CBA (Final Version )(2013)

7/27/2019 CBA (Final Version )(2013)

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COLLECTIVE BARGAINING

AGREEMENT

Between

G4S Government Solutions, Inc.

And

International Union, Security, Police

and Fire Professionals of America

(SPFPA) & its Amalgamated Local 108

At

HOLSTON ARMY AMMUNITION PLANT

KINGSPORT, TN

OCTOBER 1, 2013SEPTEMBER 30, 2016


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AGREEMENT BETWEEN G4S GOVERNMENT SOLUTIONS, INC. and

INTERNATIONAL UNION, SECURITY, POLICE, AND FIRE PROFESSIONALS OF AMERICA

& ITS AMALGAMATED LOCAL 108 AT HOLSTON ARMY AMMUNITION PLANT

PAGE

PREAMBLE .......................................................................................................................................... 2

ARTICLE 1 INTENT & PURPOSE ................................................................................ 3

ARTICLE 2 RECOGNITION & SCOPE ........................................................................ 4

ARTICLE 3 NON-DISCRIMINATION ......................................................................... 5

ARTICLE 4 CONTINUITY OF OPERATIONS ............................................................ 6

ARTICLE 5 COMPANY REGULATIONS .................................................................... 7

ARTICLE 6 MANAGEMENT RIGHTS ........................................................................ 8

ARTICLE 7 ADJUSTMENT OF GRIEVANCES .......................................................... 9

ARTICLE 8 SENIORITY ................................................................................................ 11

ARTICLE 9 HOURS OF WORK & WORKWEEKS ..................................................... 15

ARTICLE 10 LEAVES OF ABSENCE ............................................................................ 16

ARTICLE 11 GENERAL WAGE PROVISIONS .............................................................. 18

ARTICLE 12 OVERTIME COMPENSATION ................................................................. 19

ARTICLE 13 HOLIDAYS ................................................................................................. 20

ARTICLE 14 VACATION ................................................................................................. 21

ARTICLE 15 INSURANCE ............................................................................................... 22

ARTICLE 16 HEALTH & WELFARE .............................................................................. 23

ARTICLE 17 SICK LEAVE ............................................................................................... 24

ARTICLE 18 MISCELLANEOUS PROVISIONS ............................................................. 25

ARTICLE 19 DUES CHECK-OFF ..................................................................................... 27

ARTICLE 20 FUNERAL LEAVE ...................................................................................... 29

ARTICLE 21 JURY DUTY ................................................................................................ 30

ARTICLE 22 HEALTH & SAFETY .................................................................................. 31

ARTICLE 23 SEPARABILITY OF CONTRACT ............................................................. 33

ARTICLE 24 DURATION ................................................................................................. 34


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SIGNATURE PAGE 35

APPENDIX 1 DRUG & ALCOHOL POLICY ................................................................... 36


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PREAMBLE

This Agreement is entered into this 1st day of October, 2013, by and between G4S GovernmentSolutions, Inc., hereinafter referred to as the "Company," and the International Union, Security,

Police and Fire Professionals of America (SPFPA) and its Amalgamated Local108, hereinafterreferred to as the "Union.

The parties acknowledged that during the negotiations which resulted in this Agreement eachhad the unlimited right and opportunity to make demands and proposals with respect to anysubject or matter not removed by law from the area of collective bargaining, and that theunderstanding and agreements arrived at by the parties after the exercise of that right andopportunity are set forth in this Agreement.


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ARTICLE 1

INTENT & PURPOSE

This Agreement evidences the desire of the parties to promote and maintain harmonious relationsbetween the Company, its employees, and the Union as their representative.

It is the intent and purpose of this Agreement to assure sound and mutually beneficial industrialand economic relationships between the parties, to provide an orderly and peaceful means ofresolving grievances, and to set forth the basic agreement between the parties covering rates ofpay, wages, hours of work and other conditions of employment.

The Union, the Company and all employees are bound by and hereby pledge their cooperation inobserving all provisions of this Agreement.


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ARTICLE 2

RECOGNITION & SCOPE

The Company recognizes the International Union, Security, Police and Fire Professionals ofAmerica (SPFPA) and its Amalgamated Local 108 as the exclusive collective bargaining

representative for all employees designated by the National Labor Relations Board's Certificationof Representatives issued on March 22, 2005, in case No. 10-RC-15505 including all full timeand regular part-time Security Officers employed by the employer at the Holston ArmyAmmunition Plant located in Kingsport, Tennessee. Excluding all other clerical employees,confidential employees, captains, professional employees and supervisors as defined in the Act


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ARTICLE 3

NON-DISCRIMINATION

The Company and the Union agree they will not discriminate against any employee or applicantfor employment because of race, creed, religion, sex, color, age, or national origin, or against the

qualified physically handicapped.

The parties further agree to comply with all applicable Federal Laws and Executive Orderspertaining to non-discrimination, including all orders issued by the Office of Federal ContractCompliance and any other orders which are applicable to government contract operations such asthat conducted by the Company.

As used herein, the words "he,"his,and "employee" refer to both male and female employees.


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ARTICLE 4

CONTINUITY OF OPERATIONS

The parties recognize the sensitive nature of the services provided by the Company to the U. S.Government and, therefore, agree that all operations of the Company shall during the term of this

Agreement, continue without interruption.

The Union collectively, and each employee individually, agree they will not, during the term ofthis Agreement, call, engage in or sanction in any way any strike, sympathy strike, workstoppage, slowdown, illegal picketing, sit-down, sit-in, boycott or any other interference with orinterruption of the Company's operations for any reason whatsoever. The Union collectively, andthe employees individually, hereby expressly waive any statutory right they may have to engagein any such activity during the term of this Agreement.

During the life of this Agreement, there will be no lockout of the employees.

In the event of any work stoppage, by another labor group involving the client's property oroperations, employees will continue to man posts and carry out assignments for the protection oflife, property, and protection of security interests.

Any employee during the term of this Agreement who engages in any of the activities describedin paragraph 2 above shall be subject to immediate disciplinary action up to and includingdischarge.


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ARTICLE 5

COMPANY REGULATIONS

Any rules, regulations, or directives which are now in effect, or which may be later imposedupon the Company by its Client, the Department of the Army (DOA), or any other Governmental

Agency having jurisdiction will apply with equal force and effect to the employees hereunder.Employees are also required to adhere to Company Rules and Regulations, not withstanding anypossible conflict with any provisions of this Agreement. Copies of Rules and Regulations soimposed will be made available to the Union upon request.


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ARTICLE 6

MANAGEMENT RIGHTS

Except as provided elsewhere in this Agreement, the full right and authority to administer and/ormanage the Company's business, including but not limited to the direction of the working force,

the right to plan, direct, expand, reduce and control operations, to hire, to assign, to transfer, tosuspend, discipline or discharge for just cause, to relieve employees from duty because of lack ofwork or at client request, and the right to introduce any new methods and to make reasonablerules and regulations as may be necessary for the successful operation of the facility involvedherein shall be vested exclusively in the Company. Any major changes to methods, rules, and/orregulations will be discussed with the Union prior to implementation. This statement ofmanagement rights which remains unimpaired by this Agreement is not intended to excludeothers, which are not mentioned herein. In exercising these rights, it is also agreed the Companywill not violate any of the provisions of this Agreement.


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ARTICLE 7

ADJUSTMENT OF GRIEVANCES

For the purposes of this Agreement, the word grievance shall mean any dispute between theEmployer and the Union, or between the Employer and an employee as to specific meaning,

application, or interpretation of the terms of this Agreement. A probationary employee shall nothave any rights under this Article.

Informal Step: The employee and/or his or her Union representative shall present thegrievance or dispute orally to the Captain within five (5) business days of its occurrence or whenthe employee knew, or by reasonable diligence should have known, of its occurrence. TheCaptain shall orally respond to the grievance within five (5) business days.

Step 1: If the grievance is not settled at the informal step, employee and/or his or herUnion representative shall, within five (5) business days of the date the Captain responded,submit the grievance in writing to the Security Chief or his designee. The Security Chief shallrespond to the grievance within five (5) business days of receipt of the grievance.

Step 2: If the grievance is not resolved in Step 1, the Local Union President or hisdesignee will request, in writing, review of the grievance by the Site Project Manager or hisdesignee within seven (7) working days of the denial by the site Security Chief or his designee.The Site Project Manager or his designee shall respond in writing within seven (7) working daysof the presentation of the grievance.

Step 3: If the grievance is not resolved in Step 2, the Local Union President or hisdesignee within ten (10) days of the denial by the Site Project Manager or his designee, willsubmit the grievance, in writing, to the Company Sr. Manager, Labor Relations, or his/herdesignee, and the International Union, Regional Director or his designee. The Company Sr.

Manager , Labor Relations and the Project Manager or his/her designees, and the InternationalUnion, Regional Director and the Local Union President will meet on the grievance at a mutuallyconvenient time and/or place. This meeting may take place telephonically due to the wide spreadgeographical locations of the parties. The Sr. Manager, Labor Relations shall respond in writingwith ten (10) working days of the hearing on the grievance.

Grievances which have been processed in accordance with the requirements of the aboveParagraph and which remain unsettled shall be processed to arbitration in accordance with thefollowing procedures and limitations:

a. The Union, within twenty (20) days after the rejection of the grievance by the Sr.

Manager , Labor Relations or his/her designee, will in writing, notify the Company of its intentto invoke arbitration, and the Company and the Union will jointly attempt to agree upon theselection of a neutral arbitrator to hear the case. Should the parties fail to agree upon theselection of an arbitrator, the Union will request the Federal Mediation and Conciliation Serviceto supply a list of seven (7) arbitrators to hear the case. A copy of this request will be sent to theCompany. This request will be made within five (5) days after failure of the parties to agree uponan arbitrator. An arbitrator will be selected from the list supplied by the Federal Mediation and


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Conciliation Service by the parties alternately striking from the list until one name remains andthis individual will be the arbitrator to hear the case.

b. The arbitrator may make such investigations as he/she deems proper and may examinethe witness or witnesses of each party. Each party shall have the right to cross-examine the

witness or witnesses of the other party. When an investigation is conducted by the arbitrator,he/she shall be accompanied by at least one (1) representative of the Company and the Union.

c. The decision of the arbitrator shall be submitted in writing and shall be final andbinding to all parties to this Agreement. Unless written authority is given, the decision shall bemade within thirty (30) days following the close of the hearing. Each party hereto shall bear theexpenses of preparing and presenting its own case. The cost and all expenses of the arbitratorshall be borne equally by the parties.

d. The arbitrator's authority shall be limited to finding a direct violation of the expresspurpose of the contract provision or provisions in question other than an implied indirect

purpose. The arbitrator cannot modify, amend, add to, detract from or alter the provisions of thiscontract nor substitute his/her judgment for that of management. In the event that an arbitratorshall determine that an employee has violated a Company rule, regulation or policy for whichsaid employee was charged, the arbitrator shall not have the right to reduce, modify, or in anyway alter the penalty assessed by the Company.

Any grievance involving discharge, layoff or other potential accumulating back pay liabilityshall be commenced at Step 2 of this procedure and the written grievance shall be presented tothe Project Manager in charge of the operation, or in his/her absence, to his/her designee withinfive (5) days after the occurrence of the facts giving rise to the grievance.

Any grievance shall be considered null and void if not filed and processed by the Union, or theemployees represented by the Union, in strict accordance with the time limitations set forthabove. There shall be no recognition of a continuing grievance so as to frustrate the intent ofstrict adherence to these time limitations. Failure of the Company to act within the time limit setforth in any step shall entitle the Union to proceed to the next step of the grievance procedure. Ina particular case, any time limit specification may be extended by mutual agreement between theCompany and the Union. The party requesting the time limit extension will confirm, in writing,the agreed-upon extension date(s) to the other party for signature.


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ARTICLE 8

SENIORITY

During the first ninety (90) days anemployee is employed, he shall be regarded as a probationaryemployee and shall have no seniority rights whatsoever, however, after the employee has

completed ninety (90) days of employment, his seniority shall accrue from the most recent day offull time hire by the Company. While an employee is a probationary employee, he may bedisciplined or discharged by the Company without recourse to the grievance procedure.

Seniority under this Agreement shall be the first day of full time or employment. Seniority ofemployees who start work on the same date and shift shall be determined by the lowest of thelast four digits of their social security number (SSN).

Vacancies in the bargaining unit will be made on the basis of seniority and the ability to performthe job, to include experience and work record, but if two (2) employees are equally qualified,the senior employee will be given the vacancy. Upon request, employees will be provided the

reason for being passed over.

Layoff due to reduction in force and any subsequent recall shall be on the basis of seniority,provided the senior employee has the qualifications and ability to perform the work. Theemployee with the least seniority shall be laid off first. Recall from layoff will be in the inverseorder of layoff.

a. Recalls thereafter shall be affected on a seniority basis to the extent that employees arequalified to fill the available assignments. Laid-off employees shall have call back rights for aperiod of 12 months and shall retain their accumulated seniority while on layoff, but will notcontinue to accrue seniority during the period of layoff. In case of re-employment, employeeswho have been laid off shall be notified, at their last known address. The notice will be bycertified mail return receipt. In the event a former employee so notified fails to report for workwithin five (5) days after receipt of such notice, his/her seniority shall be terminated. It will bethe responsibility of the laid-off employee to keep the Company notified of any change ofaddress.

b. An employee who is given a notice of recall after a layoff shall notify the Company ofhis intent to return to work with twenty-four (24) hours, excluding Saturdays, Sundays, andholidays, after receipt of the notice is sent to his last known address by certified mail, returnreceipt requested. Such recall shall be made prior to hiring new employees if the laid offemployee is able to return to work within five (5) days after such notice is provided for above,unless such time is extended by mutual consent.

The Company agrees to prepare 2 site seniority lists (full time and part time) for employeescovered by this Agreement, a copy of which will be furnished to the Union quarterly. Theseniority lists will be kept up to date quarterly by the Company or sooner if there are changes.

If an employee who is promoted within the bargaining unit is found not capable of performingthe job during the first ninety (90) days, he shall revert to his former classification without loss of


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seniority once a replacement has been identified and OJT as needed. An employee may alsovoluntarily elect to revert back to his former classification without loss of seniority. However, ifan employee chooses to revert back to his former classification, he shall not be reconsidered forone (1) year.

An employee in the bargaining unit who is promoted to a supervisory position over bargainingunit employees shall retain that seniority which he had at the time of his promotion for aprobationary period of ninety (90) days. If the Company chooses to return said employee intothe bargaining unit within the ninety (90) day probationary period, he will return to a job whichhis retained seniority enables him; however, if the promoted employee wishes to remain in thesupervisory position and works one (1) day past the probationary date of said employeespromotion to a supervisory position, then said employee will no longer retain any seniority in thebargaining unit. A promoted employee may voluntarily elect to revert back to his formerclassification in the bargaining unit only during the first ninety (90) days after his promotion.

The Company agrees to prepare separate seniority lists for all full time and part time employees;

a copy of which will be furnished to the Union and a copy posted on the bulletin board. Revisedseniority lists shall be prepared and furnished to the Union at the expiration of each six (6) monthperiod. These seniority lists will place all employees in Seniority order based on their hire dateat Holston Army Ammunition Plant regardless if they are full time or part time. However, forpurposes of layoff and OT fills, the procedures as set forth in this Article above and in Article 12,Overtime Compensation.

The decision as to the number of employees to be scheduled for training/retraining, and thenumber of Security Officers to be utilized at any one time shall be at the sole discretion of theCompany.

The Company retains the unilateral right to implement the contractual standards for qualifyingSecurity Officers and the method of administering those standards; such standards and themethod of administering such standards, equally applied to all employees may not be the subjectof a grievance under the Grievance/Arbitration provisions of the Agreement.

Employees may lose their seniority, and employment shall be terminated for any of thefollowing:

(a) Is laid off for more than twelve (12) months or length of employment, whicheveris less

(b) is absent for on-the-job or off-the-job illness or injury for more than twelve (12)months (excluding FMLA leave) or length of employment, whichever is less.

(c) Discharge for just cause(d) Employees who have not notified the Company after three (3) consecutive work

days will be assumed to have terminated their employment unless the reason forsuch absence is beyond the control of the employee.

(e) Overstays a leave of absence without just cause(f) Gives a false reason for a leave of absence and/or engages in other employment

during such leave.


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(g) Fails to meet qualification/requalification requirements in accordance with DOAand/or other Governmental Agencies regulations having jurisdiction

(h) Fails to return from layoff upon recall as provided in paragraph 3 above(i) If he/she voluntarily resigns or retires(j) Is denied site access by the Client. This termination is not grievable. The

Company will provide the Union with a copy of the correspondence from theclient removing the employee from the Site.

The senior employee who desires the shift and days off due to said vacancy will be given his Parttime employees will have seniority only among part-time employees. Any part-time employeewho becomes a full-time employee shall be placed upon the seniority roster for full-timeemployees on the date he/she is termed a full-time employee, provided the employee hascompleted a probationary period as set forth in Paragraph 1 above. For purposes of thisAgreement, a part-time employee is defined as an employee who is regularly scheduled to worka less than forty (40) hour workweek.

Full-time employees, who, after completing their probationary period, are thereafter voluntarilyplaced on the part-time roster, will not retain their full-time seniority while working as a part-time employee. If they later return to full-time employment, they will be placed at the bottom ofthe seniority roster. In the event of a layoff, probationary and part-time employees will be laidoff before any full-time employees.

The Company shall carry no more than 25% of the workforce, as part time employees. However,part time employees will be required to work at least 24 available hours per week

Part time employees shall not gain seniority on the full time seniority roster until such time asthey become a full time employee.

Should a vacancy occur on any shift, the following procedure will be used in filling that vacancy:preference to the shift and available days off provided he notifies the security captain in writing,following the guidelines as set forth in this article.

Regardless of the situation, Management reserves the right to place personnel in the following:Dispatch and Post 4.

All vacancies with the exception of those listed in paragraph 13 above will be restricted to theinitial vacancy. If the senior employee is absent for any reason at which time a vacancy occurson a shift; three (3) attempts on three (3) separate days (1st, 3rd, and 5th) will be made to contactsaid individual concerning the vacancy. If the individual cannot be contacted, he forfeits hisright to bid on the vacancy. All vacancies occurring on a shift shall be posted for five (5)calendar days and filled from applicants within 15 days thereafter.. To be eligible for a vacancy,an employee must bid for the shift in writing before the five (5) calendar days have expired.

An employee who has been laid off from full time status, but is retained as a part time employeeshall retain his full time seniority strictly for the purpose of computing continuous service withthe Company and to reconcile any seniority disputes which may arise between employees. If the


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employee is laid off and no work is available to him as a part time employee, then the employeehas recall rights for twelve (12) months as provided in Section 8.4. Under no circumstances canit be construed that an employee in part time status has any rights to benefits provided to fulltime employees.


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ARTICLE 9

HOURS OF WORK & WORKWEEKS

The workday is defined as the 24 hour time period commencing with the employees regular

starting time.

For payroll purposes the normal workweek shall commence at 0001 a.m. on Monday and end168 hours thereafter.

The normal basic hours of work for employees covered by this Agreement shall be eight and fourtenths (8.4) hours per day or forty two (42.0) hours per week; and a 12 hour rotating shiftconsisting of four consecutive 12.4 hour days and three consecutive 12.4 hour days. However,nothing herein shall be construed as guaranteeing any specified number of hours of work or payper week

Days off for full-time employees shall be consecutive wherever reasonably possible following

group rotation and set days off.

Work schedules shall be posted five (5) days prior to the beginning date, if possible, for thefollowing seven (7) day period. Employees may mutually agree to exchange schedules, providedthe Shift Supervisor approves.

It is understood that the Company may first attempt to fill any scheduled or unscheduled absencewith any full time first and then part time employee that does not cause an overtime situation.

However, if the absence can only be filled at an overtime rate, it shall be distributed amongemployees as equally as possible. When an absence occurs that will cause overtime, thefollowing Company/Union OT procedure will apply.

Any employee called in to work at a time other than his normal shift will be guaranteed four (4)hours work or four (4) hours pay at the applicable hourly rate. A call out is considered to beafter an employee has completed his normal shift and has punched out and departed fromBuilding 140.

When an employee is scheduled and reports for work at his regular starting time, and uponinstruction of his supervisor is not used, he shall be paid for four (4) hours at his regular rate ofpay.

Overtime rates of one and one-half (1 1/2) times the regular rate of pay shall be paid for all timeworked in excess of forty (40) hours in any one (1) work week.

The following hours shall be counted as time worked for the purpose of computing overtime -vacation, funeral leave, jury duty, or duty as a witness if it is work related.


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ARTICLE 10

LEAVES OF ABSENCE

Non-probationary employees may be eligible for the following unpaid leaves of absence inaccordance with the procedures set forth below. All leaves of absence shall be requested in

writing and be submitted not less than two (2) weeks prior to the effective date of said leave.Upon receipt of such request the Company will respond to the employee in writing eitherapproving or disapproving the leave.

(a) Military Leave

Leaves of absence for the performance of duty with the U.S. Armed Forces, or with a Reservecomponent thereof (excluding two day a month requirements) shall be granted in accordancewith applicable law. A copy of the employees orders must be provided the Company prior to theeffective date of the leave.

(b)

Union Leave

Employees who accept a full-time position with the Union shall be granted a leave of absencenot to exceed twelve (12) months without affecting his seniority rights. Such leave may berenewed on an annual basis if requested in writing prior to the expiration of the leave.

Employees elected or appointed to attend a Union convention shall be granted a leave of absencenot to exceed two (2) weeks annually. The Union will notify the Company not less than two (2)weeks prior to such leave.

Union leaves shall be limited to not more than two (2) employees at any one time.

(c)

Medical Leave

Employees may be granted a medical leave in accordance with the Family Medical Leave Act(FMLA) during which time the employee shall continue to accrue seniority. Seniority shall notaccrue after twelve (12) weeks of leave. Such leave may be granted upon written request of theemployee. Should the Family Medical leave be related directly to the employee's or familymember's serious health condition a medical certification must be presented prior to the leave oras soon as practicable after the illness commences. The Company, may require at Company'sexpense, the employee be examined by a doctor designated by the Company to confirm the needfor a leave. The Company may require a periodic physician's verification for continued leave ofabsence. The Company will require a doctor's release for return to work, without workrestrictions, when the employee serves notice of his/her intention to return. Upon his/her return,the employee exercises his/her seniority into his/her previous classification.

(d) Personal Leave


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A full-time employee may be granted unpaid leave for personal reasons, at the sole discretion ofthe Company, where such employee has exhausted his vacation and sick leave eligibility andoperational conditions and personnel availability permit.


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ARTICLE 11GENERAL WAGE PROVISIONS

During the term of this Agreement, employees shall receive the following minimum hourly ratesof pay on the dates indicated.

Effective Effective Effective

Classification 10/1/2013 10/1/2014 10/01/2015

Security Officer $13.40 $13.77 $14.15

Security Dispatcher $14.20 $14.59 $14.99


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ARTICLE 12

OVERTIME COMPENSATION

Overtime at the rate of time and one-half will be paid for all hours worked in excess of forty (40)in any one workweek.

No overtime work shall be required or permitted, except by direction of the proper supervisorypersonnel of the Company, except in cases of emergency where prior authority cannot beobtained.

There shall be no pyramiding or duplication of premium or overtime pay. In the event more thanone premium seems to be due under this Agreement, only the higher premium shall apply.

Overtime will not be offered if the available hours can, at the option of the Company, be filled bypart-time employees at a straight-time rate of pay.

In the event of a no-show, the employee on duty will be held over until his/her replacementreports for duty. Such employeestotal shift shall not exceed 12.4 hours if assigned to an 8 hourshift, and employees total shift shall not exceed 16.4 hours if assigned to a 12 hour shift.

In the event overtime cannot be filled from the volunteer overtime list, then the Company has theright to mandate the overtime be worked. Mandated overtime applies to all members of thesecurity force. Mandated overtime will be rotated whenever possible.

The Company and the Union will develop an overtime procedure that will be used to guaranteethe distribution of overtime as equally as possible. The parties agree that the overtime Procedureis a living document and that any changes or alterations of this procedure in the future will bemade by mutual agreement.


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ARTICLE 13

HOLIDAYS

During the term of this Agreement the Company will provide full-time non-probationaryemployees the following paid holidays:

New Years Day Thanksgiving DayMemorial Day Friday after Thanksgiving4thof July Christmas EveLabor Day Christmas DayVeterans Day Employees Birthday

Eligible employees who do not work on a holiday listed above will be paid eight (8) hours pay attheir straight-time hourly rate, provided the employee has completed his/her last scheduled shiftprior to the holiday, his/her next scheduled shift after the holiday and has not called-off on suchholiday, if scheduled to work. Hours paid under this paragraph will not be considered as hours

worked for the purpose of computing overtime.

Eligible employees who work on a holiday listed above will be paid at their straight-time hourlyrate for all hours worked on the holiday, plus eight (8) hours holiday pay at their straight-timehourly rate.

When holiday shift manning requirements are reduced, employees normally scheduled to workon that shift will be offered the available work on a seniority basis.

Part time employees earn holidays based on a pro rata basis based on the number of hours theywork the week preceding the holiday.


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ARTICLE 14

VACATION

After one (1) year of continuous service, the Company will provide 80 hours paid vacationannually, for full-time employees. After five (5) years of continuous service, the Company will

provide one hundred twenty (120) hours paid vacation annually, for full-time employees. Afterten (10) years of continuous service, the Company will provide one hundred sixty (160) hourspaid vacation annually, for full-time employees.

Employees are eligible to take vacation after their anniversary date of employment each year.Vacations must be taken in the twelve (12) month period following each anniversary date ofemployment, and cannot be carried over from one anniversary year to another.

Pro-rata vacation shall not be paid. Any employee who has not earned vacation at the time oftermination shall not be entitled to any percentage or part thereof, however an employee who hasearned a full vacation and their employment is terminated prior to taking vacation shall beentitled to vacation pay, unless the employee has been discharged for cause involving monetaryor material loss by the Company.

If a holiday named in Article 13 Paragraph 1 hereto falls during an employeesvacation period,such employee shall be entitled to receive pay for such holiday (eight (8) hours at the employeesstraight-time hourly rate), or another day off with pay (eight (8) hours at the employees straight-time hourly rate) scheduled by mutual agreement between the employee and the Supervisor.Hours paid under this paragraph will be considered as time worked for the purpose of computingovertime.

Vacation preferences shall be submitted to the Company for approval, and the most senioremployee shall be given preference, the time when each employee takes his/her vacation shall bedetermined by the Company and shift staffing requirements shall be considered.

Employees entitled to vacation will not be given pay in lieu thereof unless mutuallyagreed to by the Company and the employee.

There will be no carrying over vacation hours into the next contract year. All unusedhours of vacation will be paid out on the employees anniversary date.

Employees may take one (1) week (40 hours) of vacation or one (1) day (8 hours) at a time,provided the employee submits a vacation request, in writing, to their supervisor not less than 72hours in advance. Employee will be required to schedule at least one (1) week of vacation timeoff consisting of five (5) consecutive work days.

Employees are required to submit vacation requests in writing to their supervisor on or beforeJanuary 31st of each year. Unscheduled vacation thereafter will be granted by seniority on afirst-requested basis.

Part time employees will accrue vacation on a pro rata basis based on the number of hours theywork.


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ARTICLE 15

INSURANCE

The employees have chosen NOT to participate in the Company or Union Medical BenefitsPlans, or any other fringe benefits the employees currently are participating in.

However, the Union reserves the right to participate in the Company sponsored Medical Plans orthe Union Sponsored Medical Plans each year during Open Enrollment. If the Union decides toparticipate in either plan, the entire workforce must participate. There may only be one planchosen (Company or Union) each year during open enrollment. Notification to the Company ofthe Unions desire to participate must be given at least 30 days prior to open enrollment. The

open enrollment period at the Holston Army Ammunition Plant begins the month of February fora March 1ststart date each year.


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ARTICLE 16

HEALTH & WELFARE

Effective October 1, 2013 the Company will pay to each employee $3.90 per hour for allcompensated hours up to a maximum of forty (40) hours per defined workweek or 2,080 hours

per year.

Effective October 1, 2014, the Company will pay to each employee $4.00 per hour for allcompensated hours up to a maximum of forty (40) hours per defined workweek or 2,080 hoursper year.

Effective October 1, 2015, the Company will pay to each employee $4.10 per hour for allcompensated hours up to a maximum of forty (40) hours per defined workweek or 2,080 hoursper year.

These H&W rates will be made to employees through direct deposit as part of wages.


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ARTICLE 17

SICK LEAVE

During the term of this Agreement full-time non-probationary employees shall accrue four (4)Sick Leave hours for every one (1) month worked not to exceed forty-eight (48) hours per

anniversary year of employment.

Sick Leave hours shall be paid at the employees straight-time hourly pay rate, eight (8) hoursper day.

Sick Leave hours paid will not be considered as hours worked for the purpose of computingovertime.

Sick Leave hours may be carried over from one anniversary year to another with a maximumaccrual of three hundred sixty (360) hours. Upon termination of employment, Employee shallforfeit any accrued but unused Sick Leave.

An employee shall notify the supervisor on duty at least three (3) hours before the employees

scheduled starting time for work that he will be absent due to sickness or injury, except in thecase of extenuating or emergency circumstances.

An employee who is absent for six (6) calendar days or more shall notify the supervisor on dutyat least twenty-four (24) hours in advance of his shift that he intends to return to work so as topermit proper scheduling of the work force. Sick pay will commence on the first day ofemployees illness. Any employee who is absent for two (2) calendar day or more shall bringevidence of having consulted a physician regarding that illness The Company retains the right toask for an excuse for less than 2 days if abuse is suspected.

Part time employees are not eligible for sick leave. However, should a full time employee go topart time status either voluntarily or forced, that employee will not lose any accrued sick leavenor will they earn further sick leave while in part time status.


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ARTICLE 18

MISCELLANEOUS PROVISIONS

The Union recognizes that it is the responsibility of employees to familiarize themselves withreasonable rules established by the Company's client, and faithfully to report all violations

thereof. The Union agrees that employees shall discharge all duties as assigned to themimpartially and without regard to any Union or non-Union affiliation of any employee of theCompany's client, and that failure to do so constitutes sufficient cause for discipline, up to andincluding discharge.

It is understood between the parties that no provision of this Agreement will apply to anysupplementary guard force working during the existence of a labor dispute involving the client'semployees; such supplementary force will not result in job loss or in the loss of normal hours topermanent employees coming under this agreement while the supplementary force is beingutilized.

The Union recognizes the principle of management responsibility, and that the Company mustfurnish satisfactory service in accordance with the demands of the Company's clients and therequirements of the particular job.

Qualified employees will receive their applicable rate of pay for time spent for required trainingand annual weapons requalification.

Written notice of disciplinary action involving dismissal or suspension from duty shall beprovided to the affected employee. A copy of all discipline or reprimand notices will be providedto the individual employee concerned, and said employee shall sign the first copy of said noticeto acknowledge his/her receipt only. Employees may request to view their personnel file atreasonable times with prior notice.

The Company and the Union agree to share the cost of having this Agreement printed and willfurnish the Union sufficient copies for distribution to the bargaining unit.

The Company shall provide for a Bulletin Board for use by the Union with the understanding theUnion shall neither post nor distribute any letters, handbills, or notices etc., elsewhere on the site.Bulletin Board postings shall be limited to:

Notices of recreational-social events.Notices of election of Union officers.Notices of results of electionNotices of meetings.Notices of official Union Business.

The Union may designate one employee for each shift to act as its shop steward in the handlingand processing of official grievances. Each shift may have one (1) alternate, who shall functionas the shop steward only when the regular shop steward is absent or unavailable. The local Unionwill keep the Company currently advised, in writing, of the identity of the shop stewards and


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their alternates, as well as the identity of the local Union officials, and only employees named bythe local Union as currently holding any of the above positions will be recognized by theCompany as representing the Union.

The Company will furnish the regulation uniform and required equipment. Uniforms or

equipment worn or used by the employees who are on duty shall be prescribed by the Company,and no deviation from the Company requirements shall be practiced except with the consent ofthe Company.

Uniforms and equipment remain the property of the Company and/or Client. Damaged or wornout articles of clothing or equipment may be returned to the Company for replacement at no costto the employee. The cost of replacement articles of clothing or equipment shall be borne by theemployee if the articles of clothing or equipment are lost, stolen, or damaged as the result of theemployeesnegligent or intentional conduct.

All uniforms and Company and/or Client equipment must be returned to the Company upon

termination of employment. Failure to comply with this requirement will result in the cost of saiduniforms and equipment being deducted from any monies due the employee.

The parties agree that all past disciplinary actions which occurred one (1) year or more previousof this contract will not be used as a basis for further disciplinary action against an employee.

An employee called before any supervisor for alleged violations of rules and regulations thatmay result in disciplinary action may, at his/her request, have a Union Representative withhim/her.

Employees will be permitted to exchange post assignments with approval of the Shift Supervisor.

As a condition of employment, all employees must elect direct deposit at an agreed upon Bank orCredit Union.

The Joint Labor/Management committee will meet on a quarterly basis to promote a betterunderstanding between the Company and the Union. This forum is not for the purpose ofdiscussing grievances.

No more than 2 representatives from each side shall attend the meeting. The meeting shall beheld at a time, place, and be of duration mutually agreed to by the parties. Either side that wishesto discuss topics shall present an agenda of said topics to the other side no less than seven (7)days in advance of the scheduled meeting date.


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ARTICLE 19

DUES CHECK-OFF

SECTION 1:All officers hereafter employed by The Employer in the classification covered by this Agreement

shall become members of the Union not later than the thirty-first (31

st

) day following thebeginning of their employment, or the date of the signing of this Agreement, whichever is later,as a condition of continued employment.

SECTION 2:An officer who is not a member of the Union at the time this Agreement becomes effective shallbecome a member of the Union within ten (10) days after the thirtieth (30th) day following theeffective date of this Agreement or within ten (10) days after the thirtieth (30th) day followingemployment, whichever is later, and shall remain a member of the Union, to the extent of payingan initiation fee and the membership dues uniformly required as a condition of acquiring orretaining membership in the Union, whichever employed under, and for the duration of, this

Agreement.

SECTION 3Officers meet the requirement of being members in good standing of the Union, within themeaning of this Article, by tendering the periodic dues and initiation fees uniformly required as acondition of acquiring or retaining membership in the Union or, in the alternative, by tenderingto the Union financial core fees and dues, as defined by the U.S. Supreme Court in NLRB v.General Motors Corporation, 373 U.S. 734 (1963) and Beck v. Communications Workers ofAmerica, 487 U.S. 735 (1988).

SECTION 4:In the event the Union requests the discharge of an officer for failure to comply with theprovisions of this Article, it shall serve written notice on the Employer requesting that theemployee be discharged effective no sooner than two (2) weeks of the date of that notice. Thenotice shall also contain the reasons for discharge. In the event the Union subsequentlydetermines that the employee has remedied the default prior to the discharge date, the Union willnotify the Employer and the officer, and the Employer will not be required to discharge thatofficer.

SECTION 5:Anything herein to the contrary notwithstanding, an officer shall not be required to pay money tothe Union, or to become a member of, or continue membership in, the Union as a condition ofemployment, if employed in any state, in any location other than an enclave wherein exclusivefederal jurisdiction applies, which prohibits or otherwise makes unlawful payment to a labororganization or membership in a labor organization as a condition of employment.


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Dues Check off

SECTION 1:The Employer agrees to deduct initiation fees and Union dues for proportionate share paymentsfrom the wages of officers who voluntarily authorize the Employer to do so on a properly

executed payroll deduction card in the form attached as Appendix C. Such deductions shall bemade from the first paycheck of each month, or the first pay received in that month in which theofficer has sufficient net earnings to cover the Union membership dues or payments. Fundsdeducted, along with a summary sheet including the names, addresses, social security numberand local union number of officers and the amount of dues deducted from each, shall be remittedto the Secretary/Treasurer of the International Union (SPFPA) within fifteen (15) days after thefirst regular payday of the month and The Employer will provide a monthly summary sheetdescribing gross amounts remitted and a schedule, by person and Social Security number,indicating amounts withheld. The Employer will provide to the International quarterly reportsthat will include officers name, address, city, state, zip code, and current wage rates, sorted byUnion Local. The Employer shall also inform The International Secretary/Treasurer, in writing,

of the change of status of any bargaining unit employee, i.e. medical leave, military leave,promotion out of the bargaining unit etc.

SECTION 2:The Union agrees it will promptly furnish to the Employer a written schedule of the Union dues,initiation fees, and proportionate share payments. The Union also agrees to promptly notify theEmployer in writing of any changes to these amounts. Union authorization cards must besubmitted prior to the fifteenth (15th) of the month proceeding the date that deductions are to bemade.

SECTION 3The Union agrees to indemnify the Employer against any loss or claim, which may arise as aresult of The Employer's compliance with the Union membership or check off articles. Inaddition, the Union agrees to return to the Employer any erroneous or improper overpaymentmade to it.


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ARTICLE 20

FUNERAL LEAVE

During the term of this Agreement, in the event of death in the immediate family of a full-timeemployee, the employee will be granted up to three (3) days funeral leave with pay for the

purpose of attending the funeral, not including such employee's days off, providing the employeesubstantiates the need for such leave.Pay hereunder shall be at the employee's straight-time hourly rate; however, such pay will not beapplicable if the employee receives pay for such days off under any other provisions of thisAgreement.

For the purpose of this Article, the "immediate family" is defined as follows: Employees

Parents, Grandparents, Siblings, Spouse, Children and Grandchildren and the Parents,Grandparents and Siblings of the Employees Spouse. An employee must attend funeral orservices to be eligible for payment provided in this Article. Employees may be requested toprovide documentation in order to receive pay under this Article.


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ARTICLE 21

JURY DUTY

A regular "full-time" Security Officer will be granted a leave of absence to perform Jury Duty.Such Security Officer will be paid the difference, if any, between his/her Jury Duty pay and

his/her regular straight time hourly rate for a maximum of ten (10) days. Reimbursement shallbe payable only if:

a. The Employer receives prior notification.

b. Security Officer provides evidence to the Employer that the Jury Duty wasperformed on the day or days for which reimbursement is claimed.


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ARTICLE 22

HEALTH & SAFETY

The Union's role in health and safety is advisory. The Company encourages the Union's activeparticipation.

The Company and Union recognize the importance of maintaining a safe working environment,cooperating toward the objective of eliminating health and safety hazards by educating, training,and expecting employees to follow all health and safety rules and procedures.

The Union recognizes the desirability of maintaining safe and clean working conditions at alltimes and agrees to cooperate with the Company in maintaining these conditions.

Occupational accident, injury, and illness records shall be kept and maintained by the Company.

No employee who, in good faith, believes that there exist an unsafe condition, changed from the

normal hazards inherent in the operation, so that there is risk of death or serious injury, shall berequired to continue work on that job until its safety is evaluated.

The Company will provide approved protective clothing and safety equipment, as necessary, forthe safety and health of all employees.

If an employee sustains an injury or occupational disease covered under the Tennessee Worker'sCompensation Act, the employee shall be examined and treated at no cost to the employee,including specialty care directed by the Company physician.

a. If the Company physician directs special care, the Company shallprovide pertinent information to the examining physician.

b. For each examination under this paragraph, the Company shall makeavailable to the employee upon written request the following:

(1) The results of the medical examination and tests.(2) The physician's opinion concerning the employee's health status.(3) The physician's recommended limitations, if any, upon the

employee's continued occupational activity.

c. A written opinion obtained by anyone shall not reveal specificfindings or diagnoses unrelated to this occupational injury orillness.

d. Copies of an employee's medical record including but not limited tothose items described in paragraph (b) above shall be made available to theemployee upon submission of a written authorization signed by the employee.

Committees appointed by the Company to investigate accidents in which a bargaining unit


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employee has been injured would include an appropriate bargaining unit employee.


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ARTICLE 23

SEPARABILITY OF CONTRACT

In the event that any provision of this Agreement shall at any time be declared invalid by anycourt of competent jurisdiction or through government regulations or decree, such decision shall

not invalidate the entire Agreement and the parties hereto agreed renegotiate such provision orprovisions of this Agreement for the purpose of making them conform to the decree or suchgovernment statutes so long as they shall remain legally effective. It is the express intention ofthe parties hereto that all other provisions not declared invalid shall remain in full force andeffect.


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ARTICLE 24

DURATION

Except as otherwise provided herein, this Agreement becomes effective on October 1, 2013, andshall continue in full force and effect until midnight, September 30, 2016 and from year to year

thereafter, unless either party receives written notice from the other party, not less than sixty (60)days, nor more than ninety (90) days, immediately prior to the expiration date, of its intention toamend, modify or terminate this Agreement, provided that if the Company shall cease to operateguard services at this site, this contract shall automatically terminate and the rights andobligations of both the Union and the Company hereunder, shall automatically cease except withreference to those employees covered herein shall remain in the employment of the Company forthe purpose of performing work arising from the termination provisions of the Companyagreement with the Client, and as to such employees, this Agreement shall continue in effectuntil termination of employment of such employees.


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APPENDIX 1

DRUG AND ALCOHOL POLICY FOR

FEDERAL CONTRACTS OR GRANT RECIPIENTS

PURPOSE To ensure that all G4S Government Solutions, Inc. locations that arereceiving federal government contracts or are grant recipients of $25,000or more are in compliance with the provisions set forth in the Drug-FreeWorkplace Act of 1988.

RESPONSIBILITY All management personnel working on federal government contracts areto ensure that the following procedure is implemented on the local level.(A violation of the policy may lead to termination of the governmentcontract, suspension of payments, or debarment.) Interpretation andadministration of the provisions of this policy must be conducted in close

coordination with the Human Resources Department at Headquarters.

POLICY Except when undergoing prescribed medical treatment, as stated below,any unlawful use, sale, distribution, manufacture, or possession ofnarcotics, drugs, controlled substances or alcohol, while on duty, or onCompany property, is an offense subject to termination of employment.

Off the job use of substances or alcohol which adversely affects anemployees job performance, or which jeopardizes the safety of otheremployees, the public or Company equipment, is proper cause foradministrative or disciplinary action up to and including termination ofemployment.

The illegal use, sale, or possession of narcotics, drugs, or controlledsubstances, at any time, shall be proper cause for severe disciplinaryaction up to and including, termination of employment.

Employees undergoing prescribed medical treatment with a controlledsubstance should immediately report this treatment to their supervisor.Although not grounds for disciplinary action, the use of controlledsubstances, as part of a prescribed medical treatment program, requires amedical certificate from the prescribing physician stating that jobperformance will not be impaired by treatment. If job performance couldbe impaired, a medical leave of absence is required.

At several locations, the Companies tests for controlled substances.Employees may receive information from local management regardingsuch testing and disciplinary action for positive results or failure tosubmit to urinalysis or blood screening.


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DRUG AND ALCOHOL POLICY FOR

FEDERAL CONTRACTS OR GRANT RECIPIENTS

PROCEDURE All employees must receive a copy of this Policy and then read and signthe Drug-Free Workplace Certification Form (W-170A) as well as the

Urinalysis/Blood Test Release Form (W-170). Both forms should bepermanently retained in the employees personnel file.

Additionally, any convictions of employees for drug related violationswill be reported to the federal contracting agency within ten days oflearning about such conviction.

CBA (Final Version )(2013)

Documents

Transcript of CBA (Final Version )(2013)