Final IAM CBA 2019_recd 03AUG2021.pdf

AGREEMENT

BETWEEN

RANGE GENERATION NEXT, LLC

PATRICK AFB, FLORIDA

AND

EAST COAST LODGE 610

INTERNATIONAL ASSOCIATION OF

MACHINISTS

AND

AEROSPACE WORKERS, AFL-CIO

EFFECTIVE

SEPTEMBER 1, 2019

EXPIRES

AUGUST 31, 2023

ii

TABLE OF CONTENTS

COLLECTIVE BARGAINING AGREEMENT

ARTICLE I

BARGAINING UNIT

SECTION 1.1 EXCLUSIVE REPRESENTATIVE

SECTION 1.2 NO DISCRIMINATION

ARTICLE II

RECOGNITION OF RIGHTS

SECTION 2.1 RIGHTS AND FUNCTIONS OF MANAGEMENT 3

SECTION 2.2 AGREEMENT AGAINST STRIKES AND

LOCKOUTS

ARTICLE III

UNION SECURITY

SECTION 3.1 UNION SHOP

SECTION 3.2 CHECKOFF

ARTICLE IV

GENERAL SALARY PROVISIONS

SECTION 4.1 SALARY RATES

SECTION 4.2 UPGRADING

SECTION 4.3 TEMPORARY DUTY ASSIGNMENTS

DIFFERENTIAL PAY

SECTION 4.4 SALARY RATES FOR NEW OCCUPATIONAL

CLASSIFICATIONS

SECTION 4.5 IRREGULAR WORK PERIODS

SECTION 4.6 HIGH TIME

ARTICLE V

HOURS AND OVERTIME

SECTION 5.1 DEFINITIONS

SECTION 5.2 CHANGES IN SHIFTS

SECTION 5.3 OVERTIME RATES

SECTION 5.4 PYRAMIDING OF OVERTIME

SECTION 5.5 NIGHT SHIFT PREMIUM

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SECTION 5.6 CALL-IN PAY

SECTION 5.7 DISTRIBUTION OF OVERTIME

SECTION 5.8 TDY TRAVEL TIME

SECTION 5.8A IMMUNIZATIONS

SECTION 5.9 TEMPORARY DUTY ASSIGNMENTS

SECTION 5.10 TEN HOUR BREAK

SECTION 5.11 TRIP ALLOWANCE

SECTION 5.12 MEAL PERIODS

SECTION 5.13 HAZARDOUS DUTY COMPENSATION

SECTION 5.14 IMMINENT DANGER

SECTION 5.15 HURRICANE RECOVERY TEAM (HRT)

ARTICLE VI

HOLIDAYS

SECTION 6.1 DESIGNATED HOLIDAYS

SECTION 6.2 PAY FOR DESIGNATED HOLIDAYS

SECTION 6.3 OBSERVANCE OF HOLIDAYS

SECTION 6.4 TDY HOLIDAYS

ARTICLE VII

PAID TIME OFF

SECTION 7.1 PAID TIME OFF

SECTION 7.2 ELIGIBILITY AND PAYMENT

SECTION 7.3 PTO SCHEDULE

SECTION 7.4 MAXIMUM ACCRUAL LIMITS

ARTICLE VIII

LEAVES OF ABSENCE

SECTION 8.1 APPLICATION FOR LEAVES OF ABSENCE

SECTION 8.2 ALL LEAVES OF ABSENCE

SECTION 8.3 EXTENDED MILITARY DUTY

SECTION 8.4 ILLNESS, INJURY OR PREGNANCY RELATED

DISABILITY

SECTION 8.5 JURY DUTY AND COURT WITNESS ABSENCE

AND PAYMENT

SECTION 8.6 SPECIAL OR UNUSUAL CASES

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SECTION 8.7 NON-WAR MILITARY DUTY

ARTICLE IX

BEREAVEMENT LEAVE

SECTION 9.1 BEREAVEMENT LEAVE

ARTICLE X

CONTINUOUS SERVICE CREDIT

SECTION 10.1 ACQUISITION OF CONTINUOUS SERVICE

CREDIT

SECTION 10.2 CONTINUITY OF SERVICE

SECTION 10.3 CONTINUOUS SERVICE CREDIT

ARTICLE XI

SENIORITY

SECTION 11.1 NEW EMPLOYEES

SECTION 11.2 COMPUTATION OF SENIORITY

SECTION 11.3 LOSS OR TERMINATION OF SENIORITY

SECTION 11.4 LAYOFFS

SECTION 11.5 LAYOFF ALLOWANCE

SECTION 11.6 EMPLOYEES TRANSFERRED OUT OF

BARGAINING UNIT

SECTION 11.7 RECALL

SECTION 11.8 SHIFT PREFERENCE

SECTION 11.9 SENIORITY PRIVILEGES FOR UNION

REPRESENTATIVES

SECTION 11.10 SENIORITY LIST

SECTION 11.11 BUILDING TRANSFERS OR ASSIGNMENTS

SECTION 11.12 REPORTING TO CAPE CANAVERAL AFS... 36

ARTICLE XII

GOVERNMENT SECURITY

SECTION 12.1 DEFENSE SECURITY

SECTION 12.2 SECURITY CLEARANCE

ARTICLE XIII

SAFETY, HEALTH AND INSURANCE

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SECTION 13.1 SAFETY AND HEALTH

SECTION 13.2 SAFETY COMMITTEE

SECTION 13.3 EMPLOYEE TRAVEL INSURANCE

SECTION 13.4 CLEAN-UP TIME, BREAK TIME, AND WORK

CLOTHING

SECTION 13.5 PERSONAL PROTECTIVE EQUIPMENT

ARTICLE XIV

GRIEVANCE PROCEDURE

SECTION 14.1 COMPLAINTS

SECTION 14.2 PRESENTATION OF GRIEVANCES

SECTION 14.3 ARBITRATION

SECTION 14.4 TIME FOR PRESENTATION OF GRIEVANCES

ARTICLE XV

UNION REPRESENTATION

SECTION 15.1 INVESTIGATION OF GRIEVANCES

SECTION 15.2 DESIGNATION OF STEWARDS

SECTION 15.3 UNION DUTIES OF THE STEWARD

SECTION 15.4 PERMISSION TO LEAVE WORK FOR UNION

ACTIVITIES

ARTICLE XVI

GENERAL PROVISIONS

SECTION 16.1 BULLETIN BOARDS

SECTION 16.2 PROMOTIONS

SECTION 16.3 WAIVER

SECTION 16.4 INVALIDITY

SECTION 16.5 SUCCESSORS

SECTION 16.6 EFFECT OF LAW

SECTION 16.7 DRUG FREE WORKFORCE

SECTION 16.8 COMPANY POLICIES, RULES, AND

RECOMMENDATIONS

SECTION 16.9 NEW TECHNOLOGY

ARTICLE XVII

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CUSTOMER SUPPORT OBLIGATION AND CROSS RANGE

EMPLOYEE UTILIZATION

ARTICLE XVIII

EFFECTIVE DATE AND TERMINATION

SECTION 18.1 EFFECTIVE DATE

SECTION 18.2 TERM, NOTICE OF CHANGE OR TERMINATION

SCHEDULE A

HOURLY SALARY RATES

APPENDIX A

JOB POSTING PROCEDURE

APPENDIX B

BENEFIT PLANS

INCOME SAVING PLAN

RETIREMENT

MEDICAL AND DENTAL PLANS

OPTIONAL VISION INSURANCE

LIFE/ACCIDENTAL DEATH & DISMEMBERMENT

OPTIONAL LIFE INSURANCE

BUSINESS TRAVEL ACCIDENT

SHORT TERM DISABILITY

LONG TERM DISABILITY

FLEXIBLE SPENDING ACCOUNT PLAN

MACHINIST CUSTOM CHOICES WORKSITE BENEFITS

PROGRAM

COLLECTIVE BARGAINING AGREEMENT

AGREEMENT, entered into this 1st day of September 2019 by and between RANGE GENERATION NEXT, LLC, hereinafter called "The Company", and EAST COAST LODGE 610 and the INTERNATIONAL

ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS

(AFL-CIO), hereinafter collectively referred to as "The Union", with respect to employees represented by the union in the precision machine and sheet metal shops at the Air Force Eastern Range at Patrick Air Force Base and Cape Canaveral Air Force Station, Florida.

All references herein to gender shall be construed as being equally applicable without any reservation to both male and females.

ARTICLE I

BARGAINING UNIT

SECTION 1.1 EXCLUSIVE REPRESENTATIVE

The Company recognizes the Union as the sole and exclusive collective bargaining agency and representative for all employees of the Company's precision machine and sheet metal shops, in occupations listed in Schedule A of this Agreement, at the Air Force Eastern Range at Patrick Air Force Base (PAFB), Cape Canaveral Air Station (CCAFS), John F. Kennedy Space Center (KSC) and other Florida Mainland Satellite locations as such work is assigned to the LTRS Integrated Services (Contract Number F08806-15-C-0001) for these locations, but excluding: all administrative employees, all office employees, all clerical employees, all professional employees, all managers and leaders, all equipment utility workers, material handlers, watchmen, guards and all other supervisors as defined in the Labor Management Relations Act, 1947, as amended.

SECTION 1.2 NO DISCRIMINATION

There shall be no discrimination by the Company or the Union against any employee because of sex, race, color, national origin, creed, age, veteran's status, marital status, or disability, as defined by the American's with Disabilities Act, enacted July 26, 1990. The Company will notify the union in advance of any proposed accommodation and the Union will have the option to discuss with the Company any concerns. The Parties agree all accommodations agreed to will be in accordance with the terms and conditions of the Collective Bargaining Agreement.

In the event a grievance is filed citing this section, the grievant must provide an account in writing as to why they believe they have been discriminated against as outlined above.

ARTICLE II

RECOGNITION OF RIGHTS

SECTION 2.1 RIGHTS AND FUNCTIONS OF

MANAGEMENT

Except as otherwise expressly provided in this Agreement, nothing herein shall limit the Company in the exercise of the rights and functions of ownership or management, including the right to determine the number and location of its facilities and the methods, quality standards and schedules of operations, to implement technological changes or innovation, to manage the facilities and to direct the working forces. The right to hire new employees, to assign work, to discipline or discharge employees for just cause, to promote or transfer employees, to lay off for lack of work or other legitimate reasons, to determine the hourly schedule of employment, and to make such fair and reasonable rules and regulations relating to the conduct of its employees as it considers necessary or advisable for the efficient conduct of its business, and to require employees to observe such rules and regulations shall be vested exclusively in the Company. It is agreed that the enumeration of the rights and functions of management herein reserved shall not be deemed to exclude other rights or functions of ownership or management not so enumerated.

Management rights shall not be arbitral except to the extent that they are expressly abridged by a provision of this Agreement.

The foregoing enumeration of management rights and functions is without prejudice to the Union’s duty and responsibility in representation of the employees covered by this Agreement, and its rights in accordance with the provisions herein, to process grievances, disputes or differences as to the interpretation or application of any provision of this Agreement.

SECTION 2.2 AGREEMENT AGAINST STRIKES AND

LOCKOUTS

(A) The parties mutually agree that there shall be no strike, sympathy strike, work stoppage, slowdown, sit-down, or picketing by the Union or its representatives or members or lockout on the part of the Company, unless and until all steps of the grievance procedure, including arbitration, shall have been employed and one of the parties hereto fails or refuses to comply promptly with any final decision made against such party thereunder.

(B) If a strike by IAM should occur, management, supervisory and clerical employees, watchmen, guards, firemen and other plant protection and maintenance employees shall be permitted to perform their respective functions without interference by the Union or its members on the basis of a plan mutually agreed upon for such purpose by the Company and the Union.

(C) In consideration of this section, the Union agrees not to sue the Company, its officers, or representatives, and the Company agrees not to sue the Union, its officers or agents, for any labor matters, in any court of law or equity, and neither party will institute any proceedings before any government administrative board or agency for any act or omission of the other party or its agents or representatives which occurs during the life of this Agreement.

ARTICLE III

UNION SECURITY

SECTION 3.1 UNION SHOP

It shall be a condition of employment that all employees of the Company covered by this Agreement who are members of the Union in good standing on the effective or execution date of this Agreement, whichever is later, shall remain members in good standing and those who are not members on the effective or execution date of this Agreement, whichever is later, shall on the thirty-first (31st) day following the effective or execution date of this Agreement, whichever is later, become and remain members in good standing in the Union.

It shall also be a condition of employment that all employees covered by this Agreement and hired on or after its effective or execution date, whichever is later, shall on the thirty-first (31st) day following the beginning of each employment, become and remain members in good standing in the Union. This provision shall not apply in any location where it is prohibited by any law, and if so prohibited it shall apply whenever the law is changed so that it may be effective.

SECTION 3.2 CHECKOFF

Upon receipt of an employee's written authorization, which shall not be irrevocable for more than one year, or beyond the termination date of this Agreement, whichever occurs sooner (when revocation is not otherwise provided by local law), the Company shall deduct from such employee's salary, in accordance with this Agreement, such employee's initiation fee and Union dues and remit same to the duly authorized representative of the Union, together with a list of the name of the employees from whose pay deductions were made. Such a written authorization may be revoked by the employee by written notice to the Company during the ten (10) day period prior to the end of any such applicable yearly period or during the ten (10) day period prior to the termination date of any applicable Collective Bargaining Agreement, whichever occurs sooner. In the absence of such notice of revocation, the authorization shall be renewed for an additional yearly period or until the end of the Collective Bargaining Agreement, whichever occurs sooner. The Union agrees to hold the Company free from all liability in connection with the collection of initiation fees and dues except for ordinary diligence and care in transmittal of the monies to the Union.

ARTICLE IV

GENERAL SALARY PROVISIONS

SECTION 4.1 SALARY RATES

The hourly rates for employees covered by this Agreement shall be as set forth in Schedule A, attached hereto and made a part hereof.

SECTION 4.2 UPGRADING

Before employees are hired from the outside to fill vacancies in all grades other than grade 1, it is the intention of the Company to promote from within the bargaining unit if available employees have the skill and ability necessary to do the work as determined by the Company. In such instance seniority shall be a factor. The Union will be advised at least one week in advance of such promotions becoming effective. It is understood that the Company will make the final determination relative to promotions. It is understood that there is no automatic progression from one grade to another except through bona fide promotion or upgrade (see Appendix B for job posting procedure).

SECTION 4.3 TEMPORARY DUTY ASSIGNMENTS

DIFFERENTIAL PAY

Employees who are assigned to a Temporary Duty (TDY) assignment outside the Continental U.S. will be paid their straight time hourly rate plus a differential of 30% in addition to any premiums or differentials which may be applicable for all hours worked.

SECTION 4.4 SALARY RATES FOR NEW

OCCUPATIONAL CLASSIFICATIONS

In the event the Company establishes a new occupational classification, the rate applicable shall be determined by negotiations between the Company and the Union. Operations shall not be delayed through failure to agree immediately upon the rate applicable to any such occupational classification. In such cases, pending the results of negotiations, the Company will establish the new occupational classification and the company-proposed rate applicable thereto and shall place such occupational classification and such rate into effect.

A negotiated rate finally established which is higher than the company-proposed rate will be paid retroactive to the date the employee started to work in such occupational classification.

SECTION 4.5 IRREGULAR WORK PERIODS

When the longest period worked in a "regular work day" is less than eight (8) consecutive hours, the Company will pay an employee, who is available for work, at his/her straight time rate for the difference between the number of hours worked in one such period and eight (8) hours. In computing the payment due under this provision for hours not worked, no other section of this Agreement shall apply. This provision shall not apply to "scheduled days off", or to holidays.

For purposes of this provision only, hours of work performed before midnight will be considered performed in the calendar day ending at midnight and hours of work performed after midnight will be considered as performed in the calendar day starting at midnight.

When an employee's "regular shift" includes midnight, his/her "regular work day", for the purpose of this provision, will be the twenty-four (24) hour period beginning with the starting time of his/her "regular shift".

Except as set forth above, this provision shall not be deemed to modify or invalidate any other provision of the collective bargaining agreement.

SECTION 4.6 HIGH TIME

Employees who are required to work in excess of thirty (30) feet above the surrounding base area where safety equipment is required, (sixty [60] feet when in a man lift), will receive an additional $6.00 an hour for all time worked on such structures. Employees entitled to height premium will receive a minimum four (4) hours per occasion.

When overtime premium and height premium are due concurrently, both will be paid and calculated on the employee’s base rate.

The Company will provide basic climbing training and fall protection to employees. A “tower climb” list will be maintained for tower climbs.

The first available “climb” will be offered to the available qualified person with the least number of hours on the “tower climb” list. If no one volunteers to climb, the persons with the least number of hours on the tower climb list will be forced.

Those employees on the “tower climb” list will receive a bonus of $250 payable at the completion of five (5) tower climbs provided they maintain rescue climber certification.

ARTICLE V

HOURS AND OVERTIME

SECTION 5.1 DEFINITIONS

(A) "Normal Work Week". The "normal work week" for all employees covered by this Agreement shall be Monday through Friday, not to exceed eight (8) hours in any one day of twenty-four (24) hours.

(B) "Scheduled Days Off". Each employee shall have two (2) "scheduled days off" in each "regular work week". A "scheduled day off" shall be a regular work day during which no "regular shift" is scheduled to start.

(C) "Regular Work Week". The "regular work week" for all employees shall begin at 12:01 a.m. Saturday and end at 12:00 o'clock midnight Friday the following Friday (i.e., seven (7) consecutive calendar days, Saturday to Friday, inclusive).

(D) "Regular Work Day". For the determination of daily overtime and of overtime worked in the "regular work week", on "scheduled days off", and on holidays, the "regular work day" will be used and will consist of twenty-four (24) consecutive hours, from the beginning of the employee’s shift to the start of the employee’s next shift. In all cases, the first "regular work day" in the "regular work week" will begin at the time the "regular work week" begins. Hours worked on or in conjunction with a "regular shift" starting in the "regular work day" will be counted as worked in such "regular work day".

(E) "Regular Shift". A "regular shift" shall be scheduled in advance, and shall consist of eight (8) consecutive hours during a "regular work day", exclusive of meal periods of not less than one-half hour or more than one hour each.

(F) "Night Shift". The term "night shift" shall mean any shift starting at or after 3:00 p.m. and at or before 6:00 a.m. A shift starting at or after 1:00 p.m. and ending at or before 6:30 p.m. shall not be considered a "night shift".

SECTION 5.2 CHANGES IN SHIFTS

The Company shall give notice of at least five (5) calendar days of any change in regular shifts to the Union and the employee's affected.

Shifts will be changed only when the Company finds it necessary because of operating conditions. In the event five (5) calendar days’ notice of a shift change is not provided, an employee shall be paid time and one-half (1 1/2) their straight time hourly rate for all days which five

(5) calendar days’ notice was not provided.

SECTION 5.3 OVERTIME RATES

Overtime compensation shall be computed on the basis of actual overtime worked to the nearest one-tenth (1/10) hour. Payment for overtime hours worked shall be computed at the following rates:

Time and one-half shall be paid:

(A) For hours worked in excess of eight (8) and not in excess of eleven (11) in a regular work day.

(B) For hours worked in excess of forty (40) in a regular work week.

(C) For the first eleven (11) hours worked on the first scheduled day off.

(D) For hours worked before the commencement or after the ending of the employee's regular shift.

Double time shall be paid:

(A) For hours worked on the employee's second scheduled day off.

(B) For hours worked over eleven (11) in any continuous work period.

SECTION 5.4 PYRAMIDING OF OVERTIME

No employee shall receive more than one overtime rate for the same hours worked, and if more than one rate is applicable to the same hours worked, the higher rate only shall be paid.

SECTION 5.5 NIGHT SHIFT PREMIUM

A shift differential of 10% of the employee's straight time basic salary rate shall be paid to employees who are scheduled for and perform work on recognized night shifts. An employee shall not receive the night shift differential for hours worked before or after his/her regular shift if an overtime rate is received because such hours are before or after his/her regular shift.

SECTION 5.6 CALL-IN PAY

Whether or not an employee has been previously scheduled to work such days and is called in to work on a holiday, on one of his/her scheduled days off, or is recalled after completing a day's assignment and has checked out and left his/her place of employment, he/she shall receive not less than the equivalent of four (4) hours pay at the applicable rate; provided, however, that any amount paid for hours actually worked shall be credited against such minimum guarantee. An employee shall be deemed to have been requested to work on his/her regular shift unless notified by a supervisor to the contrary at or before the close of the previous day's shift.

SECTION 5.7 DISTRIBUTION OF OVERTIME

Consistent with efficient operations, overtime shall be distributed equitably among employees in each occupation, within each of the established shops. The computation of overtime shall be converted time (i.e., eight (8) hours worked at time and one-half pay shall be charged as twelve (12) hours worked).

SECTION 5.8 TDY TRAVEL TIME

An employee who travels to or from a TDY assignment within the Continental United States will be paid will be paid for such travel time at his/her straight time hourly rate, exclusive of differential payment for all hours traveled up to sixteen (16) hours a day. Time scheduled by the Company for travel to or from a TDY assignment that requires employees to travel out of the Continental U.S. will be paid at the employee's straight time hourly rate, in addition to a 30% differential applied to the first eight (8) hours of the travel day.

The maximum travel hours paid in any one travel day will be sixteen (16). Mission permitting, when an employee is required to travel out of the Continental U.S., the employee will not be required to work until the employee has been given a minimum of a ten (10) hour break.

All travel on scheduled days off must be approved by the employee’s manager.

Employees who travel to seminars/schools on scheduled days off will receive straight time pay for all hours traveled up to sixteen (16) hours per day.

Employees who option to travel on their scheduled days off will receive straight time pay for all hours traveled up to sixteen (16) hours per day.

Company required travel on scheduled days off (SDO) will be paid at the applicable rate. Time and one half will be paid on the first scheduled day off and double time will be paid on the second scheduled day off.

For government furnished travel, scheduled report time for departure and upon clearing customs on return will be used for computation of travel pay, up to a maximum of sixteen (16) hours pay per day at the applicable rate.

At TDY locations, travel from hotel to airport of departure and time spent in travel status to final destination will be used for computation of travel pay.

SECTION 5.8A IMMUNIZATIONS

Immunizations are required as per the LISC contract compliance to the Foreign Clearance Guide and CDC for travel to Ascension Island and potentially other OCONUS as directed. All employee immunizations will be scheduled in coordination with the employee and supervisor, and paid by the company for those employees who will potentially travel OCONUS.

SECTION 5.9 TEMPORARY DUTY ASSIGNMENTS

An employee may be temporarily assigned to work at any location provided that such assignment does not exceed forty-five (45) calendar days.

The Company will make every effort to plan and inform employees prior to leaving as to the duties and responsibilities associated with temporary assignments. Deviations from the anticipated duties and responsibilities will be explained to the employee.

SECTION 5.10 TEN HOUR BREAK

When an employee is required to report for work without being given at least ten (10) hours off after the completion of his/her previous work period of not less than eight (8) hours, he/she shall be paid at the applicable rate for all time worked during the succeeding work period.

For purposes of determining the applicable rate under the foregoing, break time will accumulate, although there shall be no payment for such break time.

SECTION 5.11 TRIP ALLOWANCE

The Company’s policy on business travel and related expenses, in effect on the effective date of this agreement, shall be followed in determining reimbursable expenses for lodging, meals, travel, and incidental expenses incurred on company travel inside or outside the United States. The rates will not exceed on a daily basis the maximum per diem rates in effect at the time of travel set forth in the Joint Federal Travel Regulation.

Paid travel time will not count toward the computation of overtime for regular work pay.

Employees who travel are required to obtain a company sponsored credit card, and complete the Deltek travel authorization, and submittal process. For those locations such as Ascension that do not accept credit cards, a cash advance will be coordinated no less than 14 days in advance of travel.

SECTION 5.12 MEAL PERIODS

An employee may request with management approval, to take a “no lunch” and work a straight eight (8) hour shift before being released to go home.

SECTION 5.13 HAZARDOUS DUTY COMPENSATION.

In the event an employee is detained by terrorists or by a foreign government, unless the detention by the foreign government is pursuant to an agreement with the United States, or detained by an unfriendly government, at no fault of the employee, the employees pay and benefits shall remain intact for a period not to exceed three years.

These payments will be offset by any other statutory payments.

SECTION 5.14 IMMINENT DANGER

Imminent Danger is defined as an enemy or terrorist attack that has occurred or is likely to occur and all other personnel are released from work. The Imminent Danger rate of pay shall be paid to any employee who is not released within two (2) hours of notification by the Air Force Contracting Officer to The Company to release all non-critical employees due to a FPCON Delta.

Subject to Section 5.4 of this Agreement, Imminent Danger pay will be paid at base pay rate plus two times of the employee’s base pay rate for all hours worked up to a maximum of 40 hours for any single occurrence.

SECTION 5.15 HURRICANE RECOVERY TEAM (HRT)

RGNext proposes to pay personnel who are utilized during periods of preparation and recovery actions associated with Disaster and Recovery Support:

1. Under the Launch Integrated Services Contract (LISC), RGNext bears the primary responsibility for protecting our personnel and all assigned Eastern Range sites, facilities, systems, and equipment. In the event of disaster conditions at any ER location, RGNext requires personnel to support the implementation and the provisions of the RGNext Severe Weather and Hurricane plan and will render to the Air Force, any other assistance required.

2. It is the intent of The Company to first seek volunteer HRT team members. If The Company does not receive the appropriate amount of volunteers, the Company will utilize newly established HRT Volunteer/Force lists for each area required to fulfill contractual obligations. HRT team assignment will be as equitable as possible in relation to compensation as well as assuring that individuals who may be forced to work a single event, will not be forced to work consecutive assignments when resources are available to support rotation of assignment. The Company understands that individuals assigned as HRT team members may not be able to fulfill their obligation if circumstance beyond their control occur to them or their household. HRT team members will be identified by 31 May of each year and in the event of multiple occurrences within that year no later than 2 hours after initial HURCON IV notification during normal working hours.

3. In support of HRT Team services, The Company will provide annual training, and make flashlights, raincoats and bottled water available for use. The Company plans on providing LMR radios to the teams of employees that will be fielded to support the HRT activities. However, if LMRs are not provided or they do not work, The Company will pay a portion of the HRT team member’s personal cell phone bill for the days that the member actively participates in HRT activities pre- and post-event, as described in the example.

Example: In a 31-day month (July or August), a HRT team member is called up for 4 HRT team days. The HRT team member will submit an expense voucher with attached cell phone bill for 4/31 the cost of the base cell phone bill. The Company will reimburse each activated HRT team member for the appropriate number of days of active support (a portion of the cost of the base cell phone bill). If the HRT team member was only activated for 2 days, the reimbursement would be 2/31 of the cost of the base cell phone bill in a 31-day month.

4. The Company acknowledges that there are several employees who may have responsibilities or reside within the barrier islands who may need sufficient time to prepare to support HRT team or final close out preparation requirements. HRT team members or those identified who may require personal preparation time to support final preparation close-out will be released from work if conditions allow. (Example: A storm that develops outside of the typical time table developed for normal HURCON level notification may prevent this allowance) This release time will be paid at the standard applicable rate provided it occurs during their standard work week hours. The determination of release time and need must be approved by Management. If an employee feels that management release time is insufficient, the employees concern will be elevated to The Company’s HR Manager and the Local’s Business Manager for immediate resolution.

5. An employee may be released from work only by an immediate supervisor or higher RGNext management. It is the employee’s responsibility to keep his or her supervisor informed of the employee’s whereabouts in the event an evacuation is pending so the employee may be notified promptly of changes that affect the work situation. For recall/recovery purposes, employees should follow official return-to-work instructions of the RGNext official notification procedures, including and not limited to an automated notification system and website or their supervisor for specific instructions. When the event has passed, employees shall contact their supervisors or other designated contact to provide their status. An employee who is assigned or requested to report to work or to continue preparations after HURCON II actions are complete or designated as mission essential personnel for the purpose of emergency support during and through RECON II, will be paid at two times the employee’s base pay rate for all hours worked.

An employee reporting for duty shall receive not less than four

– hours pay at the applicable rate. If such duty occurs on a Holiday, HRT team members who report for duty will defer their Holiday and receive an applicable rate.

ARTICLE VI

HOLIDAYS

SECTION 6.1 DESIGNATED HOLIDAYS

The following holidays shall be observed: New Year's Day, Martin Luther King's Birthday, President's Day, Memorial Day, Independence Day, Labor Day, Columbus Day, Veteran's Day, Thanksgiving Day, and Christmas Day. Employees shall be granted a floating holiday each calendar year. New employees will not be entitled to take floating holidays until their probationary period is completed.

SECTION 6.2 PAY FOR DESIGNATED HOLIDAYS

The Company shall pay employees for each of the designated holidays at their straight time salary base rate for the number of hours, per day, not to exceed eight (8), for which they are regularly scheduled to work during the work week in which the holiday occurs. In no event will the payment for hours not worked on one of the designated holidays be in excess of eight (8) hours. Employees who work on any one of the designated holidays shall be paid time and one-half for hours worked, and shall in addition receive the holiday pay to which they may be entitled in accordance with the above. In the event the President or the Congress of the United States proclaims a day of administrative leave for civil service employees at the location where employees covered by the terms of this contract are employed, they shall be paid in accordance with the above, provided that they would have otherwise worked that day or are on scheduled vacation, and provided the customer agrees to reimburse the company for said holiday.

SECTION 6.3 OBSERVANCE OF HOLIDAYS

If a designated holiday falls on an employee's scheduled day off, the holiday will be observed on the work day preceding or the work day following the day on which the holiday falls. An employee's floating holiday will be observed at the mutual convenience of the Company and the employee, but in no case will a floating holiday be carried over from one calendar year to another.

SECTION 6.4 TDY HOLIDAYS

If a Company recognized holiday occurs during an employee’s TDY assignment, with the exception of JDMTA, or a location of similar distance, the following applies:

• If the employee is required to work on the holiday, they will be paid time and one half of the base pay. The employee will be given the option to receive payment for the holiday or to take the holiday within one hundred twenty (120) calendar days following their return from the TDY assignment. The day to be observed will be scheduled upon his/her return from temporary duty, and will be mutually agreed upon between the company and the employee, giving consideration to the operating needs of the Company and the wishes of the employee.

• If the employee is not required to work on the holiday, they will receive straight time for the day. The employee will be given the option to receive payment for the holiday or to take the holiday within one hundred twenty (120) calendar days following their return from the TDY assignment. The day to be observed will be scheduled upon his/her return from temporary duty, and will be mutually agreed upon between the company and the employee, giving consideration to the operating needs of the Company and the wishes of the employee.

For JDMTA

• If the employee is required to work on the holiday, they will be paid time and one half of the base pay for all hours worked plus pay for the holiday.

• If an employee on a TDY assignment is not required to work on a Company recognized holiday, they will receive eight (8) hours of holiday pay and an additional day in place of the holiday to be observed within one hundred and twenty (120) calendar days of their return from the initial assignment.

ARTICLE VII

PAID TIME OFF

SECTION 7.1 PAID TIME OFF

PTO benefit is a time-off plan that combines vacation, sick and personal days in one flexible pool of time available to meet the personal needs of Eligible Employees, while balancing business needs.

Employees accrue paid time off each week. PTO will, so far as possible, be granted at times most desired by employees, but the right to fix the time for PTO is reserved by The Company in order to ensure orderly and efficient operation. When the schedule of PTO of employees in the same group would hamper efficient operations, the choice of PTO time shall be determined by the date of request, but no sooner than 90-days ahead of the requested time off. When consistent with efficient operations and with prior approval, an employee may be permitted to schedule PTO in partial day increments. The first increment cannot be less than one hour, additional PTO time may be taken in one-tenth (1/10) hour increments.

SECTION 7.2 ELIGIBILITY AND PAYMENT

Any employee on the active U.S. payroll and regularly scheduled to work forty (40) hours or more per week is classified as an Eligible Employee. Eligible Employees will accrue paid time off hours weekly, based upon their benefit date. Years of service is measured from the employee’s benefit date.

PTO can be used for any reason, including illness (personal and/or family), vacation, personal business, leisure activities, health related appointments (personal and/or family) as well as time off associated with the Family Medical Leave Act. Separate Company policies apply to holidays, bereavement, jury duty, military leave and the Family Medical Leave Act.

Employees cannot buy or sell PTO. Employees are also not allowed to charge PTO that has not been earned.

Supervisory approval is required for an employee to schedule PTO.

For scheduled activities (appointments, vacations, etc.), the employee is required to notify their supervisor in advance; for unexpected absences (illness, accident, etc.) the supervisor must be notified by the start of the regular shift or as soon as reasonably feasible.

Terminated employees will be paid out for any unused PTO as soon as administratively possible after the termination date or as required by state laws.

SECTION 7.3 PTO SCHEDULE

The following table shows the PTO hours that can be accrued by an eligible, full-time employee beginning 1 January 2016.

Benefit Date

PTO

Days

PTO Days Calculated into

Hours

Maximum Accrued Hours

Year 1 through 5 22 176 264

Year 6 through 14 27 216 324

Year 15 through 19 32 256 384

20 + 37 296 444

SECTION 7.4 MAXIMUM ACCRUAL LIMITS

An employee’s accrued unused PTO balance cannot exceed 1.5 times above the annual accrual. The Human Resources Manager may authorize PTO accrual beyond the maximum accrued amount only in extraordinary circumstances where for the convenience of RGNext, it becomes impossible for the employee to take PTO leave before the annual accrual limit is reached. The additional accrued PTO must be taken before the end of the next calendar year. Authorization for PTO accrual beyond the annual accrual rate shall not be granted in two successive years.

ARTICLE VIII

LEAVES OF ABSENCE

SECTION 8.1 APPLICATION FOR LEAVES OF ABSENCE

Except for military service, no application for a leave of absence will be considered unless it is applied for in writing and on forms to be provided for that purpose.

SECTION 8.2 ALL LEAVES OF ABSENCE

All leaves of absence, except as otherwise herein provided, shall be granted at the discretion of the Company, dependent upon the work requirements or scheduled commitments of the section in which the employee requesting leave of absence is employed; furthermore, leaves of absence as set forth in this Article VIII, except for military service, will be granted only when prior approval of the employee's section manager and the human resources manager are obtained.

The Company reserves the right to request from an employee documentary proof of the conditions necessitating the leave of absence. The Company may also, when in its opinion it is necessary, arrange for a doctor or a nurse, selected by the Company, to interview, or examine such employee, who has applied for a leave of absence because of illness or disability, for the purpose of determining the employee's condition and the possible duration of such sickness or disability. Willful misrepresentation of the facts on the basis of which a leave of absence is granted shall be considered grounds for dismissal for cause.

SECTION 8.3 EXTENDED MILITARY DUTY

Employees who enter the Armed Forces of the United States shall be granted a leave of absence for the period of such service, and upon honorable discharge therefrom shall be re-employed by the Company, as provided by the Universal Military Training and Service Act. An employee who has accumulated six (6) months or more of continuous service credit prior to the commencement of his/her leave of absence for military duty will be paid a military duty allowance equal to the difference between his/her regular Company pay and any lesser amount of his/her total military pay as follows:

A. If he/she has assumed the required military service obligation of six (6) months or less, the payment will be based on the difference between ten (10) working days base pay with the Company and the first two (2) weeks military pay (including such allowances as flight pay and submarine pay).

B. If he/she has assumed the required military service obligation of more than six (6) months, the payment will be based on the difference between one (1) months (4.3 weeks) base pay with the Company and the first month's military pay (including such allowances as flight pay and submarine pay).

SECTION 8.4 ILLNESS, INJURY OR PREGNANCY

RELATED DISABILITY

Subject to the requirements of this Agreement relating to leaves of absence, an employee who is found to the satisfaction of the Company to be unable to perform regularly assigned duties with the Company because of sickness, injury or pregnancy related disability shall receive a leave of absence without pay during the period of such disability, provided it does not exceed three months. If the disability continues beyond the three month period, such employee shall be entitled to additional leaves of absence of three months each, but not to exceed a total of twenty-four (24) months. Continuous service credit and seniority privileges shall accumulate for a maximum of twenty-four (24) months. The employees involved shall inform their immediate supervisor immediately upon the occurrence of the illness or disability and shall thereafter keep their immediate supervisor informed monthly in writing of the approximate time when they will be able to resume their usual Company duties.

SECTION 8.5 JURY DUTY AND COURT WITNESS

ABSENCE AND PAYMENT

An employee with thirty (30) days or more continuous service credit who is called for and who performs jury duty shall be compensated for the straight-time hours the employee was thereby required to lose from the employee's regular work schedule, but not to exceed five (5) eight-hour days per week, computed at the employee's established regular basic salary rate. Such payment shall be made so long as such jury duty continues, only upon presentation of documentary proof of jury duty.

An employee with thirty (30) days or more continuous service credit who is subpoenaed to appear in court as a witness on behalf of the Company, in an action to which the Company is a party, or by a Governmental authority to appear as a witness in an action not involving the employee shall be compensated for the straight-time hours the employee was thereby required to lose from the employee's regular work schedule, but not to exceed five (5) eight-hour days per week, computed at the employee's established regular basic salary rate.

However, when subpoenaed by a party other than the Company or the Government, the employee will not be compensated if the employee, the Company or the Union is a party in the case, or if the employee has any direct interest or financial interest in the case.

SECTION 8.6 SPECIAL OR UNUSUAL CASES

Where the Company finds that rare and unusual facts require or justify it, leaves of absence may be granted, in addition to the leaves of absence in other provisions of this article, with or without accumulation of continuous service credit and established seniority privileges. The Company will discuss such cases with the Union.

Duly designated representatives and elected officials of the Union who have at least six (6) months of continuous service credit, shall, on written request of the Union, be granted a leave of absence for Union activity. No more than two such leaves of absence for Union activity will be in effect at any one time.

SECTION 8.7 NON-WAR MILITARY DUTY

An employee with six (6) months or more continuous service credit who is called for and performs non-war military duty will be compensated for the difference between his/her base military pay, plus such allowances as flight pay and submarine pay, and the payment he/she would have received for the straight time hours he/she was thereby required to lose from his/her regular work schedule, but not to exceed ten (10) eight-hour days in any calendar year, if he/she is called for training, or five (5) eight-hour days if he/she is called because of an emergency, computed at his/her established regular basic salary rate.

Continuous service credit and duly established seniority privileges will accumulate during such leave.

ARTICLE IX

BEREAVEMENT LEAVE

SECTION 9.1 BEREAVEMENT LEAVE

Bereavement leave of absence may be granted with pay because of death in the immediate family as follows:

(A) For a period not to exceed three (3) working days, if required travel is within a four hundred (400) mile radius of the employee's work location.

(B) For a period not to exceed five (5) working days, if required travel is in excess of a four hundred (400) mile radius of the employee's work location.

The term immediate family is defined as an employee's spouse, parent, child, brother, sister, grandparent, grandchild, parents-in-law, daughter-in-law, son-in-law, or any of those in a step relationship, legal guardian or legal ward. Requests for special circumstances shall be reviewed by the Human Resources Manager.

All requests for leave of absence with pay must stipulate a specific period of time and must be approved in advance in writing by the employee's supervisor and the Human Resources Manager. All requests for a leave of absence with pay require the use of the RGNext “Leave of Absence” form.

In case of death in the immediate family, an employee shall be granted an additional unpaid leave of absence up to two weeks, provided there is justification for such leave. If application is made in writing prior to the termination of such two-week leave, an extension of one week may be granted in unusual cases. Continuous service credit and duly established seniority privileges shall accumulate during such period.

ARTICLE X

CONTINUOUS SERVICE CREDIT

SECTION 10.1 ACQUISITION OF CONTINUOUS SERVICE

CREDIT

Each employee shall have continuous service credit with the Company dating from the first date of his/hers unbroken service, except as set forth in section 11.2.

SECTION 10.2 CONTINUITY OF SERVICE

The continuous service credit and seniority of an employee will be broken under the following conditions, and when so broken such employee shall be for all purposes considered a new employee if and when rehired:

(A) Resignation or other voluntary termination of employment.

(B) Discharge for just cause.

(C) Absence in excess of three (3) consecutive working days without notice, either by telephone or written message by messenger to the immediate supervisor or the Human Resources Manager, unless satisfactory evidence of inability to report is shown.

(D) Unauthorized absence beyond the time limit of an authorized vacation or an approved absence, unless satisfactory evidence of inability to report for work is shown.

(E) Failure to report to work after layoff within ten (10) working days after the Company gives the employee written notice to return to such work and failure to notify the Company of the employee's intention to return to work within five (5) working days after such notice is given. Such notice shall be deemed to have been sufficiently given if sent to the employee by registered mail to the last address furnished to the Human Resources department of the Company.

(F) Layoff, by the Company, without recall to work within two (2) years from the date of such layoff.

SECTION 10.3 CONTINUOUS SERVICE CREDIT

An employee whose continuous service credit is broken as the result of not being recalled to work after a layoff and who is subsequently re-employed shall be credited with the continuous service credit accrued at the time of the layoff that caused the most recent break in the employee's continuous service credit provided such employee accumulated three (3) years of unbroken continuous service credit after being re-employed. Upon accumulating three (3) years of unbroken continuous service credit after reemployment, the employee's continuous service credit shall thereupon be recomputed and such recomputed continuous service credit of the employee shall apply to the following benefits:

(1) Allowable Absence

(2) Vacation

(3) Service Awards

Any period between the date an employee was removed from payroll and the date such employee was re-employed shall not be included in any re-computation of continuous service credit. In addition, the provisions of Paragraph 10.01 of the Agreement which base an employee's seniority upon continuous service credit, shall not be applicable after the re-computation of the employee's continuous service credit so that the employee's seniority shall date only from the employee's most recent date of reemployment.

ARTICLE XI

SENIORITY

SECTION 11.1 NEW EMPLOYEES

New employees shall be considered on probation and not entitled to seniority until they shall have acquired ninety (90) days of continuous service credit. Upon completion of said period of employment, the employee shall be considered a regular employee and his/her seniority shall date from the start of the probationary period and, when thus established, will equal the employee's continuous service credit.

SECTION 11.2 COMPUTATION OF SENIORITY

An employee's seniority will equal the total amount of time spent with the Company in occupational classifications covered by this Agreement. The Company will, however, recognize the total length of continuous service of any employees formerly employed by Computer Sciences Raytheon on the Range Technical Services Contract, Exelis, and L-3 on the SLRSC contract and who were employed by the Company, on the LISC Contract, provided they made the transition to LISC by April 5, 2017.

However, an employee who is offered employment following a layoff and who refuses a firm job offer will forfeit his/her seniority rights.

Where two (2) or more employees would otherwise have identical seniority, seniority shall be determined by the alphabetical order of last names; a name commencing with "A" being the most senior.

With respect to an employee who is promoted from equipment preparer to machinist or to sheet metal mechanic, such an employee shall accumulate seniority in either of said higher rated occupational classifications only from the effective date of promotion. The employee shall not retain previously acquired seniority except as follows: if such an employee is laid off from one of said or any other higher rated occupational classifications the employee may use bargaining unit seniority, if this is greater, to displace the employee with the least bargaining unit seniority in the equipment preparer occupational classification.

SECTION 11.3 LOSS OR TERMINATION OF…