Attachment_9_-_Current_CBA.PDF

COLLECTIVE BARGAINING AGREEMENT

BETWEEN

Primus Solutions, Inc., Refuel/Defuel Services Fort Rucker, Alabama

AND THE

INTERNATIONAL ASSOCIATION OF MACHINISTS AND

AEROSPACE WORKERS, AFL-CIO

LOCAL LODGE NO. 2003

Daleville, Alabama

August 1, 2015 through July 31, 2018

Table of Contents

SECTION PAGE

AGREEMENT

ARTICLE I RECOGNITION

ARTICLE 2 MANAGEMENT RIGHTS

ARTICLE 3 WAGE AND HOURS

3.1 Employee Classifications and Wages

3 .2 Shift Differential

3 .3 Reporting and Call Back Pay

3.4 Hours of Work

3 .5 Ove1iime

3.6 Pay Period

ARTICLE 4 VACATION

ARTICLES PERSONAL LEAVE PAY

ARTICLE 6 HOLIDAYS

ARTICLE 7 LEAVES OF ABSENCE

7. I Personal Leave

7 .2 Medical Leave

7.3 Jury Duty and Military Leave

7.4 Bereavement Leave

7.5 Voting Leave

7.6 Family and Medical Leave

ARTICLE 8 HEALTH BENEFITS

8.1 Group Medical, Dental and Vision Insurance

8.2 Group Life and Accidental Death and Dismemberment Insurance

8.3 Sh01i-Te1m Disability

8.4 Hearing Test

8.5 Machinists Custom Choice Worksite Benefit Program

ARTICLE 9 GENERAL

9. I Wearing Apparel

9 .2 Mileage

9 .3 Travel Status

9 .4 Rece1tification

ARTICLE I 0 SENIORITY

10.1 Seniority Definition

10.2 Broken Seniority

10 .3 Part-Time Employees

I 0 .4 Probationary Employees

ARTICLE 11 NEW CLASSIFICATIONS AND VACANCIES

11.1 Bidding and A ward

11.2 Establishing New Classifications

11.3 Discontinuance of Operation

ARTICLE 12 LAYOFFS

12.1 Temporary Layoff/Cancellations

12.2 Indefinite Layoff

ARTICLE 13 UNION REPRESENTATION AND SECURITY

13. I Steward/Grievance Committee

13 .2 Bulletin Boards

ARTICLE 14 UNION SECURITY

ARTICLE 15 SUPERVISORS WORKING

ARTICLE 16 GRIEVANCE AND ARBITRATION

ARTICLE 17 STRIKES AND LOCKOUTS ................................................................................ 3 5

ARTICLE 18 BARGAINING ON EXCLUDED MATTERS

ARTICLE 19 JOB DESCRIPTIONS

ARTICLE 20 PRODUCTIVITY, EFFICIENCY AND SAFETY

ARTICLE 21 DRUG-AND ALCOHOL-FREE WORKPLACE

ARTICLE 22 FINANCIAL INSTITUTION DEDUCTIONS

ARTICLE 23 PENSIONS ............................................................................................................. 3 8

ARTICLE 24 40l(K) PLAN

ARTICLE 25 COMMERCIAL DRIVER'S LICENSE

ARTICLE 26 MNPL DEDUCTIONS

ARTICLE 27 SUCCESSORSHIP

ARTICLE 28 DURATION

APPENDIX A JOB DESCRIPTIONS

AGREEMENT

This Collective Bargaining Agreement ("Agreement") is made and entered into this August I, 2015 by and between Primus Solutions, Inc. Fort Rucker Division (herein "Company"), and International Association of Machinists (JAM) and Aerospace Workers, AFL/CIO and its Local Lodge No. 2003 (herein "Union") as representative for the purpose of collective bargaining of the employees hereinafter defined, located at Ft. Rucker, Alabama. Said parties agree as follows:

(a) 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.

(b) 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 unit described in the Recognition A:tiicle and this Agreement shall apply only to such employees. Any te1ms denoting the masculine gender used herein such as "he" or "his" shall refer to both male and female employees of the Company.

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

( d) No past practice or agreements prior to the effective date of this Collective Bargaining Agreement shall be binding upon the Company or Union.

( e) The pmiies acknowledge that the work performed under this Agreement is pursuant to a contract between the Company and an agency of the U.S. Government (herein "Government"). The parties recognize that the Company is required at all times to fully meet its obligations as a federal government contractor, to comply with all laws applicable to its work perfonned under this Agreement and to comply with the terms of any Company contract(s) with the Gove1muent.

ARTICLE I

RECOGNITION

Primus Solutions, Inc., Fort Rucker Division recognizes Local Lodge No. 2003, International Association of Machinists and Aerospace Workers, AFL/CIO, as the exclusive collective bargaining representative for the following bargaining unit:

All the Company's full-time and regular pmi-time refueling and maintenance employees, including refuelers, leadman and mechanics employed by the Company at its Fort Rucker, Alabama locations, but excluding all receiving clerks, and office clerical employees, professional employees, guards, and supervisors as defined in the NLRA, and all other personnel.

ARTICLE2

MANAGEMENT RIGHTS

(a) The Company and the Union agree it is the function and right of the Company to exercise its own judgment, discretion and prerogatives in developing processes, procedures and standards to meet the work requirements, Government specifications, customer acceptance and to meet competition in order that its business is secure, its profits assured and jobs and wages protected.

(b) Except insofar as it is specifically abridged by express provisions of this Agreement, the management of facilities and equipment, and direction and supervision of employees 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, making of reasonable rules and regulations not in direct conflict with the terms of this Agreement, to relieve employees from duty because of lack of work, and to maintain discipline and efficiency of employees provided that this will not be used for the purpose of discrimination against any employee as defined in paragraph (g) of Article 2.

( c) Rules and regulations shall be enforced consistently. The Union and employees shall be notified prior to the institution of new rules and regulations. The implementation of new rules and regulations shall not be subject to the grievance procedure. However, the Union shall have the right to protest through the grievance procedure the extent of any penalty levied against employees for any alleged violation of such rules and regulations.

( d) Management at its sole and exclusive discretion shall determine the size of the workforce, including the number of employees assigned to any pmiicular operation, and to establish and modify, as needed, its policies concerning the selection of employees and job qualifications; to subcontract the work in whole or in part, as to vehicle and equipment maintenance; to establish or abolish job classifications, depmiments or operations; to change or combine departments or operations, to determine the work place and work performance levels, including the starting and quitting times and the number of hours in any one day, or week, and shifts to be worked; and to determine when overtime shall be worked and, if so, to what extent.

( e) All other rights traditionally exercised by management also are expressly reserved, even though not enumerated above, except insofar as it is specifically abridged by express provisions of this Agreement.

( f) The failure of the Company to exercise any function or right reserved to it hereunder, or the exercise of any function or right in a particular way, shall not constitute a waiver of the Company's authority to exercise such right or function or to exercise same in some other way not in express conflict with a provision of this Agreement.

(g) There shall be no discrimination with regard to hires, tenures, te1ms or conditions of employment because of race, color, sex, marital status, religion, disability or national origin. Any action or conduct that does not constitute actionable discrimination under federal or state employment laws shall not constitute discrimination under this Agreement.

(h) The waiver of any breach or condition of this agreement shall not constitute a precedent for any fmiher waiver of such breach or condition.

ARTICLE3

WAGE AND HOURS

3.1 Employee Classifications and Wages

Category Effective Effective 01 October 2015 01 October 2016

Refneler Base Hourly Rate

2 Years $23.09 $23.55

1 Year $21.43 $21.86

Staii $19.84 $20.24

Effective 01 October 2017

$24.08

$22.35

$20.69

Heavy Equipment Mechanic and Fuel Distribution System Mechanic Base Hourly Rate

2 Years $32.52 $33.17 $33.91

1 Yem· $30.11 $30.71 $31.40

Start $27.75 $28.31 $28.95

(a) Annual pay increases will effect all employees. Employees with less than one year of employment will receive the new staii rate of pay.

(b) Transfer into Heavy Equipment Mechanic or Fuel Distribution Mechanic will begin at the starting rate of pay.

( c) All employees specifically assigned and designated in writing as Lead person will be paid a bonus of $1. 7 5 per hour. Temporary Lead personnel shall receive the same bonus for all hours specifically assigned in writing and worked as a Lead person.

( d) An employee who changes classifications to a lower classification will be slotted into the appropriate rate of pay based on the employee's years of service. An employee who transfers to a higher classification will be paid the minimum rate of the higher classification.

3.2 Shift Differential

(a) An employee assigned to and begins work on the second shift shall be paid a bonus of $0. 80 per hour shift differential.

(b) An employee assigned to and begins work on the third shift shall be paid a bonus of$1.05 per hour shift differential.

3.3 Reporting and Call Back Pay

(a) An employee who is scheduled and reports to work at the scheduled time without being notified not to report and who is subject to being sent home due to weather, schedule changes, and/or flight cancellations shall be given a minimum of two hours' pay at his applicable rate. Employees reporting to work may be required to perform work based on the situation and company needs at the time.

(b) An employee who is not scheduled and is called and reports for work, shall receive a minimum of two hours' work or two hours' pay at the applicable rate.

( c) An employee who is called and repmis back for work after he has completed his regular assigned shift and departed from the premises shall receive a minimum of two hours' pay at his applicable rate, unless such work is to be performed immediately before and in conjunction with the employee's next shift.

( d) All employees are required to provide the Company means of communication (telephone or pager) for notifications. Employees failing to provide a means of communication for notification may be refused the two hours repmiing pay.

3.4 Hours of Work

(a) The work week shall begin at 12:01 a.m. on Monday and end at midnight on the following Sunday. The "regular" assigned work week for full-time employees shall consist of 40 hours, five consecutive days, beginning on Monday. The "odd" assigned work week for full-time employees shall consist of 40 hours, five consecutive days beginning on a day other than Monday. Full-time employees assigned to the "odd" work week may be required to work at any work location on their assigned shift on Saturday and Sunday in accordance with work load demands. Work schedules may be changed by the Company from time to time to suit varying conditions of business.

(b) This section defines only the nmmal hours of work and shall not be constrned as a guarantee of hours of work per day, or per week, or of days of work per week.

Nothing in this section shall be deemed to prohibit the Company from establishing a new and different nmmal work day, or a new and different schedule of work within the work week, in the exercise by the Company of its business judgment.

( c) Determination of stmiing time and hours of work shall be made by the Company and such schedules may be changed from time to time to suit varying conditions of business. The starting times of the various shifts is as follows:

First Shift:

Second Shift:

Third Shift:

Beginning at or after 5 a.m.

but before 11 a.m.

Beginning at or after 11 a.m.

but before 6 p.m.

Beginning at or after 6 p.m.

but before 5 a.m.

(d) A break of ten (10) consecutive hours must separate each 12 hours of work. For purposes of this provision, "work" shall include all work performed for any employer.

( e) Employees will be allowed one scheduled 15-minute rest period before and one 15-minute rest period after lunch in each complete scheduled work day. The Company will attempt to establish the first rest period at approximately mid-way between the beginning of the shift and the lunch period, and will attempt to establish the second rest period approximately mid-way between the lunch period and the end of the shift.

Employees required to work ove1iime shall be entitled to the regularly scheduled rest period on the shift during which the overtime is worked. Employees shall work up to the start of the rest period and be at their place of work at the end of the rest period.

Employees at base fields will be allowed to clean up their work stations and vehicles 15 minutes prior to the end of the shift. At stage field operations, this clean-up period applies only to vehicle operators and one refueler. Nothing in this section is intended to detract from providing a normal eight-hour work day for full-time employees.

(f) The Company will use one-fomih of an hour (15 minutes) as a unit in computing tardiness. If an employee clocks "in" from eight to 15 minutes late, the employee will lose one-fourth of an hour (15 minutes). If an employee is tm·dy for longer than 15 minutes, the regular procedures of computing the time to multiples of 15-minute intervals will apply. Employees shall not be required to work during the period used in computing tardiness. The foregoing shall not be considered as a limitation on the right of the Company to take disciplinary action for repeated or unexcused tardiness.

(g) When an employee arrives at work earlier than the nmmal starting time for his shift, the employee shall not record time on his time card prior to 15 minutes before the shift stmting time. No payment will be made for early starting unless the supervisor has authorized the employee to stmt work at a time earlier than the n01mal stmting time.

(h) Should an employee fail to punch his time card, such employee will bring the matter to the attention of his supervisor and the employee will be required to prove to the supervisor that he was at work during any time for which the employees wants credit.

The card must bear the "OK" of the supervisor before such credit is given.

(i) An employee shall be expected to be at his work location ready for work at the beginning of his shift and shall be expected to continue working until the end of said shift.

(j) Lunch break will be established and designated by the Company for periods ranging from 30 minutes to one hour, at approximately the mid-points of the shifts, in keeping with sound business practices and efficiency. Lunch time will not be paid time.

(k) The Company will designate a telephone number for employees to call to repmt their absence from work and maintain a call-in log showing employee's name, classification, date and time the call was received.

(1) The Company will post on a weekly basis at each base field a current ove1time rotation list for the base field.

3.5 Overtime

(a) Time-and-one-half will be paid for:

I. All time worked over eight hours in a work day.

2. All time worked over 40 hours in a work week.

3. All time worked on a holiday as defined in Article 6.

(b) Time-and-one-half will be computed at one-and-one-half times the employee's base wage rate exclusive of any premiums.

( c) There shall be no pyramiding of premium or overtime pay and nothing in this Agreement shall be constmed so as to require the payment of premium or ove1time pay more than once for the same hours worked.

(d) Full-time employees will be given preference for overtime required by regularly scheduled stage field driving, for regular weekend assignments at Cairns base field, and for "add-on" work as described in this paragraph. Under this Agreement, "add on" work is defined as work involving non-regular refueling requirements issued to the Company by the Government that are outside the normal requirements of the contract between the Company and the Government. A regular weekend assignment at Cairns refers to regular work at Cairns base field that is not assigned to employees as pmi of an odd work week schedule. Oveiiime required by regularly scheduled stage field driving refers to the daily ove1iime typically associated with driving a fuel truck to a stage field during a regular shift of at least eight hours. When filling multiple ove1iime requirements at the stage fields, the position responsible for driving the fuel truck from the base field will be filled first.

( e) Ove1iime work will first be offered to the employee at the top of the rotation list in the classification, on the shift and at the work location where the ove1iime exists. If no employees on the shift and at the work location accept the ove1iime, it will next be offered to the employee at the top of the rotation list in the classification, on the shift and at the base field where the ove1iime exists. If no employees assigned to the work location or base field accept the ove1iime, then it will be offered to full-time employees project-wide by seniority. If no full-time employees accept the ove1iime, then a pati-time employee will be scheduled. If no part-time employee is available to work the ove1iime, the low senior full-time employee on the shift and at the location where the ove1iime will be performed will be scheduled to work.

(f) An employee will be rotated on the ove1iime rotation list when the ovetiime is worked or refused, or when the employee is absent and the overtime is available.

Employees who do not satisfy scheduling requirements under paragraph 3 .4( d) at the time overtime is available, will not be offered overtime and will not be rotated on the ove1iime rotation lists. Employees will not be rotated on the overtime rotation list when they turn down off shift overtime at their work location.

(g) When an employee is permanently transferred, reclassified or hired, the employee will be positioned on the bottom of the rotation list.

(h) Once an employee volunteers for or is assigned available overtime, he will be required to work the ove1iime unless he is unable due to circumstances beyond his control.

(i) For purposes of calculating daily ove1iime under paragraph 3.S(a) of this Agreement, a "work day" is defined as a 24-hour period beginning at midnight and ending the following evening at midnight. Full-time and part-time employees shall be paid daily ove1iime for hours worked in excess of eight hours on My such work day. The work day used for calculating daily ove1iime is not subject to variation of change under this Agreement based on the daily start time of the employee.

(j) For purposes of calculating weekly ove1iime under paragraph 3.S(a) of this Agreement, a "work week" is defined as a 168-hour period beginning at 12:01 a.m.

Monday and ending at 11 :59 on the following Sunday. The "work week" for purposes of calculating weekly ove1iime shall be the same for all full-time and pmi-time employees under this Agreement.

3.6 Pay Period

(a) The Company will pay employees on a bi-weekly basis. An employee's first check will be received during the two-week payroll period following the first two-week payroll period worked. Thereafl.er, the employee will be paid every two weeks.

The Company may at its discretion elect to change the pay period to a weekly pay period and may utilize either a weekly or bi-weekly pay period during the duration of this Agreement.

(b) Any employee indefinitely laid off or terminated will be paid in full on the pay day occurring during the following pay period. This paragraph [3.6(b)] shall not apply to temporary layoffs, including temporary layoffs during the Christmas holiday.

(c) All employee's covered under this agreement will provide the company with the necessary banking information to receive their pay via direct deposit. Employees who fail to provide the banking information will receive their paychecks via the United States Postal Service. Should a paycheck be lost, a request for a replacement paycheck cannot be made until five workdays after the paycheck was mailed.

ARTICLE4

VACATION

(a) Ten days' vacation will be provided to full-time hourly employees who have one year but less than 8 years of continuous service, afl.er each year of continuous service.

(b) Fifl.een days' vacation will be provided to full-time hourly employees who have 8 years but less than 16 years of continuous service, afl.er each year of continuous service.

(c) Twenty days' vacation will be provided to full-time hourly employees who have 16 years or more of continuous service, after each year of continuous service.

(d) Vacation will be available to each paii-time employee afl.er one yeai-'s continuous service on a pro-rata basis of hours worked during that year as related to a full-time employee with one year but less than 8 years of continuous service. After 8 years but less than 16 years of continuous service a part-time employee's vacation shall be determined on a pro-rata basis of a full-time employee with 8 but less than 16 years of continuous service. After 16 years or more of continuous service a pmi-time employee's vacation shall be determined on a pro-rata basis of a full-time employee with 16 or more years of continuous service.

(e) One year's continuous service is defined as the time between the employee's anniversmy date from year-to-year, including continuous service with the predecessor contractor. Anniversmy date is defined as the employee's hire date.

(f) Paid vacation will be computed-based on an eight-hour work day at the base hourly rate in effect at the earlier of the time the vacation is paid or taken.

(g) Preferred vacation scheduling in increments of fo1ty ( 40) hours or more, should be submitted by the employee at least two weeks prior to the date requested. The employee's vacation schedule for forty ( 40) hour blocks shall be coordinated with the work load schedule and is subject to review and approval by his immediate supervisor and the Project Manager. An employee will be notified in writing by the Company within three work days of approval or disapproval of such request. The Company will provide a reason to an employee for disapproval of a vacation request. The Company shall have full authority to schedule vacations for optimum perfo1mance under the contract. If the employee is granted vacation time upon this request, he may expect some leave without pay to be necessmy during low work load periods.

(h) Less than a full week of vacation may be taken as production requirements permit when approved by the employees' supervisor. Requests for more than one full day but less than a full week of vacation may be made no later than 24 hours prior to the stmt of the requested vacation time.

All base fields will have a roster for employees to schedule vacation time of more than one (1) day but Jess than forty ( 40) hours. Approval or disapproval will be given in writing within one (1) working day.

Vacation request of one (1) day or less will be made on a form provided by the Company. Request will be made no later than 24 hours prior to the stmt of the vacation time. Written approval or disapproval will be given.

(i) Employees having the greatest seniority will be given first choice in selecting their vacation preference. However, a less senior employee who has been approved for vacation cannot have that vacation bumped by a more senior employee within the 60-day period before the vacation is scheduled to begin.

G) Any employee indefinitely laid off or terminated will be paid in full for any accrued, unused vacation hours on the pay day occurring during the following pay period. An employee who is indefinitely laid off or terminated, shall have his vacation pay paid on a pro-rata basis for the period the employee has worked. Vacation leave shall not accrue during an indefinite layoff.

(k) The Company shall pay an employee any unused days of earned vacation upon reaching the next anniversmy date or the employee may cany over twenty-four (24) unused hours. Payment will be made on the payroll immediately following the anniversary date. Separate payment will be made upon request within 30 working days of submitted request.

(1) The Company shall maintain records on each employee for determination of anniversmy dates and days of vacation earned and taken. The information will be available during normal working hours upon the employees' request.

(m) Vacation hours are considered regular hours worked for overtime pmposes. Normal accrual of vacation and personal leave will continue during vacation time.

(n) Vacation hours may be utilized when an employee does not have any personal leave time on the books. The Company must approve the use of vacation time in lieu of personal leave at least twenty four (24) hours in advance and/or on a case by case basis.

ARTICLES

PERSONAL LEA VE PAY

(a) The Company will provide eight days' personal leave pay to each full-time hourly employee after one year of continuous service. The maximum total annual accrual of personal leave pay under this Agreement shall be eight days. Personal leave pay will be available to each pmi-time hourly employee after one year of continuous service on a pro rata of hours worked during that year as related to full-time employees.

(b) One year of continuous service is defined as the period between the employee's anniversary date from yem·-to-year. Anniversmy date is defined as the employee's hire date.

( c) The Company shall pay the employee any unused days of earned personal leave as of the next anniversmy date or the employee may carry over twenty-four unused hours. Payment will be made on the payroll immediately following the anniversmy date. Separate payment will be made upon request within 30 working days of submitted request. Records will be maintained on each employee to determine used and unused personal leave days. If an employee who is laid off or te1minated then personal leave pay shall be paid on a pro-rata basis for the period the employee has worked. Personal leave shall not accrue during an indefinite layoff. This information will be available during normal working hours upon employee's request.

(d) Paid personal leave will be computed based on an eight-hour work day at the base hourly rate in effect at the earlier of the time the personal leave is paid or taken.

( e) To be granted personal leave the employee must notify his immediate supervisor at least two hours prior to the stmi of his normal work period.

(f) Employees who sustain an lllJUlY or illness, occupational or otherwise, may be required to furnish a doctor's release upon returning to work, on a form provided by the Company. The doctor's release will state the employee can return to his DOT safety-sensitive duty without restrictions in accordance with job description. It will be furnished to the employee's supervisor or to the Project Manager.

Employees who sustain an illness or injury for three (3) consecutive days or more may be required to furnish a doctor's release upon returning to work, on a form provided by the Company. Employees who sustain an illness or injury for less than three (3) consecutive days, if no doctor's release is provided to the Company, the employee must certify by submitting written and signed personal release that he/she is able to return to work and perfmm assigned duties without restrictions in accordance with DOT regulations.

(g) Personal leave hours are considered regular hours worked for overtime purposes.

Nmmal accrual of vacation and personal leave will continue during personal leave time.

ARTICLE6

HOLIDAYS

(a) The Company recognizes 12 paid holidays per year for full-time hourly employees.

These holidays are:

a. New Year's Day

b. Martin Luther King's Birthday

c. Washington's Biiihday

d. Memorial Day

e. Independence Day

f. Labor Day

g. Columbus Day

h. Veteran's Day

!. Thanksgiving Day

J. Christmas Day

k. Christmas Eve

I. New Year's Eve

(b) The Company may substitute for any of the above named holidays another day off with pay. The employee will be notified five days prior to the scheduled holiday if another day is to be substituted. If a militmy holiday is declm·ed that would require an employee to lose a day's pay, he may opt to take one day of vacation or personal leave.

( c) In addition to the holidays listed above, the Company will observe any holidays declared as a legal holiday by Congress, the President or militmy authority and observed by the military for which government employees are paid (i.e., Moon Day, Eisenhower's death). Such holiday observance shall be handled the same as a recognized holiday. If a militaty holiday is declared for which government employees are not paid, and which would otherwise require an employee to lose a day's pay, he may take one day of accrued personal leave or vacation leave, if available.

( d) Part-time employees will be entitled to pro-rata holiday pay for holidays in accordance with the provisions of this section, based on the number regular of hours that employee works and the vacation/personal leave they take the workweek prior to the workweek in which the holiday occurs.

( e) Holiday work will be offered on a rotating basis by project-wide seniority first to the full-time employees who are in the classification and assigned to the shift on which holiday work is required. Ifno full-time employees on the shift accept the holiday work, it will be offered to other full-time employees in the classification by project wide seniority, before offering holiday work to part-time employees. It is the intent of the Company to first offer such work to full-time employees project-wide by seniority.

(f) The Holiday rotation list will be maintained separate from the regular overtime rotation list.

(g) Employees who are absent the day before or after the scheduled holiday shall have approval from their supervisor and the Project Manager before taking such leave. If approval has not been granted by the supervisor and Project Manager, then such holiday pay will be subject to refusal

(h) Holiday hours are considered regular hours worked for ove1iime purposes. Normal accrual of vacation and personal leave will continue during holiday time.

ARTICLE?

LEAVES OF ABSENCE

7.1 Personal Leave

Leaves of absence without pay for relatively short periods (three consecutive days or more) may be granted to employees for personal reasons, and seniority shall accumulate during such leaves. At the Company's discretion, employees may be permitted to use accrued personal leave time in connection with personal leaves m1der this paragraph.