Part_2_CBA_-_PSOs_at_CMS_-.pdf

CBA - PSOs at CMS - Document # 2

Bridge Agreement

Period: 07/01/2010 through 06/30/2011

Parties:

- Union: United Union of Security Guards (UUSG)

- Employer: AmeriGuard Security Services, Inc.

Signing date: 06/18/2010

Total Pages: 5

CBA - PSOs at CMS - Document # 3

Assumption Agreement

Period: 07/01/2010 through 06/30/2011

Parties:

- Union: Maryland Association of Correctional and Security Employees (MACSE)

- Employer: AmeriGuard Security Services, Inc.

Signing date: 09/30/2010 & 10/01/2010

Total Pages: 1

CBA - PSOs at CMS - Document # 4

Letter of Understanding

Period: 07/01/2011 through 06/30/2013

Parties:

- Union: Maryland Association of Correctional and Security Employees (MACSE)

- Employer: AmeriGuard Security Services, Inc.

Signing date: 05/31/2011

Total Pages: 10

ADDENDUM TO

LETTER OF UNDERSTANDING

BETWEEN

THE MARYLAND ASSOCIATION OF CORRECTIONS AND SECURITY

OFFICERS

AND

AMERIGUARD SECURITY SERVICES, INC.

ARTICLE 11 - WAGES

Article 11.1 Effective July 1, 2011, the base wages for bargaining unit employees who work an armed post shall be $21.60 per hour; the base wages for bargaining unit employees who work an unarmed post shall be $19.60 per hour; the base wages for bargaining unit employees who work an alarm monitor post shall be $21.70 per hour.

Effective July 1, 2012, the base wages for bargaining unit employees who work an armed post shall be $22.50 per hour; the base wages for bargaining unit employees who work an unarmed post shall be 20.50 per hour; the base wages for bargaining unit employees who work an alarm monitor post shall be $22.60 per hour.

ARTICLE 12 - HOLIDAYS

Section 12.1 All Employees are entitled to the following eleven (11) paid holidays:

New Year's Day, Martin Luther King Jr. Day, President's Day, Memorial Day, Independence Day, Labor Day, Columbus Day, Veteran's Day, Thanksgiving Day, Christmas Day plus the Employee's Birthday.

Section 12.2 All Employees who are not required to work on a holiday shall be paid at their base hourly straight time wage rate, exclusive of any overtime or benefit allowance payments. The employee must work as scheduled or assigned on his/her last scheduled work day prior to or his/her first scheduled work day after the day on which the holiday is observed and the employee is not laid off or on a leave of absence to receive holiday pay.

Any employee who works as scheduled on a holiday shall receive the employee's regular rate for all hours worked and, in addition, receive holiday pay providing the employee meets the requirements listed above. Holiday pay will be compensated in accordance with the schedule listed below:

Regular Hours Worked during the Pay Period prior to the Holiday Holiday Pay Hours 71 – 80+ 8 61 – 70 7 51 – 60 6 41 – 50 5 31 – 40 4 21 – 30 3 11 – 20 2 01 – 10 1

Section 12.3 An employee who is scheduled to work on a holiday and fails to report for such work without reasonable cause shall forfeit the employee's holiday pay.

Section 12.4 Any holiday declared by Presidential Proclamation, or any other event, that specifically affects contractors and the services they provide resulting in post closures, will be observed and the employees will be compensated in the event the building closes, in conjunction with Article 12.2 only if the contractor is compensated by the U.S. Government for any related increased holiday pay expenses.

ARTICLE 13 - VACATIONS

Section 13.1 Employees shall be entitled to annual vacation pay, based on their continuous years of service in federal contracted security with the Employer (and its predecessor contractors at the CMS project site) and their base hourly wage at the time payment is made, in accordance with the following schedule:

(a) Upon completion of one (1) year service 80 hours

(b) Upon completion of five (5) years of service 120 hours

(c) Upon completion of fifteen (15) years of service 160 hours

(d) Upon completion of twenty (20) years of service 200 hours

Section 13.2 Vacation will be vested upon the employee’s anniversary date.

Employees shall be entitled to vacation pay as set forth above, but based on all regular hours worked. The hours will be calculated on the basis that an officer has worked a minimum of 1,920 hours per year. The calculation will go as follows: The amount of vacation leave you are entitled to under Section 13.1 multiplied by 60 minutes in an hour, divided by 1,920 hours which would result in the amount of minutes of vacation pay for each regular hour worked you will be entitled to. Vacation pay will be up to the maximum amount of hours you are entitled to under Section 13.1.

Section 13.3 An employee who qualifies for a vacation in accordance with this Article may request time off for a vacation at least four weeks prior to the requested vacation time off or as soon as reasonably possible. The Shift Supervisor (or other appropriate company representative) will attempt to approve vacation schedules so as to be mutually satisfactory to the employee and the Employer consistent with: (i) the seniority of employees requesting vacation time off at the same time, (ii) the final scheduling of vacation periods shall rest exclusively with the Employer in order to insure the orderly and efficient operations, and (iii) previously approved vacations will not be changed without the consent of the employee with the previously approved vacation.

Section 13.4 Vacation time shall not be cumulative from one anniversary to the next.

Vested but unused vacation time shall be paid out to the employee on or before the employee's next anniversary date.

Section 13.5 Length of service with the Employer shall not accrue for the purpose of vacation benefits while an employee is on a leave of absence.

Section 13.6 The Employer shall inform any bargaining unit employee and provide detailed vacation time accrued information to date at no cost to the employee if the employee submits the company’s PTO Request Form to their supervisor. The company will respond to PTO Request Forms detailing vacation and sick time within 7 business days.

ARTICLE 14 - HEALTH AND WELFARE ALLOWANCE

Section 14.1 Each employee must elect in writing one (1) of the following: (i) participation in the Maryland Association of Correctional and Security Employees, Inc.

Health Fund with full benefits, in lieu of the Health and Welfare Allowance payments described in this Article, (ii) an amount equal to the Health and Welfare Allowance payments described in this Article contributed to the Security Workers 401(k) Fund, (iii) participation in the Maryland Association of Correctional and Security Officers Fund with limited benefits with the remaining amount allocated to the Security Workers 401(k)

Fund or (iv) receipt as cash in your taxable wages, the Health and Welfare Allowance payments described in this Article, less applicable withholding taxes, less 15% fees and employer payroll taxes and insurance costs to the employer but never less than the H&W rate listed in the applicable U.S. Department of Labor Wage Determination. The employee must show proof of alternative health coverage to the Union to opt out of the

Maryland Association of Correctional and Security Employees, Inc. Health Fund.

Section 14.2 The Employer shall make Health and Welfare Allowance payments consistent with the election of the employee. If an employee fails to make an election, the employee shall be deemed to have elected to have their Health and Welfare allowance allocated to the Maryland Association of Correctional and Security Officers Health Fund.

No employee shall receive Health and Welfare Allowance payments for more than 2,080 hours per Government contract year. Health and Welfare Allowance payments shall not be included for vacation time actually taken.

Section 14.3 Contributions for Health & Welfare shall be remitted by the Employer to the Maryland Association of Correctional and Security Officers Health Fund in a single lump sum by the 30th day of the month following the calendar month in which the employee was paid. Said contributions shall be provided for active bargaining unit employees pursuant to their election of Health & Welfare deduction authorizations in the form set forth in Section 13.1 above for so long as their authorizations remain in effect.

Completed forms shall be submitted by the Union to the Employer's business office at any time during regular business hours and shall become effective as of the first payroll period ending within the first calendar month following the calendar month in which the authorization form is submitted to the Employer. Authorizations shall remain in effect until the effective date of the employee's termination of employment with the Employer or when an election is changed during Open Enrollment, whichever first occurs.

Section 14.4 Effective July 1, 2011 the Health and Welfare Allowance to bargaining unit employees for the first forty (40) hours of any workweek actually worked is $4.50 per hour. Effective July 1, 2012 the Health and Welfare Allowance to bargaining unit employees for the first forty (40) hours of any workweek actually worked is $4.65 per hour.

ARTICLE 15 - RETIREMENT ALLOWANCE

Section 15.1 Effective July 1, 2011, the Employer will make a Retirement Allowance payment on behalf of each bargaining unit employee, to the Security Workers 401(k)

Fund, at the rate of $1.05 per hour, for each hour worked up to forty (40) hours per week, not to exceed 2,080 per year. Effective July 1, 2012, the Employer will make a

Retirement Allowance payment on behalf of each bargaining unit employee, to the

Security Workers 401(k) Fund, at the rate of $1.10 per hour, for each hour worked up to forty (40) hours per week, not to exceed 2,080 per year.

ARTICLE 16 - UNIFORM ALLOWANCE

Section 16.1 Effective July 1, 2011 the Employer will make a Uniform Allowance payment on behalf of each bargaining unit employee at the rate of $ 0.10 per hour, for each hour worked up to forty (40) hours per week. The employer-issued uniforms shall be replaced for normal wear at no cost to the employee. If employer-issued uniforms are damaged due to the employee’s lack of regular maintenance or negligence or loss of a uniform item, the employee will be responsible for the replacement cost.

ARTICLE 17 - SICK LEAVE

Section 17.1 Bargaining unit employees shall earn up to 48 hours of paid sick leave per full government contract year. The hours will be calculated on the basis that an officer has worked a minimum of 1,920 hours per year. The calculation will go as follows: 48 hours of sick leave multiplied by 60 minutes in an hour, divided by 1,920 hours, which would result in 1.5 minutes of sick leave earned for each hour worked. This will be up to a maximum of 120 minutes of sick leave per pay period (2 hours).

Section 17.2 An employee who is absent due to illness or injury seeking sick leave pay shall be required to provide the employer a physician’s statement supporting the employee’s absence. Sick leave time off must be approved by the employee’s immediate supervisor or the Project Manager and shall be taken in no less than four (4) hour increments. Approved sick leave shall be regarded as an excused absence.

Section 17.3 Any employee who is unable to report to work because of sickness shall notify the Employer at least two (2) hours prior to the beginning of his/her regular shift.

Section 17.4 Earned sick leave will be paid to each employee at the employee’s base hourly rate of pay at the time earned and shall be paid on the payroll immediately following the sick leave. Unused sick leave will not carry over from contract year to contract, but will be paid at 50% of the earned amount within 45 days after the end of the calendar year.

Section 17.5 A note from a doctor shall not be required for sick leave of less than two consecutive days unless, (i) as a result of a pattern of absences by the employee,

(ii) the Employer has reason to suspect that the employee is not sick, or (iii) all of the then earned sick leave has been used.

Section 17.6 If an employee covered by this Agreement has not become a member of the Union or is a probationary employee, they shall not receive sick leave.

ARTICLE 19 - BEREAVEMENT LEAVE AND JURY DUTY

Section 19.1 Bargaining unit employees shall be eligible for up to three (3) days of paid bereavement leave for purposes of attending, on a day normally scheduled to work, the funeral of a parent, step parent, foster parent, spouse, child, sibling, grandparent or grandchild. Five (5) days of bereavement leave shall be authorized for employees who must travel 400 miles or more for the burial. Unpaid leave of up to three (3) days shall be given for purposes of attending the funeral of a father-in-law or mother-in-law. The employee must provide his/her immediate supervisor with at least twenty-four (24) hours prior written notice, whenever possible, of the need for funeral leave in order to be paid for this benefit. Proof of death (i.e. obituary, death certificate or funeral service program, stating your relationship to the deceased) must be provided to the Employer upon the employee's return to work. Bereavement days shall not be cumulative, nor shall they be payable if not used. This benefit shall be paid based upon the base hourly straight time wage rate of the employee, in accordance with the amount of hours normally worked on the day(s) covered under this Section.

Section 19.2 Employees shall be eligible for paid leave for a period of up to ten (10) working days to serve on a jury. No compensation shall be paid by the employer for jury duty on Saturday, Sunday and Holidays unless such Saturday, Sunday or Holiday was the employee’s normal workday or for any other day on which the employee is not normally scheduled to work. The employee must provide his/her immediate supervisor with prior written notice of the requirement to serve on a jury as soon as notice is received in order to be paid for this benefit but within 72-hours after receiving notice of such jury duty summons. Written proof of jury service must be provided to the Employer. Jury duty days shall not be cumulative, nor shall they be paid if not used. This benefit shall be paid based upon the base hourly straight time wage rate of the employee, less all amounts received by the employee from any court, government agency or other employer to serve on a jury. If jury duty exceeds ten days, the employer will provide authorized unpaid time off to the employee to meet his/her jury duty obligations.

END OF ADDENDUM

CBA - PSOs at CMS - Document # 5

Letter of Understanding

Period: 02/01/2013 through 06/30/2014

Parties:

- Union: Maryland Association of Correctional and Security Employees (MACSE)

- Employer: AmeriGuard Security Services, Inc.

Signing date: 01/22/2013

Total Pages: 4