Attachment_10_C-12_Wage_Determinations.docx

USAF C-12

Contractor Logistics Support

PART III – LIST OF DOCUMENTS, EXHIBITS AND OTHER ATTACHMNETS

SECTION J

Contract: FA8106-15-R-0007

ATTACHMENT 10 – WAGE DETERMINATIONS

1. APPLICABLE WAGE DETERMINATIONS

The 2015 Wage Determinations applicable to this solicitation/contract are in accordance with FAR clause 52.222-43, Fair Labor Standards Act and Service Contract Labor Standards – Price Adjustment (Multiple Year and Option Contracts) (May 2014). They are as follows:

WAGE DETERM NO. REVISION AREA COUNTY

Note: Wage Determinations can be located at: http://www.wdol.gov/Index.aspx

2. APPLICABLE COLLECTIVE BARGAINING AGREEMENTS

In accordance with FAR 22.1002-3 – Wage Determinations Based on Collective Bargaining Agreements, Successor contractors performing on contracts in excess of $2,500 for substantially the same services performed in the same locality must pay wages and fringe benefits (including accrued wages and benefits and prospective increases) at least equal to those contained in any bona fide collective bargaining agreement entered into under the predecessor contract.

As a result, the following Collective Bargaining Agreements are applicable as follows:

3. REVISIONS AND UPDATES

In the event applicable Wage Determinations or Collective Bargaining Agreements are updated or revised, the Government will determine the most feasible and logical time to incorporate the applicable revision(s) into the solicitation/contract.

Contract: FA8106-15-R-0007 (5 Feb 16) image2.emf

Elmendorf_AFB_AK_CBA.pdf

COLLECTIVE BARGAINING

AGREEMENT

between

L-3 COMMUNICATIONS

VERTEX AEROSPACE LLC

C-12 PROGRAM

Elmendorf AFB, Alaska and

INTERNATIONAL ASSOCIATION

OF

MACHINISTS AND AEROSPACE WORKERS

LOCAL LODGE NO. 1690

Anchorage, Alaska

EFFECTIVE DATE: August 19, 2014 – August 18, 2017

TABLE OF CONTENTS

PREAMBLE ……………………………………………………………………………………………. 1

ARTICLE 01.00 - INTENT AND PURPOSE …………………………………………………………. 2

ARTICLE 02.00 - MANAGEMENT RIGHTS ………………………………………………………… 3

ARTICLE 03.00 - UNION RECOGNITION ………………………………………………………….. 4

ARTICLE 04.00 - SHOP STEWARDS ……………………………………………………………….. 5

ARTICLE 05.00 - UNION SECURITY / AGENCY ………………………………………………….. 7

ARTICLE 06.00 - NON-BARGAINING UNIT PERSONNEL ………………………………………. 8

ARTICLE 07.00 - SENIORITY ……………………………………………………………………….. 9

ARTICLE 08.00 - PROMOTIONS / BIDDING / TRANSFERS ……………………………………... 11

ARTICLE 09.00 - LEAVES OF ABSENCE ………………………………………………………….. 12

ARTICLE 10.00 - HOLIDAYS ……………………………………………………………………….. 15

ARTICLE 11.00 - VACATION …………………………………………………………………….… 16

ARTICLE 12.00 - OVERTIME ……………………………………………………………………….. 18

ARTICLE 13.00 - ABSENCE FROM WORK ……………………………………………………….. 19

ARTICLE 14.00 - HOURS OF WORK ………………………………………………………………. 20

ARTICLE 15.00 - GOVERNMENT SECURITY / RESPONSIBILITY …………………………….. 21

ARTICLE 16.00 - NO STRIKE / NO LOCKOUT …………………………………………………… 22

ARTICLE 17.00 - GROUP INSURANCE ……………………………………………………………. 23

ARTICLE 18.00 - RETIREMENT PLAN ……………………………………………………………. 25

ARTICLE 19.00 – UNIFORMS ……………………………………………………………………… 27

ARTICLE 20.00 - OFF-SITE DETACHMENTS …………………………………………………….. 28

ARTICLE 21.00 - DISCIPLINARY ACTION ……………………………………………………….. 29

ARTICLE 22.00 - GRIEVANCE AND ARBITRATION ……………………………………………. 30

ARTICLE 23.00 - SICK LEAVE …………………………………………………………………….. 32

ARTICLE 24.00 - INSTALLATION OF NEW AND REVISED JOB CLASSIFICATIONS ………. 33

ARTICLE 25.00 - BEREAVEMENT LEAVE / JURY DUTY ……………………………………… 34

ARTICLE 26.00 - WAGE RULES …………………………………………………………………… 35

ARTICLE 27.00 - SAFETY …………………………………………………………………………... 36

ARTICLE 28.00 - TEMPORARY ALTERNATE WORK …………………………………………… 37

ARTICLE 29.00 - GENERAL ………………………………………………………………….……... 38

ARTICLE 30.00 – DURATION ………………………………………………………………………. 39

APPENDIX A …………………………………………………………………………………………. 40

Preamble

This Agreement is made and entered into this 18th day of August 2014 by and between L-3 Communications Vertex Aerospace LLC, (hereinafter referred to as the Company) and the International Association of Machinists and Aerospace Workers, District Lodge 160 (hereafter referred to as the Union).

It is understood wherever in this Agreement the masculine gender is used, it shall be recognized as referring to both males and females.

Article 01.00 Intent and Purpose

01.01 It is the intent and purpose of the Company and the Union to set forth herein the entire Agreement with respect to wages, hours, and working conditions as relates to the government contract covered by this Agreement.

01.02 It is the intent of the parties to provide for the efficiency of the operations and maximum production of the employees under methods, which further the safety of all affected parties, the efficiency and economy of operations and the continued employment under conditions of reasonable hours, compensation and working conditions as contained herein so that operations will be uninterrupted and duties faithfully performed in order for the Company and its employees to fulfill their mutual and vital responsibilities to both the public and to the Government with due regard to competitive conditions.

01.03 It is recognized by the Agreement to be the duty of the Company, the Union and the employees to cooperate fully, both individually and collectively, for the advancement of said conditions; and to provide a grievance procedure for the settlement of the employee's grievances; and to provide that there shall be no interruptions and/or impeding of operations during the term of this Agreement.

01.04 The Union recognizes that the Company is a contractor to the U.S. AIR FORCE and that the

Company is required at all times to meet its contractual obligations. Nothing in this Agreement will prevent the Company from meeting its obligations and responsibilities as a Government contractor. The Union and the Company agree to comply with the requirements that the U.S.

AIR FORCE may impose on the Company and its employees to the degree necessary, subject to rebuttal by either or both parties through the grievance and arbitration procedures and/or the courts, if deemed necessary. Nothing in this paragraph constitutes a waiver of the Union’s right to negotiate terms and conditions of employment.

Article 02.00 Management Rights

02.01 The Company shall retain the exclusive authority, rights and powers to manage its business and direct the workforce. Such authority, rights and powers include, but not limited to, the right to hire, assign, transfer, promote, reclassify, layoff, discipline for cause (including suspension and discharge); determine work schedules, the qualifications of employees; to establish and modify rules and regulations not in conflict with the terms of this Agreement; to close down, curtail, or move the business or any part thereof; to discontinue its business in whole or in part;

to sell or dispose of any part of the business, to introduce new or changed methods; to determine the means of service or production; and to otherwise manage the operations and direct the workforce.

02.02 The Union and employees shall be notified prior to the enforcement of new work rules or changes in existing work rules and changes in conditions of employment will be negotiated.

The Union reserves the right to pursue through the Grievance and Arbitration procedures, as spelled out in this Agreement, rules which it believes to be unreasonable.

02.03 Except as modified by this Agreement, all rights, powers or authority, which the Company had prior to the signing of this Agreement are retained by it. No relationship between the parties shall be construed to create any implied limitation on the Company's authority, rights, and powers.

Article 03.00 Union Recognition

03.01 Union Recognition:

The Company recognizes the Union certified by the National Labor Relations Board in case

no. 19-RC-14255 as the exclusive representative of all Maintenance employees as follows:

a. Included: All A/C Mechanics employed by the Company.

b. Excluded: All office clerical employees, Supervisors and other employees as defined by the Act.

03.02 The Company acknowledges the Union's rights specially designated by the terms of this Agreement, as the employees representative, the Union recognizes its duty to cooperate in any reasonable manner with the Company to support its efforts to assure a fair days work by each employee, to cooperate in combating any practices, which decrease efficiency and to maintain standards of quality and service.

03.03 Union Bulletin Boards:

The Company will provide one (1) Union bulletin (or part of a bulletin board) board for the Union to post official business of the Union. Legitimate Union notices are defined as:

a. Meeting notices

b. Official Union election results

c. Notices of Union appointments

d. Union social events

e. All notices not listed above must be approved by Management

03.04 Additions to Workforce:

Additions to the work force, in accordance with Article 03.01 (to include new or revised classifications) will become bargaining unit employees.

03.05 Savings Clause:

If any of the specific provisions of this agreement are rendered unlawful by changes in state or federal law, the Company and the Union will 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 affected shall remain in full force and effect.

Article 04.00 Shop Stewards

04.01 The Company agrees and it is hereby understood that the Union shall designate and the

Company shall recognize one (1) Shop Steward and one (1) alternate Shop Steward. The Union shall notify the Company in writing on Union letterhead of the individuals so selected.

The alternate Shop Steward shall act in the capacity of the Shop Steward in the event the Shop Steward is absent from the facility. If more than one location or shift is established, the Union is entitled to one (1) additional Shop Steward. If more than one Steward is agreed to by the parties, the Union shall designate one (1) of the existing Shop Stewards as the Chief Shop Steward.

04.02 Subject to other provisions of this Agreement, reasonable and necessary time off from work during straight time work hours shall be authorized without loss of pay or benefits to permit the Steward to carry out his responsibilities under the grievance procedure to employees in their area of representation, providing the carrying out of these responsibilities will not unreasonably interfere with the assigned work duties of the Steward or the employee involved. The Union will ensure that the Steward engages only in those activities, which are authorized by this Agreement. Instances of alleged abuse or misuse of time by the Steward shall be brought to the attention of the Union, who shall take the action necessary to correct the problem.

04.03 Recognizing the mutual benefit of resolving problems at the lowest level, an employee who has an alleged grievance may discuss the matter with the employee's Steward. The necessary time away from the Steward's official work assignment shall be arranged in a manner to minimize interruption of work flow. When the Steward finds it necessary to discuss a problem or labor-management disagreement with a unit employee and/or management official, the Steward shall request permission to leave his/her work assignment from his/her supervisor. The supervisor's permission will be granted unless he determines compelling work commitments dictate otherwise. If permission is initially denied, the supervisor shall establish an alternate time, which shall be no later than the end of the employee's next work day, at which time the Steward can contact the employee.

04.04 The scope of the Steward's activities on Company time shall be limited to the following:

a. To discuss matters of mutual interest between the Company and the Union.

b. To consult with an employee regarding an alleged grievance or the presentation of a grievance for which the employee desires the Steward to be present.

c. To investigate an alleged grievance or a grievance of record before presentation to his supervisor.

d. To present a complaint or grievance to the employee's supervisor in an attempt to settle the matter for the employee or group of employees who may be similarly affected.

e. To meet with the supervisor or other designated representative of the Company when necessary to adjust grievances in accordance with the grievance procedure of this Agreement.

f. During an investigation in which it is determined by supervision that an employee may be subject to discipline, said employee shall be advised of his right to Union representation. If requested, his Steward shall be provided.

04.05 Subject to existing security regulations, the Business Representative or other authorized

Representatives of the Union shall have access to the Company's work areas during working hours for the purpose of investigating grievances that have arisen, attending meetings in accordance with the grievance procedure, and ascertaining whether or not this Agreement is being observed. Before doing so, he/she shall report to the Supervisor or other authorized Company Representative, who shall permit said Representative to enter the Company's premises, provided that such rights shall be exercised reasonably and will not interfere with the normal conduct of the Company's operations. Authorized Representatives of the Union may be escorted by a Company Representative at all times they are on Company premises.

04.06 It is agreed that the Company shall not be required to pay an employee for any time that he/she is taken away from his/her work to serve the Union in any official capacity or to serve on any Union committee, except as provided in the Agreement.

Article 05.00 Union Security / Agency

05.01 All employees in the bargaining unit must, as a condition of continued employment, be either a member of the Union and pay union dues or pay an agency fee to the Union, but not both.

05.02 All employees within the bargaining unit on the effective date of this agreement who are not

Union members must, as a condition of continued employment, pay to the Union while of the active payroll, an agency fee equal to the amount to monthly membership dues, beginning with the month following the month in which they accumulate thirty (30) days continuous service in the bargaining unit since their last date of hire or rehire. Employees entering the bargaining unit or employees who are rehired with seniority or transferred with seniority into the bargaining unit after the effective date of this Agreement who do not become Union members, or having become do not remain Union members, must, as a condition of employment, while on the active payroll, pay such fee to the Union commencing a month following the month in which they accumulate thirty (30) days continuous service in the bargaining unit if such entry is prior to the fifteenth (15th) day of that month or commencing with the month following the month of such entry into the bargaining unit if such entry is on or after the fifteenth (15th) day of that month.

05.03 Employees who are Union members on the effective date of the Agreement shall continue to pay membership dues to the Union as a condition of continued employment while in the bargaining unit and on the active payroll as long as they remain members of the Union.

Employees within the bargaining unit who after the effective date of this Agreement become members of the Union shall pay, while on the active payroll, an original initiation fee and membership dues to the Union, as a condition of continued employment while in the bargaining unit and while remaining a Union member; provided that in no event shall the initiation fee and membership dues exceed the amount specified in the Constitution and/or By- Laws of the Union, but not both.

05.04 Upon receipt of a signed authorization form the employee involved, the Company shall deduct from the employee’s pay an amount necessary to satisfy the financial obligation to the Union for dues or agency fees during the period provided for in said authorization. Deductions shall be made from the first pay of the employee after receipt of the authorization and monthly thereafter from the first pay of the employee in each month.

05.05 Deductions provided in Section 05.04 shall be remitted to the Local Lodge 1690 no later than the tenth (10th) day of the month following the month in which the deduction was made and shall include all deductions made in the previous month. The Company shall furnish Local Lodge 1690 monthly, with a record of those for whom deductions have been made and the amounts of the deduction, and the names of those employees from whom deductions were not made and the reasons they were not made.

05.06 The Union shall indemnify and hold harmless the Company from any and all claims, demands, suits, or forms of liability that shall arise out of or by reason of action taken, or not taken, by the Company for the purpose of complying with any provisions of this article.

Article 06.00 Non-Bargaining Unit Personnel

06.01 Non-bargaining unit personnel may perform the work of or with unit employees, provided such work does not result in layoff, reduction of hours, earning opportunities or benefits.

Article 07.00 Seniority

07.01 Seniority, on the date of contract ratification, will be established as the employee’s date of hire that is continuous service with the Company working on the C-12 Program in the bargaining unit. Any employee hired after ratification of this agreement will have their seniority date established as their date of hire on the C-12 Program at Elmendorf AFB, AK. Employees transferring into this contract and into the bargaining unit from another Company location, will retain their Company service date of hire for vacation and fringe benefits, but would establish their seniority date, for all other purposes, as their date of hire on the C-12 Program at Elmendorf AFB, AK.

07.02 The Company will apply the principle of most senior qualified in its everyday operation relating to promotion, transfer, bidding, overtime, vacation, layoff and recall and other terms and conditions of employment of the bargaining unit.

07.03 Employees, who work in a lower rated classification on a temporary basis, will continue to be compensated at the wage rate of their higher rated classification. Employees, who perform work in a higher classification for any portion of the shift, will be paid the highest wage rate for time worked in the higher classification.

07.04 A new employee shall be in a probationary status until they have completed ninety (90) days from the last date of hire. During the first ninety (90) day period, the Company may transfer, layoff or discharge such employee at will and such action shall not be reviewable through the grievance procedure. After ninety (90) days, the employee will be placed on the seniority roster and his seniority date will revert to the hire date referenced above. Seniority order for employees with common hire dates will be determined by the social security number with the highest last four digits being the most senior.

07.05 Loss of seniority will result under the following:

a. Resignation or quit

b. Retirement

c. Discharge for cause;

d. Failure to return from leave granted with a Leave of Absence

e. Layoff in excess of twelve (12) months

f. Failure by the employee to notify the Company of the employee's intention to return to work in response to a recall notification within forty-eight (48) hours after the receipt of such recall notice, and of the employee's return to work within fourteen (14) calendar days following the receipt of such notice;

g. Transfer or promotion out of the bargaining unit in excess of ninety (90) calendar days

h. Absence from work for three (3) consecutive working days with no contact with the Company, unless excused by the Company

i. Acceptance of employment with another employer while on an approved leave of absence

j. Absence from work due to a workers compensation claim in excess of twelve (12) months

07.06 The Company will post a seniority list once every twelve (12) months (once a year). The list will show each employee's name, hire date, and classification. This provision will not prohibit the Union from requesting seniority lists more frequently than once per year.

07.07 When reducing the workforce, the Company will layoff in reverse order of seniority. The most junior is laid off first. The last employee laid off will be the first recalled.

07.08 The Company will notify the Union and the employees affected of pending layoffs as soon as practicable after a decision has been made but at least ten (10) work days prior to layoff, if possible to do so. Affected employees will be given a layoff notice and will be responsible for notifying the Company of their current address or any address change.

07.09 The Company and Union may mutually agree on seniority dates for individual employees because of unique and special circumstances.

Article 08.00 Promotions / Bidding / Transfers

08.01 A bargaining unit employee who bids and is promoted or transferred and fails to satisfactorily perform the duties of the new job within a period of up to thirty (30) work days, unless extended by mutual written agreement of the parties, will be returned to the classification last held prior to the award of such promotion, provided the classification has not been abolished.

08.02 When a bargaining unit job vacancy occurs within the Company at the C-12 Program at

Elmendorf AFB, AK. The vacancy shall be posted for three (3) workdays. The notice will contain:

a. Job title and wage rate

b. Qualifications required

c. Date and time after which bids will no longer be accepted

d. Work schedule

e. Effective date

08.03 Bids must be in writing and sent to the Site Manager, who will affix the date and time to validate a timely filing. Bids received after the closing date will not be considered.

08.04 The employee awarded the bid will be notified and will report for work on the new bid as of the effective date stated by the Company. The most senior qualified employee who bid will be awarded the bid. Bids will be awarded within five (5) workdays of the bid closing.

Article 09.00 Leaves of Absence

09.01 Limited unpaid personal leaves of absence may be granted by the Company upon request of employees who have completed their probationary period. Such leaves shall be for not less than five (5) workdays and not more than thirty (30) calendar days. Requests for unpaid personal leave of absence must be made in writing and must receive approval by the Company. Accrued vacation must be used before any leave will be approved. A maximum of two (2) extensions may be approved by the Company. However, if the employee does not return to work after the personal leave of absence, the employee shall be terminated.

a. Vacation credits are not earned while on a leave of absence under the provisions of this article.

b. Health insurance may continue for a maximum of sixty (60) days provided the employee pays his/her portion of the premium at least ten (10) days prior to the next month’s insurance coverage.

09.02 Seniority shall continue to accumulate during the approved leave of absence. When an employee has been granted a leave of absence for a specified period of time, it will be the employee’s responsibility to request an extension of such leave prior to expiration if additional time is required. All such extensions must have prior Company approval.

09.03 Leave of absence for legitimate personal health reasons supported by sufficient medical verification will be granted to an employee for a period not to exceed ninety (90) days and will be extended when supported by sufficient medical verification supplied by the employee from a licensed physician. Leaves of absence for personal health reasons will not exceed six (6) months. An employee will be laid off after six (6) months. In the event the employee is released within six (6) months of the date of such layoff and the employee has notified the Company, in writing, of their ability to return to work, the employee will be returned to the classification he/she held at the time such leave was taken providing their classification has not been abolished. If not released to return to work within six (6) months after the date of the layoff, the employee shall be terminated.

a. The Company will abide by the provisions outlined under the Family Medical

Leave Act (FMLA).

09.04 An employee on leave of absence for personal health reasons may return to work prior to or at expiration of such leave upon the written release of a licensed physician provided the employee is able to perform his/her assigned duties safely. Should the Company question the employee's capability to perform the assigned duties safely, the Company may have the employee examined by another physician, prior to returning the employee to work. If the physician selected by the Company and the employee's physician disagree, then the employee shall be examined by a third (3rd) mutually acceptable physician and that physician's decision shall decide the employee's capability. Any such additional examination costs shall be incurred by the Company.

a. While on leave of absence for personal health reasons, the employee shall notify the

Company as to his/her potential of returning to work on a bi-weekly basis, except in those cases where the employee's physician has provided an expected date of return.

b. An employee may be returned to restricted duty at the discretion of the Company, provided the Company is able to accommodate said restrictions.

09.05 Leaves of absence without pay for Union business will be granted to Bargaining Unit employees of the Company, not to exceed two (2) weeks, who are elected or appointed by the Union, to attend such functions as conferences, conventions, and union educational courses, provided at least five (5) work days advance notice is given in writing to the Company, if possible to do so. However, not more than one (1) employee may be on such leave at any time.

09.06 Leaves of absence without pay in workers' compensation injury and legal occupational disease cases will be granted automatically for the full period of legal temporary disability, and seniority will accumulate for the full period of such leave.

09.07 An employee who has completed his/her probationary, who is called to and performs short term active duty of thirty (30) days or less, including active duty training as a member of the United States Armed Forces Reserves or National Guard, shall be paid the difference between the employee's military rate and the employee's straight time hourly rate of pay for a period of up to fifteen (15) scheduled working days per calendar year. The employee must present a copy of the employee's order to the Company as soon as they are received by the employee.

Upon return from active short-term duty, the employee must present pay vouchers so that the calculation of the difference in pay may be computed. The employee will be given a leave of absence for, and will accumulate seniority during such period of service. Employees required to report for military training in excess of thirty (30) consecutive days or those called to active duty shall be reinstated in accordance with the Uniformed Service Employment and Reemployment Rights Act. The parties to this Agreement shall comply with current applicable state and federal legislation regarding military service.

09.08 When leaves of absence are granted, the employee, upon return to active employment, will be returned to his/her classification based upon seniority and qualifications.

09.09 Any member of the Union elected or appointed to a full time Union position shall, upon written request by the Union, be granted a leave of absence for Union activities up to a two (2) year period. Employees on such leave shall retain seniority. Not more than one employee shall be on such leave at any one time. If the employee's group insurance through the Company is to be continued, the Union or the employee shall be required to pay the full monthly insurance premium.

a. When the activities for which such leaves of absence are granted shall cease, the Union shall immediately notify the Company in writing, and if application is made therefore within fifteen (15) days thereafter, such Union member will be given re-employment in a similar position, if same still exists, or a comparable position in accordance with his/her qualifications and seniority privileges, and applicable wage rate at the time of return to the active payroll.

09.10 Any member of the Bargaining Unit shall, upon written request, be granted a leave of absence to pursue and serve in a local, state or federal elective political office. Such leave of absence will be limited to a maximum of two (2) years. During such periods of unpaid leave, the employee shall retain but not accrue seniority.

Article 10.00 Holidays

10.01 Holiday pay is eight (8) hours pay, which is payable at the employee's straight time rate of pay.

The eight (8) hours pay will be considered as time worked for all purposes of this Agreement.

To qualify for holiday pay, an employee must work the last scheduled work day before and the first scheduled work day after the holiday unless excused by management. The following holidays will be observed:

New Year's Day Labor Day Martin Luther King Jr. Day Veterans Day Washington’s Birthday Thanksgiving Day Memorial Day Christmas Day Independence Day 2 Personal Holidays

10.02 Any additional holidays celebrated by the U.S. AIR FORCE at Elmendorf AFB, AK will be recognized as unpaid holidays. Employees may take a paid vacation day, or a day without pay, workload permitting. Each employee is entitled to two (2) personal holidays per calendar year which must be scheduled seven (7) days in advance by mutual agreement with the site supervisor.

10.03 Any observed holiday stated above that falls on a Saturday or Sunday will be observed under the same schedule observed by the U.S. Air Force Elmendorf AFB, AK.

10.04 Any employee required to work on any of the above holidays will be paid for hours worked at one and one half times (1 ½) his normal straight time rate plus eight (8) hours straight time for the holiday.

Article 11.00 Vacation

11.01 Each employee covered hereby shall accrue vacation credits as follows:

a. For vacation purposes, all employees will be entitled to paid vacation which will be based upon years of service on the C-12 Contract at Elmendorf, AFB, AK or with the Company, whichever is earlier and each anniversary date thereafter, shall be the reference point for accrual of vacation. Paid vacation entitlement will be as follows:

1. Employees with one (1) year of continuous service shall be entitled to two weeks

(2) of vacation per year.

2. Employees with five (5) years of continuous service shall be entitled to three (3) weeks of vacation per year.

3. Employees with fifteen (15) years of continuous and above service shall be entitled to four (4) weeks’ vacation per year.

11.02 For the purpose of determining eligibility for accrued vacation credits, vesting shall be defined as follows:

a. The employee must complete one (1) year of service before becoming eligible for vacation.

Vacation is accrued on a twelve (12) month basis.

b. The individual employee’s anniversary date, as established under Section 11.01 and each continuous service anniversary date thereafter shall be the reference date for rate of accruing vacation.

c. Vacation taken by the employee is deducted from the employee’s unused vacation until such vacation is exhausted.

11.03 Vacation pay shall be computed at the employee’s straight-time hourly rate at the time of vacation.

11.04 Employees who are terminated from employment, are laid off or who voluntarily terminate employment after submitting a two (2) week advanced written notice are eligible to receive pay in lieu of vacation for all unused vacation.

a. Employees, who are temporarily laid off, may at their discretion retain their accrued unused vacation for a period of up to, but not to exceed thirty (30) days. At any time during the thirty (30) day period the employee may request in writing and be paid for his/her vacation pay. At the expiration of the thirty (30) day period the employee will be paid for any vacation time that is owed to the employee at the time of layoff.

b. Employees who leave the payroll for the following reasons will be paid pro rata vacation pay at the rate of the appropriate vacation benefit as established in this Article for each completed month of credited service: Disability, retirement, entry into the armed forces or death.

11.05 Vacation must be requested no less than fourteen (14) days in advance and will, insofar as practical, be granted as requested by eligible employees. When conflicts in requested vacation periods arise, the employee having the greater seniority shall be given preference.

However, an employee who has requested and had scheduled vacation approved, will not be displaced by a more senior employee within sixty (60) calendar days of the scheduled start of the approved vacation.

a. Vacation may only be scheduled on the employee’s regularly scheduled work days and only for the amount of hours regularly scheduled on that day to a maximum of eight (8) hours per day.

b. Vacation period of eight (8) hours must be requested a minimum of one (1) day in advance and must be approved.

c. Employees’ request for vacation leave must be approved by the employees’

Lead/Supervisor before such leave is taken. Employees failing to secure such approval, who subsequently fail to report to work as scheduled, will be subject to appropriate disciplinary action for unexcused absence.

d. The maximum allowable length of vacation will be the amount of the employee’s unused vacation at the end of the payroll period immediately preceding the vacation period requested.

e. Employees may carry over up to eighty (80) hours of unused vested vacation from one (1) year to the next.

11.06 It is understood and agreed that employees transferring to the Contract after the date of ratification of the Agreement, shall retain their original date of hire with the Company for the purpose of accrual of vacation credits.

11.07 Paid days of vacation shall be considered as time worked for the purpose of computing pay of overtime.

11.08 For the purposes of establishing service, employees transferred from the Bargaining Unit who return to the Bargaining Unit shall receive service credit for such time outside the Bargaining Unit.

Article 12.00 Overtime

12.01

a. It is understood and agreed that the Company reserves the right to require employees covered by this Agreement to perform overtime work. When such overtime is required, employees involved will be given as much advance notice as practical, but at least thirty

(30) minutes’ notice prior to commencement of the overtime.

b. In the event overtime is required on the employee’s scheduled days off, the Company will give the employee four (4) hours’ notice prior to the end of the previous shift, if possible.

12.02 When the Company determines that overtime work is required, overtime shall be offered to the most senior qualified employee at work. Should the employee decline, the next senior employee will be offered the overtime. It is understood that this method of asking employees to work overtime is only to start the process. After each employee has worked or been asked to work overtime, then the process allows the Company to draft the most junior employee who is qualified to perform the overtime work.

12.03

a. An employee, who has not completed his/her probationary period, will not be assigned any overtime, unless all qualified senior employees have had an opportunity to work the overtime, and it is determined by the Lead/Supervisor if the probationary employee is qualified to carry out the responsibilities to be assigned to the overtime.

b. The overtime rate will be one and one half (1 ½) times the employee’s standard straight time rate of pay for any work in excess of forty (40) hours in any one workweek.

c. All other overtime payments will be in accordance with applicable Federal and State Law.

12.04 Paid Sick Leave and/or vacation and Company holidays will be counted toward computing the forty (40) hour workweek and eight (8) hour workday for overtime

12.05 The Company will attempt to schedule overtime so that employees shall not be required to work more than two (2) consecutive Saturdays or Sundays in a row.

12.06 No provision of the Article shall be construed as a guarantee of any specific hours or overtime hours per week.

Article 13.00 Absence from Work

13.01 Employees shall not leave work prior to the completion of their scheduled hours without prior permission from their supervisor.

13.02 Employees shall not be absent from work without prior permission from their Supervisor, except in cases of illness, injury, or reasons beyond the control of the employee. Giving a false reason for an absence shall be cause for disciplinary action up to and including discharge.

13.03 It is the duty of every employee who, for any reason, will be absent from work on a scheduled workday, or who expects to report for work late, to notify the Company of the reasons therefore, in accordance with the procedures outlined by the Company. Such notice shall be at least thirty (30) minutes prior to the start of the shift.

13.04 Should an employee not have proper cause for failing to report for work or failing to report on time or for failing to report the reason, therefore as provided herein, such failure shall be considered cause for disciplinary action.

Article 14.00 Hours of Work

14.01 No provision of this Agreement shall be considered as a guarantee of any specified number of hours of work, either per day or per week.

14.02 Employees shall receive a meal period of thirty (30) minutes per day, unpaid, taken when work permits.

14.03 The work week for payroll purposes shall consist of seven (7) consecutive calendar days beginning on Saturday and running through the following Friday.

14.04 All employees will receive two (2) uninterrupted paid fifteen (15) minute breaks per day. One

(1) to be taken during the first half of their work day and one (1) to be taken during the second half of their work day.

14.05 In the event any employee is required to work beyond any eight (8) hour workday, the affected employee will receive an additional paid fifteen (15) minute break prior to commencing additional work and during each four (4) hour period of additional work.

14.06 It is understood and agreed by both parties that the USAF Contract is a flextime operation based on the maintenance requirements and flying schedule as dictated by the Government.

Therefore, the Company reserves the right to establish daily work schedules as required.

Article 15.00 Government Security / Responsibility

15.01 The Company and all representatives of the Union having access to the premises and all employees are required to comply with applicable Government security regulations when performing work for the Government.

15.02 The Union and the Company recognize that employees covered hereby are performing services for the U.S. Government in U.S. Government facilities and by use of U.S. Government equipment. The Company is not authorized to maintain, modify, or repair such government facilities and equipment, except as contractually directed.

15.03 Each employee shall be responsible for the reasonable care of the customer and/or Company furnished property or material and will notify the Company of any sabotage, or willful damage to Company, customer or employee property or material.

Article 16.00 No Strike / No Lockout

16.01 Strikes and Lockouts:

The Union agrees that neither it nor any of the employees in the bargaining unit, covered by this Agreement, will collectively or individually engage in or participate in any strike, slowdown, or stoppage if work during the term of the Agreement and the Company agrees that during the term of this Agreement it will not lock out any of the employees covered by the Agreement.

16.02 Union Responsibility:

In the event of any violation of Section 16.01 of this Agreement, 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 an end to such misconduct.

16.03 Employee Responsibility:

If the reasonable steps attempted in Section 16.02 do not return the striking employee(s) to work then the employee(s) may be subject to immediate discharge by the Company.

Article 17.00 Group Insurance

17.01 Medical, Dental and Vision Insurance

The Company will make available a Group Insurance Plan to all employees covered by this Agreement. The Insurance plan will include medical, dental, vision, term life, accidental death and dismemberment insurance, a prescription drug program and short term disability insurance (STD). Medical, dental, vision insurance and a prescription drug program will be available for dependents of all employees. The coverage will begin the first day of hire and will end the last day of work.

17.02 Employee contributions for the L-3 Communications welfare plan for medical, dental and vision insurance will be per pay period as follows:

Medical Dental Vision

Effective 1/1/2015 Effective 1/1/2015 Effective 1/1/2015

Bi-weekly Bi-weekly Bi-weekly

EE $69.23 $2.90 $3.17

EE + Spouse $138.45 $6.32 $7.06

EE + Child(ren) $138.45 $6.32 $7.06

EE + Family $175.73 $8.70 $9.49

Effective 1/1/2016 Effective 1/1/2016 Effective 1/1/2016

EE $73.73 $2.90 $3.17

EE + Spouse $147.45 $6.32 $7.06

EE + Child(ren) $147.45 $6.32 $7.06

EE + Family $187.15 $8.70 $9.49

Effective 1/1/2017 Effective 1/1/2017 Effective 1/1/2017

EE $78.52 $2.90 $3.17

EE + Spouse $157.03 $6.32 $7.06

EE + Child(ren) $157.03 $6.32 $7.06

EE + Family $199.31 $8.70 $9.49

In the event there is a change in plan design for those benefits described above, those changes will be incorporated into the plan. The employee’s medical premium will not be increased except as outlined in the tables above.

17.03 Life Insurance: Life Insurance for employees will be provided by the Company as follows:

a. Life Insurance in the amount of twenty-five thousand dollars ($25,000.00)

b. Accidental Death and Dismemberment Insurance in the amount of twenty-five thousand dollars ($25,000.00)

c. Supplemental Insurance: Employee may continue to purchase Supplemental life (including accidental death and dismemberment) and Dependent Life by payroll deduction. Proof of insurability and approval by the insurance carrier is required prior to purchasing any supplemental insurance.

17.04 The Company agrees that during the life of this agreement there shall be no reduction in the level of benefits provided in this article. Part time employees are not eligible for any Group Insurance offered by the Company within this Article.

17.05 Fringe Benefit Rate: Defined as the minimum Employer Contributions towards providing

Group Health Insurance, Life Insurance, Accidental Death and Dismemberment Insurance, Personal Paid Time, Military Duty Pay, Jury Duty Pay, Bereavement Leave Pay and Retirement Benefit Plan(s) under this agreement. The costing of such fringe benefits is an average rate per hour computed on the basis of total hours paid less overtime by service CBA employees employed on the contract.

The rate is as follows:

Current: $5.01 per hour

$5.62 per hour effective October 1, 2015

$5.91 per hour effective October 1, 2016

$6.21 per hour effective October 1, 2017

Article 18.00 Retirement Plan

18.01 The Company will provide that the L-3 Communications Master Savings Plan shall be made available to those eligible employees covered by this Agreement.

In accordance with provisions of the plan:

a. Employees will be auto-enrolled in the plan immediately upon hire.

Employees may elect not to participate in the plan;

b. Employees may contribute from one percent (1%) up to and including twenty five percent (25%) of their qualifying compensation as defined in the plan in increments of one percent (1%);

c. The employees contribution may be invested in any offered option;

d. Employees are always fully vested in their pre-tax, after-tax and rollover contributions and investment earnings to these amounts.

e. An employee shall be automatically enrolled at the default contribution level as defined by the plan, unless he elects some other level of participation in accordance with the terms of the plan. The contributions will be invested in the default investment fund provided under the terms of the plan unless the participant elects a different investment.

18.02 The Employer shall qualify, re-quality and amend the L-3 Communications Master

Savings Plan and any administrative procedure or operational rule relating thereto as necessary and at such times as may be necessary in order to comply with the requirements of the Employee Retirement Income Security Act of 1974 as it may be amended, and any regulation or other administrative ruling issued there under, or any other present or future law regulation or ruling issued under such law requiring amendment or administrative modification of the L-3 Communications Master Savings Plan or which are either necessary or desirable in order to qualify the Master Savings Plan under the applicable provisions of the Internal Revenue Code.

18.03 Employees enrollment becomes effective once they elect or default to a deferral percentage, which initiates deductions of contributions from pay. These contributions will generally begin within two pay periods from the time one enrolls, or as soon as administratively possible.

18.04 The Company match will be effective August 18, 2014. Current employees will receive a

Company matching contribution of 100% for each dollar of the employees contributions up to 3% of eligible compensation.

Unless directed otherwise by the named fiduciary for the plan, Employer matching contributions will be made in the form of common stock of L-3 Communications Holding, Inc. (“L-3 Stock”), the parent Company of L-3, and will be invested in the L-3

Stock Fund or other default investment option as determined by the MSP plan document.

Employees hired after the date of this contract will become vested in the employers matching contributions based on the following schedule: 25% after one (1) year of service; 50% after two (2) years of service; and 100% after three (3) years of service. Prior Company service will count toward the vesting schedule for the Company match. Employees hired prior to the effective date of this contract will continue to vest according to the schedule in effect as of that time.

18.05 Full-time employees will be eligible for the Core Company Contribution Plan. The employees will receive a Company Contribution into the L-3 Communications Master Savings Plan (401k) in the amount of ½ of one (1%) of their annual earnings each year.

a. To be eligible for the contribution, the employee must be employed on July 1 December 31 of each year.

1. The contribution will be deposited into the fund(s) the employee is currently having the 401 (k) contribution invested; or,

2. If the employee does not participate in the 401 (k) plan, the Company contribution will default into a Company selected fund.

Article 19.00 Uniforms

19.01 Each employee will be required to wear the uniforms designated by the Company. The cost of the initial issue of such required uniforms shall be incurred by the Company.

19.02 Each calendar year during the month of October, the Company will provide the employee with reimbursement towards the purchase of wash and wear uniforms. The employee must provide a receipt for items purchased. Reimbursement will be as follows:

a. Effective 10/1/14 up to $220.00

b. Effective 10/1/15 up to $225.00

c. Effective 10/1/16 up to $230.00

19.03

Cold weather gear not provided by the Company may be worn by employees.

19.04

Effective 10/1/08 employees will be eligible for an annual reimbursement of up to one hundred and sixty dollars ($160.00) for the purchase of safety shoes. The employee must provide proof of payment in order to receive reimbursement.

19.05

Effective 10/01/11 the Company will provide, for the life of this Agreement, cumulative reimbursement of up to four hundred dollars ($400) for the purchase of rain gear. The employee must provide proof of purchase in order to receive reimbursement.

Article 20.00 Off Site Detachments

20.01 The Selection of an employee to be assigned to off-site detachments shall be offered first by a volunteer basis and then by seniority on a rotational basis, (senior to junior) to qualified employees, when applicable.

20.02 Bargaining unit employees on temporary detachment assignment performing bargaining unit work retain their rights under the Collective Bargaining Agreement as if working at Elmendorf

AFB, AK.

20.03 The Company will provide unit employees who are required to travel out of town (greater than

50 miles) on Company business with payment of per diem and costs, per the most current Joint Travel Regulation (JTR). The Company will provide one (1) rental car for every two (2) unit employees or less, on a direct bill basis when possible, who travel out of town on Company business. The Company will reimburse unit employees for out of pocket expenses such as, but not limited to, laundry service and one (1) telephone call home per day up to fifteen (15) minutes per call. The Company will make every effort to reimburse these expenses on a timely basis. Any disagreements, which occur based on this article, are subject to the grievance and arbitration article.

Article 21.00 Disciplinary Action

21.01 Disciplinary action shall be initiated by the Company only for just and sufficient cause and any penalty imposed shall be consistent with proven offenses.