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ARTICLE XI VIIHOURS OF WORK AND PAY PROVISIONS

Section 6 1, Hours and Days of Work

A. A workweek consists of one-hundred and sixty-eight (168) consecutive hours. 1. For all employees tThe standard workweek extends shall be from 12:30 a.m., Monday to 12:30

a.m., the following Monday. and aAn odd workweek extends shall be from 12:30 a.m. of any day other than Monday to 12:30 a.m. of the same day of the following week.

2. The normal work schedule consists of eighty (80) hours of work (64.9 hours for third shift) within a two (2) week schedule of nine (9) hour shifts Monday through Thursday and an eight (8) hour shift on an alternate Friday, unless or until the Company is instructed by the Federal Government to alter or change the work schedule now in effect.

B. A workday consists of twenty-four (24) consecutive hours. For all employees, the standard workday extends from 12:00 a.m. of one day to 12:00 a.m., the following day.

C. Monday through Thursday, day and swing a shifts consists of nine (9) hours of work performed within a period of ten (10) consecutive hours,. except for gGraveyard shift which shall be seven and three-tenths (7-3/10) hours of work performed within a period of eight (8) hours. The 9/80 work Friday is a shift that consists of eight (8) hours work performed within a period of nine (9) consecutive hours, except for graveyard shift which will be a six and one-half (6-1/2) hours work performed within a period of seven (7) hours.

1. Standard shift hours:

Day Shift Hours Monday through Thursday 9/80 Work Friday 5:45 a.m. to 3:15 p.m. 5:45 a.m. to 2:15 p.m.

6:00 a.m. to 3:30 p.m. 6:00 a.m. to 2:30 p.m.6:30 a.m. to 4:00 p.m. 6:30 a.m. to 3:00 p.m.6:45 a.m. to 4:15 p.m. 6:45 a.m. to 3:15 p.m.

Night Swing Shift Hours

Monday through Thursday 9/80 Work Friday3:00 p.m. to 12:30 a.m. 2:00 p.m. to 10:30 p.m.3:30 p.m. to 1:00 a.m. 2:30 p.m. to 11:00 p.m.

Graveyard Shift Hours

Monday through Thursday 9/80 Work Friday11:00 p.m. to 6:49 a.m. 11:00 p.m. to 6:00 a.m.

The Company reserves the right to open for discussion, add, delete, and/or modify any of these proposals, the right to propose changes and to make counter proposals and reserves the right to make counterproposals in any area of the Agreement opened by the Union.

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2. Odd shift hours:

All deviations from the standard shift hours shall be cleared with the Union and mutually agreed upon. The Company shall notify the Union of a change in shift hours and/or work schedules. The Union will not unreasonably refuse to agree to a deviation due to operational requirements and will use its best efforts to secure the cooperation of the affected employee. It shall not be a deviation from standard shift hours for an employee to begin or end his or her work assignment at times other than those set forth in subsection C of this Section when the hours worked or scheduled to be worked by such employee either include the hours of his or her assigned work shift, constitute "call-back" time, or represent premium pay hours.

D. An employee's shift bonus premium, if any, for consecutive time worked, without regard to

workday, shall be determined by the starting time of such consecutive time worked. When an employee's starting time is between the hours of 4:00 a.m. and 10:59 a.m., inclusive, such employee shall be considered to be on the day shift; between the hours of 11:00 a.m. and 8:29 p.m., inclusive, such employee shall be considered to be on the night shift; and between the hours of 8:30 p.m. and 3:59 a.m., inclusive, such employee shall be considered to be on the graveyard shift. The following chart depicts the start hours for shift premium eligibility:

Day Shift 4:00AM – 10:59AMSwing Shift 11:00AM – 8:29PMGraveyard Shift 8:30PM – 3:59AM

E. Employees shall not receive pyramiding of overtime or premium rates for the same hours worked.

F. Each employee shall be given a ten-minute rest period during each half of the standard day and night swing shifts, as such shifts are provided for in Article VII, Section 4 of this Agreement, at such times as are designated by the Company. Whenever an employee is called to work two or more hours prior to the beginning of his or her their shift or will be working two or more hours beyond the end of his or her their regular shift, the employee shall normally be given a ten-minute rest period before starting his or her their regular shift or prior to starting such work if the employee is working at the end of their regular shift. Exceptions may be made with respect to when such rest periods will be taken where work operations, including the handling and operation of equipment and machines, are of such a nature that the work needs to be continued without interruption. Under these conditions, supervision should allow an employee a ten-minute rest period during the period of extended work.

G. Each employee shall be given a 30-minute meal period no later than six (6) hours after work has commenced. With mutual consent of the employee and the manager, the meal period may be waived when a work period of not more than six (6) hours will complete the day’s work.

F. "Overtime" - It is the intent of the Company, where practical, to divide overtime equally among affected employees. It shall be the uniform practice to maintain overtime records in each department of the Company and such records will be made available for informational purposes to an employee in his or her department at his or her request.


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Section 8, Establishment of Workweek and Workdayfor Certain Payroll Accounting andComputer Operations Employees

It is understood that for those time checkers who are assigned to an odd shift, the standard workweek extends from 12:00 Noon, Monday to 12:00 Noon the following Monday and that the standard workday extends from 12:00 Noon of one day to 12:00 Noon the following day.

The Company reserves the right to establish an odd workweek for Payroll Accounting and Computer Operations employees in the following classifications:

Payroll Specialist Precision Camera Operator Service Technician – Electronic Computer Systems

Section 7 2, Premium for Hours and Days of Work

A. Night Swing shift employees shall receive a bonus of forty cents ($0.40) an per hour above their hourly straight-time rate.

B. Graveyard shift employees shall receive nine (9) hours pay Monday through Thursday and eight (8) hours pay on the 9/80 work Friday plus and an eight cents ($0.08) an per hour bonus above their hourly straight-time rate for working seven and three-tenths (7-3/10) hours on Monday through Thursday and six and one-half (6-1/2) hours on the 9/80 work Friday.

C. All employees working assigned a workweek other than the standard workweek shall receive a premium of twenty cents ($0.20) an per hour in addition to other bonuses above their hourly straight-time rate.

Section 11 3, Pay Period

Paychecks to employees shall be issued within eight (8) days after the end of the pay period and shall represent the earnings of the employee from Saturday to, and including, Friday of such the pay period. In addition to the current methods of pay delivery options, which include Paper Checks and Direct Deposit, the Company may offer, and at any time discontinue the pay delivery option of Pay Cards. The Company shall notify the Union of changes to the method of pay delivery.

Section 12 4, Lost Time

Deductions for unpaid time off, whether due to tardiness or other causes, shall be at the rate of one-tenth (1/10) of an hour of pay for each tenth of an hour or fraction thereof lost from work.


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Section 3 5, Overtime Pay

A. Hours worked in excess of (9) nine hours Monday through Thursday and eight (8) hours on the 9/80 work Friday, but not in excess of 12 hours, in any one workday of an employee's workweek shall be paid for at the rate of one and one-half (1-1/2) times the regular rate of the employee hourly straight-time rate.

B. Hours worked in excess of twelve (12) hours in any one workday of an employee's workweek shall be paid for at the rate of two (2) times the regular rate of the employee hourly straight-time rate.

C. Hours worked on the 9/80 off Friday or sixth workday (normally Saturday) of an employee's workweek shall be paid for at the rate of one and one-half (1-1/2) times the regular rate of the employee hourly straight-time rate.

D. Hours worked on the seventh workday (normally Sunday) of an employee's workweek shall be paid for at the rate of two (2) times the regular rate of the employee hourly straight-time rate.

Section 4 6, Computation of Overtime Payment in Particular Situations Overtime Premium for Prolonged Shifts

It is understood and agreed that in the event Should an employee works nine (9) or more consecutive hours Monday through Thursday or eight (8) or more consecutive hours on the 9/80 work Friday (or seven and three-tenths (7-3/10) hours or more Monday through Thursday or six and one-half (6-1/2) hours or more on the 9/80 work Friday if on the graveyard shift), the consecutive hours worked which are in excess of such hours, will be paid for at the rate of time and one-half. even though such This applies when the hours worked began in one workday and ended in the following workday;, as workday is defined in the Agreement. An exception to this, however, an exception to this will be made with respect to any hours worked during the seventh (normally Sunday) day of an employee’s workweek or consecutive hours worked in excess of twelve (12) which shall be paid at the double-time rate, rather than time and one-half.

Section 5 7, Distribution and Maintenance of Overtime Records

A. "Affected groups" shall be by employee classification, by shift, and by department,. except when a The Company and Union will meet to discuss different affected groups; however, the Company maintains the right to establish affected groups. established because of operating requirements by agreement with the Senior Steward, Department Manager, Business Representative and Labor Relations Representative. The Union or Company will not unreasonably refuse to change the affected group within a shift in a department.


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B. Employees who have been on loan for five (5) or more working days will be considered as members of the “affected group” for purposes of equitable distribution of overtime, and will be given equal opportunity for overtime administration in accordance with this section. Article VII, Section 4 of the Agreement. An employee loaned for less than five (5) working days may only be offered overtime when any of the following conditions exist:

1. All of the affected employees of the home department/shift affected group are requested to work overtime.

2. The borrowed loaned employee possesses special skills necessary to perform the overtime assignment, and none of the affected employees of the department affected group are qualified to perform the work.

3. Operational requirements necessitate Ccontinuity of work operations requires by the borrowed loaned employee to follow through on overtime on for work started during regular working hours. When this condition exists to the point that operational requirements would be adversely affected, the employee on temporary loan may be assigned to the overtime work.

C. An employee added Additions to an affected group shall be given a starting total number of hours equal to the average hours of the affected group as of the first day of the week they employee joined the affected group. Additions This shall include employees returning from field duty of over more than 30 days, transfers, new hires, shift changes, promotions or other reclassifications.

B.D. Overtime hours for an affected group will be "zeroed out" only by agreement with the Senior Steward, Department Manager, Business Representative and Labor Relations Representative at the beginning of every calendar year.

Reduction of hours in an affected group may be made by using a common factor.

Example: All employees in an affected group have more than 100 accumulated hours; thereby, all may be reduced by 100 resulting in no relative changes in the status of the group.

C.E. The Company shall determine the system and/or form utilized to maintain Oovertime records. (ask lists). Should the Company change the system and/or form, the Company will notify the Union prior to implementation. shall be maintained on a form and/or system mutually agreed upon by the Union and the Company and shall include the overtime assignments and any critical tasks to be performed. Employees who do not possess the required certifications to perform the overtime assignment shall not be charged for the refusal.

D.F. An employee returning from an absence of more than one (1) week shall be given the average number of hours worked by his or her their group during the employee's absence (vacation, union business or jury duty excluded), except as noted below:

Exceptions:

(1) Employees assigned to field duty business travel for less than thirty (30) calendar days who


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remain on the roster of their regular department shall be charged with the actual overtime hours worked on such field duty business travel assignments or double the average number of overtime hours worked by the group during their absence, whichever is the higher.

(2) Overtime hours worked by an employee on loan will become a permanent part of the employee’s overtime record.

E.G. Employees will be charged twice the number of hours offered to worked on the seventh day or on a holiday.

F.H. Subject to operating requirements, overtime may be refused without the employee being charged for refusal if the overtime is on the sixth or seventh workday immediately preceding such employee's vacation, or if the employee has been released for Union business and the Company properly notified in advance.

G.I. Employees asked to work weekend overtime after their lunch break on Friday or Thursday for a 9/80

workweek will not be charged for refusal. Employees asked to work in-week overtime after the lunch break that results in an extension of their current, regularly scheduled shift, will not be charged for refusal.

H.J. Employees will not be offered overtime on the sixth or seventh day of the workweek immediately preceding and/or following vacation unless they request in writing to be considered three working days or more prior to the overtime day.

I.K. Employees may request in writing that they do not wish to be considered for overtime. Such request will continue until such time as a written request is received to again be considered. An employee may be removed from the affected group should they refuse three (3) consecutive overtime assignments. The employee may submit to their supervisor a written request to be placed back on the affected group list. At the time the employee again wants to be considered for overtime in the same affected group, Once placed back in the affected group, the employee will shall receive the average hours of his or her the affected group or his or her the employee’s previous overtime hours, whichever is higher.

J. The Company will give notice to the Senior Steward and the employees by Thursday or Wednesday during a 9/80 workweek for scheduled weekend overtime and as early as possible for in-week overtime. It must be recognized that there may be some exceptions because of last-minute emergencies or schedule changes.

KL. Overtime records will be provided to the Senior Steward upon request, and may be posted in a location mutually agreed upon by tThe Department Manager shall make overtime records available to the and Senior Union Steward upon request. no later than three working days from the end of the pay period.

LM. When it is contemplated that an employee will be loaned to another department for five (5) or more consecutive working days, copies of the loan paperwork will be given both to the Senior Steward of the employee’s regular department and of the department to which loaned.


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M. Swing and graveyard shifts will be given overtime assignments in relative proportion to the day shift work force, operational requirements permitting.

N. Employees who agree to work overtime will be charged ten (10) times the number of hours for which they did not report or did not work.

O. Employees will not be charged for in-week overtime missed if a paid sick or previously approved vacation day(s) is used.

P. The Department Manager shall not be required to re-assign critical work in progress for the purposes of overtime distribution upon agreement between the Department Manager and Senior Steward or designated alternate. The nature of the task and the associated skill and ability of the employee performing the task during regular working hours shall serve as the criteria for determining whether job continuity is required. In cases where job continuity is warranted, the employee performing the task during regular business hours shall follow through on his/her task on overtime. Overtime shall be distributed on an equitable basis consistent with production and/or security needs and be flexible enough to accomplish the work to be performed. The Company maintains the right to assign employees based on their capability in performing the assignment and/or continuity with the assignment.

Q. Should an employee not be offered an overtime assignment in violation of this Agreement, the

employee shall be offered an overtime assignment within thirty (30) calendar days, in lieu of the missed opportunity, provided that such an overtime opportunity exists.

QR. At the request of either party, On a quarterly basis, meetings between either the Union and or Company management will be held may request to discuss matters regarding overtime administration.

R. Should unforeseen problems arise in any of the above items, such item may be reopened for revision.

Section 10 8, Report Time and Call-Back Time

A. Report Time:

An employee who enters the plant and who reports for to work as for their scheduled shift without previously having been notified not to report, and who works less than four and one-half consecutive hours Monday through Thursday or four hours on the 9/80 work Friday, shall be paid a minimum of four and one-half (4-1/2) hours pay Monday through Thursday or four (4) hours pay on the 9/80 work Friday, unless they were previously notified not to report. The Company shall have satisfied the notification requirement by calling the phone number provided by the employee. The employee shall be responsible for maintaining a current telephone number with the Company’s employee profile system. provided, however, that if work reasonably within the employee's capacity to perform is available, such employee will be required to perform such work to


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qualify for the four and one-half hours pay Monday through Thursday and four hours pay on the 9/80 work Friday. Such pay shall include the appropriate workweek and shift bonus, if any, and the appropriate premium rate when such work is performed on the employee's 9/80 off Friday, sixth (normally Saturday) or seventh (normally Sunday) day of the workweek or on one of the holidays set forth in Article X.VI, Section 3. No pay shall be granted under this Section The Company shall not be required to offer work or pay an employee where work is not available by such reasons as, including, but not limited thereto, an act of God, fire, flood or power failure.

Failure on the part of an employee to keep the Company informed of his or her correct address and telephone number, if any, relieves the Company of the responsibility of any notification required by this Agreement.

(See Supplement "F", Letter 2014-4)

B. Call-back Time:

Call-back pay shall apply when Aan employee who is called back to work from home at the request of the Company, who enters the plant to work during hours other than such the employee's assigned work shift, and who also clocks out of the plant prior to the start of his or her their next regular shift,. Employees shall be paid for all consecutive time worked, without regard to workday, as follows:

1. Regularly Scheduled Shift:An employee commencing such a work assignment dDuring any regularly assigned scheduled days of the workweek, an employee shall receive the greater of either a minimum of four and one-half (4-1/2) hours Monday through Thursday and four (4) hours on the 9/80 work Friday straight-time pay or one and one-half (1-1/2) times the straight-time rate of pay for all such consecutive hours work time actually worked. performed, whichever is the greater, except that iIn the event such an the employee has worked less, or works less than nine (9) hours Monday through Thursday and eight (8) hours on the 9/80 work Friday, or the graveyard equivalents, (or less than seven and three-tenths hours Monday through Thursday and six and one-half hours on the 9/80 work Friday on the graveyard shift) during the regular work shift within the workday such the call-back period of time assignment commences, the employee shall be paid at a rate determined in combination with all other hours worked in the same workday. Such rate of pay shall include the appropriate applicable workweek and shift bonus, if any.

2. Sixth or Seventh Day:An employee commencing such a work assignment dDuring the sixth (normally Saturday) or seventh (normally Sunday) day of the workweek, an employee shall receive the greater of either a minimum of four (4) hours straight-time pay or pay (at the overtime rate provided in Article VII, Section 3) for hours work time actually worked performed, whichever is greater. Such rate of pay shall include the appropriate applicable workweek and shift bonus, if any.


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3. Holiday:An employee commencing such a work assignment dDuring one of the holidays set forth in Article X VI, Section 3, an employee shall receive the greater of either a minimum of four (4) hours straight-time or premium pay (at the rate provided in Article X VI, Section 3, subsection B) for hours work time actually worked performed, whichever is greater. Such rate of pay shall include the appropriate applicable workweek and shift bonus, if any.

Section 9, Payroll Deductions - Company Reimbursement

Payroll deductions may be made to reimburse the Company as follows:

A. All costs of tools and equipment issued to an employee, but not returned by the employee, such cost to be subject to wear of the tools. An employee so charged shall be reimbursed by the Company in the event of the subsequent return of such tools and equipment to the Company, provided such tools and equipment may be properly identified and are in the same condition as when issued to the employee;

B. For money paid by the Company to a creditor or officer of the law for an indebtedness of an employee, provided demand is made upon the Company according to law;

C. For any indebtedness due to the Company covering purchases made by any employee through the Company;

D. For any loans or advances made to the employee by the Company.

Section 10 9, Promotions, Demotions andPeriodic Increases in Pay Rates

Progression within Rate Ranges

A. Each employee on the active payroll shall receive an increase in such employee's of twenty-five cents ($0.25) per hour in their base rate of pay of $.25 per hour (or such lesser amount as is necessary to bring such employee's base rate to the maximum of the employee's classification) on the second Saturday in January, May, and September until the maximum of the employee's classification will be reached.

B. The Company has the discretion to may, at its discretion, effect an increase in an employee's regular hourly base rate of pay in amounts greater or at times other than provided in the paragraph above. A., including 30 days following promotion or hire. An adjustment in the employee's rate of pay may be made if warranted by such employee's performance during such 30-day period.


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Promotion

C. An employee, upon promotion When promoted to a job classification in a higher-rated labor grade, an employee shall be paid a base rate of pay as follows: consistent with such employee's proven performance on the new assignment and consistent with the rates paid other employees of comparable proven performance in the same job classification in the group.

In determining an employee's rate of pay on such promotion, the following general principles shall be used as a guide:

1. An employee promoted to a job classification which the employee has not previously held shall be given his or her then retain their current hourly base rate of pay or receive the minimum base rate of pay for the new job classification, whichever is the higher of the two. An employee promoted to a job classification which is similar to or in a lower-rated grade than one previously held shall be given a rate of pay equal to that paid to other employees in such job classification of comparable proven performance.

2. An employee promoted to a job classification previously held shall be given shall receive the same in-grade position as the employee held received when last previously in that job classification. but such rate of pay shall not be in excess of the rates paid other employees in that job classification of comparable proven performance.

DowngradeD. Except as provided in subsection E below, aAn employee downgraded to a job classification in a

lower-rated labor grade shall normally be paid at the maximum rate for such job classification in such lower-rated labor grade the employee’s previous rate in the job classification but no less than the minimum of the rate range.

E. An employee downgraded to a job classification in a lateral or lower labor grade shall have his or her base rate in the downgraded classification established as follows, regardless of their job category:

1. An employee downgraded through application of the Layoff Procedure as set forth in Article IV, Section 3 shall have such employee's base rate reduced as follows:

Effective date of downgrade -Up to $.10 reduction;

Three weeks subsequent to downgrade - Up to an additional $.10 reduction;

Six weeks subsequent to downgrade -Up to an additional $.10 reduction;


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Nine weeks subsequent to downgrade -Up to an additional $.10 reduction;

Twelve weeks subsequent to downgrade - Up to an additional $.10 reduction;

Fifteen weeks subsequent to downgrade - Any additional amount required to reach the

maximum of the classification to whichthe employee is being downgraded.

F. An employee (including Lead) who changes to a job paying a different rate on a day other than the first day of the week shall be paid the rate for each job held for the day or days in such week the employee held such job.

Section 210, Temporary Promotions Assignments

An employee assigned as a Lead or to a job classification in a higher-rated labor grade to replace another employee absent, on vacation, or for a temporary period, shall be paid their current same hourly rate of pay, but not to exceed the maximum or the minimum of the higher-rated job classification, as that held whichever is greater. by the absent employee who is being replaced temporarily. The provisions of this Section 2 shall apply only to cases where an employee is away from work for a short period of time due to vacation, illness or similar reason and shall not apply to cases where higher -rated work becomes available for other reasons.

Such temporary assignment shall not be considered a upgrade within the meaning of Article IV, Section 8 of this Agreement, promotion and upon reassignment of such employee to the previously held job classification at the end of the temporary period, such employee shall not be considered as a downgraded employee for pay purposes of Article IV, Section 3 of this Agreement. Consideration will be given to seniority in cases of temporary promotion assignment to Lead and higher-rated labor grades job classifications.

Section 1311, Lead and On-the-Job Training

A. Lead Rate of Pay:

Leads shall be paid at a premium rate of $0.50 an per hour above the employee’s hourly rate of pay. maximum of the highest classification, including the Lead's own classification, of an employee who remains within the group led for not less than a major portion of a given pay period. Any Lead selected on or after March 5, 2018, will be paid the maximum of their current classification plus the premium rate. Employees classified as a lead prior to March 5, 2018 will be grandfathered at the maximum of the highest classification led plus the premium rate. Business needs may require an employee to temporarily perform similar work as performed by


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the group lead. The employee temporarily assigned to perform similar work shall not be utilized to determine the Lead’s rate of pay. For example, a Machinist - General appointed to Lead over a group of Machinists- Milling Machine would receive a rate of pay based upon the classification of Machinist - General even though the Lead is the only one in the group holding such a classification. A Lead leading a group in which more than one classification is represented shall be classified in the classification covering the job duties the employee will normally perform. For example, a Machinist- Milling Machine appointed to Lead over a group which includes a Machinist - General would be classified as a Machinist- Milling Machine- Lead.

The classification of a higher-classified employee, who because of unusual circumstances is temporarily assigned under a Lead to perform the same type of work as done by the group led, shall not be used to determine the Lead's rate of pay.

B. "On-the-Job" Training:

In instances where the current work force of Supervisors and Leads, due to other responsibilities and assignments, is unable to provide desired training to employees newly hired or newly upgraded, a more experienced employee may be assigned to job of training and guidance of a number of less experienced employees. An employee assigned to perform such "on-the-job" training to other employees shall be classified designated as a Lead and shall be selected in accordance with the provisions of subsection A of Section 8 of Article IV VI of this Agreement. Upon the completion of such an on-the-job training assignment, the employee shall be returned to his or her their last previously held position or assignment, which and such return shall not be considered a downgrade for purposes of Article IV VI, Section 3, subsection C, paragraph 4 of this Agreement. It is understood that tThe provisions of this Section for such on-the-job training does not modify those provisions of the Joint Company-Union Statement of Policy for the Application of Job Descriptions, Supplement B, providing that any employee may assist in the training of others another employee by giving assistance to others another employee on work operations or giving guidance and instruction to any employee others and does not provide for classifying designate an employee as a Lead employee so while they are assisting in training, work operations, giving guidance or instruction.

Section 1412, Business Travel Field Duty Pay

A. The definitions of workday and workweek as set forth in Section 4 of this Article VII are to be applied respectively to the terms "day" and "week" as they appear in this Section 14.

BA. In selecting an employee for a field duty business travel assignment, consideration will be given to those employees who have informed their department manager that they wish to be considered when selections for for field duty business travel assignments. are to be made and When selecting an employee for a business travel assignment, the Company will be based on such consider the following factors: as seniority, ability to do the job, and adaptability to field dutybusiness travel.

CB. An employee shall be considered on field dutybusiness travel when the employee is sent by the Company, on a temporary basis, to other places temporarily assigned to a location within the continental limits of the United States other than the plant or office to which the employee is


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permanently assigned, when such temporary assignment is at such a distance that it which requires that the employee to obtain lodging other than his or her the employee’s established residence.

DC. While an employee assigned to such field duty is traveling to that field duty business travel assignment, or returning to his or her their regular work station from such assignment, or is traveling between field duty stations, such employee shall be paid as follows:

1. With respect to the day of departure and the day of arrival, if no work is performed on such day, the employee shall be paid nine hours pay at the straight-time rate for such day when such travel occurs on Monday through Thursday or eight hours pay at the straight-time rate for such day when such travel occurs on a 9/80 work Friday, and when such day of departure and/or arrival is on the sixth (normally Saturday) or seventh (normally Sunday) day of the workweek, such employee shall be paid for the actual hours of travel time at the overtime premium rate for such day, but in no event shall this amount to less than four hours or more than eight hours at such overtime rates.

2. With respect to the day of departure and the day of arrival, if such employee works during such day either prior to departure or after arrival, the employee shall be paid for such hours worked on such day and, in addition, for such hours of travel time on such day which fall within the hours of his or her assigned shift, but in no event less than a total of nine hours pay Monday through Thursday and eight hours pay for the 9/80 work Friday for such day.

3. With respect to the day of departure and the day of arrival, if such employee works during such day both immediately prior to departure and immediately after arrival, the employee shall be paid for such hours worked on such day and, in addition, for such hours of travel time on such day, but in no event less than a total of nine hours pay Monday through Thursday or eight hours pay for the 9/80 work Friday for such day.

Travel Days – No Work Performed

41. With respect to days such employee is traveling, other than the day of departure or the day of arrival If an employee performs no actual work during a travel day, the employee shall be paid a minimum of nine (9) hours straight-time at the employee’s straight-time rate Monday through Thursday or eight (8) hours straight-time at the employee’s straight-time rate for the 9/80 work Friday., or at his or her Should the travel hours require overtime pay under Article XI, Section 5, the employee shall receive the applicable overtime premium rate. if such day of travel is on the sixth (normally Saturday) or seventh (normally Sunday) day of the normal workweek.

Travel Days – Work Performed

2. If an employee performs actual work during a travel day, the employee shall be paid the greater of either:

a) Nine (9) hours at the employee’s straight-time rate of pay Monday through Thursday or eight (8) hours at the employee’s straight-time rate of pay for the 9/80 work Friday.


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Should the travel hours require overtime pay under Article XI, Section 5, the employee shall receive the applicable overtime premium rate; or

b) All hours actually worked and all hours of travel time. Should the travel hours require overtime pay under Article XI, Section 5 the employee shall receive the applicable overtime premium rate.

53. Deviation from the standard shift hours on the day of departure and the day of arrival may be made without obtaining the agreement referred to under the provisions of Article VII, Section 6 1 of this Article. Agreement.

ED. The provisions of Articles VII and VIII XI and XII of this Agreement for shift, odd workweek and overtime premiums, as well as Lead bonus premium and A&P bonus premium, shall apply in the same manner as at the employee's regular workstation location.

FE. An employee assigned to field duty shall be reimbursed for necessary, actual and reasonable expenses for meals and incidental costs individually per day and lodging and air transportation receive a per diem for meals and incidental expenses at the rate approved by the U.S. Government. Lodging and air transportation shall be reimbursed for necessary, actual and reasonable business expenses while on field duty business travel assignment. The cCompany reserves the right to amend, modify, or otherwise change the provisions of this section if business conditions or policy warrants such change.

GF. Except as set forth in subsection H below, an eEmployees shall be reimbursed at the IRS rate for mileage necessary to perform work on business travel assignment if they are required to use his or her their own automobile for travel on such field duty business travel assignment or on occasional travel for authorized Company business. shall be reimbursed at the current IRS rate for mileage necessary to the performance of such work.

The Company will also provide, for such an employee on such occasions, personal liability insurance coverage with respect to liability, if any, to other employees who are passengers engaged in such above referred-to travel for such purpose, except that such insurance coverage shall apply only after such employee's own personal liability insurance has been first applied, in the amount of $50,000 maximum per person or $300,000 maximum per accident.

An employee who is not on field duty, as defined above in this Section 14, but who is on an assignment away from his or her regularly assigned plant which delays the return to such employee's residential area and deprives the employee of having dinner at home at a normal hour, shall be reimbursed for actual reasonable dinner expense incurred.

H. An employee assigned to field duty who requests and is granted permission to use other means of transportation than that offered by the Company shall be reimbursed in an amount equal to but not in excess of the fare of the provided or offered transportation. Such employee shall receive no more total per diem allowance and travel time pay than that allowed by employees using Company provided or offered transportation.


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Section 15, Flight Pay Bonus

A. Flight in a propeller driven aircraft:

An employee assigned to flight duties in a propeller driven aircraft will be paid a bonus of $3.00 per hour in addition to such employee's regular wages. A minimum of one hour of flight pay shall be paid for the first ascension on any calendar day. For additional flights on the same calendar day, flight pay at the rate of $3.00 per hour computed to the nearest fifth of an hour shall be paid. Flight time shall mean the time from take-off to the time of landing.

B. Flight in a jet-propelled aircraft:

An employee assigned to flight duties in a jet-propelled aircraft will be paid a bonus of $5.00 per hour in addition to such employee's regular wages. A minimum of one hour of flight pay shall be paid for the first ascension on any calendar day. For additional flights on the same calendar day, flight pay at the rate of $5.00 per hour computed to the nearest fifth of an hour shall be paid. Flight time shall mean the time from the take-off to the time of landing.

Section 1613, Bonus for A&P Certificate Premium

The Company will pay a bonus premium, outside of the rate range structure set forth in Article VIII XI, Section 3 of the Agreement, in the amount of thirty cents ($0.30) per hour to those employees who possess a valid FAA Airframe & Power Plant Certificate. The bonus premium will be paid to employees when assigned to one of the following classifications: General Flight Mechanic (Code RP4156), Inspector General Flight (Code RP6236), General Flight Electrical and Instrument Mechanic (Code RP4124), Flight Test Instrument Technician (Code RP4143), or Advanced Technology and Systems Technician (Code RP3569) or Overhaul and Repair Mechanic (RP5773). To be paid the bonus, employees must present the original certificate for verification to Labor Relations or Onboarding.

Section 1714, Bonus for Parachute Riggers Certificate Premium

The Company will pay a bonus premium, outside of the rate range structure set forth in Article VIII XI, Section 3 of the Agreement, in the amount of twenty cents ($0.20) per hour to those employees who possess a valid FAA Parachute Riggers Certificate. The bonus will be paid to employees assigned to the Flight Safety and Survival Equipment Technician (Code 6413). To be paid the bonus premium, employees must present the original certificate for verification to Labor Relations or Onboarding.


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