![](media/image1.png){width="5.8125in" height="1.4319444444444445in"}

Agreement Between

Wackenhut Services Incorporated-Savannah River Site

and the

United Professional Pro-Force of Savannah River (UPPSR) Local 125

###### 

###### APRIL 30, 2007 -- April 30, 2012

###### 

###### Savannah River Site

###### 

###### Aiken, South Carolina

###### Table of Contents

[PREAMBLE 5](#preamble)

[ARTICLE 1 RECOGNITION 5](#article-1-recognition)

[ARTICLE 2 UNION MEMBERSHIP AND CHECK-OFF
5](#article-2-union-membership-and-check-off)

[ARTICLE 3 MANAGEMENT RIGHTS 6](#article-3-management-rights)

[ARTICLE 4 UNION REPRESENTATION 7](#article-4-union-representation)

[ARTICLE 5 BULLETIN BOARDS 8](#article-5-bulletin-boards)

[ARTICLE 6 TRAINING AND REGISTRATION
9](#article-6-training-and-registration)

[ARTICLE 7 EXAMINATIONS 9](#article-7-examinations)

[ARTICLE 8 UNIFORMS 9](#article-8-uniforms-equipment)

[ARTICLE 9 HOURS OF WORK AND OVERTIME
10](#article-9-hours-of-work-and-overtime)

[ARTICLE 10 LEAVES OF ABSENCE 11](#__RefHeading___Toc6976208)

[ARTICLE 11 JURY DUTY/COURT APPEARANCE
12](#article-11-jury-dutycourt-appearance)

[ARTICLE 12 CALL-IN AND REPORTING PAY
12](#article-12-call-in-and-reporting-pay)

[ARTICLE 13 SENIORITY 13](#__RefHeading___Toc6976211)

[ARTICLE 14 LAYOFFS AND REDUCTIONS IN FORCE
14](#article-14-layoffs-and-reductions-in-force)

[ARTICLE 15 GRIEVANCE PROCEDURE 15](#__RefHeading___Toc6976213)

[ARTICLE 16 ARBITRATION PROCEDURE 16](#article-16-arbitration-procedure)

[ARTICLE 17 NO STRIKES-NO LOCKOUTS CONTINUITY OF OPERATIONS
17](#article-17-no-strikes-no-lockouts-continuity-of-operations)

[ARTICLE 18 FAIR EMPLOYMENT PRACTICES
17](#article-18-fair-employment-practices)

[ARTICLE 19 SAFETY, SECURITY, AND HEALTH
18](#article-19-safety-security-and-health)

[ARTICLE 20 VACATIONS 19](#__RefHeading___Toc6976218)

[ARTICLE 21 HOLIDAYS 20](#article-21-holidays-and-personal-days)

[ARTICLE 22 JOB CLASSIFICATIONS AND MINIMUM WAGES
21](#__RefHeading___Toc6976220)

[ARTICLE 23 GENERAL PROVISIONS 22](#__RefHeading___Toc6976221)

[ARTICLE 24 SEVERANCE PAY 24](#article-24-severance-pay)

[ARTICLE 25 FUNERAL LEAVE 25](#__RefHeading___Toc6976223)

[ARTICLE 26 SICK LEAVE 26](#refheading___toc6976224)

[ARTICLE 27 PENSION, 401(k) PLANS AND RETIREE MEDICAL INSURANCE
27](#article-27-pension-401k-plans-and-bridge-medical-insurance)

[ARTICLE 28 INSURANCE, HOSPITALIZATION, MEDICAL, AND DENTAL BENEFITS
27](#__RefHeading___Toc6976226)

[ARTICLE 29 QUALIFICATION FOR EMPLOYMENT AND CONTINUED EMPLOYMENT
28](#article-29-qualification-for-employment-and-continued-employment)

[ARTICLE 30 DISCIPLINE AND DISCHARGE
29](#article-30-discipline-and-discharge)

[ARTICLE 31 LUNCH AND RELIEF 30](#article-31-lunch-and-relief)

[ARTICLE 32 WEAPONS QUALIFICATION 30](#__RefHeading___Toc6976230)

[ARTICLE 33 DISABILITIES/RESTRICTED DUTY 33](#__RefHeading___Toc6976231)

[ARTICLE 34 PHYSICAL FITNESS 34](#refheading___toc6976232)

[ARTICLE 35 NOTICE OF CHANGES 35](#article-35-notice-of-changes)

[ARTICLE 36 INFORMATION TO BE SUPPLIED BY EMPLOYEES
35](#article-36-information-to-be-supplied-by-employees)

[ARTICLE 37 TECHNOLOGICAL CHANGE 35](#article-37-technological-change)

[ARTICLE 38 SEPARABILITY OF CONTRACT 36](#__RefHeading___Toc6976236)

[ARTICLE 39 ENTIRE AGREEMENT 36](#article-39-entire-agreement)

[ARTICLE 40 DURATION 36](#article-40-duration)

ARTICLE 41 INCENTIVE
PAY............................................................................................................37

[APPENDIX A 37](#appendix-a)

[Security Officer (SO) 38](#security-officer-so)

[SECURITY POLICE OFFICER I (SPOI) 38](#security-police-officer-i-spoi)

[SPO I SPECIALTY (CAS/LE/LED/CANINE)](#__RefHeading___Toc6976242) 38

[SECURITY POLICE OFFICER II (SPO II)](#__RefHeading___Toc6976243) 38

SECURITY POLICE OFFICER III (SPO
III)..............................................................................\...
38

[SUBJECT INDEX 40](#__RefHeading___Toc6976252)

[NOTES 42](#notes)

# PREAMBLE

This AGREEMENT is entered into this 30**th day of April 2007**, between
WACKENHUT SERVICES INCORPORATED-SAVANNAH RIVER SITE (WSI-SRS)
(hereinafter referred to as the \"Company\") and **United Professional
Pro-Force of Savannah River Local 125** (hereinafter jointly referred to
as the \"Union\"). The work location is Department of Energy (DOE),
Savannah River Site (SRS).

# ARTICLE 1 RECOGNITION

######## 

######## The Company hereby recognizes the Union as the exclusive bargaining representative with respect to rates of pay, hours of work, and other conditions of employment for all employees designated by the National Labor Relations Board\'s Certification of Representation on January 30, 2007, in case No. 11-RC-6643, which includes all full-time and regular part-time unarmed security officers, armed security police officers, central alarm station specialists, LEDC specialists and canine handlers, employed by the Employer at the Savannah River Site of the United States Department of Energy, excluding all office clerical employees, operations security specialists, professional employees, instructors, helicopter pilots, security police officer trainees, all other employees, sergeants and other supervisors as defined in the Act.

**1.2** The use of one gender in this agreement shall include the other
gender. As used herein, the words \"he\", \"his\", \"him\", and
\"employee\" refer to both male and female employees

# ARTICLE 2 UNION MEMBERSHIP AND CHECK-OFF

> 2.1 It is mutually agreed that all employees covered by this Agreement
> shall be given the opportunity to become members of, or decline
> membership in, the Union upon completion of training.

2.2 The Union agrees to accept as a member upon application and without
discrimination any employee who may be hired by the Company for
employment in the Bargaining Unit.

2.3 Subject to the limitations of any state or federal law, the Company
agrees to deduct from wages earned each calendar week by an employee
covered by this Agreement; the Union membership dues and initiation fees
levied by the Local Union, of each member of the Union who has in effect
at that time a proper authorization card executed by the employee,
authorizing the Company to make such deductions. The Company will be
advised by the Union as to what the Union membership dues and initiation
fees are.

2.4 All sums collected in accordance with such signed authorization
cards shall be remitted by the Company to the **President or Financial
Secretary of Local 125** not later than the 15th of the month subsequent
to the month in which such sums were deducted by the Company.

2.5 The Check-Off Authorization Card to be executed and furnished to the
Company by the Union and the employees shall be the official Union
AUTHORIZATION FOR CHECK-OFF OF DUES. No other form shall be accepted by
the Company unless the substitute is mutually agreed to by the parties.

2.6 The Union accepts full responsibility for the authenticity of each
check-off card submitted by it to the Company, and any authorizations
which are incomplete or in error shall be disregarded by the Company,
and shall be returned to the Union for correction. The Union agrees that
upon receipt of proper proof, it will refund to the employee any
deduction(s) erroneously or illegally withheld from an employee\'s
earnings by the Company which has been transmitted to the Union by the
Company. The Union further agrees to indemnify the Company and hold it
harmless against any and all claims, suits, demands, or other forms of
liability which may be made against it by any party for amount(s)
deducted from wages as herein provided.

7.  No deductions of Union dues will be made from the wages of any
    employee who has executed a check-off form and who has been
    transferred to a job not covered by this Agreement, or who is not in
    pay status. Upon return to work within a classification covered by
    this Agreement, deductions from future wages shall be automatically
    resumed, provided the employee has not revoked the assignment in
    accordance with this Agreement, and provided it is in accordance
    with the other appropriate provisions of this Agreement and of the
    National Labor Relations Act, as amended.

8.  Deduction of membership dues shall be made provided there is a
    balance in the paycheck sufficient to cover the amount after all
    other deductions authorized by the employee or required by law have
    been satisfied. In the event of termination of employment, the
    obligation of the Company to collect dues shall not extend beyond
    the pay period in which the employee\'s last day of work occurs.

# ARTICLE 3 MANAGEMENT RIGHTS

1.  Management of the business and direction of the security forces are
    exclusively the right of management. These rights include the right
    to:

> \(a\) hire;
>
> \(b\) determine the number, location, and types of guard posts;
>
> \(c\) direct the working forces and manage the business;
>
> \(d\) assign work;
>
> \(e\) discontinue temporarily or permanently any posts;
>
> \(f\) promote, demote, transfer, discharge, discipline or suspend for
> just cause;
>
> \(g\) maintain order and efficiency of operations;
>
> \(h\) require employees to observe reasonable Employer rules and
> regulations as are presently in effect or which may be changed or
> modified from time to time;
>
> \(i\) decide on the supplies, equipment, or weapons to be used;
>
> \(j\) determine the size of the work force, including the number of
> employees assigned to any particular shift;

(k) determine the qualifications of an employee to perform work.

    1.  Employees shall be required to adhere to all of the DOE Orders
        and Directives, and WSI-SRS Rules and Regulations as they
        pertain to security force members at the Savannah River Site.

    2.  The above rights of management are not all inclusive, but
        indicate the type of matters or rights which belong to and are
        inherent to management. Any of the rights, power, or authority
        the Company had prior to the signing of this Agreement are
        retained by the Company except those specifically abridged or
        modified by this Agreement and any supplemental agreements that
        may hereafter be made. The Company\'s failure to exercise any
        function reserved to it shall not be deemed a waiver of any such
        right.

# ARTICLE 4 UNION REPRESENTATION

4.1(a) Official representatives of the Union, with proper DOE clearance,
shall be allowed to visit the Company\'s premises and offices and to
visit employees on the job for the purpose of determining that this
Agreement is being carried out, provided that there shall be no
interference with the business of the Company. Union Officials and
Stewards will be allowed reasonable time off to perform Union duties
providing advance notice is given to permit programming such absences in
the master schedule. The Company will provide a 1 hour block during the
last week of class for the purpose of orienting new hires to the Union.
This will be done by the Union President or his designated
representative. Union representatives may request from the on duty
supervisor a brief period of time, not to exceed 5 minutes, during
muster to make non-controversial Union announcements and notifications,
**utilizing the Union Muster Checklist**. Stewards who have other muster
areas within their scope of authority may alternate attending muster
between those areas with on duty supervisory approval from both areas.

(b) Union business involving discussion with Company officials shall be
    conducted on Company time; provided only **2** Union representatives
    are involved. The place, time, and purpose of meetings referred to
    herein will be established in advance by mutual agreement of the
    parties. **The Company will not pay Union representatives who are in
    an off duty status to meet with them unless specifically agreed to
    by the Company prior to the meeting or those representatives are
    already in a paid status**

4.2(a) No more than **5** employees from each shift will be elected or
appointed as Stewards by the Union. In addition, 1 employee will be
elected as **Business Agent** to represent all shifts and units.
Employees may be appointed as acting Stewards when required. The Union
will keep the Company currently advised of the identity of the Stewards,
as well as the executive board members representing the Union, and only
employees currently holding these positions will be recognized by the
Company as representing the Union. A total of **20** people will be
elected to Steward positions utilizing the following scale:

  -------------------------------------- --------------------------------
  **A Shift**                            **C Shift**

  1 Steward for 100-K                    1 Steward for 100-K

  1 Steward for SRT                      1 Steward for SRT

  1 Steward for 200-H & 100L             1 Steward for 200-H & 100L

  1 Steward for 700                      1 Steward for 700

  1 Steward for LE                       1 Steward for LE

  **B Shift**                            **D Shift**

  1 Steward for 100-K                    1 Steward for 100-K

  1 Steward for SRT                      1 Steward for SRT

  1 Steward for 200-H & 100L             1 Steward for 200-H & 100L

  1 Steward for 700                      1 Steward for 700

  1 Steward for LE                       1 Steward for LE
  -------------------------------------- --------------------------------

NOTE: Headquarters **& Training Relief (if applicable)** personnel will
be represented by the shift steward currently on duty or a designee.

> Stewards shall not leave their posts on any Union business without
> first obtaining approval from their immediate supervisor, and upon
> returning to their post, they will check back in with their
> supervisor. Permission will not be unreasonably withheld**.**
>
> **The President and Business Agent shall be placed on the day shift
> and the normally scheduled work hours shall be from 0630 to 1630 hours
> Monday through Friday. These two personnel will perform security
> duties in their assigned area from 0630-1130 hours and will be
> released to perform on-site Union business from 1130-1630 hours. Any
> change to these hours must be coordinated in advance with area
> operations management, with notification to Labor Relations. If this
> arrangement becomes unsatisfactory to either party with just cause,
> hours for Union officials will revert to the schedule currently
> specified in 1-2528 as of the date of this CBA.**

\(b\) When the Union and the Company mutually deem it necessary for a
Union Representative who is not an employee of the Company to enter a
restricted area for the purpose of making an examination of a physical
facility in connection with a grievance or dispute, the Company shall,
at the written request of the Union, arrange access for these personnel
in accordance with DOE procedures. All security regulations must be
complied with. The Company shall be considered to have fulfilled their
obligation under this provision by making the request to the client
reinforced herein.

# ARTICLE 5 BULLETIN BOARDS

5.1 The Company shall provide the Union with space allocated for
bulletin boards at each muster area.

5.2 Bulletin board notices shall be restricted to:

> \(a\) Notices of Union recreational and social affairs;
>
> \(b\) Notice of Union elections;
>
> \(c\) Notices of Union appointments and results of Union elections;
>
> \(d\) Notices of Union meeting; and other Union business.
>
> \(e\) In addition to the bulletin boards, the SRS distribution system
> may be utilized by the Union to communicate with Executive Board
> Members, Stewards, and Committee Chairpersons.

# ARTICLE 6 TRAINING AND REGISTRATION

6.1 The Company shall compensate employees at their appropriate rate of
pay, as well as pay the cost of job related training and the
registration of employees as required by the Company, the Company\'s
Client, or any federal, state, or local governmental agency which is
necessary for the performance of duties assigned. This shall include:
required registration fees, renewals of guard and firearms permits,
tuition, and cost of instruction which the Company directs an employee
to obtain.

6.2 The Company shall continue their policy to provide reasonable time
to re-qualify in any required testing as may be necessary to maintain
minimal job qualifications, in accordance with DOE Orders and
Directives, or other federal, or state or WSI-SRS requirements. For the
purpose of establishing a reasonable amount of attempts at
re-qualification of DOE, Federal, or State mandated training, it is
agreed that, at a minimum, 3 attempts will be provided unless otherwise
specified by a DOE or other federal or state requirement. If DOE directs
the Company to establish a standard, the Union will be advised of such,
and the applicable DOE, Federal, or State directive will be provided to
the Union, if available.

6.3 No employee shall be required to work a post unless they have been
trained for that duty.

# 

# ARTICLE 7 EXAMINATIONS

7.1 Physical, medical, and/or mental examinations of employees may be
required by the Company, but such examinations shall be conducted on the
Company\'s time, and the expense of such examinations shall be borne by
the Company. The Company also has the right to require substance abuse
screening tests as authorized by the WSI-SRS Personnel Reliability
Program, and/or DOE Directives and Orders. Adequate safeguards shall be
maintained to ensure the accuracy of the test.

# 

# ARTICLE 8 UNIFORMS & EQUIPMENT

8.1 The Company will furnish, alter, launder, and clean the regulation
uniforms **and body armor carrier,** to include inclement weather gear.
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 consent of the Company.
**During periods of uniform transition, the Company will develop a
letter of understanding with the Union on the schedule for the
transition and interim issue of uniforms to be replaced. If possible,
the Company will not discriminate based on gender when it comes to
Company issued uniforms and equipment. Pregnant employees who remain in
a Protective Force position may wear the normal uniform or the maternity
uniform during their pregnancy. Pregnant employees who elect to wear a
maternity uniform will immediately contact Uniform Supply to place an
order. In the event that Uniform Supply cannot provide a maternity
uniform for pregnant employees remaining in a Protective Force position,
the Company will approve a uniform for purchase by the employee. The
employee may request reimbursement by submitting a purchase receipt to
uniform supply, as long as the cost does not exceed the company's cost
for a maternity uniform.**

8.2 Uniforms and equipment remain the property of the Company. Damaged
or worn out articles of clothing or equipment may be returned to the
Company for replacement at no cost to the employee. Personal articles of
clothing issued by WSI-SRS (i.e., socks, sweats, shoes and t-shirts) may
be retained by the employee if desired, if the items cannot be re-issued
or would otherwise be destroyed. The cost of the replacement articles of
clothing or equipment shall be borne by the employee if the articles of
clothing or equipment which are lost, stolen, damaged, or worn are the
result of the employee\'s negligent or intentional misconduct. An
employee\'s personal items of clothing required to be worn while in the
performance of duty which become damaged or destroyed will be
compensated at the current replacement value. Such damage must be
reported immediately.

8.3 All uniforms and Company equipment must be returned to the Employer
upon termination of employment except for personal items mentioned in
section 8.2 of this article. Failure to comply with this requirement
will result in the cost of said uniform and equipment being deducted
from any monies due to the employee.

# ARTICLE 9 HOURS OF WORK AND OVERTIME

9.1 The workweek shall commence on Sunday at 1830 hours and end 168
hours later. Nothing herein shall be construed as guaranteeing any
specified number of hours, work, or pay per week.

9.2 The workday is defined as the 24 hour time period commencing with
the employee\'s regular starting time.

9.3 Overtime at the rate of 1-1/2 times an employee\'s regular base
straight time wage rate will be paid to the employee for all hours
worked in excess of 40 hours in the workweek. There shall be no
compounding, duplicating or pyramiding of overtime for the same hours
worked under any circumstances of any description.

9.4 An employee shall not be required to take time off from their
regular work schedule in order to offset overtime previously worked.

5.  An employee notified to report to work outside his regular shift
    shall receive 4 hours work or pay in lieu thereof. If an employee is
    called in prior to the commencement of his normal shift, he shall be
    paid only for the hours actually worked.

9.6 Required overtime shall be divided as equitable as possible between
employees qualified and available to do the work. It shall first be
offered to the employee with the lowest overtime hours available and
qualified; within that classification; however, if turned down, it may
be required on the same basis. After all qualified and available
personnel within the area/zone (in that order) have turned down
overtime, then the Company shall offer the overtime to other qualified
personnel outside of the classification within the area/zone that are
available and qualified prior to forcing someone to work.

9.7 In the event of an emergency situation, no call/no shows, or the
failure of employees to call-off from work in accordance with Company\'s
rules and regulations, the **Company** shall have the right to assign
employees to work mandatory overtime in order to meet security
requirements.

9.8 Shift differentials, where applicable, shall be included with the
base straight time hourly rate for computing applicable overtime.

9.  Employees who work on Sunday will be paid at time and 1/4 their base
    straight time hourly rate for all hours worked.

[]{#__RefHeading___Toc6976208 .anchor}

# ARTICLE 10 LEAVES OF ABSENCE

10.1 Non-probationary employees shall be eligible for the following
unpaid leaves in accordance with the procedures set forth below. All
leaves shall be requested in writing and signed by the Company and the
employee receiving same.

> \(a\) Military Leave
>
> \(1\) Leaves of absence for the performance of duty with the U.S.
> Armed Forces or with a Reserve component thereof shall be granted in
> accordance with applicable law.
>
> \(2\) An employee who is a member of a military reserve organization
> of the Department of Defense, including the National Guard, and is
> ordered to temporary duty, will receive leave of absence and will be
> paid the difference between the employee\'s normal 40 hour weekly pay
> at straight time and their military pay (base pay) excluding travel
> payment, for a period not to exceed 2 weeks. Evidence of orders and
> amount of military pay are required in support of such payment.
>
> \(3\) An employee must furnish the Company with a copy of his orders
> immediately upon receipt of such orders.
>
> \(b\) Medical Leave
>
> Unpaid medical leaves of absence may be granted for a period of up to
> 12 months. Unpaid medical leave for Workers\' Compensation
> disabilities may be granted for a period of up to 24 months. Inability
> to work for medical reasons must be verified by the DOE designated
> physician. The Company has the right to verify the reason for the
> employee\'s absence and prior to returning to work, the Company shall
> require the employee to be certified by the DOE designated physician
> as being physically able to return to work.
>
> \(c\) **Emergency/Unpaid Personal** Leave of Absence
>
> An unpaid emergency/personal leave of absence, not to exceed 90 days,
> may be granted at the sole discretion of the Company except as
> governed by the Family and Medical Leave Act of 1993 (FMLA).

10.2 Employees returning from a medical or emergency leave of absence
who have not scheduled a specific date on which they are to return, must
notify the Company, in writing, at least 7 calendar days before the date
they intend to return to work. Prior to being assigned to protective
force duties, employees must receive appropriate medical and training
certification.

# ARTICLE 11 JURY DUTY/COURT APPEARANCE

11.1 All bargaining unit employees called for jury duty or who are
required by court process to attend court proceedings in which the
employee is not a principal nor has any financial interest in said court
proceedings shall be paid his regular base pay for any time lost from
work, provided the employee gives to the Company any pay or witness fee
(except for travel or meal allowance) received for such court
appearances. Employees must provide appropriate documentation to
substantiate assignment to jury duty or appearance in court.
Probationary employees will have their probationary period extended by a
like number of days lost due to Jury Duty

11.2 Hours paid for jury duty shall be counted as hours worked.

# ARTICLE 12 CALL-IN AND REPORTING PAY

12.1 Employees are required to report for work at their scheduled
starting times. An employee must notify the on duty supervisor as far in
advance as possible prior to his scheduled starting time if he is unable
to report for work unless impossible to do so. An employee who reports
to work and leaves prior to the scheduled stop time will be paid for all
hours worked.

12.2 An employee who reports for work at his regular starting time or
who has been called-in to work and has not been advised either orally or
in writing not to report shall receive a minimum of 4 hours work or 4
hours pay at his appropriate rate.

12.3 The provisions of Section 2 above shall not apply if the Company is
unable to advise the employees not to report or provide the work because
of Acts of God, fire, snowstorm, flood, power failure, downed utility
lines, etc., or other conditions or causes beyond the control of the
Company.

[]{#__RefHeading___Toc6976211 .anchor}

# ARTICLE 13 SENIORITY

1.  Seniority shall be defined as the length of continuous protective
    > force service at the Savannah River Site.

2.  During the first 12 calendar weeks following promotion to
    > probationary employee, the employee shall have no seniority or
    > seniority rights and may be terminated without recourse to the
    > grievance and arbitration procedure.

13.3 Site seniority shall commence after completion of the employee\'s
probationary period and shall be retroactive to their first day of work
on site.

13.4 Seniority for employees who start work on the same date shall be
determined by the date of last application. Seniority of those employees
applying on the same date will be determined by the lowest of the last 4
digits of their social security number.

13.5 Employees may request changes in area or shift assignments, and
such request will be granted provided a vacancy exists and the employee
has the qualifications and ability to perform the work. **Employees on
restricted duty that do not meet the qualifications are not eligible for
voluntary reassignment.** **Site seniority will be the determining
factor in granting reassignments**. Once reassignment is granted, the
employee cannot request reassignment for 6 months unless mutually agreed
to between the Union and the Company

6.  At the discretion of the Company, employees may, for a period not to
    exceed 120 days, be temporarily promoted to a non-bargaining unit
    position without loss of seniority or benefits.

13.7 Seniority and **employment** shall terminate if an employee:

> \(a\) is discharged for just cause;
>
> \(b\) voluntarily quits employment;
>
> \(c\) is laid off for more than 24 months;

(d) is laid off and fails to return to work after notification by
    certified mail on the date specified by the Company, except for just
    cause

(e) is absent for 3 consecutive work days without notifying or advising
    the Company; unless the employee shows just cause for failure to
    notify the Company;

> \(f\) overstays a leave of absence without just cause;

(g) gives a false reason for a leave of absence

(h) engages in gainful employment while on an approved leave

> \(i\) is absent because of illness or injury, for 12 months, or an
> illness or injury compensable under Workers\' Compensation for 24
> consecutive months;
>
> \(j\) fails to meet re-qualification requirements in accordance with
> DOE Orders and Directives;
>
> \(k\) fails to obtain and/or maintain a DOE \"L\" or \"Q\" clearance

13.8 Any non-bargaining unit employee of WSI-SRS that permanently
returns to a position in the bargaining unit as designated by the
National Labor Relations Board Certification of Representation Case
\#**11-RC-6643**, will return to the bargaining unit with zero seniority
in relation to transfers, promotions and layoffs.

# ARTICLE 14 LAYOFFS AND REDUCTIONS IN FORCE

1.  In the event of a layoff, probationary employees shall be laid off
    first without regard to their individual periods of employment.
    Probationary employees shall not accrue seniority while on layoffs
    and shall have no recall rights.

2.  Non-probationary employees shall be the next to be laid off on the
    basis of site seniority as long as security measures are maintained.
    Employees who are in specialty classifications (CAS, LEDC, SRT, LE
    Constable, and Canine) shall not be reduced in force based on
    overall site seniority in order to enable the company to maintain
    the required number of qualified personnel in those classifications.
    However, should the staffing requirements of these classifications
    be reduced, employees will be effected by their site seniority
    within their group, and then shall exercise their site seniority
    rights among other SPO/SO employees.

3.  When a vacancy arises, the Company shall recall employees on the
    basis of site seniority, qualification, and ability to perform the
    available work.

4.  An employee shall continue to **accrue seniority** and retain recall
    rights for a 24 month period commencing from the date of the layoff.

14.5 In case of recall, laid off employees shall be notified at their
last known address. The notice will be by certified mail return receipt.
In the event the notified employee fails to report for work within 14
calendar days after receipt of such notice, the employee shall be
considered to have voluntarily quit. It is the responsibility of laid
off employees to keep the Company notified of any change of address.

# 

[]{#__RefHeading___Toc6976213 .anchor}**ARTICLE 15 GRIEVANCE PROCEDURE**

15.1 In order to establish effective machinery for a fair, expeditious,
and orderly adjustment of grievances the parties agree that, in the
event any grievance arises over the interpretation or application of any
provisions of this Contract, it will be settled by the following
procedure:

2.  Step 1: An employee who believes he has a grievance shall discuss
    such with his immediate supervisor or his designee, within 10
    working days (excluding Saturdays, Sundays, and holidays) after the
    occurrence of the facts giving rise to the grievance in an attempt
    to settle the grievance. A Union Steward may be present at such
    presentation. The supervisor shall provide a verbal response within
    5 working days (excluding Saturdays, Sundays and holidays) to the
    employee or the steward. Wage claims will not be restricted to the
    above time limit, i.e., pay rate, vacation pay rate, holiday pay
    rate, overtime pay rate, etc.

15.3 Step 2: If the matter is not resolved in Step 1, the grievance
shall, no later than 7 working days (excluding Saturdays, Sundays, and
holidays) after the response of the immediate supervisor, be reduced to
writing, setting forth the facts in detail, and specifying the Article
and paragraph allegedly violated, and signed by the aggrieved employee
and the Steward, and shall be submitted to the Company\'s appropriate
Manager or his designee. The Manager or his designee will have 7 working
days (excluding Saturdays, Sundays, and holidays) from the date the
grievance was presented to him to answer, in writing, with a copy to the
aggrieved employee and the **Business Agent** **or his designee**.

15.4 Step 3: If the matter is not resolved in Step 2, the grievance may
be appealed to the appropriate Director or his designee within 7 working
days (excluding Saturdays, Sundays, and holidays) of the denial by the
Manager or his designee. A meeting between the Director or his designee
and the Local Union President or his designee, will be held within 7
working days (excluding Saturdays, Sundays, and holidays) following
receipt of the appeal to consider the matter. The Director shall give a
written answer to the Local Union President and **Business Agent**
within 7 working days (excluding Saturdays, Sundays, and holidays)
following the date of the meeting.

5.  \(a\) Step 4: If the grievance is not settled in Step 3, the
    grievance may be appealed to the General Manager or his designee no
    later than 7 working days (excluding Saturdays, Sundays, and
    holidays) from the denial by the Director. A meeting will be held
    within 20 working days from receipt of the written appeal. This
    meeting may be attended by other Company representatives, Local
    Union President**, Business Agent and Area Administrator** . After
    the meeting, the General Manager or his designee shall give a
    written answer within 10 working days (excluding Saturdays, Sundays,
    and Holidays) to the Local Union President and the **Business
    Agent**.

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(b) The Employer and the Union may mutually agree to defer a grievance
    at Step 4 to Alternative Dispute Resolution, conducted by the
    Federal Mediation and Conciliation Service (FMCS).

15.6 Step 5: Grievances which have been processed in accordance with the
requirements of the above and which remain unsettled may be processed to
arbitration within 10 working days (excluding Saturdays, Sundays, and
holidays) after the rejection of the grievance in Step 4.

15.7 Any grievance shall be considered null and void if not filed and
processed by the Union, or the employee, in strict accordance with the
time limits set forth above.

8.  Any grievance involving discharge or disciplinary suspension may be
    commenced at Step 3 of this procedure, and the written grievance
    shall be presented to the appropriate Director or his designee
    within 7 working days (excluding Saturdays, Sundays, and holidays)
    after the occurrence of the facts giving rise to the grievance.

15.9 Time limits may be extended by mutual agreement**,** in writing,
between the Company and the Union.

15.10 Grievances affecting an entire classification, or the entire
bargaining unit shall be presented by the Union at Step 3 of this
procedure to the appropriate Director or his designee within 7 working
days (excluding Saturdays, Sundays, and holidays) after the occurrence
of the facts giving rise to the grievance.

# ARTICLE 16 ARBITRATION PROCEDURE

16.1 Grievances which have been processed in accordance with the
requirements of Article 15, Grievance Procedure, which remain unsettled
may be processed in accordance with the following procedures and
limitations.

16.2 Within 30 calendar days of receipt of the Union\'s written notice
to proceed to arbitration, the Company and the Union will jointly
attempt to agree upon the selection of a neutral arbitrator. Should the
parties fail to agree on the selection of an arbitrator, the Union may
request the Federal Mediation and Conciliation Service (FMCS) to supply
a list of 7 arbitrators. An arbitrator will be selected from the list
supplied by the FMCS by parties alternately striking from the list until
1 name remains, and this individual shall be the arbitrator to hear the
grievance.

16.3 The arbitrator may examine the witness or witnesses of each party.
Each party shall have the right to cross examine the witness or
witnesses of the other party.

16.4 The arbitrator\'s decision shall be based exclusively on the
evidence presented at the arbitration hearing. The arbitrator cannot
modify, amend, add to, detract from or alter any provisions of the
Agreement.

16.5 The decision of the arbitrator shall be issued as promptly as
possible, and the decision shall be final and binding upon the Company,
the Union, and the grievant.

16.6 Each party hereto shall bear the expenses of preparing and
presenting its own case. The cost and all expenses of the arbitrator
shall be borne equally by the parties.

16.7 All awards of back wages shall be limited to the amount of wages
the employee would have otherwise earned from his regular schedule with
the Company, less any money earned from Unemployment Compensation or
other employment.

# ARTICLE 17 NO STRIKES-NO LOCKOUTS CONTINUITY OF OPERATIONS 

17.1 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.

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

17.3 The Company agrees, during the term of this Agreement, that no
lockout against any or all of the employees shall take place.

17.4 In the event that a breach of the no strike clause occurs, the
officers of the local Union will immediately, upon request and/or notice
from the Company, make reasonable, earnest, good faith efforts
affirmatively to bring about a prompt termination of the strike or other
job action and shall continue such efforts until employees return to
work. These good faith efforts on the part of the local Union officers
shall include, but not be limited to, continuing to do their jobs.

17.5 Any employee during the term of this Agreement who engages in any
of the activities described in Section 17.2 above shall be subject to
immediate disciplinary action up to and including discharge.

17.6 In the event of any work stoppage by another labor group involving
the Client\'s property or operation, employees will continue to man
posts and carry out assignments for the protection of life, property,
and protection of security interest.

# ARTICLE 18 FAIR EMPLOYMENT PRACTICES

18.1 The Company and the Union agree they will not discriminate against
any employee or applicant for employment because of race, creed,
religion, sex, color, age, national origin, or Union affiliation, nor
against the qualified physically disabled.

18.2 The parties further agree to comply with all applicable Federal
Laws and Executive Orders pertaining to non-discrimination, including
all orders issued by the Office of Federal Contract Compliance and other
orders which are applicable to government contract operations such as
that conducted by the Company.

# ARTICLE 19 SAFETY, SECURITY, AND HEALTH

19.1 It is the policy of the Company to provide employees a safe working
environment in compliance with safety and health standards and with
directives promulgated by the DOE, other Federal agencies, and WSI-SRS
as applicable.

19.2 It is the responsibility of each employee to be safety conscious at
all times, to perform work in a safe manner, and to comply with all
environmental, safety and health regulations applicable to any specific
work areas. All work-related injuries or illnesses shall be reported
immediately to the on-duty supervisor.

19.3 The Company is required to provide adequate safety and protective
equipment and take necessary safety precautions, as applicable for the
performance of the work covered by this Agreement. All employees are
required to comply with safety codes and requirements regarding the
wearing of safety and protective equipment in the performance of duties.
If such protective equipment is required by DOE, a copy of DOE
directives on the subject of protective equipment will be sent to the
Union.

19.4 All employees are encouraged to make recommendations in the matter
of safety. The Union and the employees covered by this Agreement
recognize that safety is the responsibility of each and every employee.
Employees are not to assume that other employees bear the responsibility
for their safety on the job. All unsafe conditions or acts will be
reported to supervision immediately.

19.5 The Company agrees that government vehicles used by employees
should be kept in safe condition and will be provided in accordance with
DOE specifications, with adequate heating and air conditioning because
of extreme climate. Employees are to report any deficiencies to the
Company. Similarly, the Company shall advise the custodian of any
problems concerning cleanliness and sanitary conditions of locker rooms,
**posts,** workout areas, and showers.

19.6 The Company shall have the right to establish, maintain, and
enforce reasonable rules and regulations to assure orderly operations.

7.  (a)The Company shall make every reasonable effort to ensure that
    each employee has access to drinking water and rest room facilities
    as required by applicable DOE orders, safety and health standards or
    other Federal agencies.

> \(b\) Temporary or permanent station equipment chairs, desks,
> refrigerators, etc. shall be in a safe and serviceable condition.
> Equipment that does not meet the above standards shall be replaced or
> repaired to meet such standards in a reasonable time period. Temporary
> items which are readily available will be supplied to the posts.
>
> \(c\) Employees who cannot be relieved from duty due to hazardous
> weather conditions or other Acts of God shall be provided with a
> meal(s) and bedding material as best as can be provided.

(d) The Company shall continue to provide safety equipment such as
    gloves, boots, safety glasses, hearing protection, or any other
    safety equipment needed in the performance of the job as determined
    by DOE or WSI-SRS, **Occupation, Safety, and Health Department
    (OSHD**) personnel.

19.8 **To further enhance the understanding of health and safety issues
concerning bargaining unit members, the Company will agree to have the
Vice President/Safety Officer assigned to the Headquarters shift, Monday
through Friday.**

19.9 **The Union will appoint all Bargaining Unit members in any
position for which the company requests Union participation, unless
there is a mutual written agreement in advance. For any volunteers not
selected by the Union, it is understood that employees' participation is
solely as an employee of the Company and not as a representative of the
Bargaining Unit.**

[]{#__RefHeading___Toc6976218 .anchor}**ARTICLE 20 VACATIONS**

20.1 During the term of this Agreement the Company will provide the
following paid vacation to full-time employees.

> Vacation is accrued each work week on a pro-rata basis. The rounding
> of numbers may be necessary for accounting purposes but it is not the
> intent that anyone should lose nor gain vacation time due to this
> method of accrual. Vacation hours will be accrued using the following
> formula **based on a 52 week year**:

  -------------------------------- ------------------ --------------------
  1 through 4 years of continuous  80 hours accrual   **1.54** hours per
  service                                             week

  5 through 9 years of continuous  120 hours accrual  **2.31** hours per
  service                                             week

  10 through 14 years of           160 hours accrual  **3.08** hours per
  continuous service                                  week

  15 or more years of continuous   200 hours accrual  **3.85** hours per
  service                                             week
  -------------------------------- ------------------ --------------------

> Employees shall be eligible to use their vacation once accrued.
> Beginning December 1st of every year vacation cannot be carried over
> in excess of one year's accrual. Employees shall be paid for unused
> earned vacation in excess of the year.
>
> Vacation will be paid at the employee\'s base straight time hourly
> rate of pay.

20.2 Upon termination, an employee shall be paid for unused earned
vacation.

20.3 Upon request, employees may receive pay in lieu of taking earned
vacation. Employees receiving pay in lieu of taking vacation will not be
permitted to take unpaid time off for vacation.

20.4 Vacation can be requested in days or hours. All requests for such
time must be submitted to the immediate supervisor at least 7 calendar
days in advance. If the 7 day window is not met, requests will be
granted at the convenience of the employer.

20.5 Once a vacation has been approved, it shall not be revoked except
in the case of an emergency.

20.6 Vacation will be considered part of the overtime base in those
instances where the employee takes the time off. It will be excluded
from the overtime base when payment is elected.

# 

# 

# ARTICLE 21 HOLIDAYS and PERSONAL DAYS

[]{.mark}

21.1 Full time employees, upon completion of their probationary period,
shall be entitled to the following paid holidays, which include 9
designated holidays, 3 personal days of the employee's choice. The
specified holidays vary from year to year and are posted in October for
the following year. The specified holidays are:

  ----------------------------------- -----------------------------------
  New Years' Day                      Thanksgiving Day

  **Designate MLK Birthday or Good    Day after Thanksgiving
  Friday**                            

  Memorial Day                        Christmas Eve

  Independence Day                    Christmas Day

  Labor Day                           

  Non-rotating shift personnel will   
  take the legal \"day of             
  observance\".                       
  ----------------------------------- -----------------------------------

21.2 Holiday pay will consist of 8 hours pay at straight time rates.

21.3 Employees who work on a designated holiday will be paid at 1 ½
times their base hourly rate for all hours worked in addition to 8 hours
holiday pay.

21.4 Employees on leave without pay, suspension, military leave, short
or long term disability or workers\' compensation do not qualify for
holiday pay.

21.5 To be eligible for holiday pay**, if the holiday is not worked**,
an employee must have worked his last full scheduled workday prior to
and his next full scheduled workday after such holiday unless his
absence is supported by a doctor\'s certificate. However, in the case of
multiple observance holidays, a disqualifying absence on either side of
the multiple observance day will only affect 1 holiday.

21.6 If a holiday falls during an employee\'s vacation period, such
employee shall be entitled to receive pay for such holiday.

21.7 The employee\'s supervisor must approve personal days at least 5
calendar days in advance.

8.  Employees may elect to be paid for personal days anytime during the
    year by indicating so on the time record. Employees will be paid for
    any unused personal days which exceed 1 year's accrual in
    December**.** []{#__RefHeading___Toc6976220 .anchor}Personal days
    may not be carried over from one anniversary year to another.

9.  \(a\) When employees work a designated holiday, hours worked, as
    well as holiday hours will be counted as part of the overtime base.

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(b) When employees other than those assigned to Headquarters do not work
    on a holiday, those holiday hours shall not go into the overtime
    base.

(c) Employees assigned to Headquarters, or **Training Relief,** who do
    not work on a holiday, will have their holiday pay hours go into the
    overtime base.

(d) Hours paid for personal days taken in lieu of time off will be part
    of the overtime base.

**ARTICLE 22 JOB CLASSIFICATIONS AND WAGES**

22.1 Any references to positions or jobs or classifications are solely
for identification purposes only and are not intended to limit any work
functions whether regularly performed or not. Nothing in the agreement
shall be considered either as a guarantee or a limitation of the hours
of work or the work assignment of any employee.

22.2 The Company has the right of placement into, removal from, or
reassignment from any level, job class, category, shift or work
assignment with proper justification. The Company shall be the judge of
competence, qualifications and ability, but the Union may question such
judgment by showing the judgment was made in bad faith.

22.3 When reasonably possible to do so, it shall be the policy of the
Company to promote from within for all bargaining unit job
classifications. Promotion to available openings will be based on
qualifications to do the available work, the desire of the employee, and
seniority. **Probationary employees may apply for posted openings within
the bargaining unit. If selected, they have no seniority rights;
therefore, they will be positioned at the bottom of the selection
list**. If qualifications are relatively equal between 2 employees being
considered for 1 opening, in the judgment of the Company, seniority
shall be the deciding factor. Relatively equal shall be interpreted to
mean within three percentage points. **Education and site experience may
be used in consideration for posted openings.**

22.4 Any employee who feels he has been passed over in promotion to a
job having a higher hourly rate may ask to have his case reviewed
through the grievance procedure.

5.  Wage rates for employees covered hereby shall be as provided in
    Appendix \"A\" attached hereto and made part thereof.

[]{#__RefHeading___Toc6976221 .anchor}

# ARTICLE 23 GENERAL PROVISIONS

23.1 **[NOTICES:]{.underline}** The Company and the Union shall keep
each other advised in writing of the names of authorized
representatives.

23.2 **[EMPLOYEE ADDRESS AND TELEPHONE NUMBER:]{.underline}** Each
employee is at all times responsible for having a correct address and
telephone number on file with Human Resources and direct supervision.
All written notices shall be deemed to be properly filed if sent to the
employee\'s last address on file.

23.3 **[COMPANY/UNION COOPERATION:]{.underline}** The Union and the
Company agree to cooperate and assist each other in attaining the best
efficiency possible.

23.4 **[PAY CHECKS:]{.underline}** **Pay checks will be issued by direct
deposit to the financial institution of the employee's choosing**.

(a) Voluntary deductions for Credit Union, savings bonds, and direct
    deposit shall be deposited in the appropriate single business
    establishment in the employee's name on the day the payroll checks
    are issued.

(b) The Company shall maintain wage records, which shall be made
    available to an employee and Union representative for inspection
    upon appointment.

(c) When requested, wages other than regular weeks pay (e.g.,
    retroactive pay, vacation pay) shall be paid by separate check.

(d) Grievance settlements of \$100.00 or less will be paid on the next
    scheduled pay period. Settlements in excess of \$100.00 will be paid
    within 48 hours of notification (excluding Saturdays, Sundays, and
    holidays) from Labor Relations to Accounting.

23.5 **[PERSONAL STANDARDS:]{.underline}** Employees are required to
report to work clean, well groomed, and with a neat appearance.

23.6 **[LISTS:]{.underline}** Upon request**,** the Company shall send
to the Union\'s **Business Agent** an updated personnel and area
assignment roster, a new hire listing, an updated seniority list, and a
recall list.

23.7 **[LOCKERS:]{.underline}** The Company shall utilize its best
efforts to ensure that locker space is available at muster areas for the
personal possessions of employees. **Locks will be provided to employees
and lockers must be properly secured.**

23.8 **[JOINT LABOR/MANAGEMENT COMMITTEE:]{.underline}** The Joint
Labor/Management Committee will meet monthly, or upon request by either
party, to promote a better understanding between the Company and the
Union.

> This forum is not for the purpose of discussing grievances.
>
> No more than 5 representatives from each side shall attend the
> meeting. The meeting shall be held at a time, place, and be of a
> duration mutually agreed to by the parties. Either side that wishes to
> discuss topics shall present an agenda of said topics to the other
> side no less than 7 days in advance of the scheduled meeting date.

23.9 **[BARGAINING UNIT WORK]{.underline}** Supervisory employees shall
not perform the duties of employees in the Bargaining Unit, except under
the following conditions:

> \(a\) when such work is necessary for instruction or training
> purposes;
>
> \(b\) for personal relief of employees when other qualified employees
> are not readily available; or
>
> \(c\) emergencies or Acts of God.

23.10 **[LOCKERS/TOTE BAG INSPECTIONS]{.underline}** No representative
of the Company shall open an employee\'s **properly secured** locker or
properly identified WSI tote bags unless the employee and Union
Representative, if requested by the employee, is/are present. When the
employee is not available, a Company supervisor and a Union
Representative must be present.

23.11 **[ARREST AUTHORITY]{.underline}** The DOE policy on \"arrest
authority and use of deadly force,\" and its successor policies, shall
apply to employees within the Bargaining Unit. The Company shall provide
for the legal defense and related expenses of any employee charged with
any violation of any law as a result of his actions in the reasonable
performance of duties performed within the scope of his employment and
in accordance with DOE directives and policies. The Company shall also
provide for the legal defense and related expenses of any employee who
has been sued in any civil action as a result of his actions in the
reasonable performance of duties performed within the scope of his
employment and in accordance with DOE directives and policies

23.12 Assignment by the Company of personnel hereunder to perform work
at other DOE facilities will be **determined by site seniority and
classification** and be covered by the provisions of this Agreement. The
wage rates herein shall apply unless that facility\'s base hourly rate
is higher, in which case the higher base rate shall apply.

23.13 Personnel assigned to the Canine Section who are required to
perform kennel care on weekends will be paid a minimum of 4 hours or
actual time worked, whichever is greater. In addition, when required to
travel to an off-site location overnight with their dogs, they shall
receive a minimum of 12 hours per day due to off-duty care.

23.14 Should DOE suspend an employee's access authorization, the Company
agrees to maintain the employee in a working pay status until DOE
**final disposition.**

23.15 The Union agrees, that in accordance with the needs of the
business, the Company may assign a sufficient number of female employees
to each shift in order to perform pat down and body cavity searches of
other females.

16. **Before making revisions in Work Rules and conditions of
    employment, including but not limited to, issues of transfers, range
    qualification, hours of training and overtime criteria during the
    life of this Agreement, the Company will, as in the past, discuss in
    good faith the revisions with the Union prior to the change.**

**23.17 Shift Swaps/Trading Days will be considered and approved if:
there is no additional cost(s) to the Company; job qualification
requirements are met; and the immediate supervisor(s) approve (s) the
swap/trade.**

18. **Mileage Reimbursement: When an employee is required to take a
    physical exam on-site or HRP/PRP on-site and government
    transportation is not provided or available, the employee may be
    authorized by his supervisor to use his POV. Employees must complete
    an expense voucher for reimbursement and have it signed by the
    supervisor. Expense vouchers must be submitted within 30 days.
    Off-site exams/tests that are an extension of the employee's
    physical exam or HRP/PRP, when done during an employee's scheduled
    work day, i.e., the employee leaves work to go to the exam and
    returns to work afterwards, qualify for reimbursement.**

**23.19 Effective with the signing of this agreement, the following
United Professional Pro-Force of Savannah River (UPPSR), Local 125,
Executive Board members (President, Vice President and Business Agent)
are the only Board members authorized to sign any agreements that would
become binding between UPPSR, Local 125, and WSI-SRS.**

**In the event the President, Vice President, or Business Agent cannot
sign, then one of the four Zone Administrators can sign proxy. There
must be three (3) different signatures by the Union on all documents
before they can become binding between the Union and WSI-SRS.**

# ARTICLE 24 SEVERANCE PAY

24.1 An employee who has been employed for more than 1 year whose
position is eliminated as a result of a reduction in force which is not
due to an Act of God, national emergency, strike or picketing shall be
paid severance pay in the amount of 1 week for each completed year of
employment, **to a maximum of 26 weeks,** at the time of separation**.
In addition, an employee with 10 years or more shall receive an
additional 5 weeks of severance, and an employee with 20 years service
shall receive an additional 5 weeks of severance (10 weeks in addition
to years of service)**. **(For example, an employee with 15 years of
service would get 20 weeks of severance pay; an employee with 21 years
of service would get 31 weeks of severance pay; an employee with 30
years of service would get 36 weeks).** Severance pay shall be **paid**
at the employee's **straight time hourly rate (51 hours)** at the time
of the reduction in force.

24.2 Severance pay shall not be paid to any employee who is offered
other **bargaining unit** work with the Company at SRS. Similarly,
severance pay shall not be paid to any employee who is offered
continuous employment with a substitute or successor employer. Also,
severance pay shall not be paid to any person who voluntarily retires or
terminates, or who is receiving long term disability, is terminated for
just cause, or who fails to meet contractor or DOE requirements for
continued employment with the exception that armed or unarmed security
force personnel who fail the medical standards (not the physical fitness
test) for armed or unarmed security force personnel shall be paid
severance pay in accordance with **24.1** above. **During the first year
of this contract, employees shall be entitled to severance pay if they
are separated from employment due to a more senior bargaining unit
employee who can not qualify for an OCS or DCS position.**

24.3 An employee who has received pay under this provision and who is
rehired/recalled from layoff will again be eligible to start earning
additional service credit for severance pay beginning with the date of
rehire.

[]{#__RefHeading___Toc6976223 .anchor}

# ARTICLE 25 FUNERAL LEAVE

25.1 In the event of death in the immediate family of a full-time
employee, the employee will be granted up to 3 consecutive workdays
funeral leave with pay at the employee\'s basic hourly rate on the basis
of scheduled hours of work not to exceed 8, or 12 hours, whichever is
applicable**,** provided the employee attends the funeral or service.
Additional unpaid leave may also be provided if needed. Probationary
employees will receive one day of pay for attending the funeral of an
immediate family member. This will extend probation for like period.

25.2 For the purpose of this Article, the immediate family is defined as
the father, mother, father-in-law, mother-in-law, sister, brother,
spouse, children, grandchildren, grandparents, spouse\'s grandparents,
son-in-law, daughter-in-law, brother-in-law, sister-in-law and
step-children. The terms father and mother are not limited to the
employee\'s natural or legal father or mother, but in the absence of a
natural father or mother, shall include those persons considered by
family, friends, and the community to bear such a relationship to the
employee.

25.3 Funeral leave shall not be used to compensate an employee for a day
on which the employee is not scheduled to work.

4.  A death notice or other satisfactory proof of death may be asked for
    by the employer. The employee must notify and advise the on duty
    supervisor that he shall be unable to attend work because of the
    death.

5.  Funeral leave shall be counted as time worked for purposes of
    computing overtime.

[]{#refheading___toc6976224 .anchor}**ARTICLE 26 SICK LEAVE**

26.1 Sick Leave is for bona fide illness only and is not to be
considered as additional time off or vacation. A physician's statement
shall not normally be required until the 5th day of authorized sick
leave. However, The Company reserves the right to require a doctor's
verification at any time sick leave is being abused.

2.  Sick leave shall commence on the 1st day of illness or on the first
    day of hospitalization. Leave for employees who have completed their
    probationary period shall be earned at a rate of 1.85 hours per
    completed week of active service up to a maximum of 96 hours per
    year.

3.  At no time will usage of earned and authorized sick leave be used as
    a tool to determine promotions, discipline, or transfers.

4.  At the end of each calendar year, earned, unused Sick Leave hours
    may go into the Casual Sick Leave account, which has a cap of 240
    hours, or the Hospital Sick Leave account, which has no cap.

5.  Hours paid under this article will be paid at the employee's base
    straight time hourly rate and will not go into the overtime base.

6.  As a means to control the abuse of sick leave, it is agreed that:

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(a) an employee may elect to be reimbursed for any unused earned sick
    leave, limited to the current year's hours in excess of 48. This
    amount will be paid by the second pay period following December
    31^st^ of each year in which the sick leave was earned. The current
    year's hours not paid may be banked, as directed by the employee,
    into his Casual or Hospital Account;

(b) shift swaps will be considered and approved if: there is no
    additional cost(s) to the Company; job qualification requirements
    are met; and the immediate supervisor(s) approve(s) the swap;

(c) Hospital Sick Leave may only be accessed for actual hospitalization
    as defined in the Group Insurance Plan Booklet;

> \(d\) designated representatives of management and of the union will
> review the sick leave usage every two months to discuss the extent of
> the sick leave usage.
>
> (e)In the event that average usage of sick leave increased, the plan
> may be discontinued by the Company who would then revert to the former
> sick leave agreement under Article 27 of the 1993 agreement.

# ARTICLE 27 PENSION, 401(k) PLANS AND BRIDGE MEDICAL INSURANCE

27.1 During the term of this Agreement, the Pension Plan (WSI-SRS
Pension Plan) for bargaining unit employees of WSI-SRS shall remain in
effect.

> Effective January 1, **2008**, the Company shall contribute \$**3000**
> per year, on behalf of each eligible participating bargaining unit
> employee in accordance with the plan document.
>
> Employees are subject to the rules and regulations of the plan.
>
> Effective each plan year thereafter, during the term of this
> Agreement, the company shall increase its contribution by \$**100**.

27.2 During the term of this Agreement the current 401(k) Savings Plan
for Employees of WSI-SRS shall remain in effect.

> Employees are subject to the Rules and Regulations of the Plan.

3.  **The Company will provide a Bridge Medical Insurance plan with an
    employee contribution of 25% of the total premium for Hospital,
    Medical and Vision coverage to eligible retirees. Insurance coverage
    shall be similar to that of active employees. Access to the Bridge
    Medical Plan will be available to one dependent of the retiree for
    85% of the cost of the total premium. Coverage for both the employee
    and dependent ceases at employee's age 65.**

[]{#__RefHeading___Toc6976226 .anchor}

# ARTICLE 28 INSURANCE, HOSPITALIZATION, MEDICAL, AND DENTAL BENEFITS

28.1 The Company shall provide full-time eligible employees with a group
insurance plan including: Hospital, Medical, Life and AD&D insurance,
Dental, Vision and Short Term Disability Benefits. Also provided is a
Long Term Disability Plan.

> The employee shall pay **11**% of the cost of the total premium the
> first year of the contract **beginning on November 5, 2007, increasing
> to 12% effective November 3, 2008, increasing to 13% on November 2,
> 2009, increasing to 14% on November 1, 2010, increasing to 15% on
> November 1, 2011,** of the total premium for Hospital, Medical, Vision
> and Dental Insurance, based on the actual plan year for group
> insurance which will be carried on payroll deduction.
>
> Employees at their option may purchase additional Life AD&D insurance.
> The cost of premiums may be carried on payroll deduction.
>
> Employees are subject to the Eligibility Rules and Regulations of the
> Plans.

28.2 Full-time eligible employees, at their election, may subscribe to
dependent coverage which includes: Hospital, Medical, Vision and Dental
Coverage. The employee shall pay **16% of the cost the first year of the
contract beginning on November 5, 2007, increasing to 17% effective
November 3, 2008, increasing to 18% on November 2, 2009, increasing to
19% on November 1, 2010, increasing to 20% effective on November 1,
2011,** of the total premium for dependent coverage based on the actual
plan year for group insurance which will be carried on payroll
deduction. Dependent Life insurance is also available and the cost of
insurance premium may also be carried on payroll deduction.

> Employee Dependents are subject to the Eligibility Rules and
> Regulations of the Plan.

3.  Full-time eligible employees and their dependents will have access
    to evaluation, short-term counseling, referral, training and
    follow-up services through a confidential and independent Employee
    Assistance Program (EAP).

# ARTICLE 29 QUALIFICATION FOR EMPLOYMENT AND CONTINUED EMPLOYMENT

29.1 The Company has the right to determine an employee's qualifications
for initial employment. The Company has the right to determine an
employee\'s qualifications for continued employment, as set forth in 10
CFR Part 1046 and other applicable DOE directives. Copies of directives
regarding implementation or changes thereto will be made available to
the Union.

29.2 Employees who meet the standards and qualifications for Security
Police Officer (SPO), as set forth in 10 CFR Part 1046 and other DOE
directives, will be armed protective force personnel. Employees who are
otherwise qualified, who do not meet the medical qualifications for SPO
as set forth in 10 CFR Part 1046, but do meet the medical qualifications
for Security Officer (SO) as set forth in 10 CFR Part 1046 may be
designated as security officer, who will be unarmed protective force
personnel subject to approved authorized vacancies, except that they may
be equipped with non-lethal weapons.

29.3 Periodic physical and/or mental examinations of employees may be
required by the Company, but such examinations shall be conducted on the
Company\'s time, and the expense of such examinations shall be borne by
the Company. Tests required by the designated physician that are
associated with the periodic physical or mental examination will be a
part of the physical to be covered by the Company and administered on
Company time.

> If, as a result of these tests, an employee is designated as a SO and
> the employee secures other medical testing and/or treatment not
> ordered by the Company, such testing and/or treatment will be
> conducted on the employee\'s own time, at the employee\'s own expense,
> and will not affect the employee\'s status except as determined by the
> DOE designated physician under 10 CFR Part 1046. Nothing herein shall
> be construed to prohibit the Company from requiring one or more
> employees to take a physical and/or mental examination more frequently
> than other members of the force when the Company has reasonable cause
> to believe that such examination is necessary.
>
> \(a\) In the event employees are placed on SO status, pursuant to
> Section 2 above, the Company will assign these employees to designated
> SO assignments for which they are qualified, according to their
> seniority among other SOs, and regardless of the seniority of those
> armed protective force personnel currently holding these positions. If
> such employees refuse to accept a SO position, they will be
> terminated. In the event no SO assignments are available, based on
> their seniority and qualifications, employees classified as SO will be
> reduced in force.
>
> \(b\) Armed protective force personnel may work in SO positions, as
> required; however, SO's will not be utilized to fill assignments
> requiring the carrying of firearms.
>
> \(c\) To the extent possible, nothing contained in the above
> provisions shall modify the rights enjoyed in Article 13, Seniority,
> by SO employees relative to each other.

29.4 Employees who fail to meet the medical qualification standards for
SO, as set forth within 10 CFR Part 1046, will be terminated unless
their physical or medical deficiencies are specifically waived. Such
terminated employees will be entitled to severance pay under Article 24
of this Agreement.

29.5 It is recognized by the parties to this Agreement that DOE
Regulations are the basic authority for establishment and continued
implementation of medical/physical/mental standards and requirements for
employees. Any employee placed in a SO position, or who has been
terminated for failure to meet DOE physical or mental standards, may
utilize the appeals procedure provided in 10 CFR Part 1046, or other
applicable DOE directives.

29.6 If during the term of this Agreement the physical qualifications
and mental standards in 10 CFR Part 1046, are revised so as to impose
more stringent or demanding requirements for employees, the Company
will, before implementing such revisions in a manner which adversely
affects or prejudices employees who meet the physical requirements and
mental standards of 10 CFR Part 1046, prior to the revisions, discuss in
good faith its proposed implementation.

# 

# ARTICLE 30 DISCIPLINE AND DISCHARGE

30.1 The Company has the right to discipline or discharge employees for
just cause.

30.2 An employee, whose alleged infraction, which may subject the
employee to disciplinary action, may remain in a working pay status
while the investigation of the infraction is ongoing. Work assignments
during this period are at Company discretion, and subject to
availability. If it is determined by the appropriate Director that the
infraction is of a serious enough nature, the individual will be sent
home in a leave without pay status until a decision is rendered.

30.3 Payment of employees upon termination, layoff, or discharge shall
be made in accordance with applicable law. When employees are
terminated, they shall be compensated for 4 hours, or actual time spent
out-processing at their basic hourly rate for the purpose of complying
with the Company\'s termination procedure. Employees whose employment is
terminated shall be paid all earned, unused vacation and personal days.

30.4 No employee shall be required by the Company to take a
**polygraph** test **except that required by DOE directive or
procedure.**

5.  Discipline will be administered within 10 work days (excluding
    Saturdays, Sundays, and holidays) of the incident. Time limits may
    be extended by mutual agreement.

**30.6 All discipline shall remain active in the employee's official
personnel file for 12 months from the date of issuance or 12 months
after the date of the last discipline, whichever is later, unless
removed early in accordance with existing Company policy.**

# 

# ARTICLE 31 LUNCH AND RELIEF

31.1 When possible, relief for lunch shall be provided for posts where
unusual traffic conditions prevent employees from securing their relief
in a normal manner. It is acknowledged that employees who are on duty
may eat on Company time.

31.2 When possible, advance notice of daily post changes shall be given
to an employee so that the employee may make meal preparations for that
particular assignment.

31.3 As operations and manpower requirements permit, necessary employee
hygiene relief shall be furnished when requested.

31.4 An employee under this agreement, who works in excess of 15 hours
on site, excluding travel time, shall be provided \$**10.00** for a meal
allowance.

[]{#__RefHeading___Toc6976230 .anchor}

# ARTICLE 32 WEAPONS QUALIFICATION

32.1 Armed employees are required to maintain, at all times, the ability
to demonstrate proficiency with the Company and DOE issued weapons and
duty ammunition by successfully qualifying in accordance with current
DOE directives. Personnel are required to demonstrate this ability
during any scheduled training in which weapon qualifications are a part
thereof.

32.2 All qualification firing shall be conducted at an approved
weapon\'s range.

32.3 The Company shall provide necessary ammunition for all scheduled
training and scheduled qualifications and no notice inspections.

32.4 As directed by the Company or DOE, personnel may be required to
demonstrate proficiency by qualifying without prior notification. DOE
may, at unannounced times and at random, select personnel, have them
relieved, and instruct them to report to an approved range. **In the
event this should happen within 30 days of scheduled qualification, this
assessment will count as the employee's weapons qualification attempt**.

32.5 Range Officer instructions and Range Safety Procedures shall be
complied with at all times while on any live fire range.

32.6 The Company shall promptly give written notice to the Union when
any employee fails to qualify under the provisions of this Article. A
Union official may be present strictly as an observer in a \"no pay\"
status when any employee who has failed to qualify on no-notice attempts
subsequent qualification.

32.7 Armed employees shall demonstrate their proficiency by qualifying,
normally on a semi-annual basis, under both day and night conditions
with the weapons which they are armed with while on duty, and shall be
allowed 2 attempts with each weapon to qualify, if required, during each
semi-annual qualifying period.

> \(a\) The two qualification attempts will be conducted as follows:
>
> \(1\) The first attempt will be conducted on the scheduled day of
> semi-annual weapons qualification. Employees qualifying on their first
> attempt will not be required to fire further attempts.
>
> \(2\) Personnel who fail to qualify on the first attempt will lose his
> authorization to be armed and will have the option of attempting a
> second qualification attempt that day or returning on the following
> day for a second weapons qualification attempt.
>
> \(b\) At the end of the second qualification attempt, an employee who
> fails to qualify will lose his authorization to be armed and will be
> placed on suspension without pay and scheduled to attend the next
> scheduled remedial training class.

32.8 A remedial training program is established that meets the DOE Order
requirements and provides the employee with the necessary training to
afford a reasonable opportunity to meet the firearms qualification
standards for each basic weapon. Those employees who fail 2 attempts to
qualify in scheduled weapons qualification will be entered into remedial
training class as follows:

> \(a\) First Remedial Weapons Training Class:
>
> A remedial weapons qualification training class consisting of 4 hours
> at the employee\'s rate of pay, or for actual time worked, will be
> conducted. One qualification attempt will be made at the end of the
> remedial weapons qualification training class.
>
> \(1\) Personnel who qualify at the end of the first remedial weapons
> training class will receive authorization to be armed and will be
> returned to paid status immediately.
>
> \(2\) Personnel who fail to qualify at the end of the first remedial
> weapons training class will be scheduled for a second remedial weapons
> training class.
>
> \(b\) Second Remedial Weapons Training Class:
>
> A remedial weapons qualification training class consisting of 4 hours
> at the employee\'s rate of pay, or for actual time worked, will be
> conducted. One qualification attempt will be made at the end of the
> remedial weapons qualification training class.
>
> \(1\) Personnel who qualify at the end of the second remedial weapons
> training class will receive authorization to be armed and will be
> returned to paid status immediately.
>
> \(2\) Those employees who fail the second remedial training class will
> lose their authority to carry firearms and will be terminated from
> employment.
>
> \(c\) In accordance with the provisions of 10 CFR 1046, any SPO who
> requires remedial training on 3 consecutive semiannual qualification
> periods, with the same firearm, shall lose SPO status.

32.9 Employees failing to qualify on a no notice attempt will be
considered to have failed the first scheduled weapons qualification
attempt in accordance with the provisions of 32.7 above.

32.10 Tactical Proficiency Evaluation (TPE)

> The qualification criteria for the TPE is the same as described above
> for weapons qualification. SPO III members will be allowed 2
> qualification attempts followed by 2 remedial training qualification
> attempts. In the event the SPO III member fails the second remedial
> training class, he will lose his SPO III status and will be reduced to
> an available **SPO I,** SPO II or SO position for which the employee
> is qualified. If no position is available, the employee shall be laid
> off.

32.11 Effective October 1, 2007, Weapons Incentive Pay and Tactical
Proficiency Evaluation Incentive Pay will be paid **semi-annually** to
those employees who qualify as outlined in WSI-SRS Standard Procedures.
Incentive pay scales are listed below based on shooting the current
qualification standard. **In the event DOE implements a new
qualification standard the parties will discuss in good faith with the
Union the adjustments of percentages and scores prior to such change.**

**[Weapons Incentive Pay]{.underline} [Tactical Proficiency
Pay]{.underline}**

  ------------------ ---------------- ----------- ------------- ---------------- -------------
                     **Percentage**   **Score**   **Payment**   **Score**        **Payment**

  **Master**         97% - 100%       291-300     \$250         86-90            \$250

  **Expert**         94% - 96.9%      282-290     \$200         82-85            \$200

  **Sharpshooter**   91% - 93.9%      273-281     \$150         77-81            \$150

  **Marksman**       87% - 90.9%      261-272     \$100         72-76            \$100
  ------------------ ---------------- ----------- ------------- ---------------- -------------

> SRT TPE scores must be accomplished in 6 minutes or less to earn
> incentive award.

**Payment of such proficiency pay will be during the first month after
the qualification is completed.**

32.12 It is understood and agreed by the Company and the Union that
Weapons Qualification sessions will generally be conducted in the late
afternoon hours, **with the exception of SPO IIIs,** based on the day
and night conditions available to conduct the required courses of fire.
Reporting times will be adjusted to maximize the available light while
putting the shooters on the range in the best available weather
conditions for that time of year.

> In the event the Union feels that the weapons qualification reporting
> times for a particular period are not being scheduled in the spirit of
> this agreement, notifications should be made to the Training Division
> Director.

**32.13 All SPO I & II employees' weapons re-qualifications will be
scheduled outside of their normal scheduled shift. SPO IIIs may be
scheduled outside their normal scheduled shift.**

[]{#__RefHeading___Toc6976231 .anchor}

# ARTICLE 33 DISABILITIES/RESTRICTED DUTY

33.1 Directives and regulations promulgated by the DOE regarding
radioactivity and exposure to radiation shall be adhered to by employees
covered by this Agreement and by the Company. Guidance concerning
radiation and protective measures shall be solicited by the Company from
the DOE and the **Washington** Savannah River Company (WSRC) Health
Physics Department whenever required.

33.2 If, as a result of radiation exposure or the possibility of harmful
exposure, the Company determines under the current DOE Standards that
specific employees must be restricted as to the location of duty and
therefore should be reassigned, these employees will be assigned to
another Bargaining Unit position for which they are qualified. Upon
removal of the restriction, employees so placed will be returned to
their former positions provided the employee meets the qualification for
that position.

33.3 Limited duty is defined as work assigned to those employees who are
not **able to perform the full scope of their duties as an SPO I, SPO
II, or SPO III, but are able to perform other duties. SPO I, II and III
personnel who are assigned to limited duty due to failure of weapons
qualifications, physical fitness (OCS, DCS, and TPE) qualifications, or
on-site drug and/or alcohol screening, will have their pay reduced to
the classification they are filling.**

[]{#refheading___toc6976232 .anchor}**ARTICLE 34 PHYSICAL FITNESS**

34.1 In the event the DOE Medical and Physical Fitness Qualification
Standards set forth in 10 CFR Part 1046 are repealed, modified, amended
or suspended by judicial or administrative action (DOE), the Company
will advise the Union of such changes.

2.  **Armed employees are required to meet the applicable Physical
    Fitness Standards under 10 CFR 1046 on an annual basis. All armed
    employees shall be allowed the maximum number of attempts provided
    under 10 CFR Part 1046 and, where applicable, remedial training.**

**34.3 Personnel may also be required to meet the standards during a
Headquarters or Field Survey, review, audit or other situation directed
by DOE or WSI. Where such activity is within thirty (30) days of an
annual assessment, the attempt shall be considered an annual
qualification.**

**34.4 Personnel who have to meet 10 CFR Part 1046 Physical Fitness
Qualification Standards shall be provided two on-duty 45-minute sessions
per week that are conducted on separate days during the week for
physical fitness. In the event these sessions can't be provided during
the duty shift, personnel may schedule 45-minute session(s) on-site
outside their regularly scheduled shift, with supervisor approval, which
shall not be unreasonably denied.**

5.  **Employees required by 10 CFR 1046 to maintain physical fitness
    standards shall, at the time of hire, be provided with one pair of
    Company selected running shoes or reimbursed up to \$100.00 for
    purchase of running shoes. Worn out or damaged running shoes will be
    replaced or reimbursed up to \$100.00 once per year. Employees
    seeking reimbursement must provide a copy of the purchase receipt.**

6.  **The Union shall participate on the Uniform Committee, which shall
    select summer and winter physical fitness clothing.**

7.  **Effective from the date of ratification, all incumbent SPO Is
    (DCS) shall have one (1) year to volunteer and qualify for an SPO II
    (OCS) position. Upon assignment to an SPO II position, the employee
    shall be entitled to SPO II wages. In the event there are more
    qualified volunteers than there are SPO II positions, the least
    senior employees will be assigned to SPO I positions. The Union and
    the Company shall establish a Transition Committee to discuss and
    implement a transition plan.**

# 

# ARTICLE 35 NOTICE OF CHANGES

35.1 The Union shall be advised of changes in DOE Orders and/or
Directives, and WSI-SRS personnel policies and practices materially
affecting working conditions, and which are within the administrative
control of management, as soon as possible prior to the implementation
of such changes.

# 

# ARTICLE 36 INFORMATION TO BE SUPPLIED BY EMPLOYEES

36.1 Employees must notify the Compensation and Benefits Department
promptly of any changes in their personal or family status, i.e.,
marital and dependent status, change in residence or telephone number,
or information relative to their insurance coverage. This notification
must be in writing on a form provided by the Company. Failure to report
changes which affect insurance coverage will result in the employee
reimbursing the Company for premiums which are not recoverable from the
insurance carrier.

36.2 Employees shall notify the Company of changes in their life
insurance beneficiary (i.e., change in marital or other personal
status.)

36.3 Employees will notify their immediate supervisor by the next
scheduled work day of any expiration, revocation or suspension of their
state driver\'s license. This notification will be made in writing.

36.4 Due to the emergency nature of the Company\'s business, each
Bargaining Unit Employee is required to have an operating telephone
number or number where a message can be left where he can be contacted.
This requirement is a condition of employment for all employees.

# 

# ARTICLE 37 TECHNOLOGICAL CHANGE

37.1 In the event of any proposed change in equipment, material, and/or
methods which may result in a reduction in Bargaining Unit employees,
the Company shall advise the Union as far in advance as is feasible,
consistent with security requirements, and the matter shall be discussed
by both parties. Recommendations may be made by the Union to the Company
with respect to whether or not it is feasible to develop the required
additional knowledge/skills on the part of current employees through
additional training/retraining to be provided by the Company.

37.2 The Company recognizes their responsibility to their employees when
it becomes necessary to effect any reductions in the work force as a
direct result of the introduction of technological changes. When
feasible, such reductions shall take place by attrition (i.e.,
retirement, voluntary resignation, death, discharge for cause, and/or
disability). When attrition does not result in the necessary overall
reduction of employees, employees reduced in force may exercise their
seniority rights per Article 13 of this contract**.**

[]{#__RefHeading___Toc6976236 .anchor}

# ARTICLE 38 SEPARABILITY OF CONTRACT

38.1 In the event that any provision(s) of this Agreement shall at any
time be declared invalid by any court of competent jurisdiction or
through government regulations or decree, such decision shall not
invalidate the entire Agreement and the parties hereto agree to
renegotiate such provision or provisions of this Agreement for the
purpose of making them conform to the decree or such government statutes
so long as they shall remain legally effective. It is the express
intention of the parties hereto that all other provisions not declared
invalid shall remain in full force and effect.

# ARTICLE 39 ENTIRE AGREEMENT

39.1 The parties acknowledge that during the negotiation which resulted
in this Agreement, each had the unlimited right and opportunity to make
demands and proposals with respect to any subject or matter not removed
by law from the area of collective bargaining, and all understandings
and agreements reached by the parties are set forth in this Agreement.

2.  Therefore, the Company shall not be obligated to bargain
    collectively on any matter pertaining to conditions of employment,
    including, but not limited to, rates of pay, wages, hours of work,
    disciplinary actions, training requirements, etc., during the term
    of this Agreement except as specifically provided for in other
    provisions of this Agreement, and the Union hereby specifically
    waives any right which it might otherwise have to request or demand
    such bargaining.

39.3 **The parties had the opportunity to meet jointly and negotiate in
good faith. Thus, it is agreed and understood that all letters of
agreement or memorandums of understanding ever agreed to regarding
wages, hours, and working conditions are null and void except and only
to the extent that such agreements were discussed and/or noted in this
Agreement.**

# ARTICLE 40 DURATION

40.1 This Agreement becomes effective on **April 30, 2007**, and shall
continue in full force and effect until midnight **April 30, 2012**, and
from year to year thereafter, unless either party receives written
notice from the other party, not less than 60 days nor more than 90
days, immediately prior to the expiration date, of its intention to
amend, modify or terminate this agreement, provided that no strike or
stoppage of work shall take place after such expiration date of this
Agreement unless the Union, in writing, notifies the Company at least 72
hours prior to any contemplated strike or work stoppage. In the event
the Company shall cease to operate security services at the SRS, this
contract shall automatically terminate and the rights and obligations of
both the Union and the Company hereunder shall automatically cease.

# 

# Article 41 Incentive Pay

**41.1 In the event the site is shut down due to a pandemic or ACT of
GOD activity those bargaining unit employees required to work will
receive double (2x) time for all hours worked during the closure. Those
employees that are required to remain at work for one of the above
reasons will remain in a paid status until they are allowed to leave.**

# APPENDIX A

## 

## Security Officer (SO)

  ------------------------------ ------------- ------------- ------------- ------------- -------------
  **[Percentage]{.underline}**   **4%**        **3.5%**      **3.5%**      **3%**        **3%**

  **[Status]{.underline}**       **4/30/07**   **4/28/08**   **4/27/09**   **4/26/10**   **4/25/11**

  Next 6 mos.                    14.56         15.07         15.60         16.07         16.55

  Next 6 mos.                    15.43         15.97         16.53         17.03         17.54

  Next 6 mos.                    16.35         16.92         17.51         18.04         18.58

  Next 6 mos.                    17.16         17.76         18.38         18.93         19.50

  Next 6 mos.                    18.17         18.81         19.47         20.05         20.65
  ------------------------------ ------------- ------------- ------------- ------------- -------------

## 

## SECURITY POLICE OFFICER I (SPOI)

  ------------------------------ ------------- ------------- ------------- ------------- -------------
  **[Percentage]{.underline}**   **4%**        **3.5%**      **3.5%**      **3%**        **3%**

  **[Status]{.underline}**       **4/30/07**   **4/28/08**   **4/27/09**   **4/26/10**   **4/25/11**

  Probation                      16.10         16.66         17.24         17.76         18.29

  After Probation                17.41         18.02         18.65         19.21         19.79

  Next 6 mos.                    18.50         19.15         19.82         20.41         21.02

  Next 6 mos.                    19.62         20.31         21.02         21.65         22.30

  Next 6 mos.                    20.64         21.36         22.11         22.77         23.45

  Next 6 mos.                    21.92         22.69         23.48         24.18         24.91
  ------------------------------ ------------- ------------- ------------- ------------- -------------

SECURITY POLICE OFFICER I Specialty

  ------------------------------ ------------- ------------- ------------- ------------- -------------
  **[Percentage]{.underline}**   **4%**        **3.5%**      **3.5%**      **3%**        **3%**

  **[Status]{.underline}**       **4/30/07**   **4/28/08**   **4/27/09**   **4/26/10**   **4/25/11**

  Probation                      18.18         18.82         19.48         20.06         20.66

  After Probation                19.06         19.73         20.42         21.03         21.66

  Next 6 mos.                    20.25         20.96         21.69         22.34         23.01

  Next 6 mos.                    21.48         22.23         23.01         23.70         24.41

  Next 6 mos.                    22.60         23.39         24.21         24.94         25.69

  Next 6 mos.                    24.00         24.84         25.71         26.48         27.27
  ------------------------------ ------------- ------------- ------------- ------------- -------------

SECURITY POLICE OFFICER II

SECURITY POLICE OFFICER III

**[Notes]{.underline}**

(a) Shift Differential - A shift differential rate of pay of \$.**50**
    cents per hour for night shift, and \$.10 cents per hour for swing
    shift shall be paid to eligible employees.

(b) Employees who are voluntarily or involuntarily permanently
    reassigned to a classification with a lower rate of pay will move to
    the same step in the wage schedule for that classification. Their
    pay will be adjusted effective the next pay period.

(c) Employees who are reassigned to a classification with a higher rate
    of pay will move to their same step in the wage schedule for that
    classification effective the next pay period.

(d) **All current SPO II employees will be reclassified from SPO II
    (DCS) to SPO I (DCS) on the effective date of this agreement.**

(e) **SPO I Specialty includes Canine, LEDC, LE Constables, and CAS
    classifications**

# 

#  

[]{#__RefHeading___Toc6976252 .anchor}**SUBJECT INDEX**

401(K) PLANS 27

APPENDIX A 37

ARBITRATION 16

ARREST AUTHORITY 23

BARGAINING UNIT WORK 23

BULLETIN BOARDS 8

CALL-IN AND REPORTING PAY 12

CASUAL SICK LEAVE 26

CHECK-OFF 5

DISCHARGE 29

DOE \"L\" OR \"Q\" CLEARANCE 14

DOE DIRECTIVES AND POLICIES 16

DUES 4

EMERGENCY LEAVE 8

FEDERAL MEDIATION AND CONCILIATION SERVICE (FMCS) 11

FUNERAL LEAVE 17

GOVERNMENT VEHICLES 13

GRIEVANCE PROCEDURE 11

GRIEVANCE SETTLEMENTS 15

HEALTH 12

HOLIDAYS 14

HOSPITAL SICK LEAVE 17

HOURS OF WORK 7

INITIATION FEES 4

JURY DUTY 9

LABOR/MANAGEMENT COMMITTEE 15

LEAVES OF ABSENCE 8

LOCKERS 15, 16

MANAGEMENT RIGHTS 5

MANDATORY OVERTIME 8

MEDICAL LEAVE 8

MILITARY LEAVE 8, 14

NATIONAL LABOR RELATIONS BOARD 4

NO STRIKES-NO LOCKOUTS 12

OVERTIME 7

PAY CHECKS 15

PENSION 18

PERSONAL DAYS 14, 19

PERSONAL STANDARDS 15

PERSONNEL RELIABILITY PROGRAM 7, 22

PICKETING 12, 16

PROBATIONARY EMPLOYEE 9

PROBATIONARY EMPLOYEES 8, 9, 10, 17

REASSIGNMENT 14

RECALL LIST 15

RECALL RIGHTS 10

RELIGION 12

REST ROOM 13

BRIDGE MEDICAL INSURANCE 18

SAFETY 12

SAFETY AND HEALTH STANDARDS 13

SAFETY EQUIPMENT 13

SENIORITY 9, 10, 19

SEVERANCE PAY 16

SHIFT CHANGE 9

SHIFT DIFFERENTIALS 8

SHIFT SWAPS 17

SICK LEAVE 17

SPECIALTY CLASSIFICATIONS 10

STEWARD POSITIONS 6

SUBSTANCE ABUSE SCREENING 7

SUNDAY 7, 8

SUSPENSION 14, 20, 22

TEMPORARILY PROMOTED 9

TRAINING 6

UNIFORMS 7

UNION AFFILIATION 12

UNION BUSINESS 8

UNION COOPERATION 15

UNION REPRESENTATION 5

VACATIONS 13

WORKERS\' COMPENSATION 8, 10, 14, 22

# NOTES