Collective Bargaining Agreement course project. Final contract between management team (my team) and union team.

1. TENTATIVE AGREMENT SUMMARY
TERM OF CONTRACT: May 11, 2009 through May 10, 2012
1. WAGES:
A. Every other Friday of the year will be a regular payday. If a holiday falls on a payday, the
employee will be paid on the previous work day.
B. When an employee is transferred into a higher level position, he or she will receive the
rate of the higher position within 30 days after his/her first day in the new position
C. Any employee that is temporarily hired from a lower position to a hire position, he/she
must be paid the higher rate and any employee that is temporarily hired from a hirer
position to a lower position, he or she must be paid the higher rate that he/she was being
paid
D. Any employee that accepts a transfer to a job to avoid layoff, he or she will receive the
rate of the job to which he or she has transferred to
Effective May 11, 2009, two (2) percent wages increase, all classification
Effective May 11, 2010, two (2) percent wages increase, all classification
Effective May 11, 2011, two (2) percent wages increase, all classification
2. JOB SECURITY:
A. Layoff Protection:
• Employees should be notified within 45 days before a layoff, demotion, or termination.
• When two or more employees have the same seniority, the person with the most recent
continuous service date shall be laid off or reduced first.
• Permanent or temporary employees laid off, will not be replaced by a contract employee.
• Layoffs will be conducted based on seniority and classification, and needs of the
company within each departments.
• Seniority list should be updated and available for employees to view 90 days before
layoffs occur.
• Temporary and recurrent employees shall be laid off according to the needs of the
service, as determined by the appointing power.
• Probationary employees in the class shall be laid off or reduced according to seniority in
company service.

2. B. If business is moved to a nearby facility, employees shall continue employment at
the new facility.
3. SENIORITY:
A. Seniority will be used to declare a policy of work security, measured by the length
of service. Seniority shall be granted by department.
B. Seniority shall date from the day the employee starts work. Employee’s names are
to be put on the seniority list as soon as they finish 90 days probationary period.
C. Seniority list is to be given to the union within 10 working days after the effective
date of this contract.
D. Seniority list is to be printed weekly on the schedule.
E. Seniority shall be by job classification. When an employee promotes to another
classification they will start a new seniority date for that classification, while
keeping their original seniority date for the company as well.
1.Seniority can only be broken by the following:
2.Quit
3.Discharge
4.Layoff for a period of time equivalent to the employee’s seniority but in no
event to exceed twelve months
5.Failure to return in accordance with the terms of a leave of absence or
when recalled after a layoff
4. OVERTIME:
A. Overtime is voluntary. If overtime is necessary, proper notification is to be made
to the employee beforehand. Notification should be given twelve (12) hours in
advance.
B. Time and one-half (1 ½) shall be paid for all hours worked in excess of eight (8)
hours in any work day, or in excess of forty (40) hours in any work week.
C. Time and one-half (1 ½) shall be paid to employees for hours worked on
weekend.
D. Overtime will be offered to all qualified employees.

3. E. Employees will be paid time and one-half (1 ½) for any hours they work on off
days.
F. Employees on continuous operations will be provided one (1) hour unpaid lunch.
If a job requires an employee to work through lunch, the Company will provide
thirty (30) minutes paid lunch and thirty (30) minutes unpaid.
G. All employees are granted two (2) fifteen (15) minutes paid rest period.
5. MEDIATION:
A. Claims must be received from the employees within twenty (20) business days
under the applicable legal statute of limitations for the event, or knowledge of the
event, giving rise to the claim(s).
B. An employee who fails to file a Request for Mediation within the applicable legal
statute of limitations period waives his or her right to pursue the claim(s).
C. The steps in filing claim(s) shall be as follow:
STEP 1: Any employee shall take the claim(s) to his or her supervisor.
Supervisor and employee will discuss and resolve the problem(s).
STEP 2: If the answer provided in step 1 is unsatisfactory, Supervisor and
Union Representative will meet with employee(s) to discuss and resolve
the claim(s).
STEP 3: If the answer provided in step 2 is unsatisfactory, the claim(s)
shall be presented to the Committee. The Committee may include the
Company’s CEO, Human Resources Manager, the employee’s supervisor,
the Union Representative, and the employee who files the claim(s).
STEP 4: If the answer provided in step 3 is still unsatisfactory, the
claim(s) shall be presented to the mediator. Mediator will be chosen by the
Company and the Union Representative.
D. The company hopes and expects that most claims by employees will be resolved
swiftly in the first steps without the need to proceed to mediation.
6. RETIREE BENEFITS:
A.Retiree benefits will be based on hire date and will be meant to supplement Social
Security and employee savings accounts.
B. We will offer two different types of retirement plans. Employee can choose one of
these two below:
Plan A: Automatic Contribution provided by the Company
Plan B: Employee Contribution. Besides the automatic contribution
provided by the Company, the Company shall match up to four (4) percent

4. of employee contribution for retirement plan
C. This plan will offer a variety of investment options.
D. Medical premiums will be compensated for available for retirees at 75% coverage
assuming retirement age is 65 years of age and over with a minimum of 10 years
vested. If a retiree opts to retire before 65 years of age, but after 55 years of age
with a minimum of 10 years of being vested, the percentage amount will be
prorated, with the minimum benefit amount of 50% being the portion that the
employer compensates toward medical premiums.
E. For a Member who retires and begins receiving a monthly benefit on or after the
first day of the month following ratification of the Collective Bargaining
Agreement, the monthly Normal Retirement Benefit shall be determined by
multiplying the Member's years of Credited Service by seventy-seven dollars
($77.00). This rate shall also apply retroactively to retirements on or after January
1, 2009.
F. Install 65% joint and survivor benefit. Effective May 4, 2009, the plan will be
amended to include a 65% joint and survivor.
7. HOLIDAYS:
A. The employer agrees that the following days shall be considered holidays and
granted without reduction in pay: New Year’s Day, Memorial Day, Independence
Day, Labor Day, Thanksgiving, the day after Thanksgiving, Christmas Day, and
five (5) varied personal holidays.
B. When any of the above named holidays fall on Sunday, Monday shall be
considered as the holiday
C. Each employee shall receive eight (8) hours straight time pay at regular rate (with
second and third shift employees, holiday rate to include shift premium pay) for
the above holidays, provided.
D. When one of the paid holidays occurs within an employee’s vacation, he or she
shall receive holiday pay as provided in this section in addition to his vacation
pay:
1. If he or she leaves work during the work week prior to or in which a
holiday occurs; or
2. If he or she returns to work in a work week in which a holiday occurs; or
3. If he or she returns to work on his first scheduled work day following a
week in which a holiday occurs.
E. Should it become necessary for any employee(s) to work on any of the above
mention holidays, excluding five (5) personal holidays, such employees shall be

5. compensated at time and half (1 ½) for all such hours worked in addition to the
holiday pay.
Employee has the right to refuse coming to work when he or she is off on
a personal holiday
8. SUBCONTRACT:
A. The Company retains the right to make decision on subcontracting. However, the
Company can subcontract only small departments with less than twenty (20)
employees.
B. It is normally inappropriate to hire Contract personnel as direct hires in periods of
surplus activity within a Job Classification. Deviations will be subject to approval
by the appropriate senior-level executive and provided, in writing, to the Union.
C. No employee shall be laid off while Contract personnel are still employed in the
Skill Classification.
D. Employees will not be laid off until their skills have been reviewed to determine if
they can replace contract personnel in other than their job classifications.
FOR IAM FOR AIR ROCKET, INC.
Lillian Pham Ericka Velez
Jessica Johnson Landa Calderon
Asma Kabir Amer Zeidan

6. Amy Pham Amber Tran
Shannon Priest Nicki Tran