees will have two years to use/accrue PTO without

Appendix G FA8106-14-R-0004 maximum carry over limits being enforced. However, as of 12/31/2015 the maximum limits as defined in this section will be enforced.

ARTICLE XX - JURY DUTY

Section 1. The Company will cooperate with local, state and Federal courts permitting employees to serve on juries and will compensate each employee at their basic wage rate for their classification for up to five (5) days of service. Employees will turn over to the

Company any amount of other pay received from such service. If an employee is needed to serve on extended jury service, the Company will work with the employee to make sure he/she is not negatively impacted by a loss of pay.

Employees who fail to provide at least one week's advance notice to their supervisor will not receive this benefit.

Section 2. Any employee who responds to such a call and loses time, but is not used as a juror, shall nevertheless, be reimbursed for necessary time lost. Total reimbursement shall not exceed eight (8) hours per day or forty (40) hours per week.

Section 3. Upon dismissal from jury, the employee shall return to work as soon as is reasonably possible, except he shall not be required to return if he has remained on jury duty for over five (5) hours on the day of dismissal.

Section 4. Employees who are scheduled to work an early shift need not report to work on the day that they report for jury service.

ARTICLE XXI - UNIFORMS AND SPECIAL CLOTHING

1. Uniforms

All employees are required to wear and maintain a distinctive Company uniform.

Each mechanic and COMBS personnel will receive eleven trousers and eleven shirts, or eleven pairs of overalls, or any combination of the above not to exceed a total of eleven. The Company will provide uniform maintenance for the trousers and shirts, either long sleeved or short sleeved, furnished to each employee. This uniform maintenance will include a laundry service, uniform repair, uniform replacement when the uniform is worn or damaged to the point it cannot be repaired, or when the uniform size required by the employee changes. Each new employee, full time or part time, shall be provided with this service. These uniforms will remain the property of the Company and should the employee terminate, the uniforms will be returned to the Company.

PS&D and QC Department employees will be provided seven shirts and seven trousers per year to keep, clean and use at their discretion.

2. Jackets

Appendix G FA8106-14-R-0004

The Company will provide each new full time employee a jacket. The jacket will remain the property of the Company and should the employee terminate, the jacket will be returned to the

Company.

Should a parka or jacket become…