Sprinklerfitters_Local_669_CBA_-_2025_-_30.pdf

Article 1: Union Recognition And Bargaining

Article 2: Hiring Of Labor

Article 3: �Jurisdiction Of Work, Subcontracting, Tools, Safety And Production

Article 4: Wages, Hours And Travel Expenses

Travel Pay

6. Additional Travel Notes

Sprinkler Unions

Article 5: Apprentices

Article 6: Residential Work

Article 7: �Union Membership, Dues And Other Deductions

Check-Off

Article 8: Union Benefit Funds A. National Automatic Sprinkler Industry (NASI)

Welfare Fund B. National Automatic Sprinkler Industry (NASI)

Pension Fund

(UAITF)

Article 9: Contract Enforcement

Article 10: Contract Reopening And Renewal

Addenda

TABLE OF CONTENTS

AGREEMENT BETWEEN

NATIONAL FIRE SPRINKLER ASSOCIATION, INC.

and

ROAD SPRINKLER FITTERS UNION NO. 669,

COLUMBIA, MARYLAND

OF THE UNITED ASSOCIATION OF JOURNEYMEN AND

APPRENTICES OF THE PLUMBING AND PIPE FITTING INDUSTRY

OF THE UNITED STATES AND CANADA

ARTICLE 1—UNION RECOGNITION AND BARGAINING

A. INTRODUCTION

THIS AGREEMENT is made this 1st day of April 2025 (and constituting revision of the origi-nal Agreement of April 6, 1915, and revisions and renewals thereof) between National Fire Sprin-kler Association, Inc. (hereinafter “NFSA”) and Road Sprinkler Fitters Local Union 669 (hereinaf-ter the “Union”).

B. GOOD FAITH

This Agreement is entered into in good faith, and the subscribers declare their entire willing-ness to fulfill all requirements contained herein, their acts being done with the full knowledge, consent and authority of the Employer and the Union. It is hoped and believed that this Agree-ment will tend to remove the causes for industrial strife and bring about a better understanding between the Employer and the Union.

C. NATIONAL FIRE SPRINKLER ASSOCIATION

The National Fire Sprinkler Association, Inc., a body incorporated under authority from its members pursuant to its By-Laws, has negotiated and signed this Agreement for and on behalf of contractors that have given NFSA written authority to negotiate this Agreement, each of whom is the “Employer” Party to this contract. A list of the contractors authorizing NFSA to negotiate and execute this Agreement, and on whose behalf, it is negotiated and executed is attached hereto and made part hereof.

NFSA is not responsible for the actions of individual contractors relative to the application of and compliance with this Agreement. NFSA has the exclusive right to appoint employer representatives to all joint committees or trust boards that are in existence and/or come about as a result of the terms this Agreement. NFSA may, at its option and with the contractor’s ap-proval, participate in any grievance involving a contractor who has authorized NFSA to nego-tiate this Agreement.

Any Employer bound by the terms of this Agreement by virtue of the authority described above agrees that, if the contractor withdraws its membership from NFSA or its membership is terminated for any reason, the contractor shall be bound by all the terms and conditions of the Agreement for the balance of the term of this Agreement. NFSA agrees to notify the Union when any contractor member withdraws or is terminated from NFSA within twenty (20) days of such action. NFSA shall also notify the Union of any new member joining NFSA within a period of twenty (20) days from receipt of application, subject to subsequent Board of Directors approval, and shall furnish the Union with a copy of the signed agreement whereby the Company autho-rizes NFSA to represent it in Collective Bargaining.

The Union shall submit to NFSA within thirty (30) days of the signing of this Agreement a copy of separate agreements signed with employers who are not NFSA members or are not party to this Agreement and shall advise NFSA in writing within ten (10) days of any new employers with whom the Union has signed a separate agreement. The Union shall promptly provide NFSA with copies of correspondence with employers represented by NFSA.

D. � UNION RECOGNITION

NFSA, for and on behalf of its contractor members that have given written authorization, and all other employing contractors becoming signatory hereto recognize the Union as the sole and exclusive bargaining representative for all Journeymen Sprinkler Fitters and Apprentices in the employ of said Employers, who are engaged in all work as set forth in Article 3 with respect to wages, hours and other conditions of employment pursuant to Section 9(a) of the National La-bor Relations Act.

The Union also recognizes NFSA as the Collective Bargaining Agency for contractors who have given written authorization and for those contractors who become signatory to this Agreement.

This Agreement shall be binding upon the parties hereto, their successors, administrators, executors and assigns. It is understood that the parties hereto shall not use any sale, transfer, lease, assignment, receivership, or bankruptcy to evade the terms of this Agreement.

E. � EXTRA CONTRACT AGREEMENTS

The Employer and the Union shall not enter into any Agreement with bargaining unit employ-ees individually or collectively, which conflicts with this Agreement.

F. � STANDING COMMITTEE

The parties to this Agreement hereby create a Mutual Cooperation Committee to meet twice per year in conjunction with NASI trustee meetings or as the need arises to discuss problems that are of mutual concern to the NFSA and Local Union 669.

This Committee shall evaluate the effectiveness of this Agreement in reclaiming the market for signatory contractors and their employees. If market share continues to decline, the parties to this Agreement shall discuss possible ways and means to further prevent continued loss of market.

All employers in a given area shall provide timely information to the respective State and Federal agencies as requested by the Union and/or NFSA, to establish and maintain area stan-dards for public work projects.

ARTICLE 2—HIRING OF LABOR

A. � HIRING OF EMPLOYEES

Should the Employer fail to secure unemployed 669 Sprinkler Fitter Journeymen and Appren-tices from any source available to him, he shall contact the Union requesting a referral of qualified unemployed Sprinkler Fitter Journeymen or Apprentices residing within one hundred (100) miles of the job site. The Union shall be given seventy-two (72) hours from time of notification to refer qualified unemployed Sprinkler Fitter Journeymen or Apprentices to perform the work involved.

If the Union fails for any reason to refer unemployed qualified Sprinkler Fitter Journeymen or Apprentices within seventy-two (72) hours, the Employer may hire new Apprentices in accordance with the ratios established in this Agreement and subject to applicable selection procedures.

The Employer may accept or reject for just cause any job applicant and may solicit from among applicants those who, in his estimation, are the best qualified.

Journeymen Sprinkler Fitters may solicit their own jobs.

Nothing herein shall prevent the transfer of an employee between jobs.

The parties recognize the legitimate interest of preserving and maintaining employment in the area in which work is being performed. Local employees shall therefore be the last laid off when the Employer lays off on a job.

B. � PROCEDURES FOR LAYOFF AND DISCHARGE

When an employee is laid off, he shall be provided a layoff slip and be paid in full at the time his services are discontinued. All related pay information shall be made available for at least 30 days after separation of employment.

An Employer may “discharge” an employee for just cause only, and the employee shall be given written notice of the reason within two (2) days.

If a Journeyman Sprinkler Fitter or Apprentice is discharged, he shall be paid in full within forty-eight (48) hours of the time his services are discontinued, either in person, direct deposit, or by certified mail, with return receipt requested, to the address on record. The pay period for any Sprinkler Fitter or Apprentice who quits shall be his regular pay period.

C. � NONDISCRIMINATION

There shall be no discrimination with regard to a protected class as defined by the Federal

Government, by either the Union or the Employer relative to employment or conditions of em-ployment. Contractors bound by the terms of this Agreement are likewise bound by any Affirma-tive Action Plans negotiated with governmental agencies by NFSA and Local Union 669. When used in this Agreement, the masculine pronoun is understood to refer to both genders.

D. � TERRITORIAL SCOPE OF AGREEMENT

This Agreement applies to the United States and Off-Shore Drilling operations, except in the territory established as of April 1, 2021, covered by the local agreements in Boston-550, Chica-go-281, Cleveland-120, Detroit-704, Kansas City-314, Los Angeles-709, Milwaukee-183, Minne-apolis-St. Paul-417, Newark-696, New York-638, Philadelphia-692, Pittsburgh-542, St. Lou-is-268, San Francisco-483, Seattle-699, and the state of Florida-821. Contractors signatory to this Agreement shall, when performing work within any other Sprinkler Fitters Local Union’s ju-risdiction, adhere to and be bound by the Collective Bargaining Agreement negotiated by NFSA with these other Sprinkler Fitters Local Unions.

ARTICLE 3—JURISDICTION OF WORK, SUBCONTRACTING,

TOOLS, SAFETY AND PRODUCTION

A. � JURISDICTION OF WORK

The work of the Sprinkler Fitter and/or Apprentice shall consist of the installation, dismantling, maintenance, repairs, adjustments, and corrections of all fire protection and fire control systems.

This includes the unloading, handling by hand, power equipment and installation of all piping or tubing, appurtenances and equipment pertaining thereto, including both over-head and under-ground water mains, fire hydrants and hydrant mains, standpipes, and hose connections to sprinkler systems, sprinkler tank heaters, air lines and thermal systems used in connection with sprinkler and alarm systems and all tanks and pumps connected thereto. Also included shall be CO2 and Cardox Systems, Dry Chemical Systems, Foam Systems and all other fire protection systems, but excluding steam fire protection systems.

Work of the nature described above that is generated by the inspection or testing of a fire protection system, but not the inspection or testing itself, is covered by this Agreement.

All applicable points of the 50 Articles of Jurisdiction in the United Association shall be incor-porated by reference herein at Addendum A. The Articles of Jurisdiction do not expand the Em-ployer or the Union’s rights under this Article.

B. � SUBCONTRACTING

Any Employer party to this Agreement may subcontract the work as outlined in the paragraph above, provided he subcontracts to a contractor that has a Collective Bargaining Agreement with Local Union 669.

C. � TOOLS

All tools will be furnished by the Employers.

Employer will provide to the employee their initial set of tools. After the contractor’s initial pur-chase, the replacement of the following small tools shall be the responsibility of the employee:

3/4" x 12" chisel

Small tools will be provided by the employer and should be in good working condition, not necessarily new, with a lifetime guarantee. The standard is American made and lifetime guaran-tee except pipe wrenches which shall be “Ridgid.”

Employees shall sign a “Tool Sign-Off Sheet” indicating the employee has received the small tools and understands this article. A copy of this sheet will be kept by the employee and the em-ployer and a copy will be forwarded to the local Business Agent.

Employees are authorized to transport the tools listed above in a five (5) gallon bucket be-tween job sites. Tools should be kept in the employees’ possession. If an employee reports to work without the above small tools, the employee can be denied work with no show up pay.

All expendable parts of tools shall be replaced at the contractor’s expense, i.e. hack saw blades, knife blades, jaws, heels, batteries, etc.

Small Tools may have employees’ initials engraved or stamped on the tools for identification.

The contractors shall supply the above tools within thirty (30) days of the employee’s hire.

Probationary apprentices who are cancelled from the JATC shall return the tools in serviceable condition to the employer.

If the above small tools are stored in a gang box, job box, company trailer or vehicle in the contractor’s custody and theft occurs, the employee shall not be held responsible, and said tools shall be replaced by the company.

Employees shall not be required to install any application on their personal electronic devic-

es. Any application mandated by the Employer shall be installed on an electronic device provid-ed by the Employer unless the employee agrees to such an application on their personal device.

All Personal Protection Equipment (PPE) shall be supplied by the company.

Where an employee is required to travel by air or train to the job site, the Employer shall pay for the cost of the transport or shipment of tools.

Except for the small tools listed in this article, employees shall only be allowed to carry tools, materials and equipment in company owned vehicles.

The Employer may adopt and enforce reasonable written rules with respect to the retention and care of tools, so long as a copy of said rules is provided to the Union and said rules are en-forced on a nondiscriminatory basis. The Employer may require that all tools, which are lost or unaccounted for, must be replaced by the employee. The employee shall abide by reasonable Employer rules providing for the care of such tools and equipment.

D. � JOB SAFETY

The Employer and employees hereby agree to comply with all applicable Federal, State, and

Municipal Safety and Health Laws and Regulations, as well as the requirements of the “Author-ity Having Jurisdiction” on all jobs.

The Employer shall be responsible for determining and advising employees of hazardous shop or job site conditions e.g. radiation, asbestos, toxins, carcinogens, etc.

The Employer shall be responsible for maintaining the safe condition of all tools and equip-ment utilized by the employees.

Normally there shall be at least two (2) men on each job. One (1) man on a job shall be al-lowed only in those situations where conditions safely allow one (1) man to work alone e.g., day work, emergency work and trim work where buildings are occupied and the employee is not exposed to excessive height or weight conditions. It is mutually agreed that one (1) man jobs have been performed in the past under safe conditions. Provided safe conditions exist, it is rea-sonable and proper to assign one (1) man to a job.

The Employer shall furnish at no cost to the employee all safety equipment as required by applicable Federal, State and Municipal Safety and Health Laws and Regulations, as well as all equipment required by the “Authority Having Jurisdiction” on all jobs.

No employee shall be required to work in any area where Epoxy Resins are being applied by other crafts, nor in areas where airborne health hazards (as defined by OSHA) are present with-out being provided prop er and authorized safety equipment.

All apprentices covered by this agreement shall obtain Occupational Safety and Health Ad-ministration (OSHA) 30 certification as part of their ongoing apprenticeship training. OSHA An-nual Training and OSHA 30 Certification should be completed by employees covered by this agreement on their own time.

RADIATION EXPOSURE: The Employer agrees to be bound by the rules and regulations established by the “Authority Having Jurisdiction” for safety on nuclear projects.

Exposure to radiation shall be kept as low as possible.

Any employee who receives his maximum radiation exposure limits prior to the end of any regular work week (Monday through Friday) will be transferred to other suitable work without loss of pay, or he shall be paid wages and fringe benefits for the week as if he had worked a full week.

E. � BACKGROUND CHECKS

The employer may have a background check policy to provide for reviewing and verifying the background and other information of applicants prior to employment. Current employees may be subjected to a background check when probable cause exists or where it is a requirement of the job site, property owner, or General Contractor. This policy for current employees shall be pro-vided to Local 669 for review prior to implementation.

F. � DRUG AND ALCOHOL USE

NFSA and Local Union 669 agree to comply with the US Department of Health and Human

Services (DHHS) Guidelines. Federal Register, governing regulations for drug testing, proce-dures, limits, documentation, reports and records. Any discrepancies between the DHHS Guide-lines referenced herein and the Program described below shall be resolved by the terms of the DHHS Guidelines.

NFSA and Local 669 acknowledge that the use of alcohol and illicit drugs is detrimental to employees’ health and safety and that employees suffering from an alcohol or drug related prob-lem should be afforded the opportunity to remedy their health problem. Therefore, the parties agree as follows:

1. �An employee shall not report for work in a condition unfit for work due to the use of alcohol, drugs, or illegal substances. Being in a condition unfit for work because of the effects of drugs, alcohol or illegal substances that impair work performance while at the job site is cause for disciplinary action up to and including discharge. Employees must meet their re-sponsibility to be fit for duty, ensuring a zero-tolerance policy for substance use is strictly met.

2. � Acceptable Means of Drug Testing. The following are the acceptable means of drug test-ing. If the General Contractor or Owner requires drug or alcohol testing other than that provided herein, the Employer shall immediately notify the Union in writing.

a. �If an Employer has “Reasonable Suspicion” to suspect that an employee is unfit for work as described above, the Employer may require the employee to submit to a de-tection test as outlined in Paragraph 3 through Paragraph 5 to determine whether the employee is in violation of Paragraph 1. “Reasonable Suspicion” means objective be-lief based on direct observation by a supervisor or management representative, job foreman, or other employee such that it can be described with particularity, i.e., specif-ic facts. All such facts must be immediately reduced to writing by the supervisor, man-agement official, job foreman, or other employee and provided to the employee and the Union. If a supervisor or management official is not “on site” to observe an employee whose performance is impaired, the job foreman or other employee shall contact the Employer by telephone immediately after the written documentation is completed.

� “On site” means the location of the job at which the employee is suspected of being unfit for work.

� Any employee operating a company motor vehicle that is involved in a motor vehicle accident during working hours or at any time if such vehicle is owned or leased by the Employer, or in a work-related injury that requires medical attention, may also be re-quired to submit to testing for drugs, alcohol, or both at the discretion of the Employer.

b. � Any contractor may institute an unscheduled drug or alcohol testing program, provid-ed that it shall be at the contractor’s cost and the following conditions are adhered to:

� Drug or alcohol testing shall be applicable to all employer non-bargaining unit employ-ees, including company executives and officers.

� All name selection shall be done by computer program name generation and all test-ing shall be done by a certified collection and testing facility.

receive an amount equal to two (2) hours wages when the applicant is subjected to pre-employment drug testing, provided the applicant does not test positive. It is under-stood that such payment shall not confer status as an employee on such applicant, unless the contractor actually puts such applicant to work on his payroll.

d. � An employee who leaves the company for a duration of longer than thirty (30) days may be retested.

3. � The procedure for detection of alcohol-related impairment shall be the same as used by the State where the worksite is located and presumptive impairment shall be determined by using the State established level for a finding of driving a vehicle while impaired or intoxicated.

4. �The testing for drug related impairment shall be conducted by a laboratory certified to perform such tests by the DHHS or any other laboratory designated by agreement of the parties. The collection of the samples shall conform to the current DHHS procedures. The testing will be a sample of the employee’s saliva or urine (in accordance with state law and where allowable), at the employee’s discretion whether to use saliva or urine testing (except urine testing must be used if saliva testing is unavailable in a laboratory within fifty (50) miles of the site of the incident that led to the test) and shall test for the drugs listed in the SAMHSA-5 drug panel (also known as the “NIDA 5”) (Cannibinoids, Cocaine, Amphetamines, Opiates and Phencyclidine), with the understanding that testing related to Cannibinoids shall comply with all applicable Federal, State. District of Columbia, and local laws. Initial and confirmatory test cutoffs shall be according to SAMHSA guidelines.

5. �After a confirmed positive test pursuant to this Article, the employee shall have the right to have the B sample submitted to a third-party laboratory of his/her choosing for confir-mation, provided that said laboratory complies with current DHHS procedures. Said por-tion shall be clearly identified and sealed, and chain of custody shall be documented. The Employer shall also provide the employee and Union representative with a listing of three

(3) laboratories which comply with the DHHS guidelines cited above. In the event the

District Business Agent is not available to be “on site” within two (2) hours, the Union shall designate a temporary, alternate Union representative. The employee shall have the right to independent analysis at these approved Laboratories. Any report on the contents of the sample must contain a signed attestation that the seal was intact upon submission to the certified collection and testing facility. Under no circumstances shall the employee be entrusted with the possession or transport of his/her sample.

6. � Possession or sale of illegal substances at the worksite shall constitute independent grounds for discharge without regard to “reasonable suspicion” of unfitness for work or adverse effect upon work performance.

7. � All records pertaining to investigation and assessment of an employee shall be main-tained in the Employer’s possession in accordance with all laws.

8. � The only permissible testing by the Employer shall be that set forth in Paragraph 2 through Paragraph 5 and to comply with the requirements of the general contractor, owner, or law.

There shall be no random testing, no use of electronic detection devices, use of search dogs, searches of persons or vehicles or other practices not specifically mentioned in this Article. At the option of the employee or the Union, any employee tested through proce-dures materially different than those set forth above shall have the right, at the Employer’s cost, to be tested pursuant to procedures set forth in Paragraph 2 through Paragraph 5 and no discipline may be imposed until unfitness for work is established pursuant to Para-graph 2 through Paragraph 5.

9. � This Article shall not bar any subsequent modifications of the standards and tests promul-gated by the Joint Apprenticeship Training Committee (JATC) nor testing of applicants for the Joint Apprenticeship Program pursuant to procedures adopted by the JATC.

10. � The following employee rights shall be provided:

a. �Before requesting an employee undergo drug or alcohol testing, the employer shall provide the employee with a form on which to acknowledge that the employee has seen the drug and alcohol testing policy.

b. �If an employee tests positive for drug or alcohol use, the employee shall be given written notice of the right to explain the positive test with a Medical Review Officer (MRO) and indicate any over-the-counter or prescription medication that the employ-ee is currently taking or has recently taken and any other information relevant to the reliability of, or explanation for, a positive test.

c. �Within three (3) days after notice of a positive initial drug or alcohol test result the employee may submit information to the employer, in addition to any information al-ready submitted under paragraph (B), to explain the result.

d. �An employee who tests positive will have four (4) working days following the date on which the employee is notified of the test result to advise the employer, in writing of the employee’s desire to request a retest of the previously collected B sample at the employee’s expense and in accordance with paragraph 5 of this Section, unless a retest is negative in which case it shall be at the employer’s expense.

e. � Employees may grieve actions for discipline under this Agreement.

G. � PRODUCTION OF LABOR

There shall be no limitation of the amount of work to be performed, except as required by

Article 3(D).

No Sprinkler Fitter Journeyman or Apprentice working for an Employer shall work overtime at sprinkler work for another Employer during any twenty-four (24) hour calendar day period.

There shall be no restriction or limitation as to the use of machinery and tools, the method or manner in which work shall be done, or the use of material, except as required by Article 3.

Addendum B, the U.A. Standard for Excellence and the U.A Standard for Safety, is incorpo-rated by reference herein.

H. � MATERIALS, EQUIPMENT AND FABRICATION

The Union shall accept all materials and equipment as delivered by or for the Employer and the unloading, handling, stockpiling and installing of such material and equipment shall be per-formed by employees covered by this Collective Bargaining Agreement.

The assembling and fabrication of welded pipe formations, when performed on the job site, shall be done by Journeymen and/or Apprentices receiving the rates in this Agreement. The welding provisions also apply to CO-2 and fire extinguisher systems.

Where Journeymen or Apprentices are required to take welding tests for certification they shall, before starting the test, be placed on the payroll of the Employer, and shall be paid in ac-cordance with the wage schedule and travel article contained in this Agreement. All tools and safety equipment required for the test shall be furnished by the Employer.

All brazing and soldering of copper pipe done in the Sprinkler Industry shall be fabricated and assembled by Journeymen and/or Apprentices on the job site.

I. � MAKING ON FITTINGS

It is understood and agreed that the Employer shall have the right to make-on only three (3) screwed fittings on threaded pipe, permanently tight in the factory for shipment, to any job within the territory of the Local Union and that the employees covered by this Agreement shall install this material without objection or interruption. The foregoing shall not apply to spool pieces, feed main nipples and risers, and pipe fittings that must be hot dipped.

The preparation of pipe for mechanical fittings and the attachment of three (3) mechanical fittings to one (1) piece of pipe may be performed in the factory. The attachment of additional mechanical fittings to said pipe shall be performed in the field by employees covered by this Agreement.

ARTICLE 4—WAGES, HOURS AND TRAVEL EXPENSES

A. � WAGES

It is agreed that the hourly wage rate for Sprinkler Fitters shall apply to jobs in the states for the first three years of the Agreement. The wage rates for the various states/districts are out-lined in the applicable chart in Addendum D. It is further agreed that, for work performed by Local 669 contractors at the Tennessee Valley Authority (“TVA”), the effective date for contractu-al wage increases under this Article of the National Agreement shall be March 31 rather than April 1 of each year.

Wage Reopener: Wages for years four and five of this Agreement shall be subject to wage reopener negotiations to be held for both years during January through March 2028. Specifical-ly, the Union will provide a sixty (60)-day Section 8(d) (Form F-7) notice to the Federal Mediation and Conciliation Service no later than January 15, 2028, to negotiate wage increases to be ef-fective on April 1, 2028 and April 1, 2029, respectively. Thereafter, the parties will meet and negotiate in good faith regarding wage increases only. In the event no agreement is reached, the Union and those employees it represents will be able to strike after 11:59 p.m. on March 31, 2028 over the issue of wages only.

The Union may, at its discretion, reallocate moneys due between wages and Sprinkler Indus-try Supplemental (SIS) Pension Fund contributions, once every calendar year, with thirty (30) days prior written notice to the NFSA and signatory contractors, with action taking place by April 1 of each year, provided that the sum of the total contribution to wages and the SIS Fund re-mains the same.

No reduction in the wages provided for in this Agreement will be made without a secret ballot ratification vote in favor of the reduction by the affected bargaining unit employees.

The total economic package shall be defined as Wages, Health and Welfare Fund, including RESA, Pension Fund, Education Fund and SIS Fund.

The hourly contribution rates and effective dates to the following funds will be in accordance with the applicable chart in Addendum F.

EDUCATION FUND

NASI HEALTH & WELFARE FUND

PENSION FUND

RETIREMENT EMPLOYEE SUBSIDY ACCOUNT (RESA) FUND

SPRINKLER INDUSTRY SUPPLEMENTAL (SIS) PENSION FUND

UNITED ASSOCIATION INTERNATIONAL TRAINING FUND (UAITF)

Where Wage and SIS or Benefit increases are calculated by percentage and/or reallocation, employers shall be given thirty (30) days prior written notice of the allocation.

B. � PAYMENT OF WAGES

Wages shall be paid on or before the end of the employee’s workday each Friday, including all wages due up to and including the previous Friday.

Employers who utilize electronic transfers for their employees will make deposits to the em-ployee accounts on the designated pay day. Appropriate documentation shall be transmitted to the employee at the same time showing the Employee’s name, and address, pay period cov-ered, regular and overtime wages, all deductions and the amount of contributions made on be-half of the employee to fringe benefit funds. Employees who elect not to receive pay by electron-ic transfer will receive this information by check stub accompanying their paycheck.

The pay period for any Sprinkler Fitter or Apprentice who quits shall be his regular pay period.

A returned check shall be considered nonpayment of wages.

An employee who doesn’t receive his paycheck at the time set forth in this Article shall be entitled to eight (8) hours pay. The employee has the responsibility to notify the Employer con-cerning the late paycheck and, subsequent to notification, the employee shall receive eight (8) hours pay for each twenty-four (24) hour period until he receives his paycheck. Notification may also be given to the Employer by the Union.

An employee who notifies both his Employer and the Union in writing that he wishes his pay-check to be mailed to his home address shall not be entitled to any penalty payments for late checks due to the post office services, provided the check was mailed in sufficient time to arrive within the time limits of this Article.

Any employee injured on the job to the extent of requiring medical care, in which a doctor determines that the injury prevents the employee from returning to work, shall be paid a full day’s wage for the day of the injury.

Contractors may pay wages by electronic transfer of funds.

C. � HOURS OF WORK, SHIFTS AND OVERTIME

1. � HOURS OF WORK

The standard workday and week shall be eight (8) consecutive hours of work between 6:00 a.m. and 6:00 p.m., excluding the lunch period, Monday through Friday or shall conform to the practice on the job site. With prior written notice to the Union, four (4) days at ten (10) hours a day may be worked at straight time in states where it is legal Monday through Friday and need not be consecutive. Any employee working a properly established 4-10 schedule who fails to report on a scheduled workday may only receive overtime if he works over forty (40) hours during that workweek. Any hours worked outside of the standard workday and week shall be considered overtime hours, unless otherwise specifically agreed to by the Union.

2. � SHIFTS

Shift work may be performed at the Employer’s option. Shift work may only be performed on the same job site and must continue for five (5) consecutive workdays. Eight (8) hours of work constitutes a shift. The hourly rate for the second and third shifts shall be fifteen percent (15%) above the basic hourly rate. There shall be at least two (2) men on each shift. It shall not be re-quired to work a day shift to work a second and/or third shift under this paragraph.

3. � OVERTIME

All overtime, except for Sundays and Holidays shall be at the rate of time and a half. Over-time worked on Sundays and Holidays shall be at double time. The following days shall be considered Holidays: New Year’s Day, Memorial Day, July 4th, Labor Day, Thanksgiving Day and Christmas Day. The employee may take off Friday following Thanksgiving Day, but the employee shall notify a Foreman, General Foreman, Master Foreman or Superintendent on the Wednesday preceding Thanksgiving Day. When one of the above holidays falls on Sunday, the following Monday shall be considered a holiday, and all work performed on either day shall be at the double time rate.

When one of the above holidays fall on Saturday, the preceding Friday shall be considered a holiday, and all work performed on either day shall be at the double time rate.

If the day on which these holidays are celebrated is changed by Federal or State law, the newly established day shall be considered the holiday.

COMPUTATION OF OVERTIME: When an Employee’s wage rate is adjusted to include a shift or off hours’ differential for premium work, overtime shall be calculated based on their in-creased rate.

4. � SHOW UP TIME

Any employee, after being hired or reporting for work at the regular time, for whom no work is provided shall receive four (4) hours pay at the prevailing wage unless he has been notified before leaving home not to report. Any employee, after working in the morning and having start-ed work after the lunch period, shall receive four (4) hours pay at the prevailing wage for the afternoon. An exception shall be made when weather or strike conditions make it impossible to put such an employee to work, or any such stoppage of work is occasioned thereby, or any em-ployee leaves his work of his own accord.

5. � TIME OFF FOR UNION ACTIVITIES

The Employer agrees to grant the necessary time off, without discrimination and without pay, to any employee designated by the Union to attend a labor convention or serve on official Union business, provided seventy-two (72) hours written notice is given to the Employer by the Union specifying length of time off. The Union shall give due consideration to the number of men affect-ed so that there is no disruption of the Employer’s operation due to lack of available employees.

6. � OFF HOURS

On all buildings that are occupied and the hours are not under the control of the contractor, and the hours do not fall into the category of the regular work day, the contractor may bid the “Off Hours” at straight time plus fifteen percent (15%). This paragraph shall not apply to new con-struction or emergency work.

Prior to the initiation of the “Off Hours” provision, the building owner (or owner’s representative) shall provide written confirmation of the owner’s necessity that work in the above paragraph be done during the “Off Hours” period. The Union will be given five (5) days to verify the conditions.

D. � JOB FOREMEN

The Employer shall select and appoint Foremen, General Foremen and Master Foremen from Local Union 669 bargaining unit employees.

There shall be a Foreman on each job, a General Foreman on each job with Fifteen (15) to

Twenty-Five (25) employees, and a Master Foreman on each job with over Twenty-Five (25) em-ployees, and the Employer may select from his Journeyman employees whomever he wishes to be Foreman, General Foreman, and Master Foreman from the Local Union 669 bargaining unit.

Effective April 1, 2025, the rate of wage for the Master Foreman shall be Seven Dollars and Seventy-Five Cents ($7.75) per hour above the Journeyman’s rate; and shall increase to Eight Dollars ($8.00) per hour above the Journeyman’s rate effective April 1, 2026; and shall increase to Eight Dollars and Twenty-Five Cents ($8.25) per hour above the Journeyman’s rate effective April 1, 2027; and shall increase to Eight Dollars and Fifty Cents ($8.50) per hour above Jour-neyman’s rate effective April 1, 2028.

Effective April 1, 2025, the rate of wage for the General Foreman shall be Five Dollars and Fifty Cents ($5.50) per hour above the Journeyman’s rate; shall increase to Five Dollars and Seventy-Five Cents ($5.75) per hour above the Journeyman’s rate effective April 1, 2026; and shall increase to Six Dollars ($6.00) per hour above the Journeyman’s rate effective April 1, 2027; and shall increase to Six Dollars and Twenty-Five Cents ($6.25) per hour above the Jour-neyman’s rate effective April 1, 2028.

Effective April 1, 2025, the rate of wage for Foremen shall be Three Dollars and Twenty-Five Cents ($3.25) per hour above the Journeyman’s rate; shall increase to Three Dollars and Fifty Cents ($3.50) per hour above the Journeyman’s rate effective April 1, 2026; and shall increase to Three Dollars and Seventy-Five Cents ($3.75) per hour above the Journeyman’s rate effective April 1, 2027; and shall increase to Four Dollars ($4.00) per hour above the Journeyman’s rate effective April 1, 2028.

All overtime for Foreman, General Foreman or Master Foreman shall be calculated based on their Foreman, General Foreman, or Master Foreman rate.

E. � TRAVEL EXPENSES

shall be paid in accordance with the Travel Pay Chart in Addendum H.

eighty (80) miles from his residence, he shall be paid in accordance with the Travel Pay Chart in Addendum H.

one hundred (100) miles from his residence, he shall be paid in accordance with the Trav-el Pay Chart in Addendum H.

residence, the following shall apply:

a. � The employee shall be paid subsistence in accordance with the Travel Pay Chart in

Addendum H.

b. � The employee shall be paid at the IRS Standard Mileage Rate going to the job for the first time, together with travel time at the rate of one quarter (1/4) hour travel time for each fifteen (15) miles traveled, not to exceed eight (8) hours per day in any twen-ty-four (24) hour period.

c. �When the employee’s job in excess of one hundred (100) miles is completed or the employee is transferred by his Employer to another job, the employee shall be paid at the IRS Standard Mileage Rate to the point at which the employee entered the Em-ployer’s service or the next contract, together with travel time at the rate of one quarter (1/4) hour for each fifteen (15) miles traveled, not to exceed eight (8) hours per day in any twenty-four (24) hour period.

employed”. The Employer may then request that the Union refer unemployed Jour-neymen or Apprentices who reside outside the designated area. The Union will, at the Employer’s request, refer unemployed Journeymen and Apprentices from an unem-ployment list maintained for this purpose, to the extent available and within five (5) working days of its receipt of the Employer’s request.

b. � Journeymen and Apprentices residing outside the area where the job site is located will be referred from the nearest Local 669 District and according to the length of time on the unemployment list, referred to above, pursuant to the Union’s nondiscriminato-ry referral procedures established for this purpose.

them.

d. � Journeymen and Apprentices referred to the Employer pursuant to this procedure shall be paid the “Over 100 miles” subsistence rate on the Travel Pay Chart in Adden-dum H. There shall be no travel pay or mileage under this Article for travel from and to the employee’s residence outside the “fully employed” area.

e. � For travel from job to job within the “fully employed” area when the employee is re-quired to travel more than forty (40) miles, he shall be paid the Standard IRS Mileage Rate per mile between jobs and travel time at the rate of one-quarter (1/4) hour for each fifteen (15) miles traveled, not to exceed eight (8) hours pay in any twenty-four

(24) hour period. Mileage shall be computed between jobs within the “fully employed” area, rather than from the employee’s residence.

be required to pay for travel expenses under this Article, but he shall pay travel time and subsistence, if over one hundred (100) miles, under this Article. No subsistence shall be paid if the Employer furnishes daily transportation and the employee chooses to travel back and forth from his home. “Suitable transportation” means vehicles in conformity with Federal Motor Vehicle Safety Standards & Regulations.

b. �If the employee leaves his work before it is completed and without the Employer’s consent, traveling shall be at the employee’s own time and expense.

c. � Residence shall be solely determined by the employee, and the employee shall file this in writing with the Employer and the Union.

d. � For the purpose of contributions to all Funds set forth in this Agreement, travel hours paid for shall be considered hours worked.

e. � All travel hours outside of the regular established working hours shall be at time and one half (except for Sundays and Holidays which shall be at double time) in accor-dance with Article 4, Section C.

f. � Nothing herein contained shall be considered as inconsistent with the Federal Wage and Hour Laws.

g. � For purposes of this Article, all miles traveled by an employee shall be determined by reference to maps.google.com. If the actual point of residence or job is not designat-ed, miles traveled shall be the mileage between the points closest to the actual point of residence or job designated in maps.google.com.

h. � Subsistence, in accordance with Paragraphs E.4(a) and E.6(d) above, shall be paid if an employee is prohibited from working because of weather conditions.

i. � An employee shall receive fifty percent (50%) of the travel payment set forth in Article 4, Sections E.2. (60 to 80 miles) and E.3. (80 to 100 miles), if applicable, when the employee is entitled to a payment as provided in Article 4, Section C.4. above.

j. � Air Travel. The decision on whether travel should be by air shall be a joint decision between the Employer and employee. If a decision is made to travel by air, the Em-ployer must purchase airline tickets for the employee in advance of travel. Employees may be required to pay for incidental expenses such as taxi, ride sharing, and parking.

However, such expenditures must be reimbursed to the employee within fifteen (15) days following the employee providing receipts to the home office in a timely manner.

The employee shall be entitled to eight (8) hours’ travel pay at the rate applicable to the State/District in which the employee’s residence is situated. The employee shall only be entitled to an airline ticket, reimbursement of expenses, and travel pay under this section for the initial trip made to the job and for the employee’s final trip home or transfer by the Employer to another job.

k. � If an employee is required to work a six-day workweek over two hundred and fifty

(250) miles from his residence, the employee shall be paid seven (7) days’ subsis-tence. An employee who fails to report for work shall not be entitled to an additional days’ subsistence under this paragraph.

F. � ALASKA TRAVEL

The…