J-0200000-02-03 CBA WAGE DETERMINATION.pdf

ATTACHMENT J-0200000-02-03

CBA WAGE DETERMINATION

COLLECTIVE BARGAINING AGREEMENT

Base Operating Services

U.S. Naval Academy, Annapolis, Maryland

By and between

UNITED ASSOCIATION PLUMBERS AND STEAMFITTERS

LOCAL UNION 486

8100 SANDPIPER CIRCLE, SUITE 200

BALTIMORE, MD 21236

AND

VJFS

Term of Agreement

November 1, 2024 to May 31, 2028

Agreement

This agreement is entered into this day of November 2024 by and between VJFS. hereinafter called "Employer", and the United Association Plumbers and Steamfitters Local Union 486, hereinafter called ''The Union" IAW National Labor Relations Board Case number 5-RC-15714.

WHEREAS, the Employer is performing base operating services functions as a contractor for the US Navy at the United States Naval Academy (USNA), Naval Support Activity Annapolis, WHEREAS, the Employer has employed, now employs, and will employ employees represented by the Union for the performance of such work as hereinafter called "Employees", WHEREAS, the Union and the Employer agree that it is in their best interest to develop a Labor/Management relationship that fosters an environment that enhances the mission of the United States Naval Academy.

NOW, THERFORE, the parties to this Agreement, in consideration of the promises and covenants set forth in this Agreement, agree as follows:

ARTICLE ONE

Recognition

(a) The Employer recognizes the Union as the sole and exclusive bargaining representative for all the VJFS employees listed in those job classifications specified in Article Seven with respect to wages, hours, and other terms and conditions of employment on performing any work in the service and maintenance industry described in this Agreement, specific to the United States Naval Academy in Annapolis, Maryland and NOSC Baltimore, Maryland sites only. No other job classifications, other than those in Article VII or any administrative staff shall be recognized as being represented under this agreement.

ARTICLE TWO

Non-Discrimination Clause

(a) The Employer and the Union both recognize their responsibilities under Federal, State, and Local laws pertaining to fair employment practices as well as the moral principles involved in Civil Rights. Accordingly, both parties reaffirm by this Agreement the commitment not to discriminate against any person or persons because of union activity (member of non member) race, creed, color, religion, national origin, sex or age, sexual orientation, or because the employee has a disability, or is a veteran, a disabled veteran, or a veteran of the Vietnam Era or Operation Desert Storm.

(b) The use of the masculine or feminine gender or any titles, which connote gender in this

Agreement, shall be construed as including both genders and not as sex limitations.

ARTICLE THREE

Managerial Prerogative

(a) The management of the Employer's business including, but not limited to, the direction of the work-force, the right to hire, promote, demote, discipline, assign, re-assign, transfers, set working hours, set shifts, determine days off, determine numbers and classification of employees, set standards of performance, to plan, direct, control and schedule all operations (including the scheduling of the work force), the right to establish, eliminate, change or introduce new or improved methods, machinery, quality standards of facilities is the sole and exclusive prerogative and responsibility of the Employer. The need for designation of and the determination of the number of employees and Leads, if any, are solely the responsibility of the Employer.

(b) The Employer reserves the right to assign administrative non-union personnel to handle all dispatching and assignment of duties. The Employer retains all rights not specifically addressed in this Agreement.

(c) The Employer is vested with the right to relieve Employees from duty because of lack of work or other legitimate reasons in line with this Agreement.

ARTICLE FOUR

Union Shop Clause and Check-Off

(a) All employees of the Employer covered by this Agreement who are members of the Union on the effective or execution date of this Agreement, whichever is later, shall remain members, and those who are not members on the effective or execution date of this Agreement shall, on the fourteenth (14th) day following the effective or execution date of this agreement, whichever is later, become and remain members in the Union. The employer agrees to give the Shop Steward 30 minutes at New Employee Orientation to review the Union procedures. All employees covered by this Agreement and hired on or after its effective or execution, whichever is later, shall on the fourteenth (14th) day following the beginning of each employment become and remain members in the Union. If an individual refuses to pay dues or an initiation fee as required under the article, the Employer, upon request of the Union and showing that the Union has complied with the applicable laws, shall discharge the individual. The discharge shall be effective with ten (10) days after the employee is given the right to cure the default in payment of such dues, initiation fees, or uniformly levied assessments by tender of same to the Union. The Employer has no obligation to discharge the employee until it has received written notification from the Union.

(b) Indemnification of Employer-The Union agrees to defend, indemnify, and hold the

Employer harmless from and against any and all claims, demands, suits, grievances, liabilities, actions, costs, and expenses in any manner arising out of or connected with any action by the employer taken pursuant to the provisions of this article.

(c) Check-off- Upon receipt by the Employer of a check-off authorization executed by an employee, the Employer shall deduct from the wages owed such employee for the first payroll period in each calendar month following receipt of such check-off authorization, until such check-off authorization is revoked by the employee in accordance with the terms thereof, the Union's membership dues for the in which such deduction is made. The employer will forward the monies so deducted to the Business Manager of the Local 486, 8100 Sandpiper Circle, Suite 200, Baltimore, MD 21236, together with a list of names of the employees from who pay deductions were made. The Employer shall deduct from an employee's wages only the amount of money which the Business Manager of Local 486 have certified to the Employer, in writing, is the amount of dues, properly established by the local union in accordance with applicable law and the Union's constitution and by-laws, required of all employees as a condition of acquiring or retaining membership in the Union. If, for any payroll period in which the employer is obligated to make deduction pursuant to this article, the wages owed an employee (after deductions mandated by any governmental body) is less than that amount of money, which the employee has authorized the employer to deduct pursuant to this article. The Employer shall make no deductions from wages owed the employee for that payroll period.

(d) Check-off Authorization Form -The Employer shall not deduct any monies from an employee's wages unless the check-off authorization has been executed by the employee on the form provided by the Union and agreed to by the Employer.

ARTICLE FIVE

Union Representation and Access to Jobs

Authorized representatives of the Union shall have access to the work site where employees covered by this Agreement are employed, providing they do not unnecessarily interfere with the Employer's employees or Government employees or other contractors causing them to neglect their work, create any liability issues, and complies with customer requirements. Any access to the various buildings covered by this Agreement shall be subject to all Federal and USNA security requirements and shall be upon the express authorization of the appropriate Government officials. Notice of a visit by a union official must be provided 24 hours in advance to the VJFS Project Manager

ARTICLE SIX

Scope of Service, Maintenance, and Operations Work

This Agreement shall apply to all work performed by the Employer under the scope of their contract with the Government, which is necessary to keep facilities and existing systems within those facilities operating in an efficient manner. This work shall include, and not limited to, the inspection, service, maintenance, start-up, testing, balancing, adjusting, repair, modification, and replacement of all systems that are included within the scope of the maintenance and operations work as assigned by the Government to the Employer.

The Employer reserves the management rights to assign staff, as required, to meet the needs of its contract with the Government. To meet these requirements, staff may have to perform duties not normally assigned as to their job classification. When this occurs, for the hours of work performed by an employee who designated job classification as listed in CBA who is temporarily assigned to perform the duties of another job classification listed in the CBA with a different rate of pay, the employee shall receive the greater rate of pay.

ARTICLE SEVEN

Employees Represented Under This Agreement

(a) The following classifications of work are covered by the agreement and the work description shall be the same as stated for each classification in the Service Contract Act.

1. Maintenance Carpenters

2. Motor Vehicle Dispatchers

3. Maintenance Electricians

4. Fire Alarm Systems Mechanics

5. General Maintenance Workers

6. Heating, Refrigeration, Air Conditioning Mechanics

7. Heavy Equipment Mechanics

8. Heavy Equipment Operators

9. Instrument Mechanics/HVAC

10. Laborers

11. Locksmiths

12. Maintenance Painters

13. Maintenance Pipefitters

14. Maintenance Plumbers

15. Stationary Engineers (chiller plant)

16. Water/Wastewater Treatment Plant

17. Maintenance Combination Welders

18. First Grade Engineers (Central Heat Plant)

19. High Voltage Electricians

20. Pool Technician

ARTICLE EIGHT

Hiring and Use of Employees

(a) When employees are required, the Employer may request applicants to be referred for employment under the following procedure:

1. The selection of applicants for referral to jobs shall be on non-discriminatory basis as to race, sex, creed, national origin, and shall not be based on in any way affected by Union membership, by-laws, rules, regulations, constitutional provisions, or any aspect or obligation of Union membership, policy, or requirement.

2. When employees are required, the Employer may interview and select the prospective employee and the Union shall refer the employee to the Employer.

3. Employer shall have the right to reject any applicant referred by the Union.

4. The parties of this Agreement recognized the need to provide a drug-free and alcohol-free workplace. A copy of any drug and alcohol policy, including resting procedures, shall be furnished to Local 486. It is recognized that the needs of the Employer will dictate final policy details.

5. Prospective employees must successfully meet all security requirements, drug testing, etc., as required by the Employer and the Government for site access.

6. In determining the qualification of new employees, the Employer will require the applicants to be mentally and physically capable and competent to protect the best interests of the Employers. Employees will be expected to complete pre employment physical examination pass criminal background checks, drug testing, and credit checks as well as security clearances from the Government.

7. American Disabilities Act (ADA): Both the Union and the Employer agree to cooperate in complying with the provisions of the ADA.

{b) Should suitable candidates not be available from the Union, the Employer reserves the right to interview and hire outside candidates. It is understood that these individuals would be required to join the union once hired.

(c) All new hires shall work under a 90-day probationary period. During this period, any employee may be terminated, with or without cause, at the decision of the Employer.

ARTICLE NINE

Training and Licensing Requirements

(a) Training opportunities for new and advanced technology will be reviewed on an individual basis and approved at the sole discretion of VJFS.

(b) Employees will be reimbursed for all required trade related licensing renewals.

ARTICLE TEN

Subcontracting

(a) In order to protect wages and working conditions of employees working for the Employer under this Agreement, the Employer shall make every reasonable effort to utilize employees covered by this Agreement, however, the Employer reserves the right to subcontract any or all work referred to herein, after reasonable documented effort has been made to perform the work with employees covered by this Agreement or the local agreement.

(b) The Union and the Employer understand the Government may, at its discretion, choose to perform or directly subcontract for any part or parts of the work herein described. The Employer's obligation under this Agreement refers only to work that the Employer has contracted to perform.

ARTICLE ELEVEN

Wages and Hours of Work

(a) Eight (8) and ½ consecutive hours per day shall constitute a standard workday, forty (40) hours per week if possible, consisting of five (5) consecutive days shall constitute a week's work for employees who are not working in a Plant Annex. For those employees working in a Plant Annex their schedules are outlined in (c) below. Each employee will be provided a ½ hour, unpaid, meal break on each shift. For watch personnel in the central heating, cooling, and water treatment plants, their standard workday shall be eight consecutive hours, with a meal break during this period. This break shall be taken within the plant area at their workstation.

(b) Any hours of actual hours worked in excess of a normal eight (8) hours shift during a standard workday will be paid at the rate of one and one-half (1 ½) times the normal rate. Effective June 1, 2025, for the purposes of calculating overtime, the designated paid holidays will be considered as time worked. No Pyramiding of time for calculation of overtime.

(c) A weekly work schedule for those staff working rotating shifts, shall be posted in the appropriate plant office. These schedules may be changed by the Employer with a twenty-four

(24) hour notice. All other staff shall work a standard 7:00 am to 3:30 pm shift. The Company may change a schedule without notice if, in the opinion of the Employer, such change without notice is essential to operations. A $0.75 per hour shift differential will be paid to employees assigned to a regular second shift. A $1.50 per hour shift differential will be paid to employees assigned to a regular third shift. Effective June 1, 2025, the second shift differential will increase to $0.90/hour, and the third shift differential will increase to $1.65/hour.

(d) Special event employee shift differential:

a. $.75/hour

b. Special Event employees will be eligible for shift differential when their schedule is changed to work a Special Event when less than 24-hour notice is given.

(e)The Employer shall determine for any employee, the starting and quitting time of a normal established workday. Each Full-time employee shall have two (2) regularly assigned days off in each forty (40) hour week. Where practicable, these days shall be consecutive. Should an employee be assigned to work on either of his/her assigned days off, or both, he/she shall be paid accordingly. Employees, who are on "Call Back" duty, will be responsible for answering and responding to service calls for seven (7) days. Employees will be paid $21.43 per day for each day they are on "Call Back" duty. Additionally, employees who respond outside of their normal work hours will receive a minimum of two (2) hours pay at their regular straight time base wage rate. "Call Back" hours will be paid in accordance with the stated pay policy.

Employees not available or unable to carry a "Call Back" phone for any reason are required to obtain permission from their supervisor prior to the start of the "Call Back" shift. Employees who fail to respond to service calls will forfeit their weekly "Call Back" pay and will be subject to the following progressive discipline:

First offense: Written Warning Second offense: One (1) day unpaid suspension Third offense: Termination The disciplinary documentation will remain in the employees' file for twenty four (24) months from the date the disciplinary notice was provided to the employee.

A copy of the fully executed disciplinary notice will be submitted to the Union's Business Agent.

All employees required to be on emergency operations, as declared the Government, shall be on standby status and shall be compensated $75.00 per event. Employees must respond to the call within 30 minutes of the initial call. (There will be no pyramiding of call in or stand by pay).

(f) Standard Classification of Hourly Wages: See Attachment A

(g) The work week is from Midnight Sunday to 11:59 p.m. the following Saturday.

(h) Paydays are semi-monthly on the 10th and the 25th. Upon providing at least 45-days’ notice, the

Employer may migrate from semi-monthly pay periods to biweekly, which may require adjusting any per pay period calculations, e.g. annual PTO accruals will be based on 26 pay periods (instead of 24). Davis Bacon wages will be paid weekly, every Friday.

(i) Water Plant Shift are twelve (12) hours.

(k} Effective December 1, 2024, Central Heating Plant First Grade Stationary Engineers assigned to the

VJFS Project at the United States Naval Academy shall be eligible for the overtime over eight (8) hours on Saturdays and Sundays and shall count towards the over forty (40) hours weekly overtime requirement. The Employer reserves the right to implement 8-hour shifts in the CHP.

ARTICLE TWELVE

Health, Welfare & Pension Benefit

(a) Benefits

Full time employees shall be entitled to benefits as described in this article. If an employee is in an inactive status, benefits will cease except as prescribed by law. Employees in an inactive status may elect to fund continued insurance(s) at their discretion.

(b) Health and Welfare Insurance

Employees covered by this Agreement will be eligible for insurance coverage under the Company's Sponsored Medical Plans medical insurance coverage on their first day of employment.

Types of coverage premium rates, and benefits described herein are based upon the VJFS plans. The Company reserves the right to make changes to the Plan as deemed necessary.

Employees who participate in any of the Company Sponsored Medical Plans, will be eligible for an

Employer contribution toward the cost of their coverage. Any part of the Employer contribution not applied to the Company Health Care Plan shall be paid directly to the employee.

Fringe Contributions

6-1-2025 $9.90 6-1-2026 $10.05 6-1-2027 $10.20

(up to 40 hours paid per week)

If the cost of the Health and Welfare plan selected by the employee exceeds the Company contribution the balance will be deducted from the employees' pay. If the cost of the medical plan selected by the employee is less that the Company's contribution, the employee will receive the difference in cash.

Employees who decline coverage in the Employers Medical Plan, shall receive the contribution, for the medical plan, as a cash payment provided they can demonstrate they have credible medical insurance coverage from another source. that is primary to Medicare if Medicare eligible. If the employee cannot demonstrate they have credible coverage they will not receive the cash payment until such proof is provided. All payments made to the employee, in lieu of coverage, are subject to normal withholding.

Employees must make their election known to the Employer within 30 days of their date of hire, or during the annual open enrollment period for all benefit elections as administered by the Company.

Changes to benefit elections during the plan year are not allowed without a Qualifying Event as defined in the Summary Plan Description.

a. Dependent Coverage: An eligible employee may elect to purchase, at the employee's own expense, the insurance benefits coverage under any plan offered under this Agreement for the employee's spouse and/or dependents, subject to that plans eligibility criteria. The employee's payment of premiums for spouse and/or dependent coverage shall be made through payroll deductions on a pre-tax basis or as otherwise required by law.

b. Company 401 (k) Plan: Upon the effective date of this Agreement, each employee, in every classification, will receive $1.00/hr. up to forty (40) hours worked per week, as a contribution to the Company's 401(k) Plan. Employees may also make additional contributions to the Plan. Plan terms and conditions may be amended from time to time.

ARTICLE THIRTEEN

Holiday and Personal Time Off

(a) PTO shall be scheduled by mutual consent of the Employer and the employees. Two weeks prior written request for PTO is required. On rare occasion, if due to illness or emergent circumstances, an employee cannot report to work as scheduled, or desires PTO on notice shorter than two (2) weeks, they must call their immediate supervisor at least one (1) hour prior to the start of their shift, or prior to leaving the site. If the immediate supervisor is not available, the employee must call their manager. Employees with a documented habit of short notice PTO and 'call outs' may be subject to counselling and disciplinary action procedures.

Employees who have not completed their 90-day probation period with the Employer and whose employment is terminated either voluntarily or involuntarily are not entitled to any payment for accrued PTO.

(b) Employees will accrue PTO hours per pay period as follows:

1. Years 1-5 = 13.5 days or 108 hours/4.5 hours per semi-monthly pay period

2. Years 6-10 = 19.25 days or 154 hours/ 6.41 per semi-monthly pay period

3. Years 11+ = 25 days or 200 hours/8.33 hours per semi-monthly pay period

(c) Employees have the option to sell back unused but earned PTO once a year. PTO sell back will occur in December of each year. Up to a maximum of one year's accrual of PTO may be sold back. All PTO accrued over 300 hours will automatically be paid out in December.

(d) Time off other than PTO is unpaid. Compensatory time is not authorized and will not be granted.

(e) The following paid holidays shall be recognized and observed within this Agreement. New Year's Day, Martin Luther King Jr's Birthday, Presidents Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Columbus Day, Veterans Day, Thanksgiving Day and Christmas Day. These holidays shall be celebrated on the same day as recognized by the USNA. Work scheduled during any one of the holidays shall be paid at holiday pay plus hours worked at the employee's base rate of pay. All holidays shall be celebrated on the day designated by the Naval Academy.

(f) Should the USNA close for emergency reasons, employees shall follow the procedure outlines in the VJFS emergency plan. Should the USNA close the Academy due to weather conditions and the Contracting Officer informs VJFS that they are released from staffing requirements without contractual cost impact, then site staff will be given the day off. Time off shall be recorded in time accounting as vacation or Leave Without Pay. If not released from staffing requirements, then all staff shall report to work.

(g) Bereavement/Funeral Leave An employee shall be granted Funeral Leave for the purpose of attending the funeral of an immediate Family member and will be paid for their straight-time rate for three (3) regularly scheduled workdays.

For this section, the term "a member of his or her immediate family" shall be defined as the following: spouse, children, brothers, sisters, parents, foster parents, grandparents, parents-in law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, and grandchildren of the employee.

NOTE: Immediate family includes any of the above in a step relationship, legal guardian, or legal ward. Where requested travel is more than a 400-mile radius of Annapolis, outside of the continental United States, or in extreme circumstances, such as loss of multiple family members, an employee may request two (2) additional days of leave. Approval authority is the Project Manager.

Payment for such absences will be limited to the period beginning with the day of death and ending with the day following the funeral.

(h) Jury Duty Lost work time due to reporting for or serving on a jury will be paid at the straight time rate. Jury duty pay will be based on the employee's current base pay times the number of hours regularly scheduled for the day of absence.

Employees must submit a copy of their pay statement for jury duty from the Court to the Payroll Department for compensation adjustment purposes.

Payment provided by the court to the employee for mileage or meals will not result in any adjustments to the employee's pay.

(i) While an employee is receiving Worker's Compensation benefits, the employee will not be entitled to receive more than 100% of their regular pay between PTO and payments they are receiving from the Workers' Compensation carrier.

ARTICLE FOURTEEN

Safety and Health

(a) Employer, employees and the Union recognize the importance of working in a safe environment. It is to the benefit of all parties to provide safety training and to comply with all safety regulations and policies.

(b) Safety and Health Plan -All employees of the Company are expected to actively adhere to, comply with, participate in, and support the Company's Safety and Health Plan for the VJFS World Services, Inc. project (hereinafter referred to as "the Company's Safety and Health Plan"). A copy of the Company's Safety and Health Plan will be available in the Safety Manager's Office.

(c) Safety and Health Committee -A Safety and Health Committee shall consist of the Company's Safety Manager and committee members as prescribed in the Safety Committee Charter.

(d) Work Safety-Any employee becoming aware of an unsafe working condition or an accident will immediately report the condition or accident to the employee's immediate supervisor and will record and submit a written report within the same workday. If it is impossible to submit the written report with the same workday, the employee will submit the written report within 24 hours of the initial verbal report. If the employee needs assistance with writing the report, the Safety Manager shall assist the employee.

The Company Safety Manager will present any submitted reports to the Safety and Health Committee at its next meeting. If further investigation of the matter is determined by the Company or the Safety and Health Committee to be necessary, the Safety and Health Committee shall conduct a thorough investigation and report in writing to the Company its findings, conclusion, and recommendations, if any.

An employee who has engaged in an unsafe work practice, fails to follow established safety procedures, fails to use required or provided safety equipment or protective clothing, commits unsafe acts, or has failed to notify the employee's supervisor of an unsafe condition or accident may be subject to coaching, counseling, or disciplinary action, up to and including discharge. Any employee who willfully or intentionally engages in such misconduct may be immediately discharged. The question of whether an employee willfully or intentionally engaged in such misconduct shall be subject to grievance and arbitration as prescribed in this Agreement.

(e) Legal Compliance and Revision - The Company's Safety and Health Plan and associated rules, and regulations, and policies will follow applicable local, state, and federal laws, rules and regulations. The Company is authorized to amend the Company's Safety and Health Plan and associated rules, regulations, and policies from time to time, so they will be maintained current with the applicable laws, rules and regulations.

(f) Alcohol and Drug Abuse Program -The Employer and the Union recognize that a successful approach to the problem attendant to alcohol or drug use requires an interaction of education, counseling, and discipline. As per the Company Drug and Alcohol Policy, the basis for testing employees, including random testing, will be in accordance with Company Policy and applicable law, including but not limited to the Drug-Free Workplace Act and Department of Transportation rules and regulations.

ARTICLE FIFTEEN

Uniforms, Tool, Other

(a) All employees shall keep themselves clean and neat. The Employer will provide sufficient uniforms at no cost to the employee in accordance with the Employers Policy. Uniforms are, and remain, the property of the Employer. The cost for any issued uniforms not turned in at the time of termination or separation shall be withheld from the employee's last paycheck.

(b) Employees shall keep equipment and company owned vehicles, within their control, in a neat, clean, secure, and safe condition. Each employee driving an Employer owned or Government furnished vehicle shall perform the Vehicle Safety Inspection Checklist Procedures as prescribed in VJFS Policy.

(c) Conduct of all employees under this Agreement shall be in accordance with the requirements of VJFS Policies and Procedures.

(d) The Employer will provide all tools and personal protective equipment required in the performance of the duties specified under this Agreement.

(e) The Employer will reimburse each employee for his or her first pair of safety shoes up to a maximum of $150. Annually, the Employer will provide $150 per employee for the replacement of safety shoes. Employees who do not provide a receipt for the purchase of safety shoes will not be eligible for reimbursement.

(f) The Shop Steward shall be afforded a reasonable period to conduct Union business during working hours if such action does not interrupt operation and is scheduled in advance with VJFS Management

(g) Employer will reimburse each employee required to have prescription safety glasses up to $75 per year. Employees who do not provide a receipt for the purchase of prescription safety glasses will not be eligible for reimbursement.

ARTICLE SIXTEEN

Driver's License and Motor Vehicle Record

All employees who drive Employer vehicles will be required to maintain a valid driver's license and maintain a safe driving record, consistent with the Employer's safety program and insurance requirements, as a condition of continued employment. The Employer shall have the right to check the validity of such driver's license at their discretion in accordance with the Employer's policies.

ARTICLE SEVENTEEN

No Strike, No Lockout

Neither the Union nor any of the employees covered by this Agreement, will collectively, concertedly, or individually induce, engage, or participate, directly or indirectly, in any strike, picketing, slowdown, stoppage, or other curtailment or interference with the Employer's operations, or interfere with the flow of materials or persons in or out of places where the Employer is doing business. There shall be no lockout by the Employer and no strike, work stoppage, or slowdown or any interference with the conduct of the Employers business at the client property by the Union or any of its members whether or not covered by this Agreement.

ARTICLE EIGHTEEN

Grievance and Arbitration Procedure

(a) The parties agree that, they will submit to arbitration all grievances and disputes that may arise between them and any misunderstandings to the meaning or intent of all or any part of this Agreement. However, the Employer shall not be required to resort to the grievance and arbitration procedures prior to resorting to other remedies in the event of violation of this Article.

(b) For this Agreement, a grievance is defined as a dispute between the Company and the employees covered by this Agreement concerning the application and interpretation of a specific provision or provisions of the Agreement as written. The procedure set forth in this Article shall be the exclusive means for the disposition of all grievances under this Agreement.

(c) All grievances shall be processed in the following manner:

Step 1: Within five (5) working day of the occurrence of the incident giving rise to a grievance related to a termination, or within fifteen (15) normal working days following the date the employee first reasonably show have known of the events giving rise to a grievance; with the objective of settling the matter informally, the affected employee shall first discuss the matter with the immediate supervisor, with a shop steward, ifs/he so desires. Supervisors have five (5) working days to respond to step one grievances. All step one grievances shall be non precedent.

Step 2: If the aggrieved employee is dissatisfied with the immediate supervisor's response or fails to receive a response from the supervisor within five (5) working days, the Union representative, shall within five (S) normal working days from the date of the decision given by the aggrieved employee's immediate supervisor, present such grievance in writing to the Human Resources Manager, HR will assign a tracking number and provide a written response to the Business Agent within ten (10) normal working days. The written grievance shall contain the following:

(a) A statement of the occurrence giving rise to the grievance, containing all known pertinent facts

(b) The Article and paragraph of this Agreement alleged to have been breached or violated.

(c) The date, time, and place of the alleged violation

(d) The names of the persons present, as applicable.

(e) A statement of what the aggrieved considers a reasonable and appropriate adjustment of the grievance

The Company reserves the right to seek clarification on any of the above items as it deems necessary.

The appropriate management shall give the Union representative a written answer to the grievance within five (5) normal working days of the receipt thereof. If the appropriate management does not respond to the grievance in writing with the time specified, the grievance may be taken to the next step of this procedure.

If a grievance affects more than one employee, only one employee shall represent the other grieving employees at all steps of the grievance.

Step 3: If the grievance is not satisfactorily resolved in Step 2, VJFS Labor Relations and the Local 486 Business Agent shall discuss the issue within ten (10) calendar days to reach resolution. If the issue is not resolved, it shall proceed to the next step in the grievance process, Arbitration.

Step 4: If the grievance remains unresolved after the third step, the Union may, within a reasonable period, (thirty (30) normal working days) after the receipt of Step 3 answer, request that the grievance be resolved by an impartial arbitrator. Such a request must be in writing and must be submitted to the Human Resources Manager. If the Union fails to request arbitration within thirty (30) normal working days after receipt of the Company's Step 3 answer, the matter shall be considered settled based on the Company's Step 3 answer.

In the event arbitration of the grievance is requested, with party may, within seven (7) normal working days, request the American Arbitration Association to submit a panel of seven (7) arbitrators from with an arbitrator for the grievance shall be selected by the parties. The Union and the Company shall strike names alternately until one individual is remaining on the list and that individual shall be that arbitrator.

The grieving party shall strike the first name. Arbitration meeting must be scheduled within 45 days of the selection of an arbitrator. This does not mean that the Arbitration must be held within 45 days, only that a date should be set for the Arbitration within 45 days of selection.

The decision of the arbitrator shall be final and binding on the parties; however, such decisions must be limited to the interpretations and application of the specific provisions of the Agreement, and the arbitrator shall not have the authority to modify or amend the provisions of this Agreement. In addition, the arbitrator's decision shall be limited to the issues or claims specifically set forth in the written grievance submitted under Step 1 and Step 2 of this process. The arbitrator shall not make any findings or determinations or rule on any claims or issues not expressly contained in the written grievance nor shall he consider or give weight to any matter, evidence, or testimony relating or pertaining to issues or claims not contained in the written grievance.

The Union agrees not to engage in any strike, slow-down, or interruption of work while the grievance resolution process continues. There shall be no strike, work stoppage or interruption in protest of any decision of the arbitrator.

The parties agree that the decision, or award, of such arbitrator shall be final and binding on each of the parties and that they will abide thereby. The arbitrator shall have no authority to add to, subtract from, or to change any of the terms of the Agreement, to change an existing salary rate or to establish a new salary rate.

If it is determined, under the grievance procedure, including arbitration, that any adjustment in salaries is appropriate, such adjustment shall be based upon existing salary rates and shall be applied retroactively to the date of the occurrence.

Stewards will be paid, with management pre-approval, reasonable time off preparing for, or attending, any grievance meeting with the Company or arbitration hearing. The Steward must provide his supervisor an estimate of how long the grievance meeting or arbitration hearing will last. However, if in the opinion of the Company, work needs permit, grievant may be granted reasonable time off without pay to attend such meeting or hearing, where such time off is requested by the Steward or grievant for a matter in which the grievant is personally involved, at least three (3) normal working days in advance of the meeting or hearing.

The cost of the arbitrator's services and any other expenses incidental to the arbitration, shall be borne equally by the parties.

The parties may mutually agree to waive any of the time limits set forth in the Article. Any agreement to waive any of the time limits must be noted on the written grievance and initialed by both parties.

The arbitrator shall hear only one grievance at a time.

ARTICLE NINETEEN

Savings Clause

If any article or provision of this Agreement shall be declared invalid, inoperative or unenforceable by any competent authority of the executive, legislative, judicial, or administrative branch of the federal or any state government, the Employer and the Union shall suspend the operation of such article or provision during the period of its invalidity and shall substitute, by mutual consent, in its place and stead, an article or provision which will meet the objections to Its invalidity, and which will be in accord with the intent and purpose of the article or provision in question. In such case the remainder of this Agreement shall not be affected and shall continue in full force and effect.

ARTICLE TWENTY

Modification, Duration and Termination

It is understood and agreed between the signatories that this Agreement shall be in force immediately as of November 1, 2024 and shall continue in force and effect until midnight May 31, 2028 In the event either party desires a change at the expiration of this Agreement, such party shall give written notice to the other party at least ninety (90) days prior to May 31, 2028 or any such subsequent renewal period.

This Agreement supersedes and replaces all prior or contemporaneous agreements, between the parties are of no further force and effect.

In the event either party desires to change this Agreement, such party shall give written notice to the other party of the intended change. Any changes to the Collective Bargaining Agreement must be mutually agreed upon by means of a Memorandum of Agreement.

For the Company:

Wendy Dixon

Sr. Director, Labor Relations

Vectrus (dba V2X)

Howard Young

Senior People Director

J&J Worldwide Services

Signature Page

For the Union:

Business Manager

Plumbers & Steamfitters, UA Local 486

Steven Nitsch

Business Agent

Plumbers & Steamfitters, UA Local 486

Appendix A

6/1/2024 6/1/2025 6/1/2026 6/1/2027 Job Title Description Rate Rate Rate Rate 1st Class Watch Eng $45.32 $46.91 $48.55 $50.25 1st Class Watch Eng - Lead $50.81 $52.59 $54.43 $56.34 Fire Alarm Sys Mech $39.33 $42.71 $44.20 $45.75 Gen Maint Worker $28.94 $29.96 $31.00 $32.09 Generator Mechanic $47.02 $48.66 $50.37 $52.13 Heavy Equip Mech $32.61 $33.76 $34.94 $36.16 Heavy Equipment Operator $34.16 $35.36 $36.60 $37.88 High Voltage Electrician $40.12 $41.53 $42.98 $44.49 HVAC Controls Tech $47.21 $48.86 $50.57 $52.34 HVAC Mechanic Journeyman $41.84 $43.30 $44.82 $46.39 HVAC Mechanic Masters $44.69 $46.25 $47.87 $49.55 Laborer $23.25 $24.07 $24.91 $25.78 Lead Fire Suppression Tech $40.79 $42.22 $43.69 $45.22 Lead Heavy Equip Oper $38.75 $40.11 $41.51 $42.96 Lead High Volt Electrician II $45.32 $46.91 $48.55 $50.25 Lead HVAC Mech $47.13 $48.78 $50.49 $52.26 Lead Plumber $41.13 $42.57 $44.06 $45.60 Lead Water Plant Oper $40.34 $41.75 $43.21 $44.73 Lead Water Treat Plant Operator $42.34 $45.82 $47.43 $49.09 Locksmith $30.39 $31.45 $32.55 $33.69 Maint Carpenter $31.35 $32.44 $33.58 $34.75 Maint Painter $30.24 $31.30 $32.40 $33.53 Maint Pipefitter $37.56 $38.88 $40.24 $41.65 Maint Plumber $36.17 $37.44 $38.75 $40.10 Maintenance Electrician $39.33 $40.71 $42.13 $43.61 Material Coordinator $28.08 $29.06 $30.08 $31.13 Oper, Water/Wastewater Treat I $37.42 $40.73 $42.16 $43.63 Oper, Water/Wastewater Treat II $32.60 $35.74 $36.99 $38.28 Pool Technician $30.07 $31.12 $32.21 $33.34 Stationary Engr $41.14 $44.08 $45.63 $47.22 Stationery Engineer, Lead $46.17 $49.28 $51.01 $52.79 Welder $31.27 $32.37 $33.50 $34.67

ARTICLE TWENTY