NATIONAL AGREEMENT

BETWEEN

SODEXO, INC.

AND

INDUSTRIAL, TECHNICAL, AND PROFESSIONAL EMPLOYEES UNION,

OPEIU LOCAL 4873, AFL-CIO

SODEXO U.S. HOSPITALS AND CLINICS

(MEDCOM/HAMS/BUMED)

EFFECTIVE: OCTOBER 1, 2025

THROUGH: SEMPTEMBER 30, 2028

Docusign Envelope ID: 5990E23D-B6D1-409F-BE7D-243C5DB49BA0

Contents

PREAMBLE

ARTICLE 1 - UNION RECOGNITION

ARTICLE 2 - CRP CLIENTS/ DISABLED WORKER PROGRAM

ARTICLE 3 - UNION SECURITY AND MEMBERSHIP

ARTICLE 4 - EQUAL OPPORTUNITY

ARTICLE 5 - ACCESS TO FACILITY

ARTICLE 6 - PROBATIONARY PERIOD/ NEW HIRES

ARTICLE 7 - SENIORITY

ARTICLE 8 - DISCIPLINE/DISCHARGE

ARTICLE 9 - GRIEVANCE/COMMUNICATIONS PROCEDURE

ARTICLE 10 - ARBITRATION

ARTICLE 11 - MILITARY LEAVE

ARTICLE 12 - LEAVE OF ABSENCE

ARTICLE 13 - BEREAVEMENT LEAVE

ARTICLE 14 - SHOP STEWARDS

ARTICLE 15 - REST PERIODS

ARTICLE 16 - LAYOFFS AND RECALLS

ARTICLE 17 - WAGES AND WORK HOURS

ARTICLE 18 - OVERTIME

ARTICLE 19 - HEALTH AND WELFARE

ARTICLE 20 - VACATION

ARTICLE 21 - SICK LEAVE

ARTICLE 22 - HOLIDAYS

ARTICLE 23 - PENSION

ARTICLE 24 UNIFORMS AND SAFETY EQUIPMENT

ARTICLE 25 - JURY DUTY

ARTICLE 26 - INDIVIDUAL CONTRACTS

ARTICLE 27 - NO STRIKE-NO LOCKOUT

ARTICLE 28 - PICKET LINES

ARTICLE 29 EMPLOYEE INJURY

ARTICLE 30 - POST INJURY DRUG AND ALCOHOL TESTING

ARTICLE 31 - TEMPORARY TRANSITIONAL DUTY PROGRAM

ARTICLE 32 - GOVERNMENT REQUIREMENTS

ARTICLE 33 GENERAL

ARTICLE 34 - MANAGEMENT RIGHTS

ARTICLE 35 - RESPECT AND DIGNITY

ARTICLE 36 - DURATION

PREAMBLE

THIS AGREEMENT is entered into by and between SODEXO, INC., hereinafter referred to as the "Company" and INDUSTRIAL, TECHNICAL AND PROFESSIONAL

EMPLOYEES UNION, OPEIU LOCAL 4873, AFL-CIO,

hereinafter referred to as the "Union", as representative of all non-supervisory food service and environmental service employees located at those sites whereby expressed, it is determined to be in the mutual interest of the employees and the

Company to promote and further the efficiency and economy of operations to provide orderly collective bargaining relations, a method for the prompt and equitable disposition of grievances, and a method for the establishment of fair wages, hours and working conditions for the employees covered hereunder. In making this Agreement, it is recognized to be the duty of the parties to cooperate fully with each other, both individually and collectively, for the advancement of the purposes of this Agreement.

THIS Agreement supersedes any and all prior agreements between the Company and the Union.

ARTICLE 1 - UNION RECOGNITION

Section A:

The Employer hereby recognizes Industrial, Technical and Professional Employees

Union, OPEIU LOCAL 4873, AFL- CIO as the sole bargaining agent for all of its non-supervisory food service and environmental service employees in the U.S. Military

Hospitals and Clinics (MEDCOM/HAMS/BUMED) locations in which cards signed by a majority of the employees have been presented to Sodexo and recognition granted by

Sodexo and/or the respective business partner for their workforce, excluding all managerial employees, security guards, confidential/ secretarial employees and supervisors, as defined in the National Labor Relations Act, as amended.

Section B:

Whenever the words "employee" or "employees" are used in this Agreement, they designate only such employees as are covered by this Agreement. Whenever in this

Agreement employees or jobs are referred to in the male gender, it will be recognized as referring to both male and female employees.

Wherever the term "Employer" is used in this Agreement, it shall be deemed to mean the Employer of the employee in question. The Employers are not co-employers for the purpose of this agreement. At all times, it shall be the Subcontractor's sole responsibility to comply with its agreement with the Union covering the bargaining unit.

Any Sodexo Subcontractor will be bound to the Memorandum of Agreement for

Subcontractor's bargaining unit employees. The agreement will be subject to annual negotiation if applicable in the form of an addendum covering certain economic terms and other terms and conditions of employment.

Section C:

It is understood that Sodexo Inc. is the prime contractor with the client. The Employer shall require any subcontractor, performing services in any U.S. Military Hospitals and

Clinics (MEDCOM/HAMS/BUMED) location covered by this or subsequent Agreements, to hire incumbent employees and abide by the terms of this Agreement and any subsequent revisions.

Section D:

The Employer shall give a copy of this Agreement to the Contracting Officer.

ARTICLE 2 - CRP CLIENTS/ DISABLED WORKER PROGRAM

Workers, who:

1. Have a documented disability and are considered program participants receiving non-profit agency services, and

2. Are at the job site for rehabilitative purposes; and

3. Are employed under special certificates issued by the U.S. Department of Labor

Wage and Hour Administration or other documented and certified disability;

4. Are receiving a commensurate wage rate, and

5. Are significantly supervised by an on-site job coach shall be considered "clients"/disabled workers and are excluded from the terms

"employee" and "employees" as used herein, and thereby, from coverage under this

Agreement.

Section B:

Workers, who meet the above criteria as "clients"/disabled workers, are excluded from coverage under the terms of this Agreement, except in cases where clients choose to become union members. These ''clients" /disabled workers shall, however, be participants in Union Health and Welfare and Pension benefits, and all other financial benefits of this Agreement, unless modified herein. Workers who graduate as clients of

Employer but remain employed by the Employer shall be eligible for Union membership and coverage as "employees" under this contract. The Employer shall pay Health, Welfare and Pension at the same rate as for other employees.

Section C:

In the event that a non-profit community rehabilitation program needs to achieve its legal, charitable tax- exempt responsibility of employing workers with disabilities, that

Employer may lay off employees and replace them with workers with disabilities as defined by Federal and state law. Except in the event to achieve or maintain the appropriate disabled work force, such lay-offs shall be on the basis of seniority within the affected job classification, i.e., the employee on duty in the establishment where the layoff occurs having the shorter period of continuous service with the Employer, shall be laid off before any other employee having a longer period of continuous service. The

Employer shall recall such laid-off employees in reverse order.

Section D:

The Union and the Employer recognize the unique needs of client/ disabled workers participating in a rehabilitative environment under the programming of a non-profit

Community Rehabilitative Program. These client/disabled workers shall rely solely on their professional service provider or a qualified non-management person for conflict/grievance resolution, or to discuss contract collective bargaining issues.

Section E:

The Union and the Employer recognize the principle and payment of "commensurate wages" for those employees/clients/disabled workers in a Certified Rehabilitative

Environment. Payment of commensurate wages shall be made in accordance with applicable federal law.

ARTICLE 3 - UNION SECURITY AND MEMBERSHIP

Subject to the provisions of the Labor Management Relations Act of 1947, as amended, all present employees who are members of the Union on the effective date of this

Agreement, or who become members during the term of this Agreement, shall remain members of the Union in good standing as a condition of employment, or pay the required agency fee. Furthermore, all new employees shall be obligated to become and remain members of the Union as a condition of employment, or pay the agency fee on or after the thirtieth (30th) day following the start of such employment.

Employees, who are not members of the Union, shall, as a condition of employment, within thirty (30) days of the effective date or execution date of this Agreement, whichever is later, either become members in good standing or shall pay to the Union, as an agency fee, an appropriate amount determined by the Union on an annual basis.

The failure of any person to become and remain a member of the Union at the required time, or to pay the agency fee, shall obligate the Employer, upon notice of the Union, to such effect and to further effect that Union membership was available to such person on the terms and conditions generally available to other members, to forthwith discharge such person. Further, the failure of any person to maintain their Union membership in good standing as required herein (except as otherwise required or permitted by law) or to continue to pay the agency fee shall, upon notice to the Employer by the Union, obligate the Employer to discharge such person.

Section B:

Notwithstanding anything to the contrary therein, paragraph "A" above shall not be applicable if all or any part thereof shall be in conflict with applicable law, provided, however, that if all or any part of paragraph "A" becomes permissible by virtue of a change in applicable, whether by legislation, law or judicial action, the provisions of paragraph "A" held valid shall immediately apply.

Section C:

The Union, an unincorporated association consisting of the employees of the Employer and the Employer and its Subcontractors, in order to facilitate and implement the desire of such employees to maintain their Union and to assist such employees in complying with their monetary obligations to their Union, agree to the establishment and maintenance of a voluntary check-off procedure for the employees covered by this

Agreement. The Union and the Employer further acknowledge that such check-off is in accordance with the authority and direction of exclusive federal law and decisions of the

NLRB regulating labor management relations such as the relationship which is the subject of the Agreement between the parties. In accordance with the provisions of

Section 302 c (4) of the Federal Labor Management Relations Act, as amended, the

Employer agrees that, upon receipt of a voluntary written authorization executed by employees covered by this Agreement, it will deduct the employees regular dues, agency fees and initiation fees from such employees compensation, including payment for or made during time-off periods, if any, in the amounts set forth in the written authorization, and timely remit such amounts to the Union. Such deductions shall be made and shall come from the wages paid a pay period or periods during the month;

however, if the wages paid during such pay period are insufficient to fully cover the current monthly dues, fees or initiation amounts, deductions shall then be made from one (1) or more consecutive pay periods of said month to pay and satisfy same. The

Employer agrees to hold all such sums deducted in trust for the Union. The Union shall indemnify the Employer and hold it harmless against any and all claims, demands or suits that shall arise out of any action taken by the Employer for the purpose of complying with the provisions of this Section.

Section D:

The Employer agrees to forward the amount of dues, initiation fees or agency fees deducted, to the Union not later than the fifteenth (15th) day of the month following the month in which the deduction was made. A list of those from whom deductions were made, their social security numbers, date of hire, hourly rate of pay and the amount of such deductions will be furnished to the respective Union along with the remittance.

Section E:

Upon receiving an employee's voluntary, individual, written and signed authorization, the

Company will deduct from the wages of any such employee covered by this Agreement the voluntary contribution to the J.B. Moss VOTE Fund which that employee has designated in the written, signed authorization. The Company will forward the employee's contribution to the J.B. Moss VOTE Fund, at the address designated by the

Union, not later than fifteen (15) days after the last day of the month during which the deduction is made. The Company will send with the remittance, a list of the names of the employees from whom deductions were made and the amount of each employee's contribution. The Union shall provide the Company, prior to any deductions, with a voluntary, signed J.B. Moss VOTE deduction authorization for each employee who elects to contribute. The Union, upon request, will provide the Company with a copy of the form to be used to authorize such deductions and with any changes, when made, to that form.

ARTICLE 4 - EQUAL OPPORTUNITY

In accordance with the established policy of the Employer and the Union, the provisions of the Agreement will apply equally to all employees hereunder regardless of sex, color, age, race, creed, religion, disability, veteran status, sexual orientation, Union affiliation and activity or national origin. The Employer and the Union also recognize the desirability of implementing the national policy of providing equal opportunity to all persons and agree to work actively toward the implementation of that policy.

ARTICLE 5 - ACCESS TO FACILITY

Duly authorized representatives of the Union shall be permitted to investigate the standing of all employees and investigate conditions at any facility covered by this

Agreement to see that the Agreement is being enforced, provided that no interview shall be held during the rush hours, or unreasonably interrupt the duties of any employee.

The Employer shall be notified by the Union representative before he shall take action with the person involved. The representative of the Union shall contact the highest ranking Employer representative then present at the facility and inform him of the circumstances. The Employer and the Union representative shall conduct themselves in such a manner as to carry out the intent and spirit of this section. Employees must successfully pass the client's base security check for employment considerations. The client is responsible for establishing the criteria, rules and regulations related to the background checks.

If a current employee is prevented from working due to the results of the annual background requirement results, they will be placed on an unpaid administrative leave of absence for up to sixty (60) days to appeal. Upon a successful appeal, the employee will be placed back to their former position without pay.

The Employer, following state law, may conduct pre-employment drug testing, and post accident testing.

The facilities may use Surveillance Video Equipment to meet client needs in the U.S.

Hospitals and Clinics (MEDCOM/HAMS/BUMED) locations for theft and security reasons. If Surveillance equipment is used in the locations covered by this agreement and the local addendums, the Employer will notify the employees and the union in writing upon hire or when deployed with the existing workforce.

ARTICLE 6 - PROBATIONARY PERIOD/ NEW HIRES

Every new or rehired employee (after a break in seniority as noted in Article 7) shall be on probation for the first sixty (60) days of employment.

Section B:

At any time during such initial probationary period, an employee may be discharged for any reason, and any such employee so discharged shall not have the right to file a grievance or have other recourses to the grievance procedure.

Section C:

The Employer will make available to the Union a list of newly hired and terminated employees covered by this Agreement. Such list will be prepared monthly and will show the name, social security number, and address, job classification and hire or termination date of such employees who were hired or terminated during the month for which the list is prepared.

Section D:

The Employer shall notify the Union of all job openings within each facility covered by this Agreement. The Union may refer applicants for such openings. In interviewing and hiring for such job openings, the Employer will not discriminate against any applicant referred by the Union. Nothing in this contract, however, shall be construed to create an exclusive hiring hall arrangement, and the Employer shall at all times be free to advertise and list said job opening from any sources available to the Employer. Nothing in this Agreement shall limit the Employer's right to exercise sole discretion in determining who to hire.

Section E:

The Employer shall be the sole judge of the qualifications of its employees, but shall give full consideration, without prejudice, to the members of the Union, provided that they have the necessary qualifications.

ARTICLE 7 - SENIORITY

It is agreed that the Employer and the Union will meet for the purpose of establishing a seniority list for all employees employed in the unit as soon as practical following the signing of the Agreement. Said seniority list will be based upon official records of the

Union, of the Employer, its predecessors, and the Contracting Officer.

The official seniority shall reside with the base contracting officer.

Not later than fifteen (15) days prior to the expiration of the Employer's contract covering any facility, the Employer shall furnish the Union and the successor contractor a list of all its current employees together with their dates of hire and Year-to- Date hours on which vacation pay was paid by the Employer. The following Sections in this Article shall become applicable and shall be in force and effect upon the establishment of the seniority list. Seniority shall, be on the basis of job classification seniority and overall seniority. Overall seniority shall be measured from the date of the employee's initial hire date at any U.S. Hospitals and Clinics (MEDCOM/HAMS/BUMED) location with the

Employer or a predecessor Employer engaged in providing similar services at that U.S.

Hospitals and Clinics (MEDCOM/HAMS/BUMED), provided that there has been no break in seniority. Job Classification seniority will include the last span of continuous uninterrupted service in their current classification, whether with the current or a predecessor employer.

Employees transferred by the Employer to any facility covered by this Agreement shall have their seniority measured from the date of the initial hire by Sodexo, its subcontractor, or their predecessors, as the case may be, regardless of where such service was performed.

Section B:

In the event of emergencies, absenteeism and for purpose of instruction, the Employer may transfer employees to fill vacancies for a period not to exceed three (3) calendar days.

Section C:

In cases of absenteeism, vacation replacement, or LOA replacement, the Employer will ask for volunteers, and from the list of volunteers, which will be updated quarterly, offer the job to the most senior qualified employee in that classification and facility. If there are no or insufficient volunteers, the Employer shall require the least senior, qualified employee in that classification and mess hall to fill the position.

Employees shall have the right to bid on open and available work schedules in their respective classifications by seniority in job assignments for which they are qualified.

Except in cases of absenteeism, vacation replacement, or LOA replacement, when any of the work schedules in a specific job classification are changed, all schedules in that classification will be re-bid.

Senior employees within a job classification, provided they are qualified, shall have preference of the duty positions with the most work hours when such positions are posted.

Senior employees shall have preference of full-time employment at all times if equal distribution of work is impossible. Senior employees may, however, exercise their seniority rights by taking a job in a lower classification.

Section E: In the event that a job opening or position that is covered by this Agreement becomes available such position shall be posted in the U.S. Hospitals and Clinics

(MEDCOM/HAMS/BUMED) location, under the jurisdiction of an employer, for qualified employees to bid on. Such posted notices, shall be posted for not less than four (4) working days and will include the title of the position available, the days the work will be required, the starting time, quitting time, and meal breaks.

The most senior qualified bidder, employed by any Employer covered by this agreement, shall be awarded the position. In cases where two (2) employees are equally qualified, the senior person shall be awarded the position. Management reserves the right to evaluate and determine qualifications.

If none of the employees bidding on a position have seniority in that position, and the

Employer intends to select a non-qualified employee, then that position will be awarded to the most senior employee bidding on the position.

Section F:

Any employee promoted to a job classification covered by this Agreement from a lower-paid classification shall be on a trial period for the first thirty (30) days of employment in the new classification. At any time during such a trial period, the Employer may, for any reason, return the employee to that employee's former position. The employee, so returned, shall not suffer any loss of seniority. The employee shall not have the right to file a grievance or have other recourse to the grievance procedure with regard to any such return to former classification.

Section G:

If the Employer requires that a shift be extended past the scheduled time, the Employer will first request for volunteers on that shift, and assign the work in job classification seniority order. If there are not enough volunteers to cover the required shift the

Employer will assign the shift to the least senior qualified employee in the required classification.

If the Employer reduces the hours of a shift to meet short term changes in the U.S.

Hospitals and Clinics (MEDCOM/HAMS/BUMED) schedule, it shall be handled in accordance with the seniority article, except in cases where CRP client travel would be adversely affected.

Section H:

An employee shall lose his seniority upon his retirement, resignation or discharge for just cause. An employee will be considered to have resigned if he:

1. Fails to report to work on the day following expiration of an authorized leave of absence, unless failure to report is due to conditions recognized by the Employer to be beyond the control of the employee and he reported such conditions as soon as possible;

2. Is on lay-off for a period exceeding one (1) year. It is understood that seniority will not continue to increase during this one (1) year lay-off. In cases involving U.S.

Hospitals and Clinics (MEDCOM/HAMS/BUMED) reconstruction, this time limit may be extended by mutual written agreement of the parties;

3. Is absent from work for two (2) consecutive work days without properly notifying the Employer of the reason for absence even though the reason for such absence is beyond the control of the employee;

4. Fails, while on lay-off, upon notice from the Employer that work is available, to report to the Employer for work as soon as practicable, but not later than six (6) work days and provided that the employee notifies the Employer within three (3) days of such notice that he will return to work within the six (6) day period.

The Employer fulfills its obligations under this Section by sending notice by receipted delivery to the last known address of the employee. It is the obligation of the employee to keep the Employer informed of his current address and phone number.

Section I:

An employee who has occupied a position with the Employer covered by this

Agreement and who accepts a position with the Employer in a classification not covered by this Agreement will continue to accrue seniority for nine (9) months, after which period he shall retain his accumulated seniority, provided that he remains in the employ of the Employer.

ARTICLE 8 - DISCIPLINE/DISCHARGE

No employee shall be disciplined or discharged without just cause. Nothing herein shall be construed as limiting the Company's right to suspend or discharge an employee for cause.

All disciplinary notices shall expire after twelve (12) months, and will not be used in any proceeding. The Employer will inform the employee of an issue that may result in the discipline within three (3) employee working days of the event that gave rise to the potential disciplinary action or in cases where the Company could not have known about the conduct at the time it occurred within three (3) employee working days of the date the manager had knowledge of such event, the Employer will inform the employee of any potential discipline within three (3) employee working days of the date the manager had knowledge of such event. All reprimands and discharge notices must be dated and issued within five (5) days, or on the same day as the employee returns to work if more than five (5) days.

Employees discharged, suspended, or otherwise disciplined without good and sufficient cause shall be compensated for time lost to the extent that he has suffered in earnings and employment during the time lost. Due regard shall be given to earnings and employment of the employee during the period of discharge or suspension disciplinary action. In case of disciplinary action other than discharge or suspension, such disciplinary action shall be canceled.

The Employer has the right to establish work rules for the business and will provide the rules to the union. Copies of Rules and Regulations will be made available to the Union upon request. The Union will be advised, to the degree possible, of any proposed changes to Company Rules and Regulations, and the Company will meet, if requested by the Union, to discuss said changes.

Section B:

Any grievance which arises concerning suspension or discharge shall be handled in accordance with the provisions for Grievance Procedure and Arbitration, of this

Agreement, with the exception of any disciplinary action levied upon Probationary employees.

Section C:

The Company agrees that once each calendar year all employees, upon request, may view the contents of their personnel file, with the exception of documents related to the employee's health and citizenship status. Employees may have a shop steward with them when they view the contents of their file.

ARTICLE 9 - GRIEVANCE/COMMUNICATIONS PROCEDURE

The parties agree to provide and maintain current contact information for grievance communication at each U.S. Hospitals and Clinics (MEDCOM/HAMS/BUMED) location.

The Union shall communicate employee matters through the respective Employer of record, in recognition that each participating Employer has full responsibility for its own work force.

It is also understood that non-grievance related issues of concern between the Union and a specific subcontractor shall be handled by those parties and shall not include the

Prime Contractor or the Base Contracting Officer. Non-grievance related issues between the Union and multiple subcontractors on the same base shall first be discussed with the subcontractors involved. If the parties are unable to resolve the issue, it shall be brought to the attention of the Prime Contractor.

Issues of concern between the Union and the Prime Contractor shall only be discussed directly between those parties, and shall not include the Base Contracting Officer.

Section B:

A grievance is defined as a claim or dispute between the Employer and an employee or the Union concerning the interpretation or the application of this Agreement or of any local Addendum hereto.

Section C:

All grievances must be presented in writing to the respective Employer of the employee

(see Section A) and filed in accordance with the following exclusive procedure:

Step 1: The employee who has a grievance shall, along with the shop steward, file a grievance with the General Manager or designee. The discussion shall occur within five (5) days of the Employer being notified. If the grievance is not settled at the Step 1 meeting, it may be appealed by the Union Representative to the Local Human Resource Manager or designee to Step 2 within seven (7) days of the Step 1 meeting.

Union grievances shall be processed beginning with Step 2. Grievances concerning discharge shall begin at Step 2, and must be filed by the Union within seven (7) days of discharge.

Step 2: The Union Representative and the appropriate Local Human Resource

Manager or designee will discuss the grievance within ten (10) days of the appeal to Step 2. The Employer shall issue the decision within seven (7) days of the discussion. If the grievance is not disposed of satisfactorily, the grievance may be appealed to Step 3, by filing a written appeal within ten (10) days after the receipt of the Step 2 answer.

Step 3: Within ten (10) days after the appeal, the Senior Vice- President of

Operations (SVP), or Sub-Contractor Company President or designee and the

Union Representative will attempt to settle the grievance. The SVP, Sub-

Contractor Company President or designee shall render a written decision within seven (7) days of such meeting. If the grievance is not disposed of satisfactorily, the grievance may be appealed to arbitration by lodging a written appeal with the

Local Human Resource Manager within ten (10) days of receipt of the written decision.

Section D:

A grievance not involving discharge shall be without effect unless filed with the General

Manager or appropriate lead management personnel for a sub-contractor in writing within seven (7) days from the date the complaining party discovered the facts or should have discovered the facts giving rise to the grievance.

Section F:

The time limits set forth in this Article may be extended mutually in writing. Time limits are exclusive of Saturday, Sunday, and recognized holidays.

ARTICLE 10 - ARBITRATION

Within ten (10) days after the filing of the notice of the intent to submit the unsettled grievance to arbitration, the parties shall attempt to mutually select an impartial arbitrator. If the parties are unable to agree within five (5) days of that meeting upon the choice of an arbitrator, they shall request the Federal Mediation and Conciliation Service to submit a list of five (5) persons qualified to act as the impartial arbitrator. A representative of the Employer and a representative of the Union shall alternately strike a name from the list, the party to strike first to be selected by lot. The remaining person shall thereupon be selected as the impartial arbitrator.

Section B:

During the hearing, each party shall have full opportunity to present evidence and argument, both oral and documentary. The impartial arbitrator will render his finding and award in writing within thirty (30) calendar days after the conclusion of the hearing. The decision of the impartial arbitrator shall be final and binding. The impartial arbitrator shall have no authority to modify, amend, revise, add to, or subtract from any terms or conditions of this Agreement.

Section C:

The fees of the arbitrator and necessary expenses, including transcript, if desirable, of any arbitration proceeding shall be borne equally by the Employer and the Union except that each party shall pay the fees of its own counselor representative. If an employee witness is called by the Employer, the Employer will reimburse him for time lost at his regular straight time base rate. If an employee witness is called by the Union, the Union will reimburse such personnel for time lost.

ARTICLE 11 - MILITARY LEAVE

Employees entering the Military or Naval Service, Red Cross, or other combat relief service or conscripted Civil Service of the United States during the life of this Agreement will be placed on military leave of absence in accordance with the provisions of the

Uniformed Services Employment and Reemployment Rights Act of 1994, (USERRA), and will retain their seniority while in such service and be returned to their former position upon honorable discharge from service, provided they are physically and mentally capable of working.

Section B:

An employee who is a member of a Military Reserve Unit and who is required to participate in active training will be granted a leave of absence without pay for the period of such training duty.

Section C:

An employee applying for a leave under this Article will give the Employer at least five

(5) working days notice prior to reporting date, if possible.

ARTICLE 12 - LEAVE OF ABSENCE

Employees are entitled to leaves of absence not exceeding twelve (12) weeks, or as provided for under the Federal or State Family Leave Acts, under the terms and conditions of those Acts. A leave for certified medical purposes may be extended for an additional fourteen (14) weeks upon application by the employee.

Section B:

A leave of absence under this section will be considered employment time for seniority.

Section C:

Upon return from a leave of absence, the employee will be returned to the job held before the leave or, if not available, work for which he can qualify in his job classification on the basis of seniority.

Section D:

Any employee who engages in gainful employment without the permission of the

Employer while on a leave of absence shall be subject to discharge.

Section E:

All leaves of absence must be applied for in writing and if granted must be granted in writing by the Employer.

Section F:

All leaves of absence shall be for a specific designated period of time, and an employee may return to work earlier that the specifically designated date for this return only with the consent of the Employer.

Section G:

Employees on leaves of absence due to an on the job injury will continue to accrue seniority.

ARTICLE 13 - BEREAVEMENT LEAVE

Upon the death of a member of the immediate family of an employee, occurring after the completion of the employee's probationary period, the Company shall grant a three

(3) day paid leave to enable such employee to attend the funeral and otherwise assist in the burial.

A day's pay shall consist of the employee's regularly scheduled hours for the days during which the bereavement occurs, and shall be applicable only to those days within his regular workweek.

The term "immediate family" as used herein shall consist of the following members only:

Spouse, Children, Parents, Mother-in-Law, Father-in-Law, Siblings, Grandparents and

Grandchildren and registered domestic partner.

No employee otherwise entitled to leave under this Article shall receive such benefits unless he gives the Company reasonable notice before taking time off for bereavement purposes, and provides adequate documentation of his bereavement upon request of the Company.

ARTICLE 14 - SHOP STEWARDS

The Union will notify the Employer's Human Resource Representative annually of the shop stewards authorized to conduct Union business, and anytime there is a change in shop stewards. The Union shall provide Sodexo and its business partners with updates to the annual listing of shop stewards and their area of authority during the first month of each contract year.

Section B:

The shop stewards shall not interfere with the management of the business or direct any work of any employee, but may advise the Employer of any violations of the

Agreement and also notify the employee participating therein.

Section C:

Shop stewards shall be afforded time off without loss of pay to investigate, discuss, and present grievances. Such time shall be kept to a minimum and must be approved by the supervisor of that area; such approval shall not be unreasonably denied. Shop stewards will not engage in any activity, without the permission of the supervisor involved, which will interfere with their or other employee's regular duties.

Section D:

Shop stewards shall be entitled to top seniority at the facility. They shall not have their schedule reduced for any reason except for layoff or closing of the U.S. Hospitals and

Clinics (MEDCOM/HAMS/BUMED) location. This does not constitute a guarantee of hours for the steward each day.

Section E:

A telephone will be made available, if possible, to the shop stewards for the purpose of communicating with the Union. Such calls will be placed at no cost to the Employer.

ARTICLE 15 - REST PERIODS

An employee who is scheduled to work for not less than four (4) continuous hours on a shift shall be entitled to one paid ten (10) minute unscheduled rest period during each four (4) hours. Rest periods shall not be taken at the beginning or end of a shift, not shall they be taken together with the meal break.

Employees, working more than five (5) hours in any day, shall be allowed an unpaid meal period of at least thirty (30) minutes which commences no less than two (2) hours nor more than five (5) hours from the beginning of each shift . If an employee is called back to work during a meal period he will receive payment for the entire meal period and receive another meal period as required by this section.

When and employee works in excess of eight (8) hours continuously, he will be entitled to a ten (10) minute rest period at the completion of his regular shift, and another such rest period at the completion of his tenth (10th) consecutive hour if he is required to work beyond ten (10) hours. On the same basis, similar rest periods will be provided after each additional two (2) hours worked. Such period will be scheduled as near to the appointed time as practical, subject to the requirements of service. In any event, all employees shall be guaranteed a minimum of eight (8) continuous hours of rest in any one twenty four (24) hour period.

ARTICLE 16 - LAYOFFS AND RECALLS

For the purposes of this Article, the term "U.S. Hospitals and Clinics

(MEDCOM/HAMS/BUMED) location or facility" shall only refer to the U.S. Hospitals and

Clinics (MEDCOM/HAMS/BUMED) facilities that are covered by this Agreement. In the event of a reduction of force, the Employer will give reasonable notice of layoff, under the circumstances, to the employees with the least seniority within the affected facility, and will recall employees in the reverse order, such recall to be by job classification. No new employees will be hired at any U.S. Hospitals and Clinics

(MEDCOM/HAMS/BUMED) until all qualified laid-off employees on that base have been offered the position(s) involved.

Section B:

In the event that the Employer finds it necessary to lay-off employees for any reason, classification seniority shall prevail where qualifications are relatively equal. In instances of identical classification seniority, alphabetical name order shall be used to resolve the issue. The Employer shall recall such laid off employees in the reverse classification seniority order.

Section C:

This section is for use in layoff on bases having multiple U.S. Hospitals and Clinics

(MEDCOM/HAMS/BUMED) locations covered by this Agreement.

Where a layoff is anticipated by the Company to be for thirty (30) calendar days or less, the employees in the affected classification or classifications with the least seniority at the affected U.S. Hospitals and Clinics (MEDCOM/HAMS/BUMED) facility will be laid off first.

If a layoff that was anticipated to be thirty (30) calendar days or less extends past thirty

(30) days, the Company will immediately recall (reinstate) those laid off employees with the most classification seniority at the U.S. Hospitals and Clinics

(MEDCOM/HAMS/BUMED) facility where the employee was laid off. If the layoff extends past thirty (30) days, the Company will apply base wide seniority by the affected classification, and will layoff those employees in the affected classification with the least base wide seniority by classification. This language would apply if there were multiple U.S. Hospitals and Clinics (MEDCOM/HAMS/BUMED) facilities on base.

If the layoff is anticipated by the Company to be for more than thirty (30) calendar days, the employees in the affected classification or classifications with the least base-wide seniority in the affected classification or classifications will be laid off first. This language would apply if there were multiple U.S. Hospitals and Clinics

(MEDCOM/HAMS/BUMED) facilities on base.

The Union, Sodexo, and its business partners agree that an employee who is laid off from Sodexo and/or any of its business partners subject to the agreement will not be eligible to file a grievance if the client had notified the Company that the anticipated layoff was for thirty (30) days or less and the actual layoff evolves into a period which exceeds thirty (30) days, provided that the Company immediately reinstates those affected employees in accordance with their base-wide classification seniority as set forth above.

Before the layoff occurs, the Company will advise the Union Representative, via fax or email, of the anticipated length of the layoff and all details of the communication from the Company's client, as set forth above, and who will be laid off. Any disagreement on the Union's part will be brought to the Company's attention as soon as practicable.

ARTICLE 17 - WAGES AND WORK HOURS

The schedule of the effective wage rates and job classifications for employees is set forth in the applicable local Addendum hereto.

Nothing in this Article is intended to imply any guarantee of schedules or hours, except as provide for in Section D below.

Section B:

All employees covered by this Agreement will be paid for hours worked in accordance with the payroll policy and frequency as established by the Employer.

Section C:

Management will not perform work covered by this Agreement, except for training, and or emergencies.

Section D:

Each and every employee covered by this Agreement will be provided with not less than two (2) hours continuous work per meal period; i.e. Breakfast, Lunch, Dinner, Mid-Rats.

Section E:

If, at the request of management, an employee agrees to work temporarily in a higher paid job classification than his own, he shall receive the higher rate of pay during such periods. Employees who temporarily work in a job classification of a lower pay rate shall not be subject to any change in pay, but will continue to receive pay at their normal rate.

Section F:

Each employee shall be given his work schedule. This requirement may be satisfied by a posting of the work schedule. The work schedule for each week shall be posted at least four (4) days prior to the beginning of the work week. Work schedules shall include starting time, quitting time, and meal break time. If the work schedule is not posted in the allotted time, the Employer will not discipline any employee that is unable to work such schedule, provided there are changes to the employee's usual schedule.

ARTICLE 18 - OVERTIME

One and one-half (1 ½) times the hourly rate of pay will be paid for all time worked in excess of forty (40) hours per week.

A regular employee, who has completed his shift, has left the Company property and is thereafter called for work at any time prior to two (2) hours before his next scheduled shift, will be provided with four (4) continuous hours of work or pay thereof at the applicable rate.

Overtime work (work requiring the payment of time and one-half) will be distributed among the employees, signing a volunteer list in the affected facility, in the classification qualified to perform the work as necessitating overtime within the appropriate crew of shift as equitable as practicable. Overtime lists will be made available to the Shop

Stewards on request. The Company will give as much notice of overtime as practicable.

Nothing in the Agreement is intended to require the Company to incur overtime. There will be no pyramiding of overtime pay.

No overtime will be worked except by prior direction of the supervisory personnel of the

Company, except in case of emergency and which appropriate authority cannot be obtained.

ARTICLE 19 - HEALTH AND WELFARE

The Employer shall contribute to the applicable Health and Welfare Plan benefits set forth in the applicable local addendum hereto.

ARTICLE 20 - VACATION

Employees shall be entitled to paid vacations and paid leave as set forth in the applicable local addendum hereto.

Vacation entitlement is based upon an employee's length of service.

Vacation will not accumulate from year to year. Unused vacations will be paid out on the employee's anniversary date. Vacation entitlement may not be taken as to combine two years worth of entitlement.

Vacation will be paid at the employee's current rate of pay.

Holidays falling within a vacation period shall be paid as Holiday pay and not charged to vacation.

Vacation will be granted to employees in order of their seniority within classification and work shift. Employees must apply for vacation, in writing, at least three (3) weeks prior to the intended vacation date. The Employer will respond to such request within one (1) week.

ARTICLE 21 - SICK LEAVE

Sick leave will be paid as set forth in the applicable local Addendum hereto.

In order to be eligible for sick leave payments, an employee must call in to report absence at least two (2) hours prior to the beginning of the shift.

Sick leave must be taken in four (4) hour increments.

Unused Sick Leave may be banked and carried over from year to year up to a maximum of forty (40) days.

There is no payout of Sick banks at termination, lay-off, or separation for any reason.

If Executive Order 13706 Paid Sick Leave applies to the work contracted with the U.S.

Hospital and Clinic (MEDCOM/HAMS/BUMED) facilities paragraphs two, three, four and five of this Article will not apply to those facilities. Sick leave for facilities covered by

Executive Order 13706 Paid Sick Leave will set forth in the local CBA Addendum.

ARTICLE 22 - HOLIDAYS

Holidays for which every employee will be compensated at the hourly base rate of pay as set forth in the applicable local Addendum hereto.

The Company may substitute for any of the name holidays another day off with pay in accordance with a plan communicated to the employees involved and agreed to by the union.

An employee's amount of holiday pay shall be determined by dividing the number of hours normally scheduled in a week by the number of days normally scheduled in a week, and multiplying that number by his regular rate of pay.

Any work performed on a holiday will be paid at the employee's regular rate of pay in addition to the holiday pay. If any of the named holidays fall on a non-working day, the employees shall receive pay for their average number of hours normally worked in lieu of observance, as calculated above.

In the event that one (1) of the holidays shall occur during the employee's vacation, the employee will receive an additional day of paid vacation, unless the employee and the

Company agree that he may receive pay in lieu thereof.

When the Company requires work of any shift on a holiday, the Company will first seek qualified volunteers for such work. The work will be assigned according to job classification seniority and business needs as established by management. If there are not enough volunteers to perform such work the Company will direct the least senior qualified employee in that job classification to perform the work.

In order for an employee to qualify for a paid holiday, he must have worked his regularly scheduled work day immediately preceding the holiday and his regularly scheduled work day immediately following the holiday, and if scheduled to work on the holiday, unless on vacation, leave of absence, jury duty or bereavement leave.

ARTICLE 23 - PENSION

The Employer shall contribute to the applicable Pension Plan benefits set forth in the applicable local addendum hereto.

ARTICLE 24 UNIFORMS AND SAFETY EQUIPMENT

The Employer will furnish wash and wear uniforms, excluding shoes, to each employee.

Employees shall not be compensated for laundering and maintaining Company furnished uniforms.

ARTICLE 25 - JURY DUTY

The Company will compensate employees called for Jury Duty the difference between their Jury Duty pay and their regular straight time pay if such jury service falls on the employee's regular work days, up to a maximum of ten (10) days per contract year.

Employees will be required to produce their jury duty receipt in order to receive compensation. Upon return from Jury Duty, the employee will be reinstated to his/her former or equivalent position.

If an employee is released from Jury Duty prior to the end of his/her scheduled work shift, the employee must call the U.S. Hospitals and Clinics (MEDCOM/HAMS/BUMED)

General Manager or appropriate Sub-Contractor Manager to determine if they are to return to work that day.

ARTICLE 26 - INDIVIDUAL CONTRACTS

No employee shall be compelled or allowed to enter into any individual contract or

Agreement with the Employer concerning the conditions of employment contained herein.

ARTICLE 27 - NO STRIKE-NO LOCKOUT

During the term of this Agreement, the Union and employees shall not authorize, cause, engage in, sanction, or assist in any work stoppage, strike or slow-down of operations.

Section B:

During the term of this Agreement, the Employer shall not cause, permit or engage in any lock-out of its employees.

Section C:

The Employer reserves the right to immediately discharge or otherwise discipline any employee taking part in any violation of this provision of the Agreement. No other Article of this Agreement shall affect the Employer's right to discharge employees who violate this Article.

ARTICLE 28 - PICKET LINES

Refusal of an employee to cross a bona fide picket line established by the Unions who are party to this Agreement, claiming to have a dispute with the Employer and approved, by the Union shall not be construed to be a breach of this Agreement. This provision is not applicable to security guards.

ARTICLE 29 EMPLOYEE INJURY

An employee injured during working hours shall receive the rest of the day off without loss of pay, provided that the injuries are such that a doctor orders the employee not to return to work.

Section B:

Employees are encouraged to report any medical condition that may impact their ability to perform their duties, in order that the need for accommodation may be reviewed.

ARTICLE 30 - POST INJURY DRUG AND ALCOHOL TESTING

The Employer and the…