Attachment VII - CBA-2026-475 9.14.2026.pdf

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Ft. Hood GOCO Fuel Operations Services SPE603-26-R-0519 Attachment VII

Table of Contents

AGREEMENT

ARTICLE I-RECOGNITION

ARTICLE 2 - MANAGEMENT RIGHTS

ARTICLE 3 - UNION BUSINESS, LEAVES OF ABSENCE & BASE CLOSURES

ARTICLE 4- SHOP STEWARD

ARTICLE 5 - INSPECTION PRIVILEGE

ARTICLE 6 - GRIEVANCES

ARTICLE 7 - NO STRIIffi OR LOCI(OUT

ARTICLE 8 - DISCHARGE OR DISCIPLINE

ARTICLE 9-PROBATIONARY EMPLOYEES

ARTICLE 10 - WAGE RATES

ARTICLE 11- WORI( WEEK, OVERTIME, AND WORK OPPORTUNTffiS

ARTICLE 12 - HOLIDAYS

ARTICLE 13 - PAID TIME OFF (PTO)

ARTICLE 14 - HEALTH BENEFITS

ARTICLE 15 - BULLETIN BOARDS

ARTICLE 16 - SENIORITY

ARTICLE 17 - MERGER OF PRIOR AGREEMENTS AND AMENDMENT

ARTICLE 18 - DRUG AND ALCOHOL POLICY

ARTICLE 19- WEARING APPAREL, MILEAGE, GOVERNMENT-FURNISHED

EQUIPMENT/PROPERTY

ARTICLE 20-COMMERCIAL DRIVER'S LICENSE (CDL)

ARTICLE 21 - SAFETY AND PRODUCTIVITY

ARTICLE 22 - LAYOFF AND RECALL

ARTICLE 23 - LEGAL WAIVERS

ARTICLE 24-EXCLUDED MATTERS

ARTICLE 25- DUES CHECKOFF/UNION SECURITY

ARTICLE 26-RETIREMENT

ARTICLE 27 - DURATION

AGREEMENT

This AGREEMENT is entered into as of this 1st day of August 2026 by and between Maytag Aircraft,!

LLC, hereinafter referred to as the "Company", and the International Association of Machinists and Aerospace Workers Union, AFL-CIO, on behalf of its Local Union 2427, hereinafter referred to as the "Union", as representatives of certain Company employees who are engaged in the performance of services relating to the Company's contract with DLA Energy at Fort Hood, Texas as identified in Article 10, Wage Rates to this Collective Bargaining Agreement (hereinafter "Agreement" or "CBA").

ARTICLE 1 - RECOGNITION

Section 1.1 The Company hereby recognizes the Union as the sole and exclusive collective bargaining agent for purposes of the wages, hours, and other terms and conditions of employment, for such employees of the Company employed at Fort Hood, Texas performing the duties of Aircraft Refueling services including Dispatchers, Fuel Accountants (FA), Truck Driver/System Operators (DSO), Fuel Distribution System Operators (FDSOs), and Fuel Distribution System Mechanics (FDSMs).

All office and clerical employees, managerial employees, guards, and supervisors as defined in the Service Contract Act are excluded from this Agreement.

Section 1.2 The Company will not discriminate against any employee because of membership in the Union.

Section 1.3 The Union, its officers, and members, shall not intimidate or coerce any employee to become or remain a member of the Union.

Section 1.4 Neither the Company nor the Union shall discriminate against any employee because of race, color, creed, sex, national origin, or age as defined in the Age Discrimination in Employment Act of 1967, as amended.

Section 1.5 No employee shall engage in any Union activity or Union business during the working hours of such employee, except when approved by the Company, to assist the designated Union Business Representative with concerns or complaints.

Section 1.6 No employee shall be required to become or remain a member of the Union.

Section 1.7 Unless specifically changed by this contract, the provisions of Company Policies apply to all employees.

Section 1.8 This Agreement shall inure to the benefit of and shall be binding on the heirs, executors, and administrators of the parties hereto. The provisions of this Agreement shall be binding on the Company by whatever name it may trade under, and all the terms and obligations herein shall not be affected or changed in any respect by such name change or changed in any respect by any change in the legal status or management of the Company.

ARTICLE 2 - MANAGEMENT RIGHTS

Section 2.1 The management and operation of the business of the Company, the control and regulation of the use of equipment and other property of the Company, the use of labor-saving devices, the installation of new or different operating equipment, and teclmological methods and procedures are exclusive functions and prerogatives of management except as qualified by the terms of this Agreement.

Section 2.2 The Company will retain the exclusive managerial authority, rights, and powers to select and hire, terminate, classify, assign, cross train, promote, maintain discipline and efficiency of employees, establish productivity standards, determine the size and composition of the work force, assign and allocate work, establish work schedules, transfer employees, select employees for layoff, schedule temporary layoffs, establish and modify rules and regulations not in conflict with this Agreement, and determine the schedule of work.

Section 2.3 The Company shall advise the Union prior to the implementation of any new or amended rules or regulations. In addition, the Company will continue to recognize the Union's right to challenge issues, tlu·ough the grievance procedure, which the Union believes are not the exclusive function and/or prerogatives of management.

Section 2.4 Supervisors and employees not covered by this agreement shall not perform work of bargaining unit employees, except in cases of emergency, research, or work ofa special nature, when necessary, to instruct employees, or when interfacing with the customer. The term "emergency" is defined to mean an unforeseen combination of circumstances that call for inunediate action.

ARTICLE 3 - UNION BUSINESS, LEAVES OF ABSENCE &

BASE CLOSURES

Section 3.1 Union Business. The Company agrees to grant the necessary time off without discrimination and without pay, to any employee designated in writing by a business representative of the Union to serve in any capacity on Union business provided forty-eight (48) hours written notice is given to the Terminal Manager by the Union specifying the name of the employee who seeks time off and the length of time off requested; provided, however, there shall be no disruption of the operations ofthe Company due to an insufficient number of employees available to work. The parties agree that re-scheduling without a requirement for overtime is not a disruption.

Section 3.2 Personal Leave. A leave of absence without pay may be granted for restoration of health, medical, dental, or other treatment up to ninety (90) calendar days and shall not prejudice seniority status for the purpose of lay-offs and recalls. Such leaves of absence must be requested in writing and approved by Human Resources tlu·ough the Terminal Manager.

Section 3.3 Medical Leave. After exhaustion of available paid time off benefits, if eligible, time off without pay will be provided for documented sickness or injury to the employee or his/her family member which renders an employee unable to perform work.

Section 3.4 Family and Medical Leave. In accordance with the Family and Medical Leave Act (FMLA), the Company will provide leave of absence and benefits to those employees eligible under the Act. Employees will have the option to use unpaid leave instead of paid leave.

Section 3.5 Military Leave. The Company shall grant military leave without pay for employee absences in accordance with the provisions of the Uniformed Services Employment and Reemployment Rights Act ("USERRA") or any other similar legislation pertaining to employment rights ofpersons serving in the military service ofthe United States.

Section 3.6 Time Off to Vote. In the event of unusual working conditions where an employee does not have sufficient time outside of working hours to vote in a state or Federal election, the employee may take off enough working time to enable the employee to vote. The employee shall give his or her supervisor at least one (1) hours' notice that time off to vote is needed. Such time off to vote will be unpaid.

Section 3.7 Jury Duty. Employees summoned to serve for the selection ofand/or jury duty will receive the difference between their straight-time hourly rate and the amount received while on jury duty up to a maximum of five (5) working days per year. Notice ofjury duty must be given to the Company upon receipt ofa jury summons. Employees will furnish the Company with a certificate from the clerk of the court showing the days and hours served and a statement of the daily compensation or fee received.

Jury duty will be prorated for part-time employees. Employees responding to a subpoena as a Company witness are on paid time off.

Section 3.8 Bereavement Leave. Employees may take up to three (3) days or twenty-four (24) hours off with pay for the death ofa spouse, partner, child, parent, sibling, grandparent, grandchild, mother or father-in-law, or son or daughter-in-law.

The employee will notify his immediate supervisor not less than two (2) hours prior to the time the employee was scheduled to report to work in such circumstances.

Verification ofthe relationship and death may be required by the Company prior to payment ofleave.

Additional unpaid time off may be taken if written approval is obtained from the employee's supervisor.

Section 3.9 Inclement Weather/ Base Closures. Employees covered by this Agreement will receive paid leave, to include Executive Orders, inclement weather, and other situations beyond the Company's control as determined by the Base Commander, unless the Company personnel are considered mission essential. Ifthe base is closed for any reason and employees are unable to work, each employee shall be reimbursed for time missed, provided that the Employer receives contract compensation from the Government for the closure period (hours and/or days).

For partial day base closing due to inclement weather, employees must be at work immediately following the delayed opening or inunediately prior to early closing to be eligible to charge paid leave. If the base is declared closed, but the airfield remains open, this does not constitute a base closure for Maytag Aircraft operations; we are essential personnel and thereby obligated to support airfield operations.

ARTICLE 4 - SHOP STEWARD

Section 4.1 The union may appoint one (2) shop steward from among the regular employees of the bargaining unit One North & One South. A telephone will be made available to the Shop Steward for the purpose of communicating with the Union. Such calls will be placed at no cost to the Company.

Section 4.2 The Company will recognize the steward for the purpose of representing employees in Step One of the grievance procedures.

Section 4.3 No person shall have or exercise any of the authority or duties of a shop steward unless and until written notice of his appointment and revocation of all prior appointments, if any, signed by a business representative of the Union, are filed with the Terminal Manager.

Section 4.4 A steward, with the permission of his supervisor, will be given reasonable and necessary time during work hours and shall be authorized without loss of pay or benefits to cany out their responsibilities to the employees in the unit. Furthermore, the Union will ensure that the Steward engages only in those activities which are authorized by this Agreement or appropriate regulations and will not unreasonably interfere with the assigned duties of employees. The Chief Steward or Shop Steward will be allowed to meet new bargaining unit employees for up to 20 minutes within the first five days of their employment.

ARTICLE 5 - INSPECTION PRIVILEGE

Section 5.1 The Company agrees to permit up to two (2) Union representatives, other than employees of the Company in the bargaining unit, to enter the areas where members of the bargaining unit are employed for the purpose of ascertaining whether this Agreement is being observed or for assisting in the adjustment of grievances; provided, that any such Union representative shall first obtain permission from the Terminal Manager or Assistant Terminal Manager and further provided that there shall be no interruption to the work of the Company or of any employee of the Company.

Each such Union representative may be accompanied by a Company representative while on the premises of the worksite.

Section 5.2 The Union shall indemnify, defend, and hold harmless against any and all claims, demands, suits, or other forms of liability arising out of any injury sustained by any representative of the Union while on the property or equipment of the Company worksite.

ARTICLE 6 - GRIEVANCES

Section 6.1 A grievance is defined as a complaint by an employee or the Union concerning the interpretation or application of the provisions of this Agreement. All grievances shall be settled in accordance with the following grievance procedure:

STEP 1: Any employee who feels that he has a grievance shall take the matter up with his immediate supervisor with or without the shop steward present within ten (10) working days from the date of the occurrence.

STEP 2: If a grievance is not satisfactorily resolved by the employee's immediate supervisor, the grievance shall be formally documented, signed by each employee involved, and the Shop Steward or the Union's designated representative. The written grievance:

(a) Must state the section or sections of this Agreement involved.

(b) Must indicate the manner in which it is claimed the Company violated this Agreement or failed to perform some obligation under this Agreement; and

(c) Must specify what relief is being sought.

The written grievance must be filed with the Company Terminal Manager within seven (7) working days from the date of the occurrence of the grievance or the grievance shall be forever barred.

Representatives of the Company shall confer with a Business Representative of the Union within five

(5) working days from the date the grievance is filed in writing with the Company. The Company shall render a written decision regarding the grievance within five (5) working days after conferring with the Union Representative.

STEP 3 Should the written decision rendered by the Company under Step 2 of this Article be unacceptable to the Union or should the Company fail to render a written decision within five (5) working days after conferring with the Union Representative, the Union may within ten (10) working days after the date the decision of the Company was rendered or within fifteen (15) working days after the conference with the Union Representative, whichever occurs sooner, appeal the grievance to arbitration by giving written notice via certified mail, return receipt requested, to the Company of the intention of the Union to submit the grievance to arbitration. Such a notice must:

(a) Identify the grievance by number;

(b) State the applicable section or sections of this Agreement involved;

(c) Indicate in what manner it is claimed that the Company has violated this Agreement or failed to perform some obligation under this Agreement; and

(d) Specify the relief sought by the Union.

Unless the notice of intent to submit the grievance to arbitration is given as herein provided, the grievance shall be forever barred.

Section 6.2 Before any matter is submitted to an arbitrator, either party may request a meeting to resolve the grievance. This meeting will be between a Company senior level manager and the Union Business Representative or their designated representatives.

Section 6.3 If a settlement or adjustment of the dispute cannot be reached, The parties shall request FMCS [or AAA] panels that include only arbitrators that are members in good standing of the National Academy of Arbitrators (NAA). If the FMCS [or AAA] presents any panel that is not limited to members of the NAA, the parties will promptly void the panel and request a new panel that complies with this agreement. FMCS [or AAA] shall submit a list of nine (9) names from which the Arbitrator shall be chosen within ten

(10) working days of receipt of such list. The names contained on said list shall be stricken in turn until one (1) name remains and that person shall become the Arbitrator. The parties shall alternately strike first.

Section 6.4 The arbitrator will attempt to hold a hearing on the grievance within thirty

(30) working days from the date of such designation. The arbitrator must agree to attempt to render a decision in writing within thirty (30) working days after the close of the arbitration hearing.

Section 6.5 The arbitrator shall have no authority to modify, amend, revise, add to or subtract from any of the terms of this Agreement or impose on any party hereto a limitation or obligation not explicitly provided for in this Agreement, including, but not limited to the establishment or change of wages or the wage structure or the interpretation of federal or state statutes or local ordinances that may be involved in the consideration of the grievance.

Section 6.6 The arbitrator shall not consider or resolve any issue or issues not directly raised by the grievance as originally filed and processed to arbitration nor shall the arbitrator render any award in favor of any person who is not specifically named as a complainant in the grievance as originally filed. The award resulting from a grievance shall not in any case be made retroactive to a date earlier than three (3) days before the grievance as presented under Step 1 of this Article and such award shall not be prospective in its nature covering events which occurred after the date the grievance was first presented under Step 1 of this Article.

Section 6.7 The decision of the arbitrator shall be final and binding on all parties.

Section 6.8 The arbitrator's fees and expenses shall be borne equally by the Company and the Union.

Section 6.9 The compensation, wages, and expenses of the representatives and witnesses for the Union shall be paid by the Union; the compensation, wages and expenses of the representatives and witnesses for the Company shall be paid by the Company.

Section 6.10 Time limits specified in this Article may be extended by written agreement of the parties.

Section 6.11 The Shop Steward will be afforded time off without loss of pay to investigate, discuss, and present grievances on site in accordance with Article IV, Section 4.

ARTICLE 7 - NO STRIKE OR LOCKOUT

Section 7.1 The Union shall not engage in, induce, or encourage any person to engage in a strike, sympathy strike, work stoppage, slow down or boycott against the Company; nor shall the Union induce or encourage any employee of the Company to observe a picket line or to refuse to use, process, transport, or otherwise handle or work on any goods, articles, materials, or commodities, or to perform any services.

Section 7.2 None of the employees covered by this Agreement shall engage in, induce, or encourage any other person to engage in, a strike, sympathy strike, work stoppage, slowdown or boycott against the Company, or a refusal in the course of employment to cross a picket line, whether maintained by the Union or another labor organization, and whether maintained at the premises of the Company or the premises of some other person or a connecting carrier, or to use, process, transport or otherwise handle or work on any goods, articles, materials or commodities or to perform any services.

Section 7.3 The Company shall have the right to discharge any employee who engages in any strike, work stoppage, slowdown, boycott, picketing or other activity in violation of Section 2 of this Article. The Company will not direct or authorize a lock-out situation.

Section 7.4 The Union shall use every reasonable means within its power to induce each employee who is engaged in a strike, work stoppage, slowdown, boycott, picketing or other activity, in violation of Section 2 of this Article, to cease such activity and to return to work.

Section 7.5 Neither the violation of any provision of this Agreement nor the commission of any act constituting an unfair labor practice or otherwise made unlawful by any federal, state or local law shall excuse the Union, the Company, or any employee from his/her obligations under the provisions of this Article.

Section 7.6 The specifically enumerated rights contained in this Article shall not in any way be deemed to limit the Company or the Union with respect to any rights that it may have as a matter of law in addition to such specifically enumerated rights.

Section 7.7 Should there be any dispute, complaint, or controversy as to the interpretation of any clause in this Agreement, or any grievance arising out of the operation of this Agreement, or trouble of any kind, the employee or employees involved shall work as directed by the Company pending final resolution of the dispute, complaint, controversy, or grievance.

ARTICLE 8 - DISCHARGE OR DISCIPLINE

Section 8.1 The Company shall have the right to discharge or otherwise discipline any employee for just cause.

Section 8.2 Discipline will be in accordance with Company Policy. The Company will continue to recognize the Union's right to challenge issues, through the grievance procedure, which the Union believes are not the exclusive function and/or prerogatives of management.

Section 8.3 The enumeration of causes for discharge in Section 2 of this Article is by way of illustration only and shall not be deemed to exclude the right of the Company to discharge an employee for any other just cause.

Section 8.4 An employee, who is unable to report for work at his regular starting time for any reason(s), shall notify his inunediate supervisor if available or his designated alternate, (Terminal Manager or Assistant Terminal Manager), not less than two (2) hours before the employee is scheduled to report to work. Violation of this Section will be in accordance with Company Policy.

Section 8.5 Offenses With Warning Notices. All employees are required to comply with the

Company's regulations and standards of behavior and performance. The Company has established a progressive discipline policy in which it attempts to provide employees with notice of deficiencies and the opportunity to improve.

The Company reserves the right to discipline and discharge any employee, for just cause and the determination of just cause will be subject to the grievance and arbitration procedure of this agreement. No employee will be discharged, except as hereinafter provided, unless he/she has been given written notices and a copy thereof will be given to the Union. Such notice will state the complaints of the Company.

Section 8.7 Employee(s) shall have the right to Union representation during any interview that may be disciplinary in nature or lead to any discipline. All formal disciplinary notices and warnings will be reduced to writing.

Employees will sign and receive a copy of all disciplinary notices. It will be understood that their signature may not be construed as an admission of guilt, but only as acknowledgement of receipt of the notice.

Section 8.8 Just Cause. An employee will have the right to have a Shop Steward present during an investigative interview involving matters, issues, or events which he/she feels may possibly lead to disciplinary action. In all cases where disciplinary actions are given to employees, the Union

Representative with District Lodge 776A will be provided with a copy of said actions.

Section 8.9 In the case of any dispute pertaining to discharge or discipline, the matter shall be disposed of in the same manner as herein provided for the resolution of any other grievance; provided, that such grievance pertaining to discharge or discipline shall be filed in writing with the Terminal

Manager or his designated representative within thsee (3) working days of the discharge or discipline and signed by the aggrieved employee and the Union. If the grievance is not so filed, the grievance shall be forever barred.

ARTICLE 9 - PROBATIONARY EMPLOYEES

Section 9.1

Each person newly employed by the Company will be a "probationary" employee for a period of ninety (90) calendar days from the first day of the latest continuous period of employment.

During this time the individual will be on trial to demonstrate their qualifications for regular employment status. During the "probationary" period, the Company may discharge such person for any reason whatsoever, and such discharge shall not be subject to the grievance procedure. Upon completion of the probationary period, the Company shall classify such person and the length of continuous service of such person with the Company shall be computed from the date of actual employment.

ARTICLE 10 - WAGE RATES

Section 10.1 The minimum wage rates for all employees shall be:

Classification Current 8/01/2026 8/01/2027 8/01/2028

(4%) (3.5%) (3%)

Truck Driver/System Operator DSO $27.20 $28.28 $29.26 $30.14

Dispatcher $21.64 $22.51 $23.30 $23.99

Fuel Distrbution System Operator (FDSO) $23.65 $24.60 $25.46 $26.22

Fuel Distribution System Mechanic (FDSM) $28.08 $29.20 $30.22 $31.13

Fuel Accountant (FA)/Dispatcher $24.94 $25.93 $26.84 $27.65

ARTICLE 11- WORK WEEK, OVERTIME, AND WORK OPPORTUNTIES

Section 11.1 The payroll workweek will begin at 12:01 A.M. on Monday and will end at midnight the following Sunday.

Section 11.2 The regular workweek for full-time employees shall consist of forty (40) hours, which are paid hours, unless the employee is on leave without pay or has requested time off during the work week. Work schedules may be changed by the Company provided it does not violate the provisions of this Agreement.

Section 11.3 The hours of work shall be continuous except for a meal period of thirty (30) minutes halfway through the workday, unless an extenuating business condition occurs that requires immediate action. The Company may approve a continuous shift without a designated meal period.

Section 11.4 Determination of starting time and hours of work shall be made by the Company and such schedules may be changed from time to time to accommodate operational support variations.

The starting time of the various shifts will be as follows:

Day Shift: Begi1ming at, or after, 0630 hours but before 0900 hours.

Swing Shift: Beginning at, or after, 1430 hours but before 1600 hours.

Mid Shift: Begitming at, or after, 1930 hours but before 2300 hours.

Section 11.5 All work performed in excess offorty (40) hours in one ( 1) work week by an employee is subject to the overtime provision of the Fair Labor Standards Act, as amended from time to time.

Holiday pay shall be considered time worked for the purposes of computing overtime.

Section 11.5.1 The Company retains the right to approve and schedule all overtime. When such overtime is required, employees involved will be given as much advance notice as is practical, but at least two (2) hours' notice prior to the conunencement of the overtime. The Company will use reasonable efforts to notify employees by the end of their shift on Thursday for weekend overtime assignments on the employee's 6th and 7th workday.

Section 11.5.2 Overtime will be first offered to full-time senior qualified employee(s) within the classification(s)/shift affected.

Section 11.5.3 Once an employee volunteers for available overtime, he/she will be expected to work said overtime unless failure is due to circumstances beyond his/her control.

Section 11.5.4 Notwithstanding any other provision ofthis agreement, the Company shall be allowed to schedule employees to reduce or eliminate overtime expenses. However, employees' normal shift schedules will not be modified solely to avoid paying overtime.

Section 11.5.5 There shall be no pyramiding or duplication of overtime for the same hours worked.

Section 11.5.6 Differential a) A second shift differential of seventy-five cents ($0.75) will be paid to all full-time and part- time employees for hours worked between 1700 and 2400 hours.

b) A third shift differential of one dollar ($1.00) will be paid to all full-time and part-time employees for hours worked between 0001 and 0700 hours.

ARTICLE 12 - HOLIDAYS

Section 12.1 Holidays. The Company recognizes eleven (11) paid holidays per year for full-time employees. These holidays are:

1. New Year's Day

2. Martin Luther King's Birthday

3. President's Day

4. Memorial Day

5. Juneteenth

6. Independence Day

7. Labor Day

8. Columbus Day

9. Veteran's Day

10. Thanksgiving Day

11. Clu·istmas Day

Section 12.2 In addition to the holidays listed above, federally declared legal holidays which are reimbursable by the government will be paid to full-time employees who are otherwise regularly scheduled to work and paid prorated to the part time employees based upon the hours worked in the previous week.

Section 12.3 Early leave and paid leave, to include executive orders, inclement weather, and other situations beyond the Company's control, for employees covered by this Agreement, shall be determined by the Base commander unless the Company perso1rnel are considered mission essential.

If the base is closed for any reason, and employees are unable to work, each employee shall be paid for time missed, provided that the Company receives contract compensation from the government for the day.

For partial day base closing due to inclement weather, employees must be at work immediately following the delayed opening or inunediately prior to early closing to be eligible to charge paid leave.

Section 12.4 Full-time employees will be paid eight (8) hours' holiday pay at their regular rate of pay, plus any differentials the employee would receive if the employee actually worked for each holiday. Regular part-time employees will receive holiday pay based upon the hours worked during the week prior to the holiday, on a prorated basis.

Section 12.5 Any holiday falling on a Saturday or Sunday will be celebrated and recognized by both parties, on the day set by the federal government.

ARTICLE 13 - PAID TIME OFF (PTO)

Section 13.1 Paid time off is defined as personal time that employees take to spend out ofthe office (and not working) while still receiving pay for regular wages. PTO includes paid vacation and sick days. The Company shall ensure that a vacation balance report is sent to the Terminal Manager bi-weekly for distribution to all CBA employees.

Section 13.2 Full-Time Employees.

13.2.1 Regular full-time employees are eligible to start accruing PTO during their first pay period.

All employees are eligible to use PTO throughout the year.

13.2.2 For purposes of calculating PTO accrual, length of service includes the whole span of continuous service with Maytag Aircraft LLC and any predecessor contractor, in the performance of the same contractual work at Fort Hood. However, current employees shall not have their service time increased or reduced by this provision.

13.2.3 PTO is accrued every pay period at the rate listed below and is available for use as the time is earned. PTO will continue to accrue while on any paid time off. Employees may not receive pay in lieu of PTO. Employees are encouraged to take PTO days within the year they are earned.

Each employee may roll over up to One Hundred and forty (140) hours of PTO annually.

Length of service time determines the rate at which the employee will accrue PTO. Employees become eligible for the new higher accrual rate on the first day of the pay period after the employee's service date.

Section 13.3 Full-Time employees with continuing service shall be entitled to the following hours/days of PTO:

Accrual Chart for Full Time Employees

Years of Service

<l year of continuous service

1 - 10 years of continuous service

11- 15 years of continuous service

16+years of continuous service

Accrual

Rate/Pay Period

10.00 hours

Days/Year

140 hours

180 hours

220 hours

Section 13.4 Part-time employees are entitled to a prorated amount of PTO based on their earned hours. Continuous service includes the whole span of continuous service with the current Employer or its predecessor(s). PTO will be calculated by dividing the total number of hours worked in the previous work year by 2080, then multiplying that percentage result by the full time PTO accrual rate and rounding to the nearest one-quarter hour.

Part-time employees will receive an annual payout of their PTO hours on their anniversary date.

9 days

17.5 days

Maximum Annual Accrual

72 hours

22.5 clays

27.5 clays

5.8461 hours

8.9230 hours

2.7692 hours

Section 14.2 Employees who elect to opt out of the Company's benefit program will have their hourly health & welfare fringe contribution deposited into their 401(k) plan.

The insurance benefits will be in accordance with the Company's established insurance contracts and plans are subject to change when the Company deems necessary.

If the Plan cost exceeds the Company's contribution rate as stated above, the Company shall have the right to, and will, deduct from the wages of each employee an amount equal to the difference between the Company contribution and the Plan cost.

Should an individual's applicable benefit amounts be more than the cost of these insurance benefits, the employee's residuals will be deposited in his/her own 401(k) account set up by the Company, subject to regulations under Internal Revenue Code on behalf of the affected employees.

Part-time and temporary employees will have the hourly health and welfare fringe contribution, on a pro-rata basis, deposited in his/her own 401(k) plan.

All employees in the bargaining unit, regardless of their benefit elections, may contribute pre-tax dollars through payroll deductions to their individual 401(k) account up to the maximum of the IRS regulations.

The company will allow the International Association of Machinists and Aerospace workers to offer the Machinists Custom Choices Worksite Benefits Program of Supplemental Insurance benefits to their employees in the bargaining unit through their designated agent, Employee Benefit Systems, Inc. (EBS) made payable by employee's Health and Welfare funds. Members will be given an opportunity to spend fifteen (15) minutes with an EBS Counselor at the worksite during normal working hours, once per year. Additionally, EBS will be provided by, as part of this agreement, with standard census information. EBS agrees to use this information strictly for the purposes of outreach education of the available benefits program enrollment. Further, Maytag will honor deduction requests and make payments to the designated third-party administrator for all products to be offered. Deductions will be held in suspense while collecting a month’s premium and paid no later than 15 days past the invoice due date. EBS and the Union agree to hold harmless the Company against any actions brought forth arising from fraud, willful misconduct, negligence, or intentional disregard by EBS, it’s employees or agents. All policyholder service will be provided by the underwriter and EBS.

Section 16.1 Seniority is defined for the purpose ofthis Agreement as continuous service with the present contractor or predecessor contractor on this contract performance or similar contract performance at the same federal facility.

Section 16.2 Within thirty (30) days after the execution of this Agreement, the Company shall furnish the Union a seniority list ofall employees in the bargaining unit on the effective date ofthis Agreement. The list will be posted on the bulletin board.

Section 16.3 Once each quarter, the Company will provide the Union with an up-to-date seniority list. The list shall contain the first and last name, seniority date, and classification. The Company shall post the list on a Company bulletin board. Any employee may contest the accuracy of the seniority list; and ifan error is established, a correction shall be made.

Section 15.1 The Company will provide a bulletin board in the break area or other mutually agreed work area. The Union may use the bulletin board for posting notices, which have been submitted to and approved by the Terminal Manager. Such notices shall be restricted to:

(a) Notices of Union meetings;

(b) Notices of Union elections;

(c) Notices ofresults of Union elections;

(d) Notices of Union appointments

Section 15.2 There will be no posting or general distribution by employees of pamphlets, advertising matter, political matter, notices, or any kind of literature upon Company property other than as provided in this Article.

ARTICLE 16 - SENIORITY

ARTICLE 15 - BULLETIN BOARDS

Section 16.4 A full-time employee loses all seniority and all rights under this Agreement upon the occurrence of any one of the following:

(1) Voluntary quitting;

(2) Discharge for cause;

(3) Failure to report for work will be handled in accordance with Company Policy;

(4) Failure to report for work after a leave of absence;

(5) Absence for tlu·ee (3) consecutive working days unless excused by the Company;

(6) Failure to return to work after a layoff within seven (7) calendar days after written notice by the Company to the employee's last known address appearing on the records of the Company;

(7) Unexcused absence for more than tlu·ee (3) days in any tlu·ee (3) consecutive calendar months.

Section 16.5 In case of any dispute pertaining to the seniority list, the matter shall be disposed of in the same manner as herein provided for the adjustment of any other grievance. However, a grievance, pertaining to the seniority list, must be filed in writing with the Company Terminal Manager or his designated representative within ten (10) working days from the receipt of the seniority list by the Union. If not so filed, the seniority as stated on the list shall be deemed correct.

Section 16.6 When a vacancy occurs in an existing classification or shift, they will be posted for a bid among seniority employees in the bargaining unit for a period of five (5) days (excluding weekends and holidays). Such notice shall state classification, rate of pay, shift, number of openings available, and the date and hour the bidding shall be closed. Any senior employee desiring to be considered for the position shall sign up for such a job in the space provided on the notice. When a new in-unit job classification is established by the Company, the Company shall determine the job description and the rate of pay. The Company will immediately furnish the Union with a copy thereof. In the event the Union takes exception to the job description and rate of pay, it will advise the Company in writing within seven (7) days. If not, the job description and rate of pay shall become part of the existing Agreement.

(a) Should the Union not agree,

(b) it will state its position. The Company and the Union shall then attempt to reach an agreement. If no agreement can be reached the Union may process the grievance under the grievance and arbitration procedures.

(c) If the grievance is processed, the arbitrator shall have the authority to determine the rate of pay. The jurisdiction of the arbitrator and his decision shall be confined to a determination by comparison with the duties and qualifications of other established jobs at Fort Hood, TX

Classification or Shift Vacancies will be filled by the senior qualified employee(s), as determined in the Contract and the Company. They will be notified within twenty-four (24) hours of the close of bidding. If no employee(s) bids on the opening, the least senior employee(s) in the classification will be assigned. If an employee bids on a job classification and is awarded the position, and then subsequently refuses the position as offered, then the employee will not be eligible to bid on any other future job bid or classification for a period of twelve (12) months.

Employees prevented from bidding for jobs by reason of vacation, sickness or accident can be notified by the shop steward of postings.

The successful bidder will be given ten (10) working days to successfully perform the operation. In the event an employee cannot demonstrate aptitude to perform a newly assigned job within ten (10) working days, he/she will be returned to the former classification, and if a job in the former classification is no longer available, to a comparable job. Once technical proficiency has been demonstrated to the satisfaction of the Company Terminal Manager, transfers, or promotions, connected with this reclassification, become effective retroactive to the date the employee originally assumed these responsibilities. When necessary, seniority bumping rules will be followed.

The Job descriptions/classifications shall be those contained in the Service Contract Act Directory of Occupations at the time this Agreement becomes effective. Job descriptions/classifications are not meant to encompass all assigned work. Employees shall perform all duties as assigned, to satisfy the operational requirements of the contract as long as they are qualified.

Section 16.7 The Company and the Union agree that there shall be no discrimination by the Company or the Union against employees because ofrace, color, creed, religion, national origin, sex, protected status, age, union affiliation, veteran status, marital stah1s, or because of a disability.

ARTICLE 17 - MERGER OF PRIOR AGREEMENTS AND

AMENDMENT

Section 17.1 This Agreement contains the sole and entire agreement and understanding of the Company and the Union with respect to the entire subject matter hereof, all prior discussions, negotiations, commitments, and undertakings being merged herein. During the negotiations which resulted in this Agreement, both the Company and the Union had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and the understandings and agreements arrived at by the parties hereto after the exercise of that right and opportunity are set forth in this Agreement The Company and the Union, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter, whether or not such subject or matter is specifically referred to or covered in this Agreement.

Section 17.2 This Agreement may not be modified or terminated orally, and no modification, termination, or waiver shall be valid unless in writing and signed by the party against whom the same is sought to be enforced.

ARTICLE 18 - DRUG AND ALCOHOL POLICY

Section 18.1 It is the intent of the Company and the Union to maintain a drug and alcohol-free work envir01m1ent. As a result, employees will be subject to pre-employment as well as periodic, drug and alcohol testing. Employee testing will be done in accordance with current Department of Transportation regulations. Violation of Company's Drug and Alcohol Policy contained in the Company's Policies, as amended from time-to-time, will be grounds for termination of employment.

Section 18.2 The Company will incur the time and costs for Drug and Alcohol testing.

ARTICLE 19 - WEARING APPAREL, MILEAGE,

GOVERNMENT-FURNISHED EQUIPMENT/PROPERTY

Section 19.1 The Company will reimburse the cost for safety boots that meet Govenm1ent specifications up to a maximum of one hundred and seventy-five dollars ($175.00) aimually. Employees will provide receipts to the Company to receive reimbursement.

Section 19.2 The Company will provide an initial issue and serviceable replacements of specialized safety equipment and gear as required by state and federal safety and OSHA laws.

Section 19.3 Five (5) shirts will be provided for full-time employees and part-time employees.

Employees will wear employee provided pants. Provided uniform shirts will be replaced on an as-needed basis as determined by the Company Terminal Manager.

Section 19.4 Rain gear, Gloves, Heavy Jacket, and Head Gear will be made available for employee use during inclement weather.

Section 19.5 Terminated employees will be required to return all uniforms to the Company Terminal Manager upon termination.

Section 19.6 Employees will be required to pay the Company for all lost/destroyed uniforms that are not turned into the Company Terminal Manager upon date of termination. Employee's final paycheck will be withheld until all uniforms and company-issued property and equipment in his/her possession are returned to the Company Terminal Manager.

Section 19.7 Subject to the Company's pre-approval of use, the Company will reimburse an employee the standard government mileage rate for the use of his/her privately owned vehicle on Company business. Miles traveled will be logged on a mileage sheet and submitted each week to the Company Terminal Manager for processing and payment. The mileage sheet must be approved by the Company Terminal Manager, or his designee.

Section 19.8 An employee will be required to sign for government-furnished equipment/property (GFE/P) and may be held liable for the cost of lost or damaged GFE/P where undue negligence or carelessness is shown to be the cause of the damage/loss.

ARTICLE 20 - COMMERCIAL DRIVER'S LICENSE (CDL)

Section 20.1 To be employed in the classification of Truck Driver/System Operator, an individual must possess and maintain a Commercial Driver's Licenses (CDL), Class A, with Tanker and Hazmat endorsement.

The employee will pay for the initial CDL license to qualify for any job vacancy or initial hire.

The Company will pay for the CDL license renewal to include background checks required by the Government or issuing agency, drug testing, and CDL physical for employees.

ARTICLE 21 - SAFETY AND PRODUCTIVITY

Section 21.1 The Company will strive to maintain a safe and healthy work environment to protect employees from injury. It is the desire of both parties to this Agreement to maintain high standards of safety in the operations of the Company in order to eliminate, to the extent possible, industrial accidents and illnesses. The Company, Union, and employees will work together and cooperate in maintaining workplace safety.

Section 21.2 The Company, Union, and the employees agree to comply with all state and federal regulations, including the Occupational Safety and Health Act of 1970, as amended, regarding safe and healthy working conditions at Fort Hood.

Section 21.3 Equipment Report. An employee who deems any equipment of the Company to be unsafe will prepare a written report on a Company-furnished form and deliver it to the Company Terminal Manager for review and action, as appropriate.

Section 21.4 Employees must wear all the required safety devices and equipment as supplied by the Company in the performance of work tasks that require such devices and equipment.

Section 21.5 Employees are required to immediately report any accident or injury, major or minor, whichever may occur to management. If so directed, the employee will report immediately to designated medical personnel.

Section 21.6 The Company will designate smoking areas that comply with Navy and insurance regulations and employees may smoke only in such designated areas.

Section 21.7 Productivity and Efficiency.It is the intent of both parties to secure and sustain optimum productivity per employee, consistent with the principle of a fair day of work for a day of pay. In accordance with this important objective, it is agreed that working time is for work only. This does not mean that employees may not present grievances during working time. Employees will be given a reasonable amount of time to present their grievances, so long as the work is not interrupted.

ARTICLE 22 - LAYOFF AND RECALL

Section 22.1 The following procedures will be followed in layoff and recall situations:

(a) The Company will first terminate all probationary employees, after which the least senior regular part-time employee(s) in the classification(s) affected will be laid off.

(b) The Company will then lay off the least senior employee in the classification(s) affected.

(c) Such employees may then displace a less senior employee in any equal or lower rated classification, provided the employee is able to perform the work without loss of efficiency.

(d) If no employee is able to displace any employee as provided above, the employee will be placed on layoff status.

(e) Laid off employees will be recalled in reverse order, that is, the most senior qualified being recalled first. Employees will retain recall rights for a period of twelve (12) months.

(f) In the event of a layoff, the Company will give affected employees and the Union a forty (40) working hour notice, prior to the time the layoff is to occur provided the customer gives the Company the same. This requirement does not apply to employees who are displaced by senior employees.

ARTICLE 23 - LEGAL WAIVERS

Section 23.1 The…