DLM Attachment 14 - CBA FRCNW -Whidbey Island.pdf

COLLECTIVE BARGAINING

AGREEMENT

BY AND BETWEEN

ZENETEX, LLC

AND THE

INTERNATIONAL

ASSOCIATION OF MACHINISTS

AND AEROSPACE WORKERS,

AFL-CIO

DISTRICT LODGE 751

AT

FRCNW AT NAS WHIDBEY, OAK HARBOR, WA

Effective Dates

November 1, 2019 through October 31, 2022

TABLE OF CONTENTS 1

Agreement ...................................................................................... 2 3

Article 1 – Intent and Purpose ...................................................... 2 4

Article 2 – Management Rights .................................................... 2 5

Article 3 – Recognition ................................................................. 3 6

Article 4 – Union Security and Dues Check-Off ........................... 3 7

Article 5 – Union Access .............................................................. 5 8

Article 6 – Shop Stewards ............................................................ 6 9

Article 7 – Bulletin Boards ............................................................ 7 10

Article 8 – Work of Employees ..................................................... 7 11

Article 9 – Seniority ........................................................................ 8 12

Article 10 – Discipline and Discharge ............................................ 10 13

Article 11 – Grievance Procedure and Arbitration ......................... 11 14

Article 12 – Hours of Work and Overtime ...................................... 13 15

Article 13 – Wages ......................................................................... 15 16

Article 14 – Holidays ...................................................................... 16 17

Article 15 – Paid Time Off (PTO) ................................................... 17 18

Article 16 – Health and Welfare Benefits ....................................... 18 19

Article 17 – Retirement .................................................................. 19 20

Article 18 – Leave of Absence ....................................................... 19 21

Article 19 – Jury Duty ..................................................................... 20 22

Article 20 – Bereavement Leave .................................................... 21 23

Article 21 – Drug and Alcohol Free Workplace .............................. 21 24

Article 22 – General Provisions ...................................................... 22 25

Article 23 – Field Duty/TDY ............................................................ 22 26

Article 24 – No Strike-No Lockout .................................................. 23 27

Article 25 – Duration....................................................................... 23 28

Signature Page .............................................................................. 24 29

Addendum – Seniority List ............................................................. 25 30

LOU #1 – Machinists Custom Choice Worksite Benefits Program 26 31

AGREEMENT 1

This Agreement is effective November 1, 2019 by and between 2 Zenetex, LLC hereinafter referred to as the “Company”, and District 3 Lodge 751 of the International Association of Machinists and 4 Aerospace Workers, AFL-CIO, hereinafter referred to as the “Union”, 5 and the Company and Union jointly referred to hereinafter as the 6 “Parties” with respect to work performed at the Fleet Readiness 7 Center In-Service Repair at NAS WHIDBEY, Oak Harbor 8 Washington. 9

The term "employee" or "employees" as used in this Agreement 10 (except where the context clearly indicates otherwise) shall mean an 11 employee or employees of the Company within the bargaining unit 12 described in Article 3 of this Agreement. Any terms denoting the 13 masculine gender such as "he" or "his" as used in this Agreement 14 shall refer both to male and female employees of the Company. 15

ARTICLE 1 16

INTENT AND PURPOSE 17

In setting forth certain provisions pertaining to wages, hours of work 18 and working conditions, the Company and the Union have agreed to 19 cooperate in establishing and maintaining a harmonious relationship 20 and have provided procedures for the peaceful settlement of all 21 grievances that may arise under this Agreement. In cases when the 22 Government/customer makes requirements of the Company that 23 force policy, procedures or changes in working conditions, the 24 Company shall provide those requirements to the Union Business 25 Representative in advance of implementation. 26

ARTICLE 2 27

MANAGEMENT RIGHTS 28

Except as provided in this Agreement, the Union recognizes and 29 agrees that the management and control of the Company's business, 30 operations, work force and facilities are exclusively vested in the 31 management of the Company. The Company has the right to plan, 32 direct and control the Company's business, methods, operations and 33 work force; to hire, promote, transfer, and layoff employees and 34 demote, discipline for just cause, suspend or discharge employees; 35 and the right to determine the work to be performed, size of the 36 workforce, schedules of work, and all services, processes and 37 standards required by the customer or other Government agencies; 38 and the right to make reasonable rules not in conflict with this 39 agreement. It is not intended by the above recitation to limit any of 1 the usual functions of management or to define all such functions. All 2 matters, which are not covered by this agreement, are solely 3 functions and responsibilities of management. The Company will 4 confer with the Union on effects as required. 5

ARTICLE 3 6

RECOGNITION 7

The Company recognizes the Union as the sole and exclusive 8 representative for all full-time hourly Aircraft Mechanics 1, Aircraft 9 Mechanics 2, and Aircraft Mechanics 3 employed by the Employer 10 and working for FRCNW located at the NAS Whidbey, Oak Harbor, 11 Washington as certified by the National Labor Relations Board in 12 Case No.19-RC-245161. All other employees, including office 13 clerical employees, confidential employees, managerial employees 14 and guards and supervisors as defined in the Act are not represented 15 by the Union and are not part of the bargaining unit. 16

ARTICLE 4 17

UNION SECURITY AND DUES CHECK-OFF 18

Section 1. Union Payroll Deduction. It is agreed between the 19 Company and the Union that any employee in the bargaining unit 20 defined in Article 3 of this Agreement, who is or may hereafter 21 become a member of the Union, or pays an agency fee, may 22 authorize the collection of Union dues or agency fees by the signing 23 of a payroll deduction form. The employee's authorization shall be 24 irrevocable for a period of one (1) year from the date they are signed 25 or until this Agreement expires whichever occurs sooner, irrespective 26 of their membership status in the Union. 27

(a) This authorization and assignment shall continue in full force 28 and effect for yearly periods beyond the irrevocable period set 29 forth above, and such subsequent yearly period shall be 30 similarly irrevocable unless revoked within ten (10) calendar 31 days but not less than three (3) days prior to the date of 32 termination of any irrevocable period hereof. Such revocation 33 shall be affected by written notice to the Company, and a copy 34 sent by certified mail, return receipt requested, to the Union 35 within such ten (10) day period. 36

(b) Collection of any back dues or agency fees owed at the time of 37 starting deductions for any employee and collection of dues or 38 agency fees missed because the employee's earnings were 39 not sufficient to cover the payment of dues for a particular pay 1 period will be the responsibility of the Union and will not be the 2 subject of payroll deductions. 3

(c) All employees of the Company subject to the terms of this 4 Agreement shall, as a condition of employment, become and 5 remain members in good standing of the Union. This 6 requirement shall take effect thirty-one (31) days following the 7 beginning of employment in a position covered by this 8 Agreement. The only obligation imposed by this Section shall 9 be the payment of regular or periodic dues or representation 10 fees. 11

(d) As allowed by law, employees who are Union members on the 12 effective date of the Agreement shall continue to pay 13 membership dues to the Union as a condition of continued 14 employment while in the bargaining unit and on the active 15 payroll as long as they remain members of the Union; 16 employees within the bargaining unit who after the effective 17 date of this Agreement become members of the Union shall 18 pay, while on the active payroll, an original initiation fee and 19 membership dues to the Union, as a condition of continued 20 employment while in the bargaining unit and while remaining a 21 Union member; provided that in no event shall the initiation fee 22 and membership dues exceed the amount specified in the 23 Constitution and/or by-laws of the Union. 24

(e) Any employee required to pay an agency fee, membership 25 dues, or initiation or reinstatement fee as a condition of 26 continued employment who fails to tender the agency fee or 27 initiation, reinstatement, or periodic dues uniformly required, 28 shall be notified in writing of the employee’s delinquency. A 29 copy of such communication shall be mailed to the Company 30 not later than fifteen (15) days prior to such request that the 31 Company take final action to terminate employment for failure 32 to satisfy obligation. 33

(f) Deduction of membership dues or agency fees shall be made 34 in a flat sum provided there is a balance in the paycheck 35 sufficient to cover the amount after all other deductions 36 authorized by the employee or required by law have been 37 satisfied. In the event of termination of employment, the 38 obligation of the Company to collect dues or agency fees shall 39 not extend beyond the pay period in which the employee's last 1 day of work occurs. 2

(g) The Company shall issue all Union payments such as Union 3 dues, Initiation Fees, Political Action Contributions, etc. via 4 electronic funds transfer process only (Direct Deposit). The 5 Union shall ensure the Company has been provided with a 6 valid bank account and routing number to set up the process. 7 It will be the responsibility of the Union to submit all changes in 8 bank information to the Company immediately. 9

(h) The Company shall issue all reports distributed to the Union 10 electronically. Accounts will be established for a focal 11 designated by the Union. It will be the responsibility of the 12 Union to submit all changes in focals to the Company. 13

Section 2. Indemnity. The Union will indemnify and hold the 14 Company harmless from and against any and all claims, demands, 15 charges, complaints, or suits instituted against the Company which 16 are based on or arise out of any action taken by the Company in 17 accordance with or arising out of the foregoing provisions of this 18 Article 4. 19

ARTICLE 5 20

UNION ACCESS 21

Section 1. The Business Representative/Grand Lodge 22 Representative of the Union shall have access to the Company 23 facilities where bargaining unit employees are normally assigned 24 during working hours for the purpose of conducting legitimate Union 25 Business pertaining to this Agreement including, but not limited to, 26 the investigation and advising in the handling of grievances, and will 27 not interfere with the normal conduct of the Company’s operation. 28 The Company will not impose regulations which will render the intent 29 of this provision ineffective. The Union shall keep the Company 30 Manager of Human Resources currently informed in writing of the 31 name of the accredited Business Representative/Grand Lodge 32 Representative. The necessary badges and credentials will be given 33 to the Business Representative/Grand Lodge Representative. All 34 Union representatives shall be subject to customer’s rules and 35 regulations while on site. 36

Section 2. The Union representatives may not interfere with, hamper 37 or obstruct the Company’s operations. 38

Section 3. If the representative wishes to speak with any employee 1 during his/her work time, the representative shall request and receive, 2 in the Company’s discretion, prior approval. 3

ARTICLE 6 4

SHOP STEWARDS 5

Section 1. The Company recognizes the right of the Union to 6 designate Shop Stewards and Alternates from the Company’s 7 seniority list. The number of Shop Stewards shall be a number 8 required by the Union to assure employees in the unit ready access 9 to a Shop Steward in their assigned work location. It is agreed this 10 objective can be achieved with not more than two (2) Shop Stewards 11 (one (1) from each crew), unless modified by mutual agreement. The 12 authority of the Shop Stewards and any Alternates so designated by 13 the Union shall include the following duties and activities: 14

A. The investigation and presentation of grievances to the 15 Company or the designated Company representative in 16 accordance with these provisions: 17

1. To consult with an employee regarding a question 18 concerning this Agreement, complaint, or grievance for which 19 the employee desires a Shop Steward to be present. 20

2. To investigate a complaint or grievance before presentation 21 to the appropriate Management personnel. 22

3. To present a question concerning this Agreement, complaint 23 or grievance an employee’s immediate Manager in an 24 attempt to settle the matter for the employee or group of 25 employees who may be similarly affected. 26

4. To meet with the appropriate Site Manager or other 27 designated representative of the Company when necessary 28 to adjust grievances in accordance with the grievance 29 procedure of this Agreement. 30

B. The transmission of such messages and information during 31 non-work times (breaks, lunch, before and after hours), which 32 shall originate with, and are authorized by the Union or its 33 Officers, provided such message and information have been 34 reduced to writing. 35

Section 2. Shop Stewards shall be permitted time to investigate, 36 present and process grievances on the Company property (worksite) 37 without loss of time or pay during his/her regular working hours. Shop 1 Stewards, however, shall not be paid by the Company for time spent 2 handling grievances outside of his/her regular scheduled working 3 hours. Subject to existing security regulations, Shop Stewards shall 4 have access to the Company’s work areas during working hours for 5 the purpose of investigating grievances or complaints that have 6 arisen or attending meetings in accordance with the Grievance 7 Procedures. Shop Stewards must obtain, and will not be 8 unreasonably denied, management’s approval prior to leaving their 9 work area and/or entering another employee’s work area. 10

Section 3. Shop Stewards appointed by the Union shall be the last 11 laid off, or moved from their location or from their shift so long as work 12 for them is available on that shift and location. 13

Section 4. New employees hired by the Company, who are to be 14 covered by this Agreement, shall be introduced to the Shop Steward 15 assigned to represent the new employee’s area of assignment, 16 preferably during orientation or if unable for the Shop Steward to 17 attend, the new employees’ first week of employment. The Shop 18 Steward shall be allowed reasonable time not to exceed fifteen (15) 19 minutes with the new employee, subject to work requirements, for the 20 purpose of welcoming them, sharing a copy of this Agreement, and 21 explaining the mutual desire for maintaining a positive relationship 22 between all parties. 23

ARTICLE 7 24

BULLETIN BOARDS 25

The Company shall provide the Union with one (1) bulletin board, to 26 be located at the breakroom, for the purpose of posting Union 27 announcements. No postings of a derogatory nature regarding the 28 Company or any manager, supervisor or employee shall be placed 29 on these bulletin boards. 30

ARTICLE 8 31

WORK OF EMPLOYEES 32

Section 1. The parties agree that bargaining unit work should be 33 performed only by bargaining unit employees. If there are no 34 bargaining unit employees available, non-bargaining unit employees 35 including supervisors, may perform bargaining unit work under the 36 following conditions when necessary due to: 37

1. Experimenting or testing new or modified equipment or work 1 processes; 2

2. Training or instructing bargaining unit employees; 3

3. Emergency situations in which the Company can demonstrate 4 that it was essential to meet customer demand and bargaining 5 unit employees were unavailable to perform the work within the 6 emergent time frame. 7

In all cases, the use of non-bargaining unit employees shall be on a 8 temporary or intermittent basis. 9

Section 2. The Company agrees not to utilize non-bargaining unit 10 employees to displace or supplant bargaining unit employees or to 11 cause a reduction in available hours of work for bargaining unit 12 employees. 13

Section 3. Job classifications and their hourly rate of pay shall be 14 listed in Article 13 of this Agreement. In the event the Customer or 15 the Company determines a new job classification is needed, it may 16 put such new classification into effect and shall be included in Article 17 13 of the Agreement. Prior to establishing the new job classification’s 18 regular pay rate, the Company shall provide the Union with the new 19 job description and the Company’s proposed rate of pay. 20 Employee(s) selected for the new job classification shall begin to 21 work based on the Company’s proposed rate of pay. Thereafter, if 22 the parties cannot reach agreement within thirty (30) calendar days 23 on an agreed upon regular rate of pay, the Union may avail itself of 24 the grievance and arbitration procedures of this Agreement to test the 25 reasonableness of the rate of pay finally proposed by the Company. 26 Any such grievance can be filed at Step 3 of the grievance procedure. 27

ARTICLE 9 28

SENIORITY 29

Section 1. Seniority of an employee is the length of his/her 30 continuous service within the bargaining unit including time spent with 31 predecessor companies under this contract located at NAS 32 WHIDBEY. An employee shall hold seniority in the job classification 33 as listed in Article 13 of this Agreement to which he has been 34 assigned. 35

A. It is understood that seniority, defined in this Article, shall 36 govern in the filling of vacancies within job classifications. 37 When vacancies occur in any job classification covered by the 38

Agreement, the Company shall post notice of such vacancies 1 for a period of five (5) work days. The Company will also notify 2 those employees on Temporary Duty (TDY) via electronic 3 communication. Said notice shall contain a list of qualifications 4 that applicants must possess. The Company shall fill openings 5 with the senior most qualified employee within the bargaining 6 unit who has applied for the position. Employees must apply 7 through the Company’s online electronic applicant tracking 8 system. 9

Section 2. In cases of layoff, the employee with the least seniority in 10 the affected job classification shall be laid off first. Employees 11 selected for layoff may elect to bump into equal or lower rated 12 classifications for which they’re qualified and based on seniority 13 against others in those classifications. The employee will inform the 14 Company of his/her election to bump within three (3) business days 15 following his/her notice of layoff. 16

Section 3. For the purpose of recall, the Company shall designate by 17 classification the number of positions to be restored. Employees 18 bumped during previous layoffs will be offered right of first refusal for 19 restored positions on the basis of seniority. Employees who decline 20 such offers will have no further recall rights to previous positions. 21 Restored positions occurring after such procedure shall be filled by 22 the most senior employee on layoff from the classification. 23

Section 4. Notification of openings for recall shall be given by the 24 Company by email to the last e-mail address furnished by the 25 employee. A copy of such notice shall also be sent to the Union. In 26 order to preserve their recall rights, employees must notify the 27 Company of their intent to return to work within five (5) working days 28 of receipt of delivery of the recall notice and must report to work within 29 twenty (20) calendar days after employee’s receipt of the notice of 30 recall. If the employee does not respond as required by this Section, 31 the next senior employee shall be recalled and the employee not 32 responding will be removed from the recall list. Nothing in this Section 33 will preclude the Company from making direct contact with the 34 employee by phone and/or the employee returning as soon as 35 possible. Specific return dates will be determined by the Company. 36

Section 5. Failure of the employee to keep the Company advised in 37 writing of his/her current correct email address shall relieve the 38 Company of all obligations indicated in Article 9, Section 3 and 39 Section 4 above. 40

Section 6. In the event of a reduction in the workforce the Company, 1 when possible, shall notify the Union in writing at least fourteen (14) 2 days prior to the reduction. Such notice shall include the job 3 classification(s) affected and the names of employees to be reduced. 4 If the Company is notified by the customer to reduce personnel with 5 less than fourteen (14) days’ notice, the Company shall notify the 6 Union immediately. 7

Section 7. An employee shall lose his/her seniority for the following 8 reasons: 9

A. Resignation. 10 B. Discharge for just cause. 11

C. Layoff in excess of twenty-four (24) months. 12

D. Failure to return to work at the expiration of a leave of absence. 13

E. Failure to return to work within twenty (20) calendar days after 14 the receipt of the notice of being recalled from layoff unless 15 excused by the Company. 16

F. Job abandonment or voluntary quit. 17

Section 8. The Company shall, at the time of ratification of this 18 Agreement, provide to the Union an updated seniority roster to 19 include current employees listed by classification, seniority date, 20 anniversary date, home address, phone number and email address, 21 if known. The Company shall provide an updated list when there has 22 been a change in employee status, change in personal information or 23 annually in September of each year. The Union may request updated 24 rosters between periods in the event recalls or layoffs occur. 25

ARTICLE 10 26

DISCIPLINE AND DISCHARGE 27

Section 1. It is understood and agreed the Company may only 28 discipline or discharge any employee covered hereby for just cause. 29 Should an employee feel such action improper and in violation of the 30 employee's rights under this Agreement, the employee shall be 31 extended all the rights and privileges accorded by the Grievance and 32 Arbitration procedures contained herein. 33

Section 2. Employees are subject to a four (4) step progressive 34 discipline process. Process includes: 35

1. Verbal warning - first offense; expunged after six (6) months. 36

2. Written warning - second offense; expunged after twelve (12) 1 months. 2

3. Suspension - third offense; could lead to 1–3-day suspension 3 without pay based on the egregiousness of the offense. 4

4. Termination - fourth offense. 5 Certain offenses, such as serious safety/security violations constitute 6 a higher-level offense. Offenses are subject to a rolling twelve (12) 7 month timeframe for removal and step process. 8

Section 3. It is understood and agreed that any disciplinary action 9 issued to an employee by the Company shall be issued within twenty 10

(20) calendar days following knowledge by the Company of the 11 occurrence of the alleged violations. The above specified time limit 12 may be extended by written mutual agreement of the parties. 13

Section 4. In all cases where an employee is being discharged, 14 suspended, or will be receiving a written warning notice or written 15 reprimand, the employee shall be advised of his/her right to Union 16 representation and to have a Union Steward present. The Company 17 will honor such requests. In cases involving suspension or discharge, 18 the employee shall be provided a reasonable amount of time to 19 discuss the matter with his/her Union Steward prior to leaving the 20 premises, except in the cases where a Steward is not available at the 21 site or the continued presence of the employee would be disruptive. 22

ARTICLE 11 23

GRIEVANCE PROCEDURE AND ARBITRATION 24

Section 1. The term “grievance” shall be defined as a dispute with 25 respect to the interpretation or application of a specific provision of 26 this Agreement. The term “working days” shall mean Monday 27 through Friday, but excluding Saturdays and Sundays. 28

Section 2. An employee who believes he has a grievance as defined 29 above shall: 30

Step 1. The employee involved shall first confer with the Site 31 Manager, or designee, in order to amicably settle the matter, 32 provided the Shop Steward has been given an opportunity to be 33 present. If the dispute is not resolved amicably then the Shop 34 Steward may reduce the grievance to writing. Within ten (10) work 35 days after receipt of grievance the Site Manager, or designee, shall 36 submit a written answer to the affected employee and Shop 37 Steward. 38

Step 2. If not settled/resolved at Step 1, the Union Business 1 Representative may submit the grievance to the Company’s 2 Program Manager, or designee, within five (5) working days after 3 receipt of the Program Manager’s response. The Program 4 Manager, or designee, and the Union’s Business Representative, 5 or designee, will meet, in person or by telephone conference, within 6 five (5) work days and attempt to resolve any grievance. If unable 7 to resolve the grievance, the Program Manager or designee shall 8 submit a written answer to the Union within five (5) work days of the 9 meeting. 10

Step 3. If not settled/resolved as Step 2, the Union Business 11 Representative may submit the grievance to the Company’s Vice 12 President, or designee, within five (5) working days after receipt of 13 Program Manager’s response. The Vice President, or designee, 14 and the Union’s Business Representative, or designee, will meet, 15 in person or by telephone conference, within ten (10) work days 16 and attempt to resolve any grievance. If unable to resolve the 17 grievance, the Vice President or designee shall submit a written 18 answer to the Union within ten (10) work days. 19

Step 4. The Union’s Business Representative may submit, within 20 twenty (20) work days following the Company’s Step 3 answer, 21 written notice to the Company Vice President of its intent to 22 arbitrate. The Union will request the Federal Mediation and 23 Conciliation Service to submit an arbitration panel of seven (7) 24 names to each party. The Union and the Company shall 25 alternatively strike one name from such list. The Company and 26 Union shall alternate which party shall make the first strike, the 27 initial strike to be determined by coin toss until only one name 28 remains and that person shall be the arbitrator. The Parties will 29 notify the Arbitrator of their selection and will coordinate schedules 30 between the Company, Arbitrator and Union. The cost of the 31 Arbitrator will be shared equally among the parties. The Company 32 and the Union will continue to attempt to resolve the grievance prior 33 to arbitration. 34

Section 3. The arguments before the Arbitrator will be oral, written or 35 both. The Arbitrator shall not have the authority to add to, subtract 36 from, modify, alter or change any of the terms of this Agreement. The 37 Arbitrator’s authority is to interpret and apply provisions of this 38 Agreement. The Arbitrator shall be bound entirely by the records 39 presented in the form of evidence presented at the hearing and the 1 Collective Bargaining Agreement. 2

Section 4. The parties may file post-hearing briefs. The Arbitrator 3 shall render his/her decision within thirty (30) days of the close of the 4 hearing or receipt of the briefs. The Arbitrator’s decision shall be in 5 writing. The award shall be delivered or mailed to each party. The 6 decision of the Arbitrator shall be final and binding on all parties, so 7 long as all applicable law is followed. 8

Section 5. In cases of cancellation, the party requesting cancellation 9 shall pay all fees and costs of the Arbitrator. In cases where the 10 cancellation is the result of a compromise settlement, fees of costs of 11 the Arbitrator shall be shared equally by the parties. No more than 12 one (1) grievance shall be submitted to the same Arbitrator, unless 13 mutually agreed to. 14

Section 6. The parties will conduct the arbitration cases at a location 15 selected by the parties. 16

ARTICLE 12 17

HOURS OF WORK AND OVERTIME 18

Section 1. The normal full-time workweek for all full time Employees 19 shall be forty (40) hours per work week. The normal work week will 20 begin at 12:01 A.M. Saturday and end at 12:00 midnight the following 21 Friday. Pay periods will be in accordance with the Company’s 22 established Employer pay cycle. 23

Section 2. The normal working hours, as established by the 24 Company for the standard five (5) day, eight (8) hour workweek, will 25 be: 26

7:00 A.M. - 3:30 P.M. 27

Section 3. Employees may, from time to time, be assigned to a four 28

(4) day workweek comprised of four (4) consecutive ten (10) hour 29 work days, in such event the working hours will be: 30

6:30 A.M. - 5:00 P.M. 31

Section 4. In the event the company creates a second shift, the 32 work schedule will be: 33

1:00 P.M. – 11:30 P.M. For those working a 10 hour shift 34

3:00 P.M. - 11:30 P.M. For those working an 8 hour shift 35

Section 5. Employees will be paid time and one-half (1.5) the 1 employee’s regular rate of pay for all hours worked in excess of eight 2

(8) hours per day (or ten (10) hours per day for those on a ten (10) 3 hour shift), and for all hours worked in excess of forty (40) hours per 4 workweek.. 5

Section 6. If, due to an industrial injury, illness, or accident an 6 Employee is directed by the Company to leave the site to visit a 7 physician or medical facility, he shall be paid for actual time away for 8 such purpose, but no longer than up to the end of his assigned 9 working hours. 10

Section 7. If, directed by the Company to travel to a medical provider 11 or other facility outside NAS Whidbey using their POV, mileage will 12 be paid per JTR. 13

Section 8. Report Time. An employee who is scheduled and reports 14 for work at the regularly scheduled time and is then sent home at no 15 fault of their own and due to no availability of work or site shutdown, 16 shall be paid a minimum of four (4) hours pay at the employee’s 17 regular rate of pay. Only management has the authority to send 18 bargaining unit members home when there is a lack of work. 19

(a) An employee who is called and reports back to work after 20 he/she has completed his/her regularly assigned shift and 21 clocked out for the day and left the site shall receive a minimum 22 of two (2) hours pay at his/her regular rate of pay. 23

(b) In the event the Employer calls an employee to work outside of 24 his or her normal work hours, the employee will be paid a 25 minimum of four (4) hours pay at his regular rate of pay. 26

Section 9. When employees are required by the Employer or 27 assigned by the Employer to either attend mandatory training, 28 contract provided physical evaluations, CAC and flight line 29 credentials or security interviews. Employees shall be paid for the 30 time outside of their normally scheduled work hours. 31 Section 10. With regards to work on a day which is not a regularly 32 scheduled workday, for that employee, when reasonably possible, 33 the Company shall provide a minimum of twenty-four (24) hours’ 34 notification for overtime work requirements. Employees working on 35 the aircraft requiring overtime will be given the first opportunity to 36 work. If there are an insufficient number of employees working on the 37 aircraft and available to work the overtime, it will be offered on a 38 voluntary basis to employees qualified to perform the work. If unable 39 to find a volunteer for overtime or if there is an excess of volunteers 1 for work available, then overtime shall be directed utilizing the 2 overtime equalization roster(s) by seniority. The same assignment 3 procedure shall apply to extended work day work. 4

Section 11. Each employee assigned to an eight (8) hour shift shall 5 be entitled to two (2) fifteen (15) minute breaks during each full 6 workday. Break times shall be assigned by the Company but as near 7 to the midpoint of each period of continuous work as possible. 8

Section 12. Each employee covered by this Agreement shall be 9 entitled to one thirty (30) minute uninterrupted unpaid meal period 10 during each full workday no later than immediately following the fifth 11 (5th) hour of work time unless agreed to by the employee. 12

Section 13. Each employee assigned to a ten (10) hour shift shall be 13 entitled to three (3) fifteen (15) minute paid breaks during each full 14 work day. 15

Section 14. When working an extended workday, employees shall 16 be entitled to an additional fifteen (15) minute paid break before 17 beginning the extended workday and after each two (2) hours of work, 18 if they are going to continue working after such break. 19

ARTICLE 13 20

WAGES 21

Section 1. Definitions. 22

(a) Base Rate of Pay. An employee's hourly base rate of pay is 23 determined under the applicable provisions, excluding all 24 allowances, differentials, adjustments, bonuses, awards, and 25 premiums. 26

(b) Regular Rate of Pay. An employee’s regular rate of pay 27 includes the base rate of pay and all applicable differentials, 28 adjustments, bonuses, awards and premiums. 29

Employees will be paid in accordance with the wage schedule below. 30 No employee will be paid less than the appropriate rate set forth in 31 the wage schedule. 32

BASE RATES OF PAY: 1

Rate changes will take place at the beginning of the pay period following the effective date.

*The 9% increase applies to the Aircraft Mechanic II classification. The Aircraft 2 Mechanic 1 classification has an increase of 7.6%, with the understanding that all 3 employees on the payroll as of date of ratification will be classified as Aircraft Mechanic 4

II. 5

All employees assigned to a second shift work schedule, shall be paid 6 a shift differential of seventy-five cents ($.75) above their regular rate 7 of pay. 8

Section 2. Military Pay Differential. An employee who is called to 9 and performs short-term active duty of fourteen (14) days or less, 10 including active duty training as a member of the United States Armed 11 Forces Reserves or National Guard, shall be paid the difference 12 between the employee's military rate and the employee's working rate 13 of pay for a period of up to ten (10) scheduled working days per 14 calendar year. The employee must present a copy of the employee's 15 order to the Company as soon as they are received by the employee. 16 Upon return from active short term duty, the employee must present 17 pay vouchers so that the calculation of the difference in pay may be 18 computed. 19

Section 3. Leads. Employees assigned as Lead will be paid $1.75 20 per hour Lead Pay for all hours worked. 21

ARTICLE 14 22

HOLIDAYS 23

Section 1. Holiday pay is eight (8) hours pay, which is payable at the 24 employee's regular rate of pay. The eight (8) hours pay will be 25 considered as time worked for the purpose of computing overtime. 26 An employee who is on the active payroll shall be eligible for such 27 unworked holiday. 28

Section 2. The Company will observe twelve (12) holidays. The 29 following twelve (12) holidays will be observed each calendar year: 30

Classification 11/1/2019 9%*

11/1/2020 4.5%

11/1/2021 4.5%

5/1/2022 3.6%

Aircraft Mechanic II $34.24 $35.78 $37.39 $38.74

Aircraft Mechanic I $32.59 $34.06 $35.59 $36.87

New Year’s Day Columbus Day

Martin Luther King Jr. Day Veterans Day

Presidents’ Day Thanksgiving Day

Memorial Day Christmas Day

Independence Day Floating Holiday (2)*

Labor Day

*Employees will be entitled to two (2) floating holidays per calendar year; however, in 2 calendar year 2019, employees will receive one (1) floating holiday to be scheduled on 3 a first-come, first-serve basis. 4

Section 3. Any employee required to work on any of the above 5 holidays will be paid for all hours worked at one and one-half (1.5) 6 times his/her regular rate of pay plus holiday pay at his/her regular 7 rate of pay. 8

Section 4. In addition to the above required holidays presently 9 recognized, the company agrees to observe any holidays declared 10 as a legal holiday by Congress and observed by FRCNW. 11

Section 5. Any observed holiday, stated above, that falls on a 12 Saturday or Sunday, will be observed under the same schedule 13 observed by the Customer. When a holiday falls during an 14 employee’s vacation, the holiday will not be charged as vacation. The 15 employee will receive holiday pay at their regular rate of pay for the 16 holiday. 17

Section 6. Holiday pay shall be considered as time worked for the 18 purpose of computing overtime pay. 19

ARTICLE 15 20

PAID TIME OFF (PTO) 21

Section 1. Each employee covered by this agreement shall earn 22 PTO as follows. 23

For determining PTO eligibility, all employees will be entitled to PTO 24 based upon years of service under the current contract, or any 25 predecessor contractors (including credit already granted), whichever 26 is earlier, and will advance to the next higher rate upon reaching the 27 specified anniversary date thereafter. 28

Years of Service Bi-

Weekly

Accrual

Annual

Accrual

Maximum

Accrual

Zero (0) but less than

Three (3)

5.52 hours

143.52 hours hours

Three (3) but less than

Eight (8)

7.12 hours

185.12 hours hours

Eight (8) or more years 8.64 hours

224.64 hours hours

Section 2. PTO may be taken in one-half (.5) hour increments. 1

Section 3. PTO pay shall be computed at the employee's regular 2 rate of pay. 3

Section 4. An Employee who is terminated for any reason shall be 4 paid out all earned unused PTO. 5

Section 5. When a holiday, as defined in Article 10 of this 6 Agreement, falls during an employee’s PTO period, such holiday 7 hours shall not be charged as PTO hours. 8

Section 6. Final approval of PTO requests rests with the Company 9 to ensure compliance with operational requirements. However, a 10 request for PTO will not be unreasonably denied. 11

ARTICLE 16 12

HEALTH AND WELFARE BENEFITS 13

Section 1. Health and Welfare Contribution. For the health and 14 welfare of employees, the Company shall pay the amount indicated 15 below for all hours paid to a maximum of two thousand eighty (2080) 16 hours per year, up to forty (40) hours paid per week. An employee is 17 eligible for health and welfare contributions as of the first day of 18 employment. 19

The following H&W rates will become effective on the first full pay 20 period after the effective dates. 21

11/1/2019 11/1/2020 11/1/2021

$5.75 $6.25 $6.75

The above-referenced health and welfare contributions can be used 1 for the purchase of any health and welfare benefits. 2

Section 2. Opt Out Eligibility. In order to opt-out of the company-3 sponsored medical insurance plan for employee coverage, the 4 employee must provide proof of insurance from one of the following 5 plans: Tricare, VA, Spouse’s employer plan, other retirement plan 6 (federal government, etc.). 7

Section 3. Maintenance of Plans and Benefits. The Company will 8 maintain existing plans and benefits for full-time bargaining unit 9 personnel in the same manner as existed prior to this Agreement. 10

The Company anticipates that continued legal changes and guidance 11 may continue to have a material impact on health care coverage. 12 Therefore, it is agreed that the Company may change insurers, 13 vendors or plan design of any components of the health care 14 coverage, which includes coverage for medical, prescription, 15 employee assistance program ("EAP"), dental and vision coverage 16 for employees and covered dependents during the life of this 17 Agreement. The reason or reasons for such changes will be 18 explained to the Union by the Company. Any such benefit change will 19 provide the same coverage/design as the incumbent plan or as close 20 thereto as possible. Any significant change in the plan benefits or 21 increase in the rates will be made by mutual agreement of the 22 Company and the Union by renegotiating this Article 16. 23

Section 4. The Company will provide up to $75.00 per month towards 24 Machinists Custom Choice Benefits (as stated in LOU #1). 25

ARTICLE 17 26

RETIREMENT 27

Section 1. The Company will provide all full-time employees covered 28 by this Agreement an opportunity to participate in a qualified defined 29 contribution plan in accordance with individual company plan 30 documents. 31

Section 2. The Company shall make a 100% matching contribution 32 up to four percent (4%) based on the employee’s elected deferrals. 33

ARTICLE 18 34

LEAVE OF ABSENCE 35

Section 1. Except as required by law, or as detailed below, a leave 36 of absence without pay requested by an employee for personal 37 reasons may be granted by the Company and no such leave of 1 absence granted in one case shall constitute a precedent binding 2 upon the Company in any other case. 3

Section 2. Employees who enter a recognized military service of the 4 United States shall retain their seniority rights as pertains to re-5 employment and shall be reinstated with the provisions of the 6 Universal Military Training and Service Act and any amendments 7 thereto. 8

Section 3. Applications for leave of absence without pay shall be in 9 writing and shall set forth the specific reason for and exact length of 10 the leave requested. Such request must be made at least two (2) 11 weeks prior to the proposed start of the leave unless the leave is for 12 health reasons and time is of the essence. 13

Section 4. The Company shall determine the length of the leave. 14

Section 5. Employees shall continue to accrue seniority while on 15 leave. 16

Section 6. Leaves of absence without pay will be granted by the 17 Company on five (5) days written request of the Union to attend to 18 official Union business on behalf of the local or district lodge. The 19 request for Union Leave shall be for no more than one (1) employee 20 and shall be limited to ten (10) work days. 21

Section 7. An employee desiring to return to work before the 22 termination of his leave of absence shall give the Company at least 23 three (3) days’ notice in writing of his intention to return to work. The 24 Company shall return the employee to work as soon as practicable. 25

Section 8. An employee failing to report to work at the end of his 26 leave of absence will be treated pursuant to the seniority provision of 27 this Agreement. 28

Section 9. Employees must use all available earned vacation hours 29 prior to starting any unpaid leave of absence. 30

ARTICLE 19 31

JURY DUTY 32

Section 1. Jury Duty. If an employee is called to jury duty, the 33 Company will pay the employee’s regular rate of pay for such service 34 for a period of up to 10 work days. 35

The employee must show the summons to his supervisor and bring 1 signed documentation from the court indicating the number of days 2 served. 3

ARTICLE 20 4

BEREAVEMENT LEAVE 5

Section 1. Bereavement leave of three (3) days with pay shall be 6 provided in the event of the death of an employee’s current immediate 7 family member. Those traveling over 600 miles may request an 8 additional two (2) paid days. 9

Section 2. Immediate family members are defined as a parent, step 10 parent, spouse, spouse’s parents, marital partner, child, step child, 11 grandparent, spouse’s grandparent, grandchild, step-siblings, 12 sibling’s, aunt, uncle, brother in law and sister in law. 13

ARTICLE 21 14

DRUG AND ALCOHOL FREE WORKPLACE 15

Section 1. The possession or use of illegal drugs or alcohol on 16 Company property or working under the influence of illegal drugs or 17 alcohol, shall constitute cause for the immediate termination of that 18 employee’s employment. 19

Section 2. The Company shall have the right to establish and 20 administer a fair, non-discriminatory, random drug and alcohol testing 21 procedure. 22

Section 3. The Company shall also have the right to require any 23 employee whom it reasonably believes might be operating under the 24 influence of illegal drugs or alcohol to undergo substance abuse 25 testing. The Company may also require any participant to a work 26 place injury to submit to substance abuse testing. 27

Section 4. Any employee who self identifies to the Site Manager as 28 suffering from illegal drug or alcohol dependence will be provided 29 reasonable assistance by the Company through applicable 30 provisions of the Company’s medical plan. 31

Section 5. Any disputes involving the application of the Company’s 32 alcohol and drug free workplace rules shall be resolved through the 33 grievance and arbitration procedures of this Agreement. 34

Section 6. While an employee may possess an authorized 35 prescription for drug(s), if he or she works on Federal contracts, that 36 employee is subject to the federal government’s rules and regulations 1 under the Drug-free Workplace Act of 1988. 2

ARTICLE 22 3

GENERAL PROVISIONS 4

Section 1. Employees may utilize PTO for all base closures. 5

Section 2. It is recognized that all employees are working on a 6 government installation and are subject to all regulations and rules of 7 the installation. If any bargaining unit employee covered by this 8 Agreement is denied entry or permission to work on this installation, 9 loses or has his “Secret Clearance” suspended, such employee shall 10 be permitted sixty (60) calendar days to regain permission to enter 11 and work on the premises where the Company works, or to regain 12 the requisite “Secret Clearance.” Absent regaining such permission 13 or “Secret Clearance” in that period of time, the employee will be laid 14 off. Should the former employee regain the right to enter and work 15 on such premises with the required “Secret Clearance,” he/she will 16 be eligible for rehire his/her classification according to Article 8, 17 Section 3. 18

Section 3. The Company may require as a condition of continued 19 employment, that any employee submit to a physical examination 20 including but not limited to eye or hearing examinations, at any time 21 by a doctor of the Company’s choosing. The Company may, in whole 22 or in part, rely upon the results of any such examination in evaluating 23 the ability of the employee to perform efficiently, effectively, and 24 safely and may accommodate, retract any offer of employment, 25 disqualify, or take other action deemed appropriate by the Company 26 and which is consistent with the evaluation. 27

Section 4. The Company will supply all personal protective 28 equipment (PPE) as required on the job. 29

Section 5. The Company will reimburse employees covered by this 30 agreement up to $200.00 annually for the purchase of safety shoes 31 and/or prescription safety glasses upon presentation of a receipt. 32

Section 6. Each year, employees will receive five (5) new t-shirts. 33

ARTICLE 23 34

FIELD DUTY/TDY 35

Section 1. All travel shall be in accordance with Company Policy and 36 the Joint Travel Regulation (JTR). Employees authorized by 37 management to utilize their own vehicle for Company business shall 1 receive the standard mileage reimbursement per the JTR. 2

ARTICLE 24 3

NO STRIKE - NO LOCKOUT 4

The Union agrees that it shall not engage in, authorize or recognize 5 any strikes, picketing or other interruption of the Company’s normal 6 operations during the term of this Agreement; the Company agrees 7 that it shall not lock out the employees during the term of this 8 Agreement. 9

ARTICLE 25 10

DURATION 11

Upon ratification, this Agreement will be in full force and effect as of 12 November 1, 2019, until midnight October 31, 2022, and will continue 13 from year to year thereafter unless written notice of desire to 14 negotiate changes or revisions or terminate this Agreement is served 15 by either party upon the other at least sixty (60) days prior to the date 16 of expiration or any anniversary date thereof by certified mail. All 17 economic considerations will take effect on the first pay period after 18 11/1/2019. 19

SIGNATURE PAGE 1

ADDENDUM 1

SENIORITY LIST 2

EMPLOYEE POSITION

SENIORITY

DATE

HIRE

DATE

VACATION

ELIGIBILITY

Barrios, Armando Aircraft Mechanic II 06/24/2019 06/24/2019 06/24/2019

Bates, Brian M.

Aircraft Mechanic II 10/01/2015 11/01/2017 10/01/2015

Bliven, Donald E.

Aircraft Mechanic II 11/14/2017 11/14/2017 11/14/2017

Chaffee, Ryan Aircraft Mechanic II 03/25/2019 03/25/2019 03/25/2019

Eagle, Jerry Aircraft Mechanic II 06/24/2019 06/24/2019 06/24/2019

Gahl, Wade Aircraft Mechanic II 06/24/2019 06/24/2019 06/24/2019

Garstin, Gary B Aircraft Mechanic II 08/12/2019 08/12/2019 08/12/2019

Jeffries, Jerad S

Aircraft Mechanic II, Lead 11/27/2017 11/27/2017 11/27/2017

Lindsey, Isaac Aircraft Mechanic II 09/16/2019 09/16/2019 09/16/2019

Mini-Reyman, Mika Ranjit

Aircraft Mechanic II 08/14/2019 08/14/2019 08/14/2019

Peterson, Danielle Aircraft Mechanic II 06/24/2019 06/24/2019 06/24/2019

Rummel, Mark Aircraft Mechanic II 09/23/2019 09/23/2019 09/23/2019

LETTER OF UNDERSTANDING #1 1

Machinists Custom Choice Worksite Benefits Program 2

It is understood and agreed between the parties that the Machinists 3 Custom Choice Worksite Benefits Program of supplemental 4 insurance benefits will be offered to employees in the bargaining unit 5 through their designated agent, Employee Benefit Systems, Inc. 6 (EBS).