CBA Corpus Christi.pdf

COLLECTIVE BARGAINING

AGREEMENT

BETWEEN

JPATS Logistics Services (JLS), LLC. NAS Corpus Christi

T-6 COMBS Program

AND

INTERNATIONAL ASSOCIATION OF

MACHINISTS AND AEROSPACE

WORKERS

LOCAL LODGE NO. 2916

EFFECTIVE DATE: 31 August 2020 – 30 August 2023

TABLE OF CONTENTS

Article Subject Page

Preamble ………………………………………………………….. 2

01.00 Intent and Purpose ………………………………….. 2

02.00 Management Rights ………………………………… 3

03.00 Union Recognition …………………………………… 3

04.00 Union Security ………………………………………. 4

05.00 Shop Stewards/Visitation …………………………. 6

06.00 No Strike – No Lockout …………………………. 8

07.00 Government Security/Responsibility ………………. 9

08.00 Seniority ……………………………………………… 9

09.00 Non-Bargaining Unit Personnel …………………… 11

10.00 Hours of Work ………………………………………. 12

11.00 Shift Assignments ………. ………………………….. 13

12.00 Overtime….……………………………………………. 14

13.00 Wage Rules ………..………………………………… 16

14.00 Premium Payments…………………………………… 16

15.00 Holidays………………………………………………... 17

16.00 Vacations………….. ………………………………….. 18

17.00 Leave …………………………………………………… 20

18.00 Jury Duty/ Witness Pay………….. …………………… 21

19.00 Absences from Work………………………………… 21

20.00 Leave of Absence ……………………………………. 22

21.00 Promotions, Transfers and Temporary Assignments .. 25

22.00 Layoff Recall/Reduced Workload……………………. 29

23.00 Discipline/ Discharge………………………………….. 31

24.00 Grievances …………………………………………….. 32

25.00 Arbitration ………………………………………………. 34

26.00 Training ………………………………………………… 35

27.00 Safety/Safety Equipment……………………………… 36

28.00 Uniforms ………………………………………………… 36

29.00 Bulletin Boards/Distribution ………………………….. 38

30.00 Paychecks..……………………………………………… 38

31.00 Employee Benefit Plans……………………. 38

32.00 Off Site Temporary Assignment …………………….. 41

33.00 General …………………………………………………. 42

34.00 Duration …………………………………………………. 44

Appendix “A” Wages ………………………………………………….. 45 Appendix “B” Discipline Guide…………………………………………. 46 Appendix “C” Appendix “D”

Job Classifications……………………………………….

Drug/Alcohol Free ….…………………………………61

PREAMBLE

This Agreement is made and entered into this 31 August 2020 by and between JPATS Logistics Services (JLS), LLC – Aviation – JPATS T-6 A/B COMBS, NAS Corpus Christi (hereinafter referred to as the Company) and the International Association of Machinists and Aerospace Workers Local Lodge #2916, (hereinafter referred to as the Union).

It is understood wherever in this Agreement employees or jobs are referred to in the male or female gender, it shall be recognized as referring to both males and females.

01.0 INTENT AND PURPOSE

1.1 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.

1.2 Further, it is the mutual intent of the parties to provide for the efficiency of the operation 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.

1.3 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 employees' grievances;

and to provide that there shall be no interruption and/or impeding of operations during the term of this Agreement.

1.4 The Union recognizes that the Company is a contractor to the Federal Government and that the Company is required at all times to meet its contractual obligations. Nothing in this Agreement is intended nor will any provision of the Agreement prevent the Company from meeting its obligations and responsibilities as a contractor. The Union and the Company recognize that the Government may impose various demands or obligations upon the Company and its employees. If such action requires, the Company and the Union agree to comply with the requirements 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.

02.0 MANAGEMENT RIGHTS

2.1 The Company shall retain the exclusive authority, rights and powers to manage its business and direct the working force. Such authority, rights, and powers include, but are not limited to, the right to hire, assign, transfer, promote, reclassify, layoff, discipline for just cause (including suspension and discharge); determine work schedules and the starting and quitting time; the number of hours and shifts to be worked; 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 all or any part of the business; to introduce new or changed methods; to determine the means of service or production; and to otherwise generally manage the operations and direct the working force. These rights are not intended to be all inclusive, but enumerate by way of illustration, the type of rights which belong to the Company.

2.2 Except as expressly modified by a specific provision of this Agreement, or except as such rights are specifically relinquished herein, 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 constitute or create any implied limitation on the Company's authority, rights, or powers.

03.0 UNION RECOGNITION

3.1 The Company recognizes The International Association of Machinists and Aerospace workers, AFL-CIO, District 776 (certified by the National Labor Relations Board in Case# 16- RC-12197, dated 02/03/2014), as the sole and exclusive bargaining agent with respect to rates of pay, wages, hours of work and all other conditions of employment for all employees covered by this Agreement.

Included: All full-time and regular part-time Supply Technician, Aircraft Mechanic II, and Aircraft Mechanic II/QA employed by the employer on the T-6 COMBS program at Corpus Christi NAS, Corpus Christi, Texas.

Excluded: All Office clerical employees, Professional Employees, Managerial employees, Guards and Supervisors as defined in the Act.

3.2 The Company acknowledges the Union's rights specifically designated by the terms of this Agreement. As the employee's 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 all practices which decrease efficiency and to maintain standards of quality and service.

04.0 UNION SECURITY

4.1 Membership in the Union is not compulsory. 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. If such condition of employment is not met, the employee’s employment shall be terminated, and such discharge shall be deemed to be for just cause as in compliance with standards permitted by the N.L.R.B. and court decisions relating to Agency shop requirements. Employees have the right to join, not join, maintain, or drop their membership in the Union as they see fit. Neither party shall exert any pressure on or discriminate against an employee in regard to such matters.

4.2 Each employee in the bargaining unit shall, beginning on the 31st day following the execution of this Agreement or the 31st day following his/her employment, rehire, reinstatement, reemployment, recall, transfer, or regression into the bargaining unit, as a condition of continued employment in the bargaining unit, execute and deliver to the Company (with a copy to the Union) a Union Dues or Agency Fees Deduction Authorization as provided for in this Article that shall authorize the Company to deduct from the employee’s pay an amount of money equal to the Union’s regular and usual initiation fee or reinstatement fee and its regular, uniform and usual monthly Union dues/Agency fees to be remitted to the International Association of Machinists and Aerospace Workers Grand Lodge as set forth in this Article, or pay directly to the Union an amount of money equal to the Union's regular and usual initiation fee or reinstatement fee and an amount equal to its regular, uniform and usual monthly dues as certified by the Secretary-Treasurer of Local Lodge 2916 of the International Association of Machinists and Aerospace Workers. It is understood that Union dues or Agency fees are due and payable on the first pay day of each month. Employees electing to use the Union Dues or Agency Fees Deduction Authorization shall be deemed to have met their obligation under this Article when the Company properly deducts Union dues or Agency fees from their paycheck on the first pay period of each month. Employees electing to pay their Union dues or Agency fees directly to the Union shall make Union Dues or Agency Fees payments to the Union by the end of the calendar day on which the employee is paid.

4.3 Any employee within the bargaining unit who is required to contribute to the Union as provided for in Section 04.02 of this Article and who is subsequently transferred or promoted out of the bargaining unit or laid off shall not be subject to any of the provisions of this Article during the period of time such employee remains outside the bargaining unit or on layoff.

4.4 No employee within the bargaining unit shall be required to pay fees or dues covering any period during which the employee was not in the bargaining unit or was not on the Company's active payroll including layoff.

4.5 An employee within the bargaining unit shall be considered in good standing for the purpose of this Article when such employee tenders the amount of money equal to the Union's regular and usual initiation fee (due and payable only once per employee without regard to any interruption in service) or reinstatement fee and its regular uniform and usual monthly Union dues or Agency fees to an authorized agent of the Union or pay through authorized payroll deductions the Union’s regular and usual initiation fee (due and payable only once per employee without regard to any interruption in service) or reinstatement fee and its regular uniform and usual monthly Union dues or Agency fees as are authorized by the employee to be withheld in accordance with this Article. Once the Union becomes aware of the employee’s delinquency and the Union notifies the employee of the delinquency the employee will have fifteen (15) calendar days to resolve the delinquency. If the delinquency is not resolved the Union shall notify the Company and the employee and the Company shall discharge the employee on the fifteenth (15th) calendar day after said notification, if the delinquency is not resolved.

4.6 Employees may handle the matter of payment of Union initiation fees or reinstatement fees and Union dues or Agency fees directly with the Union. In cases where deductions are made from those who have already paid Union initiation fees or reinstatement fees and Union dues or Agency fees, the Union will make refunds directly to such employees.

4.7 Deductions shall be made for the accrued regular monthly Union dues or Agency fees of each employee in the bargaining unit for whom the Union dues or Agency Fees Deduction Authorization has been received, beginning with the pay for the first full pay period in the month following receipt of such authorization, provided that sufficient earnings remain to cover Union dues or Agency fees after all deductions required by law are made, and such Union dues or Agency fees deductions shall continue in like manner monthly thereafter, except as qualified in this Article.

(a) Deductions shall be remitted to the S e c r e t a r y - T r e a s u r e r o f D i s t r i c t L o d g e 7 7 6 , I A M A W , 7 7 1 1 C l i f f o r d S t r e e t , F o r t W o r t h , T X 7 6 1 0 8 within 10 days following the first payday of each month. The Company will furnish a list compiled in alphabetical order of those employees for whom deductions have been made and the amount of each deduction.

(b) When ceasing to deduct Union dues or Agency fees for any reason, the Company will submit the name(s) of such employee(s) in alphabetical order, and the reason for no deduction to the Union at the same time the monthly dues deduction list is remitted.

(c) When ceasing to deduct Union dues or Agency fees for any reason, the Chief Steward will be notified of the stoppage within one (1) business day of the stoppage.

4.8 At the time this Agreement becomes effective, the parties agree to begin to use the following Union Dues or Agency Fees Deduction Authorization form for all new dues deductions, or a similar Union-supplied form. In addition, each individual authorization card signed and dated prior to the date of the contract ratification shall, upon ratification, have its effective date changed to reflect the ratification date and the initial irrevocable period shall run one (1) year from the date of the ratification of the Collective Bargaining Agreement.

Thereafter, dues authorization shall conform to the terms of the Dues Authorization Form.

4.9 The Union shall indemnify and hold the Company harmless against any and all claims, demands, suits or other 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 of the provisions of this Article provided the Company has met its obligations under the terms of this Article.

5.0 SHOP STEWARDS VISITATION

5.1 The Company agrees to recognize the Stewards and Chief Steward duly authorized by the Union to represent those employees covered by the terms of this Agreement. The number of Stewards and Chief Steward shall be in that number required by the Union to assure each employee in the Unit ready access to a Steward in his/her assigned work location. It is agreed this objective can be achieved with not more than one (1) Shop Steward plus one Chief Steward at COMBS NAS Corpus Christi on first shift, unless modified by mutual agreement of the Company and the Union. The Shop Steward will be authorized to perform steward duties only in the absence of the Chief Steward; or vice-versa.

5.2 The Union will notify the Company in writing stating the names of the Steward and Chief Steward and the areas they represent. Any subsequent changes of Stewards will not be recognized by the Company until official notice is received from the Union. The Company will provide this information to each supervisor having authority over employees covered by this Agreement.

The Union may post this information on the Union bulletin board.

5.3 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 and the Chief Steward to carry out their 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 Chief Steward and Shop Steward engage only in those activities which are authorized by this Agreement. Instances of alleged abuse or misuse of time by the Steward, or Chief Steward, shall be brought to the attention of the Union, who shall take the action necessary to correct the problem.

5.4 Recognizing the mutual benefit of resolving problems at the lowest level, an employee who has an alleged grievance may discuss the matter with a 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. Should the need arise for a Steward to enter another supervisor's work area, the Steward's supervisor will contact the supervisor of that area to establish a time for the Steward to enter the area. In each instance, 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. Stewards shall not handle any grievance arising outside of his/her assigned area of representation.

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

a) 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.

b) To investigate an alleged grievance or a grievance of record before presentation to the appropriate supervisor.

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

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

e) 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 Shop Steward shall be provided.

f) To consult with the Chief Steward regarding a grievance or an alleged grievance.

g) The Steward will have the opportunity to meet with newly hired employees during the first two (2) weeks of employment with the Company. Such a meeting will be in a location designated by the Site Manager and shall not exceed more than fifteen (15) minutes in length.

5.6 Subject to existing security regulations, the Business Representative or other authorized Business 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 Site Manager or other authorized Company Representative, who shall permit said Representative to enter the Company's premises, provided that such right shall be exercised reasonably and will not interfere with the normal conduct of the Company's operations. Authorized Business Representatives of the Union may be escorted by a Company Representative at all times they are on Company premises.

5.7 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.

5.8 The Steward shall be empowered to adjust employee grievances occurring under his/her jurisdiction as provided for in the grievance procedure, so long as such adjustments are not in conflict with the provisions of this Agreement.

5.9 Stewards and the Chief Steward shall be seniority employees of the Company selected from among those employees he/she represents. The Chief Steward will be assigned to first shift in his classification for the period of time that he/she is elected to serve.

05.10 There shall be no solicitation of complaints or grievances where there is no known complaint or grievance by the Union.

6.0 NO STRIKE – NO LOCKOUT

6.1 It is expressly understood and agreed that the business of the Company is directly related to the important and vital work of the United States Government and that efficient and uninterrupted services must be furnished to those agencies that have need of and make use of the capabilities of the Company. Therefore, the parties agree that during the term of this Agreement:

a) The procedure provided for herein, for the settlement of grievances arising under this Agreement, may serve as a means for the settlement of disputes that may arise between the Parties. However, nothing in this section, or any section of this Agreement, limits the Company's or the Union's right to seek and receive legal and equitable relief in the event of the breach of the no strike - no lockout provision, including but not limited to, injunctive relief prohibiting any lockout, strike, sympathy strike, sit down, work stoppage, stay in, slow down, refusal to work, picketing, or any other action which would interfere with any of the operations of the Company.

b) The Union (its officers, and/or agents and/or members) shall not authorize, encourage, sanction, or take part in any strike, sympathy strike, sit down, work stoppage, stay in, slow down, refusal to work, picketing or any other action which deliberately interferes with any of the operations of the Company.

c) Any employee or employees, individually or collectively, who shall cause, encourage, or take part in any violation of this article, or any activities prohibited by this article, may be immediately discharged, or subject to other disciplinary actions as the Company may unilaterally consider appropriate. Any such disciplinary action shall be subject to the grievance procedure and arbitration procedure as defined herein. If it is determined under the established grievance/arbitration procedure that such an employee(s) did participate in such an action, in violation of this provision, the disciplinary action taken shall not be altered. If the decision under the grievance and arbitration procedure is that such an employee or employees did not participate in such acts, the redress shall be as determined by the grievance/arbitration procedure and limited to "making whole' the individual employee involved, if warranted.

d) In the event of a violation of this article, the Union, (its officers, agents and members) individually and collectively agree that it will use its best efforts and end such prohibited conduct, taking actions including:

1. Requesting, through personal contact or meeting with employees, that they comply with the Agreement and not take part in any such prohibited conduct.

2. Immediately notify all employees in writing that such prohibited conduct is in violation of the Agreement.

3. Requesting those employees violating this Agreement to return to work and/or otherwise fully comply with the terms of this Agreement.

4. Make every other reasonable effort to have employees cease such acts as prohibited.

e) The Company agrees that it will not engage in any lockout of employees during the term of the Agreement, providing the Union is in full compliance with the provisions of this article.

7.0 GOVERNMENT SECURITY/RESPONSIBILITY

7.1 The Company, 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. The Company and the Union agree that security information will be revealed only to persons properly cleared and required by the Government to have the information.

a) An employee who has not been issued a CAC Card will be paid to obtain a base access pass provided such time does not exceed ten (10) minutes on any day.

7.2 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 except as contractually directed.

7.3 The employee will be responsible for the reasonable care of customer and/or Company furnished equipment and will notify the Company of any accidents, sabotage, or willful damage to Company, customer or employee property or material.

8.0 SENIORITY

8.1 New employees and those rehired after a break in continuous service as defined in Section 08.03 shall be in a probationary status until they have completed ninety (90) calendar days from the most recent date of hire. Should conditions warrant, the ninety (90) day probationary period may be extended upon written mutual agreement of both the Company and the Union. The Company may transfer, layoff, or discharge such probationary employees at will, and such action shall not be reviewable through the grievance procedure.

8.2 Seniority of employees shall be established as follows:

a) Employees’ seniority date shall be set as their most recent date of hire into the COMBS T6 program.

b) Employees transferred to the COMBS T6 contract by the Company shall retain their original hire date if reflecting uninterrupted time of service prior to transfer into Corpus Christi COMBS T6 program. This date will be referred to as an anniversary date from this point on. It will be utilized in respect to benefit time but forfeit in regards to seniority purpose with the exception of when two or more employees have the same hire date for tie breaking purpose.

8.3 The seniority of an employee shall be forfeited and cancelled and the employees' employment with the Company shall be terminated under the following conditions:

a) Discharge for just cause.

b) Resignation.

c) Failure by the employee to notify the Company of the employee's intention to return to or not 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 if recall is accepted by the employee.

d) Rejection of recall to the highest classification from which the individual has been displaced or laid off.

e) Failure to be recalled from layoff within eighteen (18) months following such layoff.

f) Failure to report for work on the expiration of an approved leave of absence.

g) Accepting other employment while on approved leave of absence without the prior permission of the Company.

h) Absence from work for a period of three (3) consecutive workdays without reporting to the Company a reason for such absence.

i) Transfers or promotions outside the bargaining unit that exceed three (3) months.

8.4 When two (2) or more employees have the same seniority date as herein provided, first it will be determined if any of the involved parties have an anniversary date from other company contracts reflecting uninterrupted time of service prior to transfer into Corpus Christi NAS COMBS T6 program. If so, this date will be utilized to determine the senior party. Otherwise, the employee having the lowest last four (4) numbers of his/her social security number shall be considered having the least seniority for tie breaking purposes.

8.5 Employees covered hereby who were or are transferred or promoted to positions within the Company, but not within job classifications covered hereby, shall retain, and accrue seniority hereunder, but shall not be construed as working under the terms of this Agreement while occupying such positions. It is understood and agreed that employees so transferred or promoted shall retain and accrue seniority for a period of thirty-one (31) days from the date transferred or promoted out of the bargaining unit. During this thirty-one (31) day period, employees may be returned to their previously held position by the Company or by their decision to return.

Employees that are laid off after the thirty-one (31) day period may return to the Bargaining Unit and exercise their seniority as retained and accrued by this article by bumping the least senior employee(s) in equivalent or lower rated classifications, provided they are qualified to perform the duties of the classification. A new seniority date shall be so established for said employees(s).

a) Employees who have exceeded the thirty-one (31) day period out of the Bargaining Unit, who voluntarily elect to return, may be returned to the Bargaining Unit provided that all of the provisions of Articles 22.03, 21.04, and 21.05 have been exhausted to fill the position that the employee has elected to return to. A new seniority date shall be so established for said employee(s).

b) The Company will notify the Chief Steward when a Bargaining Unit employee transfers to a non-Bargaining Unit job.

8.6 The Company agrees to provide the Union with an updated seniority list whenever there is a change in the existing seniority list. This list shall contain employees' names, classifications, employees' number and seniority dates as provided under Section 08.02. The Union has ten (10) workdays after receipt of this seniority list to notify the Company in writing of any errors.

Otherwise, the list shall be considered correct, and may be questioned only at the publishing of the next seniority list.

9.0 NON-BARGAINING-UNIT PERSONNEL

9.1 It is understood and agreed that non-bargaining unit personnel will normally not perform the work of employees covered by this Agreement, except under the following conditions:

a) For the purpose of instructing and training employees.

b) Under emergency conditions. The term "emergency" as used in this provision is defined to mean any unforeseen combination of circumstances which would require immediate action.

c) Up to two (2) consecutive hours on any shift when an employee fails to report to work, and other qualified employees are not available in the classification on the shift in the overtime group.

d) Up to one (1) hour on any shift when supervising three (3) or less employees (limited to the work that is performed by the employees being supervised).

e) When the work being performed is incidental to the job duties of a position not covered by this Agreement.

f) When required to maintain their personal qualifications and proficiency or required for certification.

10.0 HOURS OF WORK

10.1 No provision of this Agreement shall be construed as a guarantee of any specified numbers of hours of work either per day or per week.

10.2 Eight (8) consecutive hours, exclusive of a meal period of thirty (30) minutes shall constitute a normal work shift.

10.3 The payroll workweek shall start at 12:01am Saturday and end at 12 midnight the following Friday. The normal assigned workweek schedule shall consist of five (5) workdays, starting on Monday, with two (2) consecutive days off. The first (1st) and second (2nd) scheduled days off in an employee's workweek are counted as the sixth (6th) and seventh (7th) days of the week.

10.4 Work shifts shall be established as follows:

a) The first shift will begin between 4:00 a.m. and 10:59 a.m. The second shift will begin between 11:00 a.m. and 7:59 p.m. The third shift will begin between 8:00 p.m. and 3:59 a.m.

b) An employee's starting time shall be the same each day of the week, unless the employee voluntarily agrees to a change, or the Company provides seven (7) calendar days advance notice.

c) Nothing in this article is intended to prohibit, limit, or restrict the Company's right to change the starting time of any shift within the time limits set forth above, or to assign employees to special/odd workweeks within the limits set forth in Article

10.03 b. The Company will provide seven (7) calendar days notice of such a change or assignment, which may be waived by mutual agreement between the Company and the Union’s Chief Steward or his/her designated alternate.

10.5 The Company shall permit the employee to take a fifteen (15) minute rest period at a time scheduled by the supervisor that does not interrupt or delay the work performed during each halt of the work shift which may be taken without loss of pay. Employees scheduled to work two (2) or more hours of overtime shall be entitled to a five (5) minute rest period prior to the start of the overtime period and any scheduled rest periods on the shift the overtime is worked.

10.6 When there are qualified personnel within a classification available for work assignments at their straight time rate of pay, the Company shall not be required to utilize employees who would be paid overtime rates for the same hours worked, providing the employee within the classification has less than forty (40) hours of work available within the assigned workweek. If more than one person has less than forty (40) hours of work available to them within the classification, the selection of personnel to work the additional work will be offered by seniority.

If the Company is unable to obtain volunteers within the classification to perform the work, the selection of personnel will be in accordance with Article 12.00.

11.0 SHIFT ASSIGNMENT

11.1 The Company and the Union agree to the principle that shift preference consideration for available jobs in an overtime group should be given to the senior qualified employee in each classification in the overtime group when practical.

a) It is recognized that it is impossible to operate a facility efficiently with senior employees in a particular classification, in any one work center, shift, and/or location, and that seniority cannot be the sole determining factor in shift assignments.

Whenever a senior employee is denied shift preference, the Company will present the Chief Steward with a reason of denial. If both parties cannot resolve or agree to the reason, a grievance may be filed for resolution.

b) The Company will rotate shifts on October 1, February 1, June 1, each calendar year.

c) An employee who changes job classification, and/or shift, to accept a promotion, a lateral move, a position during a layoff, or a temporary assignment, between postings, may be required to remain in that position, including the shift, until the next shift/site posting period.

d) Employees may mutually agree to exchange shifts within the same job classification provided such exchange does not detract from the efficiency of the operations. Also, such exchange will be made for no less than one work day and must be approved by the Site Manager prior to the exchange.

e) The Company retains the right to establish hours of work and shift starting times per Article 10.04 c. Whenever there are different starting times within a designated shift, and classification, that the Company expects to remain in effect for the duration of the shift period (i.e. four (4) months), the shift starting time will be awarded or assigned as stipulated in Article 10.03 b, until the next shift posting period, as defined in Article 11.01 b., occurs. This is not a guarantee that shift starting times will not be changed or revised at any time.

f) Nothing in this Agreement shall be construed to prevent employees from being assigned to perform work which is below their classification when required to do so by the Company. Such employees shall not suffer a reduction in pay. Anything over a total of thirty (30) days will require a mutual agreement.

12.0 OVERTIME

12.1 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 is practical, but at least thirty (30) minute notice prior to the commencement of the overtime.

12.2 a) Overtime shall be paid at one and one-half (1-1/2) times the straight time hourly rate for hours worked in excess of forty (40) hours in a work week.

b) If less than forty (40) hours are made available during the employee's regularly scheduled five (5) day work week, then hours worked on the 6th consecutive day will be at one and one-half (1 1/2) times the straight time hourly rate. Hours worked on the seventh consecutive day will be paid at two (2) times the straight time hourly rate.

c) An employee’s scheduled tour will not be altered in an effort to prevent the payment of overtime.

12.3 No overtime shall be worked except by direction of the proper supervisory personnel of the Company.

12.4 The Company agrees to assign overtime among qualified employees by shift, classification, and overtime group to the extent practical within the confines of contractual requirements to include the off-site recovery of downed aircraft. To this end, the following procedure will be followed:

a) Any specific job in process on a normal workday by an employee, or group of employees, which at the sole discretion of the Company requires overtime to be worked, such work shall be performed during the overtime assignment by those employees who have been performing the work in process at the end of the normal shift. It is understood the overtime assignment to such a specific job will be because it is the employee's normal assignment, and employees shall not be removed from such work and replaced by other employees with the intent of providing that employee with the overtime opportunity.

b) When the Company determines that overtime work is required other than referenced in (a) above, overtime shall be offered by seniority on a rotational basis, (senior to junior) to qualified employees presently at work on the shift in the classification(s) and overtime group needed to perform the work. Should the senior employee decline the overtime the next senior employee will be offered the overtime work, this sequence shall be followed until the required number of employees is obtained. Should the required number of employees not be obtained in a voluntary manner because all employees presently at work decline to work the overtime assignment, the Company shall assign the work on a rotational basis working backwards from junior to senior employee. Failure to work this overtime assignment may result in disciplinary action up to and including discharge.

c) In those cases where it is predetermined that overtime will be required, all qualified employees in the classification on the shift and in the overtime group shall be offered the work by seniority, and if the required number cannot be obtained voluntarily, those employees with the least seniority will be required to perform the overtime. If the overtime is to be worked prior to the start of the

d) Employees’ normal work shift, the employees who are not scheduled off for that work day shall be offered the overtime. Employees who are absent from work when overtime is offered may not be considered if they do not return to work prior to the time the overtime is performed.

e) At NAS Corpus Christi, employees shall be offered overtime in accordance with the procedure set forth above. If the Company determines that additional personnel are needed, it may obtain such employees from other overtime groups in accordance with (b) above.

12.5 An employee who is called in to work after the employee's regular shift, and after leaving the facility, or who is called in or scheduled and reports to work on the sixth or seventh day of an employee's work week, will be paid the applicable rate for hours actually worked, or four hours at the straight time hourly rate, whichever is greater.

12.6 The provisions of this Article are intended only to provide the basis for calculation and payment of overtime and shall not be construed as a guarantee of any specific overtime hours per day or per week.

12.7 An employee who has not completed his/her probationary period will not be assigned any overtime, unless all qualified seniority employees in that classification, shift and overtime group have had an opportunity to work the overtime, and it is determined by management the probationary employee is qualified to carry out the responsibilities to be assigned to the overtime.

12.8 “Overtime groups” as used in this Agreement are defined as the job classifications listed in Appendix “A”.

12.9 On-Call Pay

The distribution of on-call assignments will be at managements discretion. Employees who are assigned weekend on-call duty for supply operations will be issued a company mobile phone and will be responsible for answering and responding to supply operations, on the weekend, during the employee’s normal shift hours. Employees will be paid fifty dollars ($50.00) for each shift they are assigned on-call-duty.

a) In addition to the fifty dollars ($50.00) in (a) above, employees who are on-call and reports to work for an on-call assignment, will receive a minimum of two (2) hours pay at their effective rate of pay.

b) Employees assigned on-call-duty and are unable to carry a company mobile phone for any reason are required to notify their supervisor prior to the start of their on-call-duty assignment. Employees who fail to respond to supply operations calls will forfeit their weekend on-call-duty pay and will be subject to discipline.

13.0 WAGE RULES

13.1 The Company shall pay the scale of wages included in “Exhibit A” made a part hereof.

13.2 For the purpose of this Agreement, an employee's straight time hourly rate is defined as the employee's base rate as listed in Exhibit A. An employee’s “effective rate” is the rate listed in Appendix “A”, and/or shift premium, or any other such premiums agreed to as a part of this Agreement.

13.3 Employees promoted or temporarily assigned to a job classification with a higher rate shall receive the rate of the higher job classification or continue at their present rate, whichever is greater. Temporary assignments to a job classification with a higher rate will be offered to the senior qualified employee on the shift in the work center affected. If temporarily assigned, they shall, upon return to their prior classification, assume the rate held prior to the temporary assignment.

a) Employees temporarily assigned to a job classification with a lower rate shall continue to receive their present rate. This section is not applicable when an employee is assigned to a lower job classification under the provisions of 22.01 (b).

13.4 The job descriptions for job classification titles and work tasks are contained in an appendix to this Agreement and describe typical and normal requirements. These requirements are characteristic of the job and illustrate a level of difficulty of work and are not intended to list or describe all work operations or tasks done within the classification. These requirements do not fit all specific individual work assignments, and the description when written was stated so as to be broad enough to include all variations of work in the classification.

14.0 PREMIUM PAYMENTS

14.1 Shift Differentials:

a) A shift differential premium of Fifty-five cents ($0.55) per hour will be paid to employees working on the second shift as defined in the Agreement.

b) A shift differential premium of Sixty cents ($0.60) per hour will be paid to employees working on the third shift as defined in this Agreement.

14.2 Hazardous Duty premium of seventy-five cents ($0.75) per hour will be paid to employees when required to ship hazardous material.

15.0 HOLIDAYS

15.1 The following ten (10) days are designated as holidays:

New Year’s Day Presidents' Day Martin Luther King Jr.’s Birthday MemorialDay Independence Day Labor Day Columbus Day Veterans Day Thanksgiving Day Christmas Day

a) In addition to the holidays listed above, if directed by the United States government, the Company will observe any holidays declared as a legal holiday and observed by the U.S. government at NAS Corpus Christi. If there is such a holiday, employees shall be paid for the holiday provided that the Company is reimbursed for the holiday by the Government.

b) If the Company is prevented from working as a result of government edict, or of acts of god, the Company will reimburse employees for the time missed, if the Company is so reimbursed by the customer.

15.2 A full time employee who is on the active payroll on the holiday and has worked on the employee's last scheduled shift preceding the holiday, and the employee's first scheduled shift following the holiday, shall be eligible for pay, at the employee’s effective rate, for such holiday.

15.3 Paid holidays shall be considered as time worked for the purpose of computing overtime payments.

15.4 For purposes of determining eligibility for holiday pay, paid time off, excluding paid time off under the Company's group insurance plan, shall be considered as time worked.

15.5 It is understood and agreed that the Company reserves the right to require employees to work on a holiday; however, every effort will be made to schedule as many employees off as possible.

15.6 Should any of the holidays authorized above fall on an employee's scheduled day off, or during an employee's vacation period, the employee(s) will be paid at their straight time hourly rate or will be authorized an alternate day off with pay, if requested prior to the holiday. The alternate day off is to be taken at a time convenient to the Company within two (2) weeks before or after the holiday. An employee shall not receive vacation pay or paid personal leave in addition to holiday pay for the same day.

15.7 Should any holiday stated above occur on a Saturday or a Sunday, the holiday will be observed under the same schedule observed by military/government personnel located at NAS Corpus Christi.

16.0 VACATION

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

a) For vacation purposes, the individual employee's hire date with the T-6 COMBS contract or anniversary date with the Company, whichever is earlier, shall be the reference point for accrual of vacation, and as defined in Article 08.02.a.

b) Employees with less than four (4) years of continuous service, as defined in 16.01 (a.)

above, shall accrue one and fifty-four hundredths (1.54) hours of vacation per credited week. Eighty (80) hours of vacation may be accrued during the fifty-two (52) credited work weeks per year.

c) Employees with four (4) but less than ten (10) years of continuous service, as defined in 16.01 (a.) above, shall accrue two and thirty-one hundredths (2.31) hours of vacation per each credited work week. One-hundred twenty (120) hours of vacation may be accrued during the fifty-two (52) credited work weeks per year.

d) Employees with ten (10) or more years of continuous service, as defined in 16.01 (a.)

above, shall accrue three and eight-one hundredths (3.08) hours of vacation per each credited work week. One hundred sixty (160) hours of vacation may be accrued during the fifty-two (52) credited work weeks per year.

e) The number of vacation hours accrued in 16.01 b., c., and d. shall be the maximum number of hours which may be carried over from one anniversary year to the next.

16.2 For the purpose of accruing vacation credits for employees, a credited work week shall be defined as follows:

a) A credited work week is defined as a week in which an employee is paid by the Company for time worked, holiday pay, jury duty pay, military pay differential, paid personal time, vacation pay, funeral leave pay or are on Workers' Compensation that does not exceed six (6) months.

b) Absences that are compensated under Short Term Disability Insurance or Long- Term Disability Insurance are not credited work weeks for vacation accrual.

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

a) The employee must complete their probationary period before becoming eligible for vacation. Vacation shall accrue bi-weekly on a credited work week basis and is available for use as accrued.

b) The individual employee's anniversary date, as established under Article 16.01 (a.)

and each continuous service anniversary date thereafter shall be the reference date for rate of accruing vacation.

c) Employees shall retain vacation accrued until such vacation is taken.

d) Vacation accrued in excess of the maximum allowed in Article 16.01 b., c., and d., must be taken by the employee by the employee's next anniversary date. If all excess vacation is not taken or scheduled by sixty (60) days prior to the employee's next anniversary date, the Company will schedule the excess time off.

e) Vacation taken by the employee is deducted from the employee's unused vacation until such vacation is exhausted.

16.4 Vacation pay shall be computed at the employee's straight-time hourly effective rate, as defined in Section 13.02, at the time the vacation is taken.

16.5 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 accrued 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 the layoff.

16.6 Vacation must be requested no less than three (3) 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.