**EROS LABORERS NO.1 UNION**

**NATIONAL AGREEMENT**

**COVERING**

**SERVICE AND SUPPLY CONTRACT**

**THE UNITED STATES GOVERNMENT**

[INDEX]{.underline}

ARTICLE I PARTIES 1

ARTICLE II RECOGNTTION 1

ARTICLE III MANAGEMENT RIGHTS 1

ARTICLE IV UNION REPRESENTATION 2

ARTICLE V HOURS AND OVERTIME RATES 2

ARTICLE VI WAGES, FRINGE BENEFITS, VACATIONS AND 3

SHIFT SCHEDULES

ARTICLE VII HOLIDAYS 4

ARTICLE VIII BEREAVEMENT LEAVE 5

ARTICLE IX SENIORITY AND REDUCTION IN FORCES 5

ARTICLE X PROMOTIONS 6

ARTICLE XI SAFETY 7

ARTICLE XII MAINTENANCE OF STANDARDS AND PROTECTION 7

OF RIGHTS

ARTICLE XIII DISCHARGE OR SUSPENSION 8

ARTICLE XIV NO STRIKES, NO LOCKOUTS 9

ARTICLE XV GRIEVANCE PROCEDURE AND ARBITRATION 10

ARTICLE XVI EXTRA CONTRACT AGREEMENT 11

ARTICLE XVII SEPARABILITY AND SAVINGS CLAUSE 12

ARTICLE XVIII EFFECTIVE DATE AND DURATION 13

SCHEDULE A EMPLOYER'S JOB AND LOCATIONS

SCHEDULE B WAGES AND FRINGE BENEFITS, WORKING CONDITIONS

> **ARTICLE I**

**[Parties]{.underline}**

**This Agreement has been entered into by, and is binding upon,
[PLEASANT VALLEY CLEANING]{.underline} (hereinafter referred to as the
"Employer"), and the EROS Laborers #1 Union and it's affiliated Unions
and/or District Councils having jurisdiction over the Employer's
locations and operations covered by this Agreement (hereinafter referred
to as the "Union").**

**ARTICLE II**

**[Recognition]{.underline}**

**[Section 1.]{.underline} The Employer agrees to recognize the Union as
the sole and exclusive bargaining representative with respect to wages,
hours, and all other terms and conditions of employment of its employees
employed at the EROS Data Center.**

**[Section 2.]{.underline} "Employees", within the meaning of this
Agreement, shall include all employees of the Employer working at the
job locations presently or hereafter covered under Article I of this
Agreement who are defined as employees under the Labor-Management
Relations Act of 1947, as amended.**

**[Section 3.]{.underline} The employees covered under this Agreement
shall constitute custodial employees.**

**ARTICLE III**

**[Management Rights]{.underline}**

**The Employer shall at all times have full control of matters relative
to the management and conduct of its business and shall control its
operations, the direction of its working force, the methods of
production, the management of its plants and buildings, the care and use
of its machinery and materials, and the right to hire, promote, and
transfer employees, subject to the provisions of this Agreements.**

**ARTICLE IV**

**[Union Representation]{.underline}**

**[Section 1.]{.underline} The Union shall have the right to appoint as
many shop stewards as it deems necessary. The Union shall supply the
Employer, in writing and shall maintain with the Employer on a current
basis, a complete list of all authorized stewards, together with the
designation of the group of employees each is authorized to represent.**

**[Section 2.]{.underline} A chief steward shall be permitted to furnish
information and/or process grievances relating to matters of mutual
concern to the Employer and the employee.**

**[Section 3.]{.underline} The Employer agrees that in the event it is
planned to transfer a steward, officer, or representative from one work
shift and/or shop to another, it will inform the Union five (5) days
prior to taking such action.**

**ARTICLE V**

**[Hours and Overtime Rates]{.underline}**

**[Section 1]{.underline}. The regular schedule of hours shall be eight
(8) hours in one day, excluding the lunch period, and forty (40) hours
per week. All overtime hours worked in excess of the employee's regular
work day or in excess of forty (40) hours in the employee's regular work
week shall be paid for at time-and-a-half, including any applicable
shift differential or premium. There shall be no pyramiding of
overtime.**

**[Section 2.]{.underline} The hours of work shall be established to
meet the requirements of the Employer's contract with the applicable
Government agency.**

**[Section 3.]{.underline} Any employee scheduled to work or called in
to work by the Employer shall receive at least two (2) hours pay if he
reports for work at the required time and no work is available, unless
the Employer shall have taken reasonable steps to notify such employee
that there will be no work.**

**[Section 4.]{.underline} No employee scheduled to work or called in to
work by the Employer shall be required to stand by for an assignment
unless he is paid his regular straight-time rate during such waiting
period, unless the Employer has taken reasonable steps to notify such
employee that there will be no work or that his starting time has been
changed.**

**[Section 5.]{.underline} Lunch period shall be not less than one-half
(1/2) hour and not more than one (1) hour.**

**ARTICLE VI**

**[Wages, Fringe Benefits, Vacations and Shift Schedules]{.underline}**

**[Section 1.]{.underline} The employees shall receive wages, be
provided with health and welfare coverage, and be subject to shift
schedules and vacation rights as set forth in Schedule B, attached
hereto. Unless otherwise agreed upon by the parties, the Employer agrees
to make pension contributions to the IRA Pension Fund on behalf of each
employee covered in this Agreement. The amounts and frequency of such
contributions are set forth in Schedule B, attached hereto.**

**[Section 2.]{.underline} Unless otherwise agreed upon by the parties,
the terms and conditions set forth in Schedule B are to be separately
negotiated between the Employer and the Union having jurisdiction over
such Employer operation.**

**[Section 3.]{.underline} Unless otherwise agreed upon by the parties,
the terms and conditions set forth in Schedule B shall be reopened on
each anniversary date of this Agreement, and all terms and conditions
set forth therein shall be the subject of renegotiation. If the parties
are unable to reach agreement upon changes in the aforementioned terms
and conditions by such anniversary date, they shall be free to resort to
economic recourse and the no-strike, no-lockout provisions of Article
XVI herein shall be inapplicable thereto.**

**ARTICLE VII**

**[Holidays]{.underline}**

**[Section 1.]{.underline} All employees shall be entitled to the
following ten holidays with pay: New Year's Day, Martin Luther King
Jr.'s Birthday, Washington's Birthday, Memorial Day, Independence Day,
Labor Day, Veterans Day, Columbus Day, Thanksgiving Day, and Christmas
Day; provided, however, that any employee who is absent without an
acceptable excuse on the work day immediately preceding or the work day
immediately following a holiday shall forfeit his right to be paid for
such holiday. If an employee is prevented from working on the work day
immediately preceding or the work day immediately following a holiday
because of illness attested to by a physician, or death in his immediate
family, such fact shall constitute an acceptable excuse. (The immediate
family shall include spouse, parent, child, grandchild, mother-in-law,
father-in-law, brother, and sister.)**

**[Section 2.]{.underline} The Employer may substitute for any of the
named holidays another day off with pay, in accordance with a plan
communicated to the employees involved and agreed to by the Union.**

**[Section 3.]{.underline} Holidays, as determined above, will be
observed as non-work days. Whenever such holidays fall on Saturday or
Sunday, and the Employer's operation is closed on the preceding Friday
or the succeeding Monday, then such Friday or Monday shall be deemed to
be such holiday.**

**ARTICLE VIII**

**[Bereavement Leave]{.underline}**

**In the event of a death in the family (spouse, parent, child, brother,
sister, grandchild, mother-in-law, father-in-law), a regular employee
shall be entitled to three (3) days off as bereavement leave. The
compensable days must fall within the employee's regularly scheduled
work week.**

**ARTICLE IX**

**[Seniority and Reduction in Force]{.underline}**

**[Section 1.]{.underline} Seniority rights of employees covered by this
Agreement are hereby fully recognized by the Employer. Such seniority
rights shall exist on a job-location-wide basis. In the event of a
reduction in force by the Employer, the employee last hired, by
classification, shall be the first laid off.**

**[Section 2]{.underline}. The Employer agrees to notify the Union as
promptly as possible concerning pending reductions in force and provide
probably impact information.**

**[Section 3.]{.underline} When an employee is discharged for cause, or
laid off, he shall be paid, to date, after he has turned in his keys,
government identification card, and government driver's license. When an
employee terminates his employment voluntarily, he shall be paid at the
conclusion of the current pay period. A person absent for three (3) days
without notifying his Employer is considered to have voluntarily
terminated.**

**[Section 4.]{.underline} In recalling employees, the Employer shall
contact each employee by telephone, or telegram, at his last known
address. The employee shall be required to respond and to be available
for work within seventy-two (72) hours. Seniority rights apply only to
full-time permanent employees.**

**ARTICLE X**

**[Promotions]{.underline}**

**In affecting a promotion, the employer shall give first consideration
to employees presently employed at the job location involved. All jobs
and the minimum requirements for each shall be posted with a time limit
for those candidates meeting the requirements to respond. If there are
no bidders, or those who did bid cannot meet the requirements, outside
applicants will be considered. The applications of all candidates will
be reviewed by the employer with full regard given to each candidate's
skills, abilities, and experience.**

**ARTICLE XI**

**[Safety]{.underline}**

**In order to provide safety controls for protection to the life and
health of the employees, for prevention of damage to property,
materials, supplies, and equipment, and for avoidance of work
interruptions under this agreement, the Employer shall comply with the
pertinent provisions of the Government Manual entitled, "General Safety
Requirements", FM 385-1-1, as revised.**

**ARTICLE XII**

**[Maintenance of Standards and Protection of Rights]{.underline}**

**[Section 1.]{.underline} The Employer agrees that all conditions of
employment relating to wages, hours of work, overtime differentials, and
general working conditions shall be maintained at not less than the
highest standards in effect at the time of the execution of this
Agreement; and the conditions of employment shall be improved wherever
specific provisions for improvement are made elsewhere in this
Agreement.**

**[Section 2.]{.underline} It shall not be a violation of this
Agreement, and it shall not be cause for discharge or disciplinary
action, in the event an employee refuses to enter upon any property
involved in primary labor dispute, or refuses to through or work behind
any primary picket line, including the primary picket line of the Union
party to this Agreement and including primary picket lines at the
Employer's places of business.**

**[Section 3.]{.underline} It shall not be a violation of this
Agreement, and it shall not be cause for discharge or disciplinary
action, if any employee refuses to perform any service which the
Employer undertakes to perform as an ally of an employer or person whose
employees are on strike, and which service, but for such strike, would
be performed by the employees of the employer or person on strike.**

**ARTICLE XIII**

**[Discharge or Suspension]{.underline}**

**[Section 1.]{.underline} The employer shall not discharge or suspend
any employee without just cause; and with respect to any discharge or
suspension, the Employer shall give at least two (2) warning notices to
the employee of the complaint against such employee, in writing and a
copy of the same to the Union and job steward affected.**

**On receiving the second warning notice (reprimand) in a six month
period, that employee will be subject to a three (3) day suspension.
However, no warning notice need be given to an employee before his is
discharged if the cause of such discharge is one of the following: (1)
Failure to observe safety rules and regulations (2) Failure to maintain
Company property in a safe and operational manner; (3) Gambling on
Company or Government property; (4) Drinking or possessing intoxication
liquor on Company or Government property; (5) Fighting on Company or
Government property; (6) Acts of indecent or immoral conduct on Company
or Government propery; (7) Willful damage or unauthorized removal of
property belonging to the Company or Government; (8) Deliberately
falsifying or punching another person's time sheet or card; (9)
Insubordination; (10) Sleeping during duty hours. However, when an
employee is guilty of one of the above mentioned infractions, he or she
can be discharged or receive a three (3) day suspension. The warning
notice as herein provided shall not remain in effect for a period of
more than six (6) months from the date of said warning notice. Discharge
must be by proper written notice to the employee and the Union
affected.**

**[Section 2.]{.underline} No employee shall be discriminated against,
suspended, or discharged on the basis of sex, race, religion, national
origin, creed, union affiliation, or political belief. Nor shall any
employee be discriminated against, suspended, or discharged for
exercising rights under the National Labor Relations Act as amended, the
Equal Employment Opportunities Act, or any other federal or state law
regulation.**

**ARTICLE XIV**

**[No Strikes, No Lockouts]{.underline}**

**[Section 1.]{.underline} It is the intent and purpose of the parties
hereto to set forth herein the basic agreement covering wages, hours of
work and other terms and conditions of employment to be observed by the
parties, and to provide a procedure for the prompt and equitable
resolution of disputes and grievances arising between the parties.
Accordingly, it is agreed that there shall be no interruptions in or
impediments to Employer's operations, or any stoppages, strikes, or
lockouts during the life of this Agreement arising out of usual disputes
and grievances. Instead, such disputes and grievances shall be
peacefully resolved under the grievance procedure provided for herein.**

**[Section 2.]{.underline} It is agreed that in all cases of any
unauthorized strikes, slowdown, walkout, or any other unauthorized
cessation of work, the Union shall not be liable for damages resulting
there from. The Union shall undertake to encourage employees to return
to their jobs during any unauthorized stoppage of work mentioned above.
The Employer has the right to permanently replace economic and
sympathetic strikers.**

**ARTICLE XV**

**[Grievance Procedure and Arbitration]{.underline}**

**All disputes or grievances involving the interpretation or application
of this Agreement shall be settled in the following manner.**

**[Step 1.]{.underline} The first attempt to settle any such dispute or
grievance shall be made at the job level between the representatives of
the Union involved in such dispute and the Employer's representative.**

**[Step 2]{.underline}. If such dispute or grievance is not settled at
the job level within one week, it shall then be referred to the Employer
or his designated representative and the Labor Relations Director of the
Employer or his designated representative. If the dispute or grievance
is not settled on this level within five (5) days, the parties to the
dispute may extend the period for the settlement to another fixed date,
mutually agreed upon; and if a settlement is not affected by such date,
the dispute or grievance may be submitted for arbitration under the
provisions of Step 3 hereinafter set forth.**

**[Step 3]{.underline}. If after referral to Step 2, the dispute or
grievance remains unresolved, the mater may then be referred to
arbitration by either party upon written notice to the other. After
service of such notification, in the event the parties are unable to
agree upon an arbitrator, application shall be made to the Federal
Mediation and Conciliation Service for a panel of five arbitrators from
which list both parties shall alternately strike names until the last
name remains, which person shall be designated as the arbitrator. The
procedure for soliciting the arbitrator shall be completed within two
(2) weeks of receipt by the parties of the list of names from the
Federal Mediation and Conciliation Service. The decision of the
arbitrator shall be final and binding on the Employer and on the Union
and its members.**

**With respect to any dispute, complaint, or grievance arising out of
the interpretation or application of Article II, S-2 of this Agreement,
the Employer here acknowledges that the Union may, at its option,
by-pass Steps 1 and 2 of this grievance procedure and proceed
immediately to Step 3.**

**Employee and the Employer shall bear their respective costs of the
arbitration procedure separately. The fees of the arbitrator shall be
shared equally between the Employee and the Employer.**

**In the event that either party fails to comply with the decision of
the arbitrator, the terms and conditions of Article XIV shall not
apply.**

**ARTICLE XVI**

**[Extra Contract Agreement]{.underline}**

**The Employer agrees not to enter into any agreement or contract with
its employees, individually or collectively, which in any way conflicts
with the terms or provisions of this Agreement, or which in any way
affects wages, hours, or other working conditions of said employees, or
any individual employee, or which in any way may be considered a proper
subject for collective bargaining. Any such agreement shall be null and
void.**

**ARTICLE XVII**

**[Separability and Savings Clause]{.underline}**

**[Section 1.]{.underline} If any Article or Section of this Agreement
is held invalid by operation of law or by any tribunal of competent
jurisdiction, or if compliance with or enforcement of any Article or
Section should be restrained by such tribunal pending a final
determination as to its validity, the remainder of this Agreement, or
the application of such Article or Section to persons or circumstances
other than those as to which it has been held invalid or as to which
compliance with or enforcement of has been restrained, shall not be
affected thereby.**

**[Section 2.]{.underline} In the event that any Article or Section of
this Agreement is held invalid or enforcement of or compliance therewith
has been restrained, as set forth above, the parties affected thereby
shall enter into immediate collective bargaining negotiations for the
purpose of arriving at a mutually satisfactory replacement provision. In
such event, the parties shall be permitted all legal or economic
recourse in support of their demand, not withstanding the provisions of
Article XIV of this Agreement.**

**ARTICLE XVIII**

**[Effective Date and Duration]{.underline}**

**This Agreement, entered into this day of April 1, 2006 shall be
binding upon the parties hereto, their successors in the employing
industry, and their administrators, executors, and assigns, and shall
remain in full force and effect until and through September 30, 2010,
and from year to year thereafter unless written notice is given by the
Union or the Employer ninety (90) days prior to the expiration date of
its desire to modify, amend, or terminate this Agreement. The parties
shall commence good faith bargaining negotiations within fifteen (15)
days after receipt of such notice.**

**Employer**

**Company[: PLEASANT VALLEY CLEANING]{.underline}**

**Name and Title[: ]{.underline}**

**Address:**

**Date Signed:
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_**

**This Agreement is applicable with respect to the following employer
job location(s) and operation(s).**

**EROS Data Center, Custodial Employees.**

**ADDRESS:**

**PLEASANT VALLEY CLEANING**

**47420 271 STREET**

**SIOUX FALLS, SD 57108**

**[CLASSIFICATION AND WAGES]{.underline} \[Schedule B\]**

**[Classification]{.underline} 4-1-06 10-1-06 10-1-07 10-1-08 10-1-09
10-1-10**

**[Students]{.underline}**

**A student shall be anyone who is returning to school at the beginning
of the fall term of school. Employment is not to exceed ninety (90)
calendar days.**

**[FOREMAN AND LEADMEN]{.underline}**

**If the Employer assigns any employee as foreman or leadsman of any
employees on any project, he shall receive \$1.25 per hour above the
highest rate being paid to any employee under his supervision,
regardless of his or her craft. No Foreman or Leadsman shall supervise
over more than ten (10) employees.**

**[SHIFTS]{.underline}**

**[First Shift:]{.underline} 6:45 A.M. through 3:15 P.M. 8 hours work
for 8 hours pay**

**[Second Shift:]{.underline} 4:00 P.M. through 12:00 A.M. 7-1/2 hours
work for 8 hours pay**

**[Third Shift:]{.underline} 11:30 P.M. through 7:00 A.M. 7 hours work
for 8 hours pay**

**Straight time shift work will run from 0.0 Hr. Monday to 0.0 Hr.
Saturday.**

**Employees shall be entitled to overtime for any time worked in excess
of eight (8) hours per day or forty (40) hours in any week; provided
however, that there shall be no pyramiding of overtime. There shall be
no split shifts. For all hours worked on Saturdays, employees shall be
paid time and one half. Sundays and Holidays shall be paid at double
time. If the holidays fall between Monday and Friday, overtime shall be
computed after thirty-two (32) hours of straight time pay. Where two or
more shifts are employed, the first shift shall work seven and one half
(7-1/2) hours and receive eight (8) hours pay, and the third shift shall
work seven (7) hours and receive eight (8) hours pay. All work performed
on the sixth shift day of the work week shall be paid for at time and
one half of the regular straight time hourly rates, and work on the
seventh shift day shall be paid for at double time. A shift shall be
defined as one crew of workmen replacing another crew.**

**[WAGE PAYMENTS]{.underline}**

**All employees covered by this Agreement shall be paid before the end
of their shift every other Thursday, the week following the two weeks
for which the pay has been earned. When an employee quits, he or she
shall be paid the next pay day in full. When an employee is discharged,
or laid off, he or she shall be paid in full immediately after turning
in keys, government identification card, and government driver's
license.**

**[SICK LEAVE]{.underline}**

**Each full-time employee shall be granted up to 9 days (72 hours) sick
leave for each year of continuous employment. Payment will be paid upon
notice of an absence if notice is given two hours after shift starting
time. Telephoning is acceptable. Sick leave in excess of three
consecutive working days will require a medical certificate. Payment
shall be made for unused sick leave, and paid at the close of the
contract year. Accrued sick leave may be applied for as personal
business.**

**[SHORT TERM DISABILITY SICK LEAVE]{.underline}**

**Each full-time employee shall be granted up to 10 days (80) hours
short term disability sick leave for each year of continuous employment.
Payments will be paid upon notice of an absence of three or more
consecutive working days and the presentation of a medical certificate.
Any short term disability sick leave not used during the year will
accrue each year thereafter, and be transferred to the succeeding
contract. Short term disability sick leave will not be paid off at the
end of the contract year, nor upon termination of employment. Accrued
short term disability sick leave may not be applied for as personal
business. Short term disability sick leave has been in effect since
October 1, 1988 and shall be transferred from contractor to
contractor.**

**[JURY DUTY]{.underline}**

**The Employer will reimburse an employee who has worked for the
employer for one year or more for the difference between his normal
earnings for the time absent on jury service and the amount received for
such jury duty, on a showing that the employee has returned to work
everyday of said period when employee was excused form jury duty for two
(2) hours or more during the regular working hours thereof, and upon a
showing of satisfactory evidence of the amount received for jury
service. For those employees working shifts other than day time, said
employees will be required to work their assigned shift if they have a
10-hour rest period prior to or immediately following jury service.
Employer must be notified immediately following employee's receipt of
notification of jury duty selection.**

**[HOLIDAYS]{.underline}**

**The following ten (10) paid holidays shall be observed: [New Year's
Day, Martin Luther King Jr.'s Birthday, Washington's Birthday, Memorial
Day, Independence Day, Labor Day, Columbus Day, Veteran's Day,
Thanksgiving Day, and Christmas Day.]{.underline} The Employer may
substitute for any of the above holidays, another day off with pay,
acceptable to employees involved, at double time rate. No work shall be
performed on Labor Day except in case of any emergency. If the Federal
Government recognizes more holidays than the ones listed, they shall
apply.**

**[VACATION]{.underline}**

**(7 days) of vacation with pay (56 hours) shall be given each employee
upon completion of one year's continuous employment. (12 days) vacation
with pay (96 hours) shall be given each employee upon completion of two,
three, and four year's continuous employment. (17 days) vacation with
pay (136 hours) shall be given to each employee after five, six, seven,
eight, and nine years continuous employment. (20 days) vacation with pay
(160 hours) shall be given to each employee after 10 or more consecutive
years of continuous employment. (22 days) of vacation with pay (176
hours) shall be given to each employee after 15 years of continuous
employment, thereafter.**

**[GROUP INSURANCE]{.underline}**

**The contractor will provide a group health insurance plan for all
permanent full time employees and any eligible dependents, upon
acceptance by the contractor's insurance carrier. The contractor will
pay \$.90 per hour for health insurance. Should actual cost of health
insurance be more than \$.90 per hour, the additional cost shall be
incurred by the employee. Should the actual cost of health insurance be
less than \$.90 per hour, the difference will be paid to the employee.
However, if an employee wishes not to be on the contractor's health
insurance plan, he or she may, upon proof of coverage under another
health insurance plan, receive \$.90 per hour on their paycheck labeled
H&W (Health and Welfare). Social Security tax and income tax will be
deducted as for regular pay. However starting October 1, 2006, employees
will be paid \$1.50 per hour by the contractor for group health
insurance. Employees will not be without coverage due to a change in
insurance carrier. Insurance carrier cannot be changed without all
employees who want to receive coverage are accepted by the insurance
carrier. In the event of a change in contractor, the contractor will
give the successor contractor the option of retaining employee's current
group health insurance plan.**

**[INDIVIDUAL RETIREMENT ACCOUNT]{.underline}**

**The Employer agrees to make contributions to the IRA in accordance
with the requirements of Article XIV, Section 1 of this Agreement. After
three (3) months of employment the Employer will contribute 15 percent
of each employee's Regular Wages (excluding wages paid for Health and
Welfare) to the IRA. Only permanent employees are eligible for IRA
benefits.**

**[NONDISCRIMINATION CLAUSE]{.underline}**

**The Employer and the Union agree not to discriminate against any
employee or applicant for employment because of race, color, creed, age,
sex or national origin. This includes, but is not limited to hiring,
placement, upgrading, transfer, demotion, layoff, or termination.**

**[DISCHARGE]{.underline}**

**Each employee shall be issued a list of rules on minor and major
offenses for disciplinary action or dismissal. Minor offenses shall have
two warning notices in writing. Major offenses can be reason for
dismissal. The warning notices shall be issued in writing to the
employee and to the Union; except that no warning notice need be given
to any employee before he is discharged, if the cause of discharge is
major. This Article shall apply to the grievance procedure. Minor
offense notices shall be removed from the file after six (6) months from
the date the notice was issued.**

**[ADMINISTRATIVE LEAVE]{.underline}**

**All approved administrative leave by the Federal Government shall be
paid to employees by the contractor, subject to approval by the
Contracting Officer Representative (COR).**

**[SEVERANCE PAY]{.underline}**

**Two weeks severance pay will be paid to an employee if not notified
two weeks in advance of a layoff. Excluding current contractor losing
bid for contract.**

> **[REOPENER CLAUSE]{.underline} \[Schedule A\]**

**This agreement is to become effective [APRIL 27, 2006]{.underline} and
to continue in effect until [SEPTEMBER 30, 2010]{.underline} and each
year thereafter it shall be reopened for wage rates set out
hereinbefore. Notwithstanding any other language in the Contract, the
Union specifically reserves the right to strike if no agreement is
reached on reopening of wages.**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_**

**Name and Title Date**

**LABORERS #1 UNION**

**EROS Data Center**

**Sioux Falls, SD**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_**

**Name and Title Date**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_**

**Name and Title Date**