Gollective Bargaining

Agreement

Between

SEIU Local 1

And

Scrub, lnc.
Covering O'Hare and Midway Airports

July 1, 2019 to June 30, 2022

 Article 1. Recognition

t.l scrub, Inc. ("Employer") recognizes Service Employees International union,

Local 1 ("union") as the sole and exclusive bargaining representative for the
Employer's operations at Chicago's O'Hare International Airport (ORD) and
Midway International Airport (l\DW) (the "Airports") for all the Employer,s
non-supervisory, non-confidential regular full-time and part-time employees
(excluding Planners and Administrative Employees) assigned to work at the
Airports. This Agreement shall be governed by the laws of the Railway Labor Act
("RLA").

1.2 Upon the execution of this Agreement, the Employer will provide the Union with
a list of all its accounts and Sites (as defined in Article 7) at oRD and MDW that
are subject to the Agreement where it provides services. Up to four (4) times per
year upon the Union's written request, except where prohibited by law, the
Employer will provide the Union in writing the name, address, email, phone
number, job classification, work site, employee identification number, shift,
Seniority Date, present wage rate of each employee assigned to each account/Site
and part-time or full-time status designation as defined in Article l5("Employee
Information"). The Employer is not required to provide Employee Information
concerning accounts which exist for thirty (30) continuous work days or less and
are not regularly reoccurring ("Temporary Accounts.")

1.3 Within one (l) week of notification that the Employer has obtained additional
work, except Temporary Accounts, within the scope of this Agteement, the
Employer shall notiff the Union in writing of the additional work and the date on
which it is to commence performing such work.

t.4 This Agreement shall govern any such additional work in oRD or MDw to which
it may lawfully apply. The Employee Free choice Procedure ("EFCP"), attached
as Attachment A, shall apply to any additional work which may not be lawfully
accreted to the bargaining unit under this Agreement. Upon union recognition
pursuant to the EFCP,. this Agreement shall apply.

Article 2. Contract Enforcement

2.1 Subject to property holder approval, authorized Union agents shall have access to
the Employer's work sites in non-secure areas to enforce this Agreement,
provided that the Union representative gives reasonable advance notice to the
Employer. union visitation shall not interfere with conduct of the Employer,s
business or employees working. The union shall indemniff and hold harmless
and promptly reimburse the Employer, its affiliates and assigns, directors,
officers, and employees (the "Indemnified Parties") from and against any all
liabilities, damages, losses, claims, fines, penalties, assessments, and demands,
including all fees, costs and expenses incidental thereto, that may be charged to,
asserted against, or incurred by the Indemnified Parties by reason of the any loss,
 damage, or injury of act due to activities and/or actions of the Union or any Union
representative constituting a security breach.

2.2 The Employer shall provide one (1) hour every six (6) months for the employees
to meet with the Union on non-work time to assure proper implementation of the
contract.

2.3 The Employer shall recognize union-designated Shop stewards. The Union will
provide the Employer with a list of Stewards designated by the Union. The
Employer shall recognize up to fifteen (15) Stewards, and the same number of
altemates. Shop Stewards have no authority to take strike action or any other
action intemrpting the Employer's business.

2.4 A shop steward may conduct Union business and/or communicate with employees
about Union business on working time only with the Employer's authorization.

2.5 Stewards shall be given an opportunity before or after working hours to meet with
new employees to provide information on the Union, and the parties agree this
will be unpaid time.

2.6 The Employer shall furnish a bulletin board at a conspicuous site in each of the
Employer's sites where a bulletin board is practical and permitted by the
customer, and in those circumstances, shall permit representatives of the Union,
including stewards, to post notices pertaining to Union affairs on the bulletin
board. Nothing of a derogatory nature toward the Employer or others may be
posted on the bulletin boards.

2.7 The Union shall have the right to inspect the Employer's
personnel/discipline/employment records to determine compliance with this
Agreement, provided that reasonable advance notice is given to the Employer
describing with specificity the records the Union desires to inspect, the reason for
the request, and that such inspection shall occur at a mutually agreed upon time
during normal business hours.

Article 3. Union Security and Check-off

3.1 It shall be a condition of employment that all employees covered by this
Agreement shall become and remain members in the Union on the 3l't day
following the date this Article applies to their work-site or their employment,
whichever is later. The requirement of membership under this section is satisfied
by the payment of the financial obligations of the union's initiation fee and
periodic dues uniformly imposed.

3.2 upon receipt by the Employer of a letter from the union's Secretary-Treasurer
requesting an employee's discharge because he or she has not met the
requirements of this Article, unless the Employer questions the propriety of doing
 so, he or she shall be discharged within fifteen (15) days of the letter if prior
thereto he or she does not take proper steps to meet the requirements. If the
Employer questions the propriety of the discharge, the Employer shall
immediately submit the matter to the Arbitrator. If the Arbitrator determines that
the employee has not complied with the requirements of this Article, the
employee shall be discharged within ten (10) days after written notice of the
determination has been given to the Employer.

J.J upon written request of the union, the Employer agrees to deduct monthly dues,
initiation fees, and agency fees, or Political Action Fund (COPE) contributions
from the wages of an employee, when authorized by the employee in writing in
accordance with applicable law. The union will furnish to the Employer the
necessary dues deduction authorization forms. The parties acknowledge and
agree that the term "when authorized by the employee in writing" as provided in
this Agreement includes authorizations created and maintained by use of
electronic records and electronic signatures, including electronically recorded
phone calls, consistent with state and federal law. The Union, therefore, may use
electronic records to very union membership, authoization for voluntary
deduction of union dues and fees from wages for remittance to the union, and
authorization for voluntary deductions from wages for remitiance to COPE Funds,
subject to the requirements of state and federal law. The Employer shall accept
confirmations from the Union that the Union possesses electronic records of such
membership and give full force and effect to such authorizations as
"authorization" for pulposes of this Agreement

At the time of hire the Employer shall give to the new employees a packet,
provided by the union, containing a union membership application form, and a
check-off authorization form. When the Employer holds orientation ortraining for
newly hired employees, the Employer will give the union notice reasonably in
advance of each such orientation and will grant a Union representative fifteen (15)
minutes to address the employees in attendance on paid time and will afford the
Union representative the opportunity to collect Union authorization cards atthat
time.

3.4 If the Employer fails to deduct or remit to the Union the dues or other monies in
accordance with this section by the twentieth (20ft) day of the month, the
Employer shall pay interest on such dues, initiation fees, or contributions at the
rate of one percent per month beginning on the thirty-first (31) day, unless the
Employer can demonstrate the delay was for good cause due to circumstances
beyond its control.

3.5 If an employee does not revoke his or her dues check-off authorization not less
than thirty (30) and not more than forty-five (45) days prior to their annual
anniversary date of authorization, or at the end of the current contract, whichever
is earlier, the employee shall be deemed to have renewed his or her authorization
 for another year, or until the expiration of the next succeeding contract, whichever
is earlier.

3.6 The Employer shall maintain accurate employee information and transmit dues
and all legal assessments deducted from paychecks of employees who have
authorized such deductions in writing to the Union. The payment shall be
accompanied with information for whom the dues are transmitted, the last four
digits of the employee's social security number, and the amount of dues payment
for each employee, the employee's wage rate, the employee's date of hire, the
employee's site or site change, whether the employee is part-time or full-time, the
employee's address and the employee's classification. The Employer agrees to
remit the amount deducted to the Union by the end of the month after the
deductions are made by the Employer. In addition, the Employer shall include a
list of employees who are no longer employed by the Employer for the month for
which the dues are submitted.

J.t The Union shall indemni$, and save the Employer harmless against any and all
claims, demands, suits or other liability of any kind whatsoever which may arise
out of or by reason of action taken or omitted by the Employer in reliance upon
the Union's request to terminate any employee under this Article 3.

Article 4: Discharge and Discipline

4.t The Employer shall not discipline or discharge employees without just cause after
completion of a ninety (90) day probationary period; provided however that
employees for whom the Union is the collective bargaining representative of the
incumbent employees being acquired or assumed by the Employer as a result of a
contractor transition as regulated in Section 6. I shall not have to serve a new
probationary period upon such transition. The Employer shall conduct its own
investigation of the circumstances surrounding the alleged misconduct before
imposing any discipline but may suspend an employee during investigation in
certain grievous offenses .

4.2 Any discipline should be issued in writing as soon as possible from the date of the
alleged incident. All employees shall receive written notice of all disciplinary
actions at the time when the discipline is issued. Such notice shall state the
alleged violation, the date and the disciplinary action being imposed.

4.3 upon request of an employee, a member of the Union's staffor one of its stewards
shall have the opportunity to be present for all disciplinary meetings, and all
investigative meetings involving employees.

4.4 Disciplinary actions, shall not be relied upon for purposes of progressive discipline
if the employee does not receive any discipline for a period of twelve (12)
consecutive months following the last issuance of discipline; except that for
 suspensions or final wamings the period shall be twenty-four (24) consecutive
months from the date of the suspension or final waming.

4.5 The Employer may remove an employee from further employment at an account
upon the demand of a customer. The Employer shall ask the customer for the
reasons for the employee's removal. The Employer shall ensure that the request is
from an appropriate level of the customer's management. unless the Employer
has just cause to discharge the employee, the Employer will use reasonable efforts
to place the employee in a similar job (shift and days off may change) at another
account covered by this Agreement.

4.6 Any temporary employee or employee who has not completed his/trer trial ninety
(90) day period may be discharged or disciplined by the Employer in its
discretion. No question concerning the discipline or discharge of any such
employee shall be the subject of arbitration.

4.7 At all times while on ORD or MDW property and identifiable as employees of the
Employer (e.g. when wearing the Employer's uniform), employees shall conduct
themselves professionally.

4.8. Employees shall be given a five (5) minute grace period for punching in for a
shift.

Article 5. Grievance/Arbitration
5.1 Any disputes or differences involving the meaning or application of this
Agreement that arise between the Employer and the Union shall be resolved as
provided in this Article.

5.2 All grievances, except a grievance involving direct monetary issues (such as, but
not limited to, pay, paid leave, and dues deduction and remittal), shall be brought
within fourteen (14) calendar days after the Union or Employer, as the .ur" rnuy
be, has knowledge or should have had knowledge of the dispute.

5.3 An employee and/or union Representative may consult directly with an

Employer-Supervisor for the pu{pose of resolving any grievances, or on a matter
that does not necessarily constitute a grievance. In any case, where the Union or
the Employer is not satisfied, with respect to the disposition of a matter regarding
the meaning or application of any provision of this Agreement, the Union or the -
Employer may submit the complaint as a grievance within the time set forth in
paragraph 5.2 above. The grievance will state a summary of the facts, the specific
portion of the Agreement allegedly violated, and the date the alleged violation
occurred. If requested by the Employer, the Union will provide additional details
and/or clarification regarding the subject ofthe grievance. Ifrequested by the
Union, the Employer shall provide additional details and/or clarlfication regarding
the subject ofits grievance.
5.4 After the union or Employer files a grievance, the aggrieved party shall request a
meeting with the other side in writing (including by e-mail). If the Employer or
Union does not make itself available for a meeting within thirty (30) calendar
days of the request, the Union or the Employer may proceed directly to arbitration
by noti$ing the Employer or Union in writing within sixty (60) calendar days of
the filing of the grievance. If the meeting does take place, the Employer or union
shall provide a written response to the Union or Employer within ten (10)
calendar days. If the grievance is not resolved or the Employer or Union has
failed to respond within the ten (10) calendar days after the meeting, the Union or
Employer may refer the matter to arbitration by notifuing the Employer or Union
in writing no later than thirty (30) calendar days following the date the Employer
or union provided a written response or the date they were obligated to do so.

5.5 In compliance with Section 204,Title II, of the Railway Labor Act, as amended,
the parties shall establish a system Board of Adjustment for the purpose of
adjusting and deciding disputes or grievances arising pursuant to the terms of this
Agreement or any supplemental agreement. such Board will be known as the
Scrub System Board of Adjustment ("System Board").

5.6 The System Board will be comprised of three (3) members to be selected as
follows: one (1) by the Union, one (1) by the Company and a third neutral
arbitrator as described in Section 5.7. If the parties mutually agree, the arbitrator
may sit and decide the dispute without the company and union System Board
members in attendance. The System Board will consider any dispute properly
submitted to it by the Union or the company which has not been previously
settled in accordance with the provisions of this Agreement. The System Board's
jurisdiction is limited to interpreting and applying the collective bargaining
agreement and it will have no authority to alter the collective bargaining
agreement's provisions on rates of pay, hours of service, or working conditions.

5.7 The parties agree to use the panel of five (5) arbitrators listed in this Section on a
rotating basis to serve as the System Board neutral arbitrator. The arbitrator shall
issue a written decision, which shall be final and binding on the parties. The
parties shall share equally the Arbitrator's fees, expenses, and hearing room costs,
but costs such as witnesses, and other such items shall be borne solely by the
party incurring such costs. The arbitrator panel shall consist of: Cit Vernon, Lisa
salkovitz Kohn, Daniel Nielsen, Peter Meyers, Edwin Benn. In the event one or more
of the arbitrators is no longer available to serve on the panel, the parties will meet
promptly to reach mutual agreement on a replacement arbitrator(s).

5.8 The procedure outlined herein shall be the sole and exclusive method for the
determination of all such issues between the union and the Employer. The
Arbitrator shall have the power to grant any remedy to correct a violation of this
Agreement, including but not limited to, damages and mandatory orders. The
arbitrator shall not have the power to add to, delete from or modifr the provisions
 of this Agreement. In any proceeding to confirm an award of the Arbitrator,
service may be made by registered or certified mail with copies to both parties.

5.9 Grievants and witnesses attending grievances meetings, but not arbitration
hearings, if held during their regularly scheduled hours shall be paid during such
attendance if they are current employees at the time of the hearing.

5.10 All claims under this Agreement may only be brought by the Union or Employer
alone and no individual shall have the right to compromise or settle any claim
without the written permission of the Union.

Article 6. Contractor Transition

6.1 When acquiring or otherwise assuming the servicing of an account or confact
within the scope of this Agreement where the Union is the collective bargaining
representative of the employees being acquired or assumed by the Employer, the
Employer shall offer employment, in order of SEIU Local 1 Seniority Date to the
incumbent employees who have been working at the account immediately before
takeover, subject to applicable law and the Employer's hiring and employment
standards. The Union shall provide the Employer with a list of incumbent
employees and their SEIU Local I Seniority Dates as soon as possible but in no
case no more than thirty (30) days after the Employer's request for such list.
Employees who are on an authorized leave of absence, vacation or off work
because of on-the-job illness, on-the-job injury, or off-the-job short-term illness or
injury, shall be included in the list of incumbent employees provided by the Union
who may be subject to hire by the Employer pursuant to this article. The Union is
solely responsible for providing accurate SEIU Local I Seniority Dates for
incumbent employees and the Employer is entitled to rely upon the same.

6.2 The Employer shall notifu the Union in writing as soon as practicable after the
Employer receives written cancellation of an account or part of an account. The
Employer shall provide to the Union a list of all affected employees and their
Employee Information after it has determined its operating plans for the
remaining time that it will be the Employer on the account.

6.3 When assuming a new account, the Employer shall provide the Union a list of all
newly hired employees and their Employee Information as soon as is practicable.

Article 7. Seniority, vacancies and Bidding for shifts/Schedules

7.1 Definitions:

7.1.1. a. '.SEIU Local 1 Seniority Date" shall be defined as the first day of
continuous service with the current Employer and any previous employers
at ORD or MDW represented by the Union.
 b. "Employer Seniority Date" shall be defined as the first day of
continuous service with the Employer.

7 .1.2 A 'osite" shall be defined as all airport related properties or aircraft.

7.1.3 A "Classification" is the classification or department as defined by the

Employer, which shall be as follows:

. Cabin Cleaning
. Jurit*iul
-
:m...
7.1.4 Employees may obtain positions by seniority only if they are capable of
performing the work and meet all written pre-existing qualifications of the
Employer and the customer.

7.1.5 Seniority shall continue to accrue while an employee is on leave of

absence for less than three (3) months. An employee shall not accrue
seniority while on lay off.

7 .1.6 Seniority rights are lost if any employee: 1) resigns 2) is discharged for
cause without reinstatement, 3) fails to report or communicate within
seventy-two hours after a notice of recall sent via text and email by the
Employer to the employee at his/her last mobile phone number and email
address of record on file with the Employer, 4) is laid-off or absent due to
a workers compensation claim for more than nine (9) months or for the
employee's length of service, whichever is less, 5) unauthorized failure to
report to work at the expiration of a leave of absence pursuant to this
Agreement, 6) takes replacement employment elsewhere during the period
of a contuactual leave of absence in which the Employer reasonably
objects, 7) is discharged for any reason during his/trer probationary period;
8) the employee is not recalled to work after nine (9) months on furrough.

7 .1.7 An employee whose seniority is lost for any of the reasons outlined in
Section 7.1.6 above shall be considered as a new employee if he/she is
again employed by the Employer. The failure of the Employer to rehire
said employee after the loss of seniority shall not be subject to the
grievance and arbitration procedure.

7.2 Seniority list:

7.2.r rhe Employer shall post a seniority list at a conspicuous place on the
Employer's premises, in accordance with Section 2.6,witha copy
furnished to the Union.
 7.2.2 Any employee who questions his Seniority Date must notiff the Union
and the Employer within thirty (30) days of the posting date. If the Union
and the Employer disagree on an employee's Seniority Date, the issue may
be resolved through the grievance and arbitration procedure

7.2.3 The seniority list shall be updated quarterly with a copy sent in electronic
spreadsheet form to the Union.

t.J Applications of Seniority:

7 .3.1 Employees with two (2) year of seniority or more shall inform the
employer in writing if they want to transfer into a different job within their
classification as defined in Section 7.1.3. When there is a vacancy, the
Employer shall fulfill such requests in the order of Employer Seniority and
section 7.1.4. Employees who transfer may have difflerent days off and
may have their wage adjusted lower due to wage differentials.

7.3.2 Layoffs of affected employees due to a reduction in force or reduction in

hours due to reduced work shall be in inverse order of Employer Seniority
Date in the classification, provided the remaining employees have the
requisite knowledge, skills, ability, and experience to perform the
remaining work. Recalls and increased hours shall be in order of Employer
Seniority Date, so long as the employee is capable of performing the work.
It is understood that an employee who has been employed in the
classification has the requisite knowledge, skills, ability, and experience to
perform that work. An employee shall lose hislher recall rights if not
recalled to work after nine (9) months on furlough.

7.3.3 Classification Transfers: The Employer shall make available to the Union
a listof all available open shifts within a Classification upon request and
employees in the given job classification shall notifu the Employer if they
are interested in transferring into an open position within their
classification. No transfers shall be granted from November l5e to March
15th of each year for Lavs or Ramp. There shall be a cap of ten (10%)
percent of transfers for any one work-group within a classification on a
rolling one (1) year basis equally spread out throughout the year.

7.3.4 Except as provided for in Section 15.11, and where operationally

infeasible, overtime shall be offered to employees at the site and
classification who sign a list volunteering for overtime. The Employer
shall post a list month where employees may volunteer to be called in for
additional hours on specific days when they are not scheduled to work.
Overtime shall be awarded equitably among the volunteers.

7.4 CS Policy
 Employees within the same classification shall be permitted to trade work
days and shifts upon written approval from the Employer. Employees are
responsible for the obligations incurred as a result of such agreed upon
trades.

Article 8. Workload/Reductions
8.1 When airlines make planned reductions in service schedules (such as seasonal
fluctuations or elimination of scheduled flights), the Employer may reduce
regularly scheduled hours. In such cases, the Employer will provide notification
in writing to the Union within a reasonable time period upon notification by the
customer of the reduced service schedule. The Union, upon receiving notice of
such proposed change, agrees to meet with the Employer conceming a reduction
in total hours of work at that job site.

8.2 When unplanned flight delays or cancellations result in a temporary reduction in

the need for service, the Employer may make corresponding reduction in
schedules on the impacted shift(s) or work group(s), provided said reductions are
applied in order of seniority at the site and in the classification unless
operationally impractical.

Article 9. Picket Linell\o Strike Clause

9.t There shall be no strikes (including, but not limited to, slowdowns, walkouts, sit-
downs, picketing, stoppages of work, concerted refusal to work overtime,
retarding of work, or boycotts) or other cessations of work by the employees
covered by this agreement or the Union, or lockouts by the Employer, unless and
until the parties' rights to self-help mature under the Railway Labor Act. In the
event of a strike by another labor group affecting the customer's propefty or
operations, the employees will remain on the job but will not be required to
assume duties outside the scope of this Agreement.

9.2 Because of the effect of such actions on the Employer and its accounts at ORD or
MDw, the union may not engage in a complete or partial sympathy strike and
employees may not refuse to work by honoring picket lines in any manner. The
foregoing notwithstanding, in the event the union is directing picketing against
another employer at oRD or MDW at a Site where employees work, the union
and Employer shall coordinate picketing and designate entry and egress for
employees at such picketed sites to provide at least one non-picketed entrance for
employees

9.3 This Article 9 shall notalter or limit the Employer's right to obtain a court order
enjoining such conduct by the Union andlor employees both collectively and
individually.
 Article 10. Leaves of Absence
10.1.1 Employees who have been employed by the Employer for at least one (1) year
may request one (l) personal leave of absence for reasons other than illness,
injury or disability for no more than seven (7) days, in a 2l month period.
Employees who have been employed by the Employer for at least two (2) years
may request one (1) personal leave of absence for reasons other than illness,
injury or disability for no more than fourteen (-l4) days, in a 2l month period.
Employees who have been employed by the Employer for at least five (5) years
may request one (1) personal leave of absence for reasons other than illness,
injury or disability for no more than sixty (60) days, in a 21 month period.
Employees must submit requests for personal leaves of absence in writing at least
thirfy (30) days prior to the beginning of the leave unless the employee is
requesting leave for a bona fide emergency.

10.1.2 To the extent an employee has accrued PTO available, it shall be applied toward
any personal leave of absence period. once PTo has been exhausted, the
employee shall be required to use available vacation regardless of the Vacation
Bid process toward the personal leave of absence period. Any remaining portion
ofthe personal leave ofabsence period thereafter shall be unpaid.

10.1.3 Requests for personal leaves of absence shall be considered on a first-come, first-
served basis if more than one employee requests a personal leave of absence for
the same dates. The Employer shall consider the following factors in determining
whether a personal leave of absence will be granted: 1) the employee's stated need
for a personal leave of absence; 2) any supporting documentation the employee
chooses to provide to the Employer in support of the personal leave of absence
request; and 3) the needs of the Employer (including but not limited to: staffing
requirements, client demands and the overall impact of the personal leave of
absence on operations).

10.1.4. The Employer may require an employee to provide documentation establishing

the existence of a bona fide emergency immediately upon his or her return to
work. A "bona fide emergency" for purposes of this section is a genuine and
verifiable emergency circumstance that is unrelated to illness, injury or disability
that requires the employee's immediate and prolonged absence from the
workplace and for which leave is otherwise unavailable to the employee through
federal, state or local leave laws.

10.1.5. An employee who fails to return to work after a personal leave of absence or who
accepts employment elsewhere during the leave period will be deemed to have
resigned.

10.2 The Employer shall provide up to four (4) employees annually with unpaid leaves
of absence for union related activities of up to three (3) months each where
operations permit, provided that such leave shall not be unreasonably denied.
 Upon such authorized leave, the Employee must surrender his/her airport ID
badge allowing SIDA access. The parties recognize that, when such leave exceeds
30 days, the employee may be required to complete a re-badging process before
returning to work. Where re-badging is required, the Union and the Employer will
cooperate and schedule necessary appointments so that the employee's retum may
be implemented, to the extent practicable, on the date the leave is scheduled to
conclude, and the Union shall reimburse the Employer for fees actually incurred
by the Employer to complete the re-badging.

10.3 The Employer shall comply with all applicable federal, state, and local law
concerning family, medical or sick leave.

Article 11. Vacation Leave

11.1 Employees shall be provided paid vacation according to the following schedule:

11.1.1 Employees with Local I Seniority Dates shall be entitled to the following paid
vacation:
a. One work week (based on the employee's regular work schedule) of paid
vacation per year (one o'Vacation Week") granted to the employee after one
(1) year anniversary on January lst annually to be scheduled and taken as
provided for in this Article, and then;

b. Two (2) Vacation Weeks per year beginning the calendar year immediately
following an employee reaching the two Q) year anniversary of his/trer SEIU
Local I Seniority Date to be scheduled and taken as provided for in this
Article;

c. Three (3) Vacation Weeks per year beginning the calendar year
immediately following an employee reaching the tenth (10) year anniversary
of hislher SEIU Local 1 Seniority Date to be scheduled and taken as provided
for in this Article;

d. Four (4) Vacation Weeks per year beginning the calendar year immediately
following an employee reaching the fifteen (15) year anniversary of his/her
SEIU Local 1 Seniority Date to be scheduled and taken as provided for in this
Article;

e. Five (5) Vacation Weeks per year beginning the calendar year immediately
following an employee reaching the twenty-five (25) year anniversary of
his/her SEIU Local I Seniority Date to be scheduled and taken as provided for
in this Article;

lL.2 vacation Bid. Beginning January 1,2020,the Employer shall post a vacation
Bid opportunity between January 1 and January 30th annually. Employees may
submit their Vacation Bids during the opportunity period for Vacation Weeks in
 the upcoming calendar year. Subject to the Employer's operational needs, the
Employer will approve vacation Bid requests by employee department, shift,
work location and seniority. Requests for vacation outside this bid process shall
be considered on a case-by-case basis, but vacation awarded through this bid
process shall take precedence. If an employee fails to bid a vacation, the
Employer may assign a vacation period(s) to the employee. There shall be no
blackout periods for vacation except there shall be a blackout period for Lavs and
Ramps during December, January and February. One slot per shift per week shall
be available for vacation for Lavs and Ramp in November and March.

11.3 A Vacation Week must be taken in the amount of regularly scheduled work days
in a work week for an employee during a work week that begins on Sunday and
ends the immediately following Saturday. Employees who have sufficient Locall
seniority as outlined above to be eligible for two Vacation Weeks have the option
of taking their Vacation Week entitlement in single Vacation Week increments or
they may combine Vacation Weeks for a consecutive two (2) work week vacation
if they have the accrual. Employees shall be eligible to use one week of vacation
per year to take as individual days or clusters less than a one week block.

ll.4 vacation pay shall be paid at the employee's regular hourly rate of pay on the
payroll in which the Vacation Week(s) are taken. The number ofpaid hours per
vacation day shall be equal to the number of paid hours in the employee's regular
schedule.

11.5 In the event an employee is on approved leave under the Family Medical Leave
Act (FMLA) or Americans with Disabilities Act (ADA) and has exhausted all
accrued paid time off (PTO) as provided for in Article l2,the employee shall be
required to use available vacation toward such leave regardless of the Vacation
Bid process. Any Vacation Weeks previously scheduled through the Vacation
Bid process will be removed from the schedule if vacation is applied toward an
FMLA or ADA leave.

I 1.6 Employees shall be paid all accrued unused vacation days upon termination of
employment, including termination of employment resulting from the Employer's
loss of an account covered by this agreement.

ll.7 Vacation Weeks not used within a calendar year shall be paid out to the Employee
with the first regular payroll of the following calendar year.

Article 12. Other Paid Time Off (pTO)

l2.l The parties recognize that the City of Chicago's paid sick leave law (Municipal
Code of Chicago Chapter l-24) and any executive orders of the Mayor pertaining
to paid sick leave are not applicable to employees covered by a bona fide
collective bargaining agreement. This article is expressly intended to supersede
any previous paid sick leave policy established by the Employer.
12.2 Accrued paid sick leave balances of employees covered by this Agreement,
earned prior to the effective date of this Agreement, shall be converted to an
equivalent amount of paid time off(PTO) which may be used in accordance with
this Article.

12.3 Employees shall accrue one (1) hour of PTO for every forty (40) hours worked,
up to forty (40) hours within a Calendar Year. The Calendar Year shall be the 12-
month period running from January through December beginning with the first
payroll check on or after January 1 throughthe lastpayroll check on orpriorto
December 31.

12.4 Employees shall begin to accrue PTo upon commencement of employment.

However, accrued PTO can only be used after the employee completes the 90-day
probationary period. Employees may not use more than forty (40) hours of PTO
hours in a Calendar Year.
12.5 Up to forty (40) hours of unused, accrued PTO will carryover from Calendar
Year to Calendar Year. Employees shall not be paid out for all unused, accrued
PTO upon the employee's termination, resignation, retirement or any other
separation from employment.

12.6 All PTO shall be taken in a minimum increment of one full day scheduled for the
workday for which PTO is requested and the employee must have accrued PTO
available at the time of the absence in an amount sufficient to fully cover it in
order for PTo to be used. If an employee's PTo balance is less than the
minimum increment, and sftre has accrued the maximum PTO hours for the
calendar Year, the employee may use any remaining accrued, unused pro in a
minimum amount equal to such remaining balance.

12.7 Employees who are on approved leave under the Family Medical Leave Act
(FMLA) or Americans with Disabilities Act (ADA) must use all accrued, unused
PTo toward such leave, but may use PTo for such pulposes in minimum
increments of one (1) hour.

12.8 Employees may not loan accrued leave to another employee or receive an
advance from future, unearned PTO.

12.9 Notice and Request to Use PTO:

12.9.1 Employees shall request PTO in writing at least fourteen (14) days in
advance of the requested time off. The Employer will approve PTO requests on a
first- come, first-served basis by employee department, shift and work location.
The Employer shall provide the employee with a written approval or denial of
such leave request as soon as practicable after the request is made. An approved
PTO request under this Section is considered an Excused Absence.
 12.9.2 Employees may request that an unforeseeable absence (whether excused
or unexcused) be paid through the application of accrued PTO. An unforeseeable
absence for which PTO is applied will be an Excused Absence under the
Attendance Article only if: 1) the unforeseeable absence is for the employee's full
shift; 2) the employee notified the Employer of the absence at least two (2) hours
prior to the shift; 3) the employee has accrued PTO available to cover the full
shift; and 4) the employee provides a written PTO request to administration
within (2) days of the employee's return to work.

12.9.3 Where an Employee has not requested the use of PTO in advance, slhe
must submit a written PTO request to administration on the Employer provided
form, within two (2) days of the employee's retum to work. The absence will be
paid as PTO only if the employee submits the written PTO request as required
herein.

12.9.4If an employee requests more than two (2) consecutive days of PTO for
personal illness or the illness of a covered family member as recognized under the
FMLA and/or state law, reasonable documentation from a health care provider
may be required.

12.9.5 PTo shall not be applied toward a No calla{o Show absence. The
Employer may, at its discretion, approve PTO to cover such an absence where the
Employee notifies the Employer, as soon as practicable, of unusual circumstances
that made it impossible for the Employee to call in (e.g. the employee was
incapacitated), however discipline may still be assigned.

12.9.6 PTO under this Article provides employees with paid time off@TO) from
work and has no bearing on how absences, tardiness, or leaving early are treated
except for the narrow exceptions described in Sections 12.9.1 and 12.9.2 above.

Article 13. Health Insurance

13.1 As of January 1,2020,the Employer shall provide an ACA compliant health
insurance plan to all employees eligible. The maximum monthly cost for the employee
shall be:
Effective January 1,2020,the Employee monthly contribution for health
insurance shall be:

$1 15.00 per month for single coverage

$760.00 per month for Employee plus Spouse

$640.00 Employee plus Children
$1,000.00 per rnonth for Family coverage

Essential Care coverage offered by the Employer shall be paid at employer provided rates
for all employees.
 Article 14. Holidays
l4.l Employees shall be paid time and one-half his/her regular rate of pay for all hours
worked on the following holidays in addition to a paid holiday:

New Year's Day

Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christrnas Day

14.2 Each regular employee shall be credited with the normal number of hours at
straight time in his or her shift on each of such paid holidays.

Article 15. The Workweek, Overtime and Method of pay

15.1 The Employer shall establish and maintain a regular work week indicating the
weekly start and end days and times. Any work performed over forty hours in a
week or any hours paid over regularly scheduled hours for full-time employees
shall be paid at time and one half the employee's regular rate of pay. Employees
who work at more than one site shall have their hours combined in determining
their overtime pay.

15.2 The Employer shall be free to set the hours of employment, provided that a
normal work week for full-time Employees shall consist of no less than thirty-two
(32) hours, unless operationally impractical. Employees shall be scheduled two
(2) consecutive days off in each work week where operationally practical. In
addition, days off may be non-consecutive by mutual agreement.

15.3 Part-time employees shall be scheduled for a minimum of four (4) hours per day
and twenty (20) hours per week, unless an employee elects to work less than five
(5) days a week in which case the minimum shift shall be eight (8) hours per day
for each day worked.

15.4 Employees shall be able to request a copy of their schedule at any time.

15.5 Each workday an employee is required to report to work he shall be paid a

minimum of four (4) hours pay unless 1) the employee is removed from work for
disciplinary reasons; 2) the employee requests to leave work early and the
Employer approves the employee's request; 3) the employee leaves work early
without authorization.'

15.6 The Employer shall not use split shifts unless it is operationally impractical to
schedule without them. When possible, split shifts shall be on a voluntary basis.
15.7 Any employee who is required by the Employer to remain on the job site shall be
paid for all such time, including overtime, regardless of whether work is
performed.

15.8 Any employee who is required by the Employer to travel in the course of
performing his/her work assignments shall be paid for necessary travel time.

15.9 All wages, including overtime, shall be paid in accordance with the Employer's
current practice, with an itemized statement of payroll deductions and paid time
off provided to the employee on the pay stub (either electronically or paper). If a
regular pay day falls on a holiday, employees shall be paid on the preceding day.

1 5. 1 0 In the event the Employer changes schedules for reasons other than those
described in section 8.2,the Employer shall provide notice of changes in
regularly scheduled shifts at least one (l) week in advance if aware within that
time frame or notice shall be given as soon as the Employer is aware of change.
The Employer shall provide 72-hours' notice of any short-term changes unless
impractical.

15.11 a. Mandatory Overtime: The Employer will make reasonable efforts to avoid
requiring mandatory overtime. In such instances where overtime is required, the
Employer shall give employees as much notice as possible. Overtime will be
awarded among volunteers on a first-come, first-served basis.
b. For all classifications except Lav and Ramp: In the event there are insufficient
volunteers as described in Section 7.3.4 of this Agreement, qualified employees
working less than a forty (40) hour work week shall be required to work
additional hours before mandatory overtime is assigned. If no such employees are
available or there are an insufficient number of qualified employees who have
worked less than forty (40) hours, the Employer will mandatorily assign
employees to work overtime in reverse classification seniority order.

c. For Ramp and Lav classifications: Employees may be assigned mandatory

overtime but Ramp and Lav employees shall have at least two consecutive days
off a week every other workweek. If the Employer has a need to call in all Ramp
and Lav employees due to snow removal from a snow storm, then employees may
not have two consecutive days off.

d. An employee who refuses to work overtime as directed by the Employer may

be subjected to disciplinary action pursuant to Article 4.

15.12 Relief: No employee shall leave her or his assigned post or take any break without
the prior approval of the employee's supervisor or the Employer's manager and
without proper relief in affendance. The Employer shall provide reasonable relief
to employees.
15.13 Breaks: Employees who work more than four-and-one-half (4.5) hours in a
scheduled shift shall be entitled to an unpaid meal break of at least Yzhour. The
unpaid lunch break shall be scheduled at least two hours after the start of an
employee's shift and not less than two hours before an employee's shift end.
Employees who work a scheduled shift of t hours or more shall be entitled to a
second unpaid meal break of at least thiffy (30) minutes. If operationally feasible,
Employer may provide additional unpaid meal breaks consistent with this
provision in the event employees are required to work unscheduled hours in
addition to their scheduled shift. Full-time employees shall be given two (2)
fifteen (15) minute paid breaks per shift. Part-time employees shall be given a
paid fifteen (15) minute break for every four (4) hours scheduled to work.

15.14 Managers and supervisors shall not perform bargaining unit work when
bargaining unit personnel are immediately available to perform such work, except
that Cabin supervisors may help with security sweeps or in cases to avoid a
potential delay.

Article 16. Successors, Assigns and Subcontracting

16.1 The Employer shall not subcontract, transfer, lease or assign, in whole or in part,
to any other entity, person, firm, corporation, partnership, or non-unit work or
workers, bargaining unit work presently performed or hereafter assigned to
employees in the bargaining unit for the purposes of circumventing the terms of
this Agreement.

16.2 To the extent permitted by law, this agreement shall be binding on any other
entities that the Employer, through its officers, directors, partners, owners, or
stockholders, either directly or indirectly (including but not limited through
family members), manages or controls, provided such entity or entities perform(s)
work subject to this Agreement.

Article 17. Non-Discrimination

17.I There shall be no discrimination against any employee by reason of race, creed,
color, age, disability, national origin, sex, gender identity, sexual orientation,
union membership, or any characteristic protected by law.

17.2 All statutes and valid regulations about reinstatement and employment of veterans
shall be observed.

Article 18. Wages

18.1 Effective on July 1,2019, employees shall receive an across the board increase of
2.0o/obased on the employee's rate as of June 30,2019. This is in addition to any
increase mandated by the City of Chicago Department of Aviation pursuant to
Section 4.6 of the CSPP which shall be applied to all employees.
'18.2
Effective on July l,zl2l,employees shall receive an across the board increase of
2.|o/obased on the employee's rate as of June 30,2020. This is in addition to any
inuease mandated by the City of Chicago Department of Aviation pursuant to
Section 4.6 of the CSPP which shall be applied to all employees.

18.3 Effective on July 1,2021, employees shall receive an across the board increase of
2.5o/obased on the employee's rate as of June 30,2021. This is in addition to any
increase mandated by the City of Chicago Department of Aviation pursuant to
Section 4.6 of the CSPP which shall be applied to all employees.

18.4 Employees working on 3rd shift (defined as any shift start between 6 pm and
midnight) shall be paid a shift differential of $1.00 per hour.

18.5 Employees assigned by the Employer to train bargaining unit employees shall
receive a training wage of $.50 an hour above their regular hourly pay for all
hours spent training.

18.6 For purposes of this Article, the parties agree wages under this Agreement will
follow the minimum wage rate set pursuant to the Certified Service Provider
Program (CSPP) established by the City of Chicago Department of Aviation for
the classifications set forth in the CSPP Section 2.1, except as set forth in this
Article.

18.7 Cabin employees working International shall receive $.50 above the Cabin rate of
pay and RON employees shall receive $1.00 above the Cabin rate.

18.8 No wages shall be reduced as a result of this agreement.

Article 19. Management's Rights

19.1 Subject to the tetms of this Agreement, the Employer shall have the exclusive
right to manage and direct the workforce covered by this Agreement and establish
work rules not in violation of this agreement. Among the exclusive rights of the
management (but not intended as a wholly inclusive list of them) are: the right to
plan, direct, and control all operations performed at the various locations served
by the Employer; to direct and schedule the workforce; to determine the methods,
procedures, equipment, operations, and/or services utilized and/or provided, or to
discontinue their performance by the employees; to transfer or relocate anylall of
the business operation to any location; to subcontract but only consistent with
express client mandates and needs and not for the purpose of evading the
obligations of this Agreement, discontinue operations by sale or otherwise, in
whole or in part at any time; to establish, increase, or decrease the number of
work shifts, and to determine the shift starting and ending times, as well as
determine the employees' work duties; to require performance of duties other than
those normally assigned; to select supervisory employees; to train employees; to
 discontinue,reorganize, or combine any part of the organization; to promote and
demote employees, consistent with the operational needs of the business; to
discipline, suspend, and discharge for just cause;to relieve employees from duty
for lack of work, or any other legitimate reason; to cease acting as a contractor at
any location or cease performing certain functions at any location, even though
employees atthat location may be terminated or relieved from duty, as a result.
Where the Employer is permitted to subcontract based on client mandates and
needs, as set forth above, the subcontractor will be required to provide its covered
employees with the same economic terms as those required by this Agreement. In
no case will this Article be used for the purpose of unlawfully discriminating
against any employees. Any of the rights, powers, or authorities the Employer
had when there was no Agreement are retained by the Employer and may be
exercised without prior notice to, or consultation with, the Union, except those
specifically abridged or modified by this Agreement, as well as any
supplementary, subsequent Agreement which may be made and executed by the
Parties.
Article 20. Health and Safety
20.1 The Employer shall provide and maintain a safe and healthy workplace for all
employees, and the Employer shall comply with all federal, state and local laws
and regulations relating to health and safety.

20.2 The Labor Management Committee as described in Article 25 shall periodically

review safety procedures to improve workplace health and safety.

20.3 With the understanding that the airlines control conditions in the airuaft and other
work locations, the Employer shall take reasonable measures to assur€ that the
planes and other indoors work areas are lit, heated and/or cooled when employees
are working there.

20.4 If the Employee believes, and has reasonable justification to substantiate this
belief, that there is a real and imminent danger of death or serious injury, the
Employee shall not be disciplined for asking the Employer to correct the hazard
or, if the Employer refuses to correct thehazatd, for asking the Employer for an
alternative assignment.

Article 21. Uniforms and Personal Appearance

2l.I The Employer will furnish at no cost to the Employees a sufficient number of
uniforms to be worn during work hours. The Employer will replace soiled and
wom uniforms as needed as reasonably determined by the Employer.
Furthermore, the Employer will furnish at no cost to the employee coats/jackets,
gloves and rain/snow gear to all employees who are required to work in exposed
areas during inclement weather and short-sleeved uniforms during hot weather.
With Employer approval, which may not be unreasonably denied, employees may
 wear their own jacket or sweater. For employees whose assignments require their
use, the Employer will furnish safety vests.

21.2 Employees shall not be required to use personal cell phones for work assignments
and communications. Employees given a cell phone by the company shall not be
responsible for replacing cell phone if lost or damaged unless they were grossly
negligent.

21.3 Upon termination of employment with the Employer, Employees must return all
uniforms in their possession and shall be docked the cost of the uniforms from
their last pay if not returned.

Article 22. Materials and Equipment

22.1 rhe Employer agrees to provide and to maintain properly equipment and
materials adequate to perform any and all work assignments, as required by law.
Employees shall not be responsible for damage or loss of equipment issued by the
Employer, including but not limited to metal detector wands, vacuums and tablets,
unless the employee was at fault due to willful neglect.

22.2 The Employer will provide all necessary supplies and personal protective
equipment, as required by OSHA, free of charge. The Employer shall furnish and
maintain all such items and replace such items as needed to keep up with regular
wear and tear.
Article 23. Break Rooms
23.1 The Employer shall request an adequate break room in each terminal and/or area
where employees work if the Employer can acquire the space from the client or
the airport at no cost. With the understanding that the employer does not control
the work premises, the Employer shall take reasonable measures to provide
adequate break rooms.

23.2 If an employee break room is not available, employees shall not be disciplined for
taking their breaks or eating in any public or common area of the terminal and/or
area where they work, unless restricted by the Employer's client or Airport
regulations.

23.3 The Employer shall provide reasonable lockable storage facilities for eaeh
employees for them to stow their personal items during shift, to the extent that the
Employer has available space. The Employer agrees to meet with the Union to
discuss Break Room issues when requested by the Union, up to three (3) times a
year.
 Article 24. Training
24.1 The Union and Employer acknowledge that passenger safety and security are of
paramount concern, and that Employees possess vital information and experience
for improving safety and security.

24.2 The Labor Management Committee shall seek to improve the quality of training
provided to employees and explore ways to improve service to passengers.

24.3 The Employer agrees to provide health, safety, and injury prevention taining to
employees, as required by law.

24.4 Where practical, in the event an Employee is required by the employer to perform
the job functions of another job classification within this bargaining unit, the
Employer will train the Employee in the requirements of that job function before
the Employee is required to perform the function.

Article 25. Labor-Management Committee

25.1 The parties shall create a labor-management committee consisting of up to five
(5) Union representatives, selected by the Union, and up to five (5) management
representatives, selected by the Employer. It shall seek to resolve workplace
problems and improve passenger service and employee health and safety. The
Labor-Management Committee shall meet at least quarterly.

Article 26. Most Favored Nations

26.1 In the event the Union enters into a collective bargaining agreement with a
competitor of the Employer at ORD or MDW, the terms or conditions of which
are more favorable to the competitor than the terms contained in this agreement,
the Employer shall have the option of accepting the package of terms and
conditions of that CBA in place of those in this Agreement.

Article 27. Bereavement Leave

The Employer agrees to pay non-probationary employees covered by this Agreement

for necessary absence on account of death in the immediate family, up to and
including a maximum of three (3) scheduled workdays at straight timi, provided the
employee attends the funeral. Should a probationary employee need to Lke offdue to
death in the immediate family, he/she shall not be paid but will not receive any
discipline for work missed..

The term "immediate family" shall mean: current spouse, parent, step parent, child,
step child, brother, sister, current father-in-law and mother-in-law, grandparent or
grandchild. In the event the employee is unable to attend the funeral, theimployee
shall be allowed one day at straight time. One day's pay at straight time shail be given
 on ascoultt of death of au ernployee's current brother-in-law, sist*r-in*law, son*in.larrr
or daughter-in-la*'. au$t *r uncle. At the requ€st of the Ernplcyer. the Eaployee shall
furrish a death certificate or other acceptable verification of death and proof of
relationship ecceptable to the Employei.

Article 28. Term of the Agreement

28.1 If the City of Chicago or irs Division of Aviation or other g*vernmental enriry
tnandates berrefits andlor paid tirne off changes, the partieiwill reopen this
Agreement to negotiate rhe implement*tion of the mandale,

2*.2 This Agreenrent shall beconre effective on the date of signing (Iuly I, 1019) asd
shall continue in full f*rce and effect until three (3) ye.*rs following the date of
signing (Jrrne 30- 2022). and shall renew itself ruithour change untiJ each
succeeding year thereaiter unless rryritten notice of eil intendid change is served in
accordance with Ssctian 6, Title i of the Rail.way Labsr Ac1 as amrnded, b,v
either party. hereto sixty (60) days prior to said amendable date. This Agreement
may be signed in counterparts.

For $crub, Inrr Stor SEIIJ Locd l:

Date: Date:
a:

"1
- \+_ \c1\. _4
/ -. II \:;i*
&. :t " 1+ fi*l
 Attachment A
Employee Free Choice Procedure
This Employee Free Choice Procedure Agreement ('EFCP") is incorporated into
the collective bargaining agreement (*cBA") between scrub,Inc. ('Employerr) and
Service Employees International Union, Local I ("Union"), forthe purpose of ensuring
an orderly environment for the Employer's employees to exercise representation rights
granted them under fedEral law. The EFCP shall apply to the O'Hue International
Airport and Midway lnternational Airport (the "Airports").

l. The Employer shall take a neutral approach with respect to the unionization of
its employees. The Employer and its representatives (including supervisors, managers
and consultants) shall not take any action nor make any statement that directly or
indirectly states or implies any opposition by the Employer to the selection by its
employees of a collective bargaining representative. The Employer shall not disparage
the motive or mission of the Union or the Union itself, including its representatives and
agents. The Union shall not disparage the motive or mission of the Employer or the
Employer itself including its representatives and agents.

" 2,The Employer shall not discriminate, discharge, lay-offor discipline any
employee for the reason that he or she has joined the Union, signed an authorization card
or engaged in any type of protected union activity. The Union and its representatives
shall not intimidate, coerce or threaten any of the Employer's employees concerning their
support for, or opposition to, the union's organizing efforts, or for the purpose of
obtaining authorization cards. Violations ofthis paragraph may be brought to arbitration
pursuant to paragraph 8.

3. The Union's campaign will be positive and fact-based and will focus on
wages and working conditions at the Airports and how employees can address workplace
issues through collective bargaining, union representation and political advocacy.

4, The Employer shall not interfere with the Union's lawful efforts to solicit
authorization cards from employees. The Union shall not interfere with the performance
by employees of their work.

5. The EFCP shall apply to all employees as set forth in Article 1 of the
oollective bargaining agreement.

6. Upon request and a showing that the Union represents a majority of the
affected employees, the Employer shall recognize the Union as the exclusive bargaining
representative of the employees and they shall be covered by the CBA, Proof of majority
status shall be based on signed authorization cards or petitions. Any authorization cards
collected prior to or after the execution date of this Agreement shall be considered to be
valid evidence of union support so long as they were signed within one (l) year of being
presented to verify majority support, provided that the employee who signed such card is
active at the time of the card verification and provided that the employee has not in the
meantime withdrawn his or her support in writing. upon request of either pa{t,a
 mutualiy egreeabls third party shall eonduct a review of the names on the eards or
petitions. comparing the names to a currsnt list of ernployees and veritying thar
signatures are authentic. The Employer agrees that the ror.going pro..r* ,iuifle tr,e soi.
and exclusive-p_roc,ess for deternrining the Union's majoriry;statui. Rccordingly. the
Employer and the Union waive their respective rights to liie petitions beforellie National
Mediation Board in order to determine malority status for coilective bargaining purposes.
Notwithstanding the fbregoing. in the eveit rhat anorherunion ,.*L, to t. !s rh*
".,i#*a
bargaining representative of anv of the covered employees by filing a petition ."
w.ith the
National tabor Retarions Board or rhe Natiorur pr.o*ion d";;: ;h; i;;;; *;;"
intervene or otherw'ise participate in that proceeding. The Employer shaJI rrot exield
voluntary recognition to any other labor organization ar the Airyort.

7. The Employer shall provide employee information to the Union pursuant

tc the requiremeilts of the CBA.

I' Ths parties agree that any disputes over the interpr,etatio:r *r application af
this Agreement shall be resolved pursuant to arbitration procedure of the CBA.

I' Neither pany nlay provide notice to the Nation*l Labor Relations Board sr
the National Mediation Board. that the Empluyer has voluntarill.recogrrized the Unio,
pursuant to this Procedure. absenl the written consent of the other prjy, o, as
may be
required by applicable lau,.

Agreed to for:

S++.ubi lus;: .SEIU o*al ir

< 1i "- -rtrr

[' -,,- .' Date

lllr
 Attachment B
Letter of Understanding
Between
SEIU Local 1 and Scrub, Inc

Regarding Breaks for Cabin Cleaners tnd Lav employees under the current Collective
Bargaining Agreement between SEIU Local I and Scrub. tnc (daled July l, ?CI l9 ta June
30, ?022), the parties agree to the folk:wing:

L Article I 5.13 Breaks does not apply ro any Cabin Cleaners or Lav
Employees.

2. Cabin Cleaners and Lav Employees shali have the following rights in
regards to break time while wairing for planes:

a. The hternational cabin cleaners can wait in the van or outside.

b. For l)omestic Terminal cabin cleaners:
i. Less than ten minutes ( I 0) they can sit in the tenninal in the
gale area
ii. For more than ren ( l0) rninutes, tlmy c*n wait in one efthe
five "Ready Roems'o nearest thelr gate
c. R"ON - they shali have one ( I) fifieen minute paid break scheduted
per shift, except that this may get negated by weather Ops where

d. rs?-Yil#J;:t;i":ili:i1*r*,,",0,rsom orrhevehicre seryice

room determined by their planner.
e, All Cabin cleaners and Lav employees shall have the right to use a
cell phone or ear a snack during the time stsred in Part a-- d above.
but in no instance shall food or rraih be brought onto a plane.
L All employees shall be ready to work when totO tt. plane is ready
for service and they must proceed to plane immediately upon
notification.

The parties mutually agrse to the above,on this ![day of July, i01g.

Date
?,,: {r€5l -
Date
7-l 4:\1 *