CBA JUIAF 2022-2027_Charlottesville_Redacted Fully Executed.pdf

1 | P a g e

COLLECTIVE BARGAINING AGREEMENT

Between

INTERNATIONAL UNION OF OPERATING ENGINEERS

LOCAL 147, AFL-CIO

And for

Joint Use Intelligence Agency Facility (JUIAF)

C-3

Contract Number: N6247019-D-2013

December 16, 2022 – September 30, 2027

2 | P a g e

Table of Contents

ARTICLE 1

ARTICLE 2

ARTICLE 3

ARTICLE 4

ARTICLE 5

ARTICLE 6

ARTICLE 7

ARTICLE 8

ARTICLE 9

ARTICLE 10

ARTICLE 11

EXHIBIT "A"

EXHIBIT "B"

EXHIBIT "C"

3 | P a g e

This Agreement, made this December 7, 2022, by and between Local 147, International Union of Operating

Engineers, AFL-CIO (hereinafter referred to as the "Union") and (hereinafter referred to as the "Employer"). That for the purpose of mutual understanding, and in order that a harmonious relationship may exist between the Employer and the Employees in the Unites herein defined, and to the end that continuous and efficient services may be rendered by both parties for the mutual benefit of both, it is hereby agreed that:

ARTICLE 1

UNION REPRESENTATION

1.1. Union Representation

The Employer recognizes the Union as the exclusive representative for the purpose of collective bargaining with respect to rates of pay, hours of work and other conditions of employment for its employees employed at the locations listed in Exhibit "B" of this document and attached hereto.

1.2. Jurisdiction

All employees in positions under the job classifications as set forth in and attached hereto.

1.3. Union Membership

In accordance with the Labor-Management Relations Act of 1947 as amended, the Employer and the

Union have entered into a union security agreement requiring Employees to pay initiation fees; periodic

(biweekly) union dues, or periodic service fees as applicable All Employees covered by this Agreement shall within thirty (30) days from and after the effective date of this Agreement and as herein after set forth, or within thirty (30) days after their employment, pay periodic union dues, or service fees as applicable and initiation fees if applicable. This paragraph shall not be deemed effective or applicable to the Commonwealth of Virginia nor any other jurisdiction where its application would be contrary to law.

The Employer agrees to send to the Union each month a current listing of bargaining unit employees.

1.3.1. Good Standing

Subject to the provisions of the Act, the Employer shall, on, but not before, the tenth (1Othl working day from receipt of written notice from the Union, discharge any Employee who is not in good standing in the Union as defined in the Act and as required by the preceding paragraph.

1.3.2. Dues Deduction

For the convenience of the Union and the employees who are members of the Union, the Employer agrees to deduct bi-weekly union dues or service fees from the pay of such employees who authorize such deduction by way of a fully executed authorization card that has been approved by the parties.

The Union accepts all responsibility for the authenticity of each of said authorization. Incomplete or inaccurate authorizations shall be returned to the Union for correction. The Union shall indemnify and hold the Employer harmless against any claims. demands, lawsuits, or other form

4 | P a g e of liability that may arise out of or by reason of action taken by the Employer in making payroll deductions as herein provided or in complying with this Agreement.

1.4. RECRUITMENT

1.4.1. Hiring Procedures

It is the intent of this agreement toe stablish a procedure to consider and offer employment to the most qualified applicant in situations where a permanent vacancy, other than a temporary vacancy, occurs within the bargaining unit.

When a permanent vacancy occurs within one (1) of the positions contained in the bargaining unit, a bulletin shall be posted at the job site for a period of seven (7) calendar days during which time eligible employees will have an opportunity to submit written bids for the vacancy.

An applicant who does not bid for a job, for reasons including absence from work during the posting period, shall lose all rights to the job; however, shop stewards may bid for job vacancies for employees on vacation, absent due to illness. or other justifiable reasons subject to his/her availability for that position if that employee so desires.

New hires, promotions or transfers will be based on the applicant's qualifications for that particular job. The Employer agrees to give each applicant consideration. In consideration of each applicant, the Employer will rate each applicant on a factor basis to determine his/her level of qualifications for that particular vacancy. Jn the event that two (2) or more applicants are measured to have the same relative qualifications, then seniority within the bargaining unit will be the determining factor.

There will be a thirty (30) working day trial period for applicants, who are awarded new positions.

In the event that an employee's performance is unacceptable, he/she may be returned to his/her old position and pay rate within this trial period.

In the event no employees in the bargaining unit who apply are qualified, the Employer may hire from outside the bargaining unit. Should the Employer apply to the Union Business Office for help, the Union agrees that it will make every effo1t to furnish competent help without disc1irnination because of race, creed, sex, age, national origin or membership or non-membership in the Union.

The Employer agrees to notify the Union of the names and addresses of any new employees no later than fifteen (15) days from their date of employment.

1.4.2. No Discrimination

It is agreed by the Employer and the Union, there shall be no discrimination against any present or future employee by reason of race, creed, color, age, disability of any individual in accordance with applicable law, national origin, sex, Union membership, or sexual preference.

1.4.3. Affirmative Action

The parties recognize the requirement that the Employer, as a federal government contractor, adopt an Affirmative Action Plan which includes goals and/or objectives for the recruitment, employment, training of minority employees, female employees, disabled employees, Vietnam Era veterans, and special disabled veterans.

5 | P a g e

1.5. VISITATION RIGHTS

1.5.1. Shop Steward

The Union will notify the Employer in writing of the identity of the Steward, who must be a member of the bargaining unit. The Shop Steward shall be afforded a reasonable period of time to conduct

Union Business during working hours as long as such action does not interrupt operations.

1.5.2. Union Officers

Officers of the Union shall have the privilege of visiting members of the Union during working hours upon reasonable notification approved by a proper official of the Employer or its designee, subject to government security policies of the facility.

1.6. SENIORITY

1.6.1 Probationary Period

Employees shall be considered on probation for the first ninety-(90) calendar days of employment by Employees on probation may be discharged without recourse to the Grievance and

Arbitration procedures set forth in Article VI. The Union, however, retains the right to meet and discuss with the Employer the basis for any termination during said probationary period. The probationary period may be extended by the Employer in thirty (30) calendar day increments (up to ninety (90) days) to provide the employee additional time to correct performance or attendance deficiencies that otherwise would have led to termination. Seniority under this Agreement shall be defined as length of continuous service by work classification on a regular assignment.

1.6.2 Seniority

Upon completion of the probationary period, employees shall be placed on the seniority list by work unit dating to the first (1st} day of employment. Seniority shall be by job classification for the purposes of layoff and recall, however, all other benefits provided for in this Agreement shall accrue from the employee's date of hire on site.

When an employee is promoted toa higher classification, he/she shall carry all previous classification seniority to the new classification within that trade.

1.6.3. Seniority List

A seniority list shall be prepared by the Employer and shall be posted January 1st of each year and shall be revised each six (6) months thereafter. Such list will be subject to correction upon protest and clarification. However, if no complaint is made within fifteen (15) days of posting, the list published will be assumed to be correct.

1.6.4. Loss of Seniority

An employee covered by this Agreement shall lose his or her seniority status and his or her name shall be removed from the seniority list under the following conditions:

• The employee quits or resigns

• The employee is discharged for cause

6 | P a g e

• The employee is laid off and not reemployed within twelve (12) months

• The employee has been laid off for less than twelve (12} months and the employee does not return to service on or before a date specified in a Registered Mail letter from the

Employer mailed to the employee’s last known address offering such employee reemployment, which date shall not be prior to five (5) days after mailing such notice, provided, however, that this paragraph shall not apply to offers of temporary work.

• The employee fails to return to work at the expiration of either a medical or personal leave of absence.

• The employee has been removed from the contract by the Government. The

• employee shall receive a copy of the removal notification to the Company from the

Government if provided in writing by the Government. This action is not arbitrable.

1.6.5. Reduction in Force

When it becomes necessary to reduce the working force, classification seniority will govern. It is agreed that the Employer will give the affected employees two (2) weeks advanced written notice or pay in lieu thereof, except in the case of probationary employees. No notice, nor pay in lieu of notice, will be required if the layoff is the result of an Act of God such as a flood, fire or tornado.

An employee who is offered and accepts a transfer will not be entitled to the two (2) weeks of pay provided for herein. The Employer will also give the to the Union a list of any such employees laid off.

1.6.6. Recall

In recalling employees after layoff, the Employer agrees to offer reemployment, within their assigned classification, to employees in the reverse order in which such employees were laid off assuming the period of lay off does not exceed twelve (12) months. An employee who accepts recall after layoff, will be credited with seniority held at time of such lay off

1.6.7. Promotion

Employees who are promoted to positions excluded from the bargaining unit will be given a leave of absence from the bargaining unit for thirty (30) days and shall continue to retain and accrue seniority during that period. If at the end of this period the employee has not returned to work within the classification covered by this Agreement, he/she shall lose all seniority rights under this

Agreement, and his/her name shall be removed from the seniority list.

1.6.8. Shift Change

Should the Employer require the need to change the shift of workers, a notice of 14 days is to be provided to the employees affected and the Local Union, or without notice if in the opinion of the

Company such change without notice is essential to its operations. If there is a temporary change in shift, the Employer must notify the employees and the Union of the end date.

ARTICLE 2

MANAGEMENT RIGHTS

2.0. Management Rights

7 | P a g e

The Management of the Company and the direction of the working force are vested solely and exclusively in the Company and shall not in any way be abridged, except as specific restrictions are set forth in the Agreement. The parties agree that the Company has the right to supervisor employees, to hire employees, to promote employees, to discipline, suspend or discharge employees for proper cause, which includes misconduct, dishonesty, poor attendance, tardiness, safety violations and/or policy violation(s), sub-standard job performance, to lay off employees for lack of work, to transfer employees, to assign employees, to determine services which employees shall perform, to direct, instruct and control employees, including, but not limited to the determination of the number and qualification of employees to perform work, the quality of work standards and the required employee performance to meet such standards, to assign overtime, to determine hours of work, to determine types of equipment, methods and procedures to be employed, to make and enforce reasonable rules to assure orderly and effective work and to perform all other functions in the administration, management, control and/or direction of the business.

It is agreed that, should the Company's client request the removal and/or exclusion of an employee form the client's site for a justifiable reason, the Employer will consider the opportunity to transfer the affected employee to a comparable vacant position at another site. Should the Employer decide to terminate the employee based upon the client's request and the reason therefore, such decision by the

Employer shall be subject to the grievance and arbitration provisions of this Agreement.

The exercise of management rights, powers and authority shall not be subject to any grievance and/or arbitration procedure, provided that the exercise of such rights, powers and authority are not in violation of the express terms of the Agreement.

2.1. Inherent Rights

The above rights of management are not inclusive of all rights, which belong to and are inherentto management. Any other rights, powers, or authority the Employer had prior to the signing of this

Agreement are retained by the Employer, except those specifically abridged or modified by this

Agreement and any supplemental agreements that may be hereafter made.

2.2 Work by Supervisor

Supervisors may perform bargaining unit work solely for instruction, training, employee relief breaks, and/or emergencies. Supervisors may perform bargaining unit work resulting from the absence of a full-time employee, providing a reasonable effort is made to replace that employee as soon as possible.

This provision will not be used to avoid the payment of overtime for bargaining unit work.

ARTICLE 3

WAGES and WORK SCHEDULES

3.1. PAY RATES

Employees’ pay rates are contained in Exhibit "A" to this Agreement. Employees will be paid on

Thursday every two weeks.

3.2. LABOR CLASSIFICATIONS

See Exhibit "C"

8 | P a g e

3.3. WORK WEEK

The work week begins at 0001 on Saturday morning and ends 2400 on Friday night. Hours worked are to be based on posted work schedule hours and are not to be adjusted based on when an employee clocked in or out unless approved by management as an exception. The Employer recognizes a 15-minute morning break and a 15-minute afternoon break. Employees will normally be scheduled to work five (5) consecutive, eight and one-half (8 l/2) hour days within each work week, with a 30-minute unpaid lunch. Employees will be assigned to a particular eight (8) hour shift based on qualifications and Employer requirements. Union seniority rights will take precedence when assigning individual employees to a specific shift. The Union and its members pledge to support the Employer's policies on break periods and time payment

3.4. OVERTIME

Employees will be paid overtime, at a rate of l ½ times their base pay rate, for all hours worked in excess of eight (8) hours per day or forty (40) hours per week (but not both). All time paid shall be considered time worked for the purposes of computing overtime. Work performed on the seventh (7th) consecutive day worked will be paid at two (2) times the employee's base pay rate. Employer approval is required prior to working any overtime. All hours paid are to be considered for calculation of overtime.

The exception to this would be the shift engineers who are required to remain onsite at their console when eating their meal and their normal workday would be eight (8) hours ‘day. Except in rare circumstances approved by site management, no employee shall work greater than sixteen (16) consecutive hours.

3.5. DAYS OFF

Each employee shall have two (2) regularly assigned days off in each forty (40) hour week and, where practicable, these days shall be consecutive. Should an employee be assigned to work on either of his/her assigned days off, or both, he/she shall be paid accordingly. He/she shall not be assigned off onany of his/her regular working days.

3.6. CALL BACK

In the event that an employee is called back to work in an emergency or for any other reason (other than negligence on his/her part) after completing his/her regular work day and leaving the premises, he/she shall receive not less than four (4) hours pay for same. Pay will be calculated at one and one-half (1 ½) times the basic payrate. This section is also applicable when called in earlier than scheduled, if not notified before completing his/her regular workday and leaving premises. All employees are subject to call back during emergencies.

3.7. NO LOSS

No employee shall suffer a reduction in salary, adverse change in working conditions or the loss of any benefit now enjoyed by him/her as a result of this Agreement, but this shall not be held to apply to the result of any rearrangement or re-organization of personnel.

3.8. WORK IN A HIGHER CLASSIFICATION

9 | P a g e

Work performed by an employee in a higher rated job classification specified in the this Agreement shall be paid for at the higher rate when the Employer expressly reassigns such employees to the work in the higher rated classification and the reassignment is for a substantial duration of time due to temporary changes in personnel or extended absences. Such difference will not be paid, nor will this

Section be applicable to vacation relief, sick relief. absenteeism, training, bereavement or other short-tam situations with a fixed duration of less than thirty (30) days.

ARTICLE 4

AUTHORIZED ABSENCES

4.1. VACATIONS

Each Employee covered under the terms of this Agreement shall accrue vacation based on her/his length of service. The length of service includes the whole span of continuous service from the date of employment (anniversary date} with the Employer, wherever employed, and with predecessor contractors in the performance of similar work at the site. Full time Employees shall accrue annual paid vacation beginning on the first day of employment. Each employee covered by the terms of this

Agreement who has worked continuously in the employ of the Employer or a predecessor contractor for the following period shall accrue vacation as shown below, based upon the Employee's length of service

Vacation is calculated each pay period and is available for immediate use.

Less than 49 months of service 3.08 hours per pay period

49 but less than 109 months of service 4.62 hours per pay period

109 to 179 months of service 6.15 hours per pay period

180 months of service or more 7.69 hours per pay period

The vacation leave year aligns with the last full pay period paid in the calendar year. An employee may carry over up to forty (40) hours of vacation into the next payroll calendar year.

The employer agrees to allow employees to take vacation before it is earned each year so that employees are not required to wait until late in the year for vacation. Employees requesting to use unearned vacation may be approved to use no more than one (l) year of annual vacation accrual. While vacation approval is at the discretion of management, a supervisor may not deny an employee access to vacation leave solely on the basis of whether it has been earned at the time of the request. Terminated employees will be paid for vacation prorated at the current rate of accrual from January l to the date of termination less any vacation used. If an employee's vacation balance is negative upon their termination, the negative hours will be deducted from the employee's final paycheck.

4.2. HOLIDAYS

4.2.1. Authorized Holidays

The following holidays shall be recognized each calendar year and employees shall receive a day's pay for same:

10 | P a g e

New Year’s Day Juneteenth Thanksgiving Day

Inauguration Day Independence Day Christmas Day

Martin Luther King Day Labor Day Personal Holiday*

Presidents’ Day Columbus Day

Memorial Day Veterans’ Day

A day's pay shall also be received for Holidays declared legal by the President of the United States, and/or the Congress of the United States, and approved by the Government Contracting Officer.

*Approval to take a personal holiday needs approval by a supervisor at least forty-eight

(48) hours in advance.

If Inauguration Day falls on any other given holiday, it is agreed upon that the employee will be paid for one (1) of the holidays, not two (2).

4.2.2. Holiday Pay

In weeks during which a holiday occurs on a scheduled work day and an employee is assigned off duty, he/she shall receive a day's pay for same. Suring such week(s) all work performed in excess of thirty-two (32) hours shall be paid for at one and one-half (l ½) times the basic rate. The following additional provisions regarding Holidays also apply.

• If an employee works on any of these holidays, he/she shall be paid one and one half (11/2) times the basic rate for all hours worked, in addition to holiday pay. No employee shall be assigned to work less than eight (8) hours on a holiday.

• If a holiday falls on an employee's regularly scheduled day off and he/she is not required to work, he/she shall receive a day's pay for same.

• If any of these holidays fall on a Saturday, the previous Friday shall be observed as the holiday. If any of these holidays fall on a Sunday, the following Monday shall be observed as the holiday.

• It is understood and agreed that in no event shall the sub-sections of this Section be combined or pyramided.

4.3. SICK LEAVE

Each employee covered under the terms of this Agreement shall accrue ninety-six (96) hours sick leave annually; 3.69 hours bi-weekly for personal illness or illness of an immediate family member. An employee may carry over up to forty (40) hours of sick leave from calendar year to calendar year, but there will be no pay out when an employee leaves the Company. In addition, in order to return to work when more than three days of sick leave is used at one time, a doctor's slip approving return to work with no restrictions will be required. Sick leave will not be used to augment personal leave, holidays, vacation or snow days. The Union and its members pledge to support the Employer's sick leave policy.

Sick leave accrual shall be administered on a per pay period basis. The Employer will attempt to keep an accurate and cuITent sick leave accrual to date on the check deposit register or pay stub. The employee will report any discrepancies to his/her supervisor. Reported discrepancies will be corrected within a reasonable time frame.

4.4. BEREAVEMENT LEAVE

11 | P a g e

Employees are authorized bereavement leave to attend the funeral of a relative. If any authorized bereavement leave day are norn1al working days for the employee, the employee shall suffer no loss in pay. No employee shall receive any part of bereavement leave that occurs during previously scheduled or regular time off or when the employee is absent from work for other reasons. In no event shall pay for funeral leave be in excess of eight (8) hours per day at straight time. The length of absence authorized is specified below:

• Three (3) Days-Sister, Brother, Grandchildren, Grandparent, or Grandparent-in law, Stepparent, Aunt, Uncle, Niece and Nephew

• Five (5) Days - Spouse, Children, Parent or Parent-In-Law, Sister or Brother

4.5. JURY DUTY

Employees actually serving on juries shall receive their straight-time basic pay for up to twenty (20) workdays. They will be expected to work their regularly posted schedule on days when the jury is not in session.

4.6. LEAVE WITHOUT PAY

Leave without pay may be granted at the sole discretion of the Employer. Except in an emergency, a written request for Leave Without Pay must be submitted to the Employer and approved in writing prior to taking leave. Leave without pay requests will only be considered when an employee has exhausted all forms of paid leave at the time of the request.

ARTICLE 5

HEALTH, WELFARE and PENSION BENEFITS

5.1. HEALTH and WELFARE BENEFITS

The Employer agrees to make contributions, as listed below, per month for all employees and their dependents covered herein to the Health and Welfare Trust Fund of the International Union of

Operating Engineers, Local 147.

In the event that the Employer's contribution is less than the required contribution rate, as determined from time to time by the Trustees of the Local 147, Health and Welfare Plan, the Employer shall, after written direction from the Union, deduct from the wages of each employee an amount equal to the difference between the Employer contribution and the Plan cost, as determined by the Plan Trustees.

The contribution by the Employer, together with the amount withheld from the employees pay, if any, shall be paid to the Plan Administrator no later than the twentieth (20th) of the month following the month in which the deductions were made.

a) The Employer will provide each employee with Employee Assistance Coverage for the term of this agreement.

b) The Employer’s contribution shall not exceed the rate below or the actual current cost of the plan.

13 | P a g e

b) Post-Accident/Incident - An employee involved in a workplace accident or incident may be drug and/or alcohol tested. An accident or incident is defined as resulting in injury to personnel and/or damage to property and/or equipment. No employee will be permitted to drive to a post-accident drug/alcohol test.

c) Reasonable Suspicion/Cause - In the event a member of management determines there is reasonable cause to believe, based on observation, that an individual is impaired. A second member of management will verify reasonable suspicion/ cause, if a second member of management is readily available. No employee will be permitted to drive to a reasonable suspicion drug/alcohol test.

d) Other testing as required by government contracts and/or rules and regulations of federal government agencies will be conducted under applicable terms and conditions, after notification to the Union.

The Company will notify the Union, in advance, of any material change made in the policy as appropriate.

2. Employees are expected to cooperate fully during a drug and alcohol tests. Refusal of a test, refusal to sign the consent form or testing positive will result in disciplinary action up to and including termination. The employee will be advised that the drug and alcohol test are mandatory, not voluntary. The employees will sign the Company's Drug Testing consent form prior to testing.

During an alcohol/drug test the employee will be required to provide biological specimens. All testing will be conducted by a Company approved medical testing laboratory with split sample integrity and chain-of-custody procedures in place to ensure proper specimen collection and handling security. Tests conducted at other facilities will not be acceptable. The employee testing positive may, at his/her expense, request a re-test of the same sample at an independent facility. Should the second test conflict with the first, a third laboratory selected and paid for by the Company will test the sample. Results of the third laboratory will be final. All Union members required to take an alcohol/drug test will be paid normal hourly rate during the administration of any testing.

ARTICLE 6

DISCIPLINE, GRIEVANCE and ARBITRATION PROCEDURES

6.1. DISCIPLINE

In the administration of this Article, a basic principle shall be that discipline should be corrective in nature, rather than punitive. No employee may be disciplined or discharged except for cause, such as, but not limited to, insubordination, intoxication (drugs or alcohol), incompetence, failure to perform work as requested, violation of tem1s of this Agreement, failure to observe safety rules and regulations, or violation of other reasonable Employer rules or regulations. Any such discipline or discharge shall be subject to the grievance procedure of this Agreement, except for probationary employees, as set forth in Article l, Section 1.6.l.

6.2. GRIEVANCE

6.2.1. Definition

14 | P a g e

A grievance is defined as a dispute, difference, disagreement or complaint between the parties related to wages, hours, and conditions of employment. A grievance shall include, but is not limited to, the complaint of an employee, the Employer, or the Union, which involves the interpretation, application of, or compliance with the provisions of this Agreement.

6.2.2. Grievance Process

All grievances shall be presented as soon as practical after the occurrence upon which the same is based, but in no event later than five (5) working days if the same is a dismissal grievance, or no later than twenty (20) calendar days from the date the person knew or should have known about the grievance issue if the grievance arises from any other cause. In the event any grievance or dispute arises as to the interpretation, application, or any claimed violation of this Agreement, the

Union and the Employer shall meet in an effort to reach an amicable settlement. Specifically, the matter shall be pursued as follows:

Step 1: A first step meeting shall be held between the employee's Supervisor and the Shop Steward within seventy-two (72) hours from the date the grievance is filed with the Employer unless another date is set by mutual agreement. The Supervisor shall give the Union Representative a written reply to the grievance within five (5) working days after this meeting. If this reply is unsatisfactory, the

Union Representative may appeal the decision to Step 2, provided such appeal is made within five

(5) working days after the receipt of the Supervisor’s reply.

Step 2: A meeting between the Project Manager or his designee and the Business Representative or a designated representative of the Union shall be held within ten (10) working days after receipt by the Employer of Notice of Appeal, unless another date is jointly agreed to by the Employer and the Union. The Project Manager shall make a reply to the Union in writing no later than ten (10) working days after meeting with the Business Representative.

6.3 ARBITRATION

6.3.1. Process

In the event that the matter remains unresolved after the second step, either party may, within ten

(l0) business days, unless extended by mutual consent in writing, refer the matter to binding arbitration. The parties shall choose an arbitrator from a panel to be proposed by the Federal

Mediation and Conciliation Service. The arbitration shall proceed in accordance with the Rules of

Labor Arbitration of the Federal Mediation and Conciliation Service. The parties agree that the decision or award of such Arbitrator shall be final and binding on each of the parties and that they will abide thereby. The Arbitrator shall have no authority to add to, subtract from, or to change any of the terms of the Agreement, to change an existing salary rate or to establish a new salary rate.

6.3.2. Arbitration Costs

Each party shall bear its expenses in preparing and presenting its own case. The cost of the

Arbitrator's services and any other expenses incidental to the Arbitration, shall be born equally by the parties.

16 | P a g e

The Employer agrees to furnish the employees sufficient work shirts to be worn during working hours while on duty. The employer will replace worn or damaged shirts as needed. The employee shall be responsible to keep their uniforms clean. Shoes must be black, non-slip sole, and serviceable. Work pants, excluding jeans, must be appropriate for professional work environment. Employees, who have notified the employer as to the sub-standard condition of their uniform shirts, or lack of sufficient uniform shirts, shall not be subject to reprimand for their inability to wear all or part of a uniform during working hours. Employees who fail to meet the professional uniform standard will be subject to progressive discipline. Electricians are required to wear boots with a composite toe and warehouse workers are required to wear steel-toed boots. All others are to wear six inch or higher leather boots. Administrative personnel are not required to wear boots. However, if their duties require them to work outside an office environment, then boots will need to be utilized.

8.3. BULLETIN BOARDS

The Employer agrees to provide the Union with a bulletin board. However, all material to be posted requires the approval of the Employer prior to posting.

ARTICLE 9

NO STRIKE/NO LOCKOUT

9.1. NO STRIKE/NO LOCKOUT

The Union agrees not to engage in any strike, slow-down or interruption of work during the term of the agreement. There shall be no strike, work stoppage, or interruption in protest of any decision of an

Arbitrator. The Employer agrees not to engage in any lockout during the term of this Agreement. In the case of a Government "Shut Down" Affected employees will be expected to take Vacation or LWOP for the duration of the Shutdown.

ARTICLE 10

COLLECTIVE BARGAINING AGREEMENT ADMINISTRATION

10.1. SUCCESSORSHIP

This Agreement embodies the entire agreement between the Employer and the Union shall insure to the benefit of and shall be binding upon the heirs, executors, administrators, successors, and assigns of the parties hereto. No provision shall be construed in any manner so as to restrict the Employer from the complete operation and management of its business and plants or in the direction of the working forces. The Employer in the exercise of its rights, however, shall observe the provisions of this

Agreement. The successor shall be required to assume any and all accrued sick leave and seniority, which the employees may have accumulated during his/her employment with the previous Employer.

10.2. INVALID PROVISIONS

In the event any article, section or provision of this Agreement is held improper or invalid by any civil authority, agency or court, such article, section or provision shall not invalidate other portions of this

Agreement, and if any part of this Agreement is in conflict with or not in compliance with the Labor-

19 | P a g e

EXHIBIT "A"

WAGES

The following wages per hour shall not be less than the following:

Classification Current Effective

Effective Effective Effective Effective

4/8/2023 4/6/2024 4/852025 4/4/2026 4/3/2027

Carpenter $33.94 $36.60 $38.07 $39.59 $41.17 $42.62

Electrician $40.36 $43.53 $45.27 $47.08 $48.96 $50.68

General Maint. Worker $30.70 $33.11 $34.43 $35.81 $37.24 $38.55

HV AC Controls Technician $42.71 $46.06 $47.91 $49.82 $51.81 $53.63

HV AC Mechanic $42.02 $45.32 $47.13 $49.02 $50.98 $52.76

Lead Mechanic I $48.33 $52.12 $54.21 $56.38 $58.63 $60.68

Lead Mechanic II $47.61 $51.35 $53.40 $55.54 $57.76 $59.78

Maintenance Mechanic $40.36 $43.53 $45.27 $47.08 $48.96 $50.68

Plumber II $38.72 $41.76 $43.43 $45.17 $46.97 $48.62

Production Control Clerk $28.55 $30.79 $32.02 $33.30 $34.64 $35.85

Secretary I $23.33 $25.16 $26.17 $27.21 $28.30 $29.29

Secretary II $25.54 $27.54 $28.65 $29.79 $30.98 $32.07

Secretary III $32.79 $35.36 $36.78 $38.25 $39.78 $41.17

Utility Cleaner $26.94 $29.05 $30.22 $31.43 $32.68 $33.83

Utility Cleaner, Lead $28.59 $30.83 $32.07 $33.35 $34.68 $35.90

20 | P a g e

EXHIBIT "B"

JOB SITES

BARGAINING UNIT

Joint Use Intelligence Agency

Facility (JUIAF) 2055 Boulders Road

Charlottesville, VA

21 | P a g e

EXHIBIT "C"

LABOR CLASSIFICATIONS and JOB DESCRIPTIONS

Carpenter: Is responsible for performing a variety of carpentry duties as assigned. Carpentry services include, but are not limited to, the design, construction, installation and repair of wooden fixtures and structures such as cabinets, furniture, shelving, doors, plaques, and other custom wood products. Other duties include, but are not limited to, framing and finish work, painting, staining, etc. Monitors subcontractor performance as assigned, conducts jobsite troubleshooting and performs primary project layout and carpentry production. Must possess, or be able to obtain a TS/ SCI Clearance.

Electrician.: Performs a variety of electrical trade functions such as the installation, maintenance, or repair of equipment for the generation, distribution, or utilization of electric energy. Work involves most of the following: installing or repairing a variety of electrical equipment such as generators, transformers, switchboards, controllers, circuit breakers, motors, heating units, conduit systems or other transmission equipment; working from blueprints, drawings, layouts or other specifications; locating and diagnosing trouble in the electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's hand tools, and measuring and testing instruments. In general, the work of the electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. At a minimum, must have a journeyman's license. Dependent on-site location, this position may require the employee possess, or be able to obtain a TS1SCI Security clearance.

General Maintenance Worker: Performs general maintenance and repair of equipment and building requiring practical skill and knowledge (hut not proficiency) in such trades as painting, carpentry, plumbing, masonry, and electrical work. Work may involve the following duties: replacing electrical receptacles, wires, switches, fixtures, and motors; using plaster or compound to patch minor holes and cracks in walls and ceilings; repairing or replacing sinks, water coolers, and toilets; painting structures and equipment;

repairing or replacing concrete floors, steps, and sidewalks; replacing damaged paneling and floor tiles;

hanging doors and installing door locks; replacing broken window panes; and performing general maintenance on equipment and machinery. Dependent on site location, this position may require the employee possess, or be able to obtain a TS/SCI Security clearance.

HVAC Control Technician: Installs, repairs, maintains and adjusts indicating, recording, telemetering and controlling instruments used to measure and control variables, such as pressure, flow, temperature, motion, force, and chemical composition, using hand tools and precision instruments. Disassembles malfunctioning instruments, and examines and tests mechanism and circuitry for defects.

Troubleshoots equipment in or out of control system and replaces or repairs defective parts. Reassembles instrument and tests assembly for conformance with specifications, using instruments, such as potentiometer, resistance bridge, manometer, and pressure gauge. Inspects instruments periodically and makes minor calibration adjustments to insure functioning within specified standards. May adjust and repair final control mechanisms, such as automatically controlled valves and positioners. Must possess a

Joumeyman's license and control system certificate. May calibrate instruments according to established standards. Must possess, or be able to obtain, a Department of Defense Top Secret Security Clearance.

HVAC Mechanic: Installs, services and repairs environment-control systems in residences, department stores, office buildings and other commercial establishments, utilizing knowledge of refrigeration theory, pipefitting and structural layout. Mounts compressor and condenser units on platform or floor, using hand tools, following blueprints or engineering specifications. Fabricates, assembles and installs ductwork and fications. Fabricates, assembles and installs ductwork and chassis parts, using portable metalworking tools and welding equipment. Installs evaporator unit in chassis or in air-duct system, using hand tools. Cuts and

22 | P a g e bends tubing to correct length and shape, using cutting and bending equipment and tools. Cuts and threads pipe, using machine- threading or hand-threading equipment. Joins tubing or pipes to various refrigerating units by means of sleeves, couplings or unions, and solders joints, using torch, forming complete circuit for refrigerant. Installs expansion and discharge valves in circuit. Connects motors, compressors, temperature controls, humidity controls and circulating ventilation fans to control panels and connects control panels to power source. Installs air and water filters in completed installation. Injects small amount of refrigerant into compressor to test systems and adds freon gas to build up prescribed operating pressure. Observes pressure and vacuum gauges and adjusts controls to insure proper operation. Tests joints and connections for gas leaks, using gauges or soap-and-water solution. Wraps pipes in insulation batting and secures them in place with cement or wire bands. Replaces defective breaker controls, thermostats, switches. fuses and electrical wiring to repair installed units, using electrical wiring to repair installed units, using electrician's hand tools and test equipment. May install, repair and service air conditioners, (15 - 20 tons cooling capacity) in warehouses and small factory buildings. At a minimum, must have a journeyman's license and a CFC certification. Dependent onsite location, this position may require the employee possess, or be able to obtain a TS/SCI Security clearance.

Lead Mechanic I: As a working lead, this individual is responsible tohis /her immediate supervisor for the safe and efficient operation of all equipment in his/her specialty qualification and for emergency notification of proper supervisory personnel as needed. He/She is also, responsible for the scheduling and daily production of work assigned to the employees under his/her supervision. Further, this individual is designated as the Site Supervisor for the referenced site and directly supervises three (3) or more personnel.

Individual must possess, or be able to obtain a TS/SCI Security clearance.

Lead Mechanic II: As a working lead, this individual is responsible tohis/her immediate supervisor for the safe and efficient operation of all equipment in his/her specialty qualification and for emergency notification of proper supervisory personnel as needed. He/She is also, responsible for the scheduling and daily production of work assigned to the employees under his/her supervision. Further, this individual is designated as the Site Supervisor for the referenced site and directly supervises less than three (3) personnel.

Individual must possess, or be able to obtain, a TS/SCI Security clearance

Maintenance Mechanic: Performs maintenance and repairs to all equipment as defined in Section 1.1. l above as it pertains to his/her trade under the direct supervision of his/her immediate superior. He/she shall at no time be assigned or stand an engineer's watch. Repairs machinery or mechanical equipment. Work involves most of the following: examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and performing repairs that mainly involve the use of hand tools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock;

ordering the production of a replacement part by a machine shop or sending the machine to a machine shop for major repairs; preparing written specifications for major repairs or for the production of parts ordered from machine shops; reassembling machines and making all necessary adjustments for operation. In general, the work of a Maintenance Mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. Dependent onsite location, this position may require the employee possess, or be able to obtain, a TS/SCI Security clearance.

Plumber 11: Responsible for maintaining and upgrading plumbing equipment, piping, etc. Performs corrective and preventative maintenance on all plumbing related equipment. Other responsibilities include, but are not limited to, installing and/or repairing various plumbing equipment (water heaters, drinking fountains, toilets, sinks, etc.) throughout the facility. Must possess, or be able to obtain, a TS/SCI Security clearance.

23 | P a g e

Production Control Clerk: Compiles and records production data for industrial establishment to compare records and reports on volume of production, consumption of material, quality control and other aspects of production. Duties include, but are not limited to: Compiles and records production data from such documents as customer orders, work tickets, product specifications, and individual worker production sheets, following prescribed recording procedures and using Automatic Data Processing Equipment, calculates such factors as types and quantities of work performed, hours expended and material costs.

Writes reports based on data compiled and maintains appropriate records, compiles, from customer work orders and other specifications, detailed work tickets for use by maintenance personnel as guides in performing required services. Prepares written work schedules based on established guidelines and work priorities, and distributes schedules to assigned employees, dependent on site location, this position may require the employee possess, or be able to obtain, a Department of Defense Secret or Top Secret - Special

Compartmentalized Information security clearance.

Secretary 1: Carries out recurring office procedures independently. Selects the guideline or reference which fits the specific case. Supervisor provides specific instructions on new assignments and checks completed work for accuracy. Performs varied duties including, but not limited to: Responds to routine telephone requests which have standard answers; refers calls and visitors to appropriate staff. Controls mail and assures timely staff response; may send form letters, as instructed, maintains supervisor's calendar, makes appointments and arranges for meeting rooms, reviews materials prepared for supervisor's approval for typographical accuracy and proper format, maintains recurring internal reports, such as time and leave records, office equipment listings, correspondence controls and training plans, requisitions supplies, printing, maintenance, or other services. Types, takes and transcribes dictation, and establishes and maintains office files, dependent on site location, this position may require the employee possess, or be able to obtain, a TS/SCI Security clearance.

Secretary II: Handles differing situations problems, and deviations in the work of the office according to the supervisor's general instructions, priorities, duties, policies and program goals. Supervisor may assist secretary with special assignments. Duties include, but are not limited to: Screens telephone calls, visitors and incoming correspondence personally responds to requests for information concerning office procedures; determines which requests should be handled by the supervisor, appropriate staff member or other offices. May prepare and sign routine, non-technical correspondence in own or supervisor's name, schedules tentative appointments without prior clearance. Makes arrangements for conferences and meetings and assembles established background materials, as directed. May attend meetings and record and report on the proceedings, reviews outgoing materials and correspondence for internal consistency and conformance with supervisor's procedures; assures that proper clearances have been obtained, when needed, collects information from the files or staff for routine inquires on office programs or periodic reports. Refers no1Houtine requests to supervisor or staff, explains to subordinate staff supervisor's requirements concerning office procedures. Coordinates personnel and administrative forms for the office and forwards for processing, dependent on-site location, this position may require the employee possess, or be able to obtain. a TS SCI Security clearance

Secretary III: Uses greater judgment and initiative to determine the approach or action to take in nonroutine situations. Interprets and adapts guidelines, including unwritten policies, precedents and practices which are not always completely applicable to changing situations. Duties included, but are not limited to: Based on a knowledge of the supervisor’s views, composes correspondence on own initiative about administrative matters and general office policies for supervisor's approval, anticipates and prepares materials needed by the supervisor for conferences, correspondence, appointments meetings, telephone calls, etc., and informs supervisor on matters to be considered, reads publications, regulations and directives and takes action or refers to those that are important to the supervisor and staff, prepares special or one-time reports, summaries or replies to inquiries, selecting relevant information from a variety of sources such as reports, documents, correspondence, other offices, etc., under general direction, advises secretaries in subordinate offices on

24 | P a g e new procedures; requests information needed from the subordinate offices for periodic or special conferences, reports, inquires, etc. Shifts clerical staff to accommodate workload needs, dependent on-site location, this position may require the employee possess, or be able to obtain, a TS/SCI Security clearance

Utility Cleaner: Performs a variety of duties that involve the following: sweeping, mopping, scrubbing, removing of trash, stocking of supplies, cleaning of lavatories, showers and polishing of floors. This position may require the employee possess, or be able to obtain, a TS/SCI Security clearance

Utility Cleaner, Lead: As a working lead, this individual is responsible to his /her immediate supervisor for the cleanliness of the facility, inspections and a variety of duties that…