Document:

Exhibit
10.38

 

AGREEMENT

 

Between

 

PARAGON
SYSTEMS, INC. (PSI)

 

and

 

INTERNATIONAL
UNION, SECURITY, POLICE,

FIRE
PROFESSIONALS OF AMERICA (SPFPA)

 

and its

 

AMALGAMATED
LOCAL 110

 

for the

 

COMMONWEALTH
OF KENTUCKY

 

 

EFFECTIVE

DECEMBER 16,
2003 – MIDNIGHT, DECEMBER 15, 2006

 

 

ARTICLE I

PARTIES AND TERMS OF AGREEMENT

 

THIS
AGREEMENT is made and entered into this 16th day of December, 2003, by and
between Paragon Systems, Inc. (PSI), hereinafter referred to as the Company,
and International Union, Security, Police, and Fire Professionals of America,
and its Amalgamated Local Number 110, SPFPA. hereinafter referred to as the
Union.

 

All
current economic issues will stay in effect until the economic issues included
in this Agreement become effective on December 16, 2003, and shall
continue in full force and effect until Midnight, December 15, 2006,
unless the General Services Administration (GSA) elects to recognise this
Agreement in its entirety prior to December 16, 2003, inclusive; and
thereafter it shall be considered automatically renewed for successive periods
of twelve months unless, at least ninety (90) days prior to the end of any
effective twelve-month (12) period, either party shall serve notice upon the
other, as prescribed herein, that it desires cancellation, revision, or
modification of any provision or provisions of this Agreement. If either party
serves such notice, the parties shall attempt to reach an agreement with
respect to the proposed change or changes. At least forty (40) days prior to the
expiration date of the Agreement, the parties shall meet to consider such
changes.  In the event the parties do not
reach a written agreement by the expiration date of December 15, in the
particular year, as provided for herein, then this Agreement shall in all
respects be deemed void and terminated. In the event that the U.S. Government,
herein referred to as the Client, or GSA, terminates the current or any
succeeding Service Contract Act contract with the Company for security services
in the Commonwealth of Kentucky this Agreement will be become null and void.

 

ARTICLE II

PURPOSE

 

Section 1.   Whereas the general purpose of this
Agreement is to promote the mutual interests of the Company and its employees,
and to provide for the operation of the Company’s business under methods which
will further, to the fullest extent possible, the safety of the employees,
economy, and efficiency of operation, elimination of waste, realization of
maximum quantity and quality of output, cleanliness, protection of property,
and avoidance of interruptions to production, the parties to the Agreement
hereby agree to cooperate fully for the purpose of preventing and adjusting
misunderstandings by establishing rules and minimum wage rates based on the
standard of “a day’s work for a day’s pay.”

 

Section 2.   This Agreement covers only those matters
specifically contained herein and supersedes all prior agreements between the
Company and the Union.

 

1

 

ARTICLE III

RECOGNITION

 

Section 1.   The Company recognizes the Union as the
exclusive bargaining representative with respect to rates of pay, wages, hours
of employment, or other conditions of employment for all security officers as
defined in Section 9 (b) (3) of the National Labor Relations Act, as
amended, employed by the Company by GSA under a Service Contract Act contract
for security services in the Commonwealth of Kentucky, excluding all office
clerical employees, professional employees, and supervisors as defined in the
Act.  A supervisor is an individual
having authority, in the interest of the employer, to hire, transfer, suspend,
lay off, recall, demote, promote, discharge, assign, reward, or discipline
other employees, or responsibility to direct them to adjust their grievances,
or effectively to recommend such action.

 

Section 2.   The Company reserves the right, in cases of
emergency, to hire employees in the Commonwealth of Kentucky under a GSA
Service Contract Act contract for security services within the Commonwealth of
Kentucky, for a period of ninety (90) days without said employees becoming
members of the Union or without requiring said employees to be covered by this
Agreement. During this ninety (90) day period, the Union shall not communicate
with said employees regarding membership in the Union.

 

ARTICLE IV

WORK OF EMPLOYEES

 

Section 1.   The work of employees shall be the work
presently performed by employees within the bargaining unit and new or
additional bargaining unit work assigned to the unit by the Company.  Employees covered by this Agreement shall
perform all duties and assignments outlined by the Company, including Company’s
Standard Operating Procedures, and the Company’s client, the General Services
Administration. The Contract Manager and Site Supervisors may be called to
perform the duties of a Security Officer in emergency situations (Security
Officer not reporting for duty, late for duty, becoming sick while on shift,
etc.). The Lead Supervisor will perform the duties of a Security Officer in
emergency situations until a bargaining unit member can be called in. The
Supervisor may provide required relief breaks to productive guards at any time
while they are acting in a supervisory/lead capacity.

 

Section 2.   Employees covered by this agreement are contract
employees and as such, are covered by the Service Contract Act.

 

2

 

ARTICLE V

MANAGEMENT RIGHTS

 

Section 1.   The Union recognizes that any and all rights
concerned with the management of the business and the direction of work force
are exclusively those of the Company. The Company retains all of its normal,
inherent common law rights to manage the business, whether or not exercised, as
such rights existed prior to the time any union became the bargaining
representative of the employees covered by this Agreement, except as limited
by, and consistent with the rights of the Union and its represented employees
as set forth in this Agreement or as established by law, statutes, and
government regulations. The rights of management shall include the right to:
hire, assign, schedule, lay off, recall, promote, demote, transfer, suspend,
discharge, or otherwise discipline employees for just cause; determine,
establish, and implement terms and conditions of employment, determine
establish or continue reasonable policies, practices, and procedures for the
conduct of the business and, from time to time, to change or abolish such
policies, practices or procedures in order to prevent any redundancy or
duplication of work or for any other reason provided such rights and policies
are not in conflict with any provision of the Agreement and do not abridge the
rights and benefits of employees as conferred by this Agreement or otherwise;
determine and select the uniform and equipment to be used in the Company’s
operations and, from time to time, to change or to discontinue the use of any
uniform or equipment and to select new uniforms or equipment for its
operations, including equipment for new operations; to determine the number of
hours per day or week that operations shall be carried on; to establish day and
night shifts, to set the hours of work and the number of employees for such
shifts, and from time to time to change the shifts and the hours of employees
thereof, to determine the fact of lack or work; to make and enforce safety
rules and rules governing the conduct of employees within the Government
Facilities and for the maintenance of discipline; and take any other measures
which are reasonable and necessary for the orderly, efficient, and profitable
operation of its business.

 

Section 2.   The Company shall have the right at any time
to establish, administrate or alter the practices or customs of break periods
and telephone calls by employees and to limit or restrict such practices
(except as governed by Government regulations) or customs as the Company may
determine necessary.

 

Section 3.   The Company shall have the right to require
of any employee at any time a physical examination by a physician of its
choosing to determine said employee’s physical and mental ability to perform
their job assignment efficiently and safely. The Company shall have the right
to evaluate the ability of the employee to perform their job assignment
efficiently and safely. The Company may promote, demote, lay off, transfer, or
discharge said employee as a result of such evaluation. This Section shall
be interpreted in accordance with applicable federal and state law.

 

Section 4.   The Company shall have the right to conduct
job studies and to evaluate the work performance of the employees by this
Agreement, and shall have the right to

 

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transfer,
or discharge employees for inefficiency, incompetence, or inability to perform
the work assigned to them.

 

Section 5.   The Company shall have the right at any time
to establish, administer, or change a drug and alcohol abuse prevention
program. The Company shall have the right at any time to test employees for
drugs or alcohol and to discipline employees based on the results of such
tests.

 

Section 6.   The above Management Rights are
all-inclusive except where modified by this Agreement.

 

ARTICLE VI

DRUG AND ALCOHOL POLICY

 

Section 1.   The parties recognize that in the security
business, the use of controlled substances or alcohol that cause intoxication
or impairment on-the-job poses risks to the Employer, the affected employee and
his co-workers and the public. An employee cannot perform his or her work
adequately if he or she is under the influence of illegal drugs or alcohol; and
an employee under the influence of drugs or alcohol also presents a danger to
himself or herself and to others. 
Unlawful use of drugs and the abuse of alcohol when not on duty raises
serious questions concerning the competency to perform security work and is
ground for revocation of Employee’s firearms permit.  It is the Employer’s policy to maintain a
drug-free work place. The Employer and the Union agree to the Drug and Alcohol
Policy to maintain a drug-free work place. The Employer and the Union agree to
the Drug and Alcohol Policy attached hereto as Appendix II to this Agreement,
and fully incorporated by reference into this Agreement.

 

ARTICLE VII

DISCIPLINE AND DISCHARGE

 

Section 1.   The Union recognizes and acknowledges that
the Company has the duty of maintaining good discipline among its employees
because the Company is responsible for the efficient operation of its business.

 

Section 2.   The Company shall have the right to
discipline employees for just cause. The disciplinary action will be
administered within five (5) working days, excluding Saturday, Sunday, and
holidays, unless for operational reasons the five (5) working day period has to
be extended – however, disciplinary action will not be withheld for an unreasonable
period of time.

 

Section 3.   In the case of any offense for which an
employee may be discharged, the Company may, in its sole discretion, impose a
lesser penalty.

 

Section 4.   After imposing a penalty for an offense, the
Company may suspend all or part of such penalty or penalties on condition of
good behavior by the employee concerned for a period of not more than one year,
during which time the employee concerned shall be on disciplinary probation. In
the event of misbehavior by the employee during the term

 

4

 

of
probation, the Company may reinstate the suspended penalty in addition to any
new penalty it may impose for the new offense.

 

Section 5.   When an individual accepts employment with
the Company, they are expected to conduct themselves with proper regard for the
rights of others and of the Company. PS1 employees are expected to be good
corporate, as well as private, citizens. Listed in the Rules for Disciplinary
Policies and Procedures Appendix I are a number of serious acts of misconduct,
and the penalties imposed when they occur. Other infractions will be dealt with
as the individual cases require.

 

Section 6.   While on Company or Client premises for the
purpose of investigating a grievance or for any other purpose for which the
Company has given its permission, an employee – representative of the Union
shall have no right to claim any immunity from the requirements of good
discipline. The Rules for Personal Conduct, as well as site specific orders,
and PSI Policies and Procedures will also apply.

 

ARTICLE VIII

NO STRIKES/NO LOCKOUT

 

Section 1.   There shall be no strikes (including
sympathy, unfair labor practice, or wildcat strikes), sit-downs, slow-downs,
work stoppages, boycotts, any acts honoring a picket line or any other acts
that interfere with the Company’s operations or the production or the sale of
its products or services during the term of this Agreement by the Union, its
officers, agents and members, or by the employees. It is understood that the
foregoing proscriptions are specifically intended to include, but are in no way
limited to, the following:

 

(a)   The honoring of a picket line, or any other concerted activity, of
either a sister or affiliated local of the Union, of any other organized unity
at the Company or of any other group or individual; and

 

(b)   The participation in or support or encouragement of any consumer
boycott, advertising boycott, or information picketing of either a sister or
affiliate local of the Union; of any other organized unit at the Company or any
other group or individual.

 

Section 2.   The Union agrees that it will not authorize,
ratify, or condone any strike or any other activity described herein.  In the event of any strike or any other proscribed
activity not authorized, ratified, or condoned by the Union, the Union and its
officers, agents, and representatives will make every good faith effort to end
such activity. Such good faith efforts must include, but are in no way limited
to the following:

 

(a)   The Union will, as soon as possible, declare publicly that such action
is unauthorized;

 

(b)   The Union will inform all employees who participate in the strike or
other proscribed activity that it is their individual responsibility; and

 

5

 

(c)   The Union will instruct all employees involved in the strike or other
proscribed activity to immediately cease this violation of their Agreement and
to return to work

 

Section 3.   The Union shall not question the unqualified
right of the Company to discipline or discharge employees engaging in,
participating in or encouraging such action. 
It is understood that such action on the part of the Company shall be
final and binding upon the Union, and its members, and shall in no way be
construed as a violation by the Company of any provisions of this Agreement.

 

Section 4.   The Company shall have direct recourse to
the National Labor Relations Board or the courts for a violation of this
Article.

 

Section 5.   The Employer shall agree that there shall be
no lockout during the life of this Agreement.

 

ARTICLE IX

REDUCTION OR INCREASE IN FORCES

 

Section 1.   Bargaining unit seniority shall be
calculated from the last date of hire into the bargaining unit.

 

Section 2.   If laid off for lack of work, an employee
shall be retained on the recall list for a period of two years from the day of
lay-off or for a period of time equal to his/her total length of bargaining
unit service, whichever is greater.

 

Section 3.   Whenever there is to be a reduction in force
in the bargaining unit, the employee with the shortest bargaining unit
seniority, who has passed the shooting test and the FPS test, in the
classification affected will be given a minimum of one week notice of lack of work,
provided the Company receives the notification from GSA to that effect prior to
the one week requirement. Employees working less than thirty-seven (37) hours
per defined work week at the time of any layoff will not have more seniority
than those employees working thirty-seven (37) or more hours at the time of any
layoff. However, exceptions will be made to accommodate the Company’s
contractual requirement to maintain an adequate reserve force.

 

Section 4.   The employee notified of lack of work will
be placed in any available opening within the bargaining unit for which
the employee is qualified to perform, provided no additional training or moving
expense is required.

 

Section 5.   Whenever there is a reduction in force in
the bargaining unit due to the General Services Administration eliminating a
security post in an assigned area the employee(s) will have the same rights as
defined in Sections 3 and 4 above by filling available posts and by
replacing employees with the shortest bargaining unit seniority.

 

6

 

Section 6.   Employees recalled from lay-off shall be so
recalled in like manner: reverse order of seniority, the last laid off, who has
passed the shooting test and the FPS test, is first to be recalled.

 

Section 7.   When a vacancy occurs, the vacancy will be
offered to the most qualified present employees in accordance with their
bargaining unit seniority before assigning a new employee to the post.

 

However,
the present employee candidates must meet the requirements for the job vacancy,
be acceptable to the Contracting Officers technical representative (the General
Services Administration Federal Protective Officer in charge of security), and
final selection will be based on work performance and seniority.

 

Section 8.   Seniority employees who are promoted out of
the bargaining unit, but continue to be employed by the Company, shall not
continue to accumulate bargaining unit seniority beyond the date of promotion.

 

ARTICLE X

PROBATIONARY EMPLOYEES

 

Section 1.   New employees and those hired after a break
in continuity of employment shall be considered as probationary employees for
the first ninety (90) calendar days of continuous employment. An employee’s probationary
period can be extended for an additional thirty (30) calendar days by their
supervisor, if warranted.

 

Section 2.   The Company shall have the right to
discharge or otherwise discipline probationary employees during or prior to the
end of the probationary period, with or without cause, and the discharge or
other discipline shall not be the subject of a grievance either by the employee
or by the Union.

 

ARTICLE XI

GRIEVANCE PROCEDURE

 

Section 1.   Any grievance as defined herein initiated by
an employee or group of employees shall be handled in accordance with this
grievance procedure.

 

Section 2.   A grievance is defined as a claim or dispute
with the Company by an employee or employees involving an alleged violation by
the Company of the terms of this Agreement.

 

Section 3.   The employee(s) will attempt to resolve the
grievance by discussion with the Site Supervisor within forty-eight (48) hours
of the time the events giving rise to the grievance occurred, either with or
without their designated representative, as the employee shall elect, in an
attempt to settle the grievance. Pending settlement of the dispute and /or
grievance, the Site Supervisor’s order shall be followed.

 

7

 

Grievances
to be discussed at Step 1 meetings may be investigated by the appropriate Union
Steward who shall be afforded such time off without pay as may be necessary for
purposes of such investigation. The time off shall occur between the date of
the filing of the grievance and its discussion at the Step 1 meeting, and;

 

Section 4.   Step 1:  Upon receiving the decision of the Lead
Supervisor, within five (5) working days, excluding Saturday, Sunday, and
holidays, the employee(s), if dissatisfied with the Lead Supervisor’s
disposition of the request or complaint, may formally present the alleged
grievance in writing to the Contract Manager, with or without their designated
representative being present, as the employee(s) may elect. The grievance
presented in this Step shall be set forth in writing on appropriate forms furnished
by the Union. The written grievance must recite the Article of this
Agreement or Government regulations, which the individual and/or the Union
alleges the Company has violated. The Contract Manager shall be required to
answer the complaint within five (5) working days, excluding Saturday, Sunday,
and holidays, in such written form. Time limits may be extended by mutual
agreement of the parties.

 

(a)   The grievance form shall be completed by the Chief Steward or Shift
Steward and/or alternate Steward, as applicable, dated and signed by the
employee. Two (2) copies will be given to the Contract Manager for disposition.
The Contract Manager will sign and date the form and return one (1) copy to the
employee(s).

 

(b)   If the Contract Manager’s decision is not appealed to Step 2 within
five (5) working days, excluding Saturday, Sunday, and holidays, the grievance
shall be considered settled on the basis of the decision made and shall not be
eligible for further appeal.

 

Section 5.   Step 2:  Any response to a grievance having been
processed through Step 1 without satisfactory settlement, including appeals to
Step 2, shall be reduced to writing by the Chief Steward or Shift Steward
and/or alternate Steward, as applicable, signed and dated by the aggrieved employee
and the Chief Steward or Shift Steward and/or alternate Steward, as applicable,
and submitted to the Vice President or designated representative within ten
(10) working days. Within ten (10) working days from receipt of the written
grievance, the Program Manager will submit an answer in writing to the Union.

 

The
Company reserves the right to conduct Step 2 grievances as a conference call
with the results reduced
to writing.

 

Section 6.   Step 3:  In the event that a grievance has been
processed through Step 2 without satisfactory settlement, either party may
request in writing within five (5) working days, a meeting at the Federal
Building in Louisville, KY between the International Union’s designated
representative(s) and the Company’s designated representative(s) to attempt to
resolve the matter prior to appeal to arbitration. This meeting will occur no
later than five (5) working days after receipt of request for the

 

8

 

meeting
by either party, unless other arrangements are mutually agreed upon by both the
Company and the Union.

 

The
results of this meeting will be reduced to writing, signed and dated by both
the Union representative and the Company representative and each will receive a
copy.

 

In
the event that a grievance has been processed through Step 3 without
satisfactory settlement, the dissatisfied party may, by written notice served
on the other party within ten (10) working days, excluding Saturday, Sunday,
and Holidays, from receipt of the answer to the Step 3 meeting, appeal the
grievance to arbitration.

 

Section 7.   Only the Union or the Company may require
arbitration of the other party to this Agreement.

 

Section 8.   Any grievance submitted that does not
conform to this Agreement will be considered null and void.

 

ARTICLE XII

ARBITRATION

 

Section 1.   If arbitration is requested in accordance
with the above requirements, the parties shall attempt to reach agreement upon
the name of the arbitrator. If the parties are unable to agree upon an
arbitrator within five (5) working days from the date of the request of
agreements to arbitrate, either party may request the Federal Mediation and
Conciliation Service to submit a list of seven (7) arbitrators names from which
to select an arbitrator. When the list is received, either party may reject the
list and request the Federal Mediation and Conciliation Service supply a second
list of seven (7) new names. The representative of the party requesting
arbitration shall strike one name from the list. This process shall then be
repeated with the parties alternating strikes in sequence until only one name
remains. The person whose name remains on the list shall be the arbitrator.

 

Section 2.   Jurisdiction of the arbitrator selected
shall be limited to:

 

(a)           Adjudication of the issues which, under the written terms of the
Agreement which shall be entered into between the parties hereto, are subject
to submission to arbitration;

(b)           Interpretation of the terms of this Agreement which are applicable to
the issue presented to the arbitrator;

(c)           The rendition of a decision or award which in no way modifies, adds to,
subtracts from, changes, or amends any term or condition of the Agreement or
conflicts with the provisions of the Agreement;

(d)           No claims including claims for back wages, by an employee covered by
this Agreement, or by the Union, against the Company shall be valid for a
period prior to the date the grievance was filed in writing;

 

9

 

(e)           A decision or award shall not grant relief extending beyond the
termination date of the contract between GSA and the Company;

(f)            The rendition of a decision or award in
writing which shall include a statement of the reasoning and grounds upon which
such decision or award is based;

(g)           The rendition of a decision or award based solely on the evidence and
arguments presented to the arbitrator by the respective parties in the presence
of each other, and the arguments presented in the written beliefs of the
parties; and

(h)           The rendition of decision or award within thirty (30) calendar days of
the date of presentation of written beliefs by parties.

 

Section 3.   Any dispute which arises under the Agreement
but which is based on events that occur after its termination is expressly
excluded from the jurisdiction of the arbitrator.

 

Section 4.   No one arbitrator shall have more than one
(1) grievance submitted to them, and under consideration by them, at any one
time unless the parties hereto otherwise agree in writing. A grievance shall be
deemed under consideration by an arbitrator until the arbitrator has rendered
their decision and award in writing.

 

Section 5.   The Arbitrator’s decision will be final and
binding upon the Company, the employee or employees involved, the Union and
its’ members.

 

Section 6.   Only grievances which involve an alleged
violation by the Company of a provision in this Agreement and which are
processed in the manner and within the time limits herein provided shall be
subject to arbitration. Notwithstanding any other provision of the Agreement,
no grievance shall be arbitratable with respect to:

 

(a)           Any matter involving the administration, interpretation, or application
of any insurance plans;

(b)           Any claim which, if true, would constitute a violation of any Federal
or State legislation concerning discrimination and/or the National Labor
Relations Act, or which, in any case, would be within the jurisdiction of the
National Labor Relations Board, and;

(c)           A decision of the Company to discipline, discharge, or otherwise not
retain or hire an employee based on the U.S. Government’s or any of its
Officials determinations that an employee is unacceptable to the Government to
perform service on the service contract irrespective of the reason or reasons the
U.S. Government, or arty of its Officials find the employee unacceptable to
perform services. Evidence of the Government’s determination shall be given to
the employee upon termination from the Company.

 

Section 7.   Arbitrator’s fees and expenses shall be
shared equally by the Union and the Company. Each party will bear its own legal
expenses and costs incidental to witnesses.

 

10

 

ARTICLE XIII

CONTRACT MANAGER AND LEAD SUPERVISOR

 

Section 1.   The operation of and the authority and
control over the security force shall be vested exclusively in the Company
through its representatives, the Contract Manager and Lead Supervisors. The
Contract Manager and Lead Supervisors may be called to perform the duties of a
Security Officer in emergency situations (Security Officer not reporting for
duty, late for duty, becoming sick while on shift, etc.). The Site Supervisor
will perform the duties of a Security Officer in emergency situations until a
bargaining unit member can be called in. The Supervisors may provide required
relief breaks to productive guards at any time while they are acting in a
supervisory/lead capacity.

 

Section 2.   Bargaining unit officers shall perform any
and all bargaining unit work pertaining to their respective work assignments.

 

Section 3.   The Company shall designate the days and
nights or combination of days and nights which each employee shall work during
the week.

 

Section 4.   The Contract Manager and Site Supervisor
shall have the authority to call their work force or any part of it to work at
different hours.

 

Section 5.   If an employee works a holiday or is called
in when not scheduled, their schedule later in the defined work week will
not be adjusted without the employee’s approval.

 

Section 6.   The Lead Supervisor shall post a two (2)
week work schedule every other Thursday by 2:30 pm EST. If changes are to
be made, the Lead Supervisor will make every effort to change as few employee’s
schedules as possible. The Lead Supervisor will notify all effected employees
of said changes.

 

ARTICLE XIV

HOURS OF WORK

 

Section 1.   Eight (8) hours, exclusive of lunch period,
shall constitute a shift’s work, forty (40) hours shall constitute a week’s
work. The workweek shall be from Monday 0001 to 2400 hours Sunday, exclusive.
The provisions of this Article are intended merely to provide for normal
hours of work and to provide a basis for determining the number of hours work
for which an employee shall be paid at overtime rates, and nothing herein shall
be constructed as a guarantee by the Company of any specified number of hours
of work per day or per week or as a limitation on the hours of work per day or
per week.

 

Section 2.   An  unpaid
lunch period, not to exceed thirty minutes (30) shall be provided on each
shift. The Company shall designate the time of said lunch period.

 

11

 

Section 3.   Each employee will be given a paid fifteen
(15) minute break for every four (4) hours of continuous work. This break time
will be paid to the employee only if the employee demonstrates that they have
taken this rest period away from their work assignment.

 

Section 4.   The Company shall have the exclusive right
to establish new shifts in addition to the shifts in effect at the time this
Agreement was executed.

 

Section 5.   Posts and hours are contingent upon the
contractual agreement between the Company and the Government.  Any changes of shift hours will be discussed
with the Union prior to implementation; however, the Company will have final
authority in establishing shifts.

 

Section 6.   A shift differential of $.35 per hour shall
be paid for each hour worked on any shift between 1500 hours and 2259 hours. A
shift differential of $.50 per hour shall be paid for each hour worked on any
shift between 2300 hours and 0659 hours. Shift differential does no apply to
shifts starting at 0700 hours. All hours worked beyond the end of an employee’s
shift of record will continue to be paid in the same manner as the hours worked
during the shift of record. A shift cutting across two (2) calendar days shall
be treated as worked on the day on which the shift begins.

 

Section 7.   The employee shall enjoy two (2) consecutive
days of rest every defined workweek, unless operational commitments preclude
the same.

 

Section 8.   An employee’s applicable shift begins when
the employee is properly posted and the other employee is properly relieved in
accordance with the post hour of operation. Eastern Standard Time or Central
Standard Time (as applicable by post location) shall be recognized as the
official time of record.

 

Section 9.   Any employee called in to work at a time
other than his normal shift will be guaranteed four (4) hours work or four (4)
hours pay at the applicable hourly rate. A call out is considered to be after
an employee has completed his normal shift and has punched out and departed
from his assigned work area.

 

Whenever
an off duty employee is called for overtime by a supervisor or his designee,
the supervisor or his designee must speak to the employee for the overtime to
be acknowledged.

 

ARTICLE XV

OVERTIME

 

Section 1.   Overtime payment shall be as follows:

 

(a)   At the rate of time and one half for hours worked in excess of forty
(40) hours in any given workweek.

(b)   The overtime wage shall not include any fringe benefit payment.

 

12

 

(c)   Leave time is always disregarded in computing overtime.

(d)   If an employee works in excess of twelve (12) consecutive hours in any
twenty-four (24) hour period, the employee will be compensated at double-time
for any hours worked in excess of twelve (12) consecutive hours.

 

Section 2.   The Company shall make every effort to
distribute overtime as evenly as possible during the life of this Agreement.

 

Section 3.   Overtime will be distributed to the assigned
regional area defined as the area under the jurisdiction of the Regional Lead
Supervisor. In an effort to minimize cost to the Company, overtime will be assigned
in a manner both beneficial to the Company and the employee. Distribution is as
follows:

(a)   Part-time employees

(b)   The most qualified senior level employees

 

ARTICLE XVI

SCALE OF WAGES

 

Section 1.   Beginning the effective date of this
Agreement, or as determined by Article I of this Agreement, the Company
agrees to pay not less than the following minimum wage rate:

 

	
  Job
  Position

  	
   

  	
  Rate

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  Guard
  II

  	
   

  	
  $

  	
  14.97

  	
   

  
					

 

Beginning
December 16, 2004, or the date of the modification to the service contract
between the Client and the Company incorporating wage rates found in this
Section, whichever is later, the Company agrees to pay not less than the
following minimum wage rate:

 

	
  Job
  Position

  	
   

  	
  Rate

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  Guard
  II

  	
   

  	
  $

  	
  15.49

  	
   

  
					

 

Beginning
December 16, 2005, or the date of the modification to the service contract
between the Client and the Company incorporating wage rates found in this
Section, whichever is  later, the
Company agrees to pay not less than the following minimum wage rate:

 

	
  Job
  Position

  	
   

  	
  Rate

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  Guard II

  	
   

  	
  $

  	
  16.03

  	
   

  
					

 

Section 2.   New hire personnel, while in training, will
be paid at the minimum wage rate established by the U.S. Department of Labor.

 

13

 

Section 3.   Incumbent personnel, while attending annual
or refresher training specific to the work site will be paid at the wage rate
established in Section I of this article. 
If attendance at training classes results in the employee working in
overtime, the above pay rates will be paid at time-and-a-half. If an employee
is in an overtime status, as defined by Article XV section l(d), they
shall be compensated at that rate.

 

Section 4.   It is understood that the Company may hire
part-time employees to perform bargaining unit work. The Company shall not be
required to employ such part-time employees for any minimum number of hours per
day or days per week.

 

ARTICLE XVII

HOLIDAYS

 

Section 1.   The following paid holidays will be provided
annually:

 

New
Years Day

Martin
Luther King’s Birthday

Washington’s
Birthday

Good
Friday

Memorial
Day

Independence
Day

Labor
Day

Columbus
Day

Veterans
Day

Thanksgiving
Day

Christmas
Day

 

In
addition to the Holidays listed above, employees shall be granted any Holiday
that is designated by the U.S. Government as a holiday, or other day which
federal employees are not required to report to work under Presidential
Proclamation and will be paid as provided, in this Article, provided the
Company receives approval for reimbursement for the Holiday from the
Government.

 

Section 2.   All holidays shall be observed on the day
designated by the Federal Government.

 

Section 3.   Holiday pay will be administrated according
to CFR 29, sections 4.171 and 4.176 (attached).

 

Section 4.   Employees receive holiday pay based upon the
number of hours worked in the previous defined workweek. Holiday hours paid to
at employee is calculated as the number of regular hours worked (regular
productive, training hours, holiday, and authorized PTO taken) divided by
thirty-seven (37) hours. The result is multiplied by eight (8) hours. The
maximum amount of holiday pay earned by any employee as a

 

14

 

result
of this calculation shall not exceed eight (8) hours. Holiday pay will be
recorded and paid in whole number increments only, decimal places will not be
considered.

 

Example 1:   James worked 30 regular hours
the workweek previous to the Christmas holiday. For the Christmas holiday,
James would be entitled to six (6) hours of holiday pay (30 hours worked the
previous workweek divided by 37 hours multiplied by eight (8) hours holiday =
six (6) hours holiday pay due James).

 

Example 2:   Jane worked 37 regular hours
the workweek previous to the Christmas holiday. For the Christmas holiday, Jane
would be entitled to the maximum eight (8) hours of holiday pay (37 hours
worked the previous workweek divided by 37 hours multiplied by eight (8) hours
holiday = eight (8) hours holiday pay due Jane).

 

Example 3:   John worked 40 regular hours
the workweek previous to the Christmas holiday. For the Christmas holiday, John
would be entitled to the maximum eight (8) hours of holiday pay (40 hours
worked the previous workweek divided by 37 hours multiplied by eight (8) hours
holiday = eight (8) hours maximum holiday pay due John).

 

Section 5.   An employee that performs no work during the
workweek in which a named holiday occurs is not entitled to holiday pay in
accordance with 29 CFR 4.174 of the Service Contract Act.

 

ARTICLE XVIII

PERSONAL TIME OFF

 

Section 1.   The following Personal Time Off (PTO)
schedule will be observed:

 

	
  Years of Service

  	
   

  	
  Maximum Hours Earned

  
	
  One

  	
   

  	
  176 Hours

  
	
  Four

  	
   

  	
  216 Hours

  
	
  Seven

  	
   

  	
  256 Hours

  
	
  Ten

  	
   

  	
  296 Hours

  

 

PTO
includes vacation, sick leave, and personal time off with pay.

 

Section 2.   PTO will be administrated according to CFR
29, sections 4.173 and 4.176 (attached).

 

Employees
earn PTO based upon the number of regular hours worked (regular productive,
training, holiday, and authorized PTO taken) from the previous year’s seniority
date to the current year’s seniority date divided by 1,924 hours. The result is
multiplied by the maximum number of PTO hours attainable for their years of
service. The maximum amount of PTO earned by any employee as a result of this
calculation shall not exceed the maximum hours attainable for their years of
service. PTO pay will be earned in whole number increments only. Decimal places
will not be considered.

 

15

 

The
Company shall provide a separate check to officers who cash out their PTO days
on their anniversary date.

 

Example 1:   James’ seniority date is
June 1, 1999.  On June 1, 2000,
James’ first seniority anniversary. Payroll would research the regular hours
James worked from June 1, 1999, to June 1, 2000. Payroll found that
James worked 1,000 regular hours during this time and that for one year of
service, an employee working on James’ contract could earn a maximum of 80
hours of PTO. James would have 41 hours of PTO posted to his account (1,000
hours worked the previous seniority year divided by 1,924 hours multiplied by
80 hours PTO = 41 hours PTO).

 

Example 2:   Jane’s seniority date is
June 1, 1999. On June 1, 2000, Jane’s first seniority anniversary,
Payroll would research the regular hours Jane worked from June 1, 1999, to
June 1, 2000. Payroll found that Jane worked 1,924 regular hours during
this time and that for one year of service, an employee working on Jane’s
contract could earn a maximum of 80 hours of PTO. Jane would have the full 80
hours of PTO posted to her account (1,924 hours worked the previous seniority
year divided by 1,924 hours multiplied by 80 hours PTO = 80 hours PTO).

 

Example 3:   John’s seniority date is
June 1, 1999. On June 1, 2000, John’s first seniority anniversary,
Payroll would research the regular hours John worked form June 1, 1999, to
June 1, 2000. Payroll found that John worked 2.080 regular hours during
this time and that for one year of service, an employee working on John’s
contract could earn a maximum of 80 hours of PTO. John would have the full 80
hours of PTO posted to his account (2.080 hours worked the previous seniority
year divided by 1,924 hours multiplied by 80 hours PTO = 80 hours maximum PTO
earned).

 

When
two (2) or more employees request PTO during the same time period, and the
Company cannot release then due to work requirements, seniority shall be the
deciding factor, except in emergency situations.

 

The
employee may utilize PTO time to which they are entitled, with approval from
the Contract Manager or Lead Supervisor in accordance with PSI Policies and
Procedures.

 

The
Company reserves the exclusive right to schedule and change in operational
emergency situations the PTO time of each employee and to generally administer
the PTO plan to assure efficient and orderly operation of the Company.

 

ARTICLE XIX

JURY/WITNESS DUTY

 

Section 1.   Leave of absence shall be granted to
employees who are summoned for jury duty or subpoenaed as a witness. Any
employee summoned to jury duty or subpoenaed as a witness shall present the
summons or subpoena to the Company in a timely manner. Employees shall be
compensated based on the difference between the jury or witness pay and their
regular straight time rate for up to eight (8) hours for each scheduled work
day

 

16

 

missed,
up to a maximum of ten (10) days per calendar year. Employees will be required
to produce evidence that they were called and required to serve on a jury or as
a witness on the days for which compensation is requested. If subpoenaed as a
witness for the Company, the employee will be paid regardless of the time.

 

Section 2.   Any security officer who witnesses an
occurrence, which is in connection or related to the contract between the
Company and the GSA contract, and as a result of the witness of said occurrence
and pursuant to proper subpoena, has to testify in court as part of his duty as
a security officer employed by the Company, will be paid the difference between
the fee received for such services and the amount of straight-time earnings
lost by the employee by reason of such service as Contractor/GSA witness duty
pay, provided that the employee submits evidence of the total amount received
as a witness and the total amount of court time spent as a witness.  

 

Any
other type of jury or witness duty is unpaid leave

 

Section 3.
Contractor/GSA witness duty pay will not be paid in addition to any other type
of pay for the same days. The hours paid for, but not worked, will count as
leave with pay.

 

ARTICLE XX

BEREAVEMENT LEAVE

 

Section 1.   An employee who is absent from work because
of the death and funeral of their wife, husband, mother, father, son, daughter,
sister, brother, grandfather, grandmother, grandson, or granddaughter will be
granted up to three (3) consecutive work days bereavement leave at
straight-time pay. Also included are current step and in-law relationships
based on the above listing.

 

Section 2.   Notices of intent to be absent on
bereavement leave shall be given by the employee to the Contract Manager or Lead
Supervisor in accordance with PSI Protective Forces Policies and Procedures.

 

Section 3.   No more than three (3) consecutive work days
will be allowed should more than one (1) death occur in the immediate family
within any three (3) day period. Additional days off may be taken as leave
without pay, subject to the approval of the Lead Supervisor and Contract
Manager.

 

Section 4.   No absence shall be granted in cases where,
because of the distance or other cause, the employees do not attend the funeral
of the deceased.

 

Section 5.   Bereavement pay will not be paid in addition
to any other type of pay for the same days, or when the employee is on approved
leave of absence for any other reason. 
The hours paid for, but not worked, will count as leave with pay, and
shall not be used in computing any health and welfare or uniform allowance
payments or any PTO or any holiday pay earned.

 

17

 

ARTICLE XXI

NOTICE

 

Section 1.   Whenever notice is to be given under the
terms of this Agreement to either party hereto, it shall in all cases, except
where some other method is specifically prescribed herein, be sent by
“Certified Mail, Return Receipt Requested,” to the following addresses with
respect to the Company and the Union:

 

 

Company:

Paragon
Systems, Inc.

3317
Triana Blvd.

Huntsville,
AL 35805

 

 

Union:

Local
110, SPFPA

P.O.
Box 21324

Louisville,
Kentucky 40221-0324

 

ARTICLE XXII

CONFLICTS WITH THE LAW

 

Section 1.   In the event any federal or state law
conflict with any provision of this Agreement, the provision or provisions so
affected shall no longer be operative or binding upon the parties, but the
remaining portion of the Agreement shall continue in full force and effect.

 

ARTICLE XXIII

SAFETY AND HEALTH

 

Section 1.   The Company agrees to maintain conditions of
health and sanitation conformity with all applicable federal and state laws.

 

ARTICLE XXIV

UNPAID LEAVES OF ABSENCE

 

Section 1.   The Company will permit an authorized
representative of the Union an unpaid leave of absence to attend meetings
and/or conventions of the Union, provided a written request is received by the
Contracts Manager two (2) weeks prior to the beginning of such leave and
providing that this leave doesn’t negatively impact Company operations. In no
event will more than two (2) Union representatives be permitted a leave under
this provision. The maximum period of such leave shall be seven (7) days each
per year.

 

18

 

Section 2.   Unpaid leaves of absence other than Union
business will be made in conformance with PSI Policies and Procedures.

 

Section 3.   Unpaid leaves of absence will not be counted
as hours worked.

 

ARTICLE XXV

UNION REPRESENTATIVES

 

Section 1.   The Union shall designate from the employees
such representatives as it deems appropriate and the Company shall recognize
them as such. The amount of Unit Representatives shall not exceed one Chief
Steward in Louisville, KY. A Shift Steward for the eastern region. A Shift
Steward for the western region. A Shift Steward for the central region. A Shift
Steward for the southern region. Alternate Stewards will be elected where
necessary. The union will notify the Company, in writing, of all elected
officers and Stewards. The alternate Steward(s) shall only function in their
assigned Shift Steward’s absence and shall only represent those employees
reporting to the same office (Louisville, KY or Corbin, KY) as the Chief
Steward or Shift Steward, as applicable. Upon return of the Chief Steward or
Shift Steward, the alternate Steward will immediately surrender representation
on any issue to the Chief Steward or Shift Steward, as applicable. The Union
shall notify the Company within seventy-two (72) hours of the names of those so
elected or appointed. When it is necessary for any Steward to leave work for
the purpose of handling a grievance, he/she shall first notify the Contract
Manager or Lead Supervisor and shall again advise the Contract Manager or Lead
Supervisor after the business has been concluded. Under no circumstances will
the Union conduct business/discussions regarding any issues, with the Company’s
customers. Time spent by Union representatives and employees conducting Union
business for the purpose of adjudicating grievances or negotiating
Company/Union Agreements shall be counted as leave without pay. Union business
will not be conducted by any employee during their normal duty hours.

 

Section 2.   The Chief Steward, Shift Steward or
alternate Steward, as applicable, will give seven (7) working days notice time
to the Contract Manager or Lead Supervisor to allow for a replacement to be
reasonably obtained to stand duty at the Chief Steward’s, Shift Steward’s or
alternate Steward’s, as applicable, post.

 

Section 3.   The Company will not be forced to call in an
off duty employee or hold over an employee to stand in for the Chief Steward
the Shift Steward or the alternate Steward, as applicable.

 

ARTICLE XXVI

NO DISCRIMINATION

 

Section 1.   The parties in this Agreement agree that
there shall be no discrimination in the employment opportunities because of
sex, race, religion, color, national origin, age, membership or activity in the
Union nor in violation of the Civil Rights Act of 1964.

 

19

 

ARTICLE XXVII

UNION SECURITY CLAUSE

 

Section 1.   Following the signing and ratification of
this Agreement, all incumbent employees shall be required to pay periodic dues
established by the Union, or as prescribed for under the Beck decision (Beck vs.
CWA, 487US735, 1988), as a condition of continued employment. All employees
hired after the execution of this Agreement shall be required to join the Union
within thirty (30) calendar days following the date of their employment and
continue to be members in good standing and pay initiation fees and the
periodic dues established by the Union, or as prescribed for under the Beck
decision (Beck vs. CWA 487US735, 1988), as a condition of continued employment.

 

Section 2.   The Company will, for every employee who so
desires and remits to the Company a signed, original Union Dues Authorization
card, deduct from the earnings payable to such employee, each pay period, the
dues (including initiation fee, when the Union notifies the Company to deduct
the fee) for such employee membership in the Union and shall remit same to the
Financial Secretary-Treasurer of the Local Union monthly. The Company will not
be responsible for collection of dues in arrears. At the time that dues are
remitted by the Company to the Union, the Company will submit a list of the
names of the employees hired under this Agreement during the same month for
which the Company is remitting dues to the Union.

 

ARTICLE XXVIII

POSTING

 

Section 1.   The Company shall make a bulletin board
available for use by the Union for the posting of notices.

 

ARTICLE XXIX

ISSUES OF GENERAL APPLICATION

 

Section 1.   The Company shall issue all items of uniform
and equipment, which are prescribed by the Federal Government and in accordance
with contractual agreement between GSA and Paragon Systems. Inc., making
available such list to the Union or its Representative(s) upon written request
to the Contract Manager.  Uniforms and
equipment are the property of PSI. Employees are required to turn in all
uniforms and equipment upon termination from the Company,

 

Section 2.   The Company will furnish all employees with
an initial adequate number of uniforms without cost to the employee. In
addition, where uniform cleaning and maintenance is made the responsibility of
the employee, the Company shall reimburse all employees for such cleaning and
maintenance at a rate of $2.00 a day. 
Uniform allowance is not paid on training hours. The Company will
provide at no cost to the employee, replacement uniforms and equipment as
needed when they are worn out and cannot be repaired, except for neglect.
Uniforms will be kept cleaned, pressed, and serviceable, to include proper fit
and tailoring, by the employee. The Company reserves

 

20

 

the
right to inspect uniforms and/or equipment at any time to ensure that the
employee is properly maintaining their uniforms and/or equipment.

 

Section 3.   The Company shall provide all training and
equipment as mandated by the Federal Government and shall make such information
available to the Union or its Representative upon written request.

 

Section 4.   Travel pay (auto or truck mileage) at the
approved Government rate in effect at the time of travel, will be paid only for
mileage using a personal owned vehicle (POV) and travel is at the direction of
the Company, to a location that is not the regularly assigned Post for any
individual employed by Paragon Systems if the distance is greater than 60 miles
one-way. In the event the individual is required by Company supervision to
spend the night at any location specified by the company, then the individual
is eligible for per diem at the Government – allowed rate for that location.
Receipts must be turned in to the company for all charges and charges that are
not covered by receipts will not be paid. The Company’s liability is limited to
the per diem rates in effect at the location at the time of travel.

 

In
no case shall the Company pay any individual travel pay for transportation to
or from a regularly scheduled work assignment location. The Company will make
every effort to assign the individuals as close to home as possible for their
work assignments but it retains the freedom to assign personnel as required to
fulfill the requirements of the contract.

 

ARTICLE XXX

HEALTH AND WELFARE BENEFITS

 

Section 1.   The Company will pay to each employee $2.75
per regular hour worked, including regular productive, authorized PTO taken,
holiday and training, health and welfare pay for the purpose of purchasing medical
related insurance, up to a maximum of 40 hours per defined workweek and 2,080
hours per year for the duration of this Agreement, December 16, 2003
through December 15, 2006.

 

Health
and welfare requirement will be administrated according to 29 CFR,
section 4.175 (attached).

 

21

 

Signature Page

 

 

	
  /s/
  Charles Keathley

  	
   

  
	
  Charles
  Keathley – President

  
	
  Paragon
  Systems, Inc.

  
	
   

  
	
  For
  the Union:

  
	
   

  
	
   

  
	
  /s/ James Allen

  	
   

  
	
  James
  Allen – International Vice President

  
	
  Region
  IV, International Union

  
	
  Security,
  Police and Fire Professionals of America (SPFPA)

  
	
   

  
	
   

  
	
  /s/ Gene McConville

  	
   

  
	
  Gene
  McConville

  
	
  Director
  of Special Projects (SPFPA)

  
	
   

  
	
   

  
	
  /s/ John Cummins

  	
   

  
	
  John
  Cummins – President

  
	
  Local
  110 (SPFPA)

  
	
   

  
	
   

  
	
  /s/ Gary Meredith

  	
   

  
	
  Gary
  Meredith – Steward

  
	
  Local
  110 (SPFPA)

  
	
   

  
	
   

  
	
  /s/ William Stewart

  	
   

  
	
  William
  Stewart – Steward

  
	
  Local
  110 (SPFPA)

  
	
   

  
	
   

  
	
  /s/ Druie Garrett

  	
   

  
	
  Druie
  Garrett – Shift Steward

  
	
  Local
  l10 (SPFPA)

  

 

 

22

 

APPENDIX I

 

MEMORANDUM

 

30
July 2001

 

TO:  All Paragon Systems, Inc. Employees

 

FROM:  Charles “Chuck” Keathley

 

SUBJECT:  Disciplinary Policies and Procedures

 

Paragon
Systems Inc. supervisors and administrators will have the authority to
recommend disciplinary action on employees for just cause. All incidents will
be fully investigated, documented, and evaluated by the Project Manager before
disciplinary action is taken.

 

Project
Manager will have the authority to impose less punishment than is promulgated
in this policy, but not more.

 

1.     Written Reprimand or Suspensions will be put into effect on first offense, whenever misconduct or
behavior is not of a serious nature. Suspension time may vary depending on
seriousness of the offense.

 

2.     Dismissal will be
effected in those cases when deemed by management to be extreme and serious in
nature.

 

No
employee will be dismissed on the basis of race, color, religion, sex, or
national origin.  Employees who are
dismissed will not be eligible for re-employment with Paragon Systems Inc.

 

3.     Table of Offenses

 

	
  Offense’s

  	
   

  	
  1st Off

  	
   

  	
  2nd Off

  	
   

  	
  3rd Off

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  a.  Leaving work location during working hours
  without permission of supervisor.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  b.  Loitering or loafing during working hours
  sitting down, reading, listening to radio, etc.

  	
   

  	
  LOC

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  c.  Failure to be at work site, ready to begin
  work at starting time.

  	
   

  	
  LOC.

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  

 

1

 

	
  Offense’s

  	
   

  	
  1st Off

  	
   

  	
  2nd Off

  	
   

  	
  3rd Off

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  d.  Failure to turn in a worksheet whenever
  required

  	
   

  	
  LOC

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  e.  Failure to call supervisor and check in
  when assuming duties.

  	
   

  	
  LOC

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  f.  Refusing to obey orders pertaining to work
  or Supervisors duties.

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  g.  Personal work on Paragon Systems Inc. time.

  	
   

  	
  LOC or LOW

  	
   

  	
  S or D

  	
   

  	
  D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  h.  Unauthorized use of telephone, machines or
  other officer equipment.

  	
   

  	
  LOC
  or LOW

  	
   

  	
  S
  or D

  	
   

  	
  D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  i.  One absence (without good cause)

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  j.  Tardiness without good cause.

  	
   

  	
  LOC

  	
   

  	
  LOW

  	
   

  	
  D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  k.  Creating or contributing to unsanitary
  Conditions.

  	
   

  	
  LOC

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  1.  Signing in another employee who is late
  with wrong time.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  m.  Posting or removal of notices, signs or
  writing in any form on Paragon Systems Inc. bulletin boards, without
  permission.

  	
   

  	
  LOW
  or S

  	
   

  	
  S
  or D

  	
   

  	
  D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  n.  Signing daily worksheet for another
  employee.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  o.  Speeding or careless driving, while
  operating a Paragon Systems Inc. vehicle.

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  p.  Unauthorized use of Paragon Systems Inc.
  vehicles.

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  q.  Obscene, abusive language and/or malicious
  gossip and/or spreading of rumors.

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  r.  Threatening, intimidating, coercing fellow
  employees at any time.

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  

 

2

 

	
  Offense’s

  	
   

  	
  1st Off

  	
   

  	
  2nd Off

  	
   

  	
  3rd Off

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  s.  Theft or attempted theft of any property.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  t.  Gambling or playing any game of chance on
  Paragon Systems or employers premise while on duty.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  u.  Possession of or drinking of any alcoholic
  beverage on premises.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  v.  Reporting to work under the influence of
  drugs or alcoholic beverage or having alcohol on your breath.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  w.  Deliberate destruction or damage of
  Company, Government, or other Employee’s property.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  x.  Misuse or removal from the premises without
  proper authority of any document or confidential information.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  y.  Boisterous, offensive immoral or indecent
  conduct on Paragon Systems Inc. or employer premises.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  z.  Possession of illegal weapons or Paragon
  Systems Inc. or employers premises.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  aa.  Possession or use of illegal drugs on
  Paragon Systems Inc. or employers premises.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ab.  Sleeping during working hours

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ac.  Overstaying a leave of absence without
  permission.

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ad.  Incomplete uniform or mixed uniform.

  	
   

  	
  LOC

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ae.  Unauthorized use of uniform during
  non-working hours.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  af.  Misconduct on company or client’s property

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  

 

3

 

	
  Offense’s

  	
   

  	
  1st Off

  	
   

  	
  2nd Off

  	
   

  	
  3rd Off

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ag.  Violation of company or client’s rules

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ah.  Fighting on company or client’s property.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ai.  Testing positive for drugs or alcohol use.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  aj.  Disparagement of the company whether this
  occurs on or off company or clients property.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ak.  Insubordination to any company executive or
  project manager, supervisor, or administrator, of Paragon Systems Inc. or its
  clients.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  al.  Giving false information on their
  employment in the employment application regardless of the employee’s length
  of service at the time Paragon Systems Inc. discovers the false information.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  am.  False statement or giving misleading
  information about the company or any company executive or project manager of
  false information about our client.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  an.  Refusal to answer any questions related to
  the job to the project manager or company executive or our client.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ao.  Racial or sexual harassment.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ap.  Refusal to submit to a drug or alcohol
  test.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  aq.  No call, no show for work when scheduled.

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  	
   

  	
  D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ar.  Not knowing when you are scheduled to work,
  (this is an employee’s responsibility).

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  	
   

  	
  D

  

 

4

 

	
  Offense’s

  	
   

  	
  1st Off

  	
   

  	
  2nd Off

  	
   

  	
  3rd Off

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  as.  Making a change to the
  schedule without the Supervisor (CPT) prior approval.

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  at.  Calling off from duty with less than four
  (4) hours notice.

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  	
   

  	
  D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  au.  Calling off from duty on weekend or holiday.

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  	
   

  	
  D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  av.  Calling off from duty after a weekend or
  holiday, (1st duty day scheduled).

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  	
   

  	
  D

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  aw.  Excessive use of force.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ax.  Failure to report Hazardous conditions.

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ay.  Failure to cooperate in an official
  investigation.

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ba.  Any breach of security procedures
  discovered by Paragon Systems Inc. or its client.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  bc.  Falsification, concealment, removal,
  mutilation or destruction of government documents or records.

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  bd.  Unauthorized use of authority or
  credentials.

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  be.  Misuse of weapons.

  	
   

  	
  D

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  bf.  Other security violations

  	
   

  	
  S
  or D

  	
   

  	
  D

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  bg.  Use of personnel cell phones on Paragon
  Systems Inc. time.

  	
   

  	
  LOW

  	
   

  	
  S
  or D

  	
   

  	
  D

  

 

NOTE:
The company will identify inefficiency as follows:

Neglect
of duty, unexcused absence and tardiness, breach of the company and clients
SOP, Security Procedures, refusal to perform work assigned to them without an
acceptable excuse. Managers will have the discretionary authority and power to
determine final disposition of inefficiency. 
These offenses are not all inclusive.

 

5

 

It
is each employee’s responsibility to be knowledgeable of and review monthly all
Memorandums and Security Procedures and Policies.

 

	
  LEGND:

  	
   

  	
  LOC

  	
   

  	
  Letter
  of Counseling

  
	
   

  	
   

  	
  LOW

  	
   

  	
  Letter
  of Warning

  
	
   

  	
   

  	
  S

  	
   

  	
  Suspension

  
	
   

  	
   

  	
  D

  	
   

  	
  Dismissal

  

 

 

	
  /s/ Charles Keathley

  	
   

  
	
  Charles
  Keathley, President

  

 

6

 

APPENDIX II

 

Drug
and Alcohol policy

 

Paragon
Systems, Inc. will not tolerate the use or the possession of any
controlled/illegal substance or alcohol while on Company property or at any
Paragon site for any reason.  

 

An
exception will be made for those controlled substances prescribed by a licensed
physician, and then only when the performance of an employee will not be
impaired.

 

If
an employee reports to post seemingly under the influence of either drugs or
alcohol, Paragon Systems management reserves the right to remove the employee
from that post and order testing if deemed necessary.  All employees will report to work sober and
of sound mind, this is imperative to maintain the safety of those who depend on
our services.

 

Any
employee found to violate this policy will face immediate disciplinary action,
which could include termination.

 

NO DRUGS ARE ALLOWED OR TOLERATED ON ANY
PARAGON SYSTEMS

PREMISES OR LOCATIONS AT ANY TIME FOR ANY REASON EXCEPT THOSE

LEGITIMATELY PRESCRIBED BY A DULY LICENSED
PHYSICIAN AND THEN

ONLY WHEN THE PERFORMANCE OF AN EMPLOYEE IS
NOT IMPAIRED.

 

ANY INDIVIDUAL VIOLATING THIS POLICY WILL BE
DEALT WITH

IMMEDIATELY AND APPROPRIATELY.

 

Having
defined the policy broadly, it will be further refined and defined below. The
Federal Government requires Paragon Systems to have a drug and alcohol free
policy and Paragon Systems fully endorses that requirement. Productive work
cannot be conducted nor can the safety and well being of employees and of customers
be ensured if there are drugs or alcohol allowed or tolerated on the
premises.  Specifically, it is an
offense;

 

•      To bring
to the workplace any drugs not prescribed by a licensed physician

•      To
manufacture illegal drugs on Paragon Systems’ premises or customer locations

•      To
distribute illegal drugs on Paragon Systems’ premises or customer locations

•      To
possess illegal drugs on Paragon Systems’ premises or customer locations

•      To
dispense illegal drugs on Paragon Systems’ premises or customer locations

•      To
condone or protect others who participate in any of the above actions”

•      To report
to duty under the influence of alcohol

•      To report
to duty with alcohol in your possession

 

The
above list contains some instances that are considered violations of the
policy. However this list is not all-inclusive and each case will be handled
individually and according to circumstance.

 

Any
persons Found engaging in any of the above-mentioned activities will be subject
to immediate disciplinary action including but not limited to.

 

•      The
individual may be relieved of duty and terminated on the spot

•      The
individual, depending on the circumstance, may be counseled and given ONE
warning for violation of policy.

•      The
individual may be allowed to go to a Drug/Alcohol Rehabilitation Program that
the individual will be responsible for selection of and payment.

 

 

•      The
individual may be placed on adminstrative leave without pay until he/she can
prove to the satisfaction of Paragon Systems’ management that he/she is drug/alcohol
free and can reasonably be expected to remain that way

 

Paragon
Systems does not have a drug/alcohol rehabilitation program, but will allow an
employee to select a program.  The
employee is responsible for required attendance and for any monetary
obligations attributed to the program. Paragon Systems Management will take any
employee, into consideration, with a drug or alcohol dependency, who decides to
come forward on his/her own accord, and expresses a desire to receive
professional assistance. Paragon Systems will try to give that employee every
opportunity to help himself/herself within bounds of the contractual
requirements the employee is working under. However, Paragon Systems reserves
the right to protect the company’s interest in all cases and the decision of
Paragon Management will be the final decision on the issue.

 

Each
employee, as a matter of employment, must certify to the Personnel Department
that they are drug free at the time of hire and will remain drug/alcohol free
during the time he/she is in the employ of Paragon Systems.  Paragon Systems reserves the right to conduct
a drug test on any individual at any time without prior notice.  The first drug test will be conducted at
Paragon’s expense.  If the employee does
not agree with the test, the employee has the right to take a second test at
his/her own expense.  The retest must be
done under a controlled environment and under the direction of the doctor or
certified technician that administered the first test. This is to insure that
there has been no cheating or “fixing” on the test.

 

Dangers
of drugs/alcohol in the workplace are extensive and counterproductive to
productive work and or work ethics.  Many
of the Paragon Systems personnel carry loaded weapons in the conduct of their
duty. Impaired judgment presents a serious hazard to all persons within range
of that weapon and will not be tolerated in any manner. In other cases,
individuals driving company vehicles or other vehicles, become a serious hazard
when under the influence of illegal drugs or alcohol. Further, personnel in
Paragon Systems must make decisions that, wrongly made, could cost the
Government and Paragon Systems untold amounts of money and create a serious
hazard not only to the personnel in the field they are to support, but to
themselves and to others working around them, Persons under the influence of
drugs or alcohol are a serious hazard and a serious liability and will not be
allowed to participate in any company activities. Those that are found to be in
violation will be dealt with immediately,

 

In
accordance with Federal regulations, and requirements, each individual must be
given a copy of the drug-free policy and that person must acknowledge that
he/she has received that copy.  Each
individual who signs an acknowledgement of receipt of this handbook
acknowledges that they have received a copy of the drug-free policy and will
abide by the requirements as defined in the Drug-Free Workplace Act of 1988.

 

	
  Approved
  By

  	
  /s/ Charles Keathley

  	
   

  
	
  Charles Keathley, PresidentExhibit
10.39

 

AGREEMENT

 

BETWEEN

 

 

ITPEU, AFL-CIO

 

AND

 

PARAGON SYSTEMS, INC.

 

Covering Employees at

 

FLETC, Glynco, GA

 

 

	
  EFFECTIVE DATE :

  	
   

  	
  March 1, 2002

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  February 28, 2005

  

 

 

TABLE
OF CONTENTS

 

	
  ARTICLE

  	
   

  	
  TITLE

  	
   

  
	
   

  	
   

  	
  PREAMBLE

  	
   

  
	
  I

  	
   

  	
  UNION RECOGNITION

  	
   

  
	
  II

  	
   

  	
  UNION SECURITY & MEMBERSHIP

  	
   

  
	
  III

  	
   

  	
  EQUAL OPPORTUNITY

  	
   

  
	
  IV

  	
   

  	
  ACCESS TO UNIT

  	
   

  
	
  V

  	
   

  	
  PROBATIONARY PERIOD

  	
   

  
	
  VI

  	
   

  	
  SENIORITY

  	
   

  
	
  VII

  	
   

  	
  DISCHARGE

  	
   

  
	
  VIII

  	
   

  	
  GRIEVANCE PROCEDURE

  	
   

  
	
  IX

  	
   

  	
  ARBITRATION

  	
   

  
	
  X

  	
   

  	
  MILITARY LEAVE

  	
   

  
	
  XI

  	
   

  	
  LEAVE OF ABSENCE

  	
   

  
	
  XII

  	
   

  	
  BEREAVEMENT LEAVE

  	
   

  
	
  XIII

  	
   

  	
  SHOP STEWARDS

  	
   

  
	
  XIV

  	
   

  	
  LAYOFFS AND RECALLS

  	
   

  
	
  XV

  	
   

  	
  WAGES

  	
   

  
	
  XVI

  	
   

  	
  OVERTIME

  	
   

  
	
  XVII

  	
   

  	
  HEALTH & WELFARE

  	
   

  
	
  XVIII

  	
   

  	
  PENSION

  	
   

  
	
  XIX

  	
   

  	
  VACATIONS

  	
   

  
	
  XX

  	
   

  	
  UNIFORMS & REQUIRED EQUIPMENT

  	
   

  
	
  XXI

  	
   

  	
  INDIVIDUALS CONTRACTS

  	
   

  
	
  XXII

  	
   

  	
  NO STRIKEOUT – NO LOCKOUT

  	
   

  
	
  XXIII

  	
   

  	
  HOLIDAYS

  	
   

  
	
  XXIV

  	
   

  	
  SICK LEAVE

  	
   

  
	
  XXV

  	
   

  	
  EMPLOYEE INJURY

  	
   

  
	
  XXVI

  	
   

  	
  GOVERNMENT REQUIREMENTS

  	
   

  
	
  XXVII

  	
   

  	
  GENERAL

  	
   

  
	
  XXVIII

  	
   

  	
  DURATION

  	
   

  

 

 

PREAMBLE

 

 

THIS AGREEMENT is entered into by and between Paragon Systems, Inc., hereinafter
referred to as the “Company”, and ITPEU,
AFL-CIO, hereinafter referred to as the “Union”, as
representative of all non-supervisory employees, in the mutual interest of the
employees and the Company to promote and further the efficiency and economy of
operations, to provide orderly collective bargaining relations, a method for
the prompt and equitable disposition of grievances, and a method for the
establishment of fair wages, hours and working conditions for the employees
covered hereunder.  In making this
Agreement, it is recognized to be the duty of the parties to cooperate fully
with each other, both individually and collectively, for the advancement of the
purposes of this Agreement.

 

This Agreement supersedes any and all prior
Agreements between the Company and the Union.

 

2

 

ARTICLE I - UNION RECOGNITION

 

Section A.

 

The Company hereby recognizes the Union as the sole bargaining agent
for all of its Security Guard
employees at FLETC, Glynco, GA
hereinafter referred to as the Base.

 

Section B.

 

Whenever
the words “employee” or “employees” are used in this Agreement, they designate
only such employees as are covered by this Agreement.  Whenever in this Agreement employees or jobs are referred to in
the male gender, it will be recognized as referring to both male and female
employees.

 

Section C.

 

This
Section understands that the parties hereto shall not use any leasing or
subcontracting device to evade the terms of this Agreement.  The Company shall give a copy of this
Agreement to the Contracting Officer at every Base where this Agreement is
applicable.

 

ARTICLE II - UNION SECURITY AND MEMBERSHIP

 

Section A.

 

Union Shop Provision to take effect if
prohibition law invalidated.

 

The
provisions of Article II, Section A, shall be deemed to be of no
force and effect in any state whose law governs this contract to the extent to
which the making or enforcement of such provisions is contrary to statutes,
constitutional amendment or the law of such state, provided, however, that
whenever any such court of last resort having jurisdiction of such questions
finds the state law to be invalid or inapplicable, the provisions of
Section A above shall immediately thereupon be deemed to cover the
bargaining unit or employees directly affected by such declaration of invalidity.

 

Section B.

 

If the
provisions of Article II, Section A shall be deemed to be of no force
and effect, the following shall govern: Employees who are members of the Union
on the date of execution of this Agreement, and employees who join the Union
subsequent to the execution hereof, shall maintain their membership in the
Union as a condition of employment during the term thereof.

 

Section C.

 

The Company
will deduct from the wages of any employee covered by this agreement said
employee’s dues as a member of the Union upon receiving the employee’s
voluntary and individual written authorization for the Company to make such
deductions, signed by the employee.  The
Union shall provide such authorization form. 
The Company will pay over to the proper officer of the Union the wages
withheld for such initiation fees and dues. 
The remittance

 

3

 

shall be
accompanied by a list showing individual names, social security numbers; dates
hired and amount deducted.  The total
remittances are to be made not later than fifteen (15) days after
deduction.  The Union shall advise the
Company of the amount of the initiation fees and dues and the manner in which
it shall be deducted.  The amount so
withheld, less any amounts due to any improper withholding, shall be reported
to the Union monthly.

 

Section D.

 

Payment for
membership dues shall not be required as a condition of employment during
leaves of absence without pay in excess of thirty (30) days or during period of
permanent transfer to a classification not covered by this Agreement.

 

Section E.

 

In the
event of termination of employment, there shall be no obligation upon the
Company to collect dues until all other deductions have been made.

 

Section F.

 

The Company
will make available to the Union a list of newly hired and terminated employees
covered by this agreement.  Such lists
will be prepared monthly and will show the Name, Social Security number,
address, job classification and hire or termination date of such employees who
were hired or terminated during the month for which the list is prepared.

 

Section G.

 

The Company
shall notify the Union of all job openings within the unit covered by this
Agreement.  The Union may refer
applicants for such openings.  In interviewing
and hiring for such job openings, the Company will not discriminate against any
applicant referred by the Union. 
Nothing in this contract, however, shall be construed to create an
exclusive hiring hall arrangement, and the Company shall at all times be free
to advertise and list said job openings from any sources available to the
Company, including, but not limited to, employees employed by the Company at
other locations of the Company or its franchisees not covered by this
Agreement.

 

Section H.

 

The Company
shall be the judge of the qualifications of its employees, but shall give full
consideration, without prejudice to the members of the Union, provided that
they have the necessary qualifications.

 

Section I.

 

The Union
agrees to indemnify and save the Company harmless against any claim, suits,
judgements or liabilities of any sort whatsoever arising out of the Company’s
compliance with the provisions of this Union Security and Membership Article.

 

4

 

ARTICLE III - EQUAL OPPORTUNITY

 

Section A.

 

In
accordance with the established policy of the Company and the Union, the
provisions of this Agreement will apply equally to all employees hereunder,
regardless of sex, color, age, race, creed or national origin.  The Company and the Union also recognize the
desirability of implementing the national policy of providing equal opportunity
to all persons and agree to work actively toward the implementation of that
policy.

 

Section B.

 

There will
be no discrimination against any employee on account of membership in, or
activity on behalf of, the Union.

 

ARTICLE IV - ACCESS
TO UNIT

 

Duly authorized representatives of the Union shall be permitted to
investigate the standing of all employees and investigate conditions to see
that the agreement is being enforced, provided that no interview shall be held
during rush hours, or unreasonably interrupt the duties of the employee.  The Union Representative shall notify the
Company before he/she shall take action with persons involved.  If the Employer is absent, the
representative of the Union shall contact the person in charge of the shift and
inform him of the circumstances.  The
Employer and the Union representative shall conduct themselves in such manner
as to carry out the intent and spirit of this section.

 

ARTICLE V - PROBATIONARY PERIOD

 

Section A.

 

Every new
or rehired employee after a break in seniority under Article VI of this
Agreement shall be on probation for the first ninety (90) days of such
employment.

 

Section B.

 

At any time
during the probationary period, an employee may be discharged for any reason,
and any such employee so discharged shall not have the right to file a
grievance or have other recourse to the grievance procedure.

 

SECTION C.

 

Any
employee promoted to a job classification covered by this Collective Bargaining
Agreement from a lower-paid classification shall be on probation for the first
ninety (90) days of employment in the new classification.  At any time during such a probationary
period, the Company may, for any reason, return the employee to that employee’s
former position without any loss of seniority, and any such employee shall not
have the right to file a grievance or have other recourse to the grievance
procedure with regard to any such return to former classification.  A promoted employee shall, during the ninety
(90) days of the period and thereafter, have the right to file a grievance and
resort to the grievance procedure

 

5

 

with regard
to all other maters covered by this Agreement.

 

ARTICLE VI - SENIORITY

 

Section A.

 

It is
agreed that the Company and the Union will meet for the purpose of establishing
a seniority list for all employees employed in the unit at the time of the
signing of the Agreement.  Said
seniority list will be based upon official records of the Union, of the
company, its predecessors, and State and Federal Agencies, not later than
fifteen (15) days prior to the expiration of the Company’s contract covering
the Base.  The Company shall furnish the
Union and the successor contractor a list of its current employees together
with their dates of hire and the dates their last vacation pay was paid by the
Company.  The following Sections in this
Article shall become applicable and shall be in force and effect upon the
establishment of said seniority list. 
In establishing the initial seniority list for employees at the time of
the signing of this Agreement, employees transferred to the Base covered by
this Agreement shall receive seniority in accordance with their tenure of
service with the Company or its franchise as the case may be, regardless of
where such service was performed.  Other
employees transferred to the Base covered by this Agreement by the Company to
fill vacancies shall likewise receive seniority in accordance with their tenure
with the Company or its franchise, as the case may be, regardless of where such
service was performed.  Seniority shall
for all purposes of this Article be on the basis of job classification.

 

Section B.

 

In the
event that the Company finds it necessary to lay-off employees for any reason,
other than disciplinary, such lay-offs shall be on the basis of job
classification, i.e., the employee on duty in the establishment where the
layoff occurs having the shorter period of continuous service with the Company
shall be laid off before any other employee having a longer period of
continuous service.  The Company agrees
to give preference to such laid off employees in re-employment.  Senior employees shall have preference of
full-time employment at all times if equal distribution of work is
impossible.  Senior employees may,
however, exercise their seniority rights by taking a job in a lower
classification.

 

Section C.

 

Employees
shall have the right to select available work schedules by seniority in job
assignments for which they are qualified. 
Each employee shall be given his work schedule.

 

Section D.

 

Except as
otherwise provided in Section A of this Article, seniority shall be
measured from the date of the employee’s initial hire at the base with the
Company or a predecessor employer engaged in providing similar services at the
base, provided there has been no break in seniority under Section E of
this Article.

 

6

 

Section E.

 

An employee
shall lose his seniority upon his retirement, resignation or discharge for just
cause.  An employee will be considered
to have resigned if he:

 

(1)                                  fails to report to
work on the day following expiration of an authorized leave of absence, unless
failure to report is due to conditions recognized by the Company to be beyond
the control of the employee and he reported such conditions as soon as
possible;

 

(2)                                  is on lay-off for
a period exceeding one (1) year;

 

(3)                                  is absent from
work for two (2) consecutive work days without properly notifying the Company
of the reason for absence even though the reason for such absence is beyond the
control of the employee; or in any event, fails to report for work as scheduled
without such reason;

 

(4)                                  fails, while on
layoff, upon notice from the Company that work is available, to report to the
Company for work as soon as practicable, but not later than seven (7) work days
and provided that the employee notifies the Company within three (3) days of
such notice that he will return to work within the seven (7) day period.

 

The Company
fulfills its obligation under this Section by sending notice by telegram
or by certified letter to the last known address of the employee.  It is the obligation of the employee to keep
the Company informed of his current address and telephone number.

 

Section F.

 

An employee
who has occupied a position with the Company covered by this agreement and who
accepts a position with the Company in a classification not covered by this
agreement will continue to accrue seniority for nine (9) months, after which
period he shall retain his accumulated seniority, provided he remains in the
employ of the employer.

 

ARTICLE VII - DISCHARGE

 

No employee
shall be discharged without just cause, and all dismissals will be subject to
the grievance procedure and arbitration clause.  All reprimands shall be in writing, with a copy given to the Shop
Steward.  Each reprimand shall be
cancelled after one (1) year.  Three (3)
reprimands shall result in immediate dismissal.  Theft, intoxication on the job, failure to perform work as
directed, illegal use of drugs and showing disrespect to management and
government personnel, shall result in immediate dismissal, regardless of the
number of prior reprimands.

 

7

 

ARTICLE VIII - GRIEVANCE PROCEDURE

 

Section A.

 

A grievance
is defined as a claim or dispute by the employer or employee or the Union
concerning the interpretation or the application of this Agreement.

 

Section B.

 

All
grievances must be presented in writing and filed and processed in accordance
with the following exclusive procedure:

 

Step 1:            The employee who
has a grievance shall discuss it with the Project Manager either himself or
through his steward.  If the grievance
is not settled in the Step 1 meeting, it may be appealed by the Union
Representative to the Project Manager to Step 2 within five (5) days of the
Step 1 meeting.  Company grievances
shall be processed beginning with Step 2.

 

Step 2:            The Union
Representative and the Project Manager will discuss the grievance.  If the grievance is not disposed of to the
satisfaction of the party filing the grievance at Step 2, the grievance may be
appealed to Step 3 by the party or representative of the party filing the
grievance by filing a written appeal to the opposing party within seven (7)
days after Step 2.

 

Step 3:            Within seven (7)
days after the appeal of the opposing party, the parties (the Company
represented by its designated representative and the Union represented by its
designated representative) will attempt to settle the grievance.  The party being complained against shall
render the party’s decision within five (5) days of such meeting.  If the grievance is not disposed of to the
satisfaction of the complaining party, the grievance may be appealed to
arbitration by the party filing the grievance lodging a written appeal with the
other party within ten (10) days of receipt of such written decision.

 

Section C.

 

A grievance
involving discharge of an employee shall be brought directly to Step 2 and must
be filed within five (5) days of discharge.

 

Section D.

 

A grievance
not involving discharge shall be without effect unless filed in writing within
seven (7) days from the date the complaining party discovered the facts or
should have discovered the facts giving rise to the grievance.

 

8

 

Section E.

 

At any step of the grievance procedure, the Company or the Union may
designate a substitute for the official designated herein other than persons
who have previously participated in such grievance. The officially designated
representative of either party may be accompanied by two (2) other persons at
any Step of the procedure except Step 1. The parties may mutually agree that
further representatives may be present.

 

Section F.

 

The time limits set forth in this Article may be extended mutually
in writing. Time limits are exclusive of Saturday, Sunday and recognized
holidays.

 

ARTICLE IX -
ARBITRATION

 

Section A.

 

Within ten (10) days after the filing of the notice of the intent to
submit the unsettled grievance to arbitration, the parties shall attempt to
mutually select an impartial arbitrator. If the parties are unable to agree within
five (5) days of that meeting upon the choice of an arbitrator, they shall
request the Federal Mediation and Conciliation Service to submit a list of five
(5) persons qualified to act as the impartial arbitrator. A representative of
the Company and a representative of the Union shall meet within five (5) days
of the receipt of the list and shall alternately strike two (2) names from the
list, the party to strike first to be selected by lot. The fifth (5th),
remaining person shall thereupon be selected as the impartial arbitrator.

 

Section B.

 

During the hearing, each party shall have full opportunity to present
evidence and argument, both oral and documentary. The impartial arbitrator will
render his finding and award in writing within fifteen (15) calendar days after
the conclusion of the hearing. The decision of the impartial arbitrator shall
be final and binding. The impartial arbitrator shall have no authority to
modify, amend, revise, add to or subtract from any of the terms or conditions
of this Agreement.

 

Section C.

 

The fees of the arbitrator and necessary expenses, including
transcript, if desirable, of any arbitration proceeding shall be borne equally
by the Company and the Union except that each party shall pay the fees of its
own counsel or representative. If an employee witness is called by the Company,
the Company will reimburse him for time lost at his regular straight time base
rate.  If an employee witness is called
by the Union or if an employee-grievant is present at the hearing, the Union
will reimburse such personnel for time lost.

 

9

 

ARTICLE X - MILITARY LEAVE

 

Section A.

 

Employees shall be entitled to military leave in accordance with the
Universal Military Training and Service Act. The company will comply with all
requirements of that Act.

 

Section B.

 

An employee who is a member of a military reserve unit and who is
required to participate in active training will be granted a leave of absence
without pay for the period of such training duty, not to exceed thirty (30)
days in any year.

 

Section C.

 

An employee applying for leave under this Article will give the
Company at least five (5) working days notice prior to reporting date, if
possible.

 

ARTICLE XI - LEAVE OF ABSENCE

 

Section A.

 

The Company may, at its complete discretion, grant employee leaves of
absence for restoration health, medical, dental or other treatment, maternity
leave, or employment by the Union. Any such leave, if granted, shall not
prejudice seniority status for purposes of layoffs and recalls. Denial of any
leave request is not subject to review under Article IX of this Agreement.

 

Section B.

 

Except as otherwise provided herein, a leave of absence under this
Article will not be considered employment time for seniority purposes. For
example, an employee works continuously for nine (9) months and is granted a
thirty (30) day leave of absence without pay. When the employee returns to work
he/she has nine (9) months seniority and will be required to work three (3) more
months in order to have one (1) year of seniority.

 

Section C.

 

Upon return from a leave of absence, the employee will be returned to
work for which he can qualify in his job classification on the basis of
seniority.

 

Section D.

 

Any employee who engages in gainful employment without permission of
the Company while on leave of absence shall be subject to discharge.

 

Section E.

 

All leaves of absence shall be in writing and for specific designated
period of time and an employee may return to work earlier than the specifically
designated date for his/her return only with the consent of the

 

10

 

Company.

 

ARTICLE XII - BEREAVEMENT
LEAVE

 

Employees shall be entitled to paid bereavement leave as set forth in
local addendum attached hereto.

 

ARTICLE XIII - SHOP
STEWARDS

 

Section A.

 

Shop stewards shall be designated by the Union from the group he or she
is to represent, and the Union will notify the Company of the duly designated
shop steward (s) at the Base.

 

Section B.

 

The shop stewards shall not interfere with the management of the
business or direct any work of any employee, but may advise the Company of any
violations of the Agreement and also notify the employee participating therein.

 

Section C.

 

Prior to leaving the work area, the shop steward will request
permission from the supervisor. The shop steward will not leave the work area
during rush hours.

 

ARTICLE XIV - LAYOFFS AND
RECALLS

 

In the event of a reduction of forces, the Company will give reasonable
notice of layoff, under the circumstances, to the employees with the least
seniority, and will recall employees in the reverse order, such recall to be by
job classification. However, a laid-off employee from a facility other than the
one in which the vacancy occurs may reject the offer, if it would require that
employee to relocate, without loss of seniority and future right of recall.

 

ARTICLE XV - WAGES

 

The schedule of effective wage rates and job classifications for
employees is set forth in the applicable local Addendum attached hereto.

 

ARTICLE XVI  - OVERTIME

 

Section A.

 

One and one-half (11⁄2) times the hourly rate of pay will be paid for all
timed worked in excess of sixteen (16) hours a day.

 

Section B.

 

One and one-half (11⁄2) times the hourly rate of pay will be paid for all
hours worked in excess of (40) hours per week.

 

11

 

Section C.

 

A regular employee who has completed his shift, has left the Company
property and is thereafter called for work at any time prior to two (2) hours
before his next shift, will be provided with four (4) hours of work or pay
therefor at the applicable rate.

 

Section D.

 

When a regular employee works on his scheduled day or days off, he will
be entitled to work for the average number of daily hours performed by said
employee or pay therefor at the applicable rate unless he consents to less
time. No employee shall be compelled to accept overtime work, except in cases
of emergency or when necessary to comply with governmental directives.

 

Section E.

 

An employee whose overtime work period continues into his following
work day, will continue to receive overtime rates for all overtime so worked.
If such overtime work period continues so that its termination falls within
eight (8) hours prior to his resumption of work in the succeeding work day, he
will receive one and one-half (1 & 1/2) times his hourly rate of pay for
all time worked during his next regular work shift. The Company may, however,
direct an employee to report for work after receiving eight (8) hours rest and
if such rest period extends into the employee’s regular shift hours, he will
receive no loss in his straight time base rate of pay.

 

Section F.

 

When an employee works more than eight (8) hours in any twenty-four (24)
hour period due to a change in shift pursuant to his request, or in accordance
with the regular rotation of employees, such employee shall receive only
straight time for the second eight (8) hours or portion thereof worked during
such twenty-four (24) hour period.

 

Section G.

 

When an employee works overtime beyond his shift, he will be entitled
to a ten (10) minute rest period at the completion of his regular shift, and
another such rest period at the completion of his tenth (10th) consecutive hour
if he is required to work beyond ten (10) hours. On the same basis, similar
rest periods will be provided after each additional two (2) hours worked, such
periods will be scheduled as near to the appointed time as practicable, subject
to requirements of the service.

 

Section H.

 

Overtime work will be distributed among the employees qualified to
perform the work necessitating overtime within the appropriate crew or shift as
equitably as practicable. Overtime lists will be made available to shop
stewards on request. The Company will give as much notice of overtime as
practicable.

 

12

 

Section I. 

 

No overtime will be worked except by prior direction of the proper
supervisory personnel of the Company, except in case of emergency and when
prior authority cannot be obtained.

 

Section J. 

 

For overtime purposes, a day is the twenty-four (24) hour period
beginning with the starting time of the employee’s regular work shift. No
employee shall work more than sixteen (16) hours in any given day.

 

Section K. 

 

Nothing herein shall be construed to require or permit the pyramiding
of overtime or overtime pay.

 

ARTICLE XVII  - HEALTH AND
WELFARE

 

The Company shall pay the Health and Welfare Benefits as set forth in
the applicable local Addendum attached hereto, not to exceed eight (8) hours
per day or forty (40) hours per week for each employee.

 

In executing this Agreement, the Company agrees to be bound by the
terms and conditions of the Agreement and Declaration of Trust establishing the
ITPE-Health and Welfare Fund and any amendment duly adopted thereto. The
Company further agrees to be bound by all resolutions and other actions taken
by the Board of Trustees of such Fund.

 

ARTICLE XVII  - PENSION

 

The Company shall pay pension benefits as set forth in the applicable
local Addendum attached hereto, not to exceed eight (8) hours per day or forty
(40) hours per week for each employee

 

In executing this Agreement, the Company agrees to be bound by the
terms and conditions of the Agreement and Declaration of Trust establishing the
ITPE-Pension Fund and any amendment duly adopted thereto. The Company further
agrees to be bound by all resolutions and other actions taken by the Board of
Trustees of such Fund.

 

ARTICLE XIX  - VACATIONS

 

Section A. 

 

Employees shall be entitled to paid vacations as set forth in the
applicable local Addendum attached hereto.

 

Section B. 

 

Vacations will not be accumulated from year to year, nor taken back to
back. If the Company consents, the employee may elect not to take his vacation,
in which case he will receive pay in lieu thereof, on the anniversary date of
his employment.  The employee may take
his vacation in 

 

13

 

more than one segment with the consent of the Company.

 

Section C. 

 

An employee will receive an extra day’s vacation or be paid an extra
day’s pay for a paid holiday which falls within his vacation period, in
accordance with the provisions of Article XXIII - Holidays.

 

Section D. 

 

Vacations will be granted at times most desired by employees in order
of their seniority within their work shifts, but the final right as to
allotment and scheduling of vacation periods is reserved to the Company in
order to assure the orderly operation of its business. Except in cases of
emergency, a vacation period once assigned will not be cancelled by the Company
except with agreement of the employee.

 

Section E.

 

Temporary layoffs or leaves of absence during the year will not
interrupt the continuity of service for the purpose of eligibility for
vacation, and shall be counted toward the required year for each vacation
period.

 

ARTICLE XX  - UNIFORMS

 

Proper uniforms and safety equipment will be
furnished and laundered by the Company without cost to the employee. However,
the Company may require or permit employees to launder and maintain uniforms
furnished by the Company. When any employee is required or permitted to launder
and maintain Company furnished uniforms, he/she will be compensated in
accordance with the provisions of the applicable local addendum hereto.  (Such payments shall not be for more than
eight (8) hours per day or forty (40) hours per week for each employee.)
Employees will provide their own undergarments, socks, shoes, belts and other
personal items in accordance with the government contract in effect with the
Company.

 

ARTICLE XXI  - INDIVIDUAL
CONTRACTS

 

No employee shall be compelled or allowed to enter into any individual
contract or agreement with the Company concerning the conditions of employment
herein.

 

ARTICLE XXII  - NO STRIKE - NO LOCKOUT

 

Section A. 

 

During the term of this Agreement, the Union shall not authorize, cause
or engage in, sanction or assist in any work stoppage, strike or slow down of
operations.

 

Section B.

 

During the term of this Agreement, the Company shall not cause, permit
or engage in any lockout of its employees.

 

14

 

Section C.

 

The Company reserves the right to discharge or
otherwise discipline any employee taking part in any violation of this
provision of the Agreement.

 

ARTICLE XXIII  - HOLIDAYS

 

Section A. 

 

Holidays, for which every employee will be
compensated at the hourly base rate of pay, are set forth in the applicable
local Addendum attached hereto. In computing the number of hours for which an
employee is entitled to compensation, the proportion which the average number
of hours worked by an employee during the preceding normal work week bears to
forty (40) hours shall be applied to eight (8) hours to determine the number of
paid hours said employee is entitled to receive. For example, if an employee
worked thirty (30) hours during the normal work week preceding the holiday
week, his holiday pay would be computed by 3/4 (30/40) of eight (8) hours and
multiplying the resulting six (6) hours by his hourly base rate of pay.

 

Section B. 

 

Any work performed on a holiday will be paid
at the employee’s regular rate of pay in addition to the holiday pay. If any of
the named holidays fall on a non-working day, the employees shall either
observe the holiday on the following working day or shall receive pay for their
average number of hours normally worked in lieu of the observance above their
normal compensation for work performed.

 

Section C.

 

In the event that one of the holidays shall
occur during the employee’s vacation, the employee will receive an additional
day of paid vacation, unless the employee and the Company agree that he may
receive pay in lieu thereof.

 

Section D.

 

When the Company requires work on any shift
on a holiday, the Company will first seek qualified volunteers for such
work.  If there are not enough
volunteers for such work, the Company will select qualified employees to
protect the work to be performed in reverse seniority; however, if too many volunteer,
the Company will select qualified employees to protect the work in order of
seniority.

 

Section E.

 

In order for an employee to qualify for a paid holiday, he must have
worked his regularly scheduled work day immediately preceding the holiday and
his regularly scheduled work day immediately following the holiday, unless
excused by reason of illness, bereavement leave or other good cause.

 

15

 

ARTICLE XXIV  - SICK LEAVE

 

Sick leave will be paid as set forth in local addendum attached hereto.

 

ARTICLE XXV - EMPLOYEE
INJURY

 

The Company shall abide by all applicable laws regarding treatment of
and benefits for employees who are injured on the job.

 

ARTICLE XXVI - GOVERNMENT
REQUIREMENTS

 

The Union agrees to cooperate with the Company in all matters required
by the United States Government, and the Union recognizes that the terms and
conditions of the Agreement are subject to certain sovereign priorities which
the United States Government may exercise. The Union agrees that any actions
taken by the Company pursuant to a requirement of the United States Government
shall not constitute a breach of this Agreement.

 

Nothing in this Agreement shall be construed to prevent institution of
any change prior to discussion with the Union where immediate change is
required by the United States Government. 
The Company will however, negotiate with the Union concerning effects of
any such change.

 

ARTICLE XXVII - GENERAL

 

Section A. 

 

This Agreement, when accepted by the parties hereto and signed by the
respective representatives thereunto duly authorized, shall constitute the sole
agreement between them involving the employees covered by this Agreement. Any
alteration or modification of this agreement must be made by and between the
parties hereto and must be in writing.

 

Section B. 

 

In the event any provision of this Agreement is declared invalid by any
competent court or governmental agency on account of existing or future
legislation, such invalidation shall not affect the remaining provisions of
this Agreement.

 

Section C. 

 

Any employee leaving the service of the Company will, upon request from
the employee, be furnished with a letter setting forth the Company’s record of
his job classification, stating his length of service and beginning and ending
rate of pay.

 

Section D. 

 

Employees entering the service of the Company may be required to take a
physical examination, random drug testing, height must be proportional, to
weight, MMPI exam and any other medical or physical requirements according to
the RFP specified by the Company.  Any
time thereafter an employee may be subjected to further physical examinations
during the course of his employment or recall to service after layoff or leave
of absence.

 

16

 

Where the Collective Bargaining Agreement is
in conflict with the requirements of the Company’s obligation to the
government, the government will take precedence.

 

Section E.

 

Company payroll records with respect to any employee
in the unit whose pay is questioned will be provided upon request of the Union
within a reasonable period of time, except for payroll records with respect to
the current period with respect to such an employee, which may be examined by
the Union upon reasonable request during business hours.

 

Section F.

 

Subject to the express limitations of this Agreement, the Company
retains the sole and exclusive right in its discretion to manage its business,
to hire, discharge for cause, layoff, assign, transfer, promote or demote
employees, to determine the starting and quitting time, to establish or
discontinue or change operations, productions, or work standards, or plant
rules, provided, however, that with respect to any action which results in a
change in established work rules, existing hours of work or the size of the
work force, the Company shall give prior notice to the Union before taking such
action and shall afford the Union a reasonable opportunity to negotiate on such
matters. Nothing herein shall prevent individual employees, either alone or
with a Union representative, from consulting with Company representatives on
problems relating to their individual work schedules.

 

17

 

ARTICLE XXXI - DURATION

 

Section A.

 

This agreement shall become effective March 1, 2002 and shall continue in full force and
effect until February 28, 2005,
and shall renew itself each successive October 1st
thereafter unless written notice of an intended change is served in accordance
with the Labor Management Relations Act, as amended, by either party hereto at
least sixty (60) days but not more than ninety (90) days prior to the
termination date of the contract.

 

Section B.

 

For the purpose of negotiating changes in wages, group insurance
contributions, sick leave, vacation and holidays, as well as changes in or the
introduction of other fringe benefit programs, the parties shall meet on or
about January 1st of each
contract year. If the parties are unable to reach agreement by sixty (60) days of each year, either party
may terminate this Agreement upon ten- (10) days written notice to the other
party.

 

18

 

 

IN WITNESS WHEREOF,
the parties hereto have executed this Agreement this 1ST day of
MARCH, 2002.

 

	
  FOR THE UNION:

  	
  FOR THE COMPANY:

  
	
   

  	
   

  
	
  ITPEU, AFL-CIO

  	
  PARAGON SYSTEMS, Inc.

  
	
   

  	
   

  
	
   

  	
   

  
	
  /s/ Dennis M. Conley

  	
   

  	
  /s/ Charles Keathley

  	
   

  
	
  Dennis M. Conley

  	
  CHARLES KEATHLEY

  
	
  Representative

  	
  President

  
				

 

19

 

ADDENDUM

 

WHEREAS, Paragon Systems, Inc.
(hereinafter referred to as the “Company”)
and the (hereinafter referred to as the “Union”)
have entered into a Agreement on March 01,
2002 and;

 

WHEREAS, the Union has
been duly designated by the Company’s non-supervisory employees at Federal Law Enforcement Training Center, Glynco, GA
(Security Officers) as their collective bargaining
representative and;

 

WHEREAS, the
aforementioned Agreement provides for the Company and the Union to negotiate
wages and fringe benefits for each facility covered thereby and to enter into
an Addendum setting forth these economic terms,

 

NOW THEREFORE, it is
hereby agreed as follows:

 

WAGES

 

	
   

  	
   

  	
  CURRENT

  	
   

  	
  EFFECTIVE
OCTOBER 01, 2003

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Captain

  	
   

  	
  $

  	
  15.77

  	
   

  	
  $

  	
  16.27

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Sergeant

  	
   

  	
  $

  	
  13.40

  	
   

  	
  $

  	
  13.90

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Security Police Officer

  	
   

  	
  $

  	
  12.36

  	
   

  	
  $

  	
  12.86

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Administrative Assistant

  	
   

  	
  $

  	
  13.14

  	
   

  	
  $

  	
  13.64

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Lead Switchboard Operator

  	
   

  	
  $

  	
  10.49

  	
   

  	
  $

  	
  10.99

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Switchboard Operator

  	
   

  	
  $

  	
  9.49

  	
   

  	
  $

  	
  9.99

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Switchboard/ Clerk

  	
   

  	
  $

  	
  8.46

  	
   

  	
  $

  	
  8.96

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Lead Word Processor

  	
   

  	
  $

  	
  10.77

  	
   

  	
  $

  	
  11.27

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Senior Word Processor

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.27

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Word Processor I

  	
   

  	
  $

  	
  9.77

  	
   

  	
  $

  	
  10.27

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  CCTV Operator

  	
   

  	
  $

  	
  9.06

  	
   

  	
  $

  	
  9.56

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Dispatcher/Clerk

  	
   

  	
  $

  	
  11.10

  	
   

  	
  $

  	
  11.60

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Clerk

  	
   

  	
  $

  	
  8.46

  	
   

  	
  $

  	
  8.96

  	
   

  

 

PARAGON SYSTEMS, INC.

FLETC, GLYNCO, GA.

 

1

 

HEALTH
AND WELFARE

 

 

CURRENT:

 

The Company shall contribute to the ITPE Health and Welfare Plan the
sum of Two dollars and twenty-five cents ($
2.25) per hour for all straight time hours worked plus all hours of
paid vacation, holidays and sick leave, for each and every employee covered by
this Agreement.

 

In executing this Agreement, the Company agrees to be bound by the
terms and conditions of the Agreement and Declaration of Trust establishing the
ITPE Health and Welfare Plan and any amendments duly adopted thereto.

 

The Company further agrees to be bound by all resolutions and other
actions taken by the Board of Trustees of such Plan.

 

EFFECTIVE OCTOBER 01, 2003:

 

The Company shall contribute to the ITPE Health and Welfare Plan the
sum of Two dollars and thirty-six cents ($
2.36) per hour for all straight time hours worked plus all hours of
paid vacation, holidays and sick leave, for each and every employee covered by
this Agreement.

 

In executing this Agreement, the Company agrees to be bound by the
terms and conditions of the Agreement and Declaration of Trust establishing the
ITPE Health and Welfare Plan and any amendments duly adopted thereto.

 

The Company further agrees to be bound by all resolutions and other
actions taken by the Board of Trustees of such Plan.

 

PENSION

 

CURRENT & EFFECTIVE OCTOBER 01,
2003:

 

The Company shall contribute to the ITPE Pension Plan the sum of One Dollar ($ 1.00) per hour for all
straight time hours worked plus all hours of paid vacation, holidays and sick
leave, for each and every employee covered by this Agreement.

 

In executing this Agreement, the Company agrees to be bound by the
terms and conditions of the Agreement and Declaration of Trust establishing the
ITPE Pension Plan and any amendments duly adopted thereto.

 

The Company further agrees to be bound by all resolutions and other
actions taken by the Board of Trustees of such Plan.

 

2

 

ANNUAL BENEFIT FUND

 

CURRENT:

 

For the purpose of providing vacation, holidays, sick leave,
bereavement leave, jury duty and other benefits, the Company shall contribute
to the ITPE Annual Benefit Fund the sum of Two
dollars and thirty-six cents ($ 2.36) per hour worked by each and
every employee covered by this Agreement and/or for each hour for which the
Company makes, or is required to make, direct payment of wages to such employee.

 

In executing this Addendum, the Company agrees to be bound by the terms
and conditions of the Agreement and Declaration of Trust establishing the ITPE
Annual Benefit Plan created thereunder. The Company further agrees to be bound
by any amendments to the aforesaid Agreement and Declaration of Trust and Plan,
together with all resolutions and other actions duly adopted by the Board of
Trustees of the ITPE Annual Benefit Fund.

 

The vacation, holidays, sick leave, bereavement leave, jury duty and
other benefits provided under this Agreement and the eligibility requirements
for such benefits shall be specified in the ITPE Annual Benefit Plan.

 

EFFECTIVE OCTOBER 1, 2003:

 

For the purpose of providing vacation, holidays, sick leave,
bereavement leave, jury duty and other benefits, the Company shall contribute
to the ITPE Annual Benefit Fund the sum of Two
dollars and forty-four cents ($ 2.44) per hour worked by each and
every employee covered by this Agreement and/or for each hour for which the
Company makes, or is required to make, direct payment of wages to such
employee.

 

In executing this Addendum, the Company agrees to be bound by the terms
and conditions of the Agreement and Declaration of Trust establishing the ITPE
Annual Benefit Plan created thereunder. The Company further agrees to be bound
by any amendments to the aforesaid Agreement and Declaration of Trust and Plan,
together with all resolutions and other actions duly adopted by the Board of
Trustees of the ITPE Annual Benefit Fund.

 

The vacation, holidays, sick leave, bereavement leave, jury duty and
other benefits provided under this Agreement and the eligibility requirements
for such benefits shall be specified in the ITPE Annual Benefit Plan.

 

UNIFORM ALLOWANCE

 

CURRENT & EFFECTIVE:

 

All employees will receive an allowance of twenty cents ($.20) paid directly to the employee per hour
worked for the laundering and maintenance of company-provided uniforms. Upon
termination of employment, all clothing and equipment issued to the employee
shall be returned to the Employer in good condition.

 

3

 

IN WITNESS WHEREOF,
the parties hereto have executed this Agreement this
                   
day
of                                ,
2003.

 

	
  FOR THE UNION:

  	
   

  	
  FOR THE COMPANY:

  
	
   

  	
   

  	
   

  
	
  INDUSTRIAL TECHNICAL AND PROFESSIONAL

  	
   

  	
  PARAGON SYSTEMS, INC.

  
	
  EMPLOYEES UNION, AFL-CIO

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ Dennis M. Conley

  	
   

  	
   

  	
  /s/ Charles Keathley

  	
   

  
	
  DENNIS M. CONLEY

  	
   

  	
  CHARLES KEATHLEY

  
	
  ITPE Representative

  	
   

  	
  President

  
					

 

4

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00072-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00072-of-00352.parquet"}]]