Collective_Bargaining_Agreement_Attachment.pdf

COLLECTIVE BARGAINING AGREEMENT

I

BETWEEN

ALEUT FACILITIES SUPPORT SERVICES, LLC

AND

STEAMFITTERS LOCAL UNION NO. 602, UNITED

ASSOCIATION OF JOURNEYMEN AND APPRENTICES OF

THE PLUMBING AND PIPEFITTING INDUSTRY OF THE

UNITED STATES AND CANADA

EFFECTIVE: December 1, 2013

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TABLE OF CONTENTS

ARTICLE 1 : PREAMBLE

ARTICLE 2: RECOGNITION

ARTICLE 3: NON-DISCRIMINATION &

RESPECTFUL WORKPLACE

ARTICLE 4: MANAGEMENT RIGHTS

ARTICLE 5: SUBSTANCE ABUSE POLICY

ARTICLE 6: UNION ACCESS TO FACILITIES

ARTICLE 7: UNION STEWARD

ARTICLE 8: NO STRIKE- NO LOCKOUT

ARTICLE 9: SECURITY

ARTICLE 10: MISCELLANEOUS PROVISIONS

ARTICLE 11 : SENIORITY

ARTICLE 12: DISCHARGE AND DISCIPLINARY ACTION

ARTICLE 13: GRIEVANCE PROCEDURE

ARTICLE 14: ARBITRATION

ARTICLE 15: HOURS OF WORK, OVERTIME, SHIFT WORK,

CALL BACK/STAND-BY PAY

ARTICLE 16: ABSENCES

ARTICLE 17: VACATION/PERSONAL DAYS

ARTICLE 18: TOOLS & UNIFORMS

ARTICLE 19: WAGES, HEALTH & WELFARE RATES

ARTICLE 20: SAFETY

ARTICLE 21: TERM AND NOTICE OF TERMINATION

ARTICLE 22: ENTIRE UNDERSTANDING

ARTICLE 23: SEPARABILITY

ARTICLE 24: SIGNATURES

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ARTICLE 1: PREAMBLE

Agreement between ALEUT Facilities Support Services, LLC and Steamfitters Local Union #602 of the United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry of the United States and Canada (AFL-CIO) for the Service Contract Act maintenance excluding Davis Bacon work at the Base Operational Support Project Fort Belvoir.

This Agreement, entered into the 1st day of December, 2013 between ALEUT Facilities Support Services, LLC with a corporate office located at 5540 Tech Center Drive, Suite

100. Colorado Springs, Colorado 80919-2332 hereinafter called the "Employer" and Local Union #602 of the United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry of the United States and Canada (AFL-CIO), with its local hiring hall located at 8700 Ashwood Drive, 2nd Floor, Capitol Heights, MD 20743, hereinafter called the "Union".

ARTICLE 2: RECOGNITION

The Company recognizes the Union, as the sole and exclusive collective bargaining agent on behalf of all of the employees of the Company within the bargaining unit as hereinafter defined, covered by this Agreement pursuant to Section 9(a) of the National Labor Relations Act for the purpose of collective bargaining with respect to wages, hours, and all other terms or conditions of employment. All full-time and regular part-time employees employed by the Employer to perform maintenance, repairs and alterations (including the operation of equipment and systems in connection with maintenance, repairs and alterations) to real property facilities at the Ft. Belvoir Military Base, Virginia, but excluding all accounting clerks, office clerical employees (such as but not limited to secretaries and general clerk ll's); confidential employees, professional employees, managerial employees, guards, and supervisors as certified by the National Labor Relation Board in Case Number 05-RC- 107546.

Union Shop Clause, And Check-Off

(a) Maintenance of Financial Obligations of Membership - All employees of the Company covered by this agreement who are members of the Union on the effective or execution date of this Agreement, whichever is later, shall remain members, and those who are not members on the effective or execution date of this Agreement, whichever is later, shall on the thirty-first (31st) day following the effective or execution date of this Agreement, whichever is later, become and remain members in the Union. All employees covered by this Agreement and hired on or after its effective or execution date, whichever is later, shall on the thirty-first (31st) day following the beginning of each employment become and remain members in the Union. If an individual refuses to pay dues or an initiation fee as required under this article the Company, upon request of the Union and a showing that the Union has complied with the applicable laws, shall discharge the individual. The discharge shall be effective within ten (1 0) days after the employee shall be given the right to cure the default in payment of such

UA Local602: /}(Y/ ALEUT: J>J&-- Page 3 of18 dues, initiation fees, or uniformly levied assessments by tender of same to the Union.

(b) The Union agrees to indemnify the Company against and hold it harmless from any and all damages, claims, penalties, or expenses (including, but not limited to, attorney's fees and all other litigation expenses) incurred by the Company as a result of the Company's compliance with this Article or as a result of the termination of any employee's employment in compliance with this Article.

BULLETIN BOARDS

The Company will provide appropriate space on Company bulletin boards for the posting of Union notices that have been properly approved for posting by the Union Business Manager and the Employer Project Manager.

ARTICLE 3: NON-DISCRIMINATION & RESPECTFUL WORKPLACE

It is the policy of the Company and the Union that there shall be no unlawful discrimination of any employee. The provisions of this Agreement shall be applied to all employees without regard to gender, race, color, creed, national origin, union activity, age, religion, veteran's status, marital status, disability, membership in the National Guard or military reservists. All employees must comply with HR- 102 Respectful Workplace and the Company insists upon a work environment that is free from harassment and discrimination in any form.

ARTICLE 4: MANAGEMENT RIGHTS

Except as specifically set forth in this Agreement, the Company reserves and retains exclusively all statutory and management rights, including, but not limited to, the right to discipline and discharge for cause; to determine the number of employees to be employed; to hire and determine employee qualifications and assign them work, to promote, demote, transfer, lay off, and recall employees; to set standards of productivity and the services to be rendered; to maintain the efficiency of operations; to determine the methods, means, and facilities by which operations are conducted; to set starting and quitting times and the number of hours and shifts to be worked; to control the use of facilities, equipment, and other Company property; to introduce new or different research, production, service, and maintenance methods, materials, and equipment; to implement and enforce a dress code; to alter or amend job duties; to implement, continue, modify, or discontinue training programs; and in all other respects, to carry out the customary functions of management, whether exercised or not.

Employees shall comply with all company policies and the Company may periodically revise policies without prior notice with the Union, except where any implementation or revisions interfere with any specific provisions of this Agreement. Employer will properly notify employees of policy changes.

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The Company shall not be deemed to have agreed to any term or condition of employment not specifically set forth in this Agreement. The parties also specifically agree that the Company shall not be bound in any way to any past practice which arose or was in place prior to the date of this Agreement with the Company.

It is the intent of the parties that there is no conflict between any term or condition set forth in this Agreement and any state or federal law, rule, or regulation. To the extent that there is or may in the future be any such conflict, the terms and conditions set forth in this Agreement shall take precedence to the fullest extent permitted by law.

ARTICLE 5: SUBSTANCE ABUSE POLICY

The Company and the Union are committed to providing employees with a drug-free and alcohol-free workplace. It is our goal to protect the health and safety of employees and to promote a productive workplace, and to protect the reputation of the Company, Union, and employees.

Consistent with these goals, the Company prohibits the use, possession, distribution, or sale of drugs, drug paraphernalia, or alcohol on Company premises. A program of testing, if necessary to comply with Federal or State regulations, shall be instituted upon mutual consent of the Company and the Union, All employees shall be subject to the Company's Drug-Free Workplace Policy (HR-111), as may be amended from time to time in the Company's sole discretion and without further bargaining, as long as such amendments apply to all other employees.

ARTICLE 6: UNION ACCESS TO FACILITIES

The Government controls all access to the Ft. Belvoir Military Base. The Company agrees to allow the Union Representative access to bargaining unit employees at Ft.

Belvoir only when complete approval is granted by the Government. Prior to a Union Representative visiting bargaining unit employees, the Union must notify the Project Manager or his/her designee at least one (1) business day in advance as to the purpose of the visit when such visit would occur during work times (lunch and break times excluded). Such visits shall not interfere with work being performed.

The Company, if it desires, may have a Company Representative accompany the Union Representative while he/she is visiting bargaining unit employees. The Company shall allow the Union Representative privacy upon request for the purposes of conducting Union business.

UA Local602: 1/)1 ALEUT: ])JV Page 5 of18

ARTICLE 7: UNION STEWARD

The Company recognizes and shall work with accredited Union Representatives to resolve differences that may occur from time-to-time with respect to the terms and conditions of this Agreement. The Union shall provide the Company the name of one

(1) designated Steward and five (5) designated alternates who shall act as the point of contact for a particular crew, shop or shift.

Steward Duties: Steward duties shall involve gathering information on alleged violations of the Agreement and processing grievances. All Stewards shall be allowed a reasonable amount of time to perform their necessary duties during working hours

ARTICLE 8: NO STRIKE-NO LOCKOUT

No Strikes- In consideration of the Company's commitment as set forth in this Agreement, the Union, its officers, agents, representative, stewards, committeemen and members, and all other employees shall not, in any way, directly or indirectly, instigate, lead, engage in, authorize, cause, assist, encourage, participate in, ratify, or condone any primary strike, sympathy strike, picketing, slowdown, work stoppage, or any other interference with or interruption of work at any of the Company's operations.

Discipline for Violations of the above paragraph -The failure or refusal on the part of any employee to comply with the provisions of the above paragraph of this Agreement shall be cause for immediate discipline, including discharge, and such discipline shall not be subject to the arbitration provisions set forth in either Articles 13 and 14 or the above paragraph of this Agreement.

No Lockouts - In consideration of the Union's commitment as set forth in this Agreement, the Company shall not lock out employee.

All the above provisions are in full force for the entire duration of this Agreement

ARTICLE 9: SECURITY

The Union recognizes that the Company may now have, or may incur in the future, obligations with respect to the security of access to the Ft. Belvoir Military Base and Government information and materials. The Union agrees that nothing contained in this Agreement shall place the Company in violation of security agreements with the Government.

As a necessary condition of continued employment, employees shall be subject to investigation for security clearance or national agency check and/or unescorted entry authorization under regulations prescribed by the Department of Defense, or other agencies of the United States Government on government work, and that denial of such clearance and/or unescorted entry authorization by such governmental agency shall be cause for discharge from the Company due to inability to meet job requirements.

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It is understood that there shall be no liability on the part of the Company for any discharge growing out of the denial of clearance and/or unescorted entry authorization by the United States Government.

ARTICLE 10: MISCELLANEOUS PROVISIONS

Change of Address: Employees are responsible for notifying the Company of their proper mailing address and current telephone number. Laid off employees are also responsible for notifying the Company of their proper mailing address and current telephone number to maintain recall rights. The Company shall be entitled to rely upon its records and shall be held harmless for any action that may arise out of said reliance.

ARTICLE 11: SENIORITY

Definitions: Seniority shall mean an employee's length of continuous service on current or predecessor contracts at Fort Belvoir Military Post. If application of the preceding sentence results in two (2) or more employees having the same seniority, the employee whose last four (4) digits in his/her social security number that is the largest shall be deemed more senior. Seniority shall not accrue to a probationary employee until completion of the probationary period set forth in this Agreement, at which time the employee shall possess seniority as defined in this Section. Seniority shall be applicable only as expressly provided in this Agreement.

Layoffs: The Company will determine its layoffs and recalls for bargaining unit employees, by qualification, performance and seniority. The company shall attempt to provide at least two (2) weeks advance notice to those employees affected by any layoff.

Promotions: The Company will determine its promotions and demotions for bargaining unit employees, by qualification, performance and seniority.

Seniority List: The Company shall provide an annual seniority list to the Union and/or an updated seniority list when employee(s) enter/exit the bargaining unit.

Recall: When an opening occurs in the bargaining unit while employees with seniority are on lay-off, the most senior employee, qualified by classification, on layoff shall be recalled and offered the position.

Notice of Recall: The Company shall forward notices of recall by certified mail; return receipt requested to the last known address of the employee reflected on Company records. A laid off employee shall promptly notify the Company of any change of address. The employee must, within three (3) calendar days of delivery or attempted delivery of the notice of recall, notify the Company of his/her intent to return to work on the date specified for recall and thereafter return to work on such date. It is agreed that, when possible the Company shall allow recalled employees up to two (2) weeks to return to work. Employees who fail to properly notify the Company of their intent to return to work or fail to return to work as scheduled shall be considered as a voluntary quit.

Loss of Seniority: All seniority of any employee shall terminate if the employee:

UA Local602: tf/11 ALEUT: D'J~ Page 7 of18

• Resigns.

• Is discharged for violation of Company Rules.

• Is on layoff status in excess of twelve (12) consecutive months.

• Is barred by the customer's written order or whose security clearance has been revoked and is not legally reinstated within thirty (30) days of loss of security clearance, provided, however, that the Employee shall be entitled to reinstatement beyond the 30 days after revocation or loss of security clearance if the job has not been offered to another applicant. . This paragraph is also subject to the conditions noted in the "Security" Article.

• Refuses recall.

ARTICLE 12: DISCHARGE AND DISCIPLINARY ACTION

The Company shall have the right to discipline employees for just cause, by verbal or written reprimand, suspension with or without pay, or discharge as described in the policy Progressive Discipline (HR 1 04). Any step or steps of the disciplinary process may be skipped at the discretion of the Company after investigation and analysis of the total situation, past practice, and circumstances.

PROBATIONARY PERIOD

A newly hired employee shall be on a probationary status for ninety (90) days taken from and including the first (1 5t) day of employment. If at any time prior to the completion of the specified probationary period the employee may be dismissed by the Employer during this period without appeal by the Union.

ARTICLE 13: GRIEVANCE PROCEDURE

Definition of Grievance- A grievance is any dispute between an employee or the Union and the Company, over the application or interpretation of any provision of the agreement.

Grievance Procedure- All grievances shall be handled in the following manner:

Step 1 - Between the aggrieved employee and/or the Steward and the employee's immediate Supervisor. It is understood that the Steward shall have permission to phone the appropriate Union Business Representative for guidance in any situation that may arise during working hours. Step 1 must be presented to the immediate supervisor by the aggrieved employee and/or the Steward not later than four (4) workdays after the event giving rise to the grievance or when the employee should have learned of the event giving rise to the grievance whichever is later. The immediate supervisor must provide an oral response not later than four (4) workdays after receipt of the Step 1 grievance. If the grievance is not settled at Step 1, the aggrieved employee may proceed to Step 2.

Step 2- Between the aggrieved employee and/or the Union Steward and the Project Manager. Step 2 must be submitted, in writing, to the Project Manager, by the aggrieved employee and/or Steward not later than three (3) workdays after receiving the Step 1

UA Local602: /!IJ1 ALEUT: pfcr Page 8 of18 response from the immediate supervisor. The Project Manager will answer the grievance in writing within five workdays.

Step 3 -Within five workdays from receipt of the answer given by the Project Manager at

Step 2, the aggrieved employee or the Union may appeal the grievance in writing to the Vice President of Programs. The Vice President, or his designated representative, shall render a decision within ten (1 0) workdays from receipt of the appeal of the Project Manager's answer.

Step 4- Within ten (1 0) workdays from receipt of the Step 3 decision, the Union may appeal that decision by informing the Project Manager or his designees in writing. This notice of appeal will include the names of two (2) individuals that the Union appoints to be members of the Grievance Committee.

Within three (3) workdays from receipt of that notice, the Project Manager or designee will notify the Union in writing of the appointment of two (2) individuals as members of the Grievance Committee representing the Company.

The four (4) members of the Grievance Committee so appointed will meet within five (5) workdays from the appointment of the Company representative and select a fifth impartial Grievance Committee member. These five members will render a decision within ten (1 0) workdays.

If the Company and the Union cannot agree on an impartial member, the grievance will be subject to Arbitration per Article 13.

Written Presentation- All grievances presented at Steps 2, 3, and 4 of the procedure set forth in the above section of this Agreement shall be presented in writing and include: the facts giving rise to the grievance; the provision (s) of the Agreement alleged to have been violated; the name (s) of the aggrieved employee (s); and the remedy sought. All grievance at Steps 2, 3, and 4 of the procedure set forth in the above section of this Agreement shall be signed and dated by the aggrieved employee and/or his shop steward. All written answers submitted by the Company shall be signed and dated by the appropriate Company representative.

Time Limitations- The time limitations set forth in this Article are of the essence of this Agreement. No grievance shall be accepted by the Company unless it is submitted or appealed within the time limits set forth in this section of the Agreement. If the grievance is not pursued within the time limitations established in this section of the Agreement for any Step, it shall be deemed to have been settled at the preceding Step. If the Company fails to answer within the time limits set forth in this section of this Agreement, the grievance shall automatically proceed to the next step.

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ARTICLE 14: ARBITRATION

Any grievance which has not been settled pursuant to steps 1 or 2 of the Grievance Procedure, and which involves the interpretation or application of this Agreement, may be referred to arbitration by written notice from the grieving party to the other within ten calendar (10) days after the Step 2 decision or ten (10) calendar days after the Step 2 decision was due. If the grieving party fails to submit a written notice to the other party demanding arbitration within either ten (1 0) calendar days after the other party has rendered its Step 2 decision or ten (1 0) days after the Step 2 decision was due, such grievance, and the position taken by the grieving party, shall be deemed to have been waived. The time limits set forth in this Paragraph may only be extended by mutual written agreement.

The parties shall, by mutual agreement, select an arbitrator. If the Company and Union fail to agree upon an arbitrator, the grieving party shall request the Federal Mediation and Conciliation Service (FMCS) to submit a list of seven (7) persons from which the arbitrator shall be chosen. Such request to the FMCS must be made no later than ten (1 0) calendar days after written notice of the grieving party's demand for arbitration.

The Union and the Company shall alternately strike one name from such list (the party requesting arbitration shall strike the first name) until only one name remains and that person shall be the arbitrator. The Company and the Union shall each pay 50% of the arbitration costs.

The arbitrator shall have only the authority to interpret and apply the provisions of this written Agreement. The arbitrator shall have no power to add to, detract from, or change in any way the provisions of this Agreement, or to establish new terms and conditions of this Agreement or new terms and conditions of employment. Neither party has the right to request arbitration on any subject matter not specifically covered in this written Agreement.

The decision of the arbitrator shall be final and binding on the Company, the Union, and the employee.

Regardless of the outcome of any matter submitted to arbitration, the cost thereof shall be borne equally by the Company and the Union. Such cost shall be limited to the arbitrator's fee and expenses. The cost of any additional services required by either party, including but not limited to attorney fees, shall be borne by the party requesting these additional services.

ARTICLE 15:

HOURS OF WORK, OVERTIME, SHIFT WORK, CALL-BACK/STAND-BY PAY

1. The workweek shall commence at 12:00 a.m. on Monday and end at 11:59 p.m.

on Sunday. The regular workweek shall be 40 hours, provided, however, that nothing in this Agreement shall constitute a promise or guarantee of forty (40)

UA Local 602: tf1J_ ALEUT: ~J&-- Page 10 of18 hours per week or eight (8) hours per day of work or pay for employees.

2. The regular 8-hour workday may be scheduled during any consecutive 8-hour period, Monday through Sunday, exclusive of a one (1) hour uninterrupted unpaid lunch, Monday through Friday. Established starting and/or quitting times may be changed by the Employer based upon the needs of the business or as mandated by the government.

3. All shifts shall begin between the hours of 6:00 and 9:00a.m. (1 51 Shift), 2:00 to 5:00p.m. (2nd Shift), or 10:00 p.m. to 12:00 a.m. (3rd Shift) and shall consist of eight (8) consecutive hours.

4. All employees who are required to begin their scheduled shift between the hours of 2:00 and 5:00pm (2nd Shift) shall be paid at their regular base rate plus $1.00 per hour worked.

5. All employees who are required to begin their scheduled shift between the hours of 10:00 p.m. and 12:00 a.m. (3rd Shift) shall be paid at their regular base rate plus $1.50 per hour worked.

6. All employees required to report to work outside of their regular scheduled work day shall not be penalized for unavailability due to a lack of prior notification by employer. Except in cases of emergency, the employee shall be notified a minimum of 12 hours prior to the beginning of his/her scheduled shift.

7. All employees shall be provided with 1 hour of "show up pay" in the event that they are unable to complete their scheduled work shift, due to weather or emergency closing of the facility. This show up pay shall only be deemed necessary in a case where the employee did not receive a minimum of 1 hour of prior notification from the employer and he or she arrived to work at scheduled starting time.

8. Employees shall be required to report for work for all emergency repairs or maintenance work in accordance with contract requirements, and shall be continued without interruption until the emergency is corrected. Employees may also be required to perform work outside of normal working hours as required by the contract or directed by the Company.

9. In the event that an employee is required to report to work outside of their regular scheduled work hours, he or she shall be compensated at a rate not to exceed time and one half (overtime rate) their base pay rate. All employees must work more than 40 hours to be compensated at the overtime rate, provided that they are offered the opportunity to work 40 hours of regular scheduled work. Holiday hours are to be used in the 40 hour calculation to qualify for overtime.

10. Overtime shall be assigned and approved in advance by the Project Manager.

Available overtime shall be rotated and equalized among qualified volunteers as evenly as practicable. If no volunteers are available to work the necessary overtime, it shall become mandatory and assignment shall be made in reverse seniority order and rotated among qualified employees as evenly as practicable.

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11. The recognized paid holidays within the terms of this Agreement shall be: New Year's Day, Martin L. King's Birthday, Presidents Day, Memorial Day, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, Columbus Day and Christmas Day, and any other day declared by the federal government to be a holiday. Any work performed on a holiday will be paid at time and one half normal pay rates for hours worked, in addition to the 8 hours of holiday pay.

12. The above named holidays shall be observed on the same day as designated for the employees of Fort Belvoir Military Post.

13. Stand-by & Call-Back Pay: Stand-by employees are paid $125.00 for the week. If an employee is off duty and is called back for work and returns to the worksite, he/she shall receive a minimum of two (2) hours pay for returning to work.

14. Employees shall record and maintain time utilizing the Company electronic timekeeping system. Payroll will be delivered bi-weekly (except for Davis Bacon work) utilizing the electronic deposit system and all payroll records (pay statements, vacation balances, etc.) will be available via the electronic timekeeping system. All timekeeping must be in accordance with the timekeeping policy (FIN-302).

15. Employees required to maintain a license for their position will be reimbursed for the cost of acquiring the license and any/all renewal fees incurred.

ARTICLE 16: ABSENCES

Employees shall be subject to and comply with the Company's established policies listed herein: FMLA (HR-1 08); and Unpaid Leave of Absence Policy (HR-11 0).

Jury Duty: Aleut encourages employees to fulfill their civic responsibility for Jury Duty. If a regular full-time employee is called for jury duty or subpoenaed as a witness in court actions, the Company will grant up to two (2) weeks of paid time away from work (per calendar year) after notifying your supervisor and providing a copy of the summons or subpoena. The Company, at its sole discretion, reserves the right to grant extensions of paid time off from work for jury service in unusual circumstances. This paid time off does not count against the employee's available vacation days. These absences also do not constitute a break in service or affect your eligibility or attendance record. If you are subpoenaed as a witness in a court action directly related to your own personal affairs, you must use your available vacation days in order to receive compensation for your time away from work. If you make a partial day court appearance, or at any time are not needed in the courtroom, you are expected to return to work. Aleut will not recoup any compensation that you receive from the court. Employees must inform your direct supervisor of your summons immediately upon receipt, and provide a copy of your summons to your immediate supervisor.

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Bereavement Leave: All regular full-time employees are eligible for bereavement leave in the event of a death of an immediate family member. "Immediate family" includes the employee's spouse, mother, father, sister, brother, child, foster child, foster parent, stepchild, and corresponding in-laws or step-relatives. The definition of "immediate family" also includes the grandparents or grandchildren of the employees and the employee's spouse. Paid bereavement is limited to actual time-off and will not be paid in addition to any other time off. In-state entitlement is three (3) days; out-of-state entitlement is five (5) days. The Company reserves the right to request proof of death and/or attendance of services prior to payment of this leave. The employee must notify their Manager of their request for Bereavement Leave. The notification must inform the manager of the relationship of the deceased to the employee, the date of the death and the number of days being requested under the Bereavement Policy. The Manager will notify the employee of approval or denial of the request, and if approved, the number of days allowed.

Military Leave: Employees who are called to active military duty in a branch of the U.S. Armed Forces will be granted 10 (ten) paid days per calendar year. An unpaid Leave of Absence will be granted for the remaining period of active duty. Insurance coverage will continue until the end of the month in which the employee is deployed. A COBRA notification will be sent to the employee and dependents upon termination of the company's insurance coverage. Immediately upon learning of a call to serve, the affected associate must provide their supervisors with a copy of the military order to forward to Human Resources.

ARTICLE 17: VACATIONS/PERSONAL DAYS

1. Vacation Allotment: The amount of vacation to which an employee shall be entitled during any calendar year shall be determined by the number of years of continuous service completed by the employee at Fort Belvoir Military Post in accordance with the following chart:

(a) YEARS OF CONTINUOUS SERVICE

i. 1 -4

ii. 5- 14

111. 15 or more

HOURS OF VACATION

2. Vacation Scheduling: The Company shall retain the final right to approve, deny, schedule and cancel all vacations. Vacations requests submitted at least fourteen

(14) days in advance for more than an eight (8) hour vacation leave and vacation requests submitted not later than the prior duty day for eight (8) hours or less of vacation leave will only be disapproved and/or cancelled by the Company in the event of a job related emergency. The term "vacation year" as used herein is defined as the period beginning on the employee's anniversary date and extending to the employee's next anniversary date. Vacation request for more than eight (8) hours must normally be submitted at least fourteen (14) calendar days and no more than one hundred and eighty (180) calendar days in advance of the beginning date of the vacation period. Vacation can be taken in increments of 1 hour. Vacation scheduling conflicts between two or more employees in the same

Page 13 of18 UA Local602:t//17 ALEUT: lJ)G department or shop will be resolved in favor of the employee first submitting their written vacation request within the time frames identified above. If two or more employees submit their written vacation request on the same date for the same vacation period, the conflict will be resolved in favor of the employee with most leave on the books. If this does not settle the issue then seniority will prevail.

3. Accumulation and Use of Vacation: The Company encourages employees to take vacation. An employee will receive an annual vacation grant upon their service anniversary date. An employee may request the cash-out of vacation of up to 40 hours one time within a 12-month calendar year as long as a balance of 40 hours remains. An employee may carry-over up to 40 hours of vacation and retain a balance of up to 1 times the annual grant amount plus the 40 hour carry over. If the balance exceeds the 1 times the annual grant plus the 40 hour carry over amount at the service anniversary date, then the employee will forfeit the amount that exceeds the 1 times the annual amount plus 40 hour carry-over.

Upon the termination of employment, the vacation balance will be paid.

4. Personal Days: An employee will receive a grant of 4 personal days (32 hours) at the agreement anniversary date. No cash out or carry-over of unused balances.

a) Personal leave hours must be used in one (1) hour increments and must receive as much prior written approval as possible from supervisor.

ARTICLE 18: TOOLS & UNIFORMS

1. All hand tools required by the employees to perform their normal duties shall be provided by the employee. All tools that require replacement due to becoming defective as a result of use on the project shall be replaced by the employer.

2. An employee required by the Company to wear a uniform at work shall be provided an appropriate number of uniforms. If the clothing requires normal cleaning the employee is responsible for cleaning. If the clothing requires special cleaning, the company will be responsible for cleaning. The employee shall be responsible for the replacement cost of any lost articles due to their negligence. The uniform must be clean, serviceable and present a professional appearance. No logos other than ALEUT will be worn. Noncompliance will result in not being allowed to work until the situation is duly corrected.

ARTICLE 20: SAFETY

Company agrees to furnish normally utilized safety equipment, necessary to safely perform work that includes such items, but not limited to goggles, protective shields, safety harnesses, hard hats, boots, etc.

The Company and Union will collaborate to improve the safety record of the site and to ensure the safety and health of employees and compliance by them with any safety rules contained herein or established by the Employer. Employees are responsible to follow all

UA Local 602: tft1. ALEUT: J)JG- Page 14 of18 safety rules set by the Company and/or the Department of Defense. Any disregard of such regulations will subject an employee to disciplinary action up to and including termination of employment.

Job Title

Appendix A

AFSS ft. Belvoir, local602

Appbance Mechan1c, Boiler Tender/Operator

Carpenter, 1'1tc Lead

Electrioan

Electridan Lead

Electronic Tech IY\tc II

F1re Alarm System Mechanic

Genera! f"'a1ntenance · Vorker

General f"'a1ntenancei Grounds Ld

General Mtc '•1iorker , HVAC

General Mtc ,IJorker, Lead

Grounds Laborer

Heavy Equipment Operator

H AC Mechanic

H AC Mechanic Lead

Laborer

Laborer

Locksmith

Maintenance Carpenter

Maintenance Trade Helper t•lateria! Coordinator

Material Exped1ter

Mechanic

IY\otor Vehicle l"'echanic Helper

Painter

Plumber, l"laintenance

Plumber , IY!aintenance Lead

Production Control Clerk

Service Order Dispatcher

Stationary Eng1neer

Stationary Eng1neer, Lead

Tractor Operator

Truck Dnver, l•1ed1um

._ :larehouse Spedalist

Work Control lead

ARTICLE 19: WAGE,H&W RATES

Appendix A i""".'!';:•v I Hourly Pay I Hourly Pay Hourly Pay Rate Rate Rate

4/1/2014 4/1/2015 4/1/2016

Current $1.00 $1.05 $1.10

21.75 22.75 23.80 24.90

27.30 28 .30 29 .35 30.45

22.90 23.90 24.95 26.05

27.98 28.98 30.03 31.13

32.00 33.00 34.05 35.15

30.00 31.00 32.05 33.15

22.91 23.91 24.96 26.06

21.43 22.43 23.48 24.58

13.57 14.57 15.62 16.72

21.43 22.43 23.48 24.58

22 .50 23.50 24.55 25.65

13.07 14.07 15. 12 16.22

22.91 23.91 24.96 26.06

30.00 31.00 32.05 33.15

33.00 34.00 35.05 36.15

15.00 16.00 17.05 18.15

14.98 15.98 17.03 18. 13

21.90 22.90 23 .95 25.05

21.40 22.40 23 .45 24.55

18.27 19.27 20.32 21.42

22.03 23.03 24.08 25.18

22.03 23.03 24.08 25. 18

31.00 32.00 33.05 34. 15

18.49 19.49 20 .54 21.64

21.75 22.75 23.80 24.90

22 .29 23.29 24.34 25.44

23.29 24.29 25.34 26.44

22.03 23.03 24.08 25.18

16.98 17.98 19.03 20.13

27.30 28.30 29 .35 30.45

28 .30 29.30 30.35 31.45

16.04 17.04 18.09 19.19

17.90 18.90 19.95 21.05

18.02 19.02 20 .07 21.17

22.53 23.53 24. 58 25.68

UA Local602:/!fl1 ALEUT: DT&--

Hourly Pay I Hourly Pay Rate Rate

4/1/2017 4/1/2018

$1.15 $1.20

26.05 27.25

31.60 32.80

27.20 28.40

32.28 33.48

36.30 37.50

34.30 35. 50

27.21 28.41

25.73 26.93

17.87 19.07

25.73 26.93

26.80 28.00

17.37 18.57

27.21 28.41

34.30 35.50

37.30 38.50

19.30 20.50

19.28 20.48

26.20 27.40

25.70 26.90

22.57 23.77

26.33 27.53

26 .33 27.53

35.30 36.50

22.79 23.99

26.05 27.25

26 .59 27.79

27.59 28.79

26.33 27.53

21.28 22.48

31.60 32.80

32.60 33.80

20.34 21.54

22.21) 23.40

22 .32 23.52

26.83 28.03

Hourly H&W Hourly H&W Hourly H&W Hourly H&W Hourly H&W Hourly H&W Rate- SCA Rate Rate Rate Rate Rate

4/1/2014 4/1/2014 4/1/2015 4/1/2016 4/1/2017 4/1/2018

$0.38 $0.41 $0.46 $0.50 $0.55

H&W Hourly Rate 3.81 4. 19 4.60 5.06 5. 56 6.11

401k Per Hour 50.50 50. 50 S0. 50 50.50 50.50 50.50

Note: The Company will pay Davis Bacon (DB) rates that have been incorporated into the contract for DB work hours if the DB rate is greater than the CBA rate. As new DB rates are incorporated into the contract, the DB rate would be paid for DB work hours.

Health & Welfare Rates: Company shall pay all employees the Health & Welfare Insurance allowance set forth in this agreement, up to a maximum of forty (40) hours per week.

(a) The Union will provide the opportunity for bargain unit employees to purchase health insurance from the Heating Piping and Refrigeration Medical Plan via payroll deductions. The annual signup period will be March 1-15 each year of the contract. Any employee who waives the Union Health Coverage, and chooses instead to receive the Health and Welfare funds in their check, shall provide proof of coverage to the employer.

(b) 401k Plan: Bargaining unit employees are eligible to participant in the Employer's Union defined contribution program (401 k) program. The Employer will contribute $.50/hr. up to forty (40) hours per week. An employee may voluntarily elect to contribute additional monies to the 401 k plan in accordance with the plan requirements.

ARTICLE 21: TERM AND NOTICE OF CHANGE OR TERMINATION

1. It is understood and agreed between the signatories that this Agreement shall be in force as of November 1, 2013 except as follows:

a. Economic items: Effective March 24, 2014

i. Shift Differentials, Pay related items: Article 15, #4, 5, 7, 9, 13

ii. Personal Days: Article 17

iii. Wage, H&W Rates, 401 k: Article 19

This Agreement shall continue in force and effect until midnight, February 18, 2018 or cessation of work by the Employer at the Fort Belvoir Military Base, whichever occurs first.

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2. Should either the Employer or the Union desire a change in the Agreement upon its expiration, a notice in writing must be given by the respective agreeing participants, each to the other, on or before December 18, 2017. If no changes are requested, then this Agreement shall be self-renewing for a period of one (1) year from midnight of February 18, 2018.

ARTICLE 22: ENTIRE UNDERSTANDING

The parties expressly declare and agree that they have bargained between them on all phases of hours, wages, rates of pay and other conditions of employment and that this Agreement is the entire contract between the parties and represents their full and complete agreement without reservation or unexpressed understanding. It is agreed and understood by the Company and the Union that all matters not contained and expressly provided for herein remain the exclusive province of management, and any aspect of hours, wages, rates of pay and other conditions of employment not covered by specific stipulation in a particular provision of this agreement is declared to have been expressly eliminated as a subject for bargaining and during the term of this agreement no grievance will be considered valid for any cause not mentioned and set out in the Agreement, and that in the event of arbitration, no matter not considered in this Agreement will become the subject of arbitration.

ARTICLE 23: SEPARABILITY

If any term or provision of this Agreement is, at any time during the life of this Agreement, adjudged by a court or administrative body of competent jurisdiction to be in conflict with any law, such term or provision shall become invalid and unenforceable, but such invalidity or unenforceability shall not impair or affect any other term or provision of the Agreement. The parties further agree that this Agreement may be reopened by either party upon thirty (30) days written notice only for negotiations and agreements regarding the provision invalidated. In the event that an agreement regarding the provisions invalidated cannot be reached, the contract will continue in force without change until the expiration of the Agreement.

In the event notice of modification is given by either party and an agreement on a new or modified agreement is not reached by the anniversary date, both parties agree to continue to work under the terms of this Agreement on a day-to-day basis until such time that either an agreement or impasse is reached.

UA Local602: tM ALEUT: DJ~ Page 17 of18

ARTICLE 24: SIGNATURES

In witness whereof, the parties have caused this agreement to be executed by their authorized representatives on 11- ;)0 , 2013.

For:

Local Union No. 602 United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry of the United States

For:

ALEUT Facilities Support Services, LLC.

~1 0 / ' L(1 rpLc:~d --~-·· ----Tir-=--- "---~-- - (/ Joseph C. Savia, Sr. Damian J. Guerin

Business Manager/ V.P. Human Resources Financial Secretary Treasurer

Organizer- Business Representative

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