Technical Exhibit J1_Fort Irwin CBA.pdf
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- Solicitation number
- HT940826RE017
- Issued by
-
Defense Health Agency
About this file
This is a Collective Bargaining Agreement Addendum between SDH Services East, LLC (a Sodexo subsidiary) and Industrial, Technical, and Professional Employees Union, OPEIU Local 4873, covering food service employees at Fort Irwin under Government Contract #W81K04-21-C-0002. The addendum establishes economic terms and employee benefits effective October 1, 2025 through September 30, 2027.
For SDH Services East employees, wage rates increase annually: Cook I rises from $21.22 to $21.73 (effective 10/01/2025) and $22.25 (effective 10/01/2026); Cook II from $24.83 to $25.43 and $26.04; Stock Clerk from $22.10 to $22.63 and $23.17; Cashier and Food Service Worker from $17.75 to $18.18 and $18.61; Food Service Worker Lead from $24.83 to $25.48 and $26.04. Employees are paid weekly by check, direct deposit, or electronic money card. Overtime is paid at 1.5 times the regular rate for hours exceeding eight per day, requiring prior employer approval with no pyramiding. Health and Welfare contributions are $5.09 per hour (10/01/2025-09/30/2026) and $5.24 per hour (10/01/2026-09/30/2027) for ACA-compliant plans, with identical contributions for Family and Medical Leave Act eligible employees (maximum 12 weeks per year). Vacation accrual ranges from 0.0385 to 0.0769 hours per hour worked depending on tenure, with yearly maximums of 80, 120, or 160 hours; unused vested vacation is paid upon separation. The agreement provides 13 paid holidays, sick leave accrual at one hour per 30 hours worked (maximum 320-hour balance), pension contributions of $0.25 per straight-time hour (not exceeding 40 hours weekly) to the ITPE Pension Fund, jury duty leave up to 20 working days annually, and bereavement leave of up to three days for immediate family members after probationary period completion. Identical terms apply to subcontractor employees, with subcontractor fringe benefit obligations of $5.09-$5.24 per hour and pension contributions to the ITPEU Pension Fund at the same rate.
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Docusign Envelope ID: A4D357CA-A033-4604-8595-4D5C62BE5366
Sodexo – Medcom Ft. Irwin
Addendum
Between
SDH Services East, LLC.
a subsidiary, of Sodexo Inc.
And
Industrial, Technical, and Professional Employees Union, OPEIU Local 4873, AFL-CIO
Covering Food Service Employees At
Fort Irwin
Effective October 1, 2025
Through September 30, 2027
Government Contract #W81K04-·21-C-0002
ADDENDUM
WHEREAS, SDH Services West, LLC, a subsidiary of SODEXO, INC., and its subcontractors (hereinafter referred to as the "Company") and INDUSTRIAL, TECHNICAL
AND PROFESSIONAL EMPLOYEES UNION, OPEIU LOCAL 4873, AFL-CIO,
(hereinafter referred to as the “Union") have entered into a National Agreement effective October 1, 2022, and
WHEREAS, the Union has been duly designated by the Company's non-supervisory Food Service employees at Ft. Irwin, CA as their collective bargaining representative, and
WHEREAS, the National Agreement provides for the Company and the Union to negotiate wages and fringe benefits for each facility covered thereby and to enter into an Addendum setting forth those economic terms.
NOW, THEREFORE, it is hereby agreed as follows:
WAGES
Wages shall be paid by check, direct deposit or electronic money card, as determined by the Employer, subject to applicable law.
CBA
Classification
SCA Classification (SDX Payroll classification)
Current through 09/30/2025
Effective 10/01/2025
Effective 10/01/2026
Cook I 07041 Cook I (SCA Cook I)
$21.22 $21.73 $22.25
Cook II 07042 Cook II (SCA Cook II
$24.83 $25.43 $26.04
Stock Clerk 21150 Stock Clerk (SCA Stock Clerk)
$22.10 22.63 $23.17
Cashier 99030 Cashier (SCA Cashier)
$17.75 $18.18 $18.61
Food Service Worker
07130 Food Service Worker (SCA Food Service Worker)
$17.75 $18.18 $18.61
Food Service Worker Lead
SCA Food Service Worker - Lead
$24.83 $25.48 $26.04
The employees will be paid on a weekly basis. Should the Company decide to utilize a bi-weekly system, it will notify the employees and the Union in advance.
OVERTIME
All work performed in excess of eight (8) hours per day shall be deemed to be overtime and shall be compensated at the rate of one and one-half (1½) times the employee's regular hourly rate of pay, or in accordance with the requirements of applicable State or local law.
No overtime shall be worked without the prior approval of the Employer.
There shall be no pyramiding of overtime.
HEALTH AND WELFARE
EFFECTIVE OCTOBER 1, 2025, THROUGH SEPTEMBER 30, 2027
The Company shall provide and/or contribute to a Health and Welfare Plan (e.g., FCE plan), or a benefits vendor of the employer’s choice, for an ACA-compliant benefit plan, in the amounts specified below per hour for all straight time hours paid, including vacation, holiday, and sick leave—provided that such hours do not exceed forty (40) hours in any one week— for each and every employee covered under this agreement.
Date Amount
10/01/2025-09/30/2026 $5.09
10/01/2026-09/30/2027 $5.24
Contributions for Family or Medical Leave. The Company shall contribute the below sums per hour to a bona fide SCA compliant benefits plan on behalf of any employee who is on a family or medical leave of absence under the Federal Family and Medical Leave Act.
In order to be eligible for such contributions, an employee must have worked for the Company or its Predecessor at the Base for a total of at least twelve (12) months and for at least 1,250 hours in the twelve (12) month period of family medical leave.
10/01/2026-09/30/2027 $5.24
In no event shall contributions for family or medical leave exceed a period of twelve (12) weeks per employee per calendar year. The hours of contributions for each week of family or medical leave shall be calculated by determining the average weekly hours worked by the employee during the twelve (12) week period preceding family or medical leave, including all hours during said period of paid vacation, holiday and/or sick leave.
VACATION
CURRENT AND EFFECTIVE OCTOBER 1, 2025 THROUGH SEPTEMBER 30, 2027
Vacation shall be determined based on length of service (anniversary date) as follows and shall become vested (available to use) immediately upon the end of each pay period.
• From date of employment through 48 months of employment, employees will earn
.0385 hours of vacation per hour paid, with a yearly maximum of 80 hours.
• From 49 months of employment, through 168 months, employees will earn .0580 hours of vacation per hour paid, with a yearly maximum of 120 hours.
• From 169 months of employment, and beyond, employees will earn .0769 hours of vacation per hour paid, with a yearly maximum of 160 hours.
The total hours paid (to include hours worked and paid time off for holidays, vacation, sick leave, bereavement leave, and jury duty leave) during the employee’s previous employment year.
The term “Anniversary Date”, as used in this Agreement, shall mean the date on which an employee commences employment with the Company, or with a predecessor contractor, in each succeeding annual anniversary following 12 months of continuous service. If an employee has a break in service with the Employer, the employee’s anniversary date will be adjusted to reflect their break in service.
Example:
• Employee hired 7/1/2011 with predecessor contractor; vacation and vesting based on 7/1/2011 date
• Employee leaves Employer and is rehired 120 days later; anniversary date is adjusted by 120 days to 10/29/2011; employee will accrue and vest vacation based on this date.
The term “predecessor contractor” shall refer to a business entity which immediately preceded the Company at Camp Pendleton pursuant to a service contract requiring the providing of similar services as those provided by the Company.
Length of service includes the whole span of continuous service with the present (successor) contractor, wherever employed, and with the predecessor contractors in the performance of similar work at the same federal facility. The employee will receive vacation pay through the normal payroll cycle reflecting the time when the vacation occurs.
Vacation will begin to accrue, or accumulate, from your first day of work. Vacation leave accrues while you are actively at work, or on paid vacation, sick, or holiday leave.
At the end of each pay period, all leave accrued during the pay period transfers to your vested vacation leave balance, and is available for use.
Vacation accrual rates vary depending on your seniority date. If your vacation accrual rate increases, you will immediately begin to accrue unvested vacation leave at the new increased vacation leave accrual rate.
There shall be no carry-over for unused vacation time. You are encouraged to use your vacation leave during the year after it vests, any vacation time that you have vested (earned) and remains unused during that year shall be paid out to you after your next vesting (anniversary) date.
Carry-over of vacation leave is not permitted on government contracts due to the liability of a successor contractor if and when the contract is awarded to another contractor.
Separations Vested unused vacation will be paid upon separation of employment.
Additionally, accrued unvested vacation will be paid upon separation of employment.
The employee may take his vacation in more than one segment with the consent of the Company. The employee will be paid at the employee’s current rate of pay.
An employee will receive an extra day's vacation or be paid an extra day's pay for a paid holiday that falls within his vacation period.
Vacations will be granted to employees in order of their seniority within classification and work shift. Scheduling of vacation periods is reserved to the Company in order to assure the orderly operation of its business. Employees will apply, in writing, for vacation at least three (3) weeks prior to the date vacation is desired. The Company will approve or disapprove all vacations within one
(1) week after such a request for vacation has been made. A vacation period once assigned will not be canceled by the Company, except in cases of emergency.
HOLIDAYS
New Year's Day Washington's Birthday
Martin Luther King, Jr. Birthday Memorial Day
Juneteenth Independence Day
Labor Day Columbus Day
Thanksgiving Day Veteran's Day
Christmas Day
An employee’s amount of holiday pay shall be determined by dividing the number of hours normally scheduled in a week by the number of days normally scheduled in a week and multiplying that number by his regular rate of pay.
Any work performed on a holiday will be paid at the employee's regular rate of pay in addition to the holiday pay. If any of the named holidays fall on a non-working day, the employees shall receive pay for their average number of hours normally worked in lieu of observance, as calculated above.
In the event that one of the holidays shall occur during the employee's vacation, the employee will receive an additional day of paid vacation, unless the employee and the Company agree that he may receive pay in lieu thereof.
When the Company requires work of any shift on a holiday, the Company will first seek qualified volunteers for such work. The work will be assigned according to job classification seniority and business needs as established by management. If there are not enough volunteers to perform such work, the Company will direct the least senior qualified employee in that job classification to perform the work.
In order for an employee to qualify for a paid holiday, he must have worked his regularly scheduled work day immediately preceding the holiday and his regularly scheduled work day immediately following the holiday, and if scheduled to work on the holiday, unless on vacation, leave of absence, jury duty or bereavement leave.
PENSION
EFFECTIVE OCTOBER 01, 2025, THROUGH SEPTEMBER 30, 2027:
The Company shall pay twenty five ($0.25) for all straight time hours worked, not to exceed forty (40) hours in any week for each employee into the ITPE Pension Fund.
In executing this agreement, the Company agrees to be bound by the terms and conditions of the Agreement and Declaration of Trust establishing the ITPE Pension Plan and any amendments duly adopted hereto.
The Company further agrees to be bound by all resolutions and other actions taken by the Board of Trustees of such Fund.
SICK LEAVE
CURRENT AND EFFECTIVE OCTOBER 1, 2025, THROUGH SEPTEMBER 30, 2027
All employees shall accrue Sick Leave at the rate of one (1) hour of sick leave for every thirty (30) hours worked. Employees shall be allowed to carry over up to fifty-six (56) hours of sick pay per year to a maximum balance of three hundred and twenty hours (320).
The rate of pay for hours for sick leave shall be the employee’s regular rate of pay times their regular hours worked. No more than 8 hours per day shall be paid as sick pay.
Separation. Unused earned sick leave will not be paid out upon separation of employment.
Permissible Use. An employee may use paid sick leave for any reason required by Executive Order 13706, California law, and any other applicable federal, state, or local law.
Some permissible reasons for which employees may use paid sick leave for themselves and their family members include without limitation the following:
• For the diagnosis, care or treatment of an existing medical condition;
• For preventive care;
• If the employee or the employee’s family member is a victim of domestic violence, sexual assault or stalking and time off is needed to:
o Obtain or attempt to obtain any relief (e.g., a temporary restraining order, restraining order or other injunctive relief) to help ensure the health, safety or welfare of the victim or the victim’s child;
o Seek medical attention for injuries caused by domestic violence, sexual assault, or stalking;
o Obtain services from a domestic violence shelter, program or rape crisis center as a result of domestic violence, sexual assault, or stalking;
o Obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking; or o Participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.
The term “family members” includes, among other individuals:
• Those who have a family-equivalent relationship with the employee; and
• One designated person per 12-month period who is neither related by blood nor in a family-equivalent relationship with the employee.
Employees shall be required to provide a doctor's note after being absent from work for more than three (3) days. It is understood that the employee is responsible for any costs incurred in order to fulfill this requirement. Producing such documentation does not guarantee an absence will be authorized and is subject to attendance guidelines.
JURY DUTY
CURRENT AND EFFECTIVE 01 OCTOBER 2025 THROUGH SEPTEMBER 30, 2027
All employees who have been called for jury duty shall be granted leave with pay for a period not to exceed twenty (20) working days in any calendar year. Employees shall be paid at their regular rate of pay times their regular hours scheduled to work, up to a maximum of eight (8) hours in a day; and not reduced by any amounts received by the court. Employees must submit to their manager a certificate from the court that lists the day(s) the employee served on Jury Duty and proof of any money received from the court, to receive their normal daily pay. Official notification shall be submitted to the Employer prior to such leave being granted. The Employer shall provide leave for jury duty in accordance with all applicable laws.
If the employee is dismissed early from Jury Duty service and has 4 or more hours of regularly scheduled work remaining in their regular work shift, they must report for work to receive their full pay for that day, unless otherwise approved by management.
Employees will not receive pay for Jury Duty service performed on a scheduled day off, or during any type of Leave of Absence.
BEREAVEMENT
CURRENT AND EFFECTIVE 01 OCTOBER 2025 THROUGH SEPTEMBER 30, 2027
In instances of the death of a member of the immediate family of an employee, occurring after the completion of the employee’s probationary period, the Employer will grant a paid leave of not to exceed three (3) days to enable such employee to attend the funeral and other wise assist in arrangements pertaining to the burial of such family member.
A day’s pay will consist of the employee’s regular base rate for the hours scheduled for the day during which the bereavement leave occurs and shall be applicable only to days within his regular work week.
The term “family member” as used herein, is defined as consisting of the following family members only: spouse, domestic partner, children, step-children, domestic partner's children, Parents, step-parents, spouse's parents, spouse's step-parents, domestic partner's parents, domestic partner's step-parents, siblings, step-siblings, legal guardian, grandparents, or grandchildren.
No employee entitled to bereavement leave under this Article shall receive such benefits unless he gives reasonable notice to the Employer prior to taking time off for bereavement leave.
In order to qualify for bereavement leave, an employee must have completed their probationary period.
For Employees of the Subcontractors:
WAGES
CBA
Classification
SCA Classification (SDX Payroll classification)
Current through 09/30/2025
Effective 10/01/2025
Effective 10/01/2026
Cook I 07041 Cook I (SCA Cook I)
$21.22 $21.73 $22.25
Cook II 07042 Cook II (SCA Cook II
$24.83 $25.43 $26.04
Stock Clerk 21150 Stock Clerk (SCA Stock Clerk)
$22.10 22.63 $23.17
Cashier 99030 Cashier $17.75 $18.18 $18.61
(SCA Cashier)
Food Service Worker
07130 Food Service Worker (SCA Food Service Worker)
$17.75 $18.18 $18.61
Food Service Worker Lead
SCA Food Service Worker - Lead
$24.83 $25.48 $26.04
The employees will be paid on a weekly basis. Should the Company decide to utilize a bi-weekly system, it will notify the employees and the Union in advance.
OVERTIME
All work performed in excess of eight (8) hours per day shall be deemed to be overtime and shall be compensated at the rate of one and one-half (1½) times the employee's regular hourly rate of pay, or in accordance with the requirements of applicable State or local law.
No overtime shall be worked without the prior approval of the Employer.
There shall be no pyramiding of overtime.
FRINGE BENEFIT PAYMENT
EFFECTIVE OCTOBER 1, 2025, THROUGH SEPTEMBER 30, 2027
The Company shall satisfy its fringe benefit obligations by paying the following amounts per hour for all hours paid—provided that such hours do not exceed forty (40) hours in any one week—for each and every employee covered under this agreement.
10/01/2026-09/30/2027 $5.24
VACATION
Vacation shall be determined based on length of service (anniversary date) as follows, and shall become vested (available to use) immediately upon the end of each pay period.
• From date of employment through 48 months of employment, employees will earn
.0385 hours of vacation per hour paid, with a yearly maximum of 80 hours.
• From 49 months of employment, through 168 months, employees will earn .0580 hours of vacation per hour paid, with a yearly maximum of 120 hours.
• From 169 months of employment, and beyond, employees will earn .0769 hours of vacation per hour paid, with a yearly maximum of 160 hours.
The total hours paid (to include hours worked and paid time off for holidays, vacation, sick leave, bereavement leave, and jury duty leave) during the employee’s previous employment year.
The term “Anniversary Date”, as used in this Agreement, shall mean the date on which an employee commences employment with the Company, or with a predecessor contractor, in each succeeding annual anniversary following 12 months of continuous service. If an employee has a break in service with the Employer, the employee’s anniversary date will be adjusted to reflect their break in service.
Example:
• Employee hired 7/1/2011 with predecessor contractor; vacation and vesting based on 7/1/2011 date
• Employee leaves Employer and is rehired 120 days later; anniversary date is adjusted by 120 days to 10/29/2011; employee will accrue and vest vacation based on this date.
The term “predecessor contractor” shall refer to a business entity which immediately preceded the Company at Camp Pendleton pursuant to a service contract requiring the providing of similar services as those provided by the Company.
Length of service includes the whole span of continuous service with the present (successor) contractor, wherever employed, and with the predecessor contractors in the performance of similar work at the same federal facility. The employee will receive vacation pay through the normal payroll cycle reflecting the time when the vacation occurs.
Vacation will begin to accrue, or accumulate, from your first day of work. Vacation leave accrues while you are actively at work, or on paid vacation, sick, or holiday leave.
At the end of each pay period, all leave accrued during the pay period transfers to your vested vacation leave balance, and is available for use.
Vacation accrual rates vary depending on your seniority date. If your vacation accrual rate increases, you will immediately begin to accrue unvested vacation leave at the new increased vacation leave accrual rate.
There shall be no carry-over for unused vacation time. You are encouraged to use your vacation leave during the year after it vests, any vacation time that you have vested (earned) and remains unused during that year shall be paid out to you after your next vesting (anniversary) date.
Carry-over of vacation leave is not permitted on government contracts due to the liability of a successor contractor if and when the contract is awarded to another contractor.
Separations Vested unused vacation will be paid upon separation of employment.
Additionally, accrued unvested vacation will be paid upon separation of employment.
The employee may take his vacation in more than one segment with the consent of the Company. The employee will be paid at the employee’s current rate of pay.
An employee will receive an extra day's vacation or be paid an extra day's pay for a paid holiday that falls within his vacation period.
Vacations will be granted to employees in order of their seniority within classification and work shift. Scheduling of vacation periods is reserved to the Company in order to assure the orderly operation of its business. Employees will apply, in writing, for vacation at least three (3) weeks prior to the date vacation is desired. The Company will approve or disapprove all vacations within one
(1) week after such a request for vacation has been made. A vacation period once assigned will not be canceled by the Company, except in cases of emergency.
HOLIDAYS
New Year's Day Washington's Birthday
Martin Luther King, Jr. Birthday Memorial Day
Juneteenth Independence Day
Labor Day Columbus Day
Thanksgiving Day Veteran's Day
Christmas Day
An employee’s amount of holiday pay shall be determined by dividing the number of hours normally scheduled in a week by the number of days normally scheduled in a week and multiplying that number by his regular rate of pay.
Any work performed on a holiday will be paid at the employee's regular rate of pay in addition to the holiday pay. If any of the named holidays fall on a non-working day, the employees shall receive pay for their average number of hours normally worked in lieu of observance, as calculated above.
In the event that one of the holidays shall occur during the employee's vacation, the employee will receive an additional day of paid vacation, unless the employee and the Company agree that he may receive pay in lieu thereof.
When the Company requires work of any shift on a holiday, the Company will first seek qualified volunteers for such work. The work will be assigned according to job classification seniority and business needs as established by management. If there are not enough volunteers to perform such work, the Company will direct the least senior qualified employee in that job classification to perform the work.
In order for an employee to qualify for a paid holiday, he must have worked his regularly scheduled work day immediately preceding the holiday and his regularly scheduled work day immediately following the holiday, and if scheduled to work on the holiday, unless on vacation, leave of absence, jury duty or bereavement leave.
PENSION
EFFECTIVE OCTOBER 01, 2025, THROUGH SEPTEMBER 30, 2027:
The Company shall pay twenty five ($0.25) for all straight time hours worked, not to exceed forty (40) hours in any week for each employee into the ITPEU Pension Fund.
In executing this agreement, the Company agrees to be bound by the terms and conditions of the Agreement and Declaration of Trust establishing the ITPEU Pension Plan and any amendments duly adopted hereto.
The Company further agrees to be bound by all resolutions and other actions taken by the Board of Trustees of such Fund.
SICK LEAVE
CURRENT AND EFFECTIVE OCTOBER 1, 2025, THROUGH SEPTEMBER 30, 2027
All employees shall accrue Sick Leave at the rate of one (1) hour of sick leave for every thirty (30) hours worked. Employees shall be allowed to carry over up to fifty-six (56) hours of sick pay per year to a maximum balance of three hundred and twenty hours (320).
The rate of pay for hours for sick leave shall be the employee’s regular rate of pay times their regular hours worked. No more than 8 hours per day shall be paid as sick pay.
Separation. Unused earned sick leave will not be paid out upon separation of employment.
Permissible Use. An employee may use paid sick leave for any reason required by Executive Order 13706, California law, and any other applicable federal, state, or local law.
Some permissible reasons for which employees may use paid sick leave for themselves and their family members include without limitation the following:
• For the diagnosis, care or treatment of an existing medical condition;
• For preventive care;
• If the employee or the employee’s family member is a victim of domestic violence, sexual assault or stalking and time off is needed to:
o Obtain or attempt to obtain any relief (e.g., a temporary restraining order, restraining order or other injunctive relief) to help ensure the health, safety or welfare of the victim or the victim’s child;
o Seek medical attention for injuries caused by domestic violence, sexual assault, or stalking;
o Obtain services from a domestic violence shelter, program or rape crisis center as a result of domestic violence, sexual assault, or stalking;
o Obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking; or o Participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.
The term “family members” includes, among other individuals:
• Those who have a family-equivalent relationship with the employee; and
• One designated person per 12-month period who is neither related by blood nor in a family-equivalent relationship with the employee.
Employees shall be required to provide a doctor's note after being absent from work for more than three (3) days. It is understood that the employee is responsible for any costs incurred in order to fulfill this requirement. Producing such documentation does not guarantee an absence will be authorized and is subject to attendance guidelines.
JURY DUTY
CURRENT AND EFFECTIVE 01 OCTOBER 2025 THROUGH SEPTEMBER 30, 2027
All employees who have been called for jury duty shall be granted leave with pay for a period not to exceed twenty (20) working days in any calendar year. Employees shall be paid at their regular rate of pay times their regular hours scheduled to work, up to a maximum of eight (8) hours in a day; and not reduced by any amounts received by the court. Employees must submit to their manager a certificate from the court that lists the day(s) the employee served on Jury Duty and proof of any money received from the court, to receive their normal daily pay. Official notification shall be submitted to the Employer prior to such leave being granted. The Employer shall provide leave for jury duty in accordance with all applicable laws.
If the employee is dismissed early from Jury Duty service and has 4 or more hours of regularly scheduled work remaining in their regular work shift, they must report for work to receive their full pay for that day, unless otherwise approved by management.
Employees will not receive pay for Jury Duty service performed on a scheduled day off, or during any type of Leave of Absence.
BEREAVEMENT
CURRENT AND EFFECTIVE 01 OCTOBER 2025 THROUGH SEPTEMBER 30, 2027
In instances of the death of a member of the immediate family of an employee, occurring after the completion of the employee’s probationary period, the Employer will grant a paid leave of not to exceed three (3) days to enable such employee to attend the funeral and other wise assist in arrangements pertaining to the burial of such family member.
A day’s pay will consist of the employee’s regular base rate for the hours scheduled for the day during which the bereavement leave occurs and shall be applicable only to days within his regular work week.
The term “family member” as used herein, is defined as consisting of the following family members only: spouse, domestic partner, children, step-children, domestic partner's children, Parents, step-parents, spouse's parents, spouse's step-parents, domestic partner's parents, domestic partner's step-parents, siblings, step-siblings, legal guardian, grandparents, or grandchildren.
No employee entitled to bereavement leave under this Article shall receive such benefits unless he gives reasonable notice to the Employer prior to taking time off for bereavement leave.
In order to qualify for bereavement leave, an employee must have completed their probationary period.
IN WITNESS WHEREOF, the parties hereto have executed this Agreement.
FOR THE UNION: FOR THE COMPANY:
Industrial, Technical and Professional SDH Services West, LLC Employees Union, OPEIU Local 4873
John Brenton Andy Whisnant ITPEU Representative VP, Operations
Date:
8/29/2025
Date:
8/29/2025
Mark Combs, Sr. Director, Labor Relations
Jazmin Diaz Sr. Manager, Labor Relations
For Subcontractors:
Ruvilla Solutions
Date: 8/29/2025
AFL-CIO
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