Exhibit J CBA GLWACH w_Addendum-1 Oct 2015.pdf

AGREEMENT

BETWEEN

APEX LIMITED, INC.

AND

THE NATIONAL ASSOCIATION OF GOVERNMENT EMPLOYEES

LOCAL R14-149

Contract# W81K04-14-D-OOI 0

Start Date: I 0/0I/2015

End Date: 09/30/2018

Table of Contents

AGREEMENT

ARTICLE I -PURPOSE AND SCOPE

ARTICLE 2 - UNION RECOGNITION

ARTICLE 3- UNION SECURITY AND MEMBERSHIP

ARTICLE 4 - CHECK-OFF - DUES DEDUCTION

ARTICLE 5 - NO DISCRIMINATION

ARTICLE 6 - UNION REPRESENTATION

ARTICLE 7 - DISCHARGE, SUSPENSION AND DISCIPLINE

ARTICLE 8 - GRIEVANCE PROCEDURE AND ARBITRATION ........... :

ARTICLE 9 - SENIORITY

ARTICLE 10 - PROMOTION AND VACANCIES

ARTICLE 11 - LEA VE OF ABSENCE

ARTICLE 12-WAGES AND FRINGEBENEFITS ..................................... ............................................. 9 .

ARTICLE 13 - SHIFT SCHEDULING, BASIC WORKWEEK & HOURS OF WORK

ARTlLCE 14-0VERTIME

ARTICLE 15 - SHOW-UP AND REPORTING TIME

ARTICLE 16- NO STRIKES-NO LOCOUTS

ARTICLE 17 - HEAL TH AND SAFETY

ARTICLE 18 - PHYSICAL EXAMINATION

ARTICLE 19 - HOLIDAYS

ARTICLE 20 - VA CA TIO IN

ARTICLE 21-HEALTH AND WELFARE/PENSION

ARTICLE 22 - WASH AND WEAR UNIFORMS ................................. :

ARTICLE 23 - MANAGEMENT RIGHTS

ARTICLE 24 - SICK/PERSONAL LEA VE

ARTICLE 25 - BEREAVEMENT LEA VE

ARTICLE 26 - SUCCESSORS AND ASSIGNS ........................ .. .......................................... ............ ;

ARTICLE 27 - GENERAL PROVISON ........................................................................ :

ARTICLE 28 - EFFECTIVE DA TE AND DURATION

AGREEMENT

THIS AGREEMENT made and entered into effective this day of ____ _

2015, by and between Apex Limited, Inc. (HEREINAFTER REFERRED TO AS THE

"EMPLOYER") and The National Association of Government Employees Local Rl4-149

(HEREINAFTER REFERRED TO AS THE "UNION"). This Collective Bargaining Agreement is specifically for the General Leonard Wood Army Community Hospital located at Fort Leonard

Wood, Missouri, and Contract# W81K04-14-D-OO10 (hereinafter referred to as the "hospital").

ARTICLE 1 - PURPOSE AND SCOPE

It is the intent and purpose of the parties hereto set forth herein the basic agreement covering wages, hours of work and conditions of employment to be observed between the parties hereto, and to provide procedures for prompt, equitable adjustments of alleged grievances to the end that there shall be no work stoppages, strikes or lockouts during the life of this Agreement.

ARTICLE 2 - UNION RECOGNITION

The Employer recognizes the Union as the sole exclusive collective bargaining representative of all full-time and part-time housekeeping employees employed by the Employer with respect to wages, hours and all other terms and conditions of employment at the General

Leonard Wood Army Community Hospital under Contract# W81K04-14-D-0010. The

Employer and the Union agree that all office electrical, supervisory, managerial, and all other administrative employees will be excluded from the bargaining unit.

ARTICLE 3 - UNION SECURITY AND MEMBERSHIP

Section 1. All present employees who are members of the Union on the effective date of this Agreement shall remain members as a condition of employment. All present employees I who are not members of the Union, and all new employees hired hereafter, shall, as a condition of employment, become members of the Union as of the effective date of this Agreement, or not later than the 31 51 day of their employment, whichever occurs later, or in the alternative pay to the Union an amount sufficient to reimburse the Union for all chargeable expenses as permitted by law. All employees shall remain members in good standing for the full terms of this

Agreement. Failure to comply with this requirement shall be a cause for discharge of the employee, upon written notification to the Employer, by the Union, that an employee has failed to tender the appropriate dues and fees uniformly imposed upon all employees in the bargaining unit.

Section 2. Membership in the Union is separate, apatt and distinct from the assumption by an employee of his equal obligation to the Union, insofar as he receives benefits equal to those received by other employees. The Union is required, under this Agreement, to represent -all of the employees in the bargaining unit fairly and equally, without regard to whether or not an employee is a member of the Union. The terms of this Agreement have been made for all employees in the bargaining unit, and not for members of the Union only. Accordingly, it is fair and equitable that each employee in the bargaining unit assume his fair share of meeting the

Union's costs and expenses in performing its duties as the exclusive bargaining representative.

The Union agrees to accept as a member, upon application, without discrimination, any new employee who may be hired by the employer for employment within the bargaining unit.

Section 3. The Union shall be indemnify and save the Employer harmless against any and all claims, demands, suits or other forms of liability that shall arise out of by reason of action by the Employer for the purpose of complying with the above provisions of this Article.

ARTICLE 4 - CHECK-OFF- DUES DEDUCTION

Section 1. The Employer agrees to honor check-off cards signed by the individual employees, which authorize the employer to deduct from the employee's paycheck each month the Union dues as certified by the Union, and remit same to the Union on each payday for which the dues were deducted. The Union agrees that in the event of any change in the Union's dues structure, it will notify the Employer thirty (30) days prior to the first pay period of the following month. The Employer will furnish the Union with the names and addresses of all the current and newly hired employees. The Employer, when remitting dues collected, will furnish the names and amounts collected.

Section 2. In the event of termination of employ1nent, the Employer will notify the

Union, and there shall be no obligation upon the Company to collect dues until all other deductions have been made.

ARTICLE 5 - NO DISCRJMINATION

It is the policy of both the Employer ai-1d Union to comply with all Federal and State Equal

Employment Opportunity Laws, and not discriminate against any protected person.

ARTICLE 6- UNION REPRESENTATION

Section 1. The number and need of representatives shall be determined by the Union, and appointments thereof will be made by the appropriate Union representative. The Union agrees to limit the number of stewards to a maximum of one ( 1) per shift where possible.

Section 2. The Union shall supply the Employer, in writing, anc;l shall maintain with the contractor on a current basis, a complete list of all current authorized representatives together with the designation of the group of employees they are authorized to represent. Prior to leaving the work area for the purpose of enforcing this Agreement, the employee representative must request permission from supervision. A steward may not leave the work area during work hours without permission from supervision. Employee representatives, where applicable, will be allowed sufficient paid time to attend meetings with the Employer and where such actions necessitate, be involved in investigation activities dming the representative's working hours.

Section 3. The Employer agrees to recognize the officers, stewards and duly designated representatives of the Union.

Section 4. Authorized agents of the Union shall have access, with reasonable advance notice, to the Employer's establishment during working hours, without interference with

Employer operations, for the purpose of adjusting disputes, investigating working conditions, and ascetiaining that the Agreement is being adhered to, and to perform the duties required under the provisions of Article 8 of this Collective Bargaining Agreement. All visits are subject to applicable Federal regulations and may be altered at the direction of the U.S. Government.

Section 5. The Employer agrees that in the event it is planned to transfer an officers or representative from one work shift or shop to another, it will inform the Union twenty-four

(24) hours prior to taking such action.

ARTICLE 7 - DISCHARGE, SUSPENSION AND DISCIPLINE

Section 1. The Employer shall not discharge, suspend or otherwise discipline any employees covered under this Agreement without just cause. Examples of '1ust cause," for the purpose of this Agreement, include but are not limited to: sabotage; repeated tardiness;

absenteeism; drunkenness or use of illegal drugs on the job; insubordination, material reduction of performance in terms of quality and quantity of production, theft or any willful violation of

Employer rules and regulations.

Section 2. Disciplinary actions for cause may include, as determined at the discretion of the Employer, written warnings, letters of reprimand suspensions without pay, demotions and discharge. All disciplinary action shall be reduced to writing and a copy given to the Employee and the Union. All disciplinary actions shall be subject to Article 8 and shall be corrective and progressive in nature.

Section 3. Disciplinary action shall be initiated in a timely manner to be effective and should take place within a reasonable time after the occurrence first became known to the

Employer.

Section 4. Each employee may review their personnel file at times mutually agreed upon by the Employer an employee.

Section 5. There shall be no discrimination against any employee because of his/her

Union activities.

ARTICLE 8 - GRIEVANCE PROCEDURE AND ARBITRATION

Section 1. A grievance is any dispute, difference, or disagreement between an employee or the Union and the Employer concerning the application or interpretation of this agreement. This grievance procedure set out below is the only method by which a grievance may be resolved. The parties will make an earnest effort to resolve all grievances in the following manner:

Step One: Any employee, with his/her representative, may file a grievance in writing with the Executive Housekeeper within seven (7) calendar days of when the grievant first became aware of the occurrence. Employer initiated grievances will be filed with the Local's

National Representative within the same time limits. Any grievance will state with particularity the terms of the contract or working conditions allege to have been violated and the resolution sought. The grievant and/or his representative wilt'meet with the Executive Housekeeper to discuss the grievance within ten (I 0) calendar days of filing the grievance.

Step Two: If the matter is not settled in Step One, the Union representative shall refer the matter to the Employer's President or his designee(s). The two (2) parties will then meet in an effott to settle the grievance. ff no satisfactory settlement is arrived at within ten ( I 0) workdays of the referral, either patty may refer the matter to Step Three, Arbitration.

Step Three: The patty invoking the provision of Step Three call upon the Federal

Mediation and Conciliation Service to supply both the Employer and the Union with a list of arbitrators consisting of at least seven (7) individuals who would serve as arbitrator. The patties may then invoke the procedures to strike off objectionable names. The decision of the arbitrator shall be final and binding upon both parties. The cost of such arbitration shall be equally shared by both parties, except each party will pay for their own representative.

Section 2. The parties may, by mutual consent, select a mutually acceptable neutral to act as a temporary or permanent arbitrator for disputes arising under the terms of this

Agreement. The time frames in Steps One and Two may be extended upon mutual agreement by the Union and the Employer.

Section 3. It is the intention of the parties that the time limitations and the requirements of the grievance procedure be rigidly followed. An untimely grievance shall not be considered by _any arbitrator. Any dispute or grievance not processed or appealed by the Union within the time limits set forth in any step shall be considered settled on the basis of the

Employer's last preceding answer. In the e'vent that the Employer fails to answer within the time limits set fo1th in any Step, the grievance shall be considered unsettled and may then be moved by the Union to the next Step.

Section 4. Every reasonable effort shall be made to settle grievances promptly. In the calculation of time limits under the Grievance Procedure, Saturdays, Sundays, and holidays are excluded except where "calendar days" is specified. Time limits fn the above procedure may be extended by mutual agreement of the parties .

ARTICLE 9 - SENIORITY

Section 1. Seniority as used herein shall mean the length of an employee's total service with the Employer and its predecessors at the site.

Section 2. The Employer shall consider seniority, along with skill, ability and qualifications, when making, promotions, layoffs, recalls, shift assignments or permanent transfers and, when relatively equal, seniority shall prevail.

Section 3. In case of a tie, seniority will be determined by using the last four (4) numbers of the Employee's Social Security number, the lowest being the most senior.

Section 4. If the Company finds it necessary to reduce its working force of employees in the bargaining unit, such layoffs will conducted in accordance with Section 2 of this article. The laid-off employee who has the most seniority, skill, ability and qualifications as mentioned in Section 2 of this Atticle shall be the first recalled. It is the responsibility of the employee(s) to maintain a correct address and telephone number on file with the Employer in order to be eligible for rehire. An employee will be considered permanently laid off if ( 1) they are notified by the Employer under this Article and Section and are determined to be unreachable and/or unresponsive to the recall, or (2) sixty (60) days have lapsed since their lay-off notification.

Section 5. A loss of seniority shall occur in the following events:

a) If an employee quits;

b) If an employee is discharged for cause;

c) If an employee takes an unauthorized leave of absence;

d) If an employee leaves due to military PCS assignment.

Section 6. Immediately upon the execution of this Agreement, the Employer will post a correct seniority list. If there are any questions by any employee as to the accuracy of the list, the Union and the Executive Housekeeper will check all available records and information to determine the proper seniority date. The Union will be provided with a copy of the list.

Section 7. No employee shall acquire any seniority rights until he/she has been continuously employed by the present Employer for a period of ninety (90) calendar days. The employees' seniority for employees who pass the probationary period shall be the date of hire.

Every new employee shall be on probation for a period of (90) days and during this probationary period, and employee may be dismissed for any reason considered justifiable by the Employer.

Any employee so dismissed shall not have a right to invoke the grievance and arbitration procedure of this Agreement.

ARTICLE 10 - PROMOTION AND VACANCIES

Section 1. The Employer will post permanent and part-time vacancies on each of its shifts for a period seven (7) workdays. In the event a position becomes immediately available, it shall be filled within 14 days. The chosen employee or applicant would have to have experience as noted in the position requirements. Such vacancies will be posted in a prominent location accessible to all employees.

Section 2. The Employer will give consideration to existing with regard to promotional opportunities and vacancies before hiring from outside the unit. Candidates will be considered in accordance with the provisions of Article 9, Section 2. Any employee may apply for a new or vacated position.

ARTICLE 11 - LEA VE OF ABSENCE

Section 1. A personal leave of absence without pay, for reasonable cause, as determined by the Employer, may be granted for a period up to ninety (90) calendar days, with written approval of the employee's supervisor at least fifteen ( 15) days in advance of such leave of absence, providing the employee can be spared from his/her regularly assigned job duties.

Seniority shall accumulate and not be broken when an employee is granted a leave of absence for reasonable cause. Any employee absent longer than the terminated his/her employment with

Employer and thus forfeits their seniority privileges.

Section 2. It is agreed and recognized by both the Employer and the Union that all employees covered by this Agreement upon leaving for the Military Services shall receive all benefits required by the Selective Service Act, the Veteran's Re-employment Act or other applicable Jaw.

Section 3. The Employer will comply with the provisions of the Family and Medical

Leave Act. Nothing contained in this Agreement is intended to interfere with or impede the

Employer in meeting its obligations under the Family and Medical Leave Act, including the ability of the Employer to require the use of paid time off when applicable.

Section 4. The Union will be notified in writing in advance if an employee goes on an unpaid leave of absence.

Section 5. The Employer provides Worker's Compensation coverage for employees who sustain an injury or contract a sickness covered by Worker's Compensation. The Employer will pay the injured or sick employee the difference between hours actually worked and hours scheduled on the date of the compensable injury. The Union will be provided a copy of any reported injury form WC-I as a result of a covered worker's compensation injury.

Section 6. Any employee summoned as a juror in any judicial proceeding shall, if they serve, receive compensation for the time served on jury duty equal to their pay less the amount received for serving, not to exceed two (2) weeks. In order to receive payment for such duty, an employee must have been regularly scheduled to work on a non-overtime basis. The employee must give reasonable prompt notice to their supervisor that they have been summoned, and must provide satisfactory evidence that they served on the days for which payment is claimed.

ARTICLE 12 - WAGES AND FRINGE BENEFITS

Employees shall be paid wages, mileage, and shift premiums (i.e. shift differential) in accordance with this Agreement and the schedule of Wages and Fringe Benefits identified as

Addendum (A). Health and Welfare will be earned for all regular (non-overtime) hours worked, used sick-leave hours, used vacation hours, and used holiday hours. Any overtime hours worked, unused sick leave, unused vacation and/or unused holiday are NOT subject to Health &

Welfare benefits.

ARTICLE 13 - SIUFT SCHEDULING, BASIC WORKWEEK & HOURS OF WORK

Section 1. Hours of work shall be continuous, exemptions shall be submitted to the

Union by the Employer. The provisions of this Article do not constitute a guarantee of the minimum hours available to an employee.

Section 2. Employees working six (6) or more hours wi ll receive one 30-minute non-paid meal period. Employees shall be allowed one 15-minute rest period within each four (4) hours worked. The rest period will be near the middle of each four (4) hour period.

Section 3. Shift for all regular employees shall be established as follows:

a) Shifts will be established by the Employer to best accomplished the mission of the duty assignment; and

b) Employees transferred from one shift to another shall receive at least twenty-four (24) hours' notice except dming emergencies or operational needs that dictate otherwise.

Section 4. The Company currently utilizes its three (3) basic shifts. The starting and finishing times arc as follows: first shift- 7:30am to 4:00pm; second shift - 4:00pm to 12:30am;

and third shift - 11 :OOpm to 7 :30'am.

Section 5. The regular workweek for all employees shall be from 12:00am Sunday, through 11 :59pm the following Saturday.

Section 6. Except if operational needs require otherwise, each e·mployee shall have two (2) consecutively scheduled days off in each workweek.

Section 7.

The pay period and payday shall be twice a month (the 151 h and 3011\ and the Company policy of paying on Friday if it falls on Saturday or Sunday), but this may be modified based on the regular payroll procedures of the Employer with reasonable notice to the Union.

Section 8. Standby or on-call employees will be called in, if needed, in accordance.

with the provisions of Article 9, Section 2.

ARTILCE 14 - OVERTIME

Overtime shall be paid at the rate ofone and one-half (1 Yi) times the straight hourly rate for hours in excess of forty ( 40) hours a week. No overtime will be worked except by prior direction of the proper supervisory personnel of the Employer. Employees will be considered with the provisions of A1ticle 9, section 2. The Employer will distribute overtime work based on skill and classification as necessary, and as fairly as possible between employees affected by such overtime work; in the case of multiple employees affected, seniority will have the first rights for overtime.

ARTICLE 15-SHOW-UP AND REPORTING TIME

Employees rep01ting for work at their regular starting time, when they have not been notified not to report and for whom no work is provided, shall receive two (2) hours' pay at their regular hourly rate of pay. Employees reporting for work who are assigned work shall ber paid no less than two (2) hours' pay at their regular rate, or for actual hours worked, whichever is greater. Employees called in outside their scheduled working hours, or on their scheduled days off, shall receive a minimum of two (2) hours' pay or the pay of the hours actually worked, whichever is greater. Employees must notify the Employer as soon as they become aware that they will be delayed and/or unable to get to work, but at least two (2) hours prior to their scheduled work shift. Consideration will be given to the_employees in tire case of unavoidable circumstances.

ARTICLE 16 - NO STRIKES-NO LOCOUTS

Section 1. The Union shall not engage in any strike, slowdown, walkout, boycott, sympathy strike or other interference with the orderly operation of the Employer, and the

Employer shall not engage in any lockout of employees during the term of this Agreement or any extension thereof.

Section 2. It is agreed that in all cases of any unauthorized strikes, slowdowns, walkouts, sympathy strikes, or any other unauthorized acts of employees of the Employer, or of any affiliated Local Union and/or Union Council, or official thereof, the Union shall promptly undertake to induce employees to return to their jobs, and no liability shall attach to the Union unless, and until, any such unauthorized act has been authmized or condoned by the Union.

Furthermore, if an employee violates the conditions of Article 16 and engages in a strike, slowdown, walkout, boycott, sympathy strike or other interference with the orderly operation of the Employer, the employee will be considered to have abandoned their job and will be subject to immediate termination at the discretion of the employer.

ARTICLE 17-HEALTH AND SAFETY

The Employer and the Union agree that they will cooperate in the enforcement of health and safety standards, and rules that may be established by the Employer in compliance with OSHA or other statutory regulations.

ARTICLE 18 - PHYSICAL EXAMINATION

If required .by the Contracting Agency, the Employer may require an employee to undergo a physical examination, and it shall have the right to select the examining physician, request the physician, to conduct specific tests, and to receive a written report from the physician as to his/hers findings. Such report shall be considered and treated in a confidential manner by the

Employer. The total costs of such physical examinations, exclusive of any treatment given, shall be borne by the Employer provided the employee remains employed for a minimum of ninety

(90) days. If any given employee becomes unemployed with this contract, whether voluntary or involuntary, prior to completing ninety (90) calendar days of employment, the costs borne by the employer for physical examinations will be garnished from the ex-employee's final pay check. If the employee requests it, he or she shall receive a copy of any such report.

ARTICLE 19 - HOLIDAYS

Section 1. All full-time employees shall receive pay for the eleven (11) holidays per year listed in Addendum (A). Holidays hours will be subject to the wages, health & welfare (up to forty (40) hours max per week) and shift differential as set forth in Addendum (A).

Section 2. Any employee who is absent without an acceptable excuse, on his/her scheduled workday immediately preceding and/or his/her scheduled workday immediately following a holiday shall forfeit his/her right to be paid for such holiday. If an employee is prevented from working on the workday immediately preceding or the workday immediately following a holiday because of illness attested to in writing by a physician, or death in his/her immediate family, or an act of God, such fact shall constitute an acceptable excuse.

Section 3. Employees who are required to work on a holiday shall receive the same pay as they would normally receive on a regular workday plus the day's pay that they are normally entitled to for the holiday.

Section 4. Should a holiday fall dming an employee's vacation period, the employee shall receive one (l) additional day of paid vacation.

Section 5. Employee's holiday pay will be paid based on the hours the employee would have been regularly scheduled to work. Where applicable, employee's holiday p~y will be prorated in the following manner: To compute the number of hours for which an employee is entitled to compensation, the proportion which the average number of hours an employee is normally scheduled to work per week bears to forty (40) hours shall be applied to eight (8) hours to determine the number of paid hours said employee is entitled to receive. For example, if an .

employee is normally scheduled to work thirty (30) hours dul'ing the normal workweek, his/her holiday pay would be computed by taking~ (30/40) of eight (8) hours and multiplying the resulting six (6) hours by this hourly rate.

Section 6. Any day that is declared a Holiday by the President will be considered an unpaid holiday for Employees covered by this agreement. Only the Holidays negotiated and outlined in Addendum (A) will be paid to the covered employee.

ARTICLE 20- VACATIOIN

Section 1. All employees shall receive vacation as set forth in Addendum (A).

Section 2. Requests for vacation time must be submitted with sufficient advance notice each year and should consist of a first preference and an alternate preference. Although the Employer will make every effort to allow the employee to take his/her vacation during one of his/her preferred periods, the Employer reserves the right, if it so chooses, to require the employee to take his/her vacation at another time, depending on the needs of the Employer. All

~mployees entitled to vacation may use their vacation in the year following their anniversary date, unless the employee and the Employer mutually agree to the accrual of earned vacation time for use in the future years.

Section 3. On an employee's anniversary date, if there are any unused vacation benefits which were assigned from their prior anniversary, the employee shall be paid by the last day of the following month. Pay received for unused vacation will not include Health & Welfare.

Section 4. Vesting of vacation for Employees shall occur on their date-of-hire anniversary. Vacation pay shall be figured on the basis of the employee's past year's in a pay status computed as a percentage based on a 2080-hour work year. Employees must have worked a full year in order to be eligible for vacation.

ARTICLE 21-HEALTH AND WELFARE/PENSION

Employees will be given a choice of "Option l ", or "Option 2" as indicated on the

Addendum (A) to this Agreement.

ARTICLE 22 - WASH AND WEAR UNIFORMS

The Employer shall provide each employee three (3) shirts/tops per year to be issued on the employee's anniversary date.

ARTICLE 23 - MANAGEMENT RIGHTS

The Employer retains certain rights, powers, and responsibilities, which are exclusively vested in the Employer, except only as they may be subject to specific and express obligations of this Agreement. Among these rights, powers, and responsibilities, but not wholly inclusive, are:

all matter concerning or related to the agreement and administration of the business; and the direction of the working forces, including (but not limited to) the right to discipline, suspend or discharge for just cause; to lay off for lack of work or for any other legitimate reason; to hire, classify, transfer, assign work, promote, demote, or recall; to make and enforce reasonable rules and regulations; to determine the starting and quitting time and the number of hours to be worked; to determine the products, processes, and extent of the business or production; the types and quantities of machinery, equipment and materials to be used; the nature, extent, duration, character and method of operation, including the right to contract out or subcontract; the right to determine the number, utilization of personnel and quality and quantity of workmanship and work required to ensure maximum mobility, flexibility and efficiency of operations; to establish, adjust and enforce fair production standards; and to determine the size, number and location of its facilities; all of which are vested exclusively in the Employer and all rights not specifically relinquished by the Employer in this Agreement shall remain the Employer's.

ARTICLE 24 - SICK/PERSONAL LEA VE

Section 1. Employees will earn sick leave based on the hours the employee would have been regularly scheduled to work. Where applicable, employee's sick pay will be prorated in the following manner: To compute the number of hours for which an employee is entitled to compensation, the proportion which the average number of hours an employee is normally scheduled to work per week bears to forty (40) hours shall be applied to eight (8) hours to determine the number of paid hours said employee is entitled to receive. For example, if an employee is normally scheduled to work thirty (30) hours during the normal workweek, his/her sick pay would be computed by taking~ (30/40) of eight (8) hours and multiplying the resulting six (6) hours by his hourly base rate.

ARTICLE 25 - BEREAVEMENT LEA VE

Section 1. Bereavement leave, as identified in Addendum (A), shall be recognized as follows: An employee who has a death in his/her immediate family defined as his/her spouse, parent, brother, sister, children, mother or father-in-law, Grandchildren, or a member of the immediate family through adoption or guardianship, shall be paid up to and including three (3) days' pay at his/her regular rate for time missed within one (I) week of the funeral. Mother, Father, Sister, Brother, Grandchildren, Son, Daughter, Grandparents, and/or stepparents, shall be considered as immediate family. (Documentation may be required to show that legal adoption or guardianship does exist when death occurs to a family member in this category.) The use of bereavement leave will be counted as hours worked for calculating fringe benefits.

Section 2. Employees' bereavement leave pay will be paid at the rate of the employee's normally scheduled workday.

ARTICLE 26 - SUCCESSORS AND ASSIGNS

This Agreement shall be binding upon, and shall ensure to the benefit of the parties hereto, their successors and assigns.

ARTICLE 27 - GENERAL PROVISON

Section 1. The Union agrees to cooperate with the Employer in all matters required by the United States Government, and the Union recognizes that the terms and conditions of the

Agreement are subject to certain sovereign priorities, which the United States Government may exercise. The Union agrees that any actions taken by the Company pursuant to a requirement of the United States Government shall not constitute a breach of this Agreement. Nothing in this

Agreement shall be construed to prevent institution of any change prior to discussion with the

Union where immediate change is required by the United States Government.

Section 2. If, during the term of this Agreement, or any extension thereof, any part or provision is by legal or legislative process rendered or declared to be invalid, such part or provision thereafter shall be void, but the balance of this Agreement shall remain in full force and effect and shall be fully binding upon the Employer and the Union.

Section 3.

by either party.

Section 1.

This Agreement has a binding Arbitration Provision that may be enforced

ARTICLE 28-EFFECTIVE DATE AND DURATION

This Agreement shall become effective October 1, 20 I 0, and shall continue in full force and effect until , and shall renew itself ------- __ , ----each successive year thereafter on the anniversary date of the Government Contract, or any extension thereof, unless written notice of intended change is served_ in accordance with the

National Labor Relations Act, as amended, by either patty hereto at least sixty (60) days, but not more than one hundred twenty (120) days, prior to the termination date of the contract.

Section 2. This Agreement sh al I be re-opened for re-negotiations of Wages and

Fringe Benefits not later than 60 days nor earlier than 120 days prior to the anniversary date of the Government Contract or any extension thereof.

IN WITNESS WHERE OF,

the parties hereto have executed this Agreement the ___ day of ______ _ 2015.

For Ape · it, , c

L~tj;b ~ u,fo~ I lis/ckµr For the Union

,{)/L,'1/.U ({.~ ·//e..,·,41J:.. / /Ae..J 1~-'t r ---------!Z - Z I• f)

Print Name & Title Print Name & Title

Final

Effective Date

Wages

HEALTH & WELFARE

HOLI DAYS

VACATIONS

UNIFORMS

SICK/PERSONAL

LEAVE

M ILEAGE

BEREAVEMENT

LEAVE

SH IFT DIFFERENTIAL

ADDENDUM "A"

SERVICE CONTRACT AGREEMENT

BETWEEN APEX LI M ITED, INC (CONTRACTOR)

AND THE NATIONAL ASSOCIATION OF GOVERNMENT EMPLOYEES LOCAL R14-149

CONTRACT# W81K04-14-D-0010

1 Octobe.r 2017 1 October 2018

Housekeeper: $ 15.17 Housekeeper: $ 15.61

Sh ift Leader: $ 16.36 Shift Leader: $ 16.80

Option 1: A four-tier Med ica l/RX Plan with Life, Option 1: A four-tie r Medical/ RX Plan with life, AD&D, Vision, and EAP AD&D, Vision, and EAP

Option 2: A Retirement Plan . Option 2: A Retirement Plan.

$4.50 per hour in work stat us for any Q!:!!t of the $5 .00 per hour in work status for any one of the two two options. options.

Eleven (11) Holidays Eleven (11) Hol idays

New Year's Day, Martin Luther New Year's Day, Martin Luther

King's Birthday, President's Day, King's Birthday, President's Day, Memorial Day, Independence Day, Memorial Day, Independence Day, Labor bay, Columbus Day, . Labor Day, Columbus Day, Vet eran's Day, Thanksgiving Day, Veteran's Day, Thanksgiving Day, Christmas Day, Employee's Birthday Christmas Day, ***Employee's Birthday

1 weeks after 1 yr. 1 weeks after 1 yr.

2 weeks after 2 yrs. 2 weeks after 2 yrs .

3 weeks after 5 yrs. 3 weeks after 5 yrs .

4 weeks after 8 yrs. 4 weeks after 8 yrs.

5 weeks after 15 yrs. 5 weeks after 15 yrs.

Three (3) shirt/tops w/company logo to Three (3) shirt/tops w/company logo to be issued on employee's anniversary date. · be issued on employee's anniversary date.

8 Hours per month (IAW Article 24) 8 Hours per month (IAW Article 24)

$0.56 per mile $0.56 per mile

3 Days for death of immediate family 3 Days for death of immediate fami ly

2nd shifts $0.51 per hou r 2nd shifts $0.51 per hour

3rd shifts $0.66 per hour 3rd shifts $0.66 per hour

*** Indicates: Employees are free to choose the day of the year at their own discretion, with management approval, and there is no burden placed on the housekeeping staff.

IN WITNESS WEREOF, t he parties hereto have executed th is addendum the

For t he Union

Print Name & Title Print Name & Title vM>v ,04;:;J;· ,,knr