TWU Combined CBA 2019_recd 03AUG2021.pdf

i

AGREEMENT

between

RANGE GENERATION NEXT, LLC

and the

TRANSPORT WORKERS UNION OF

AMERICA, AFL/CIO

representing

METEOROLOGICAL ELECTRONICS

SPECIALIST and METEOROLOGICAL DATA

SPECIALIST

of

RANGE GENERATION NEXT, LLC

at the

LAUNCH INTEGRATED SERVICES CONTRACT

October 1, 2019 thru September 30, 2023 ii

Table of Contents

COLLECTIVE BARGAINING AGREEMENT

ARTICLE 1

PURPOSE OF AGREEMENT

ARTICLE 2

RECOGNITION AND SCOPE

ARTICLE 3

WORKING WEEK

ARTICLE 4

OVERTIME COMPENSATION

Meteorological Electronic Specialists

ARTICLE 4

OVERTIME COMPENSATION

Meteorological Data Specialists

ARTICLE 5

TRAVEL/EMERGENCY WORK

ARTICLE 6

HOLIDAYS

ARTICLE 7

PAID TIME OFF – PTO

ARTICLE 8

SENIORITY & LAYOFF

ARTICLE 9

JOB OPENINGS

ARTICLE 10

SECURITY CLEARANCE

ARTICLE 11

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LEAVE OF ABSENCE

ARTICLE 12

MILITARY LEAVE - RETENTION OF SENIORITY

ARTICLE 13

TERMINATION OF EMPLOYMENT

ARTICLE 14

WORK CLOTHING AND TOOLS

ARTICLE 15

BULLETIN BOARDS

ARTICLE 16

EQUAL TREATMENT

ARTICLE 17

GENERAL BENEFITS

ARTICLE 18

NO STRIKE - NO LOCKOUT

ARTICLE 19

MANAGEMENT CLAUSE

ARTICLE 20

DISCIPLINE AND DISCHARGE

ARTICLE 21

ADJUSTMENT OF GRIEVANCES

ARTICLE 22

ARBITRATION PROCEDURE

ARTICLE 23

MEAL PERIODS

ARTICLE 24

ABSENCE FROM DUTY

iv

ARTICLE 25

CONTRACTING OUT OF WORK

ARTICLE 26

SEVERANCE ALLOWANCE

ARTICLE 27

UNION SECURITY AND CHECK-OFF

ARTICLE 28

GENERAL

ARTICLE 29

SAVING CLAUSE

ARTICLE 30

TRAINING AND CROSS UTILIZATION

ARTICLE 31

DURATION OF AGREEMENT

APPENDIX A - MES

WAGE RATES AND ADMINISTRATION OF SAME

APPENDIX A - MDS

WAGE RATES AND ADMINISTRATION OF SAME

APPENDIX B

BENEFIT PLANS

APPENDIX C

LEADMEN

APPENDIX D

OVERTIME ASSIGNMENTS

COLLECTIVE BARGAINING AGREEMENT

This Agreement is entered into by and between Range Generation Next, LLC, Inc., (hereinafter sometimes referred to as the "Company") and the Transport Workers Union of America AFL/CIO (hereinafter sometimes referred to as the "Union") as representative of the employees composing the class and craft of Meteorological Electronic Specialist and Meteorological Data Specialist employees for the purpose of establishing a Collective Bargaining Agreement between the Company and the Union with respect only to the employees on the Launch Integrated Services Contract.

ARTICLE 1

PURPOSE OF AGREEMENT

This Agreement is entered into under the terms of the National Labor Relations Act, as a mended, in the mutual interest of present and future employees, and of the Company to promote the safety and continuity of operations, to stabilize employment under reasonable hours, rates of pay and working conditions, and the interest of the space effort of the United States Government, to further the efficiency and economy of operations. It is recognized by the Agreement to be the duty of the Company and the employees to cooperate fully, both individually and collectively for the advancement of said conditions.

ARTICLE 2

RECOGNITION AND SCOPE

The Union is recognized by the Company as the sole collective bargaining agent for those employees of Range Generation Next, LLC, based in the United States and its possessions and composing the class and craft of Meteorological Electronic Specialist and Meteorological Data Specialist employees whose Labor Grades are enumerated in Appendix A of this Agreement, these employees in conformity with the provisions of the Labor Management Act, as amended.

Non Bargaining Unit employees will not perform the duties of employees in the bargaining unit other than in emergency situations or for the purpose of instructing employees. Such assistance shall not deprive a bargaining unit employee from earning overtime.

ARTICLE 3

WORKING WEEK

(A) The work day shall consist of a twenty-four (24) hour period beginning at 0000L, and a regular day's work shall consist of eight (8) consecutive hours, exclusive of meal periods.

(B) The normal work week shall consist of seven (7) consecutive days beginning at 0000L on a specific day for each employee. A weekly work shift shall consist of five

(5) scheduled work days of eight (8) hours each, exclusive of meal periods. Pay periods shall begin on a specific day.

(C) Each employee shall be scheduled so as normally to be off duty the last two (2) consecutive days of his/her work week.

(D) Where employees are required to maintain continuous operation of departments or assignments, days off may be fixed or rotated consistent with the requirements of the service. The Company will make every reasonable effort to arrange weekly work shifts so that a maximum number of employees will be off duty on Saturdays and Sundays, consistent with operational requirements.

(E) All time worked in continuous tour of duty, including overtime, shall be considered as work performed on the work day within which the tour of duty is started.

(F) When the Company changes or establishes the weekly work shifts, the Company will seek input from the Union in the development of these shifts. The Company will provide the employee with five (5) days’ notice prior to the new weekly work shift taking effect.

(G) When employees hereunder work more than eight (8) hours in any twenty-four (24) hour period as a result of rotation of shifts such employees shall receive only straight time for the second eight (8) hours or portion thereof worked during such (24) hour period.

(H) Any employee notified by the Company to report for work on a day on which a hurricane occurs or is forecast shall receive a minimum of 4 hours pay if he/she reports for work; RGNext notification given at least 2 hours prior to the regular starting time of their shift not to report shall be presumed conclusively to have been received by all employees to whom such notification is directed, and any employee affected by such notice who thereafter reports shall not be entitled to pay therefore.

(I) An employee hereunder who is required to report for a regular tour of duty without being given at least ten (10) hours off after the completion of the previous regularly scheduled tour of duty, including overtime, shall be paid at the applicable overtime rate for all time worked during the second regular tour of duty.

ARTICLE 4

OVERTIME COMPENSATION

Meteorological Electronic Specialists

(A) No overtime shall be compensated for work performed without prior approval by a supervisor or manager. Overtime assignments and overtime pay shall be administered according to Article 4 and Appendix D.

(B) Time worked in excess of eight (8) hours on any work day, exclusive of meal periods, or time worked in excess of forty

(40) hours in any work week, exclusive of meal periods and daily overtime, shall be considered overtime and shall be paid at the rate of time and one-half with a minimum of one hour overtime.

(C) Employees hereunder shall not be required to suspend work in regular hours to absorb overtime.

(D) The Overtime Roster will be updated as required to reflect eligibility, total hours (worked and turned down) and assignments to be worked, by the Union, and made available to management for approval and use. Only overtime worked since the last update will be credited to the roster, and eligibility of members for assignments will be updated. No updates will be made on weekends or Holidays. Once assigned to a mission the employee accepting the assignment will remain assigned to that mission unless there is a delay exceeding 24 hours and a change doesn't create or increase range safety exceedances.

(E) Overtime work shall be distributed among the employees qualified to perform the work necessitating overtime as equitably as practicable. In the event the low qualified employee on the overtime roster is not offered the overtime for which he/she is eligible and available, he/she will, upon his/her request, be provided an opportunity to work an equivalent amount of overtime within the subsequent five (5) working days. Such requests must be submitted in writing within the next regularly scheduled workday from the time in which the low man was available and not offered the overtime. Failure to provide such opportunity to the employee will constitute a violation of 4(D).

(F) An employee working overtime shall not be required to work more than two (2) hours continuously after the regular work period without being permitted a meal period.

(G) An employee whose overtime working period continues into the following day shall continue to receive overtime rates for all overtime so worked. If an overtime assignment extends to within less than ten (10) hours of an employees’ regular shift, then the Company may elect one of the following options:

1) Allow the employee to receive ten (10) hours rest before reporting to work, and pay the employee their regular base rate for all hours of their regular shift, both worked and non-worked, or

2) Deny the employee ten (10) hours rest, require them to report at their regular start time, and pay them at the overtime rate equivalent to that which they left.

(H) When an employee hereunder is assigned by the Company to work on his/her regular day or days off, he/she shall be paid at overtime rates for all work performed on such day or days, which in no event shall be more than double his/her regular rate.

(I) Double the regular hourly rate shall be paid to an employee for all work performed in excess of eleven (11) hours in any work day, and for all time worked on the sixth (6th) day of the work week if it is the seventh (7th) consecutive day actually worked (shift change excepted) and for all work on the seventh (7th) day in the work week, and after eight (8) hours on the sixth (6th) day worked in the work week.

(J) If overtime on any work day or in any work week is due to an authorized exchange of days off or shifts by employees (which just be approved in advance by the appropriate supervisor), said time shall be compensated for at straight time rates;

provided, however, any continuous work, exclusive of meal periods, in excess of eight (8) hours on any shift or tour of duty shall be paid for at the applicable overtime rate.

(K) Overtime compensation shall be computed on the basis of actual overtime worked to the nearest one-tenth (1/10th) hour except as provided in 4 (B).

(L) Premium pay for hours worked as described above shall not be paid when such hours result from a change in an employee's shift assignment or due to rotation of days off.

(M) Overtime rates shall be paid for not less than four (4) hours to any employee called back to work on any emergency or for any duty not continuous with the regular work day. Overtime rates shall be paid for not less than two (2) hours to any employee called in to work prior to and continuous with his/her regular work day.

(N) No employee shall receive more than double the straight time base rate for any hours worked.

(O) The Company will make every reasonable effort consistent with its operating requirements, to give affected employees two

(2) hours’ notice when overtime work is required.

(P) HURRICANE RECOVERY TEAM (HRT) RGNext proposes to pay personnel who are utilized during periods of preparation and recovery actions associated with Disaster and Recovery Support:

1) Under the Launch Integrated Services (LISC) Contract, RGNext bears the primary responsibility for protecting our personnel and all assigned Eastern Range sites, facilities, systems, and equipment. In the event of disaster conditions at any ER location, RGNext requires personnel to support the implementation and the provisions of the RGNext Hurricane or Disaster/Recovery plan and will render to the Air Force, any other assistance required.

2) It is the intent of the Company to first seek volunteer HRT team members. If the Company does not receive the appropriate amount of volunteers, the Company will utilize newly established HRT Volunteer/Force lists for each area required to fulfill contractual obligations. HRT team assignment will be as equitable as possible in relation to compensation as well as assuring that individuals who may be forced to work a single event, will not be forced to work consecutive assignments when resources are available to support rotation of assignment. The Company understands that individuals assigned as HRT team members may not be able to fulfill their obligation if circumstance beyond their control occur to them or their household. HRT team members will be identified by 31 May of each year and in the event of multiple occurrences within that year no later than 2 hours after initial HURCON IV notification during normal working hours.

3) In support of HRT Team services, the Company will provide annual training, flashlights, raincoats and bottled water available for use. The Company plans on providing LMR radios to the teams of employees that will be fielded to support the HRT activities. However, if LMRs are not provided or they do not work, the Company will pay a portion of the HRT team member’s personal cell phone bill for the days that the member actively participates in HRT activities pre- and post-event, as described in the example.

Example: In a 31-day month (July or August), a HRT team member is called up for 4 HRT team days. The HRT team member will submit an expense voucher with attached cell phone bill for 4/31 the cost of the base cell phone bill. The Company will reimburse each activated HRT team member for the appropriate number of days of active support (a portion of the cost of the base cell phone bill). If the HRT team member was only activated for 2 days, the reimbursement would be 2/31 of the cost of the base cell phone bill in a 31-day month.

4) The Company acknowledges that there are several employees who may have responsibilities or reside within the barrier islands who may need sufficient time to prepare to support HRT team or final close out preparation requirements. HRT team members or those identified who may require personal preparation time to support final preparation close-out will be released from work if conditions allow. (Example: A storm that develops outside of the typical time table developed for normal HURCON level notification may prevent this allowance) This release time will be paid at the standard applicable rate provided it occurs during their standard work week hours. The determination of release time and need must be approved by Management. If an employee feels that management release time is insufficient, the employees concern will be elevated to the Company’s HR Manager and the Local’s Business Manager for immediate resolution.

5) An employee may be released from work only by an immediate supervisor or higher RGNext management. It is the employee’s responsibility to keep his or her supervisor informed of the employee’s whereabouts in the event an evacuation is pending so the employee may be notified promptly of changes that affect the work situation. For recall/recovery purposes, employees should follow official return-to-work instructions of the RGNext official notification procedures, including and not limited to an automated notification system and website or their supervisor for specific instructions. When the event has passed, employees shall contact their supervisors or other designated contact to provide their status. An employee who is assigned or requested to report to work or to continue preparations after HURCON II actions are complete or designated as mission essential personnel for the purpose of emergency support during and through RECON II, will be paid at two times the employee’s base pay rate for all hours worked. An employee reporting for duty shall receive not less than four hours pay at the applicable rate. If such duty occurs on a Holiday, HRT team members who report for duty will defer their Holiday and receive an applicable rate.

(Q) To meet range schedule mission requirements, the Company may adjust an employee’s work day within the regular weekly work schedule, provided the employee is paid as follows:

1) Premium time shall be paid at time and one half base rate for hours worked before the commencement or after the ending of the employee’s work day within the regular weekly work schedule to build the employees base eight

(8) hours.

2) Overtime shall be paid at time and one half base rate for hours worked in excess of eight (8) and not in excess of eleven (11) in a regular weekly work schedule.

3) Double time shall be paid at double the base rate for hours worked over eleven (11) in any continuous work period within the regular weekly work schedule.

4) Night shift differential of 10% of the employee’s base rate shall be paid for all hours except premium time worked on a work day shift that starts before 0600L or at or after 1200L.

5) The normally scheduled odd shift (any shift other than 0730 to 1600) will become a normal work day shift for pay purposes when the employee must work other than their odd shift on the regular weekly work schedule. Therefore, premium pay noted in item (B) above is allowed.

All assignments for “OT assignment mission support” will be offered using the order on the OT roster.

To meet Eastern/Western Range 127-1 requirements or similar safety regulations, an employee may be released upon management approval from some or all regular work week scheduled hours and compensated as mission release at the employee’s base rate to complete the base 8 core hours.

If the ten (10) hour turnaround requirement creates a situation of less than four (4) hours remaining in the employee’s scheduled shift, the Company will not require the employee to work those hours and will grant mission release for the remainder of the scheduled shift hours, pending that no other mission support is required.

ARTICLE 4

OVERTIME COMPENSATION

Meteorological Data Specialists

(A) No overtime shall be compensated for work performed without prior approval by a supervisor or manager.

(B) One and one-half times the regular hourly rate will be paid for all hours worked in excess of eight (8) in any workday, or in excess of forty (40) in any work week exclusive of daily overtime. Hours worked includes not only hours actually worked by an employee, but also any Holiday, and PTO; but does not include overtime hours paid but not worked.

(C) Employees hereunder shall not be required to suspend work in regular hours to absorb overtime.

(D) Overtime work shall be distributed among the employees qualified to perform the work necessitating overtime as equitably as practicable. If the employee does not respond to a phone call to work overtime within (5) minutes, they will be considered unavailable to work the said overtime, and the next lowest employee on the list will be offered the overtime. In the event the low employee is bypassed for an overtime assignment on their second scheduled day off, they will be given an equivalent number of hours at double their regular rate on subsequent overtime assignments.

(E) An employee whose overtime working period continues into the following day shall continue to receive overtime rates for all overtime so worked. If an overtime assignment extends to within less than eight (8) hours of an employee’s scheduled work day, then the Company may elect one of the following options:

1) Allow the employee to receive ten (10) hours rest before reporting to work, and pay the employee their regular base rate for all hours of their regular shift, both worked and unworked, or

2) Deny the employee ten (10) hours rest, require them to report at their regular start time, and pay them at the overtime rate equivalent to that which they left at until the ten (10) hour requirement is met. After the employee has a combination of rest and overtime hours which equals ten

(10) hours, then the remainder of the shift would be paid at the employee’s regular straight time rate.

(F) Employees shall be paid one and one-half (1-1/2) their regular base rate for hours worked in excess of eight (8) and not in excess of eleven (11) in a regular workday, and for the first eleven (11) hours worked on their first scheduled day off.

(G) Employees shall be paid double their regular base rate for hours worked on the employee’s second scheduled day off, and for hours worked over eleven (11) in any continuous work period.

(H) Overtime compensation shall be computed on the basis of actual overtime worked to the nearest one-tenth (1/10th) hour.

(I) Premium pay for hours worked as described above shall not be paid when such hours result from a scheduled quarterly change in an employee's shift assignment or due to rotation of days off.

(J) Overtime rates shall be paid for not less than four (4) hours to any employee called back to work on any emergency or for any duty not continuous with the regular work day. Overtime rates shall be paid for not less than two (2) hours to any employee called in to work prior to and continuous with their regular work day. Similarly, overtime worked at the end of an employee’s regular workday will be paid at overtime rates for not less than one (1) hour.

(K) No employee shall receive more than double the straight time base rate for any hours worked.

(L) The Company will make every reasonable effort consistent with its operating requirements, to give affected employees two

(2) hours’ notice when overtime work is required.

(M) Except in an emergency, overtime assignments of an estimated four (4) hours or less will always be offered to the employee with the lowest overtime hours in the following order:

1) Hold Over – lowest hours on off-going shift

2) Early In – lowest hours on on-coming shift

3) Call Back – lowest hours on overtime board

4) Day off – lowest hours on overtime board

5) Call In – lowest hours on overtime board

(N) Overtime assignments of more than four (4) hours will be offered to the day off employee first with the lowest overtime hours, then by the order outlined in paragraph (M).

(O) Weekend overtime assignments will be made when possible prior to 1300L on Friday. The overtime roster will be updated per 4-MDS (D) no later than 1000L on Friday to facilitate assigning weekend overtime.

(P) All overtime hours worked on days off that extends from 1st day off into 2nd day off will be paid at the appropriate 6th day and 7th ay rate - Notwithstanding Article 3(E).

(Q) HURRICANE RECOVERY TEAM (HRT) RGNext proposes to pay personnel who are utilized during periods of preparation and recovery actions associated with Disaster and Recovery Support:

Under the Launch Integrated Services (LISC) Contract, RGNext bears the primary responsibility for protecting our personnel and all assigned Eastern Range sites, facilities, systems, and equipment. In the event of disaster conditions at any ER location, RGNext requires personnel to support the implementation and the provisions of the RGNext Hurricane or Disaster/Recovery plan and will render to the Air Force, any other assistance required.

1) It is the intent of the Company to first seek volunteer HRT team members. If the Company does not receive the appropriate amount of volunteers, the Company will utilize newly established HRT Volunteer/Force lists for each area required to fulfill contractual obligations. HRT team assignment will be as equitable as possible in relation to compensation as well as assuring that individuals who may be forced to work a single event, will not be forced to work consecutive assignments when resources are available to support rotation of assignment. The Company understands that individuals assigned as HRT team members may not be able to fulfill their obligation if circumstance beyond their control occur to them or their household. HRT team members will be identified by 31 May of each year and in the event of multiple occurrences within that year no later than 2 hours after initial HURCON IV notification during normal working hours.

2) In support of HRT Team services, the Company will provide annual training, flashlights, raincoats and bottled water available for use. The Company plans on providing LMR radios to the teams of employees that will be fielded to support the HRT activities. However, if LMRs are not provided or they do not work, the Company will pay a portion of the HRT team member’s personal cell phone bill for the days that the member actively participates in HRT activities pre- and post-event, as described in the example.

Example: In a 31-day month (July or August), a HRT team member is called up for 4 HRT team days. The HRT team member will submit an expense voucher with attached cell phone bill for 4/31 the cost of the base cell phone bill. The Company will reimburse each activated HRT team member for the appropriate number of days of active support (a portion of the cost of the base cell phone bill). If the HRT team member was only activated for 2 days, the reimbursement would be 2/31 of the cost of the base cell phone bill in a 31-day month.

3) The Company acknowledges that there are several employees who may have responsibilities or reside within the barrier islands who may need sufficient time to prepare to support HRT team or final close out preparation requirements. HRT team members or those identified who may require personal preparation time to support final preparation close-out will be released from work if conditions allow. (Example: A storm that develops outside of the typical time table developed for normal HURCON level notification may prevent this allowance) This release time will be paid at the standard applicable rate provided it occurs during their standard work week hours. The determination of release time and need must be approved by Management. If an employee feels that management release time is insufficient, the employee’s concern will be elevated to the Company’s HR Manager and the Local’s Business Manager for immediate resolution.

4) An employee may be released from work only by an immediate supervisor or higher RGNext management. It is the employee’s responsibility to keep his or her supervisor informed of the employee’s whereabouts in the event an evacuation is pending so the employee may be notified promptly of changes that affect the work situation. For recall/recovery purposes, employees should follow official return-to-work instructions of the RGNext official notification procedures, including and not limited to an automated notification system and website or their supervisor for specific instructions. When the event has passed, employees shall contact their supervisors or other designated contact to provide their status. An employee who is assigned or requested to report to work or to continue preparations after HURCON II actions are complete or designated as mission essential personnel for the purpose of emergency support during and through RECON II, will be paid at two times the employee’s base pay rate for all hours worked. An employee reporting for duty shall receive not less than four (4) hours pay at the applicable rate. If such duty occurs on a Holiday, HRT team members who report for duty will defer their Holiday and receive an applicable rate.

(R) A 10% differential will be provided for all hours worked on Saturday or Sunday including overtime, if not already receiving differential pay.

(S) In-Station Agreement

1) Employees are not eligible for Hold Over and Call back overtime assignments on the workday shift prior to a day of planned absence.

2) Employees on a day of absence are not eligible for overtime until after they return to work. This does not apply to PTO taken for less than or equal to one-half (1/2) of the scheduled work day.

3) If overtime is assigned and the employee calls in sick or takes unscheduled PTO before start time, he/she will be charged.

4) All employees shall be eligible to bid on any holiday shift. Employees bidding on a holiday shift will be awarded one shift at a time before going on to the next lowest employee on the overtime board.

5) Employees that turn down offered overtime will be charged on the overtime board. If a second offer is accepted and covers part of the first, only the difference will be charged. (i.e. offer #1 in early 0200L – 0600L (4hr) turn down offer #2 in early 0400L – 0600L (2hr) worked, the employee will be charged two (2) hours on the overtime board.

6) In the event that a shift or OT assignment cannot be filled, supervision has the right to offer overtime to employees who are not otherwise eligible and they would not be charged for the overtime, whether worked or not. If at that time the shift or OT assignment has not been filled, it will be assigned in reverse order of Union Seniority.

(T) To meet range schedule mission requirements, the Company may adjust an employee’s work day within the regular weekly work schedule, provided the employee is paid as follows:

(1) Premium time shall be paid at time and one half base rate for hours worked before the commencement or after the ending of the employee’s work day within the regular weekly work schedule to build the employees base eight (8) hours.

(2) Overtime shall be paid at time and one half base rate for hours worked in excess of eight (8) and not in excess of eleven (11) in a regular weekly work schedule.

(3) Double time shall be paid at double the base rate for hours worked over eleven (11) in any continuous work period within the regular weekly work schedule.

(4) Shift differential of 10% of the employee’s base rate shall be paid for all hours worked, to include weekend shifts and on weekday shifts that start before 0600L or after 1200L.

All assignments for “OT assignment mission support” will be offered using the order on the OT roster.

ARTICLE 5

TRAVEL/EMERGENCY WORK

(A) An employee who travels to or from a TDY assignment will be paid for such travel time at his/her straight time hourly rate, exclusive of differential payment for all hours traveled up to sixteen (16) hours per day.

An employee who travels to or from a TDY assignment that takes him/her out of the Continental U.S. or returning to the Continental U.S. will be paid for such travel time at his/her straight time hourly rate in addition to a 30% differential applied to the first eight (8) hours of the travel day. Any additional travel hours will be paid at a straight time hourly rate. The maximum travel hours paid in any one travel day will be sixteen (16).

An employee who is required to travel to or from a TDY assignment that takes him/her out of the Continental U.S. or returning to the continental U.S. on his/her first or second scheduled day off will be paid for such travel at a time and one-half (1-1/2) base rate in addition to a 30% differential applied to the first eight (8) hours of the travel day. Any additional travel hours will be paid at a time and one-half hourly rate. The maximum travel hours paid in any one travel day will be sixteen (16).

An employee who is required to travel to or from a TDY assignment on one of his/her scheduled days off will be paid for such travel at a time and one-half (1-1/2) base rate up to a maximum of sixteen (16) hours per day.

All travel on scheduled days off must be approved by the employee’s manager.

Employees who option to travel on their scheduled days off will receive straight time pay for all hours traveled up to sixteen

(16) hours per day.

Employees who travel to seminars/schools on scheduled days off will receive straight time pay for all hours traveled up to sixteen (16) hours per day.

For commercial flights, departure time from residence shall be of two (2) hours within Brevard County, three (3) hours if outside of Brevard County, prior to scheduled airline departure time, and time spent in travel status to final destination shall be used for computation of travel pay, up to a maximum of sixteen

(16) hours pay per day at the applicable rate. On returning commercial flights, travel time to residence shall be one (1) hour after flight arrival if within Brevard County and two (2) hours if flight arrival is outside Brevard County.

For government furnished travel, scheduled report time on departure and one (1) hour after clearing customs on return will be used for computation of travel pay, up to a maximum of sixteen (16) hours pay per day at the applicable rate.

At TDY locations, travel from hotel to airport of departure and time spent in travel status to final destination will be used for computation of travel pay.

All travel times shall be based on "Local Time" at the location where the travel starts and shall remain on that "Local Time" until the employee completes the TDY travel or remain overnight (RON).

(B) An employee assigned to temporary duty at a point away from his/her base shall be reimbursed for allowed expenses.

Federal Acquisition Regulations shall be followed in determining reimbursable expenses for lodging, meal allowances and incidental expenses incurred on company business for travel inside or outside the United States. The rates will be considered reasonable and allowable only to the extent that they do not exceed on a daily basis the maximum per diem rates in effect at the time of travel set forth in the Joint Federal Travel Regulation.

(C) A period of eight (8) hours or more during which an employee is not on call, traveling or working shall break the continuity of paid hours for overtime purposes.

(D) Employees who are assigned temporary duty outside the Continental United States or to a seagoing vessel will be paid their straight time hourly rate plus a differential of 30%, in addition to any other premiums or differentials which may be applicable.

ARTICLE 6

HOLIDAYS

(A) The following holidays with pay shall be granted:

New Year’s Day Labor Day Martin Luther King’s Birthday Columbus Day President’s Day Veteran’s Day Memorial Day Thanksgiving Day Independence Day Christmas Day

Employees who have at least sixty (60) actual days worked since hire or rehire shall be granted two (2) floating holidays each calendar year. Floating holidays cannot be carried over from one calendar year to another. Floating holidays will be liquidated in conjunction with a PTO period and must be requested at the time of the actual PTO selection under Article 8 (F). Request to liquidate the floating holiday other than in conjunction with a PTO period as specified above may be granted based on the requirements of the service.

(B) In addition to these holidays, in the event the President or the Congress of the United States proclaims a day of administrative leave for Civil Service employees at the location where employees covered by the terms of this contract are employed, provided it is proclaimed to be on their normal scheduled day of work, they shall be paid in accordance with the above, provided that they would have otherwise worked that day or are on scheduled PTO.

(C) Notwithstanding Article 4 (M), an employee required to work on any of the above holidays shall receive two and one-half (2- 1/2) times the regular rate as full compensation for such holiday worked. In addition to holiday pay, an employee called in to work on any of the above holidays shall receive one and one-half (1-1/2) times his/her hourly rate for each hour worked with a minimum guarantee of four (4) hours or at his/her option he/she may elect to work for the full eight (8) hours at one and one-half (1-1/2) times his/her regular hourly rate.

(D) Time compensated but not worked on a holiday shall be considered as time worked for the purpose of computing overtime.

(E) An employee scheduled to work on any of the above holidays who fails to report for work shall not receive payment for the day unless his/her failure is occasioned by circumstances beyond his/her control.

(F) Employees who have Saturday and Sunday as their regular days off will observe holidays as follows: When a holiday falls on Saturday, the preceding Friday will be observed as the holiday; when a holiday falls on Sunday, the following Monday will be observed as the holiday.

(G) No employee shall be required to report for duty on a paid holiday except when absolutely required for the operation, and to the extent that is practical, holiday work will be evenly distributed among employees needed for such work.

(H) The Company may request not later than seven (7) calendar days prior to each holiday or designated holiday, volunteers to work on the holiday. Notification of volunteers and others required to work on the holiday will, except in case of an emergency, be made not later than three (3) calendar days prior to the holiday.

(I) For employees whose regularly scheduled shifts commence between 2100L and 2400L, the shift commencing on the holiday eve shall be considered as the holiday for the purpose of determining the day to be observed.

(J) When a holiday falls on an employee's day off, his/her next work day shall be observed as the holiday, except as provided in Article 6 (F) above; an extra day will be added to the employee's paid PTO if a holiday falls within the PTO period.

(K) An employee returning from an assignment during which he/she worked on a Company-recognized holiday will be allowed to observe the holiday on another day within ninety

(90) calendar days following his/her return. The day to be observed will be scheduled upon his/her return from temporary duty, and will be mutually agreed upon between the Company and the employee, giving consideration to the operating needs of the Company and the wishes of the employee.

ARTICLE 7

PAID TIME OFF – PTO

PTO benefit is a time-off plan that combines vacation, sick and personal days in one flexible pool of time available to meet the personal needs of Eligible Employees, while balancing business needs.

Employees accrue paid time off each week. PTO will, so far as possible, be granted at times most desired by employees, but the right to approve the time for PTO is reserved by the Company in order to ensure orderly and efficient operation. When the schedule of PTO of employees in the same group would hamper efficient operations, the choice of PTO time shall be determined by the date of request, but no sooner than 90-days ahead of the requested time off. When consistent with efficient operations and with prior approval, an employee may be permitted to schedule PTO in partial day increments. The first increment cannot be less than one hour, additional PTO time may be taken in one-tenth (1/10) hour increments.

(A) ELIGIBILITY AND PAYMENT

Full time employees will accrue paid time off hours weekly, based upon their leave benefit date. Years of service is measured from the employee’s leave benefit date.

PTO can be used for any reason, including illness (personal and/or family), vacation, personal business, leisure activities, health related appointments (personal and/or family) as well as time off associated with the Family Medical Leave Act.

Separate Company policies apply to holidays, bereavement, jury duty, military leave and the Family Medical Leave Act.

Employees cannot buy or sell PTO. Employees are also not allowed to charge PTO that has not been earned.

Supervisory approval is required for an employee to schedule PTO. For scheduled activities (appointments, vacations, etc.), the employee is required to notify their supervisor in advance;

for unexpected absences (illness, accident, etc.) the supervisor must be notified by the start of the regular shift or as soon as reasonably feasible.

Terminated employees will be paid out for any unused PTO as soon as administratively possible after the termination date or as required by state laws.

(B) PTO SCHEDULE

The following table shows the PTO hours that can be accrued by an eligible, full-time employee beginning 1 January 2016.

Benefit Date PTO Days

PTO Days Calculated into Hours

Maximum Accrued

Hours

Upon Hire 22 176 352 Upon completion of 4 years 27 216 432

Upon completion of 10 years 28 224 448 Upon completion of 12 years 29 232 464 Upon completion of 14 years 32 256 512 Upon completion of 19 years 37 296 592

(C) MAXIMUM ACCRUAL LIMITS

An employee’s accrued unused PTO balance cannot exceed

2.0 times above the annual accrual. The Human Resources Manager may authorize PTO accrual beyond the maximum accrued amount only in extraordinary circumstances where for the convenience of RGNext, it becomes impossible for the employee to take PTO leave before the annual accrual limit is reached. The additional accrued PTO must be taken before the end of the next calendar year. Authorization for PTO accrual beyond the annual accrual rate shall not be granted in two successive years.

FOR MDS EMPLOYEES ONLY:

(D) PTO taken for vacation purposes shall be bid on an annual basis. The bid process will open October 1st and close on December 1st prior to the new calendar year.

(E) The choice of PTO shall be determined by seniority in each category. Less senior employees shall get their first choice before a more senior employee gets his/her second choice and their section choice before a more senior employee gets his/her third choice. After the beginning of each calendar year, PTO will be considered on a first come basis. Granting of PTO will be in accordance with Article 7.

ARTICLE 8

SENIORITY & LAYOFF

(A) Seniority shall commence with the date of placement on the payroll of the Company under this Agreement.

(B) New employees regardless of classification shall be considered on probation for a period of three (3) months or sixty (60) actual days worked, from the date of hire.

(C) If a reduction in force is necessary, the junior employee or employees in the classification performing the type of work shall be laid-off in seniority order.

(D) Seniority rights of an employee who, on the date he/she is laid off, has less than one year of compensated service under this Agreement shall terminate if he/she is not rehired within twelve

(12) months after layoff.

Seniority rights of an employee who, on the date he/she is laid off, has one year (1) or more of compensated service under this Agreement shall terminate if he/she is not rehired within twenty-four (24) months after layoff.

The above principles shall apply to individuals accepting lay off.

1) Reemployment after a layoff under Article 8 (C) shall be in accordance with the seniority list. Recalls shall be in reverse seniority order. The Company shall send a notice of rehiring by registered mail to the last address on file, and, if the employee fails to report to work within fifteen (15) calendar days after registry date of recall letter, he/she shall lose all seniority rights.

2) An employee who accepts a layoff shall be included on recall lists for his/her original classification.

(E) Employee shift assignments shall be filled by the most senior qualified volunteers. In the event of insufficient volunteers, the Company may assign the most junior qualified employee.

(F) Seniority shall govern choice of days off, when not rotated, and vacations within each shop or working unit.

(G) Seniority lists of the employees in classifications under the Agreement, giving name, the seniority date, and job classification shall be furnished to the Union one (1) month after signing of this Agreement. A list of additions and separations will be furnished when requested by the union.

(H) An employee who accepts an assignment in a supervisory capacity in a technical department of the Company and who had accrued seniority under the Agreement at the time of such assignment shall retain the seniority accrued while serving under the Agreement for a period of sixty (60) days from the date of such assignment. During such sixty day period he/she shall have the right to displace the classifications under the Agreement to the extent he/she is qualified. In the event he/she does not displace during such period, he/she shall lose all seniority under the Agreement.

(I) An employee who is discharged for cause and accepts employment with the company under another collective bargaining agreement, or who resigns from the service of the Company, shall lose all seniority rights.

(J) Shifts shall be bid quarterly and become effective the first day of pay period in January, April, July and October.

ARTICLE 9

JOB OPENINGS

(A) Before any new employee is hired in a job classification under this Agreement, employees covered by this Agreement, shall be given an opportunity to apply for a vacant position to such job classification in accordance with their seniority.

(B) The Company will fill vacancies in the following sequence:

1) The senior qualified individual who is on the recall list.

2) The senior individual who meets the job qualifications requirement and has applied for the position.

3) Qualifying applicants from outside the Company.

ARTICLE 10

SECURITY CLEARANCE

It is understood by and between the parties hereto that employees must be able to obtain and retain a security clearance consistent with RGNext LISC contractual requirements as a condition of continued employment. Employees shall also be subject to investigation for a security clearance or a National Agency Check (NAC) required for unescorted entry or network access under regulations prescribed by the Department of Defense or any other agencies of the United States Government on Government work. Denial or inability to obtain and retain such a clearance or NAC granted by such Governmental agency may be just cause for termination.

It is understood that there shall be no liability on the part of the Company for any termination resulting from the denial, loss or failure to obtain and retain a security clearance or NAC; however, nothing in this Agreement shall preclude the individual from following any legal remedy he may have against any other person or organization by virtue of the termination under this clause.

Termination because of denial, loss or inability to obtain security clearance or NAC shall not be subject to the grievance or arbitration procedure, but such termination shall in no way diminish the right of the individual to pursue an appeal as allowed by the DOD or any other agencies of the United States Government.

This clause shall not in any way diminish an employee's right to pursue his rights under the terms of this contract when his termination or discharge is the result of action other than a security clearance or NAC denial.

ARTICLE 11

LEAVE OF ABSENCE

(A) Upon approval of the Company, a leave of absence of up to ninety (90) days may be granted an employee. During such leave the employee's seniority shall accumulate.

(B) If such leave under (A) above is extended by the Company, the employee will retain but will not accrue seniority, except that seniority shall continue to accrue on leave for Union business.

An employee accepting gainful employment while on leave of absence except as specially approved in writing by the Company automatically terminates employment with the Company.

(C) Employees who by reason of bona fide illness require time off will be granted appropriate leave of absence. Maternity Leaves of Absence will be granted in accordance with Company policy and applicable laws. Seniority will continue to accrue during such leaves. In no event will seniority accrue for more than one (1) year.

(D) Time spent on leave of absence shall not count for vacation, sick leave, or pay review.

(E) Notwithstanding other provisions of this Agreement, time spent on a leave of absence occasioned by an industrial illness or industrial injury shall not affect the employee's wage review period to the extent that such wage review is automatic. This understanding shall not constitute a waiver of other established requirements for purposes of reclassification. Time spent on a Medical Leave of Absence shall be considered length of service for the purpose of determining an employee's eligibility for vacation under Article 7 (A).

(F) BEREAVEMENT LEAVE

Bereavement leave of absence may be granted with pay because of death in the immediate family as follows:

1. For a period not to exceed three (3) working days, if required travel is within a four hundred (400) mile radius of the employee's work location.

2. For a period not to exceed five (5) working days, if required travel is in excess of a four hundred (400) mile radius of the employee's work location.

The term immediate family is defined as an employee's spouse, parent, child, brother, sister, grandparent, grandchild, parents-in-law, daughter/son-in-law, brother/sister-in-law, grandparent/grandchild-in-law or any of those in a step relationship, legal guardian or legal ward. Requests for special circumstances shall be reviewed by the Human Resources Manager.

All requests for leave of absence with pay must stipulate a specific period of time and should be approved in advance in writing by the employee's supervisor and the Human

Resources. All requests for a leave of absence with pay require the use of the RGNext “Request for Leave” form.

In case of death in the immediate family, an employee may be granted an additional unpaid leave of absence up to two weeks, provided there is justification for such leave. If application is made in writing prior to the termination of such two-week leave, an extension of one week may be granted in unusual cases. Continuous service credit and duly established seniority privileges shall accumulate during such period.

(G) JURY DUTY AND COURT WITNESS ABSENCE AND

PAYMENT

An employee who is required to serve jury duty shall be compensated for the straight-time hours the employee was thereby required to lose from the employee's regular work schedule, but not to exceed eight (8) hour days per jury assignment for a maximum of 10 days. Such payment shall be made so long as the employee presents documentary proof of jury duty attendance.

An employee who is subpoenaed to appear in court as a witness on behalf of the Company, in an action to which the Company is a party, or by a Governmental authority to appear as a witness in an action not involving the employee shall be compensated for the straight-time hours the employee was thereby required to lose from the employee's regular work schedule, but not to exceed five (5) eight-hour days, computed at the employee's established regular basic salary rate.

However, when subpoenaed by a party other than the Company or the Government, the employee will not be compensated.

ARTICLE 12

MILITARY LEAVE - RETENTION OF SENIORITY

Military leave of absence will be administered in accordance with Company policy and Uniformed Services Employment and…