Attachment 0017 - Collective Bargaining Agreement (CBA).pdf

MAY 5, 2025 THROUGH JANUARY 15, 2030

INTERNATIONAL ASSOCIATION OF

MACHINISTS

AND AEROSPACE WORKERS

AFL-CIO

LOCAL LODGE 2003

AND

M1 SUPPORT SERVICES, L.P.

FORT NOVOSEL, AL

M1 Support Services – Fort Novosel, Alabama - Collective Bargaining Agreement - May 2025

International Association of Machinists and Aerospace Workers, AFL-CIO – Local Lodge 2003 | Page 1

TABLE OF CONTENTS

TABLE OF CONTENTS

AGREEMENT

1 PARTIES TO THE AGREEMENT

2 PURPOSE

3 EMPLOYEE DEFINED

4 ENTIRE AGREEMENT

5 SUCCESSORSHIP

6 SUBCONTRACTING

ARTICLE 1 RECOGNITION

1.1 BARGAINING UNITS

ARTICLE 2 MANAGEMENT RIGHTS

2.1 EXERCISE JUDGMENT

2.2 DECISIONS VESTED IN COMPANY

2.3 NO DISCRIMINATION

2.4 OPERATIONS

ARTICLE 3 UNION SECURITY AND RIGHTS OF EMPLOYEES

3.1 CHECK OFF

3.2 INDEMNIFICATION

3.3 WHEN DUES ARE DEDUCTED

3.4 INSUFFICIENT EARNINGS

3.5 REMITTANCE OF DUES

3.6 WHEN DUES ARE NOT DEDUCTED

3.7 NO SOLICITATION

3.8 UNION SHOP

3.9 DISCHARGES FOR FAILURE TO PAY UNION DUES

ARTICLE 4 SENIORITY

4.1 SENIORITY DEFINED

4.2 QUALIFICATIONS

4.3 ACQUISITION OF SENIORITY

4.4 REHIRE OF PROBATIONARY EMPLOYEE

4.5 PROBATIONARY EMPLOYEE ABSENCE

4.6 BREAKING SENIORITY

4.7 INDEFINITE LAYOFF AND RECALL FROM LAYOFF

4.8 TEMPORARY LAYOFFS

4.9 SENIORITY LISTS

4.10 NEW HIRES LIST

4.11 LEAVE OF ABSENCE LIST

4.12 UBU LIST

ARTICLE 5 LEAVES OF ABSENCE

5.1 UNION EMPLOYMENT

5.2 UNION LEAVE

5.3 TEMPORARY MEDICAL CONDITIONS

5.4 LISTING PROVIDED UNION

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5.5 LEAVE FOR PERSONAL REASONS

5.6 WORKERS’ COMPENSATION LEAVE

5.7 FALSE PRETENSE

5.8 APPLICATION FOR LEAVE

5.9 CERTIFICATE OF FITNESS

5.10 MILITARY LEAVE

5.11 PUBLIC OFFICE

5.12 BEREAVEMENT LEAVE

5.13 RESERVE MILITARY SERVICE OR DISASTER RELIEF WITH THE NATIONAL GUARD

5.14 FIRST RESPONDER LEAVE

5.15 VOTER LEAVE

5.16 JURY AND WITNESS DUTY

5.17 REPORTING ABSENCES

5.18 FAMILY AND MEDICAL LEAVE

ARTICLE 6 UNION REPRESENTATION

6.1 STEWARDS AND GRIEVANCE / NEGOTIATING COMMITTEE

6.2 TEMPORARY TRANSFERS OF STEWARDS

6.3 NOTIFICATION TO THE COMPANY

6.4 STEWARDS MUST HAVE SENIORITY

6.5 STEWARD PROCESS GRIEVANCES IN THEIR AREA

6.6 NO TRANSFER OF COMMITTEE PERSON

6.7 FULL TIME UNION REPRESENTATIVES

6.8 LOCKERS

ARTICLE 7 GRIEVANCE PROCEDURE

7.1 GRIEVANCE POLICY

7.2 GRIEVANCE DEFINED

7.3 STEP I

7.4 STEP II

7.5 STEP III

7.6 REFERRAL TO ARBITRATION

7.7 FORM OF GRIEVANCE

7.8 TIME LIMITS

7.9 GROUPING OF GRIEVANCES

7.10 INVOLVEMENT IN GRIEVANCE PROCESSING

7.11 POLICY GRIEVANCES

7.12 PRIORITY GRIEVANCES

7.13 NO RETROACTIVITY

7.14 PAST PRACTICES

7.15 GRIEVANCE SOFTWARE

ARTICLE 8 ARBITRATION

8.1 SUBMITTED ON TIMELY NOTICE

8.2 SELECTING THE ARBITRATOR

8.3 LIMITATION OF ARBITRATOR’S AUTHORITY

8.4 LIMITATION ON PAST PRACTICES

8.5 SHARING OF FEES

8.6 EXTENSION OF TIME LIMITS

8.7 SUBMISSION OF NON-CONTRACT ISSUES

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8.8 EXPEDITED ARBITRATION

ARTICLE 9 STRIKES, LOCKOUTS, AND WORK STOPPAGES

9.1 NO STRIKES

9.2 RESPONSIBILITY FOR ACTS

ARTICLE 10 HOURS OF WORK

10.1 NO GUARANTEE OF HOURS

10.2 WORKDAY DEFINED

10.3 CALENDAR DAY DEFINED

10.4 WORKWEEK DEFINED

10.5 REGULAR AND ODD WORKWEEK DEFINED

10.6 SHIFTS DEFINED

10.7 REST PERIODS

10.8 TARDINESS DEFINED

10.9 EARLY STARTING

10.10 TIME KEEPING

10.11 READY FOR WORK

10.12 REPORTING PAY

10.13 CALL BACK PAY

10.14 CALL IN PAY

10.15 EARLY STARTING TIMES

10.16 LUNCH PERIODS

ARTICLE 11 OVERTIME

11.1 OVERTIME ELIGIBILITY

11.2 OVERTIME PROJECTS / ROSTERS

11.3 PREMIUM PAY

11.4 CHARGING OVERTIME

11.5 DEFINITIONS

11.6 WHEN OVERTIME IS CHARGED

11.7 WHEN OVERTIME IS NOT CHARGED

11.8 EMPLOYEES ON VACATION

11.9 PROBATIONARY EMPLOYEES

11.10 RECLASSIFICATION

11.11 ABSENCE OVER THIRTY (30) DAYS

11.12 PERMANENT OVERTIME PROJECT TRANSFERS

11.13 TEMPORARY OVERTIME PROJECT TRANSFERS

11.14 TELEPHONE

11.15 ENTITLEMENT TO OVERTIME

11.16 SCHEDULED OVERTIME ON NON-WORKDAYS

11.17 CALL-IN OVERTIME ON NON-WORKDAYS

11.18 OVERTIME SCHEDULING OPTIONS

11.19 MIS-ASSIGNMENTS OF OVERTIME

11.20 ZEROING OUT OVERTIME ROSTER

ARTICLE 12 HOLIDAYS

12.1 RECOGNIZED HOLIDAYS

12.2 ADDITIONAL HOLIDAYS

12.3 WHEN HOLIDAYS FALL ON WEEKENDS

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12.4 HOLIDAY PAY

12.5 WORK IF SCHEDULED

12.6 COMPANY DETERMINES IF THERE IS WORK

12.7 HOLIDAYS DURING VACATION

12.8 ODD WORKWEEK IMPACT

12.9 APPRENTICE HOLIDAY SCHEDULE

ARTICLE 13 BULLETIN BOARDS

13.1 COMPANY PROVIDED

13.2 SHOP STEWARDS RESPONSIBLE FOR UP KEEP

ARTICLE 14 VACATION LEAVE

14.1 YEARLY BASIS

14.2 VACATION CREDITS

14.3 SENIORITY STATUS REQUIRED

14.4 ADVANCE PAY

14.5 IF VACATION IS CANCELED

14.6 VACATION PAY AT TERMINATION OR LAYOFF

14.7 ACCRUAL RATES

14.8 VACATION SCHEDULES

14.9 LIMITATIONS ON SCHEDULING

14.10 CANCELLING SCHEDULED VACATION

14.11 SPLIT VACATIONS

14.12 RESCHEDULING VACATION

14.13 UNSCHEDULED VACATION

14.14 LESS THAN EIGHT (8) OR TEN (10) HOURS

14.15 IN LIEU OF TEMPORARY LAYOFF

14.16 PRIOR SERVICE CREDIT

14.17 MAINTENANCE TEST PILOT’S NON-PAID VACATION

14.18 COUNTED AS TIME WORKED

14.19 ONE-TENTH (1/10) HOUR INCREMENTS

14.20 BASIS OF ACCRUAL

14.21 HARDSHIP

ARTICLE 15 PERSONAL LEAVE

15.1 ACCRUAL RATE

15.2 AFTER PROBATION

15.3 CARRY OVER

15.4 PAY OFF AT TERMINATION OR LAYOFF

15.5 IN LIEU OF TEMPORARY LAYOFF

15.6 WHEN PAID

15.7 BASIS OF ACCRUAL

15.8 COUNTED AS TIME WORKED

ARTICLE 16 MACHINISTS NON-PARTISAN POLITICAL LEAGUE (MNPL) CHECK-OFF

16.1 PAYROLL DEDUCTIONS

16.2 INDEMNIFICATION OF COMPANY

16.3 WHEN DEDUCTED

16.4 WHEN REMITTED

ARTICLE 17 GENERAL

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17.1 SAFE CONDITIONS

17.2 RAIN SUITS AND HATS

17.3 PROTECTIVE CLOTHING

17.4 SMOKING AREAS

17.5 BREAK AREAS

17.6 PAY FOR PHYSICALS

17.7 FLIGHT PHYSICALS

17.8 FAILING A FLIGHT PHYSICAL

17.9 INJURY ON THE JOB

17.10 DOCUMENTATION OF MEDICAL VISITS

17.11 PROTECTIVE FLIGHT CLOTHING

17.12 RESPIRATORS

17.13 COMMERCIAL DRIVER’S LICENSE

17.14 SAFETY SHOES AND UNIFORMS

17.15 PRINTING OF COLLECTIVE BARGAINING AGREEMENT (CBA)

17.16 TIME SPENT FOR CAC ISSUES

ARTICLE 18 CONTRACT PROVISIONS

18.1 WAIVERS NOT PRECEDENT SETTING

18.2 SAVINGS CLAUSE

ARTICLE 19 WAGES

19.1 LABOR GRADE 103

19.2 WELDER’S CERTIFICATION

19.3 GENERAL WAGE INCREASE

19.4 AUTOMATIC PROGRESSION

19.5 AUTOMATIC PROGRESSION ELIGIBILITY

19.6 EFFECTIVE DATE OF CHANGES

19.7 SECOND (2ND) SHIFT BONUS

19.8 THIRD (3RD) SHIFT BONUS

19.9 ODD WORKWEEK BONUS

19.10 BASE RATE

19.11 REGULAR RATE

19.12 A & P BONUS

19.13 FLIGHT BONUS – MAINTENANCE TEST PILOTS, FLIGHT ENGINEERS AND FLIGHT MECHANICS

19.14 FLIGHT BONUS – CREWMEMBERS

19.15 LEADER BONUS

19.16 AIRCRAFT / APU RUN UP BONUS

19.17 RECEIPT OF PAYCHECK

19.18 PAY AT TERMINATION OR LAYOFF

19.19 RECLASSIFIED EMPLOYEES

19.20 CONFINED SPACE ENTRY BONUS (CSE)

19.21 NDI / NDT BONUS

19.22 DESIGNATED HOURLY TRAINER (DHT)

19.23 COMMERCIAL DRIVER’S LICENSE (CDL) BONUS

19.24 PAY DURING A TEMPORARY TRANSFER

ARTICLE 20 SUPERVISORS WORKING

ARTICLE 21 ALCOHOL AND DRUG FREE WORKPLACE

21.1 GOALS

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21.2 REPORTING CONVICTIONS

21.3 TESTING

21.4 REASONS FOR TESTING

21.5 SPLIT SAMPLE

21.6 ALCOHOL AND DRUG FREE WORKPLACE

21.7 SAFETY OR SECURITY SENSITIVE POSITIONS

ARTICLE 22 TRAVEL, TRANSPORTATION, AND TDY

22.1 EMPLOYEE EXPENSES

22.2 TRANSPORTATION POV

22.3 OTHER TRANSPORTATION

22.4 TDY OUTSIDE OF USA

22.5 TEMPORARY DUTY ASSIGNMENTS

22.6 TEMPORARY DUTIES

22.7 CLASSIFICATION STATUS

22.8 TDY NOTIFICATION

22.9 TDY SHIFTS

22.10 TDY WORKWEEKS

22.11 TDY TRANSPORTATION

ARTICLE 23 NEW CLASSIFICATIONS

23.1 NEW JOB CLASSIFICATIONS

23.2 UNION MAY FILE POLICY GRIEVANCE

23.3 JURISDICTION OF ARBITRATOR

23.4 POSTING NEW JOB CLASSIFICATIONS

ARTICLE 24 COMPANY RULES AND EMPLOYEE DISCIPLIINE

24.1 RULES AND REGULATIONS

24.2 NOTICE OF SUSPENSION OR DISCHARGE

ARTICLE 25 GROUP INSURANCE

25.1 PROGRAM IN EFFECT

25.2 EFFECTIVE DATE

25.3 SUBROGATION

25.4 VISION CARE PLAN

25.5 NON-PMD PROVIDER

25.6 LIFE INSURANCE BENEFITS SHALL BE AS FOLLOWS:

25.7 SHORT TERM DISABILITY INSURANCE SHALL BE AS FOLLOWS

25.8 PRE-TAX RULES

25.9 EMPLOYEE PREMIUMS

25.10 PERSONAL ACCIDENT INSURANCE

25.11 EMPLOYEE ASSISTANCE PROGRAM

25.12 RETIREE INSURANCE

25.13 AFLAC / MACHINIST CUSTOM CHOICE WORKSITE BENEFITS PROGRAM

25.14 AFFORDABLE CARE ACT

25.15 TRICARE SUPPLEMENT

ARTICLE 26 STANDARDIZATION PILOTS

26.1 CONDUCT TRAINING

26.2 DUTIES

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26.3 FERRY MISSIONS

ARTICLE 27 JOB DESCRIPTIONS

27.1 CHANGES

27.2 NO MATERIAL CHANGES

27.3 SHIFT / WORKWEEK CHANGES

ARTICLE 28 NEW TECHNOLOGY

28.1 COMPANY AND UNION GOALS

28.2 TECHNOLOGY BRIEFINGS

28.3 CHANGES IN EXISTING JOBS

ARTICLE 29 PENSIONS

29.1 CONTRIBUTION RATE

29.2 40 HOUR WEEK

29.3 SENIORITY EMPLOYEES

29.4 WHEN CONTRIBUTIONS ARE MADE

29.5 PARTICIPATION AGREEMENT

29.6 ENTIRE AGREEMENT

ARTICLE 30 MAINTENANCE TEST PILOTS

30.1 PROCEDURES TO BE MET

30.2 SAFETY OF FLIGHT

30.3 PRE-FLIGHT INSPECTION

30.4 FUNCTIONAL CHECKS

30.5 REVALIDATIONS

30.6 QUALIFICATIONS AND MULTIPLE CURRENCY BONUS PAY

30.7 GROUNDED MAINTENANCE TEST PILOTS

30.8 CHECK RIDE FAILURES

ARTICLE 31 401(K) PLANS

31.1 IAM NATIONAL 401(K) PLAN

31.2 COMPANY 401(K) SAVINGS PLAN

ARTICLE 32 DENTAL PROGRAM

32.1 COMPANY CONTRIBUTIONS

32.2 NATIONAL IAM BENEFIT TRUST FUND

32.3 CHANGES IN COST

32.4 SUBSCRIPTION AGREEMENT

ARTICLE 33 TRAINING

33.1 TRAINING

33.2 TRAINING TO QUALIFY

33.3 TUITION ASSISTANCE

33.4 ON-THE-JOB TRAINING (OJT)

ARTICLE 34 GOVERNMENT SECURITY CLEARANCES

34.1 DEFENSE SECURITY

34.2 SECURITY CLEARANCE PROCESSING

34.3 CLEARANCE REQUIREMENTS PRIOR TO REASSIGNMENT

34.4 DENIAL OF SECURITY CLEARANCE

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ARTICLE 35 RECLASSIFICATIONS AND REASSIGNMENTS

35.1 RECLASSIFICATIONS

35.2 STATUS CHANGE FORMS

35.3 ASSIGNMENTS TO SATELLITE WORK LOCATIONS

35.4 FLEET REALIGNMENT

35.5 FLIGHT CREWMEMBERS

35.6 SELECTION OF SHIFT STARTING TIME

35.7 SHIFT CHANGES, CENTER OF OPERATION TRANSFERS, AND LOCATION TRANSFERS

35.8 TRANSFERS BETWEEN CENTERS OF OPERATION

35.9 LOCATION TRANSFERS WITHIN A CENTER OF OPERATION

35.10 CLASSIFICATION REALIGNMENTS

35.11 SHIFT / WORKWEEK CHANGES WITHIN A CENTER OF OPERATION

35.12 TEMPORARY TRANSFERS AND SHIFT CHANGES

35.13 TRIAL PERIOD

35.14 TEMPORARY RECLASSIFICATIONS

35.15 PERMANENT DISABILITY

35.16 LEADERS

35.17 PERSONNEL REALIGNMENTS

ARTICLE 36 DURATION

36.1 DURATION DATES

36.2 GOVERNMENT REQUEST FOR PROPOSAL (RFP)

SIGNATURE PAGE

APPENDIX A – LINES OF PROGRESSION

APPENDIX B - EARLY RETIREMENT PROGRAM

APPENDIX C – APPRENTICE PROGRAM

APPENDIX D – HIGH-PERFORMANCE WORK ORGANIZATION

NOTES

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AGREEMENT

1 PARTIES TO THE AGREEMENT

THIS AGREEMENT is made and entered into at Fort Novosel, Alabama, effective the 5th day of May, 2025, by and between M1 Support Services, LP (M1), DenMar Services, Inc., Erica Lane Enterprises, Inc., Navigator International LLC, CS Vertical Flight Solutions LLC, S&K Technologies, Inc., System Dynamics International, Inc., and Skyquest Aviation, LLC, (hereinafter referred to as the company, where the company consists of several independent employers with separate and independent rights, obligations, and responsibilities solely to its employees hereunder) and INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS,AFL-CIO, and its Local Lodge No. 2003 (hereafter referred to as the Union) as representative for the purpose of collective bargaining for the employees hereinafter defined, located at Fort Novosel and Daleville, Alabama. Said parties agree as follows:

2 PURPOSE

The purpose of this Agreement is to provide orderly collective bargaining relations between the Company and the Union, to secure a prompt and fair disposition of grievances and to stabilize employment relations for the duration of this Agreement.

3 EMPLOYEE DEFINED

The term “employee” or “employees” as used in this Agreement (except where the context clearly indicates otherwise) shall mean an employee or employees of the Company within the bargaining units described in the Recognition Article, and this Agreement shall apply only to such employees.

Such employees, regardless of employer, shall be afforded all rights and benefits under this Agreement. Any terms denoting the masculine gender used herein such as “he” or “his” shall refer both to male and female employees of the Company.

4 ENTIRE AGREEMENT

This Agreement shall constitute the entire agreement between the parties and can be changed or modified only by a document in writing signed on behalf of both parties hereto.

5 SUCCESSORSHIP

This Agreement shall be binding upon the corporate successors and assigns of the Company.

6 SUBCONTRACTING

The Company shall not subcontract with other persons, organizations or companies for the performance of any portion of the work performed by Bargaining Unit personnel prior to notifying and bargaining with the Union on the effects of the Company’s decision. Such decision shall not contribute to the layoff of Bargaining Unit employees. This in no way infringes on the Government’s right to subcontract work, or to direct the Company to subcontract work. When the Company is directed by the Government to subcontract work that is currently being performed by the bargaining unit, the Company will provide the Union a written copy of the directive.

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ARTICLE 1 RECOGNITION

1.1 BARGAINING UNITS

The Company M1 Support Services, LP DenMar Services, Inc., Erica Lane Enterprises, Inc., Navigator International LLC, CS Vertical Flight Solutions, LLC, S&K Technologies, Inc., System Dynamics International, Inc., and Skyquest Aviation, LLC, (hereinafter referred to as the company, where the company consists of several independent employers with separate and independent rights, obligations, and responsibilities solely to its employees hereunder) at Fort Novosel, Alabama, and any subcontractors who perform bargaining unit work as defined hereafter recognize Local Lodge No. 2003, International Association of Machinists and Aerospace Workers, AFL-CIO, (hereinafter Union), as the exclusive collective bargaining representative for the following bargaining units:

1.1(a) All of the Company’s production and maintenance employees, including facility clerical employees, quality technicians and / or inspectors and lead employees and / or maintenance specialists who are working at its Fort Novosel, Alabama operations; excluding all other employees including office clerical employees, professional and technical employees, guards, watchmen and supervisors as defined in the Act.

1.1(b) All of the Company’s clerical employees at its Fort Novosel, Alabama operations, excluding one (1) Executive Assistant for the General Manager, one (1) Administrative Assistant for each company directorate at headquarters level (no more than seven), and drafters, and professional and technical employees, guards, watchmen, and supervisors as defined in the Act.

1.1(c) All of the Company’s clerical employees at its Information Technology Support Department, including keypunch operators, computer operators, computer programmers, and computer clerks, excluding confidential secretary, professional and technical employees, guards, watchmen and supervisors as defined in the Act.

1.1(d) All of the Company’s Test Pilots (hereinafter referred to as Maintenance Test Pilots) at its Fort Novosel, Alabama, operations, excluding Chief Standardization Pilot / Flight Safety Officer and Standardization Pilot / Field Safety Officers, professional and technical employees, guards, watchmen and supervisors as defined in the Act.

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ARTICLE 2 MANAGEMENT RIGHTS

2.1 EXERCISE JUDGMENT

The Union recognizes that it is the function and right of the Company to exercise its own judgment and discretion in developing processes, which meet the standards of government requirements and customer acceptance, and to meet competition, in order that its business and jobs and wages be protected.

2.2 DECISIONS VESTED IN COMPANY

Except insofar as it is specifically abridged by express provisions of this Agreement, all management decisions, the management of the facilities and the direction of the working forces are vested in the Company. This includes but is not limited to, the right to hire, assign, transfer, promote, reclassify, suspend for just cause, discipline for just cause, or discharge for just cause, the making of reasonable rules and regulations not in conflict with this Agreement, to relieve employees from duty because of lack of work, and to maintain discipline and efficiency of employees, provided that this shall not be used for the purpose of discrimination as defined by Article 2, Section 2.3 against any employee.

2.3 NO DISCRIMINATION

There shall be no discrimination in regard to tenure, terms or conditions of employment because of race, color, sex, marital status, age, religion, national origin, ancestry, handicap, or because the individual is disabled (as defined by the ADA) or Vietnam Era veteran, or a veteran of the U.S. armed forces provided that it shall not be considered as discrimination under this Article unless it is also discrimination under applicable federal or state law.

2.4 OPERATIONS

The Company shall be the judge of all matters pertaining to the location of operations, production and work schedules, and the methods, processes and means of manufacturing or servicing and materials to be used, including the right to introduce new and improved methods or facilities and to change existing methods or facilities.

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ARTICLE 3 UNION SECURITY AND RIGHTS OF EMPLOYEES

3.1 CHECK OFF

During the existence of this Agreement, the Company, insofar as permitted by State and Federal law, shall deduct out of the current net earnings payable to an employee covered by this Agreement, applicable service fees or Union dues, initiation fees and reinstatement fees, upon receipt of and in accordance with a deduction authorization, duly executed by the employee, on a card as agreed upon between the Company and the Union and shall continue deductions until such authorization is duly revoked by the employee. Failure to authorize dues or applicable service fees deductions does not relieve employees from the Union shop obligation under this Article.

3.2 INDEMNIFICATION

In making deductions and remittances for applicable service fees, reinstatement fees, initiation fees and dues to the Union, the Company is entitled to rely upon the notification of the Secretary Treasurer of Local Lodge No. 2003 of the amount of money due the Union by an employee. The Union agrees to and does hereby hold and save the Company harmless from any and all liability, responsibility, or damage for deduction, payment authorization, or notification as provided for in this Article, specifically including, but not limited to, the Company’s agreement to honor the dues check-off authorization cards on file by which employees authorize the deduction of Union dues, initiation fees and uniform assessments from the employee’s paycheck, and the Union assumes full responsibility for the disposition of the funds so deducted when turned over to the Secretary Treasurer of the Union.

3.3 WHEN DUES ARE DEDUCTED

Deduction from money due the employee pursuant to this Article shall be made from the net earnings due the employee payable on the first regular payday in each month, provided the Company has received such authorization and notice from the Secretary Treasurer of IAM&AW Local Lodge 2003 by the 25th day of the preceding month in which such deductions are made. There shall be only one remittance per month by the Company.

3.4 INSUFFICIENT EARNINGS

In the event an employee does not have sufficient earnings on the first regular payday in the month to cover the amount of said deductions for that month, the Company shall make such deduction from the earnings due the employee on the first regular payday of the next succeeding month. Except as provided above, deductions for applicable service fees or dues shall be for the current month only.

3.5 REMITTANCE OF DUES

Union dues / fees deductions shall be remitted to the General Secretary Treasurer of the International Association of Machinists and Aerospace Workers. The Company shall furnish the dues / fees money and dues / fees deduction documentation electronically no later than ten (10) days following the payday the deduction for dues / fees is made for each month.

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3.6 WHEN DUES ARE NOT DEDUCTED

Should an employee be promoted or transferred to a managerial / salaried classification not covered by this Agreement, the Company shall cease deducting applicable service fees or dues from such employee. When ceasing to deduct applicable service fees or dues for reasons cited in this section, the Company shall submit the names of such employees, and the reasons for no deduction to the Secretary Treasurer of IAM&AW Local Lodge 2003.

3.7 NO SOLICITATION

There shall be no solicitation of employees for Union membership, dues or applicable service fees conducted upon the premises of the Company during times when either the employee (or employees) being solicited or the employee (or employees) performing such solicitation are being paid by the Company to perform work.

3.8 UNION SHOP

As provided herein, all employees now or hereafter employed in the classifications and work covered by this Agreement, and as it may have been supplemented or amended, shall as a condition of continued employment in such work become and remain members in good standing in the Union or pay applicable service fees within ninety-one (91) days following the beginning of such employment or the effective date of this Agreement, whichever is later.

3.8(a) The Local Lodge 2003 Educator or the appointed designee shall be permitted to address all new hires during the Company’s new hire briefing / orientation regarding Union membership as an employee for approximately twenty (20) minutes.

3.9 DISCHARGES FOR FAILURE TO PAY UNION DUES

The Company will within ten (10) workdays after receipt of notice from the Union, discharge any employee who is not in good standing in the Union or pay applicable service fees as required by section 3.8. Any employee so discharged shall be deemed to be discharged for “just cause”. “Good standing” is defined as in compliance with standards permitted by NLRB and court decisions relating to Union shop requirements.

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ARTICLE 4 SENIORITY

4.1 SENIORITY DEFINED

Seniority is defined as the length of continuous service with the Company, subcontractor(s) and previous contractors in any one (1) or more bargaining units covered by this Agreement and shall be computed from the original date of hire except when seniority has been broken (as defined in Section 4.6), in which event seniority shall be computed from the last date of rehire. Upon transfer from one

(1) bargaining unit to another, employees shall retain their seniority. All bargaining unit employees shall remain on one (1) seniority roster, regardless of employer (Prime or Subcontractor) and have all rights and benefits under this agreement. Relative seniority of all employees who have the same seniority date is determined in accordance with the last four (4) digits of each employee’s social security number, i.e., the lowest number has the most seniority; when the four (4) digits are identical the next previous digit which is not identical shall be determinative.

4.2 QUALIFICATIONS

In the application of principles of seniority as provided in this Agreement, consistent with applicable federal and state laws and regulations, the employee must have the qualifications and physical capability to perform the work involved. “Qualified” or “qualifications” for the purpose of filling vacancies means that the employee meets the requirements of the job description.

For all other purposes under this contract, “qualified” or “qualifications” for also includes having the ability (includes all authorizations required) to perform the available work without the necessity of any additional training. In addition to these qualifications, Maintenance Test Pilots must have aircraft(s) qualifications and currency.

The lack of On-the-Job training (OJT) shall not constitute as the lack of “qualifications”.

The Company will give preference to length of continuous service among employees who meet the requirements of this Section.

Upon reclassification, employees shall be given such guidance and orientation normally provided employees assigned to a particular classification or bonus pay job assignment.

4.3 ACQUISITION OF SENIORITY

A new employee and one who is re-employed after a break in his seniority shall not acquire any seniority under this Agreement until the expiration of ninety (90) days of continuous service following employment. If such employee is continued in the employ of the Company after the expiration of the ninety (90) day period, his seniority shall be computed from his last date of hire in accordance with the applicable provisions of this Agreement. Any separations of employment during said ninety (90) day probationary period shall not be made the basis of a claim or grievance against the Company and there shall be no obligation to re-employ such person; provided, however, that this provision shall not be used for the purpose of discrimination, as discrimination is defined in Article 2, Section 2.3.

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4.3(a) A probationary employee shall not compete for a bonus pay job assignment, classification, location or shift / workweek / off days, unless no senior employee has paperwork in for said position. A probationary employee may not be displaced from a classification, location or shift / workweek / off days unless affected by the layoff of seniority employees.

4.3(a)(1) In the event of a new-hire / reclass vacancy for which there are no seniority employees currently on lay-off status, and for which there are no active employees with reclassification requests on file to fill said vacancy, requests from qualified probationary employees will be considered.

4.4 REHIRE OF PROBATIONARY EMPLOYEE

In the event that a probationary employee is rehired to the same classification within three (3) months after being terminated as part of a layoff process during his probationary period, he shall receive credit for his previous service as a probationary employee, if he worked at least one (1) month prior to termination.

4.5 PROBATIONARY EMPLOYEE ABSENCE

If a probationary employee is granted a leave of absence or is absent in excess of forty (40) hours

- five (5) consecutive eight (8) hour days or four (4) consecutive ten (10) hour days - during his probationary period, the effective date of acquiring seniority shall be postponed by the period of time the employee has been absent or on leave.

4.6 BREAKING SENIORITY

An employee’s seniority shall be considered broken and all rights under this Agreement forfeited (except as otherwise specifically provided herein) when an employee:

4.6(a) Resigns or is discharged or accepts employment with the Company outside the bargaining units covered by this Agreement.

4.6(b) Fails or refuses to return to work within five (5) calendar days after being recalled, unless a satisfactory reason and documentation, if such documentation exists or can be acquired, is given to warrant leniency.

4.6(c) Is absent for three (3) consecutive workdays without reporting to the Company during the absence a reason which is sufficient to justify such absence, unless notification to the Company is beyond the employee’s control; otherwise, such absence shall be cause for termination. Compliance with this is not to be construed to mean that excessive absenteeism shall be tolerated.

4.6(d) Is absent due to layoff or medical leave of absence, or both, for a period equal to his length of seniority at the time of such layoff or leave of absence, but in no event in excess of five (5) years.

4.6(e) Has retired under the Retirement Plan for Bargaining Unit employees. This does not include an employee on medical leave of absence who draws pension / retirement benefits while on such leave.

4.7 INDEFINITE LAYOFF AND RECALL FROM LAYOFF

For the purpose of an indefinite layoff, employees shall be laid off as follows:

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4.7(a) Seniority employees with a layoff request on file will be laid off first. Then probationary employees in the line of progression affected shall be terminated, provided there are available seniority employees remaining in the classification affected who are willing and have the ability to perform the work of the probationary employees to be displaced.

4.7(b) Thereafter, seniority employees in the affected classification having the least seniority shall be laid off provided that an employee cannot be laid off in a lower classification while an employee is retained in his line of progression with less seniority, provided there are employees in the lower classification in the line of progression who have a Status Change request form on file at the time of the layoff and who are qualified for promotion to the higher classification. An employee notified of indefinite layoff has twenty-four (24) hours (excluding Saturday and Sunday) from time of notice to file a Status Change request form to compete for a higher job classification in his line of progression. Such employee who would otherwise be laid off shall, if he has the qualifications to perform the work, or if he previously successfully held the classification or bonus pay job, be allowed to:

4.7(b)(1) displace the least senior employee in the next lower classification in the line of progression; or

4.7(b)(2) displace the least senior employee in any classification he previously held;

or

4.7(b)(3) displace the least senior employee in the lowest occupied classification in another line of progression; or

4.7(b)(4) elect a layoff and await recall to any job classification he is qualified to perform and for which he has filed a status change request. At the time an employee is given notice that he is being laid off from his classification, he must within twenty-four (24) hours (excluding Saturday and Sunday) select one of the above listed options or he shall be laid off effective the date stated in the layoff notice. An employee’s personnel file as it exists at the time the Company issues the layoff notice except for qualifications acquired less than thirty (30) days prior to the notice of layoff which must be submitted with his selection option, including on the job experience as shown in the personnel file, and the job description shall be the determining factor in the application of Section 4.7.

4.7(c) An Aircraft Technical/NDT Inspector, Flight Engineer or Flight Mechanic downgraded to an Aircraft Mechanic classification will be allowed to displace the least senior Leader provided he meets the requirements of the bonus pay job description.

4.7(d) When decreasing the work force in connection with an indefinite layoff, the Company shall give the least senior employee(s) in the classification and the Union at least ten (10) workdays notice. Affected employees on leave of absence or temporarily laid off may be notified of an indefinite layoff by certified letter or other documentable and verifiable means sent to their last known address as shown on the Company records. Employees actually laid off as a result of being displaced by a more senior employee under 4.7(b) are not subject to the ten (10) day notice provision but will receive at least three (3) workdays notice.

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4.7(e) Maintenance Test Pilot aircraft qualifications will not be cause for indefinite layoff, i.e., layoffs of Maintenance Test Pilots will be by seniority, however, a Maintenance Test Pilot who fails to qualify in a particular type aircraft after receiving the usual and normal training will be laid off provided other aircraft which he is qualified to fly are not available.

4.7(f) RECALL FROM LAYOFF - Notification of recall for the purpose of this shall be made by certified mail, telegram or other documentable and verifiable means addressed to the employee’s last known address as shown on the Company’s records. Failure of the employee to keep the Company informed of his current address shall relieve the Company of any obligations for recall of said employee. Failure to receive notice of recall shall be considered a satisfactory reason for not returning to work within five (5) calendar days, so as to retain seniority, but shall not obligate the Company to hold the position open. An employee who fails to receive the notice, and is not otherwise aware of his recall, and therefore does not report to work within five (5) calendar days shall continue to accrue seniority, but there shall be no further duty to recall the employee until the employee notifies the Human Resources section.

4.7(g) LAYOFF / RECALL LIST - The Company shall submit to the Union a list of Bargaining Unit employees laid off or recalled as soon as final determination is made, but in any event, not later than five (5) workdays after such layoff or recall. The list shall contain the employee’s name, classification and seniority date.

4.7(h) The lack of On-the-Job Training (OJT) shall not constitute a reason for layoff.

4.8 TEMPORARY LAYOFFS

Temporary layoffs shall consist of ten (10) workdays or less duration or for a longer period extended by mutual agreement. Temporary layoffs during the Christmas Holiday Period may be of twelve (12) workday’s duration.

4.8(a) Temporary layoffs in all Bargaining Units of four (4) hours or less shall be made by overtime project, shift, shift start time and classification in accordance with seniority and qualifications.

4.8(a)(1) Temporary layoffs in the production and maintenance unit and the clerical unit in excess of four (4) hours not to exceed two (2) workdays, shall be made by overtime project, shift and classification, in accordance with seniority and qualifications. Temporary layoffs of more than two (2) workdays will be made by field location, shift and classification in accordance with seniority and qualifications.

4.8(a)(2) During the Christmas holiday period defined in Section 4.8 above, temporary layoffs in the Aircraft Mechanic classification will be by field, Aircraft Mission Design and shift in accordance with seniority and qualifications with the exception of Main Post, which will be by shift and overtime project.

4.8(a)(3) During the Christmas holiday period as defined in 4.8 above, temporary layoffs in the Materiel Specialist classification assigned to Main Post / Warehouse will be by shift and overtime project.

4.8(a)(4) During the Christmas holiday period as defined in 4.8 above, temporary layoffs for all classifications assigned to the Medevac Program will be by classification, shift and overtime project.

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4.8(b) Temporary layoffs of more than four (4) hours in the Maintenance Test Pilot Unit will be by field location, by shift, in accordance with seniority and qualifications.

4.8(c) During temporary assignment to another location or shift, temporarily assigned employees will be affected by temporary layoff within his permanently assigned overtime project but will be allowed to work in the temporary assignment as long as more senior employees in his permanent overtime project are not laid-off.

4.8(d) Probationary employees will be placed on temporary layoff prior to seniority employees in the same classification, location and shift.

4.9 SENIORITY LISTS

The Company shall furnish electronic copies of the seniority list each January, April, July and October to the Union Business Representative. Exceptions to this shall occur when contract security makes it necessary to reduce distribution. However, a copy will be sent to the Union (District Lodge), and they shall be available for the shop stewards’ use in the managers’ offices. Seniority lists shall be compiled in compliance with this Article, indicating the employees by classification and bargaining unit. The seniority list will be updated weekly and will be available on Company computers through the Company web page for the Grievance / Negotiating Committee and shop stewards.

4.9(a) ERRORS IN SENIORITY LISTING - Any error in seniority listings reported to the Manager, Human Resources by the Union, upon showing of proof, shall be corrected.

However, the Company shall not be obligated for any application of retroactivity.

4.10 NEW HIRES LIST

Each Monday, the Company shall furnish the Business Representative a list by name, classification and date of hire of bargaining unit employees, if any, hired the previous calendar week.

4.11 LEAVE OF ABSENCE LIST

By the 1st Monday of each Month, the Company shall furnish the Business Representative a list by name, classification and date of hire of bargaining unit employees, if any, out on any leaves of absences or returning from any leaves of absences the previous calendar month. The list will contain the type of leave the employee is taking.

4.12 UBU LIST

Each Monday, the Company shall furnish the Business Representative a list by name, classification and date of hire of bargaining unit employees, if any, that has been coded Union Business Unpaid (UBU).

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ARTICLE 5 LEAVES OF ABSENCE

5.1 UNION EMPLOYMENT

An employee elected or selected to a full-time job in the local Union, AFL-CIO, or the Solutions First Credit Union, or the International Union, which takes him from his employment with the Company, shall upon written request to the Company receive leave of absence, without pay, for a period equal to his tenure of employment with the Union. Upon completion of his leave of absence during the existence of this Agreement, he shall be re-employed according to his seniority in work generally similar to that which he did last prior to leaving at the wage rates existing at the time of his return, provided such work is available for him according to his seniority, and he has the ability to perform such work. Seniority shall accumulate during such leave of absence.

5.2 UNION LEAVE

Leaves of absence without pay for official Union business shall be granted by the Company on three

(3) days written request of the Union, provided the absence does not adversely impact mission requirements. Employees on Union leave at any one time will not exceed two percent (2%) of the P&M, Clerical, and Maintenance Test Pilot bargaining units combined. The Company shall waive the three (3) day notice when requests are of an emergency nature. The Union shall honor and respect the requirements of production in requests for leaves of absence for Union business.

5.2(a) Should a conflict occur with overtime scheduled on a Union election day, an employee will be granted sufficient time to vote.

5.3 TEMPORARY MEDICAL CONDITIONS

Leaves of absence for temporary medical conditions shall be granted to employees without pay for a period not exceeding thirty (30) days, provided the employee furnishes satisfactory proof of such medical conditions prior to granting such leave. If the medical leave continues beyond the thirty (30) days, the leave of absence shall be extended provided the employee furnishes the Company with a report from a licensed physician stating the necessity for such extension.

5.3(a) The Company reserves the right to require a medical certificate for absences in excess of three (3) days or whenever unusual circumstances indicate probable abuses, prior to authorization of absence.

5.4 LISTING PROVIDED UNION

At the end of each month, the Company shall furnish the Union a list of employees on extended medical leave of absence. This list shall include the date each leave commenced.

5.5 LEAVE FOR PERSONAL REASONS

Leaves of absence without pay for relatively short periods (three (3) consecutive workdays or more) may be granted to employees for personal reasons and seniority shall accumulate during such leaves.

5.6 WORKERS’ COMPENSATION LEAVE

Employees away from their jobs because of a compensable injury or compensable disease as defined by the Workers’ Compensation Act of Alabama shall be given leave of absence without pay, not to exceed five (5) years and shall accrue seniority while on such leave.

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5.7 FALSE PRETENSE

Any leave of absence obtained through false pretense shall be invalid and the employee’s absence shall be recorded as unauthorized and such disciplinary action shall be taken, as the Company believes warranted, including discharge.

5.8 APPLICATION FOR LEAVE

All applications for a leave of absence shall be made in writing by the employee (unless beyond the employee’s capability) on a form provided by the Company, and if approved or disapproved, the employee shall be so notified in writing.

5.9 CERTIFICATE OF FITNESS

Should a medical leave (IAW Article 25.8) require absence from work for treatment or convalescence, a certificate of fitness from a medical doctor must be furnished to Human Resources by the employee prior to return to work. The Company may require a physical examination by a medical doctor selected by the Company prior to the employee’s return to work. If the Company requires such physical examination, it must schedule the employee’s appointment with the doctor.

The examination shall be at the Company’s expense, and the Company will pay one (1) hour pay at the employee’s regular rate.

5.9(a) In the case of pilots, the Company may require a physical examination by a flight surgeon; however, the pilot may, at the Company’s discretion based upon work availability, be returned to work on non-flight status for up to sixty (60) days while awaiting clearance by the flight surgeon.

5.10 MILITARY LEAVE

An employee who has received a leave of absence for military duty shall not be paid his unused vacation and personal leave accruals unless he so requests. An employee who has had his accruals paid off, shall upon return, be allowed to take an equivalent amount of time off without pay.

5.11 PUBLIC OFFICE

Any seniority employee electing to campaign for a public office shall be allowed to take a leave without pay for a period of time necessary to conduct his campaign. Should a seniority employee be elected or appointed to full-time public office, he shall be granted a leave of absence, without pay, for a period equal to his length of service at the time of such leave of absence, but in no event in excess of the second term of office. Seniority shall accumulate during such leave.

5.12 BEREAVEMENT LEAVE

Bereavement leave up to three (3) workdays can be taken and shall be paid when an employee loses time from work due to the death of a member of his immediate family. If a death in the immediate family occurs during the time an employee is out on previously arranged vacation, the employee will be paid bereavement leave instead of vacation leave. Bereavement leave shall be paid only upon request. Members of the immediate family include the employee’s grandchild, step grandchild, father, mother, spouse, sister, brother, child and current relatives as follows: stepfather, foster father, stepmother, foster mother, half-sister, half-brother, stepsister, stepbrother, stepchild, father-in-law, mother-in-law, son-in-law, and daughter-in-law. Verification acceptable to the Company of the death and relationship shall be given to the Company upon request. Bereavement leave can be taken on the day of death and any time during the thirty (30) calendar days after the death or extended upon mutual agreement by the Company and Union.

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5.12(a) Two (2) days can be taken and shall be paid when an employee loses time from work due to the death of a grandparent or current spouse’s grandparent, brother-in-law, or sister-in-law. In the event that a grandparent raised an employee as a parent, such grandparent may be considered a parent for the purpose of this provision. “Child” includes a foster child placed in the employee’s home by a state agency.

5.12(b) If an employee must attend services / memorial, which includes travel greater than four hundred (400) one-way miles, and less than six hundred (600) one-way miles, one (1) additional paid day shall be granted.

5.12(c) If an employee must attend services / memorial, which includes travel greater than six hundred (600) one-way miles, two (2) additional paid days, shall be granted.

5.12(d) Leave of Absence (LOA) without pay shall be granted to employees for a period not to exceed thirty (30) calendar days for a death of a spouse, or child, subject to operational requirements of the Company. A LOA may be extended by the Company. A request for a LOA must be submitted on a Request for Leave of Absence form and approved in writing by the applicable Company Representative prior to the effective date of the leave. A copy of the approved or denied request must be given to the employee.

5.12(e) Bereavement leave shall not include premium pay nor be paid for any day that the employee receives holiday pay.

5.13 RESERVE MILITARY SERVICE OR DISASTER RELIEF WITH THE

NATIONAL GUARD

Employees ordered to active duty or disaster relief with the National Guard or organized military reserve units, shall be granted a leave of absence not to exceed fifteen (15) workdays each fiscal year or as required for disaster relief activations provided the employee furnishes the Company a copy of his military orders at the time the leave of absence is requested. Employees granted leave shall be paid the difference in the earned military base pay (base plus longevity pay) he received while on active duty and the pay he would have received had he worked his regular schedule during his leave of absence. In order to be eligible for payment, the employee shall be required to furnish the Accounting Department a government computer printout or a certificate signed by his disbursing agent setting forth the amount of military base pay he earned during his leave period. Fifteen (15) days of differential pay is the maximum paid under this provision.

5.13(a) Employees may request vacation leave pay while in a military leave of absence status. An employee granted vacation leave pay while on military leave shall receive vacation leave pay at his regular rate in addition to the military leave pay differential. The payment of vacation leave pay during a military leave of absence does not establish eligibility for holiday pay.

5.14 FIRST RESPONDER LEAVE

In the event of an official activation of an employee who has completed his probationary period and is an active First Responder, he shall receive pay equal to his regular rate of pay not to exceed eight

(8) (ten (10) 4/10 odd workweek) hours for such time lost each day when required to serve in such capacity during disaster, such as floods, tornados, storms, or other tragedies involving human life, providing it is absolutely necessary that he serve at this time. This paid leave shall be limited to three

(3) workdays on any single activation. Notice of such service must be given to the Company as soon as possible and proof of duty must be submitted on a form provided by the Company to the satisfaction of the Company before this becomes applicable.

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5.15 VOTER LEAVE

An employee who is a registered voter shall be granted time off from assigned Company duties to vote in any state or federal election and shall be paid at his regular hourly rate for such time lost, not to exceed one (1) hour within his standard daily work schedule, in the event the employee does not have adequate time to vote before or after his regularly scheduled shift.

5.16 JURY AND WITNESS DUTY

When an employee is required to serve on jury duty, or as a witness in a court of law, or is subpoenaed to appear for a deposition and reports for same on a regularly scheduled work day, he shall receive either eight (8) or ten (10) hours pay for each day, based on the employee’s assigned work schedule, not to exceed one hundred eighty (180) workdays per fiscal year, at his regular rate.

This section does not apply if the employee is a litigant to the cause.

5.16(a) Notice of such service must be given to the Company upon receipt of jury summons or witness subpoena and proof of such duty must be submitted to the satisfaction of the Company before this Article shall apply.

5.17 REPORTING ABSENCES

Each employee will report his absence from work prior to the beginning of his shift on the day of absence, or if unable to do so, report his absence as soon as possible after shift starting time. Each field or department will designate an office location and telephone number for employees to call to report their absence from work and maintain a call-in log showing employee’s name, badge number, classification, date and time call received, by whom and reason given for absence. Determination of whether the absence will be authorized or unauthorized will be made by the employee’s management based on the facts of each case.

5.17(a) If absence is authorized, employees will be required to use any available Personal leave; in the absence of Personal leave, any vacation leave balance greater than eighty (80) hours that is not locked in by annual vacation scheduling, will be required to be used.