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AGREEMENT

BETWEEN

GENERAL DYNAMICS

ELECTRIC BOAT

GROTON, CONNECTICUT

and the

METAL TRADES COUNCIL

OF NEW LONDON COUNTY

(Affiliated with the AFL-CIO)

AUGUST 1, 2003 - NOVEMBER 7, 2008

PREAMBLE

This AGREEMENT made this August 1, 2003 by and between ELECTRIC BOAT CORPORATION, Groton, Connecticut, a Delaware Corporation, hereinafter called the Employer, and the METAL TRADES COUNCIL OF NEW LONDON COUNTY consisting of: International Brotherhood of Boilermakers, Iron Shipbuilders, Blacksmiths, Forgers and Helpers Local 614; United Brotherhood of Carpenters and Joiners of America Local 1302; International Brotherhood of Electrical Workers Local 261; Laborers' International Union of North America Shipyard and Marine Local 547; International Association of Machinists and Aerospace Workers Local Lodge 1871; Office and Professional Employees International Union Local 106; International Union of Painters and Allied Trades Local 1122; United Association of Journeymen and Apprentices of the Plumbing and Pipe Fitting Industry of the United States and Canada Local 777, and the Teamsters Local 493 affiliated with the International Brotherhood of Teamsters, affiliated with the AFL-CIO, duly authorized, hereinafter called the Union.

WITNESSETH:

WHEREAS, the Union was certified on June 12, 1945, by the National Labor Relations Board as the Exclusive representative of certain employees, hereinafter defined, for the purpose of collective bargaining with respect to rates of pay, wages, hours of employment, and other conditions of employment; and

WHEREAS, on November 26, 1948, the Department of Labor of the State of Connecticut notified the parties hereto that since October 31, 1948, the Union had again been authorized by a majority of employees hereinafter defined to represent them for the purpose of collective bargaining with respect to rates of pay, wages, hours of employment, and other conditions of employment; and

WHEREAS, on April 3, 1979, the National Labor Relations Board approved a petition (1-AC-59) filed by the Union to amend the original certification (1-R-2373) to reflect the full and correct name of the bargaining representative:  "THE METAL TRADES COUNCIL OF NEW LONDON COUNTY, AFL-CIO" and to clarify the bargaining unit description which now excludes guards and watchmen; and

WHEREAS, the parties to this Agreement desire to establish and maintain a state of mutual understanding and cooperation, create harmonious relations between the Employer and the employees of its Groton, Connecticut Plant, and to abide by this contract in the settlement of any and all disputes that may arise between them concerning the subject matter of this Agreement; and

WHEREAS, the Representation by the Union covers all work, including maintenance, done by the employees for whom the Union has been certified by the National Labor Relations Board.

NOW, THEREFORE, in consideration of the mutual promises and agreements herein contained, the parties hereto mutually covenant and agree as follows, viz:

ARTICLE 1

RECOGNITION

The Employer recognizes the Union as the certified representative of all production, maintenance and clerical employees, firefighters, and clerical employees in the security function, and other employees defined in occupations set forth in Appendix A of this Agreement who are employed in the Employer's facilities in Groton, Midway, Mystic, Norwich and New London, Connecticut and any other location as hereinafter may be added to the foregoing by mutual agreement of the parties, but excluding employees listed in Appendix B of this Agreement.

ARTICLE II

NON-BARGAINING UNIT EMPLOYEES

Non-bargaining unit employees, including supervisory  employees, shall not perform work on any hourly rated jobs listed in Appendix A except in the instruction or training of employees.

ARTICLE III

UNION SECURITY

Section 1.  Any employee on the Employer's active payroll who is in the bargaining unit on  August 1, 2003 and employees hired or recalled or transferred into the bargaining unit subsequent to this date shall be required as a condition of employment on the thirty-first day following the day of employment, recall, or transfer to join (unless already a member) and maintain membership in the Local Union of the Metal Trades Council which represents his occupational title as defined in Appendix A of this Agreement.

This section shall be effective only when in compliance with applicable State and Federal law and to the extent required thereby.

Section 2.  Employees transferred between occupational titles within the bargaining unit during the term of this Agreement shall transfer their Union membership to the Local Union which represents the occupational title to which they are transferred.

On any transfer, the employee's check-off authorization card shall be forwarded by the Employer to the Metal Trades Council which in turn shall deliver the check-off authorization to the Local Union having jurisdiction and representation over the occupation to which the employee has been transferred.  The Local Union to which the employee is transferred agrees to admit the employee to membership upon payment of the current month's dues and applicable initiation fees.  Employees medically transferred shall not be required to pay the initiation fee.

Section 3.  Except as provided below, the Employer will deduct Union dues, initiation fees or reinstatement fees twice each month from the wages of each employee who consents to such deductions on a properly executed authorization card.  Initiation fees for employees who fall under the jurisdiction of Laborers International Union of North America Local 547 and the International Union of Painters and Allied Trades Shipyard Local 1122 will be deducted from each employee at the rate of twenty-five dollars ($25.00) per week.    Unpaid dues shall be as prescribed by the bylaws or constitution of the Union, but the deduction thereof shall not be in excess of five dollars ($5.00) per week plus the current monthly dues.  The Employer will turn over the monies so collected by check to the Treasurer of the Union or to such other duly authorized officer of the Union as may be designated in writing by the Union.

Section 4.  The Union shall indemnify and save the Employer harmless against any and all claims, demands, suits or other forms of liability that shall arise out of or by reason of action taken or not taken by the Employer for the purpose of complying with any of the provisions of this Article.

ARTICLE IV

UNION REPRESENTATION

Section 1.  The Employer agrees to recognize Union Stewards and one Chief Steward within each Local Union of the Metal Trades Council.  The number of Union Stewards shall be based on the total number of employees under the Local Union jurisdiction and shall not exceed one Steward for each fifty (50) employees or major fractions thereof. The Employer and Local Unions within the Metal Trades Council may mutually agree to additional Stewards in excess of the ratio defined herein.

Each Local Union within the Metal Trades Council shall be entitled to a minimum of one Steward on each shift on which members of that Local Union are working.

The Employer and the Local Unions within the Metal Trades Council shall agree upon each recognized Steward's geographical area of representation.  It is agreed that there will be equitable distribution of Stewards by departments.

The number and distribution of Union Stewards by area of representation shall be reviewed semi-annually by the Employer, Local Unions and the Metal Trades Council to ensure proper application of the provisions of this section.

Section 2.  The President of the Metal Trades Council shall have superseniority with respect to layoff within the bargaining unit.

One Chief Steward in each Local Union within the Metal Trades Council shall have superseniority with respect to layoff over all employees working within the jurisdiction of their Local Union.

Union Stewards shall have superseniority with respect to layoff and recall within their respective occupational titles.

Section 3.  If any employee within the bargaining unit is to be suspended, given a disciplinary layoff without pay or discharged for cause, his supervisor shall notify the Union Steward in the area of representation involved prior to the employee being required to leave the Employer's premises.  This provision does not apply to discharge of probationary employees.

Any employee who is suspended for cause subsequent to leaving the Plant who is not notified of this action by management four (4) or more hours prior to the starting time of his regular shift the following workday shall receive a minimum of four (4) hours pay if he reports to work.  By way of clarification, this does not apply when an employee is suspended pending investigation.  In the event an employee suspended pending investigation is returned to work, the partial day shall be counted as the first day of any disciplinary suspension.

Section 4.

A. Union Stewards and other Union representa?tives, before absenting themselves from their work shall obtain permission from their supervisors and upon their return shall promptly notify their supervisors of their return to work.

B. Stewards and other Union representatives attending regularly scheduled Union or Union committee meetings shall notify their supervisors reasonably in advance before leaving.

Section 5.

A. Effective January 1, 1999, the Metal Trades Council is authorized a total of ten (10) employees who may devote their full time during the regularly scheduled workweek, to grievances, disputes, controversies, and any other problems which may arise on the employer's premises that affect or may affect, the provisions of the Employer/Union Agreement.

B. The President of the Metal Trades Council, and his designees as provided for in this Section, shall have the right to leave the Employer's premises and devote whatever time he deems necessary during the regular scheduled workweek to maintain and operate the Metal Trades Council office in the performance of his duties and functions.

C. Union representatives shall be paid at their working rate for all time provided for in the Agreement.

Section 6.

A. The Employer recognizes the privilege of the  full time Union Representatives and the Safety Committee to leave the main facility and travel, only to any and all facilities where employees covered by the terms of this Agreement are working, in the course of the performance of their functions that involve the interpretation and application of this Agreement.

B. With regard to full time Union Representatives leaving Employer's premises in the course of the performance of their duties and functions, it is agreed by the parties that the practice established during the previous Agreements (1968-1972), (1972-1975), (1991-1995), (1995-1998), (1998-2001), (1999-2004) and (2003-2008) shall continue during the term of this Agreement.

Section 7.  International Representatives of the various locals of the Union are authorized to assist the various Local Union committees in negotiations with the Employer over any grievances, disputes or controversies and shall be privileged to enter the various departments for that purpose subject to compliance with the usual requirements of admission and may be accompanied by a representative of management.

Section 8.  The Employer agrees the Union may designate members as representatives authorized to accept dues or application fees so long as they do not interfere with production schedules or carry on this activity during working hours.  The Union agrees that no Union activities except as provided for in this Agreement shall take place on the Employer's property during working hours.

ARTICLE V

JURISDICTIONAL DISPUTES

The Employer and the Metal Trades Council, together with all the affiliated Local Unions of the Council, agree that in the event any jurisdictional disputes arise with respect to the jurisdiction of occupational titles as listed in Appendix A or any occupational titles added thereto by the Employer such dispute shall be referred to the Metal Trades Council of New London County for settlement in the following manner:

Upon notice by either the Employer or an affiliated Local Union involved in a jurisdictional dispute, the Metal Trades Council will appoint a committee whose responsibility will be to render an interim decision within seven (7) calendar days of receipt of said notice. Such decision shall remain in full force and effect until such time as amended or ratified by the International Union Presidents whose Local Unions are involved in such dispute.

It is further agreed that pending the adjustment of jurisdictional disputes there shall be no stoppage of work and the work in dispute shall continue to be performed as assigned by the Employer.  The provisions of this Article shall be absolutely and equally binding upon the Employer, the Metal Trades Council, its affiliated Local Unions, and all employees in the bargaining unit.

ARTICLE VI

GRIEVANCE PROCEDURE

Section 1.

A. Should differences arise between the Employer and any of its employees or the Union with respect to the effect, interpretation, application, or alleged violation of any of the provisions of this Agreement, there shall be no suspension of work but an earnest effort shall be made to settle differences promptly in the manner hereinafter outlined.

B. Before any differences, as defined above, are processed through the grievance procedure, the Steward, with or without the employee, shall discuss the problem with the immediate supervisor involved and attempt to resolve it.  Failing this, the grievance procedure shall be utilized, starting with Step 1.

Section 2.  It is agreed that all grievances shall be dealt with as provided for in this Article.

A. Step 1.  The Chief Steward, or the Steward with or without the employee, shall present the grievance to the immediate Employer representative of the employee involved.  Such grievances shall be heard by a grievance committee composed of not more than three (3) representatives of the Employer including the appropriate Labor Relations representative and not more than three (3) representatives of the Local Union involved, including the local Chief Steward and/or Business Agent.

The grievance committee shall meet each week, when necessary, to consider grievances before it for consideration and shall meet until pending grievances are disposed of through settlement or referred to the next step of the grievance procedure.

When the Local Union requests, grievances affecting employees on the second shift shall be heard between the hours of 4:30 pm and 6:30 pm once a week.

If the grievance is settled in this step, the Employer representative will retain one copy of the grievance for departmental records, give one copy to the Local Union, and forward two copies to the Labor Relations section of Human Resources.  Labor Relations shall forward one copy to the Metal Trades Council for its records.

B. Step 2. If the grievance is not satisfactorily adjusted in Step 1. of the grievance procedure within five (5) working days of submittal to the Labor Relations section of Human Resources, it shall be submitted to a committee composed of five (5) representatives of the Metal Trades Council appointed by the President of the Metal Trades Council and five (5) representatives of the Employer appointed by the Director of Labor Relations.  The aggrieved employee and his immediate supervisor shall upon request, be physically present consistent with production requirements either at that meeting or a subsequently rescheduled meeting for the purpose of testifying on the facts of an individual grievance.  When the committee feels such testimony has clearly established the facts of the situation, the employee and his supervisor will be excused and the committee will make its final determination regarding the grievance.  All second shift grievance hearings will commence at the employee's normal second shift starting time.

C. Step 3.  In the event the grievance is not satisfactorily adjusted within five (5) working days from submittal to Step 2., the Union may, in writing, refer such grievance to arbitration within twenty (20) working days. In no event will such submittal occur after twenty (20) working days of the Union's receipt of the Employer's final position.  If a grievance is not so referred within twenty (20) working days, it shall be administratively closed.

Any grievance arising out of the issuance of a warning slip not scheduled for arbitration within six (6) months of the date of the warning slip shall be administratively closed.

It is agreed that no Local Union grievance shall be referred to arbitration without the approval of the Metal Trades Council in writing.

Should the Metal Trades Council give written permission to arbitrate a dispute to one Local of the Union, the Metal Trades Council will also be bound by the decision of the arbitrator.

If the Union refers a grievance to arbitration, it shall determine the order in which hearings will be scheduled as follows:

Within five (5) working days after receiving the Union's written referral to arbitration, a representative of the Employer and the Union will meet for the purpose of telephoning arbitrators to schedule a hearing.  The parties will maintain two (2) lists of arbitrators who will serve to hear disputes.  One list will contain arbitrators mutually acceptable for the hearings of disciplinary grievances and will be selected on a rotating basis. In all other arbitrations, a mutually agreed upon arbitrator will be selected from a pre-agreed-to list.

In arbitrations involving discipline, the arbitrator will be selected on the basis of "first up, first used" in alphabetical order.  When an arbitrator is called for a hearing and cannot meet within forty-five (45) days, the parties will continue down the roster until an arbitrator accepts the assignment.  Those called, but not available, will not be called again until their names appear again in rotation.

It is the intent of the parties that all disputes under this procedure involving both disciplinary and non-disciplinary grievances, be heard within forty-five (45) days of the call to the arbitrator.  It is understood that the scheduling of three (3) arbitrations per week under this procedure is within the discretion of the Union.

In arbitrations involving non-disciplinary grievances, the arbitrator will be selected by mutual agreement of the parties from a pre-agreed-to list.  If the parties cannot mutually agree upon the selection of an arbitrator, the parties shall alternately strike one (1) name from the list (the right to strike the first name having been determined by lot) until only one (1) name remains and that person shall be the arbitrator.

The Union may, following the scheduling of a grievance for arbitration, substitute another grievance to be heard by an arbitrator if the following conditions are met:  (1) The Employer is given written notice thirty (30) days prior to the scheduled hearing, if the grievance to be substituted involves a non-disciplinary matter and twenty (20) days if the grievance to be substituted involves a disciplinary matter.  (2) A grievance involving a disciplinary action with continuing liability is rescheduled to a later date, no damages will accrue from the date of the originally scheduled hearing until the grievance is actually heard.  (3) The arbitrator is mutually acceptable to hear the specific non-disciplinary grievance being substituted.

Arbitration hearings involving disciplinary matters will be conducted as follows:

A transcript of the hearing shall be made if either party so requests.  Transcripts shall be paid for by the party requesting it (unless the other party also orders a copy) and in no event shall the utilization of the transcript affect any of the time limitations herein.

Either party may file a post hearing memorandum to be placed in the mail to the arbitrator within  five (5) working days following the close of the  hearing. The arbitrator shall render a decision within five (5) working days of receipt of the post hearing memorandum, but in no event more than ten (10) working days from the close of the hearing.  In no event shall the filing of a post hearing memorandum delay the arbitrator's award.  The arbitrator's decision shall be based upon the record developed by the parties and should include a brief written explanation for the basis of the decision.

In arbitration hearings involving non-disciplinary matters, the arbitrator's award will be rendered within thirty-five (35) working days following the conclusion of the hearing.  If either party has declared its intention to file a post-hearing brief, the brief will be submitted within twenty-five (25) working days following the conclusion of the hearing.  In no event shall the filing of a post-hearing brief delay the arbitrator's award.

In all arbitrations, the arbitrator shall be without power to change, alter, or amend the language of this Agreement.  The fees and expenses of the arbitrator shall be shared equally by the parties and the decision of the arbitrator shall be final and binding on the parties. In cases where the question of arbitrability is raised, the arbitrator (as selected in accordance with this Article) may decide the arbitrability of the grievance.  In the event the Employer raises the question of arbitrability, the arbitrator shall receive evidence and testimony on arbitrability and the merits at the same hearing.

Arbitrators selected in accordance with the procedures involving disciplinary matters shall determine the issue of just cause only.  In the event the Union challenges the discipline on other contractual or legal standards, it shall utilize the procedures involving arbitration of non-discipline grievances and, in such a proceeding, the arbitrator shall resolve all appropriate issues including just cause.

Section 3.  All grievances must be presented in writing within twenty (20) working days from date of knowledge of the occurrence or knowledge of the failure of occurrence, whichever may be the case, of the incident upon which the grievance is based.  The Company and the Union hereby agree to extend the timeliness constraints of Article VI, Section 3 as specifically applied to the presentation of subcontracting grievances and hereafter agree that subcontracting grievances can be presented in writing no more than six (6) months subsequent to an alleged violation of the subcontracting provisions of Article XXX.  It is further agreed that grievances will be scheduled for arbitration within sixty (60) days of notification and will be considered withdrawn if not heard within that period unless the parties mutually agree to reschedule or postpone or circumstances beyond the control of either party prevent hearing as scheduled.

Section 4.  Grievances "general in nature" involving interpretation and application of the provisions of this Agreement shall be initiated and signed by the Chief Steward and/or Business Agent of a Local Union or the President of the Metal Trades Council and submitted to the Labor Relations Office in Step 2. of the grievance procedure.

Section 5.  The settlement of any grievance involving wage adjustments shall be retroactive to the nearest pay day it is agreed that the adjustment should have been made.

Section 6.  Any grievance arising from discharges, suspension, or layoff will be given priority over other grievances, in the order named.  The Company will conduct a suspension hearing and render its final disposition within five (5) working days of an employee's suspension from work.

Section 7.  Employees participating in grievance hearings during their normal working hours as provided in this Article shall be paid at their working rate of pay by the Employer, except in the arbitration step of the procedure.

Section 8.  It is agreed that time limits defined in this Article may be extended by mutual agreement.

Section 9.  It is further agreed that jurisdictional disputes are not a subject for the grievance or arbitration procedure as defined in this Article but will be settled in accordance with the procedure as set forth in Article V, Jurisdictional Disputes.

Section 10.  Both parties shall disclose all pertinent facts within their knowledge during the course of the grievance procedure.  Even though a grievance has been received and/or scheduled for arbitration, both parties have a continuing obligation to provide the other party with notification of facts that have come to the attention of either party since the referral and/or scheduling of the grievance for arbitration.  Failure to do so shall preclude the introduction into evidence of those facts at the subsequent arbitration.

Section 11.  Once per month, the President of the Metal Trades Council and the Director of Labor Relations shall meet for the purpose of reviewing cases scheduled for arbitration and any other matters related to the arbitration procedure including the continued acceptability of individual arbitrators contained on the lists referred to above.  The parties will give particular attention to cases involving common fact patterns so as to combine them in a single presentation before an arbitrator.

Section 12.  The Company will provide the Union with copies of payroll authorization memorandums authorizing payment of grievance adjustments and/or arbitration awards.

ARTICLE VII

WARNING SLIPS

Warning slips, will be eliminated from the personnel records of an employee after a period of six (6) months provided no other warning slips have been issued in the interim period.

It is understood by the parties that a supervisor may remove a previously issued warning slip from an employee's record earlier than the time periods indicated above.

It is further agreed that all warning slips shall state the date and nature of the violation.

Each warning slip shall have a space for the affected employee to sign indicating that he has received the slip.  His signature shall not signify agreement with the validity of the slip.  In the event that the employee refuses to sign the slip, a member of management shall so indicate on the slip.  Failure of the Company to comply with this paragraph shall not be grounds to overturn the discipline, but an arbitrator may fashion an appropriate remedy for repeated failures to comply.

The Employer agrees to provide the Metal Trades Council with a copy of all warning slips issued employees in the bargaining unit on a weekly basis.

ARTICLE VIII

HOURS OF WORK

Section 1.  Basic Workweek and Workday

A. Forty (40) hours shall constitute a normal or regular workweek, eight (8) hours per day, five (5) days per week, Monday through Friday, inclusive.

B. Any work period scheduled to commence between the hours of 6:30 a.m. and 8:30 a.m. shall be considered the regular or normal first shift hours of work; work commencing between the hours of 2:30 p.m. and 5:00 p.m. shall be considered the second shift hours of work; work commencing between the hours of 10:30 p.m. and 12:00 Midnight shall be considered the regular or normal third shift hours of work.

Section 2. The normal or regular workday shall be eight (8) hours in any twenty-four (24) hour period starting with an employee's normal or regular starting time.

Section 3.  Nothing in this Article shall be construed as a guarantee of hours of work per day or per week.  The number of shifts, the starting time of each shift and the number of hours of work on each shift shall be set forth in the schedule listed in Section 1.B. above. The Employer shall put no change of such schedule into effect without prior written agreement with the Union.

Section 4.  The Employer agrees that it will not, as a disciplinary measure, or in order to circumvent the overtime provisions, change an employee's normal or regular shift starting time as provided for in Section 1.B. of this Article.

Section 5.  The Employer shall not institute any rotating shifts without prior discussion and agreement with the Union.

ARTICLE IX

CALL-IN AND REPORT TIME

                  Section 1.  Call-In

If an employee is called to work outside the hours of his regular shift, he shall receive a minimum of four (4) hours pay at overtime rate unless the employee leaves on his own accord before working four (4) hours or is suspended or discharged for just cause.

This provision shall apply for each such call-in regardless of the number of call-ins during a day.

                  Section 2.  Report Time

An employee reporting for work at the beginning of the shift shall receive either four (4) hours work or four (4) hours pay at either his working rate or his working rate plus premium pay whichever is applicable unless:

A. Employee leaves sooner of his own accord.

B. Employee is suspended pending investigation.

C. Work is not available for reasons such as fire, flood, failure of power, hurricane, earthquake, or extremely heavy snow.  These exclusions apply only to this Section.  In the event of an impending hurricane, the Company will make every reasonable effort to reach a decision as to plant closure in sufficient time to avoid personal and economic inconvenience to affected bargaining unit members.  The Vice President of Human Resources will be directly involved in the decision-making process in order to ensure compliance with the terms of the preceding statement.

An employee shall be deemed as requested to report on his regular shift, Monday through Friday, unless notified by an authorized Employer representative to the contrary at the close of the previous day's work.

                        In the event an employee is notified to report for work on Saturday or Sunday, he shall be paid for not less than four (4) hours work unless he receives notice four (4) hours or more prior to the starting time of his regular shift not to report.

ARTICLE X

OVERTIME

                  Section 1.  Premium Pay

A. Time and one-half shall be paid in each or any of the following instances:

(1) All work performed in excess of eight (8) hours in any twenty-four (24) hour period, Monday through Friday.

(2) All work performed on a Saturday.

A.  Double time shall be paid for all work performed on Sunday.

B.  Employees transferred from one shift to another, unless relieved from work at least a full shift before starting the new shift, shall be paid the overtime rate for the first such shift worked.

C.  When irregular or broken shifts are worked, overtime rates shall apply before the regular starting time and after the employee's regular quitting time of the shift on which the employee is regularly employed.

D.  Employees required to work around the clock and required to continue through their regular assigned shift shall continue to receive pay at the overtime rate for all hours worked.  An employee who is called in before his regular starting time will be granted the opportunity of working his full regular shift provided work is available.

E.  Employees on submarine sea trial duty will be paid as follows:

(1) Monday through Friday - straight time for all hours at the employee's working rate of pay.

(2) Saturday or Holiday - time and one-half for all hours at the employee's working rate of pay.

(3) Sunday - double time at the employee's working rate of pay.

For the purposes of calculating sea trial pay, the employee's time card will be utilized; his punch-in time will be considered the start of the sea trial and his punch-out time will be considered the end of the sea trial.

Overtime hours accrued on submarine sea trial duty shall be excluded from the MTC overtime report.

Employees who are on sea trials on Friday shall be considered absent and Article X, Section 3.C.(6) shall apply.  An employee returning from sea trial duty shall have the right to work his regular shift or remaining part thereof, providing work is available.  Shift premium will not be paid to employees while on sea trial.

Section 2.  Responsibilities

A. No employee will be required to work overtime unless so notified a minimum of four (4) hours before his previous work shift ends except in urgent cases unforeseen by the Employer.  First shift employees requested to work on Saturday or Sunday will be given notice of work before noon time on Friday except in cases of emergency.  Second and third shift employees requested to work on Saturday or Sunday will be given notice of work on Thursday before 9:00 pm on the second shift, and before 4:00 am on the third shift on Friday.  Any employee having accepted an overtime assignment, who does not report for such assignment, shall be charged on the overtime record with having worked triple the scheduled overtime hours. This action will be the only penalty rendered. Therefore, employees who fail to report for overtime assignments will not be subject to discipline.

B. An employee may refuse an overtime assignment only where he has a reasonable excuse and the refusal in such event shall not prejudice his right to future overtime.  However, for the purpose of equalizing overtime, this refusal shall constitute having worked such hours and will be charged accordingly.

C. Probationary employees will not be permitted to work overtime unless all other employees in their occupational title (regardless of department) and all other employees in their department (only in their local union) have been first given the opportunity.

D. The Employer agrees that it will not, as a disciplinary measure, deny or deprive an employee his rightful turn to work overtime, as provided for in this Article.  The Employer will not deprive employees of overtime assignments as disciplinary action.

E. Any employee who is a member of the National Guard or an Armed Forces Reserve unit and has submitted, in advance, official notice of his or her six (6) months drill schedule, signed by the cognizant commanding officer or other authorized person, to the Employer shall not be asked to work on the weekend when the employee is scheduled to attend the monthly drill.  It is understood, however, that if the workload requires that all employees of the respective occupational title by appropriate subdivision be asked to work, then all employees covered by this paragraph will be dealt with in accordance with the Labor Agreement.

F. The Employer will furnish the President of the Metal Trades Council with two (2) copies each of the three (3) separate MTC Overtime Reports listed below:

(1) A weekly report for physically limited employees (see Section 3, B (4)).

(2) A final report for each road job and sea trial to be furnished within two (2) weeks of job completion - showing totals of all premium overtime hours worked on that job.

(3) A weekly tab run of all premium overtime hours worked by employees, except for those premium overtime hours worked during sea trails and situations covered by sub-paragraph F. (1) above.

The provisions governing the distribution and equalization of overtime, as used herein, shall become effective on the first Monday following ratification of the Labor Agreement, and shall apply and remain in effect for the entire term of this Agreement.

Section 3.  Distribution of Overtime

A. Definitions

(1) Overtime.  The Term "overtime", as used in Article X, means overtime opportunities in the Employer's facilities in Groton, Midway, Mystic, Norwich, and New London; also, any and all other places where bargaining unit employees are working.

(2) Overtime Work.  The term "overtime work", as used in Article X, means the overtime premium hours credited to an employee, as shown on the "MTC Overtime Report" form.*

(3) Average.  The term "average", as used in Article X, on the "MTC Overtime Report" form means and is to be used only for crediting employees who are entering or reentering an occupational title, when employees progress into the skilled mechanic category, or for shift change per sub-paragraph C.(5) below.

(4) Inequality. The term "inequality",  as used in Article X, means a variance in excess of sixteen (16) credited overtime premium hours within each category of the respective occupational title.

(5) Road Jobs.  The term "road jobs", as used in Article X, means work assignments that are away from the Employer's facilities listed in sub-paragraph A.(1) above and more than fifty-five (55) miles from the Groton shipyard.

*However, all paid overtime hours accrued by second and third shift employees, only as part of their "basic workweek and workday" (see Article VIII - Hours of Work), shall not be considered or construed to be "overtime work" for purpose of equal distribution of overtime.

B. Equalization Groups

(1) It is the intent of the parties that all overtime work will be divided equally among employees within an occupational title on each shift, but not  between shifts by rotation if necessary, except as provided by subparagraphs B.(2) through (6) below.

(2) The Company has the obligation to give all employees within an occupational title an opportunity to work before the occupational title is considered exhausted.  This includes employees who poll unavailable for their own shift but poll available for off shift overtime.  However, the Company has no obligation to work an employee a double shift on a weekend overtime assignment.

 (3) For the purpose of overtime distribution, it is agreed by  the parties that each occupational title shall be separated into two (2) categories.

(a) Skilled mechanics (including Working Leaders and Specialists) and Apprentices.

(b) Semi-skilled mechanics.

(4) The Employer will reasonably balance the distribution of overtime between the two categories within the respective occupational titles.

(5) Employees who have been limited to particular functions, within an occupational title, for health reasons, shall have their over-time equalized within the work function(s) which they are capable of performing, on a yard-wide (Employer's facilities) basis.

(6) For other employees, not covered in subparagraph B.(4) above, who are not capable of performing particular function(s) within their occupational title, their overtime shall be divided equally within the work function(s) which they are capable of performing on a yard-wide (Employer's facilities) basis.

1)      The Union agrees that whatever overtime hours are accumulated outside of the sixteen hour tolerance on a road job shall not be considered as a liability for the company to pay in with the formulas outlined in Article X, Section 3.C.(1)(a) (b) provided sufficient overtime is not available during the term of the Labor Agreement to equalize.

C. Distribution

(1) The Employer shall distribute overtime as per paragraph B above.  If there is an inequality in the  distribution of overtime, the Local Union shall notify Labor Relations in writing.  The Employer shall then have six (6) months to equalize overtime within the cited category of the occupational title.  If the cited inequality is not corrected, the Local Union may then file a grievance on behalf of those employees who have not been equalized.  The Employer shall then have ninety (90) days from the expiration of the cited six (6) months period to equalize those employees.  If the Employer has failed to equalize during the total nine (9) months period, the Employer shall remunerate to make whole only those employees who have not been equalized, in accordance with the following, the intent being to pay for premium hours (including straight-time hours associated with the determined liability).

(a) Where the inequality is fifty (50) overtime premium hours credited or less, the Company liability shall be determined as follows:

Total overtime hours paid for the employee's overtime category divided by the total number of eligible employees within the overtime category, less total overtime hours credited to each such employee(s), multiplied by such individuals rate at time of filing of the grievance.

(b) Where the inequality is greater than fifty (50) overtime premium hours credited, the Company liability shall be determined as follows:

The employee shall be made whole by payment to him of an amount equal to the total overtime premium hours credited to the highest employee within the overtime category, minus the sum of sixteen (16) overtime premium hours and the employee's total overtime premium hours credited, multiplied by such individuals rate at time of filing of the grievance.

(c) If, at the end of the six (6) months period, no grievance has been filed, it is agreed that this period will be considered equalized and no liability may be imposed upon the Employer for the cited period.

(2) Employees entering or reentering an occupational title will be credited with the "average" total overtime of the pertinent category of that occupational title.

(3) When employees progress into the skilled mechanic category, they will be credited with the "average" total overtime of that category.

(4) Overtime work involving employees represented by Local 106, OPEIU, will be distributed by occupational title by shift by Department.

(5) Employees permanently transferred from one shift to another will be credited for purposes of overtime equalization, with the "Total Overtime Premium Hours Credited" on the prior shift (excluding their prior starting average) or the average "Total Overtime Premium Hours Credited" ("Average Premium  Hours") of the pertinent category of the occupational title of the new shift, whichever is greater.  The Employer will not change an employee's normal or regular shift to equalize overtime and/or correct  an inequality.  The Employer will furnish the President of the Metal Trades Council every two (2) months a report of all employees whose shift has been changed.

EXAMPLES

A. A second shift employee completes the probationary period and is assigned a starting average of the "Average Premium Hours" of the second shift (200 hours).    Six months later the employee is transferred to 1st shift where the "Average Premium Hours" of the pertinent category are 120.  The transferred employee now has "Total Overtime Premium Hours Credited" or 252 consisting of:

32 "Overtime Premium Hours Paid"

12 "Overtime Premium Hours Refused"

24 "Overtime Premium Hours

(No Show 8 hrs. x 3)"

200 "Start Average"

268 "Total Overtime Premium

Hours Credited"

In this case the employee's starting average would be reduced to 68 hours making the employee's "Total Overtime Premium Hours Credited" equal to the "Average Premium Hours" of the pertinent shift.

32 "Overtime Premium Hours Paid"

12 "Overtime Premium Hours Refused"

24 "Overtime Premium Hours

(No Show 8 hrs. x 3)"

68 "Start Average"

136 "Total Overtime Premium Hours

Credited"

B. In this example a second shift employee has 262 "Total Overtime Premium Hours Credited" consisting of:

160 "Overtime Premium Hours Paid"

32 "Overtime Premium Hours Refused"

16 "Overtime Premium Hours

(No Show)"

54 "Start Average"

262 "Total Overtime Premium Hours

Credited"

                                          The employee is transferred to first shift where the "Average Premium Hours" of the pertinent category are 120.  In this case the entire starting average would be removed to reduce the employee's "Total Overtime Premium Hours Credited" to 208 as shown below:

160 "Overtime Premium Hours Paid"

32 "Overtime Premium Hours Refused"

16 "Overtime Premium Hours

(No Show)"

0 "Start Average"

208 "Total Overtime Premium Hours

Credited"

This employee would not be asked to work until the "Total Overtime Premium Hours Credited" for other employee(s) in the category increased enough to make the person eligible.

C. Employees who are transferred to a shift where their "Total Overtime Premium Hours Credited" are less than the "Average Premium Hours" of the pertinent category will be given an average to make them equal to that pertinent category.

(6) Employees who are absent on Friday, regardless of reason, shall be charged with the applicable amount of "refused overtime" based on the overtime assignment that would have been offered had the employee been at work.

(7) Letters of April 1, 1977 and September 22,1977 between the parties are re-executed and incorporated in their entirety (except for names and titles) in this Article.

Section 4.  Continuity of Application and Intent

A. Assimilation of Interpretive Documents

(1) This Article is a combination of:

(a) Article X and Memorandum of Understanding No. 27, as published in the 1975-1979 Collective Bargaining Agreement.

(b) Memorandum of Understanding dated January 28, 1977 (amended Article X and Memorandum of Understanding No. 27).

(c) Memorandum of Understanding No. 72, dated September 8, 1976 (exclusion of overtime work hours accrued by second and third shift employees).

(d) Memorandum of Understanding No. 74, dated September 30, 1976 (Sea Trial  Pay).

(e) Memorandum of Understanding No. 81, dated January 13, 1977 (National Guard).

(f) Memorandum of Understanding No. 84, dated February 17, 1977 (Heating Plant Operator).

(g) Letter from the President of the Metal Trades Council to the Manager of Labor Relations, dated April 1, 1977.

(h) Letter from the Director of Operations to the President of the Metal Trades Council,  dated September 22, l977.

(2) This Article has been restructured to eliminate the need to refer to additional documents (cited in sub-paragraph A.(1) above); however, the intent and application of this Article, as modified by said documents, shall remain the same, except for the specific changes executed herein pertaining to shift changes, and separate MTC Overtime Reports for physically limited employees, and sea trial and road jobs.

B. 1. Overtime hours accrued as a result of cold weather duty, whereby transportation repairmen report to work earlier than their normal shift start time to start vehicles in temperature less than 20 degrees Fahrenheit, will be removed from the overtime tab run for transportation repairmen on said voluntary duty.

2. The Union and the Company agree to the following regarding the assignment of Truck Driver/Forklift Operators, Trailer Truck Drivers, Locomotive Operators, Ctec Operators, Mechanics and Warehouseman on launching and commissioning overtime assignments.

Pursuant to past practice, the Truck Driver/Forklift Operator title will be exhausted before proceeding to exhaust the remaining titles in the following sequential order:

(1) Trailer Truck Drivers

(2) Locomotive Operator

(3) Operators

(4) Mechanics

(5) Warehouseman

Once a title has been exhausted, i.e., all its occupants have been given the opportunity to work, any overtime accrued "out-of-title" will be removed from the MTC Overtime Report.

3. All employees in occupational titles under the jurisdiction of the Laborer and Teamster locals must be given the opportunity (exhaust) to perform snow removal work on overtime before other employees will be afforded similar overtime opportunities.

Any overtime hours accrued as a result of snow removal will be removed from the overtime tab run for all employees in all occupational titles. 

4. The parties mutually agree that the performance of nuclear work (any work where TLD is required to measure radiation exposure) constitutes an exemption for overtime equalization pursuant to Article X, Section 3.B.(5) of the Collective Bargaining Agreement.

The recognition of this exemption by the parties will not affect the interpretation or application of Article X, Section 3.B.(5).  The applicability of this provision to situations involving other capabilities or qualifications will continue to be determined on a case by case basis.  Each case will involve consideration of the principles delineated in two arbitration awards, OPE-218-83 and MTC-2029A-8.

5. The Company and the Union agree to the following regarding the assignment of bargaining unit employees to perform submarine availabilities (Availabilities) at the Subbase in Groton, Connecticut.

Availabilities performed at the Groton Subbase will not be considered a "road job" as defined in Article X, Section 3.A.  However, for purposes of overtime equalization, the exemption provided by Article X, Section 3.B.(6) applies to those employees so assigned.  For the purposes of selection, employees will be eligible for said assignment if they fall within the 35-hour variance as determined from low to high in their respective occupational title and shift.  The Company agrees to put forth a good faith effort in providing advanced notification of selected employees.  Article X, Section 3.B.(6) would apply to those employees so assigned.  Assigned employees who exceed the reported high in their respective occupational titles as a result of overtime work accumulated on the Availabilities will be coded to indicate that they are exempted from overtime equalization requirements.

Upon completion of the Availabilities assignment, exempted employees will be frozen from future overtime assignments until said employees fall within the 16 hour variance afforded by Article X, Section 3.A.(4).  An assigned employee who subsequently falls within the 16-hour variance will be eligible for road job assignments of a non-local nature pursuant to the Foley-Degregory memorandum dated September 22, 1977 as referred to in Section 4.A.(1)(h) of the current labor agreement.

6. In utilizing "Group assignment flexibility" ("flexibility") for making weekend overtime assignments, the Company shall assign overtime to employees in occupational titles normally assigned to perform the primary tasks scheduled.

When weekend overtime is being performed the Company may utilize flexibility as circumstances require.

If it is determined that overtime was not properly assigned under the terms of this Memorandum, the proper remedy will be hour-for-hour equalization for the affected title.

C. Continuity

The MTC overtime report will be returned to zero immediately upon ratification of this Agreement and on the first Sunday of January, and July of each calendar year occurring during the term of this Agreement.

ARTICLE XI

SUCCESSORSHIP

The provisions of this Agreement shall be binding upon the Employer and its successors, assigns, or future purchasers, and all the terms and obligations herein contained shall not be affected or changed in any respect by the consolidation, merger, sale, transfer, or assignment by the Employer of any, or all, of its property, nor shall they be affected or changed in any respect by any change in the legal status, ownership, or management of the Company.

ARTICLE XII

WAGE RATES

                  Section 1.  Occupational Structure

A. Occupational titles and rates of pay applicable within the Production and Maintenance structure and outlined in Appendix "A" are agreed upon and made a part of this Agreement.

B. Occupational titles and rates of pay applicable within the OPEIU structure and outlined in Appendix "A" are agreed upon and made a part of this Agreement.

C. The basic occupational structure agreed upon between the parties and made a part of this Agreement shall be as follows:

Production and Maintenance

Working Leader

Specialist

Skilled Mech. 1C

Skilled Mech. 2C

Skilled Mech. 3C

Semi-skilled Mech. 6

Semi-skilled Mech. 5

Semi-skilled Mech. 4

Semi-skilled Mech. 3

Semi-skilled Mech. 2

Semi-skilled Mech. 1

OPEIU

Data Processor Senior

Working Leader

Group I

Group II

Group III

Group IV

Section 2.  Progression

A. Progression within the Semi-skilled Mechanic occupational structure will be based on an automatic increase each six (6) months commencing with the effective date of the employee's current classification. Increases within the Semi-skilled occupational structure will be automatic unless specifically withheld because of inadequate performance which will be defined to the employee.

B. When an employee has progressed to the maximum of the Semi-skilled structure  progression into and through the Skilled Mechanic 3, 2, 1  shall occur in one (1) year increments unless specifically withheld because of inadequate performance which will be defined to the employee.

Progression through the premium trades occupational structures shall occur in one (1) year increments unless specifically withheld because of inadequate performance which will be defined to the employee.

Progression through the Inspection occupational structure will normally occur in intervals of not less than three (3) months nor more than ten (10) months unless specifically withheld for reasons defined to the employee. 

C. Progression through Group IV and Group III of the Clerical occupational titles will be based on automatic increases each six (6) months and shall be effective on the pay period following the successful completion of each six (6) month period.  Increases within the Group IV, and Group III categories will be automatic unless specifically withheld because of inadequate performance which will be defined to the employee.

D. Progression into and through Group II and Group I shall occur in one (1) year increments unless specifically withheld because of inadequate performance which will be defined to the employee. 

E. Progression within the Truck Driver/Forklift Operator (TDFL) occupational title shall be as follows:

In order to be eligible for hire or assignment to 3^rd Class TDFL employees or applicants must posses valid Class B Drivers Licenses (CDL).  The normal progression from 3^rd Class TDFL to 2^nd Class TDFL will be one year.  In order to be promoted to 2^nd Class, employees must possess a valid CDL and must demonstrate the ability to safely operate all types of trucks and forklifts used in the yard.  The normal progression from 2^nd Class TDFL to 1^st Class TDFL will also be one year.  In order to be promoted to 1^st Class, employees will be required to possess the following, 1) a valid CDL, 2) a bus license and / or hazardous material endorsement on their license.

F. Absence of two (2) or more continuous calendar workweeks, except for vacations, shall not be counted toward the accumulated time necessary for the time required for automatic progression increases in the time required during the performance review period.

G. Employees may be promoted more rapidly than the established time increments.

Section 3.  Specialist and Working Leader

A. The basis of reclassifying an employee to the classification of Specialist within an occupational title will be based upon the need as determined by management.  The employee selected shall be assigned to work of a substantially higher level than that required of a First Class Skilled Mechanic or Clerical Group II.  Employees promoted to Specialist shall be selected on the basis of demonstrated ability in the area of work where the Specialist  Classification is needed.  In cases where employees' demonstrated ability and/or experience are equal, the senior employee shall be promoted.

Section 4.  Special Pay Provisions

A. Employees assigned as Specialists as described herein will be paid an additional seventeen cents (.17) per hour.

B. Employees assigned as Working Leaders as described herein shall be paid an additional fifty cents (.50) per hour.

C. The Employer agrees to pay two dollars ($2) additional compensation for each shift, or any part thereof, when employees are required to work under the conditions defined herein.

(1) Employees required to work in dirty tanks or bilges in vessels undergoing alterations.

(2) Employees engaged in sand blasting or silica blasting.

(3) Employees working with spray guns or using antifouling and epoxy paints, zinc dust, or hot grease.

(4) Employees engaged in the application of amesite and ground blown glass.

(5) Employees performing any cutting of glass melamine, glass melamite or hard fiberglass insulation or gluing sealing joints on fiberglass installations for two or more hours in a work shift.

(6) Employees performing tinning on the boats, or performing tinning on heat exchangers, primary shield tanks on the boat or on primary shield tanks in the open when partially or totally covered, passageways when partially or totally covered on blocks or ground, hull shielding in the shop except for incidental rework, on ring plug and tunnel when partially or totally covered on blocks or ground, on ducts for primary shield tank in shop or boat.  Tinning performed employing three (3) or more Lead Bonders on whole bulkheads forward and aft of the reactor compartment when large areas are worked simultaneously; and in confined portions of the bulkheads; and if the bulkheads are totally or partially covered.

(7) Employees engaged in replacing the brick in furnaces or boilers.

(8) Employees engaged in carbon gouging.

(9) Employees grinding fillerite.

(10) Employees operating the sweeper and/or loader in the basin on black beauty.

(11) Employees engaged in cleaning up black beauty.

(12) Lead Bonders while caulking and melting.

(13) Carpenters working lead on all shifts.

(14) Pipefitters and Pipehangers engaged in work with Red Lead.

(15) Outside Machinists while engaged in the machining of lead.  (Specifically the boring of the NI Tubes).  It is understood that this Agreement is subject to review by the Company and the Union in the event technological changes modify the procedure above.

(16) Shipfitters, Grinders, Welders and Burners engaged in construction of the interior of enclosed Primary Shield Tanks (PST). A PST will be considered enclosed upon erection of the third wall.

(17) Electricians working with lead buss.

D. The Employer agrees to pay three dollars ($3) additional compensation for each shift, or any part thereof when employees are required to work under conditions defined herein.

(1) Employees engaged in spraying or blasting in tanks.

(2) Employees engaged in the preparation, application and removal of powered asbestos and/or mineral wool.

(3) Employees engaged in hand sewing of wire inserted asbestos twine on portable pads.

(4) Employees engaged in the application of clay and silica adhesive.

(5) Employees engaged in carbon gouging in confined spaces.

(6) Mobile Crane Operators engaged in lifting nuclear fuel.

(7) The Teamster engaged in the driving of the waste water truck and the pumping of tanks associated with the waste water filtration facility.

(8) Carpenters while engaged in the installation of MIP (Mold-in-place).

E. The President of the Metal Trades Council or his designee and the Director of Labor Relations or his designee may meet upon request to discuss the application of Section 4.C. and D. above.

F. Employees qualifying for "dirty money" under both Sections C and D during the same shift shall receive a maximum of three dollars ($3) added compensation.

G. (1) Laborers, while handling pneumatic tools and hand snowplows, will receive fifteen cents (.15) per hour above the Laborers' rate.

(2) High money in the amount of thirty cents (.30) per hour above the normal rate shall be paid to employees while working forty (40) feet above the ground on water tanks, stacks, cranes and craneways, and similar maintenance assignments.

(3) Inside Machinists performing manufacturing of, or modification to Special Property Request (S.P.R.) tools, excluding refurbishment, will receive 1st Class Toolmaker rate while engaged.

(4) Maintenance Pipefitters will be paid twenty cents (.20) over their normal working rate while engaged in those sheetmetal functions expressly involving improvisation in laying out and making templates and interpreting complex sketches.

(5) Pipefitters shall, while engaged in the performance of assigned freeze functions, receive twenty-five cents (.25) above their normal working rate.  This additional rate shall apply for an entire shift if assigned freeze seal work is performed during any part of that shift.  Those employees involved in the performance of freeze seal shall not receive dirty money.

(6) Shipfitters shall, while engaged in the performance of assigned flame straightening functions, receive twenty-five cents (.25) above their normal working rate.  This additional rate shall apply for an entire shift if assigned Flame Straightening work is performed during any part of that shift.

(7) Chipper/Tank Tester/ Grinders performing magnetic particle (MP) inspection. Where such inspection (including time spent on such immediately-related physical work as metal preparation and clean-up; excluding any travel time to or from the inspection location and time spent obtaining necessary tools and equipment) is performed for less than one continuous hour on an uninterrupted basis it shall be done without extra pay.  Where such inspection is performed for one continuous hour or more on an uninterrupted basis, the employee shall receive ten cents (.10) per hour above the working rate for all hours worked during the shift.

(8) Clerical/employees in Department 660, Sheetmetal workers in Department 244 and Carpenters who perform locksmith functions, in addition to the normal duties of their occupational titles, shall receive specialist premium seventeen (.17) cents per hour while engaged in the performance of said function.

(9) An additional seventeen  (.17) cents per hour to employees while engaged in the erection, testing, repair and removal of Con Con bags (Contamination Containment bags).

(10) Employees within the occupational title Carpenter shall, while engaged in the performance of assigned linesman functions, receive seventeen (.17) cents above their normal working rate.  This additional rate shall apply for an entire shift if assigned linesman work is performed during any part of that shift.

(11) Within the Production and Material Control Group, areas where IBM (CRT) units are located shall be designated as "key areas."  Within these key areas there shall be employees represented by OPEIU Local 106 designated as specialists and they shall receive an additional seventeen (.17) cents per hour over the working rate.

(12) Outside Electricians and Electronic Mechanics assigned to Silver-Brazing will be paid twenty-five (.25) cents above the first class mechanic rate.

Section 5.  Submarine Sea Trial Pay

Employees on submarine sea trial duty will be paid in accordance with Article X, Section 1.F.

Section 6.  Sea Duty other than Submarine Sea Trials

Employees who are assigned to sea duty other than submarine sea trials such as towboat operations, oceanographic studies, and research projects shall be compensated on the basis of a fourteen (14) hour minimum workday while at sea on trips exceeding twenty-four (24) hours.

Section 7.  Employees Assigned to Employer's Vessels

Employees assigned to the Employer's vessels as crew members will be selected for such assignments on the basis of qualifications and experience.  In cases of assignment of employees to Employer's vessels, where skill and ability are equal, the senior employee shall be assigned.

Employees performing work on the Employer's vessels as members of the crew will perform all necessary duties as directed and it is agreed and understood that Local Union craft jurisdictions do not apply in the performance of such functions.

When not at sea on Employer vessels, employees assigned as Ship's crew members will perform the normal duties of their occupational titles.

Section 8.  Diving Pay

A. Employees engaged in diving requiring the use of artificial breathing apparatus will qualify for diving pay as outlined below.  Operators of and authorized assigned crew members of submersible vehicles assigned to oceanographic research work will also qualify for diving pay as described below.

B. Diving pay for personnel defined above will be thirty-five dollars ($35) per day above the employee's working rate for the entire day.

C. Diver tenders will be paid at the rate of seventeen cents (.17) per hour above their working rate. This rate shall apply for the entire shift if diver tending is performed during any part of that shift.

D. Any diving performed after the normal workday has been completed will require the payment of diving pay for the entire day and the payment of overtime at the diver's rate for all hours of overtime worked. Hours of overtime worked will be paid in accordance with the current Agreement.

E. Any diving performed on a "call-in" basis will require the payment of diving pay for the entire normal day and, in addition, overtime pay based on the diver's working rate in accordance with the call-in provisions of the current Agreement.

Section 9.  Base Rate and Working Rate

A. The base rate as used in this Agreement shall be the basic hourly rate of an employee excluding all other payments.

B. Working rate as outlined in this Agreement shall be the employee's base rate plus other applicable payments, as provided in this Agreement.

Section 10.  Pyramiding of Rates

Nothing in this Agreement shall be construed so as to require the payment of overtime on overtime or pyramiding of overtime as a result of computing hours worked in accordance with this Agreement.

Section 11.  Working Leader - Specialist Notification

The Employer will supply the Union with a list of all new Working Leaders and Specialists every two weeks.

Section 12.  Eligible employees at work shall be paid once each week during working hours.

Section 13.

A. Except as provided below, when employees are assigned to perform tasks within the jurisdiction of a premium occupational title as provided in Memorandum of Understanding 11, they shall be paid the applicable rate for the premium occupational title on a while engaged basis.

B. Employees in premium occupational titles within Group 9 (Clerks - Local 106) the higher premium rate when engaged in work within the jurisdiction of a separate premium occupational title within Group 9.

ARTICLE XIII

TRAVEL AUTHORIZATION AND EXPENSES

Section 1.  Introduction

Employees will be reimbursed for transportation and subsistence expense while on authorized Employer business in accordance with the provisions of this Article and SP 8-2 (issue 26, effective 3/1/03).

Section 2. Definitions

A. Local Assignment - Travel to locations which do not require overnight accommodations.

B. Regular Business Trips - Travel assignment, other than foreign, within the continental limits of the United States and Canada (excluding Alaska and Hawaii) requiring overnight accommodations lasting not more than thirty (30) days.

C. Short-Term Assignment - An assignment, other than foreign, which is expected to last more than thirty (30) days but not more than twelve (12) calendar months and requires an employee to obtain lodging at a location other than his established residence.

D. Long-Term Assignment - An assignment, other than foreign, which is non-permanent in nature but is expected to exceed twelve (12) calendar months and requires an employee to relocate his place of residence.

E. Foreign Assignment - Travel outside the continental limits of the United States and Canada (including Alaska and Hawaii) on Company business.

Section 3.  General

A. Policy - The basic intent of this Article is to ensure that an hourly employee will not lose wages as a result of travel required on Company business which occurs during the employee's regular hours of employment. Travel by hourly employees on Company business is usually required during the normal work shift and during the normal workweek; however, Company business objectives may make deviations from this policy necessary.

B. Travel Authorization - Determination of the need, method, and length of travel, the amount of cash advance, and justification of expenses are subject to approval by the cognizant Staff Manager or his designated alternate.  The method of travel used is based on consideration of transportation costs, subsistence expenses, conflict of schedules, and the importance of the time element.  A properly completed Cash Advance/Travel Order (84-00-0888) constitutes authorization to travel on Company business but it is not necessary for sea trials and for local trips within a 75 mile radius of the employee's normal work site unless meals and/or lodging expense will be incurred.

C. Transportation Allowances - If travel by public transportation is authorized by the Company, arrangements must be made through the Travel Section.  Time allowed for travel by common carrier will be actual time required.

(1) Air Travel.

(a) Travel by commercial airlines will be coach class with the following exception:  Travel plans cannot be delayed and coach class is not available; requires approval on the cash advance/travel order by the Director of Administration.

(b) Chartered aircraft may be authorized in unusual circumstances.  Only the Electric Boat Corporation President or a member of his staff may authorize travel by chartered aircraft.

(c) The use of personal aircraft will not be authorized for travel.

(2)                  Rail Travel.  The allowance for rail travel is the actual expenditure.  A reserved seat is allowed on trips exceeding 150 miles in one direction.  A roomette is allowed for overnight travel.

(3) Travel by Personal Automobile.  If use of a personal automobile for travel to a new assignment on Company business is authorized, travel allowances will be paid at the rates stipulated in SP 8-2, currently thirty-six cents (.36) for automobile and eleven cents (.11) for motorcycle.  This mileage allowance is for travel to and from the place of assignment only, and no mileage will be authorized for normal travel to and from work at the new area of assignment.

Allowable mileage will be computed on the basis of the most recent Rand-McNally Standard Mileage Chart measured from the point authorized on the cash advance/travel order to location of new assignment or actual mileage traveled to location of new assignment, whichever is less.

Allowable travel time by personal automobile will be actual travel time required, not to exceed the number of days established by dividing 350 into the total mileage of the most direct route as shown in the most current edition of the Rand-McNally Highway Mileage Chart.

Parking and toll charges incurred during travel to location of new assignment and return travel, which are incidental to the use of a personal automobile, are reimbursable and must be itemized on the Employee Expense Voucher (84-00-0167).  Receipts are required for expenditures of $5.00 or more.

(4) Automobile Rental.  When an employee is authorized to rent a car during the course of travel on Company business, such approval must be indicated on the Cash Advance/Travel Order by the department head.  Reservations will be made by Travel Services.  The employee will request a compact car or other low-cost rental car and will remind the rental agent of the General Dynamics discount agreement to ensure receiving credit.  Paid receipts must be obtained by the employee for reimbursement of expenses involved in car rental, i.e., receipts for car rental and gasoline purchases.  Employees will make every effort to return rental cars with a full tank of gasoline due to the high cost charged by rental agencies to refill returned cars.

Section 4.  Life Insurance

Electric Boat Corporation provides and assumes all costs of a supplemental insurance policy covering accidental injuries to or loss of life by an employee of the Company while the employee is away from home or permanent base of operations on Employer business.  This coverage will commence at the time the insured person leaves home or normal business location on such a business trip and will continue until he returns to his office or home.

Section 5.  Liability Insurance

A. Employees are responsible for reporting casualties and losses to the Risk Management Section of General Accounting.

(1) Car Rental.

(a) Inside the continental United States and regardless of the car rental supplier used, the Collision Damage Waiver option should not be purchased. Employees will not be reimbursed for purchased CDW.

(b) Outside the continental United States, and regardless of the car rental supplier used, the Collision Damage Waiver option should be purchased.

(2) Personal Auto.

(a) Reimbursement is allowed for collision loss to the employee's vehicle resulting from an accident incurred while on Company business.  Reimbursement is limited to the collision deductible of the employee's insurance policy or up to $500 if the employee does not have collision coverage. Reimbursement is made when the repairs have been completed and an invoice marked "paid" is submitted to the Insurance Section of General Accounting along with a copy of the applicable police report.

B An employee driving any motor vehicle on Company business will notify the Risk Management Section at once if the vehicle is involved in an accident.  All requirements of local authorities and of the car rental company with respect to factual reports will be complied with.  The employee will not voluntarily make any payments, assume any obligations, or incur any expense.

C. The Company maintains insurance on material and equipment for which it is responsible, and employees are not required to obtain insurance on such items in their possession while traveling.

(1) Personal Property.

(a) Employees will be reimbursed actual cash value of their car, luggage, clothing, or toilet articles for theft incurred during business travel.  Reimbursement is made only after the employee's personal insurance claim has been settled and is limited to the deductible of the employee's automobile, homeowners, or tenants insurance policy or up to $500 if the employee has no insurance.

Section 6.  Subsistence Allowance

Subsistence allowance is paid to hourly employees for travel on Company business.

A. Subsistence While in Transit - Employees will be reimbursed in accordance with SP 8-2 for expenses incurred for meals and lodging while in transit on Company business.

B. Exclusions from Subsistence allowance - subsistence allowance will not be allowed for any day of vacation, unauthorized absence, or hospitalization for illness or injury.

Section 7.  Employee Expense Account

It is the responsibility of each employee traveling on authorized Employer business to complete employee expense vouchers in accordance with the instructions contained in SP 8-2.

Section 8.  Travel Pay

Employees directed to travel on authorized Employer business will be paid for travel on the following basis:

A. Travel and Work Not Requiring Lodging Away from Home - An employee who travels to a work site other than his regular place of work, performs work, and then returns to his regular work site, will be paid for all travel and work time.  In this case, travel and work time will be combined for the purpose of computing total hours of employment in accordance with the current Employer/Union Agreement.

B. Travel or Work Requiring Lodging Away from Home - Normally, employees will be required to travel during their regular work shift.  Employees who are required to commence travel prior to, during, or after their regular work shift, Monday through Friday, will receive straight time pay for actual hours traveled to a maximum of twelve (12) hours.

C. Travel Occurring on Weekends and Holidays - Employees required to commence travel on Saturday, Sunday, or a holiday shall be compensated at the appropriate premium rate for actual hours traveled within the twenty-four (24) hour period, midnight to midnight, to a maximum of eight (8) hours in a day of travel, regardless of whether the travel time falls within the hours of the employee's regular work shift.

If an employee commencing travel on a premium day travels past midnight into a second premium day, travel compensation shall cease at midnight and no further travel pay will be paid between midnight and 7:00 a.m.  If the trip requires travel beyond 7:00 a.m., the rate of pay for the second premium day shall apply to a maximum of eight (8) hours.

If an employee commencing travel on a premium day travels past midnight into a regular scheduled workday, Monday through Friday, travel pay will terminate at midnight and the employee will be allowed one hour extension of this starting time the next day for each hour after midnight provided it is a scheduled workday.  The hours of extension allowed may not exceed eight (8) hours in one (1) day and will be paid at the employee's straight time pay.

Section 9.  Foreign Travel

Employees represented by the Metal Trades Council of New London County and its affiliated Local Unions who are required to travel on foreign assignment (which includes Alaska and Hawaii) shall be paid straight time for actual hours of travel up to 11:00 p.m. of any day of travel.  No travel time will be paid between 11:00 p.m. and 7:00 a.m. while enroute by commercial carrier; however, if an employee arrives at a point short of his final destination on or about 11:00 p.m. and is directed by an Employer representative to proceed to his destination by other than public conveyance, straight time hours will be paid to the point of destination.  No employee will be eligible for any travel time between 11:00 p.m. and the beginning of his regular work shift if he proceeds by any means, public or private, at his own convenience.

The Employer agrees to apply a twenty percent (20%) wage differential for employees on foreign assignment (which includes Alaska and Hawaii) for a maximum of thirty (30) calendar days based on hours paid for hours worked from the date of arrival at the work site to the date of departure from the work site.  Any employee who is on such assignment for a period of greater than thirty (30) days will receive a fifteen percent (15%) site differential commencing on the thirty-first (31^st) day through the completion of the assignment.

In computing hours of travel, local time at point of departure shall be used as a base line.  Travel time is defined as the total actual hours elapsed from the employee's domicile, permanent or temporary, to the point of destination.

Section 10.  Area Differential

A. Temporary Assignment to ARCO, Idaho:

The Employer agrees to apply a twenty percent (20%) wage differential based on actual hours worked by employees assigned to Arco, Idaho, for periods of thirty (30) calendar days or less subsequent to the signing of this Agreement.  It is also agreed that the Employer and the Union will discuss extension of the twenty percent (20%) wage differential should a trip scheduled for thirty (30) days or less be extended by the Employer.

It is specifically noted that the application of this twenty percent (20%) wage differential is confined to assignments of thirty (30) days or less at Arco, Idaho, and does not apply elsewhere within the continental limits of the United States, particularly in major metropolitan areas such as Quincy, Massachusetts; Portsmouth, New Hampshire; Charleston, South Carolina; Norfolk, Virginia; and Vallejo, California.

If any new work locations should be established at a future date, the Employer is willing to discuss the possibility of a wage differential based on hours worked where substantial inconvenience is involved for employees assigned to such locations for thirty (30) days or less.

Temporary Assignments of Thirty (30) days or more:

B. The Company agrees to pay a fifteen percent (15%) site differential to employees on temporary assignment at off-site locations within the Continental United States, but outside Connecticut and Rhode Island when such assignments are for periods of at least thirty (30) calendar days.  This site differential will be fifteen percent (15%) per hour above an employee’s regular rate of pay for all hours actually worked during such temporary assignment.

Any employee who is on such temporary assignment and who is subsequently sent home prior to the 31^st day due the lack of work will receive the fifteen percent (15%) site differential for all hours actually worked.  Employees who return home prior to the 31^st day for disciplinary reasons, performance reasons or voluntarily for personal reasons will not receive the 15% site differential.

Section 11.  Exclusions

This Article does not apply to Employer/Union contract obligations under the titles "Submarine Sea Trial Pay" or "Sea Duty other than Submarine Sea Trials", nor will the Employer be obligated to pay any cycle time premium as a result of directed travel.

                  Section 12.  Notification of Travel Status

The emloyer agrees to notify the MTC of employees on travel status, and supply the Union with the following information:

1. the location of the work site,

2. the general nature of the work to be performed,

1.       the approximate work schedule,

2.       the rate of pay,

3.       the method of travel,

ARTICLE XIV

HOLIDAYS

Section 1.  The Employer hereby agrees that all employees shall be granted a normal day's pay at their working rate, including shift premium for second and third shift employees, for the following plant holidays regardless of the day of the week on which they fall:  New Year's Day, Good Friday, Memorial Day, Independence Day, Labor Day, Columbus Day, Veteran's Day, Thanksgiving Day, Day after Thanksgiving Day, and Christmas Day.

Section 2.

A. Any employee who works within thirty (30) days prior to the occurrence of a paid holiday or within thirty (30) days after the occurrence of a paid holiday or holidays is entitled to collect payment for the holidays occurring during his absence up to a maximum payment of three (3) paid holidays after having returned to work for a period of at least one (1) day provided such absence is covered by authorized leave of absence. However, if the employee leaves voluntarily before working five (5) days after his return to work, the Company may recoup from the employee, at its option, the holiday or holidays paid above.

B. Employees who are laid off during a week in which a holiday occurs will be paid holiday pay.  For the purpose of this section, the week is defined as Monday through Sunday.

C. Any employee serving on the Union Negotiating Committee or attending Union seminars, Union conventions, or Union labor training schools shall receive payment for all holidays occurring during such absence. This section does not apply to full time Union officials.

Section 3. It is mutually understood and agreed that time and one-half will be paid for any and all hours worked on plant holidays in addition to the normal holiday pay.

Section 4  Employees will be entitled to holiday pay when:

A. An employee who is absent from work during his scheduled workweek to attend the funeral of his parent, stepparent, grandparent, grandchild, legal guardian, brother, sister, child, spouse, mother-in-law, father-in-law or stepchild living at home shall be paid for eight (8) hours at his working rate.

B. An employee is serving on jury duty or subpoenaed as a witness.

C. An employee is on a temporary absence of not more than thirty (30) days for Armed Forces duty, including National Guard duty.

D. An employee is absent due to severe illness of the spouse, son, daughter, mother, or father.  In such cases, proof of illness must be furnished to the Employer and authorized leave of absence shall not exceed thirty (30) days.

Section 5. Employees will not normally be required to work on holidays except in cases of necessary production and maintenance operations or to provide necessary fire, safety, and plant protection support.

Section 6. When a holiday falls within an employee's vacation, an equivalent day of vacation to offset the holiday may be taken at either the beginning or the end of the vacation period.  When a holiday falls within the vacation shutdown period, the employer will schedule an equivalent day of vacation to offset the holiday at the beginning or the end of the vacation period.

Section 7. The parties may jointly agree in writing to substitute a different holiday or day in place of an above holiday for all purposes.

Section 8. Employees may “float” holidays from the following holiday weeks:  Good Friday, Memorial Day, Independence Day, Labor Day, Columbus Day and, effective August 1, 2003, Veteran’s Day.  Floating a holiday means that the holiday is not worked but that the holiday (time off with pay) is deferred until a later time.  In order to be eligible to float a holiday, an employee must work or record remaining entitlement time four (4) ten (10) hour days during the holiday work week (alternative work week).  Third shift employees will remain eligible to receive premium pay for up to one (1) hour worked on Sunday only.  Employees working an alternative work week will not be entitled to cycle time nor will they be entitled to overtime pay until the total of their working hours and charged entitlement time exceeds forty (40) hours during such week.  Accumulated floating holidays may be used like vacation days at any time during the calendar year in which they are earned except that they must be taken in full eight (8) hour increments.  Any floating holidays remaining at the end of the calendar year will be lost unless affected employees are prevented from taking them based on their working during the holiday shutdown.  In such cases, affected employees will be reimbursed eight (8) straight time hours for each floating holiday lost (including any applicable shift premium).  Upon separation from employment, unused floating holidays will be lost.  Employees voluntarily severing, retiring or being laid off will not be denied the opportunity to utilize accumulated floating holidays before their separation.

Section 9. In addition to the options provided in Memoranda of Agreement 8 and 74, employees may request to work an alternative work week during the week of Martin Luther King Day and/or President’s Day in order to observe these holidays.  Any request to work such an alternative work week must be made in advance of the holiday week. Third shift employees will remain eligible to receive premium pay for up to one (1) hour worked on Sunday only.  Employees working an alternative work week will not be entitled to cycle time, nor will they be entitled to overtime pay until the total of their working hours and charged remaining entitlement time exceeds forty (40) hours during such week.

ARTICLE XV

RETIREMENT AND GROUP INSURANCE

The retirement and group insurance programs agreed upon by the parties are made a part of this Agreement and are defined in the plan booklets.

ARTICLE XVI

VACATIONS