Attachment_M.1_-_Local_460_CBA_2016-2019.pdf

AGREENIENT

By and Between

ALUTIIQ ADVANCED SECT'RITY SOLUTIONS, LLC

ANE)

INTERNATIONAL UNION, SECURITY, POLICE

AND FIRE PROFESSIONALS OF AMERICA

(SPFPA) & lts LOGAL 460

Thereof Representing The Security Officers Locatecl At:

The PFPA FAGILITIES AIKA, ('THE SITES" Mark Ccnter: 4800 Mark Center Drivc Alcxandria, Virginia

Hoffman II| 200 Stoval Street Alexandria, Virginia

One Libcrty Center: 975 North Randolph St Arlington, Virginia

Wilson 1500: 1500 Wilson Boulcvard Arlitrgton, Virginia

Defense Headquarters Health Headquarters (DHHQ): 7700 Arlington Iloulevard Falh Church' Virginin

Defense Advanced Research and Projects Agency (DARPA.):

475 North Randolph St Arlington, Virginia

Parkridge II: 10803 Parkridge Boulevard Rcston, Virginia 20191

Tech Road: 503 Robert Grant Avenuc Silver Spring, Marylltnd

Nafional Center II / Polk Building 2521 South Clark Street Arlington, rr'irginia 2220?

National Center III / Taylor Building 2531 Crystal Drive Arlington,Yitginia 22202 | ., fl rJ'

Suffolk Buitding 5611 Columbia Pike Falls Church, Virginia ,t

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ARTICLE 22 . LAYOFFS & RECALL...

ARTICLE 23 - VOLUNTARY QUITS

ARTICLE 24 - WEAPONS

ARNCLE 25 -TRAINING REAUATIFICATION AND CERTICATIONS

ARTICLE 26 - GOVERNMENT DIRECTTVES

ARTICLE 27 - SAFETY

ARTICLE 2E.SUCCESSORSHIP

ARTICLE 2S - SEPARABILITY AND SAVINGS CI.AUSE

ARTICLE 30 - DUMTION

APPENDIX A . WAGES

APPENDIX B - BENEFITS

Page 3 of39

PREAME}LE

This Agreement is entered into as of March 1,2016 by and between ALUlllQ

ADVANCED SECURITY SOLUTIONS, LLC, hereinafter referred to as the (Company or

Employer) and the INTERNATIONAL UNION, SECURIry, POLICE AND FIRE

PROFESSIONALS OF AMERICA (SPFPA) & lts Local 460 hereinafter referred to1 as the (Union and Local). This Agreement covers the employees working at trhe Department of Defense Facilities, Employers contract number HQ0034-1

0002hereinafter referred to as the Sites or Facilities.

ARTICLE 1 - SCOPE OF AGREEMENT

section 1.1 - Recoqnition

The Employer recognizes and acknowledges that the Union is the sole and exclu bargaining agent for the purpose of collective bargaining with respect to rates of wages, hours of work and olher conditions of employment, and all its security gu employees, as defined in the National Labor Relations Act, as amended, empl the Employer at The Department of Defense Facilities. The Employer agrees any

(or acquired) Department of Defense locations secured by the Enrployer that certified by the NLRB or recognized by the Employer under this contract HQ0034-1

0002HQ be considered an accretion to the existing bargaining unit and that the ac security officers will be included under and covered by the lerms of this colle bargaining agreement to include all current wages and fringe benefits.

Section 1.2 - lnclusion & Exclusion For the purpose of the agreement the term "employee" shall include all armed unarmed security officers employed by ALUTIIQ ADVANcED SECUR|-ry SoLUTIO

LLC. working at the PFPA Facilit ies, performing guard duties as defined by the

Labor Relations Act. Excluding, Administrative Staff, Project Manager, Major, Lieutenant or any other lvlanagement or Supervisory staff as defined by the

Labor Relations Act.

Section 1.3 - Probationary Emplovees

All employees newly hired, or rehired after termination of their seniority,

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I classified as probationary employees for a period of ninety (90) calendar days from qate of hire. During their probationary period, employees may be subject to disciplin€i or discharge at the discretion of the Employer, without regard to the provisions of Articlgs 9 and 10 of this Agreement. All other provisions of this Agreement are applicablq to pfobationary employees.

ARTICLE 2 - MEMBERSHIP

section 2.1 - Definition

All officers covered by this agreement shall become members of the Union not l+ter than the thirty-first (31st) day following the beginning of their employment or the dat? of the signing of this agreement, whichever is later as a condition of continfed employment. r

An employee who is not a member of the Union at the time this Agreement becoriles effective shall as a condition of continued employment, become a member of the Uriion within ten (10) days after the thirtieth (30th) day following the effective date of this

Agreement or within ten (10) days after the thirtieth (30th) day followng employmdnt.

whichever is later. Also as a condition of conlinued employment, an employee sfall remain a member of the Union, to the extent of paying an initiation fee and ithe membership dues uniformly required as a condition of acquiring or retairiing membership in the Union, for the duration of this Agreement.

Employees meet the requirement of being members of the Union, within lhe meaning of this Article, by tendering the periodic dues and initiation fees uniformly required aF a condition of acquiring or retaining membership in the Union or, in the alternative,l by tendering to the Union financial core Jees and dues, as defined by the U.S. Suprime

Court in NLRB v. General Motors Corporation, 373 U.S. 734 (1963) and Becli v.

Communications Workers of America, 487 U.S. 735 (1988). ]

Section 2,2 - Membership compliance

In the event the Union requests the discharge of an employee for failure to comply Yith the provisions of this Article, it shall serve written notice on the Employer requesting lhat the employee be discharged effective no sooner than fourteen (14) calendar day" T", iB

P a g e s o i 3 g o 7 t >/s/// t l a , l 4 < l t wI the date of that notice. The notice shall also contain the reasons for discharge. ln trhe event the Union subsequently determlnes that the employee has remedied the defdult prior to the discharge date, the Union will notify the Employer and the employee, ?nd the Employer will not be required to discharge that employee.

An employee shall not be required, as a condition of employment, to pay money to fhe Union, or to become a member of, or conlinue membership in, the Union, if he/sh{ is employed in any state, in any location other than an enclave wherein exclusive fedqral jurisdiction applies, which prohibits or otheruise makes unlawful payment to a lapor organization or membership in a labor organization as a condition of employment.

Section 2.3 - Deduction

The Employer shall deduct such dues or agency fees each payday from the pay o! all employees covered by this Agreement who provide individually signed authorizatiqns.

The Employer shall tender such deductions to the Union by the last calendar day of ]the following month. The Employer shall also provide, on a monthly basis, the name, lhe identiflcation number and job classification of each employee and the amount of dueg or agency fees deducted.

ARTICLE 3 . NON-DISCRIMINATION

The Employer shall recruit, hire, train, assign positions and promote employees withput regard to race color, religion, national origin, ethnic background, gender, age, ma4tal status, sexual orientation, disability, status as a veteran, political affiliation or belief, military duty status, or Union activity.

ARTICLE 4. MANAG]EMENT RIGHTS

Realizlng that the Employer must have flexibility regarding alljob assignments and olFer operation decisions, the Employer retains the right, subject only to the Umitatigns expressly set forth in this Agreement, to exercise all the rights and functionsl of management. Subject to lhe expressed limitations in this Agreement, nothing in lhis

I interpreted as interfering with the Employer's right to manage its business and direct its worKorce, including but not limited to, the right to direct and control all operations ?nd services to be performed by the employees of the Employer; to maintain order ?nd efflciency in operations, to establish and change work schedules, to regulate ithe number of employees and the number and length of shifts and the starting and stopqing time of each shift, to hire, transfer, lay off, promote, or determine the qualifications ?nd classifications of employees, or to discharge, suspend with, or otherwise discipfine employees for just cause; to alter, extend, limit, cease, transfer, of discontinuel its operations or any part thereof, to decide the number of employees that may]be assigned to work on any shift or any part thereof; to decide the number of employ9es that may be assigned to work on any shift or any job or the equipment to be employed in the performance of such work; to make and enforce rules and regulations; and tolset and enforce standards of employee performance when in its sole discretion it may dqem it advjsable to do any or all of said things to meet the designaled contract requiremeit.

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ARTICLE 5 - SUBCONTRACTING

For the purposes of preserving work and job opportunities for the employees cove lhis Agreement, the Employer agrees that it will not subcontract or transfer lo bargaining unit employees, any of the work or services of the kind, nature or presently or hereafter performed or provided by the Employer unless required lo d by The Department of Defense in regards to the PFPA Facilities covered in

Agreement.

ARTICLE 6 - EMPLOYEE CLASSiIFICATIONS

Employees who are regulady scheduled to work at least thirty-six (36) per workweek shall be considered as 'full-time". Employees who to be nor shall not listed and The list of management rights set forth in this Article is nol intended construed as a restriction or waiver of any rights of the Company specmcally surrendered in this Agreement, whether or nol such exercised in the Dast.

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Page 7 of39 scheduled io work less than thirty-six (36) hours per workweek but at least thirty (90) hours per workweek shall be considered as "part-time" but eligible for medical bengflts as defined by the ACA. All others working less than thirty (30) hours per week will qlso be entitled to no benefits other than those specified elsewhere in this agreement.

ARTICLE 7 - WORK WEEK AND HCIURS OF WORK

Section 7.1- Workweek Desiqnation

The workweek shall be from 0001 hours Sunday until 2400 hours Saturday each wqek.

Wages shall be paid semi-monthly on the 1Oth and 26rh of each month.

Section 7.2 - Workdav

The Workday shall begin at 0000 hours and end 2400 hours

Section 7.3 - Schedulinq

The Site Manager will make and post a schedule two (2) weeks in advance.

schedule shall only be changed if an emergency situation occurs, if post orders changed, or if an Employee and Site l\4anager agree to make a switch to the p schedule. The Employer shall schedule full time employees for at least eight (8) daily shifts unless the employee is working overtime. All full time employees shall scheduled to work at least a thirty-six (36) hour schedule.

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Section 7.4 - Breaks

The contractor shall ensure thal all CSO'S working on this contract receive a of one 10 minute paid break for each four hours worked and one UNPAID minute meal break will be provided. For twelve (12) hour shifts an additional

(10) minute break will be allowed during the last 4 hours.

UNPAID meal break not on thereof Emolovee if worked Section 7.5 - Overtime

Overtime is to be paid at the rate of one and one-half (1 1/2) times base hourly time wage rate. Overtime shall be paid to employees for work performed in exces forty (40) hours in a workweek. Paid vacation, personal leave, holiday or any hours not actually worked shall not be counted as hours worked in the calculatio ur mln thirty

PAID n of rity ,,0 ;,v'\ t^ m overiime. Opportunity to work overtime shall be granted on the bases of seni

Page 8 of39 provided that it is consistent with the Employer's business needs and circumstances overtime must be authorized in advance by the Employer.

Section 7.6 - Call lns

An employee called in outside his regular work schedule shall be guaran a minimum of four (4) consecutive hours of work or pay in lieu thereof. This shall apply to time scheduled for training or re-certifications outside of a regular schedule may not last four (4) hours, provided it is scheduled in advance.

Section 7.7- Call Offs

A four (4) hour time period is required prior to all call offs or it will be consid unexcused.

Section 7.8- No Guarantee of Work

Nothing in this Article shall be construed as a guarantee of work, work opportuniti hours, except as otherwise expressly provided.

Section 7.9 - Shift Transfer Once the Manager and Employee agree upon a regular scheduled shift time, this shall remain the same except when emergency silualions occur, or if an Employee manager agree to a change in shift. When changes are necessary, as much noti reasonably possible will be given.

Section 7.10 - Limitation on Dailv llours

Section 7.11 Buildinq closinq

The Employer shall pay at straight-time pay all scheduled hours and/days that jthe building is closed by the President, The Office of Personnel Management (oPM), ?nd the US Congress or by an Act of God at the basic hourly rate on the condition thatithe

Company receives payment from the Government for those wages/services. In "i.n gZ

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ARTICLE 8 - UNIFORIIIIS

Upon termination of employment, the issued clothing and equipment shall be retur to the Employer. The Union agrees to allow the Ernployer to withhold four hund

($400.00) dollars plus vacation pay out until employee returns all uniforms equipment. All uniforms and equipment shall be returned cleaned within ten ( business davs after termination. or the aforementioned withholdinos and va forfeiture will be applied. Should the lerms above be met, then the Employee will paid all his/her remaining pay.

ARTICLE 9 , DISCIPLINE AND DISCHARGE

Section 9,1 - Just Cause

No employee shall be disciplined or discharged except for just cause. The Emplo shall notify an employee of its intention to impose discipline or lo discharge lhe employee within ten ('10) business days after managernent has actual full knowledgE of the incident on which the proposed discipline or discharge is based. The Employer slirall conduct a confidential investigation of the circumstar'rces of the event giving risq to possible disciplinary action, including meeting with the employee; during this meetilg, Employee shall have the right to be accompanied by a shop steward. An emplo discharged for just cause shall not be entitled lo receive any accrued vacation or pay. Electronic devices must not be visjble and may only be used in line of duty.

offense shall constitute a two day suspension; second offense shall consti immediate dismissal.

Section 9.2 - Disciplinarv Plqecllqle No employee shall be discharged/disciplined without just cause, and dismissals/discipline will be subject to the grievance procedure and arbitration clau

All reprimands, suspensions, demotions, and discharge notices shall be in writing shall be signed by the Project Manager. Copies of the discipline or discharge n

Page 10 of39 ce nd on be

0) o shall be given to lhe employee disciplined and to the shop steward. After a peri twelve (12) months following the date of issuance such disciplinary notice shall longer serve as the basis for disciplinary action. Any officer who has filed a gri protesting disciplinary action shall be entitled to review his disciplinary file and to copies of any current disciplinary notices.

The Company shall utilize a system of progressive discipline as follows

First offense: Verbal warning, if violation warrants such; otherwise elevated to the next appropriate level.

Second offense: Written warning and conference

Third offense: Suspension that suits violation not to exceed (5 days)

Fourth offense: Discharge if warranted

Theft, intoxication on the job, failure to perform work as directed, illegal use of drug discussing company business with the government client may result in imm dismissal regardless of the number of prior reprimands. The Company may disciplin employee in accordance with its Work Rules and Standards except insofar said

Rules and Standards are in conflict with the terms of this Agreement, in which case, Agreement shall prevail..The Employer shall provide the Union wiih a copy disciplines issued to bargaining unit employees within three (3) working da issuance when requested by the Union.

Section 9.3 - Standards of Conduct

Standards of Conduct are vital guidelines, rules, regulations and to any security program. They are CRITICAL to the mission and violated, termination of employment is quite likely.

procedures imp if these standards

It is vital that all employees realize that they represent lhe EMPLOYER and WILL]BE

HELD ACCOUNTABLE FOR ALL ACTIONS. The following acts, either in commisEion or omission will serve as INCONTESTABLE GROUNDS FOR TERMINATION, withiout iurther warning, on the basis of GROSS MISCoNDUCT' upon veriflcation ] by

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appropriate investigation.

1. Assault, making or uttering verbal or physical threats.

2. Arson.

3. Theft or pilferage by an officer.

4. Sabotage.

5. Willful or careless destruclion of property.

6. Dishonesty; accepting bribes, enabling a person to secure stolen property, pe unauthorized access to classiJied material or lying.

7. Falsification; making or authorizing fraudulent entries on official documents, fals reDorts.

B. lnsubordinate toward the client, supeTvisors or managemenl personne..

9. Disregard or laMul orders; to include written post orders, special orders instructions or verbal inslructions from supervisors or management personnel.

10. Violations or rules, regulations or established policy of El\i1PLOYER or its clients.

1 1. Sexual harassment or discrimination to toward EMPLOYER and client emp and visitors.

'12. Intoxication: drinking or being under the influence of alcohol, i l legal drugs controlled substances while on duty.

13. Negligence: sleeping or the appearance of sleeping on duty, abandoning leaving post without proper authority, failing to perform duties as prescribed.

14. Absenteeism: failure to report for work. Failure of a relieving officer to notify deslgnated Supervisor or Project Manager of his/her jnability to report for duty call/ No Show). Unsatisiactorv attendance.

15. Tardiness: repeated failure to report to work on time.

The following acts, either in commission or omission, can serve as incontesla

Page 12 of39

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grounds for disciplinary action including SUSPENSIONI FROM WORK, REDUCTIO

WORK HOURS, DEMOTION OR TERMINATION, depending upon severity.

1. Accepting any fees.

2. Any act of cruelty or oppression toward any employee or anothef member of security force.

Communicating orders or information to any person not authorized to receive the

Conduct unbecoming of an officer or prejudicial to discipline.

Violating or willfully or carelessly permitting violations of EMPLoYER or client ru regulations or contract requirements.

Entertaining unauthorized persons post.

Failure to deal politely and courteously with the client or visitors to client facilit ies.

Consumption of alcohol within 8 hours of reporting for normally scheduled duty.

Unauthorized activities on duty: reading unauthorized materials on post; having radio, tape player or television on post. Working on personal projects such hobbies.

10. Using the telephone for any reasons other than security purposes.

1 1. Fraternization with EMPLOYER employees or client's employees while duty.

12. Any off-duty conduct that impairs the ability to obtain or maintain a se clearance or license, if required.

ARTICLE 1O - GRIEVAI\ICE PROCEDURE

Section 10.1- Defi nition

A grievance is defined as any disagreement between the parties concerning matters relating to wages, rates of pay, hours of enlployment or other conditio employment, or any application or interpretation of the Employer's policies, appli laws, or the provisions of this Agreement. Any such grievance shall be processed as forth below.

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ny of f,, The parties recognize that dayto-day problems affecting employees may normally resolved informally between the employee and immediate supervisor. Such ma shall not be deemed grievances, and their settlement shall not establish a precede the resolution of similar problems.

Section 10.2 - Procedure

Step (1) - Employees having a grievance shall take it up with the local Prog

Manager within five (5) working days from the time that the grievance arose or when the grievant -became aware (or should have become aware) of the facts g rise to the grievance. A Shop Steward may be included in any discussions regarding grievance. The local Program Manager shall respond within five (5) working days.

Step (2) - lf a satisfactory settlement is not effected in Step (1), the grievant, or authorized Union representative on behalf of the grievant, may, within five (5) days after the conclusion of Step (1), submit such grievances, in writing, signed by grievant or the Union's representative, to the corporate Program Manager or designee. lf within five (5) working days after submittal of the grievance in Step either party requests, in writing, a meeting with lhe other party to discuss the gri then Step (2) shall be deemed concluded within ten (10) working days after submi of the grievance in Step (2) or upon receipt of the Corporate Program Manag resoonse. whichever is first..

Step (3) - lf a satisfactory settlement is not effected in Step (2), the grievant within five (5) working days after conclusion of Step (2), submit such grievance to

Company's Operations Director and responslble HR Manager. Either party may req a meeting with the other party to discuss the grievance, but such a meeting may extend the time period provided in this step, by mutual agreement of all parties.

Operations Director shall respond within ten (10) working days of either the recei ihe grievance or the conclusion of a requested meeting, whichever is later.

Step (4) - lf a satisfactory settlement is nol effected in Step (3), either party may the matter to arbitration.

In case of a discharge, both parties agree to proceed directly to a Step Two (2)

Page 14 of39 -t rr<' an rn9 e

Ing ay, he est m m ly he of or conference call within seven (7) workdays afier a written grievance is submitte the Employer. The meeting shall include the local and Corporate Program Manage

Union Representative. Should there be no resolution in step two (2) the grievance proceed to Step three (3) procedures.

Section 10.3 - Extensions

Procedure: Any grievance not processed in accordance with the time limits and/or of the grievance procedure prescribed above shall be deemed waived Extensio these time limits may be accomplished only in writing, signed by the Employer and ps of

Union. For the purpose of this Article, "worl(ing days" shall be defined as Mo through Friday, excluding only holidays observed pursuant to this Agreement

ARTICLE 11 - AFIBITRATION

Section 1'1.1 - Arbitrator Selection lf the matter is referred lo arbitration pursuant to Step (4) of Article Xl, either party sFall request a panel of seven arbitrators from the Federal Mediation and Concilialion

Service. The parties shall select from this panel a single arbitrator by alte striking names from the panel until one name remains. The parties may agree to oblain a list of arbitrators from the American Arbitration Association in any particular case. The arbitrator shall then proceed to hear and determine the case submitted. UnlPss otheMise mutually agreed, all hearings conducted hereunder shall be recorded verbatim by a qualified stenograph reporter or by other recorded means acceptable to an arbitrator. The expense of arbitration, including the fee and expenses of the arbitrator

(including a transcript ordered by the arbitratoo, shall be borne equally by both parties, but the cost of any other transcript shall be borne totally by the party ordering it

Section 11.2 - Arbitrator Authoritv

The arbitrator shall have the provisions of this Agreement to render a decision on Pny grievance, but shall not have the authority to amend or modify this Agreement The arbitrator shall determine any questions of arbitrability Further, the arbitrator shall hAve the authority to apply and interpret the provisions of this Agreement, only insofar as Tay be necessary to the determination of the equities of each case, absent extraordilary,./

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Page 15 of39 circumstances, back-pay awards shall include reasonable interest The decision of lhe arbitrator shall be final and binding on the parties and shall not be inconsistent with lhe terms of this Agreement, ARTICLE ,I2 . NO STRIKE AND NO LOCKOUT

The Employer agrees not to cause, permit or engage in any lockout of its employfes during the term of this Agreement. The Union agrees tlrat neither it nor the employeqs it represents covered by this Agreement will, during the term of this Agreement, caurse, permit or take party in any strike, including sympathy strike, or picketing lt shall bP a violation of this Agreement, and it shall be cause for discharge or suspension in lhe evenl an employee refuses to enter upon any property involved in a labor displte involving other employee organizations or refuses to go through or work behind ?ny picket lines involving other employee organizations at the Employer's placa or placel of business. The Union and the Employer agree to take all steps possible to ensure that

Government property is properly secured and protected in the event of labor disp(tes involving olher employee organizations at the PFPA Facilit ies in this Agreement

ARTICLE 13 . S'TEWARDS

section 13.1 - Definition

The Union shall designate no more than three (3) Stelvards and one (1) chief

The Union shall notify the Employer of the selection of Stewards within ten (10) d such selection. Stewards shall not interfere with the management of the busines direct the work of any employee.

Section 13.2 - No Authoritv to call Strikes

Stewards have no authority to call or direct strikes or authorize other economic against the Employer. The authority of Stewards shall be limited to the investigation representation of grievances in accordance with the provisions of this Agreement the transmission of such messages and information, which shall originate with and authorized by lhe Union or its officers. All stewards shall act in the capacity as an Al security officer first and as a Union steward second.

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ARTTCLE 14 . JURY ptll[

Section 14.1- Jurv Dutv Pay The Employer agrees lo pay employees, called for jury duty, their normal fu regulAr pay for up to five (5) days per calendar yoar of lhe employee,s civic duty, less any feds or sums rec€ived from the Coun, providd that the employee notifies the Employdr within seventy-two (72) hours atier he or she recei\/es a jury duty questionnaire Or notice that he or she is sub.isct to a jury duty calj.

CompensaUon shall be paid by the Employsr lor jury duty on any norrnally schedul€d workday. The Employeo will be paid forjury duty during the pay period following the pdy period during which the Employee provides full documentalion confimling all days df seMce on Jury duty and returnlng fees or sumr) received to the Employer.

Ssction 't4.2 - Court Appearances Court or administrative appearancss necessitated by job r€lated occurences qr incidents shall be compensatod fully at the rates speeified in this Agrccment less any monies received from the court, The af{ected employee shall not receive less than thp reclmmended pay. However, other court, administratile or grievance prooedure andrtdr arbitration appearances shall not be Employer-paid.

ARTICLE 15 . LEAVES OF AE}SENCE

Section 15.1 - Maternitv and Siok Lcave Ail provisions of this Article shall be applied in s mannlrr conslstent with the Family and Medical Leave Act of 1933, Eligible non-probationary employees will be granted up t?

twelve (12) weeks of unpaid leave for their own seriou$ illness, tor the birth or adoption o{ a child, or the care of 8 seriously ill child, spouse or parent.

An employee, who is pregnant or olherwise siok and cmnol pe.form hisJher duty saiely

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7-1*/T\N.' ,rnY\ - t F l V r y' \ r a A or ch ue l 1An employee who takes such matern leave as he/she has accrued. During his/her existing seniority and shall con or efficiently, shall take a leave of absence.

sick leave must utilize as much paid sick leave of absence, the employee shall retain to accrue seniority.

Section 15.2 - Extended Maternitv and Sick Leave after FMLA lf an employee, who is il l (or returning from maternity leave) and unable to work and exhausted his or her FMLA usage, the employee may request to be granted extenqed leave without pay of up to six (6) months. Granting such leave shall rest solely with ithe

Employer's discretion. During an extended leave, the employee shall not continue to accrue seniority, although all seniority attained prior to the granting of extenfed maternity and sick leave shall be retained. The same position may not be available ]but the Employer will make known to the Employee any open positions available'

Section 15.3 - Personal Leave Without Pav

An employee may request personal leave without pay for a period of up to six (6) months, lt is within the Employer's sole discretion whether such requests, which be in writing and state the reason for and length of the desired leave, will be granled

Neither seniority nor benefits shall accrue during such personal available on the employee's former shift or former site, he or she shift or site, but will be returned to his or her former shift or site as is available, consistent with the employer's scheduling needs

Section 15,4 - Bereavement Leave

In the event of the death of a member of a non-probationary unil employee's rmm family, the employee will not lose any wages which he or she would otherwlse earned during the next four (4) consecutive calendar days for the period from the of death through the day following burial, and wil l receive benefits for his or her time as specified in the Appendix For the purpose of this provision, members of employee's immediate family include: mother, father' molher-in-law, father-i grandmother, grandfather, siblings, spouse, legalized domestic partner, or chrl

(adopted or stepchildren). Appropriate documentation of death and family relati leave.If nol J o on ope

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Page 18 of39 )b may De requrreo.

Section 15.5 - Militarv Service

In accordance with the Uniformed Services Employment and Reemployment Rights and amendments thereto upon honorary discharge, preferred treatment will be give previously employee military personnel, dependent upon position availability at the of inquiry.

ARTICLE 16 - WAGES

The Employer agrees to pay employees wage rates as set fofth in Appendix "A'.

ARTICLE 17 _ IIOLIDAYS

Section '17.1 - Holidav Dates

The Employer shall grant all employees ten

Holiday benefits shall be paid, as specified in works his or her regulady scheduled work regularly scheduled work day after the holidayi

(10) paid holidays off per calendar

Section 17.3 provided that the empl day before the holiday and his o'

NEW YEAR'S DAY LABOR DAY

MARTIN LUTHER KING EIAY COLUMBUS DAY

PRESIDENT'S DAY VETERAN'S DA\/

MEMORIAL DAY THANKSGIVING DAY

INDEPENDENCE DAY CHRISTMAS DAY

Holiday Pay will not be granted to employees when a holiday falls within a pe leave of absence or layoff.

Section 17.2 - Holidavs Observed

All holidays shall be observed on the day designated by the Federal Government.

section 17.3 - Holidav Pav

Atl "full-time" Bargaining Unit Employees normally scheduled to work thirty-six

Page 19 of39 hours or more per workweek shall receive a full eight (8) hours of holiday pay. All "phrt-time" Bargaining Unit Employees normally scheduled to work thirty-five (35) hourq or less per workweek shall receive a pro-rated holiday pay in the following manner:

Part-Time Bargaining Unit Employees shall receive holiday pay based upon the numper of hours worked in the previous defined workweek. Holiday hours paid to a partlime

Bargaining Unit Employee are calculated as the number of regular hours worred

(regular productive, training hours, holiday, and authorized paid time off taken) diviqed by thirty-five (35) hours. The result is multiplied by eight (8) hours.

The maximum amount of holiday pay earned by any Bargaining Unit Employee aF a result of this calculation shall not exceed eight (8) hours.

All Bargaining Unit Employees who work the actual holiday shall receive an eight](8) hour holiday pay plus the actual hours worked on the said holiday. Those employ?es who do not work due to the post being closed on the holiday will receive holiday pay only as specified previously in this section. This benefit designed to compensate fqr a normal workweek and the extra benefit cannot be used to increase lhe Bargaining Lljnit

Employees hours over forty (40) in a week unless the Bargaining Unit Emp specifically requested to work extra hours within that holiday workweek.

ARTICLE 18 - VACATION

Section 18,1 - Vacation Accrual

During the term of this Agreement, all employees covered by this Agreement shall vacation benefits in accordance with the following schedule. All vacation pay will prorated up to the amount shown in the schedule below, The prorated amount will based on the regular, non-overtime hours paid, not to exceed 2,080 hours during year prior to the Employee's anniversary date. Accrued but unused vacalion shall cashed out at the end of each employee's anniversary year. No cash out of vacation time for employees terminated for cause.

lrn

DE

he be ed

1 - years of service

5 - years of service

80 hours

120 hours .K

3, Page 20 of39

'10 - years of service

Section '18.2 - Vacation Schedulinq

160 hours

All vacation benefits will be paid at the hourly rate in effect at the time of the emp most recent anniversary date. Accrual or earned of vacation is based upon vaca earned by the employee without break in service. Vacations may be scheduled any during the year in accordance with scheduling and manager approval. Employees select their vacation period in order of their seniority where reasonably possible and time mutually convenient to the Employer and the employee. No more than five

(5%) of the work force may be on vacation at any time. Vacation time must be ta within the year following its accrual.

ARTICLE 19 . HEALTI-I AND WELFARE

Section 19.1 - Health & Welfare

The Employer agrees to contrjbute such amounts as are set forth in Appendix "A"

Health & Welfare Benefits.

Section '19.2 - Pension

The Employer agrees lo contribute such amounts as are set forth in Appendix "A"

Pension for its covered employees.

ARTICLE 20 - SICK LEAVE

Section 20.1 - Effective Date

The earning and accrual of sick leave is based upon leave earned after the date of this Agreement by the employee, without break in service, for the Employer any successor to the Employer at The PFPA Facilit ies.

Section 20.2 - Sick Accrual

Employee shall be entitled to seven (7) sick days per year. Unused sick leave will paid out to employees at the end of calendar year. The employer shall make effort to assure sick leave requests are granted. Employees with less than Twenty-fpur

(24) regularly scheduled hours are NOT entitled to this sick leave benefit. Leave willJbe prorated based on the number of hours worked during the year. Employees can call in

Page 2l of 39 kd nt tve nd four (4) hours in advance of the scheduled shlft to take sick lime, however leave not be carried over from year to year. Sick leave shall only be granted in four (4) h increments that have been previously accrued. Hours shall be accrued at the fo rate: 1.615 minutes per hour worked, not to exceed 2080 work hours. Sick accrual not accumulate on PTO. vacation. holidav or other unworked hours. Accrued unused sick leave shall be cashed out at the end of each option employee's annive year.

Section 20.3 - Unpaid Leave lf accrued vacation and personal Days are already used, unpaid personal leave. The request will be granted upon time of request.

an employee may req schedule availability at

ARTICLE 21 . SENIORITY

Section 21.1 - Senioritv Lists The Employer shall maintain a seniority list for all regular full-time and part-ti employees employed by the Employer at the site as listed in the preamble.

Employer shall provide a seniority list to the Union or its designee upon request.

Section 2'1.2 - Scheduled Overtime

Opportunity to work overtime shall be provided consistent with the Employer's busin needs and circumstances and must be authorized in advance by the Employer. In event that the Employer has advance knowledge of twenty-four (24) hours or m such work will be offered consistent with senioritv whenever possible. When

Employer has an unanticipated urgent need to provide coverage, the Employer s have the right to require an employee who normally performs the work to remain duty until relieved and or to require an available employee to provide such coverage, conditions warrant.

Section 2'1.3 -Vacancies

Union seniority shall not extend from building to building. Vacant Positions posted internally for a minimum of five (5) calendar days prior lo hiring ay all

Ing ut ry ss he e on as

DC

candidates. lf a current employee wants to be considered for a posied vacancy, ]the employee must first have demonstrated skill, ability, and seniority, and must subniit a post bidding slip to Site Manager within the minimum five (5) workjng days after posting.

lf the employee is qualified, they shall be considered for the position change. In ca$es, where post bidding employees skills and abilit ies are equal, the post shall be to the most senior employee.

Section 2'1.4 - Promotions

In lhe event a higher level job becomes available, first preference for such job shal given to the most qualified employee with the most skill, ability and seniority curre employed at the PFPA Facilit ies. For the purposes of this section, a qualified empl is an employee who possesses work experience relevant lo the higher level posi who has demonstrated the ability to lead and effectively interact with fellow empl who has a good attendance and employment record, and who has the requisite pe and security clearances required for the job. lf the most qualified employee declines promotion, such position shall be offered to the next most qualifled employees, an forth, taking into account seniority whenever all other such considerations are equal.

lf an employee who has been promoted is determined by the Employer, within ni

(90) days of his or her promotion, to fail to satisfactorily fulfill the reqLrirements for position to which he or she was promoted, such employee shall be demoted to hi her original or similar position in the bargaining unit at the employee's prior site or site, and shall receive the appropriate rate of compensation for such lower pos

Time spent as a supervisor shall not count lowards a unit employee's seniority.

ARTICLE 22 - LAYOFFS & RECALL

Section 22.1- Reduction in Work Force ln the event that the work force at The Department of Defense PFPA Facilities shall reduced for any reason, the employees with the least seniority shall be laid off first.

employer shall provide the employees with a one ('1) week notice of pending la provided that the client provides the company with a notice one ( 1) week notice pri layoffs.

ety he or be ne

Page 23 of39

,u

Section 22.2 - Recall

Employees shall be recalled in the reverse order of layoffs with the most sehior employee being recalled first. Shift reassignments shall be by the bidding process, bnd full-time employees may bid to return on a part-time shift and be transferred to a fult-l time position when one becomes available. lf an employee declines recall to bny position based upon seniority and declines, they will be considered to have voluntdriv qurt.

Section 22.3 - Termination of Seniofitv

In the event of a layoff, seniority does not continue to accrue during layoff. An employee shall retain the seniority which he or she possessed at the time of the layoff excepl as follows.

An employee's seniority with the Employer shall be broken after thirty (30) days if jthe employee: voluntarily quits, retires, is discharged for cause; is absent from work for fwo

(2) consecutive working days without notifying the Employer of the reason for his or her absence before the close of the two (2) day period, unless there was an emergefcy which prevented the employee from properly notifying the Employer; fails to returi to work from layoff within five (5) working days after the mailing of notice of recall by lthe Employer, unless there was an emergency which prevented the employee from properly notifying the Employer or fails to return from a scheduled vacation or leave of absence without having given proper notice to the Employer, unless there was an emergehcy that prevented the employee from properly notifl/ing the Employer.

ln the event, the Employer loses its contract to provide services at the PFPA Facilitles, the Employer will have no obligation with regard to this Section after the terminaiiod of ifc .^ntra.J ay.ahf ,< nr^vi.la.l harain rll |rv^ff< chrll ha in ...6r.lrn.A with <anidritvlits contract except as provided herein, all layoffs shall be in accordance with seniorityl

In the event that an emolovee is laid off for reasons other than the Emolover's losd ofIn the event that an employee is laid off for reasons other than the Employer's losq coniract, the Employer shall, within thirty (30) days of the layoff, determine if the I employee is qualified for work at another job site, and if so, offer the employee lhe opportunity to transfer.

Pa,ge 24 of 39

In the event the Employer determines it is necessary to rotate employees among pdsts, every reasonable effort shall be made to assjgn employees during the same shift in which they worked. The Employer will make every reasonable effort consistent with]the

Employer's business needs to assign employees in such a manner as will not dis+upt established child care arrangements, as well as family or other work obligatidns.

Assignments are to be made in an unbiased manner and in accordance with senioritv to thA aYrant n^cc ih la

ARTICLE 23 . VOLUNTARY QUITS

An employee shall be deemed to have voluntarily quit employment with the Employei if:

The employee accepts employment in a management or supervisory capacity wit competitor of the Employer at the same lime while he or she is employed by

Employer, or otherwise fails to report for duty as scheduled by the Employer, simultaneously remaining an employee of a competitor of the Employer.

The employee fails to report for work within forty-eight (48) hours of the beginnin his/her scheduled shift after lhe expiration of a leave oI absence without a telep call or other explanation, unless there was an emergency which reasonably preve the employee from properly notirying the Employer.

The employee fails to respond within five (5) days of the recall, unless there was an emergency which prevented notirying the Empioyer.

Employer sending a noti of ne the employee from p

ARTICLE 24 - WEAPONS

The Employer agrees to implement a regular maintenance program for all Empl owned weapons. Pursuant to this program, weapons shall be checked, cleaned, a necessary, repaired or replaced at least once every one hundred-eighty (180) d

Employees have the obligation to ensure that their weapons are at all times in p working order. lf an employee has knowledge that his or her weapon is not in p condition, the employee shall immediately report this to his or her supervisor aPPrvP ' ra re auuv [ .

of rly er er for

Page 25 of39 .-2

ARTICLE 25 .TRAINING RE-QUALIFICATION AND CERTICATIONS

Section 25.1-Trainino Pav Rate

The Employer agrees to pay employees, at their current base rate as show

Appendix "A", for requalification training required by their position.

Section 25.2 - Re-qualification Schedulinq

When reasonably practical, the Employer shall provide all required training no less t ninety (90) days prior to the expiration of all contract certiflcation and/or qualificatio

Section 25.2.1 - Weapons Qualification Training

The Employer shall afford employees one (1) practice session prior to any Jo re-qualification course of fire. Employees, may be allowed additional practi the range when space and time permits; the employee will be allowed to their assigned weapon. The cost of the range for a practice session shal borne by Employer; however, the employer will nol provide ammunition o hourly wage for any voluntary practice session.

Each Weapons Qualification attempt will consist of the following:

session, one (1) qualificalion session, and one (1) re-qualification

One (1) pra

(if needed).

lf the employee is unable to re-qualify on their first qualification attempt, they

VE

re considered non-compliant with the contract and will be placed on Administ

Leave Without Pay, and afforded one additional qualification attempt;

additional attempt will be conducted within 14 business days. lf the empl qualifies on their second attempt, they will be returned to duty. lf the empl fails to qualjfy on their second attempt, their employment will be lerminated.

Note: PT Testing will not be conducted on the same day as weapons qual training

Section 25.2.2 - Physical Agility Testing (PAT) & Height/Weight Stand

Each PAT session is comprised of two (2) phases: Heighwveight complia verification and PAT. The employer shall be afford employees tlvo ce

(2) al at tze be

, 2 blta opportunities to successfully complete their PAT standards.

lnitial PAT attempt: The employee's first PAT opportunity will take minimum of thirty-days prior to their previous certification date.

First PAT Failure: lf an employee fails "any" portion the PAT they wil aulhorized to remain on the contract until their certification expiration d once that date is passed (without successful completion of PAT testing) they will be removed from the contract and placed on Administralive

Leave Without Pay.

Second PAT attempt: The employer will make every effort to coordinate second attempt prior the certification expiration date.

Second PAT Failure: A second and subsequent failure will result employment being terminated.

25.2.3 - The Physical Ability Test (PAlf) Standards

This serves to provide a measure of the individual's preparedness to successfully accomplish the essential functions of the position. This appendix directs conduct and administration of PATS for Contract Security Officers (CSO). The company will administer physical ability testing per this attachment for all CSO personnel. In order to meet the condition of employment standard, the individual tested must successfully pass the established standard for each of the two elements of the PAT.

. The PAT will be conducted annually for CSO personnel.

. A minimum of four months must elapse before an i the PAT in one calendar year is required to take the calendar year.

. For CSO new hires, the initial testing requirement being issued a Common Access Card (CAC)/Person

Page 2'l of 39 ndividual who pasJed

PAT again in the nfxt must be met priol to al ldentity Verification -K w li4^

(PlV) badge or DD Form 1466, Building Pass.

. lf a CSO fails the record PAT, the CSO will be required to pass ihe r+est within 90 days. lf the CSO fails the second attempt, the CSO is dee{ temporarilv unsuitable. lf the CSO fails the third attempt. the CSO is deemed oermanentlv unsuitable.

. Contract Operations Division (COD) retains the right to periodi inspect all documents relating to the administering of the PAT.

. lvlinimum physical requirements for the primary PAT are:

. Execute 19 oushuDs in 2 minutes. The event demonstrates strength and capacity used in defensive tactics and is impo rescues and use-of-force situations.

. Run/walk 1.5 miles (2.41 km) in 20:00 minutes. The event se to assess cardiorespiratory and leg muscle endurance.

. Procedures and sequencing. The procedure and sequen testing events are:

. Conduct warm-up for three minutes.

. Perform the pushups.

. Rest for 10 minutes.

. Conduct cardio warm-up for two to three minutes.

. Perform the run.

. Conduct cardio cool down for five minutes.

. Alternate events: NOTE the employee must notify the empl minimum of 14 calendar days prior to the test in order lo administered the alternate event.

. The 25 feet dummy drag is an authorized alternate event for pushup, at no additional cost to the Government.

be he , . v 1 2 t '

Page 28 of39 l/t"

. The dummy must be of average proportionate height and we of an adult and weigh between 140 and 150 pounds.

. When picking up and putting down the dummy, testees must b their knees to protect lower back.

. Stand behind the dummy and hold it under its arms.

. At the starting line, participants must move the dummy i controlled manner for 25 feet and place the dummy on the gro safely at the completion of the event (dummy's feet must pass

2s-foot line).

. Must complete the event without dropping the dummy in orde successfully pass this event and must complete the event in seconds.

Section 25.2.4 - State Licensure Requirements

The employee is required to mainlain their DCJS certification and/or MD arn license and gun permit where applicable.

Section 25.3 - Height and Weight Standards The government, as part contract HQ0034-16-C-0002, has instituted Heighvweight standards which are provided below.

Height and Weight Standards - Females

Age Height

NI

d a nd he to

1 5 ed

5 ' 0 5 ' t s ' 2 5'4 5 , 8 5 ' 9 5't

5,1

I 6 ' 0 6 ' r 6 ' 2 6 ' 3 5'4

20 136 139 143 146 150 153 158 l 6 l 164 169 173 116 178 182 185 1 8 9 193

2 l 136 t40 I M 147 l ) t 154 t59 t62 166 t70 t 1 7 l't9 t 83 186 190 194

22 1 3 8 l 4 l I 4 5 148 t s2 154 t60 t 6 3 l't I 1 7 5 1 7 8…