2018-2023 ABF NMFA and Southern Region Supplem

ents

ABF NATIONAL MASTER

FREIGHT AGREEMENT AND

SOUTHERN REGION SUPPLEMENTS

For the Period of April 1, 2018 through June 30, 2023

MASTER AGREEMENT WILL PRINT IN FRONT,FOLLOWED BY SOUTHERN REGION SUPPLEMENTS

ABF SOUTHERN REGION LOCAL FREIGHT FORWARDING

PICKUP AND DELIVERY SUPPLEMENTAL AGREEMENT

For the Period of April 1, 2018 through June 30, 2023

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PREAMBLE ................................................................................179ARTICLE 40. ...............................................................................180 Section 1. Scope of Agreement ..............................................180 Section 2. Employees Covered ..............................................182 Section 3. Over-the-Road Work .............................................182ARTICLE 41. ...............................................................................183 Section 1. Probationary Employees .......................................183 Section 2. Casual Employees .................................................183 Section 3. Preferential Casuals...............................................186 Section 4. ..............................................................................187 Section 5. ..............................................................................187 Section 6. Referral Hall ..........................................................187ARTICLE 42. SENIORITY .........................................................189 Section 1. Seniority Rights for Employees Shall Prevail.......189 Section 2. Reduction in Force ................................................191 Section 3. ..............................................................................193 Section 4. Bulletining of Jobs ................................................194 Section 5. ..............................................................................195 Section 6. ..............................................................................195 Section 7. ..............................................................................195 Section 8. ..............................................................................195ARTICLE 43. ABSENCE ............................................................196 Section 1. Time Off for Union Activities ...............................196 Section 2. ..............................................................................196ARTICLE 44. GRIEVANCE COMMITTEES ............................198 Section 1. ..............................................................................198 Section 2. Area Committees ...................................................199 Section 3. Function of the Committees ..................................200 Section 4. Subcommittees ......................................................200ARTICLE 45. GRIEVANCE MACHINERY AND

UNION LIABILITY ..............................................................200 Section 1. ..............................................................................200 Section 2. Referral of Interpretations .....................................201 Section 3. Examination of Records ........................................201 Section 4. National Grievance Committee .............................202 Section 5. Committee Expense ..............................................202

TABLE OF CONTENTS

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ARTICLE 46. DISCHARGE OR SUSPENSION .......................202 Section 1. ..............................................................................202 Section 2. Absenteeism ..........................................................203ARTICLE 47. EXAMINATIONS AND

IDENTIFICATION FEES ......................................................204ARTICLE 48. PAY PERIOD .......................................................205ARTICLE 49. WASH ROOMS AND LUNCH ROOMS ............207ARTICLE 50. HEALTH AND WELFARE .................................207ARTICLE 51. PENSION .............................................................210ARTICLE 52. VACATIONS ........................................................213 Section 1. ..............................................................................213 Section 2. ..............................................................................213 Section 3. ..............................................................................213 Section 4. ..............................................................................213 Section 5. ..............................................................................214 Section 6. ..............................................................................214 Section 7. ..............................................................................214 Section 8. ..............................................................................215 Section 9. ..............................................................................215ARTICLE 53. HOLIDAYS ..........................................................216ARTICLE 54. PAID-FOR TIME .................................................218 Section 1. General Section .....................................................218 Section 2. Call-back Time Section .........................................218 Section 3. Meal Period ...........................................................218ARTICLE 55. WAGES AND HOURS ........................................219 Section 1. Hours .....................................................................219 Section 2. Rates of Pay ..........................................................221 Section 3. Unassigned Employees .........................................223 Section 4. ..............................................................................224 Section 5. ..............................................................................225 Section 6. ..............................................................................225 Section 7. ..............................................................................225 Section8.WorkinOtherClassifications ...............................226 Section 9. ..............................................................................226 Section 10. ............................................................................226 Section 11. ............................................................................226 Section 12. ............................................................................226 Section 13. ............................................................................227

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Section 14. ............................................................................227 Section 15. ............................................................................227 Section 16. ............................................................................227 Section 17. Protective Equipment ..........................................228ARTICLE 56. LEASED EQUIPMENT.......................................228 Section 1. ..............................................................................228 Section 2. ..............................................................................228 Section 3. ..............................................................................228 Section 4. ..............................................................................229ARTICLE 57. FUNERAL LEAVE ..............................................229ARTICLE 58. ADDENDA ...........................................................230ARTICLE 59. ELIMINATION OF BONUS ...............................230ARTICLE 60. MOONLIGHTING ...............................................230ARTICLE 61. TERM OF AGREEMENT ...................................232

ABF SOUTHERN REGION AREA LOCAL FREIGHT FORWARDING

PICKUP AND DELIVERY SUPPLEMENTAL AGREEMENT

COVERING EMPLOYEES of ABF FREIGHT SYSTEM, INC.

For the Period of APRIL 1, 2018 through JUNE 30, 2023

Covering the Operations in the Territory of:

ALABAMA, ARKANSAS, FLORIDA, GEORGIA, LOUISIANA, MISSISSIPPI,

OKLAHOMA, TENNESSEE, TEXAS, and the City of ASHEVILLE, N.C.

PREAMBLETo cover the employees employed in the operation of Common, Contract, And Private Carriers in the States of Alabama, Arkansas, Florida, Georgia, Louisiana, Mississippi, Oklahoma, Tennessee, Texas, and the City of Asheville, N.C.

ABF Freight System, Inc. hereafter referred to as the ‘Employer”, and the Southern Region of Teamsters and Local Union No. _____, affiliatedwiththeInternationalBrotherhoodofTeamsters,herein-after referred to as the ‘Union,” agree to be bound by the terms and provisions of this Agreement.

ThisABFLocalFreightForwardingPickupandDeliverySupple-ment is supplemental to and becomes a part of the National Master Freight Agreement hereinafter referred to as the “Master Agreement”

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fortheperiodcommencingApril1,2018,whichMasterAgreementshall prevail over the provisions of this Supplement in any case of conflictbetweenthetwo,exceptassuchMasterAgreementmayspe-cificallypermit.Questionsarisingoutof allegedconflicts shallbesubmitted directly to the National Grievance Committee.

ARTICLE 40.Section 1. Scope of Agreement

National Article 32 language to remain unchanged except for the followingchanges:

SubcontractingTheEmployermaysubcontractlocalcartagework,includingpick-upsanddeliveries,whenallregularemployeesataparticularloca-tionareeitherworking,havebeenofferedworkorarescheduledtowork,exceptthatinnoeventshallroadworkpresentlyperformedorruns established during the life of this Agreement be farmed out. No dockworkshallbefarmedoutexceptforexistingsituationsestab-lishedbyagreed-topastpractices.Overflowloadsmaybedeliveredpursuant to the provisions of Article 29. Loads may also be deliv-ered by other agreed-to methods or as presently agreed to. Other personsperformingsubcontractedworkwhichispermittedhereinshall receive no less than the equivalent of the economic terms and conditions of this Agreement and the applicable Supplement.

ItisaviolationofArticle32fortheEmployertoknowinglysubcontractbargaining unitwork to be performedby a subcontractorwhile anyregular scheduled or regular unscheduled employees, including “shapes” or “40-percenters” are on lay off unless they have been offered andrefusedsuchwork(orattempttocontacttheemployeeisunsuccess-ful,whichshallbeverified.SubterfugebyanypartyisaseriousoffenseandviolatesArticle32.Examplesofsubterfugemayinclude:

(a)Tenderinganamountoffreighttoavendoronagivendaythatexceeds the capacity of that vendor; and

(b)Tenderingfreighttoasubcontractorthatknowinglywillnotbeattempted for delivery on the day subcontracted.

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(c)Theexecutionof thisAgreementon thepartof theEmployershallcoveralltheLocalFreightForwardingPickupandDeliveryoperations of the Employer, except as provided in the Over-the-Road Agreement, in said described area.

(d) If the Employer begins operating a terminal in a citywherethereisnownoterminal,theEmployeragreesthatassoonastheUnionshowstheEmployerauthorizationssignedbythemajorityofthe city pickup and delivery and dockmen employees, this Agree-ment shall automatically become effective.

(e)Citydriversshallbepermitted toperformnormalpickupanddeliveryandcartagedutieswithintheonehundred(100)mileradi-usorasotherwiseagreedto.Theareabetweenthefifty(50)andonehundred(100)mileradiuswill,forthemostpart,beservicedbytheCityP&Doperationhowever,theCompanyhastherighttoservice small or marginal accounts as they do presently and histor-ically.Existingmutualagreementswillremainineffect.

Withinonehundred and eighty (180)daysof the signingof thisagreement, the Company and Local Unions shall identify present, thirdpartyoperationswithintheonehundred(100)mileradius.

This provision does not prohibit road drivers from performing nor-malterminaloperationswithintheonehundred(100)mileradiusas provided in the present contract.

TheCompanywillprovideeachLocalUnionalistofallshipmentsgiven to an interline or third party carrier upon request of the Local Union.Thislistwillconsistofthedatetenderedtothethirdpartycarrier, pro numbers and date delivered by third party carrier. The listwillbeprovidedtotheLocalUnionpursuanttoArticle7oftheNational Master Freight Agreement.

HOURS/SHIFTSTheCompanymayutilizefive(5)eight’s(8’s)/four(4)tens(10’s)or any other combination of hours that is mutually agreed to be-tweentheparties.

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Section 2. Employees CoveredEmployees covered by this Agreement shall be construed to mean any driver operating a truck tractor, motorcycle, passenger or horse drawnvehicle,oranyothervehicleoperatedfortransportationpur-poses when used to defeat the purpose of thisAgreement, andCheckers,Switchmen,Hostlers,ForkliftOperators,andDockmen.

Section 3. Over-the-Road WorkNothing in this agreement shall prohibit road drivers from dropping and/orhooking theirownunitsatCompany terminals (excludingbreakbulkterminalswhenhostlersareondutyattheterminal)Atterminalswith75orfewerlocalcartageemployees,aroaddriverthat comes into the terminalmaybe able to pushor pull his/herpoweruniteventhoughtherearelocalcartage/dockemployeesonduty.Thisprovisionshallnotapplyinadriver’shomedomicileorathis/herlaydowndestinationorcustomerfacilitiesatanytime,regardlessofwhethertheterminalisopenorclosed.

Undernocircumstanceswilloutofclassificationemployeesbeuti-lizedinOver-the-Roadoperations.

Inordertopreservejobsecurity,anemployeemayelecttotransferfrom the road classification to the local cartage classification orfromthelocalcartageclassificationtotheroadclassificationathis/herpresentterminallocationperthefollowingconditions:

a)Thetransferopportunityisaonceinalifetimeopportunity;

b)Theemployeemustnotifytheemployerandlocalunion,inwrit-ing, of their intent to transfer;

c)Thetransferopportunitywillbeaffordedwhenthecompanyisina hiring mode;

d)Anemployeetransferringclassificationswillbepaidathis/hercurrent rate of pay and shall be placed at the bottom of the seniority board for bidding and layoff purposes, but shall retain company seniorityforfringebenefitsonly;

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e)Itisunderstoodthatanemployeeelectingtotransfertotheroadclassificationwouldhavethetransferopportunityonlyaftertheob-ligation set forth in Article 5, Section 5 of the NMFA has been fully satisfied.

ARTICLE 41.Section 1. Probationary EmployeesA probationary employee, being considered for regular employ-ment,shallworkundertheprovisionsofthisAgreement,butshallbeemployedonlyonathirty(30)daytrialbasis,duringwhichpe-riodhe/shemaybedischargedwithoutfurtherrecourse;provided,however,thattheEmployermaynotdischargeordisciplineforthepurpose of evading this Agreement or discriminate against Union members.

The Union and the Employer may agree to extend the probationary periodfornotmorethanthirty(30)days,buttheprobationaryem-ployeemustagreetotheextensioninwriting.

A probationary employee who is terminated by the Employerduringtheprobationaryperiodandisthenworkedagainatanytimeduringnextfulltwelve(12)monthsatanyofthatEmployer’sloca-tionswithinthejurisdictionoftheLocalUnioncoveringthetermi-nalwherehe/shefirstworked,exceptinthosejurisdictionswherethe Local Union maintains a hiring hall, shall be added to the regu-larsenioritylistwithasenioritydateasofthedatethatpersonissubsequentlyworked.

Probationaryemployeesshallbepaidat thenewhirerateofpayduringtheprobationaryperiod;however,iftheemployeeistermi-natedbytheEmployerduringsuchperiod,he/sheshallbecompen-satedatthefullcontractrateofpayforallhoursworkedretroactivetothefirstdayworkedinsuchperiod.

Section 2. Casual EmployeesCasual employees shall only be used to supplement a regular shift andwillbeterminatednotlaterthantheregularshifttheyaresup-

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plementing.Nocasualemployeemayworkpasttheendoftheshifthe/sheissupplementingorreplacing.Casualsshallnotworkover-timeon the shiftunless all regular employeesworking the shiftsthey are supplementing or replacing have been offered overtime, regardlessoftheworkbeingperformed.Theonlyexceptionstothiswouldbeifthecasualhasworkedpasttheirsixth(6th)hour,he/shemaycompletehis/hereight(8)hoursorunlesstherearenoregularson the same shift in the same area of the city.

Eachcasualemployeeshallbeguaranteedfour(4)hours’paywhencalledtowork.If,however,theemployeeworksmorethansix(6)hours, theemployeeshallbeguaranteedeight(8)hours’payandmaycompleteeight(8)hoursofwork.Theemployeemaybecalledtoworkmorethanonetimeeachday,suchasmorningandevening,ifusedtosupplementregularcrews.

Acasualemployeeisanindividualwhoisnotontheregularsenior-itylistandwhoisnotservingaprobationaryperiod.Acasualmaybe either a replacement casual or a supplemental casual as herein-after provided.

Casuals shall not have seniority status. Casuals shall not be dis-criminatedagainstforfutureemployment.CasualswhoarehiredwithaClassACDLwithnecessaryendorsementsorcasuals thatobtainaClassACDLwithnecessaryendorsementswillbe“Com-panyQualified”withinsixty(60)daysofbeinghiredornotifyingthe company of obtaining the above stated license. At terminals of lessthanfifty(50)employees,acasualmustpossessaClassACDLwithallthenecessaryendorsementsandmustbe“CompanyQual-ified”priortoplacementonthesenioritylistasaregularemployee.

Replacementcasualsmaybeutilizedby theEmployer to replaceregularemployeeswhensuchregularemployeesareoffduetoill-ness, vacations, or other absence, and shall not be counted in the computation of adding employees to the regular seniority list. In orderfortheEmployersutilizationofreplacementcasualsnottobecounted in the computation of adding employees to the regular se-nioritylist,thereplacementcasualmustworktheshiftoftheregu-laremployeeorwithinthree(3)hoursofsaidregularemployee’s

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shift. In order for a casual to replace a regular employee, such casu-almustbequalifiedtoperformtheworkinthepositionvacatedbytheregularemployeehe/sheisreplacing;otherwisethecasualwillbe counted as a supplemental casual.

Allegationsofabusearesubjecttothegrievanceprocedure.

When the absence of a regular employee continues beyond three (3)consecutivemonths,areplacementcasualshallnotthereafterbeusedtofillthatabsenceunlesstheEmployerandtheLocalUnionmutually agree to the continued use of a replacement casual.

Supplementarycasualsmaybeused tosupplementregularcrewsandforeachsix(6)man-hoursworkedperdayduringanythirty(30)daysofsuchtwo(2)calendarmonthperiodtheEmployerwilladd a regular employee. The Employer shall have the right of selec-tion of the employees to be added to the seniority list.

Casual employees shall not accrue seniority. The selected casual employeesenioritydateshallbethedateofhis/herselection,how-ever,when theLocalUnionand theEmployeragree thatcasualshavequalifiedundertheprovisionsofthisAgreementtheEmployermustaddtheselectedemployeestotheregularsenioritylistwithinfourteen(14)calendardays.

A casual employeeworking over eight (8) hours per day and/orforty(40)hoursperweekforthesameEmployershallreceivetheapplicable rate of pay.

Casual hoursworked in parallel shall not be considered asmanhoursworkedtoqualifyforregularemploymentasprovidedabove.

Amonthlylistofallcasuals(supplementalorreplacement)and/orprobationary employees used during that month shall be submitted totheLocalUnionsbythetenth(10th)dayofthefollowingmonth.Suchlistshallshow:

(a)The employee’s name, address, telephone number and socialsecurity number,

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(b)Thedatesworked,

(c)Theclassificationofworkperformedeachday,and thehoursworked;and,

(d)Thename,ifapplicable,oftheemployeereplaced.

This list shall be compiled on a daily basis, and shall be available forinspectionbyaUnionrepresentativeand/orshopsteward.

Section 3. Preferential CasualsWhenacasualisusedbytheEmployerforseventy(70)shiftsofsix(6)hoursormore,withinsix(6)consecutivemonths,theEm-ployer shall process a person to be placed on the preferential list whenrequestedtodosobytheLocalUnion.TheEmployershallhave the right of selection of the individual to be processed for the preferential list.

Processingshallbecompletedwithinthirty(30)calendardaysaftertheaforementionedseventy(70)shiftsandnotificationoftheLocalUnion.

The Employer and the Local Union may agree to extend the pro-cessingperiodforamaximumofthirty(30)days,butthepreferen-tialcasualmustagreetotheextensioninwriting.

Processingofanycasualmaybewaivedwithawrittenagreementbetweentheindividual,theLocalUnionandtheEmployer.

Afterprocessing, if thecasualmeets theEmployer’shiringstan-dardsandqualificationsforregularemployment,theselectedcasu-al shall be placed on a preferential casual list for future, regular employment and shall be selected for regular employment in the orderinwhichhe/shewasplacedonthepreferentialcasuallistandhe/sheshallnotbesubjecttoanyprobationaryperiod.Theseniori-ty date shall be the date the casual is put on the regular seniority list.

If the selectedcasualdoesnotmeet theEmployer’shiring stan-dardsandqualifications,orrefusestoacceptregularemployment

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while on the preferential casual list, the casual and the LocalUnionshallbenotifiedinwritingandhis/heruseasacasualwillbe discontinued.

Acasualcanonlymaintainpreferentialstatuswithone(1)Employer.

Casual employees on the preferential casual list shall be offered availableextraworkintheorderinwhichtheywereplacedonthepreferentiallist,providedthecasualisqualifiedtoperformthere-quiredwork.TheEmployer shallnotbeobligated tomakemorethanone(1)callpercasualperdaytoofferwork.Theworkcallmustbeverifiedbyaunionmember,ifavailable.Preferentialcasu-alsshallbeguaranteedsix(6)hourspaywhencalledtowork.

Preferential casuals may grieve any violation of this Article or any discipline.

TheLocalUnionmustnotifytheCompanyinwriting,thirty(30)days prior to implementation of a preferential casual list being es-tablished.

Section 4.The Employer agrees not to establish qualifications for employ-ment for the purpose of evading the terms of this Agreement or discriminating against Union members. Violation of this provision shallbesubjecttothegrievanceprocedure.

Section 5.SubterfugeorabuseofthisArticleissubjecttothegrievancepro-cedure.

Section 6. Referral HallToprovideanefficient,competent,andsafesystemofoperationsintheindustry;tominimizetheevilsofcasualemployment,therebysecuringafairdistributionofemployment,alivingwagetothoseworkmen who must gain their livelihood from the industry towhichtheycontributetheirlabor,toprovideanorderlyprocedureof referral of applicants to employment, and to assist carriers in

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obtainingqualifiedemployees,thereisherebyestablishedthisplanofreferralbetweentheEmployerandtheUnion.

(a)LocalUnionsshallbethesoleandexclusivesourceofreferralsof applicants for employment, except as herein provided.

(b)TheEmployer shall notify the appropriateLocalUnionof itsneed for employees (casual, temporary, or regular) at least twen-ty-four(24)hoursinadvanceofthejob.Thisnoticeshallnotbere-quiredwhentheneedoftheEmployeristoreplaceanabsentregularemployee or in an emergency. In requesting referrals, the Employer shall specify to the Local Union the number of employees required, thelocationofthejob,thenatureandtypeofworktobeperformedand such other information as is deemed essential in order to enable the Local Union to make proper referral of applicants.

(c)TheEmployershallnotrecruitorhireapplicantsnotreferredbytheLocalUnion.However, if theLocalUnion isunable to referapplicants for employment to the Employer within twenty-four(24)hoursfromthetimeofreceivingtheEmployer’srequest,Sat-urdays,Sundays,andholidaysexcepted,orwithintwo(2)hoursifreplacing an absent employee the Employer shall be free to secure applicants without using the referral procedure, but such appli-cants, if hired, shall have the status of “temporary employee.” The Employer shall notify the Local Union promptly of the names and social security numbers of such temporary employees, and shall replace such temporary employees as soon as registered applicants for employment are available under the referral procedure.

(d)TheLocalUnionshallmaintainaregisterofapplicantsforem-ployment established on the basis of the time of registration.

(e)TheLocalUnionshallreferapplicantstotheEmployerintheorder of time and date of their registration, provided the Local Union shall not refer an applicant previously discharged or disqual-ifiedbytheEmployerrequestingareferral.

(f)WhenarequestismadebytheEmployerforemployees,theap-plicantnextentitledtoareferralshallbenotifiedbytheLocalUnion

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at the Hiring Hall or by telephone. If an applicant refuses a referral orcannotbereadilyreachedintheforegoingmanner,his/hernameshall be placed at the bottom of the list. If an applicant accepts refer-raland isactuallyemployedformore than three(3)days,his/hernameshallberemovedfromtheregisterandhe/sheshallthereafterbe required to re-register for additional employment,

(g)RegistrationandselectionofapplicantsforreferraltojobsshallbeonanondiscriminatorybasisandshallinnowaybeaffectedbyUnionmembership,by-laws,rules,regulations,constitutionalprovisions,orany other aspect or obligation of Union membership policies or re-quirements. The parties hereto agree that a copy of this Agreement shall be posted at the Union Hall and the terminal of the Employer.

(h)Whenhiringhallisclosed,vacancycausedbyabsenteeismmaybefilledwithcasualswithoutreferrals.

ARTICLE 42. SENIORITY

Section 1. Seniority Rights for Employees Shall PrevailSeniority shall be broken only by discharge, retirement, voluntary quit, absence from work for a ninety-six (96) hour period afterproper notice from the employer, the ninety-six (96) hour noticeexcludes Sundays and all holidays, including non-contractual holi-dayswhentheUnitedStatesPostalServiceisofficiallyclosed,fail-uretoanswerrecall,ormorethanafive(5)yearlayoff.Theabovetimelimitsfortheninety-six(96)hournoticeshallbeginwiththedayfollowingthepostmarkofpropernotification.

Thepartiesagreethattheproperproceduretobefollowedwhenanemployeerefusesaworkorderis:

Whenanemployeerefusesadirectworkorderbyasupervisor,notinviolationofthelaworthiscontract,he/shewillbegivenawrittenwarningforhis/herrefusal,statingthathe/shehasaten(10)minutecoolingoffperiodtoreconsiderhis/herrefusal(suchascallingajobstewardorBusinessAgentforcounsel)andthatcontinuedfailuretoperformtheworkmayresultinhis/hercompletelossofseniority.

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If the employeecontinues to refuse theworkorder, after the ten(10)minutecoolingoffperiod,he/shemaybesubjecttocompleteloss of seniority and immediately taken out of service.

Awrittennotificationassetforthabove,willnotberequiredforanemployeewhoisawayfromaterminalfacilityorisatadarkfacil-ity;butverifiable(witnessedbyajobstewardwhenavailableorabargainingunitemployeeand/orelectronicrecording)oralinstruc-tionswillsuffice.

Alloftheaboveissubjecttothegrievanceprocedure.

Intheeventofalayoff,anemployeesolaidoffshallbegiventwo(2)weeks’noticeofrecallbycertifiedmailtohis/herlastknownhome address. In the event the employee fails tomake himself/herselfavailableforworkattheendofsaidtwo(2)weeks,he/sheshall lose all seniority rights under this Agreement. Employees shallgivetheEmployerone(1)weeknoticeofintenttoreturntowork.Theabovetimelimitsshallbeginwiththedayfollowingthepostmarkofthecertifiedletterofrecall.

A list of employees arranged in the order of their seniority shall be posted in a conspicuous place at their place of employment. When anemployeeisaddedto theregularseniority list, therewillbeaclockpunchinhis/herpersonnelfile.

Anyprotesttothesenioritylistmustbemadeinwriting,withacopytotheEmployerandtheUnion,withinthirty(30)daysfromthedateof posting of the seniority list. In the event no protest is made, the senioritylist,asposted,shallbeconsideredcorrectandfinal.Acopyof any revisions or changes shall be sent to the Local Union.

Controversies regarding seniority shall be settled by the Employer and the Union. Failing a settlement by these parties, the controver-sy shall be processed under the Grievance Procedure as set out in Article 44 and 45 of this Agreement.

TheEmployerwillmaintainalistofovertimehoursworkedateachterminalandmakethelistavailabletothejobstewardand/orLocal

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Unionuponrequest.Allemployees(regularandcasual)performingworkinterminalsoftwenty(20)employeesorlesswouldaffordtheemployertwo(2)hoursperemployeeofexemptovertime.Allem-ployees(regularandcasual)performingworkinterminalsofmorethantwenty(20)employeeswouldaffordtheemployerone(1)hourperemployeeofexemptovertime.Theovertimehoursworkedbyallemployeeswillbetotaleddaily, theexempthourswillbesub-tracted,andallremainingovertimehourswillbeconsideredexces-siveovertime.Foreveryeight(8)excessiveovertimehoursworked,one(1)additionaldaywillbecountedtowardsreturningalaidoffemployee back to regular status under Article 42, Section 2. There willbenopyramidingofactualdaysworkedbylaid-offemployeesand additional days added under the excessive overtime hours.

SubterfugeofthisArticlewillbesubjecttotheGrievanceMachin-eryandanyviolationwillbecounted towardreturninga laidoffemployee to active status.

Section 2. Reduction in Force(a)Terminalseniority,asmeasuredbylengthofserviceatsuchter-minal,shallprevail,exceptasotherwiseprovidedinthisAgreement.

(b)Whenitbecomesnecessarytoreducetheworkingforce,thelastemployeehiredshallbelaidofffirst;andwhentheforceisagainincreased,theemployeesaretobereturnedtoworkinthereverseorderinwhichtheywerelaidoff.

Layoff and Recall(c)IftheEmployerelectstolayoffanemployeeduetotheneces-sityofreducingtheworkforce,theEmployershallnotifytheem-ployeepriortotheendoftheemployee’sworkweekbyhanddeliv-eryand/orcertifiedmailwithacopyofthelayoffletterbeingsentto the Local Union by regular mail or delivery. In lieu of proper layoff,anemployeewillbepaidamaximumoftwo(2)days’pay.

Innoeventshall the layoffnotice reduce theemployee’sweeklyguaranteeforthatworkweek.Nonoticeshallberequiredifthelay-off iscausedby theunauthorizedworkstoppageorstrikeofanyIBT Union.

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Regular employeesbeing laidoff at the endof theirworkweekwillbeeligibleforworkat.01a.m.thedayfollowingtheemploy-ees’layoffprovidedtheemployeehasbeenoffatleasteight(8)hoursandprovidedtheemployeeisqualifiedtoperformthere-quiredduties.Alldaysworkedintheweekoflayoffwillbeatthestraight time hourly rate of pay. If a laid off employee is put to work for two (2)days inanyworkweek, theemployee shallbeobligatedtotheEmployerfortherestofthatworkweek.Bonafideabsence,orprovensicknessorinjuryshallbeavalidexceptiontothisprovision.However, should theEmployernotoffer laidoffemployeework for a twenty-four (24) hour period, the laid offemployee is no longer obligated or required to accept available work that is offered by the Employer for the rest of thatworkweek.

A junior employeemay complete his/herworkweekwhen it ex-tendsbeyondasenioremployee’sworkweek.

Regular employees on layoff status at distribution centers shall have seniority over probationary and casual employees and shall be returned to the regularpayrollwheneight (8)man-hoursperdayareworkedinanyfive(5)outofseven(7)days,or,ten(10)straighttimeman-hoursperdayareworkedinanyfour(4)outofseven(7)days.

Ifsuchemployeedoesnotimmediatelyreturntoworkandalaidoffemployeeoracasualiscalledtoreplacetheemployeethatwasrecalledasoutlinedabove,theday(s)workedbythereplacingem-ployeeorcasualwillnotcountunderthefive(5)outofseven(7)day formula to return another employee to regular status.

Intheeventoflayoff,anemployeesolaidoffshallbegiventwo(2)weeks’noticeofrecallbycertifiedmailtohis/herlastknownhome address.

TheemployeemustnotifytheEmployerwithinseven(7)daysofhis/her intent to return to work. Failure to notify the Employerwithinseven(7)daysofhis/herintenttoreturntoworkshallresultin the loss of all seniority rights. The employee must report for

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workwithinfourteen(14)daysfromthedateofrecall.Failuretoreportwithinfourteen(14)daysshallresultinthelossofallsenior-ityrights.Theabovetimelimitshallbeginwiththedayfollowingthepostmarkofthecertifiedletterofrecall.

ExcludingDistributionCenters, daysworked replacing absencescausedbysplitvacationsoflessthanone(1)week,fullweekvaca-tions(exceptwhenapprovedby14daysinadvance)orabsencesforillness/injurywillnotcounttowardreturningemployeestoreg-ularstatus,exceptwhenanabsenceofaregularemployeecontin-uesbeyondthirty(30)consecutivedays.

Section 3.(a) Inall caseswherephysicalfitnessorability toperform therequiredworkareequal,seniorityrightsshallgovern.TheEm-ployer has the right to discipline or transfer an employee or em-ployeesinthesameclassification,toinstructanddirectthework,manage the terminals and docks and assign its equipment, and to make rules and regulations for the conduct of its business, not to conflictwiththetermsofthisAgreement.Anypre-employmentorientation/training that involvesbargainingunitwork shall bepaid for at the appropriate contractual rate of pay based on clas-sification, however; no classroom trainingwill exceed two (2)days.

AnynewtechnologyintroducedbytheEmployer,employeeswillbe trained and paid at the full contractual rate of pay.

Inthoseinstanceswhereemployeesarenotqualifiedinallclassifi-cations,duetoinabilitytoperformtherequiredwork,theEmploy-erwillallowtheemployeestopracticeontheiroff-time,onCom-pany equipment and/or facilities, to become qualified. TheCompany reserves the right of scheduling the practice periods of the employees.

TheCompany and theUnion shall jointly establish a reasonableperiod of time for the employees to qualify. Any dispute involving an employee not making a reasonable effort to qualify shall be sub-jecttothegrievanceprocedure.

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Recognizingtheneedforqualifieddrivers,allemployeeswhoarequalifiedorhavebeenqualifiedtodrivemustremainqualifiedun-less physically prohibited from doing so.

The provisions of this Article shall not apply to any regular em-ployeewhocannotqualifybecauseofphysicalfitness.

(b)AllnewPositionsorpermanentvacancieswillbepromptlybul-letinedat theCompany terminal foraperiodoffive (5)workingdays.Qualifiedemployeesdesiringsuchpositionsshallfileappli-cationinwritingwiththedesignatedofficeoftheEmployerwithinfive (5)workingdays.Such assignmentwill begovernedby theseniority of the applicants, as above outlined. Assignments shall be madewithinfive(5)workdaysaftertheclosingofbidding.

Employees assigned to positions on the effective date of this Agree-mentorassignedthereafterwillnotbepermittedtotransfertoan-otherpositionuntilsuchtimethatavacancyornewpositionexists.

Anyemployeewhodoesnotbidwhilethejobsarepostedwillbeassignedtoanyremainingjobopening(s)thattheemployeeisqual-ifiedtoperform.

Section 4. Bulletining of Jobsa.Workday/workweek:Thenumberofstarttimesineffecttodaywillremain.Inadditiontotheexistingnumberofstarttimes,theCompanywillbeallowedtoaddthree(3)additionalstarttimesinatwenty-four(24)hourperiod.Thereshallbenomorethan12totalstart times unless such times currently exist in any given location.

b. The bulletining of positions or vacancies shall consist of the number of days, classifications, the rate of pay, the days to beworkedand thestarting time,whichshallbe thesame timeeachdayoftheassignmentexceptthatontwo(2)daysoftheassignmentsuchstartingtimemaybetwo(2)hourseitherbeforetheregularstartingtimeorontwo(2)daystwo(2)hoursaftertheregularstart-ing time, but the bulletining of such positions shall specify the starting time on each day of the assignment.

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Section 5.Allbidsshallbepostedandimplementedatleastone(1)timeinthemonthofAprilandone(1)timeinthemonthofOctober,andnolaterthanthethirtieth(30th)oftheaforementionedmonths,unlessotherwiseagreedtobetweenthepartiestothisagreement.TheEm-ployer shall furnish a copy of the bid posting to the Union.

Section 6.Intheeventanewcompanyterminalisopenedwithinthejurisdic-tion of the same Local Union on freight that had previously been interlinedand/ornotserved,theCompanywillberequiredtofileorgain approval of the Change of Operations Committee.

Section 7.Theassignmentofequipment,routes,orworkwithinaparticularclassificationshallnotbesubjecttoseniorityorbidexceptthatem-ployeesbiddingondrivingjobswillbeallowedtoselectwhetherornottheywilldriveatrailerorastraighttruck.

The right to select a trailer or a straight truck shall not be operative inthosecaseswhereitwillresultinthedisqualificationofanotherbiddriverasabiddriver.Inpostingjobsfordrivers,theEmployerisnotrequiredtobreakbidsdownintoclassificationoftrailersorstraight trucks.

Driversonnormally assigned routeswill be assigned trailers ac-cording to the requirements of the terminal operation and customer needs.Shouldtwo(2)ormoretrailersbeneededonthesameroute,senioritywill have choice of short or long trailers. For all otherdrivers,senioritywillprevailinchoiceofshortorlongtrailerspro-viding dispatch times are the same.

Section 8.The Employer is permitted to make and enforce any reasonable Company ruleswhichdonot conflictwith the provisions of thisAgreement. All such rules shall be posted for a period of fourteen (14)daysand theLocalUnionshallbefurnishedacopyofsuch

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rulespriortoposting.Ifnoprotestintheformofawrittengriev-anceisfiledbytheLocalUnionduringthefourteen(14)dayperi-od,therulesshallbecomeeffective.Ifaprotestisfiled,theruleorrules protested must be removed from the bulletin board and shall not become effective until approved by the Grievance Committee.

However,suchprotestmustbeheardatthenextscheduledSouth-ern Grievance Meeting.

ARTICLE 43. ABSENCESection 1. Time Off for Union ActivitiesTheEmployeragreestograntthenecessarytimeoff,withoutdis-criminationorlossofseniorityrightsandwithoutpay,toanyem-ployee designated by the Union to attend a labor convention or to serve in any capacity on other officialUnion business providingtwenty-four(24)hourswrittennoticeisgiventotheEmployerbythe Union specifying length of time off. The Union agrees that in making its request for time off for Union activities, due consider-ationwillbegivento thenumberofemployeesaffectedinorderthatthereshallbenodisruptionoftheEmployer’soperationduetolack of available employees.

Section 2.(a)Anyemployeedesiringleaveofabsencefromhis/heremploy-mentshallsecurewrittenpermissionfromboththeUnionandEm-ployer.Themaximumleaveofabsenceshallbeforninety(90)daysand may be extended for like periods. Permission for same must be secured from both the Union and Employer. During the period of absence the employee shall not engage in gainful employment in thesameindustry.Failuretocomplywiththisprovisionshallresultin the complete loss of seniority rights for the employee involved.

Inabilitytoworkbecauseofprovensicknessorinjuryshallnotre-sult in the loss of seniority rights.

If an employee is granted a leave of absence, the Employer shall collect from said employee, prior to the leave of absence being ef-

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fective,sufficientmoniestopaytherequiredfullweeklycontribu-tions into the Health and Welfare and Pension Funds during the period of absence before the leave may be approved by either the Local Union or the Employer.

(b)Employeeswhoacceptemploymentinasupervisorycapacitywillforfeitallseniorityrightsandberemovedfromthesenioritylist.

Sick/Personal Leave(c) EffectiveApril 1, 1980, employees shall accumulate five (5)dayssick/personalleaveperyear.Compensationforsick/personalleavewillbebasedonthehourlyshifttheemployeeisworkingatthe time of the absence, not to exceed forty (40) hours for eachcontract year.

AccrualandcashoutdatesforsickleavewillmovefromApril1toJanuary1effectiveJanuary1,2009.Employeeswillaccruefive(5)daysbetween04/01/08and12/31/08withanycashoutonJanuary1,2009.NoemployeewouldlosetheirentitlementtothecashoutonJanuary1,2009becauseofthe‘ninety(90)daysofcompensa-tion rule.

TheEmployermayrequestthatunusedsick/personalleavebeac-cumulated.TheEmployeeathis/herdiscretionmayagreetoaccru-al.Payforaccruedsick/personalleaveshallbeatthecontractrateat the time paid.

Sick/personalleavewillbepaidonthefirst(1st)dayofabsence.The National Negotiating Committee may develop additional rules and regulations to apply to sick leave provisions negotiated in the 1976 NMFA and amend in this Agreement uniformly to the Supplements. The Committees shall not establish rules and regu-lations for sick leave programs in existence prior to April 1, 1976.

Alcoholism and/or Drug Addiction(d)RefertoArticle35oftheNationalMasterFreightAgreement.

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Jury Duty(e)EffectiveApril1,1979, all regular employeescalled for jurydutywill receive thedifferencebetween thehourlyshift theem-ployeeisworking,atthetimeofabsence,attheapplicablehourlywageandactualpaymentreceivedforjuryserviceforeachdayofjury duty to amaximum of one-hundred twenty (120) hours foreach contract year.

Whensuchemployeesreportforjuryserviceonascheduledwork-day,theywillnotberequiredtoreportforworkthatparticularday.

Timespentonjuryservicewillbeconsideredtimeworkedforpur-posesofemployeecontributionstohealthandwelfareandpensionplans, vacation eligibility and payment, holidays and seniority, in accordance with the applicable provisions of the SupplementalAgreementstoamaximumoffifteen(15)daysforeachcontractyear.

ARTICLE 44. GRIEVANCE COMMITTEES

REFER TO ABF NMFA ARTICLES 7 & 8

Section 1.The Employers and the Unions, parties to this Agreement, shall to-gether create and maintain permanent State or Multiple State Com-mittees covering the states covered by this Agreement. The State or MultipleStateGrievanceCommitteesshall remainasnowestab-lishedunlesschangedbymutualagreementbetweenthepartiestothis Agreement. It shall be the function of these Committees to ad-justthedisputeswhichcannotbesettledbetweentheEmployerandthe Local Union. The State or Multiple State Grievance Commit-tees shall consist of an equal number of members appointed by Em-ployers andUnions, but not less than two (2) from each group.Each group may appoint alternates to serve in the event of absence of permanent members. When a State or Multiple State Grievance Committee is called, it shall be compulsory for each member of the Committee or the alternate to attend. Each State or Multiple State GrievanceCommitteeshallmeetwithinfifteen(15)daysafterei-thergroupCommitteeChairmanserveswrittennoticeontheother

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requesting a meeting and the place of the meeting and the exact date of same shall be mutually agreed.

EachStateorMultipleStateGrievanceCommitteeshallatitsfirstmeeting formulate rules of procedure to govern the conduct of its proceedings.

Itisunderstoodthatanygrievanceofanyemployeeworkingunderthis Agreement shall be processed by the appropriate State or Mul-tiple State Grievance Committee.

If a dispute or grievance arising out of operations under this Agree-ment involved a Local Union situated in contiguous territory, such dispute or grievance shall be referred to any of the State or Multiple State Grievance Committees for handling by the Chairman and Di-rector of the Southern Region of Teamsters, that he deems appro-priate and after such reference shall be handled under the usual procedure of that State or Multiple State Grievance Committee.

Section 2. Area CommitteesThe Employers and the Unions, parties to this Agreement, shall to-gether create a permanent Southern Region Area Grievance Com-mitteewhichshallconsistofanequalnumberofrepresentativesofthe Employers and the Unions. The Employers and the Unions each agreetonotifytheotherinwriting,givingthenameoftheirrespec-tive Chairman within thirty (30) days after the, signing of thisAgreement.TherespectiveChairmanshalljointlydecidethenum-ber of members comprising the Grievance Committee and shall furnishthenamesoftheirmembersinwritingtotheother.Thereaf-ter any changes in representatives on the Southern Region Area GrievanceCommitteewillbebywrittennotification to theotherparty’srespectiveChairman.

TheSouthernRegionAreaGrievanceCommitteeshallmeetwithinfifteen(15)daysaftereithergroupCommitteeChairmanhasservedwrittennoticeontheother,theexactdateandplaceofmeetingtobe mutually agreeable. The Southern Region Area Grievance Com-mitteeshallatitsfirstmeetingformulaterulesofproceduretogov-ern the conduct of its proceedings.

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Section 3. Function of the CommitteesIt shall be the function of the various committees, above referred to, to settle disputeswhich cannot be settled between theEmployerandtheLocalUnioninaccordancewiththeproceduresestablishedin Section 1, Article 45.

Section 4. SubcommitteesAll committees established under this Article may act through sub-committees duly appointed by such committees.

ARTICLE 45. GRIEVANCE MACHINERY AND UNION LIABILITY

REFER TO ABF NMFA ARTICLES 7 & 8

Section 1.The Unions and the Employers agree that there shall be no strikes, lockouts,tie-ups,orlegalproceedingswithoutfirstusingallpossi-ble means of settlement as provided for in this Agreement of any controversywhichmightarise.Disputesshallfirstbetakenupbe-tweentheEmployerandtheLocalUnioninvolved.Failingadjust-mentbytheseparties,thefollowingproceduresshallthenapply:

(a)WhereaStateorMultipleStateCommittee,byamajorityvote,settles a dispute no appeal may be taken to the Southern Region AreaGrievanceCommittee.Suchdecisionwillbefinalandbindingon both parties.

(b)WhereaStateorMultipleStateCommitteeisunabletoagreeorcome toadecision in thecase,bymajorityvote, suchcaseshallautomatically be put on the agenda of the next Southern Region Area Grievance Committee meeting, by the Secretary of the State or Multiple State Committee, and must be decided by the Southern Region Area Grievance Committee at the next Southern Region Area Grievance committee meeting. The decision of the Southern RegionAreaGrievanceCommitteebymajorityvote,shallbefinaland binding on both parties.

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(c)CasesdeadlockedattheAreaCommitteewillbeprocessedinaccordancewithArticle8of theNationalMasterFreightAgree-ment.

(d)FailureofanyCommitteetomeetwithoutfaultofthecomplain-ing side, refusal of either party to submit to or appear at, the griev-anceprocedureatanystage,orfailuretocomplywithanyCommit-teedecisionwithdrawsthebenefitsofthisArticle.

(e)The procedures set forth hereinmay be invoked only by theauthorizedUnionrepresentativeortheEmployer.

(f)Allmonetarygrievancesthathavebeenresolvedeitherbyde-cision or through settlement shall be paidwithin fourteen (14)calendardaysofformalnotificationofthedecisionordateofset-tlement. If an Employer fails to pay a monetary grievance in ac-cordancewiththisSection,theEmployershallpayasliquidateddamages to each affected grievant eight (8) hours straight timepay for each day the Employer delays payment, commencing the datethegrievant(s)notifiedtheEmployerofsuchnon-paymentinwriting.

Section 2. Referral of InterpretationsIt is agreed that all matters pertaining to the interpretation of any provisions of this Agreement may be referred by either the Union Committee’sSecretaryortheEmployerCommittee’sSecretarytotheSouthernRegionAreaGrievanceCommitteeatanytimeforfi-nal decision, and such Southern Region Area Grievance Committee shallbeconvenedonseventy-two(72)hours’noticetohandlemat-ters so referred.

Section 3. Examination of RecordsThe Local Unions, the State or Multiple State Committee or the Southern Region Area Grievance Committee shall have the right to examine time sheets and any other records pertaining to the compu-tationofcompensationofanyindividualorindividualswhosepayisindispute,orrecordspertainingtoaspecificgrievance.

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Section 4. National Grievance Committee

Grievances and questions of interpretation which are subject tohandling under the provision of Article 8 of the Master Agreement shall be referred to the National Grievance Committee in accor-dancewithsuchArticle8.

Section 5. Committee Expense

Any meeting room expense involved in such proceedings shall be borneequallybetweenthepartiestothisAgreement.

ARTICLE 46. DISCHARGE OR SUSPENSION

Section 1.

The Employer shall not discharge, suspend or take any other disci-plinaryactionasrespectsanyemployeewithoutjustcause,butinrespect to discharge, suspension or other disciplinary action shall giveatleastone(1)warningnoticeofthecomplaintagainstsuchemployee to the employee inwritingbycertifiedmail and/or inpersonandacopyofsametotheUnionaffected,bycertifiedmail;exceptthatnowarningnoticeneedbegiventoanemployeebeforehe/sheisdischargedifthecauseofsuchdischargeis:dishonesty;usingorbeingundertheinfluenceofalcoholicbeverages,narcot-ics, or drugswhile onduty; failure to submit to a sobriety/drugtest,uponrequest,iftheemployeeappearstobeundersuchinflu-ence; carrying or permitting the carrying of drugs or narcotics on theemployee’spersonorequipmentthatisprohibitedbystateorfederallaw,possessionofalcoholicbeverages,drugsornarcoticson Company property or equipment, drinking alcoholic beverages, using drugs or narcotics on Company property; a serious prevent-ableaccidentwhileonduty,thecarryingofunauthorizedpassen-gers;thefailuretoreportanaccident;willfuldamageordestruc-tion of company property or equipment; engaging in unprovoked physicalviolencewhileonCompanypropertyoronduty;outra-geous conduct as determined by the Grievance Committee, or fail-ure tocomplywithArticle35,Section3of theNationalMasterFreight Agreement.

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Thewarningnoticesashereinprovidedshallnotremainineffectforaperiodofmorethansix(6)monthsfromthedateofsaidwarn-ing notice.

Allwarningnotices,discharges,suspension,orotherdisciplinaryactionmustbebyproperwrittennotice to theemployeeand theUnion affected. Any employee may request an investigation as to his/her dischargeor suspension,Should such investigationprovethataninjusticehasbeendoneanemployeehe/sheshallberein-stated. The State or Multiple State Committee and the Southern Region Area Grievance Committee shall have the authority to order full, partial, or no compensation for time lost.

Appealfromdischarge,suspension,orwarningnoticemustbetak-enwithin ten (10) regularworkingdaysbywrittennotice,andadecision reached within fifteen (15) days from the date of dis-charge,suspension,orwarningnotice.

Iftheemployeeinvolvedisnotwithinthehometerminalareawhentheactionofdischarge,suspensionorwarningnoticeistaken,theten(10)dayperiodwillstartfromthedateofhis/herreturntothehometerminal.Ifnodecisionhasbeenrenderedontheappealwith-infifteen(15)daysthecaseshallthenbetakenupasprovidedforin Article 45 of this Agreement.

EffectiveApril1,2003,theEmployerwillnotterminateanyem-ployee for any discrepancies on his/her application for employ-ment,afteraperiodofone(1)yearfromtheemployee’shiredate.

Section 2. AbsenteeismInallcaseswhereanemployeeisunabletoreporttoworkattheregularstartingtime,foranyreason,he/sheshallimmediatelynoti-fy the supervisor on duty. Failing to so notify the supervisor on duty he/sheshallnotbereinstateduponhis/herreturntoworkunlessareasonableexplanationisfurnishedtotheEmployer.Thefirstvio-lationofthisArticleshallresultinawarningnoticetotheemploy-ee. On the second such violation of this Article the employee may be disciplined or discharged.

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ARTICLE 47. EXAMINATIONS AND IDENTIFICATION FEES

Physical, mental or other examinations required by a government bodyortheEmployershallbepromptlycompliedwithbyallem-ployees, provided, however, theEmployer shall pay for all suchexaminations. The Employer shall not pay for any time spent in the caseofapplicantsforjobsandshallberesponsibletootheremploy-ees only for time spent at the place of examination or examinations, wherethetimespentbytheemployeeexceedstwo(2)hours,andinthatcase,onlyforthosehoursinexcessofsaidtwo(2)hours.

Forallotherexaminations,physicalormental,notrequiredbylawthe employee shall be paid at the hourly rate for time spent at the place of such examination, except for those examinations required whenanemployeeisreturningtoemploymentafterillnessorinju-ry.TheEmployerwillprovidenolessthantwo(2)choicesforex-aminations. When the employee is being examined at the Employ-ersrequestforareturn-to-workphysical,theemployeeshallonlyberequiredtobeexaminedforthatinjuryforwhichhe/shewasoutof service. This does not preclude the Company from requiring a DOTphysicaliftheemployeehasbeenoffformorethanthirty(30)days.Examinationsaretobetakenattheemployee’shometermi-nal.Employeeswill not be required to take examinationsduringtheirworkinghours.TheCompanyreservestherighttoselectitsownmedicalexaminerorphysician,andtheUnionmay, if itbe-lievesaninjusticehasbeendoneanemployeehavesaidemployeere-examinedattheUnion’sexpense.

IntheeventofadisagreementbetweenthedoctorselectedbytheEmployer and the doctor selected by the Union, the Employer and Uniondoctorsshalltogetherselectathirddoctorwithinseven(7)days,whoseopinionshallbefinalandbindingontheCompany,theUnion and the employee. The Company nor the Union nor the em-ployeewillattempttocircumventthedecision.TheexpenseofthethirddoctorshallbeequallydividedbetweentheEmployerandtheUnion.Disputeconcerningbackpayshallbesubjecttothegriev-ance procedure. If the third (3rd) doctor’s decision concurswiththatoftheUnion’sdoctortoreturntheemployeetowork,backpaywillbeawardedbacktothereleasedateoftheUniondoctor.

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ShouldtheEmployerorGovernmentbodyfinditnecessarytore-quireemployeestocarryorrecordfullpersonalidentification,(i.e.:IDBadges),suchrequirementsshallbecompliedwithbytheem-ployees.ThecostofsuchpersonalidentificationshallbebornebytheEmployer.Theemployeewillbeallowedtohavesuchpersonalidentification requirements made on Company time. Employeesmayberequiredtoshowtheirdriver’slicenseandCompanyiden-tificationtocustomers,andallowthecustomertocopyorotherwisereproduce theirCompany identificationonly andnot thedriver’slicense.TheCompanyidentificationwillnothavepersonalinfor-mation on it such as home address or social security number.

No employee shall be required to take any form of lie detector test as a condition of employment.

Employer shall be required to obtain “free pass” and “toll tags”, etc. and maintain an adequate supply for all drivers.

ARTICLE 48. PAY PERIOD

All regular employees and all other employees covered by this Agreementshallbepaidinfulleachweekandnotlaterthantheendoftheirworkingperiod.Notmorethanseven(7)daysshallbeheldonanemployee.Eachemployeeshallbeprovidedwithastatementofhis/hergrossearningsandofdeductionsmadeforanypurpose.

Allregularemployeeswhorecognizeapayshortageinexcessoffour(4)hoursofpayatthecurrentratewillreceiveadraftfromtheEmployer by the end of the next business day.

Whenabonafidepayshortageoffour(4)hoursorgreaterisrecog-nized,theEmployeemustnotifytheEmployerinwriting.

If the Employer fails to pay the shortage by the end of the next businessday, theEmployeeshallbepaideight(8)hoursperdayuntil the shortage is paid by the Employer.

TheEmployermaychangefromthepresentseven(7)dayswith-heldtofourteen(14)daysbygivingpropernotice.

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IfforreasonsbeyondtheEmployer’scontrol,suchasweatherde-lays,expressmail failure,etc.,anemployee’spaycheckdoesnotarriveat theemployee’sfacilitybypayday, theemployeewillbepaid on that day by station draft.

Paystubsorpapercheckswillbeavailableonpaydayattheendoftheemployees’workshift.TheEmployermaychangefromthepres-entseven(7)dayswithheldtofourteen(14)daysbygivingpropernoticetotheinvolvedemployeeandtheLocalUnion,andthenwith-holdone(1)additionaldayeachweekuntilthemaximumoffourteen(14)days iswithheld.Friday shall be thepayday in the event thewithholdingperiodislongerthanseven(7)days.Timewaitingforapayshortagewillbepaidattheapplicablehourlyratewhilewaiting.

If a holiday falls on a payday, employees shall be paid on the day before the holiday. If a personal holiday falls on a regular pay day, theemployeeshallbepaidthedaybefore,after5:00p.m.,provid-ing the regular payroll checks are available at the terminal and the employee makes a request.

ThepayweekforallEmployeesshallbeSundaythroughSaturdayforpayandbenefits.

Electronic Funds Transfer (Direct Deposit)WherenotprohibitedbyState law, all employeeshired after thedate of ratification are required to use electronicdeposit of theirpaychecks. If the employee is enrolled on Direct Deposit and the employee’spayisnotdepositedto theirbankaccountonpaydayduetoemployererror,theemployee’spaywillbedepositedtotheemployee’saccountbymeansofElectronicFundsTransferortheemployeewillbepaidbystationdraftthatsameday.

Ifanemployeehiredafterthedateofratificationisunabletoobtainabankaccount,he/shewillbepaidelectronicallyusingapaycard/debit card. If for reasonsbeyond theEmployer’s control, suchasweatherdelays,expressmailfailure,etc.,anemployee’s“paycheck”ordebitcarddoesnotarriveattheemployee’sfacilitybypayday,areplacementcheckwillbeissuedattheGeneralOfficeandmailedtotheemployee’sfacilitybytheendofthatbusinessday.

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TheEmployershallfurnishanitemizedstatementofearningsanddeductionswithallpaychecks.

ARTICLE 49. WASH ROOMS AND LUNCH ROOMS

Employershallmaintaincleansanitaryrestrooms,withcompletetoilet facilities.

Employer shall provide adequate lunch facilities at each terminal and maintain the lunch facilities in a clean and sanitary condition.

The Employer shall not store freight or any other items in the lunch facilities or the restrooms.

Restroomsandlunchfacilitiesshallbecleanedeachdaywhentheterminal is open provided the employees keep them in a reasonably clean condition.

All restrooms and breakrooms facilities shall be maintained and keptinproperworkingorder.

ARTICLE 50. HEALTH AND WELFARE

NOTE:EffectiveApril1,2008,theweeklybenefitpaymenttriggerwillbethree(3)daysworkedperweek.

Effective August 1, 2018, the contribution of four hundred and one dollarsandthirteencents($401.13)wasmadetotheCentralStates,SoutheastandSouthwestAreasHealthandWelfareFund.For thecontribution rate increases due each year of the Agreement, the Sup-plementalNegotiatingCommitteesshallallocatethefollowingcon-tribution rate increases to the Health and Welfare Fund. Due August 1, 2019, the Supplemental Negotiating Committees shall allocate forty-centsperhour($0.40perhour);dueAugust1,2020,theSup-plementalNegotiatingCommitteesshallallocateforty-twocentsperhour($0.42perhour);dueAugust1,2021,theSupplementalNego-tiating Committees shall allocate fifty cents per hour ($0.50 per

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hour);anddueAugust1,2022,theSupplementalNegotiatingCom-mitteesshallallocatefiftycentsperhour($0.50perhour).

Contributionswillbemade to theCentralStates,SoutheastandSouthwest Area Health andWelfare Fund, or other applicablefundforeachweekinwhicharegularemployeeworksoriscom-pensatedforatleastthree(3)daysortoursofdutyinthecontri-butionweek.

Forregularemployeeswhoworkorarecompensatedone(1)dayortourofdutyinthecontributionweek,thecontributionrateshallbethirty-fourdollars($34.00).Thisprovisionshallonlyapplytoreg-ularemployeescoveredbythisAgreementwhohavebeenonthepayrollthirty(30)daysormore.

Bytheexecutionof thisAgreement, theEmployerauthorizestheappropriateEmployers’Associationstoenterintoappropriatetrustagreements necessary for the administration of such Fund, and to designate the Employer trustees under such agreement, hereby waivingallnoticethereofandratifyingallactionsalreadytakenortobetakenbytrusteeswithinthescopeoftheirauthority.

Ifanemployeeisabsentbecauseofillnessoroff-the-jobinjuryandnotifiestheEmployerofsuchabsence,theEmployershallcontinuetomaketherequiredfullweeklycontributionsforaperiodoffour(4)weeksbeginningwiththefirst(1st)weekaftercontributionsforactive employment ceases.

Ifanemployeeisinjuredonthejob,theEmployershallcontinuetopaytherequiredfullweeklycontributionsuntilsuchemployeere-turnstowork;however,suchcontributionsshallnotbepaidforaperiodofmore than twelve (12)months beginningwith thefirst(1st)weekaftercontributionsforactiveemploymentceases.

If an employee is granted a leave of absence, the Employer shall collect from said employee, prior to the leave of absence being effective,sufficientmoniestopaytherequiredfullweeklycontri-butions into the Health and Welfare Fund during the period of absence.

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TheEmployershallpaythefullweeklyhealthandwelfarecontri-butionforanyactiveemployeeonthesenioritylistwhoisavailableforworktheentirecontributionweek.

Disputes or questions of interpretation concerning the requirement to makecontributionsonbehalfofparticularemployeesorclassifica-tions of employees shall be submitted directly to the Regional Joint Area Committee by either the Employer, the Local Union, or the trustees. In the event of such referral, the Employer shall not be deemedtobedelinquentwhilethematterisbeingconsidered,butiftheRegional JointAreaCommittee, bymajority vote, determinesthat contributions are required, the Employer shall pay to the Trust Fundtheamountsduetogetherwithanyotherchargesuniformlyap-plicable to past due contributions. The Regional Joint Area Commit-teemayalsodeterminewhethertheEmployerclaimwasbonafide.

The Trustees or their designated representatives shall have the author-itytoauditthepayrollandwagerecordsoftheEmployerforallindi-vidualsperformingworkwithinthescopeofand/orcoveredbythisAgreement, for the purpose of determining the accuracy of contribu-tions to the funds and adherence to the requirements of this Agree-ment regarding coverage and contributions. For purposes of such au-dit, the Trustees or their designated representatives shall have access to the payroll andwage records of any individual, including own-er-operators, lesser and employees of fleet owners (excluding anysupervisory, managerial and/or confidential employees of the Em-ployer)who the trusteesor theirdesignated representatives reason-ablybelievemaybesubjecttotheEmployercontributionobligation.

NOTE:OnJune19,1985,theU.S.SupremeCourtissueditsdeci-sion in Central States, Southeast and Southwest Areas PensionFundv.CentralTransport,Inc.,affirmingtherightofthetrusteestohave access to payroll, tax and other personnel records of all Em-ployersemployees,forpurposesofdeterminingwhichemployeeswereeligibleplanparticipantscoveredbythecollectivebargainingagreement.Thisdecisionisconsistentwiththeunderstandingandintention of the parties to this Agreement.

Thereshallbenodeductionfromequipmentrentalofowner-oper-ators by virtue of the contributions made to the Health and Welfare

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Fund,regardlessofwhethertheequipmentrentalisattheminimumrateormore,andregardlessofthemannerofcomputationofown-er-operator compensation.

Employers presently making payments to the Central States, South-eastandSouthwestAreasHealthandWelfareFund,andEmployerswhomaysubsequentlybegintomakepaymentstosuchfund,shallcontinue to make such payments for the life of this Agreement. Action on delinquent contributions may be instituted by either the LocalUnion,theRegion,ortheTrustees.Employerswhoaredelin-quentmustalsopayallattorney’sfeesandcostsofcollection.

ARTICLE 51. PENSIONEffective August 1, 2018, the Employer contributed to the Central States,SoutheastandSouthwestAreasPensionFundthesumofsix-ty-eightdollarsandfortycents(68.40)perdayortourofdutyeitherworkedorcompensated,toamaximumofthreehundredforty-twodollars($342.00)perweek,foreachregularemployeecoveredbythisAgreement who has been on the payroll thirty (30) days ormore.ThePensionFundscontributionratesshallbefrozenatthoserates required by the applicable pension fund as of March 31, 2018 for the duration of this agreement. Neither the Company nor any Pension Fund is permitted to require contributions for payments of any assessments, co-pays, fees or surcharges from any employee or unionentitysignatoryheretoasaresultofthefrozenrate.

Thisshallnotapplytoabonafideprobationaryemployeewhoisnotifiedinwriting,withacopytotheLocalUnion,atthebeginningofhisemploymentthatheisaprobationaryemployee.However,ifsuch probationary employee does not accomplish seniority under the provisions of the contract, but is terminated during the proba-tionaryperiod,theEmployermustgivewrittennoticeofsuchter-mination to the LocalUnion and hemust then complywith thecontract provisions for pension payments for each day of employ-mentasifhewereacasualemployee.Anyviolationofthisprovi-sionshallbesubjecttothegrievanceprocedure.

ThisfundshallbetheCentralStates,SoutheastandSouthwestAr-eas Pension Fund. There shall be no other pension fund under this

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Agreement for operations under this Agreement or for operations undertheSouthernRegionAreaAgreementstowhichEmployerswhoarepartytothisAgreementarealsoparties.

ThisfundshallbetheCentralStates,SoutheastandSouthwestAr-eas Pension Fund. There shall be no other pension fund under this Agreement for operations under this Agreement or for operations undertheSouthernRegionAreaAgreementstowhichEmployerswhoarepartytothisAgreementarealsoparties.

Bytheexecutionof thisAgreement, theEmployerauthorizestheappropriateEmployers’Associationstoenterintoappropriatetrustagreements necessary for the administration of such fund, and to designate the Employer trustees under such agreement, hereby waivingallnoticethereofandratifyingallactionsalreadytakenortobetakenbysuchtrusteeswithinthescopeoftheirauthority.

Ifanemployeeisabsentbecauseofillnessoroff-the-jobinjuryandnotifiestheEmployerofsuchabsence,theEmployershallcontinuetomake therequiredcontributions(five(5)daysperweek)foraperiodoffour(4)weeksbeginningwiththefirst(1st)weekaftercontributions for active employment ceases.

Ifanemployeeisinjuredonthejob,theEmployershallcontinuetopay the requiredcontributions (five(5)daysperweek)until suchemployeereturnstowork;however,suchcontributionsshallnotbepaidforaperiodofmorethantwelve(12)monthsbeginningwiththefirst(1st)weekaftercontributionsforactiveemploymentceases.

If an employee is granted a leave of absence, the Employer shall collect from said employee, prior to the leave of absence being ef-fective,sufficientmoniestopaytherequiredcontributions(five(5)daysperweek)intothePensionFundduringtheperiodofabsence.

At the end of the calendar year, the Employer shall pay the daily pensioncontributionfordaysavailabletowork,onlyforthenum-ber of days needed to provide a minimum of one hundred and eighty(180)daysofpensioncontributionfortheyearforaregularemployee. The payment of the pension contribution for days avail-ableonlyappliestoactiveemployeesonthesenioritylistwhoareavailableforworktheentirecontributionweek.

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Disputes or questions of interpretation concerning the requirement to make contributions on behalf of particular employees or classi-ficationsofemployeesshallbesubmitteddirectlytotheRegionalJoint Area Committee by either the Employer, the Local Union, or the trustees. In the event of such referral, the Employer shall not be deemedtobedelinquentwhilethematterisbeingconsidered,butif the Regional JointArea Committee, by majority vote, deter-mines that contributions are required, the Employer shall pay to the trust Fund the amounts due togetherwith any other chargesuniformly applicable to past due contributions. The Regional Joint AreaCommitteemayalsodeterminewhethertheEmployerclaimwasbonafide.

The trustees or their designated representatives shall have the au-thoritytoauditthepayrollandwagerecordsoftheEmployerforallindividualsperformingworkwithinthescopeofand/orcoveredbythis Agreement, for the purpose of determining the accuracy of contributions to the funds and adherence to the requirements of this Agreement regarding coverage and contributions. For purposes of such audit, the trustees or their designated representatives shall haveaccesstothepayrollandwagerecordsofanyindividual,in-cludingowner-operators,lesserandemployeesoffleetowners(ex-cludinganysupervisory,managerialand/orconfidentialemployeesoftheEmployer)whotheTrusteesortheirdesignatedrepresenta-tivesreasonablybelievemaybesubjecttotheEmployercontribu-tion obligation.

NOTE:OnJune19,1985,theU.S.SupremeCourtissueditsdecisioninCentralStates,SoutheastandSouthwestAreasPensionFundv.CentralTransport, Inc., affirming the rightof theTrustees tohaveaccess to payroll, tax and other personnel records of all Employers employees,forpurposesofdeterminingwhichemployeeswereeligi-ble plan participants covered by the collective bargaining agreement. Thisdecisionisconsistentwiththeunderstandingandintentionofthe parties to this Agreement.

Thereshallbenodeductionfromequipmentrentalofowner-operators,by virtue of the contributions made to the Pension Fund, regardless of whethertheequipmentrentalisattheminimumrateormore,andre-gardlessofthemannerofcomputationofowner-operatorcompensation.

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ARTICLE 52. VACATIONS

Employeeswillbeginearningvacationunderthenewvacationeli-gibilityscheduleeffectivewiththeirvacationeligibilityanniversa-rydatethatbeginsonorafterApril1,2018.Thenewvacationeli-gibility schedule shall be the vacation eligibility schedule in the applicable 2008 to 2013 supplemental agreements.

Vacation for vacation anniversary dates effective April 1, 2013 to March31,2018wasorisbeingearnedundertheprioreligibilityscheduleandwillbesubjecttothetermsofthatbargainingagree-mentandwillnotbeaffected.Noemployeeshallbesubjecttothelossofmorethan1weekofvacationpervacationanniversaryyearearned from April 1, 2013 to March 31, 2018.

Section 1.

Avacationofone(1)weekshallbegrantedwithpaytoallemploy-eescoveredbythisAgreementwhohaveworkedfortheEmployerforaperiodofone(1)yearormore.

Section 2.

Avacationoftwo(2)weeksshallbegrantedwithpaytoallem-ployeescoveredbythisAgreementwhohaveworkedfortheEm-ployerforaperiodoftwo(2)yearsormore.

Section 3.

Avacationofthree(3)weeksshallbegrantedwithpaytoallem-ployeescoveredbythisAgreementwhohaveworkedfortheEm-ployerforaperiodofeight(8)yearsormore.

Section 4.

Avacationoffour(4)weeksshallbegrantedwithpaytoallem-ployeescoveredbythisAgreementwhohaveworkedfortheEm-ployerforaperiodoffifteen(15)yearsormore.

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Section 5.Avacationoffive(5)weeksshallbegrantedwithpaytoallem-ployeescoveredbythisAgreementwhohaveworkedfortheEm-ployerforaperiodoftwenty(20)yearsormore.

Section 6.Avacationofsix(6)weeksshallbegrantedwithpaytoallemploy-eeswhohaveworkedfortheEmployerforaperiodofthirty(30)yearsormore;providedhowever,attheoptionoftheemployee,theemployeeshalleithertakethefourth(4th),fifth(5th),and/orsixth(6th)weekofvacationorshall takeonlythree(3)weeksandre-ceivecompensationforthefourth(4th),fifth(5th),andsixth(6th)weeksofvacation.Theemployeeshallnotbeallowedtoworkthefourth(4th),fifth(5th)andsixth(6th)weekofvacationifanyqual-ifiedemployeeisonlayoff.

Section 7.Atleastfifteenpercent(15%)oftheemployeesattheterminalin-volved shall be permitted to take their vacation at the same time.

Atleastsixteenpercent(16%)oftheemployeesattheterminalin-volved shall be permitted to take their vacation at the same time during the months of June, July, and August.

Vacationsmaybetakeninincrementsofone(1)weekatatime.

Itisfurtheragreedthatanemployeemaytakeone(1)weekofhis/herearnedvacation(five(5)daystotal),one(1)dayatatimeiftheemployeehasearnedtwo(2)weeksofvacation.Anemployeemaytaketwo(2)weeksofhis/herearnedvacation(ten(10)daystotal),one(1)dayatatimeiftheemployeehasearnedthree(3)weeksormore vacation.At least forty-eight (48) hours’ noticewill be re-quired(exceptbymutualagreement)andtheEmployerwillverifytherequest,forty-eight(48)hoursprior totherequestedvacationday(s).Thenumberoffwillbesubjecttothefifteenpercent(15%)provision inSection7and thefifteenpercent (15%)provision inSection9.Senioritywillcontrolwhenmorerequestsaremadethancanbepermittedtobeoffandone(1)weekincrementswilltake

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priorityoverday(s).Duringtheforty-eight(48)hourspriortova-cationday(s),nobumpingwillbepermitted.

Whentheemployee takes thefirst (1st)dayofsuchdailyvaca-tion,he/shewillbepaidforafullweekvacation.However,iftheemployeemakesawrittenrequest,atthetimeofschedulingsuchone(1)dayvacation,he/shewillbepaidforsuchday(s)withhis/hercheckfortheweekinwhichthevacationday(s)fallandsuchday(s)shallbeincludedintheabovementionedfifteenpercent(15%).

Timelostduetosicknessorinjuryshallbeconsidereddaysworkedbut shall not be included in the computation to determine average dailyearnings.Thisshallnotapplywhereanemployeehasbeenoffduetosicknessorinjurymorethanfiftypercent(50%)ofthework-days during the year.

Section 8.Allemployeespresentlyreceivingaforty(40)hourguaranteeforvacationshallbepaidfive (5)hours inaddition to the forty (40)hoursguaranteeforeachweekofvacationduethemattheapplica-ble hourly rate.

Section 9.Itisunderstoodthatduringthefirstyearanemployeemusthavebeenemployedforthefullyear,exclusiveofinjuryorsickness,inorder to be entitled to a vacation. During the second and subse-quentyearstheemployeemusthaveworkedsixtypercent(60%)ofthetotalworkingdaysoftheyear,butneednotbeemployedfor the full year to be eligible for vacation. In determining the sixtypercent(60%)ofdaysworked,includeallpaiddayssuchasholidaypay,vacationdays,sick/personalleave,juryduty,funeralleave, in the respective year of vacation accrual. No more than one(1)vacationmaybeearnedbetweenanniversarydatesofem-ployment.

Vacationwhichhasbeenaccruedcanbetakenconsecutivelywithvacationthathasbeenearnedonsixtypercent(60%).

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Anemployeeworkingten(10)hoursshiftswillaccumulatedaystowardvacationinthefollowingmanner:

One(1)dayworkedOne(1)dayscreditTwo(2)daysworkedTwo(2)dayscreditThree(3)daysworkedFour(4)dayscreditFour(4)daysworkedFive(5)dayscredit

Past practice shall prevail both as to the time of taking vacation and the number of employees entitled to be off on vacation at any time providedthataminimumoffifteenpercent(15%)ofthetotalnum-berofemployeesbyclassificationshallbepermittedtogoonvaca-tionbetweenMay1standOctober1steachyear.

Ifanemployee’spaidvacationperiodaccruesorispayableduringa period inwhich he/she is otherwise entitled to unemploymentcompensation,theemployee’srighttoandpaymentforsuchvaca-tion shall be deferred until after termination of the unemployment benefit period. The Employer waives the privilege of allocatingvacationpaytopast,present,orfutureweeksofunemployment.

ARTICLE 53. HOLIDAYS

Thefollowingholidayswillbeobserved:NewYear’sDay,Memo-rial Day, Fourth of July, Labor Day, Thanksgiving Day, Friday after Thanksgiving,ChristmasEveDay,ChristmasDay,theemployee’sbirthday,employee’sanniversarydateandVEandVJDays,ifei-therbedeclaredaNationalholidaybytheUSGovernment.NewOrleans shall retain Mardi Gras as a holiday. In Oklahoma, a per-sonal holiday shall apply.

Double the regular hourly rate of pay shall be paid to regular em-ployees for allwork performed on the above named holidays inaddition to the regular hourly guaranteewhich the employee re-ceivesfornotworkingontheabovenamedholidays.Whenaholi-dayfallsonSunday,itwillbeobservedthedayitfalls.Intheevent,the Federal Government observes a named holiday on a different day than the actual holiday, the Regional Chairman, Union and Em-ployer,will determine theday theholiday is observed.Theonly

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worktobedoneonLaborDaywillbeincaseofemergencyandthenwhenmutually agreeable. Regular assigned employeeswillnotberequiredtoworkonaholidayifextraemployeesareavail-ableandtherateofpayforsuchextraemployeeswillbetheregularhourlyrateofpay.Ifaholidayfallsoutsideofaworkweekofanemployeereceivingaten(10)hourdailyguarantee,employeeshallbepaideight(8)hours.

Regular employees shall not be required towork extra hours tooffsetholidayhours,butifhe/sheisrequiredtoworkonaholidayhe/sheshallreceiveaminimumofsix(6)hoursguaranteeatdou-bletimetheregularhourlyrateofpayplustheeight(8)hourguar-anteeat theregularhourlyrateofpaywhichhe/shereceivesfornotworking.

Nodeductionshallbepermittedfromregularassignedemployees’weeklyguaranteeforobservanceofaholidaybuthe/sheshallre-ceive his/her regularweekly guaranteedwage plus any overtimeworkhe/shemightperform.

When any holiday fallswithin the period of an employee’s paidvacation, such holiday or holidays shall be paid in addition to their vacation pay.

Apersonalholiday(birthdayoranniversary)maybetakenanydaytheweekitfallsoranydaythefollowingweek,providedtheem-ployeegivesthecompanyseven(7)dayswrittennoticepriortotheactual date of the holiday.

In order to qualify for holiday pay, it is provided that the employee mustworktheregularworkdayimmediatelyprecedingorfollow-ingtheholiday,ifrequestedtodosoorunlesshe/sheisunabletoworkonaccountofprovenillness,orunlessabsence ismutuallyagreed.

Notwithstanding the above, a regular employee on layoff statusshallbepaideight(8)hoursforholidaypayintheeventtheholidayoccursduringthefirstthirty(30)dayperiodthathe/sheisonlayoffstatuswhetherornotanywork isperformed.Ifanywork isper-formed the guarantees in the above paragraph shall apply.

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Employeeswhoareservingtheirthirty(30)dayprobationaryperi-odarenotentitledtoholidaypayforholiday(s)thatfallwithintheirprobationary period.

ARTICLE 54. PAID-FOR TIMESection 1. General SectionAll employees covered by this Agreement shall be paid for all time spent in the service of the Employer. Rates of pay provided for by this Agreement shall be minimums. Time shall be computed from thetimethattheemployeeisorderedtoreporttoworkandregistersinanduntilthetimehe/sheiseffectivelyreleasedfromduty.

Alllocationsthatcurrentlyhavetwo(2)fifteen(15)minutebreakswillbereducedtotwo(2)ten(10)minutebreaks,unlessotherwiserequiredbylaw.Exceptionsarestraight8’sand4-10hourshifts,forwhichbreakswillremainthesame.

Therewill be anadditional ten (10)minutebreakafter the tenth(10th)hourandonceeverytwo(2)hoursthereafter.

Section 2. Call-back Time SectionAnyregularemployeecalledbacktoworkafterhavingcompletedhis/herregularassignmentforthatdayshallbeguaranteedsix(6)hours pay at the applicable hourly rate of pay.

Section 3. Meal PeriodEmployees shall, except by mutual agreement, take at least one continuousperiodformealsbutnot less than thirty (30)minutesnormorethanone(1)hourinanyoneday.Noemployeeshallbecompelled to take more than one continuous hour during such peri-od nor compelled to take any part of such continuous hour before he/shehasbeenondutythree(3)hoursorafterhe/shehasbeenondutysix(6)hours.Anemployee,requiredtoworkduringthethree(3)hourperiodsetforthabovewithoutlunchshallreceivehis/herregular hourly rate of pay for such lunch period in addition to the applicable contractual pay provisions; but this provision shall not

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apply if the employee elects to take a lunch period before the third (3rd)orafterthesixth(6th)hour.

Mealperiodsshallnotbecompulsoryatstopswheredriverisre-sponsible for equipment or cargo, nor shall meal period be compul-sorywherethereisnoaccessibleeatingplace.

At break bulks or consolidation centers, the Employer may, at its option,bidstraighteight(8)hourshiftswithathirty(30)minutepaid break to be divided per agreement with the Local Union.ShouldtheEmployerexercisethisoption,itmustberatifiedbyafiftypercent(50%)plusone(1)voteoftheemployees.OncevotedinitwouldbeeffectiveforthelifeofthecontractunlesstheEm-ployer chooses to cancel it.

OneStewardshallbecompensatedatthehighestapplicablerateforall time reasonably spent attending local levelmeetings/hearingswiththeCompany.Locallevelmeetingsshallbeheldasnottoin-terferewithaSteward’sregularrunorshift.

ARTICLE 55. WAGES AND HOURSSection 1. HoursTheguaranteedworkweekshallbeforty(40)hoursperweek,five(5)consecutivedayswithadailyguaranteeofeight(8)hoursperday,timeandone-half(1-1/2)aftereight(8)hoursperdayand/orforty(40)hoursperweek.

The above guarantee may be broken in the event of an Act of God, or any other circumstance beyond the control of the Employer, however, anyday(s) lostmaybemadeupby theemployeeonaregularly scheduled off day ahead of casuals or laid off employees withinathirty(30)dayperiod.

The parties hereto recognize, however, that because of changingconditionsofemployment,itmaybemutuallybeneficialtoboththeEmployerand theemployees toestablisha four (4) ten-hourdayworkweek,timeandone-half(1-1/2)afterten(10)hoursperday

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and/orforty(40)hoursperweek.TheEmployermayestablishbyproperbidfour(4)consecutivedaysoften(10)hourseach,orfour(4)daysoften(10)hourseachwithtwo(2)consecutiveoffdays.IfestablishedbytheEmployer,aminimumoftenpercent(10%)ofthenumberofemployees inanyclassificationmustbebid.SuchbidsmaybecanceledatanytimebytheEmployerwithoutregardto Article 6 of this Agreement. Further, the Southern Region Area GrievanceCommitteeisspecificallyauthorizeduponpropercom-plaintfiledbytheaffectedLocalUnionthatthisprovisionisbeingabused, to cancel such bids of any Employer.

Whenforcingovertime, theEmployerwillnotifyemployees two(2)hourspriortotheendoftheirshift,whenpossible.Forcedover-timewillbenomorethanthree(3)hours,unlessitistheclean-upshift.Abuseof forcedovertime shall be subject to thegrievancecommittee.

TheEmployermaybepermittedtoworktheactiveseniorityboardtwenty-fivepercent(25%)ofthestraighttimehoursinovertime.Intheeventtheemployerexceedsthetwenty-fivepercent(25%)over-time allowance in any thirty (30) days of two (2) consecutivemonths, the employer shall add one additional employee to the se-niority list.

This provision is not applicable during the months of June, July, and August, provided the overtime is due to replacing summer va-cation absences.

Timeandone-half(1-1/2)theapplicablehourlyrateofpayshallbepaidforallworkandfortrainingperformedonthesixth(6th)day,anddoubletimefortheseventh(7th)day.

The workweek shall be Sunday through Saturday subject to theabove provisions.

Ifanemployeehasalegitimatereasonfornotworkingovertime,he/shemustnotifytheCompanyinwritingpriortothestartofhis/her shift. In such event, the Employer shall make a reasonable ef-forttohonortheemployee’srequest.

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Section 2. Rates of PayThehourlyrateofpayshallbeasfollows:

7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2022Checker $25.0134 $25.3634 $25.7634 $26.2134 $26.7134Driver $25.0134 $25.3634 $25.7634 $26.2134 $26.7134Switchman(hostler) $25.0134 $25.3634 $25.7634 $26.2134 $26.7134Dockman $24.8919 $25.2419 $25.6419 $26.0919 $26.5919

Entry Rates (New Hires)A. CDL Qualified Allregularemployeeshiredandwhoareinpro-gressionshallreceivethefollowinghourlyand/ormileageratesofpay:

Firstday,90%oftoprateOneyear,100%oftoprate

CDL-qualifiedemployeeshiredintodrivingpositionswhoarenotcurrentlyonthesenioritylistatanNMFAcarrierandwhofortwo(2)ormoreyearsregularlyperformedCDL-requireddrivingworkfor a commonly-owned NMFA carrier shall be compensated atninetypercent(90%)ofthefullcontractrateofpayforaperiodofone(1)yearandgotothefullcontractualratethereafter,providedtheyhavenothadabreakinserviceinexcessofthree(3)years.

B. Non-CDL Qualified Employees Effective April 1, 2013, all non-CDLqualifiedemployees(excludingmechanics)hiredwillbesubjecttothefollowingnewhireprogression:

(a)Effectivefirst(1st)dayofemployment—seventypercent(70%)of the current rate.

(b) Effective first (1st) day of employment plus one (1) year— seventy-fivepercent(75%)ofthecurrentrate.

(c) Effective first (1st) day of employment plus two (2) years—eightypercent(80%)ofthecurrentrate.

(d)Effectivefirst(1st)dayofemploymentplusthree(3)years—ninety(90)%ofthecurrentrate.

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(e)Effectivefirst (1st) dayof employmentplus four (4) years—one-hundred(100)%ofthecurrentrate.

C.Combinationcasualsreceiveeighty-five(85)%ofthegeneralwageincreaseforregularemployees.

AllCombinationCasualwageratewillbeincreasedaccordingtothefollowingschedule:

7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2022$20.9522 $21.2497 $21.5897 $21.9722 $22.3972

2)Dockonlycasualwageratewillbeincreasedaccordingtothefollowingschedule:

7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2022$16.2500 $16.5000 $16.7500 $17.0000 $17.2500

3)UtilityEmployeeRate

Effective April 1, 2008, the Employer shall pay each Utility em-ployeeanhourlypremiumofonedollar($1.00)perhouroverthehighest rate the employer pays to local cartage drivers under the SupplementalAgreement covering the Utility Employee’s homedomicile. A Utility Employee in progression shall receive the hour-lypremiuminadditiontotheUtilityEmployee’sprogressionrate.

Classification:

(a)Wheretwo(2)ormorehostlersarebidatthesamestartingtime,seniorityshallprevailonallavailablejobs,unlessotherwisemutuallyagreed.Thereshallbenobumpingallowedaftertheseassignments.

(b)HostlingAcrossJobClassifications:Whensomeonebidsorisassignedahostlingjob,he/shewillberequiredtodoanytypeofhostlingrequiredatthatlocation(forexample,hookroadunits,cityunitsandtrailerstoandfromthedock).Senioritywillprevailforworkassignmentsamongvarioushostlerassignments(road,dock,andcity)andwhentheneedexiststomoveemployeeswithinthehostlerassignment,thejunioremployeewillbemovedfirst.

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(c)Forkliftonlybids:Therewillbenoforkliftdriveronlypositions.

Atashoplocationnoemployeewillberequiredtouseanytractoror trailer(s) thathasbeenplacedbehind thedead lineor thathasbeen placed out of service, and that is determined to be out of ser-vicebecauseofaDOTregulatedissueuntilthetractorortrailer(s)have gone through the fuel bay for inspection or cleared by an au-thorizedmechanic.

Employeesmaybeassignedtoloadtoandfromthedockor,whenloading/unloadingtheirparticularassignedunit,mayuseaforkliftto handle the freight as necessary.Theaboveissubjecttothegrievanceprocedure.

Section 3. Unassigned EmployeesTheEmployermayusetheyoungestfifteenpercent(15%)ofthetotalregularemployees(atleastone(1)ateachterminal)asunas-signedemployees.Theseunassignedemployeesshallworkunderall the conditions of and guarantees of this Agreement, except their workweekshallbeanyfive(5)daysfromSundaythroughSatur-day.Theseemployeesmaybeworkedonanydayduringthework-week tomakeup theirweeklyguarantee.There shallbeno splitshiftallowed.Unassignedemployeesshallbeadvisedattheendoftheirworkdaywhen next to report towork, and reporting timesshallbechoseninorderoftheirseniority.Unlessotherwisemutu-ally agreed by the parties hereto. Extra employees shall not be worked on days that unassigned employees do notwork, unlessunassigned employees are offered thework and reject the same,andareunavailable (thisdoesnotapply topremiumdaysand/orovertimeworkoftheunassignedemployees).

Unassignedemployeeswillnotbeforcedtoworkaftercompletingtheir forty (40) hour guarantee, including holiday pay, providedtheygivetheEmployerwrittennoticenolaterthanthebeginningofhis/herworkweek.

Withinthirty(30)daysafterratificationoftheAgreement,theLocalUnionshalltakeavoteoftheemployeesinthoselocationswhereunassignedemployeesareapplicabletodetermineifthemajorityof

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the employees desire to have the unassigned positions posted for bids,ortohavetheyoungestfifteenpercent(15%)asunassigned.

The results of this one-time vote shall remain in effect for the life of this Agreement. The Local Union shall notify the Employer, in writing,astotheoutcomeofthevote.

Iftheemployeesbymajorityvoteelecttobidtheunassignedposi-tions, the applications and interpretations of the previous contracts shall remain in effect.

Shouldtheemployees,bymajorityvote,electtohavetheyoungestfifteenpercent(15%)asunassignedthefollowingshallapply:

(a)Anunassignedemployee’sclassification,onadailybasis,shallbedeterminedbyhis/herfirst(1st)jobassignmentandhe/sheshallbedovetailedintothatclassificationfortheday’swork,asadriveror checker.

(b)Whereunassignedemployeesareusedassupplementsten(10)consecutiveworkdaysatthesamestarttime,orwithinone(1)hourofthesamestarttime,theEmployershallpostanewbidforthatstart time.

(c)Bymakingthebottomfifteenpercent(15%)of theregularem-ployeesunassigned,thefollowingwouldapplyintheeventoflayoffs:

(1)Employeeswithbidshiftscouldbenotified,atthetimeoflayoffofunassignedemployees, that they fellwithin thebottomfifteenpercent(15%)groupandwouldbecomeunassignedbeginningthefollowingSunday.

(2)Whenemployeeswererecalledtowork,theemployeesonpreviousbidsabovethefifteenpercent(15%)wouldgobackontheiroldbid.

Section 4.Atanyterminalwhereten(10)orlessactiveemployeesareem-ployed,startingtimesshallnotbesubjecttobid;however,thedaysofworkshallbesubjecttobid,andshallconsistoffive(5)consec-

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utiveeight(8)hourdaysorfour(4)ten(10)hourdays,whichcanbesplitaslongastheemployeehastwo(2)consecutivedaysoff.

All employees at such terminal shall be paid the rate of pay provid-ed in this Agreement.

Bidsforeight(8)hourdaysand/orten(10)hourdayswillbebidweekly.Reportingtimesshallbechoseninorderofseniority.Theemployeesshallbenotifiedattheendoftheday’sworkthestart-ing time available for the next day. Employees may by seniority choosefromallavailablestartingtimesregardlessofwhethertheyarebidonaneight(8)hourdayoraten(10)hourday,unlessoth-erwiseagreedto.

At any terminalwheremore than ten (10) active employeesbutless than sixteen (16) active employees are employed, nine (9)startingtimesshallbesubject tobid;however, thedaysofworkshallconsistoffive(5)consecutiveeight(8)hourdaysorfour(4)ten(10)hourdays,whichcanbesplitaslongastheemployeehastwo(2)consecutivedaysoff.

The remainder of the positions shall be bid as unassigned consist-ingofanyfive(5),eight(8)hourdaysworkedinanyworkweek.

A casual employeemay be usedwithout regard to regular em-ployeesbeingondutyafterthedaily/weeklyguaranteehasbeensatisfied.

Section 5.There shall be no split shifts for regular employees at any time.

Section 6.Overtimeshallnotbeusedinmakinguptheweeklyguaranteeforregular employees.

Section 7.Thereshallbeaminimumweeklyguaranteeofthenumberofhourspay set out in Section I above, for all regular employees covered by

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thisAgreementattheirrespectivehourlyratesofpay.Theweeklyguarantee shall not apply on absence on the part of the employee.

IntheeventastrikeoccursinthejurisdictionofaLocalUnion,theemployees affected by such strike in said Local Union shall not be entitledtotheweeklyguarantee.

Section 8. Work in Other ClassificationsWhenanemployeeisrequestedtodoworkinahigherratedclassifi-cation,he/sheshallreceivethehigherrateofpayfortheentiredayinwhich suchwork isperformed.Whenanemployee is requested toworkinalowerratedclassification,he/sheshallreceivehis/herregu-larrateofpayforallsuchlowerratedworkperformed.TheEmployermayutilizeemployeesinterchangeablyinthevariousclassifications.

Section 9.Atno timewill anyemployeeswith supervisoryauthorityof theEmployer signatory to this Supplement be permitted to perform workcoveredbythisSupplementfortheirEmployeroranyotherEmployer signatory to this Supplement except as provided in Arti-cle9of theMasterAgreement.Violationof thisclausewillbeadirect violation of this Agreement, except as provided for in Article 9 of the Master Agreement.

Section 10.Regular employeeson layoff status shallbeguaranteedeight (8)hours’paywhencalledtowork.

Section 11.It is agreed that therewill be continuation of theAddendum forNewOrleans,Louisiana,forthemaintenanceoftheirpresentCom-pensation Insurance Clause and premium pay for explosives.

Section 12.When the starting time is changed the position shall be bulletined asanewpositionandtheemployeeswillbepermittedtoexercisetheir seniority. The Employer agrees that if it changes an employ-

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ee’sshifttheemployeewillbegivenseven(7)days’noticeofsuchchange prior to the effective date of the change.

Section 13.If the Employer elects towork regular employees on their sixth(6th)day,seventh(7th)dayoronaholiday,seniorityandqualifica-tionsshallprevail.Inallothercases(earlycallandshiftextension),seniorityandclassificationwill continue toapply.Whereanem-ployee is assigned to a particular route or customer, the employee regularly assigned to such route or customer may be used. In order foranemployeetobeentitledtoexerciseseniorityonhis/heroffday,orholiday,suchemployeemusthavehad ten(10)hoursoffdutypriortothecommencementoftheshiftonhis/heroffdayorholiday.Ifanemployeeworksonhis/heroffday,he/sheshallbepaidtimeandone-half(1&½)forthesixth(6th)dayanddoubletimefortheseventh(7th)day.Ifemployeesarecalledtoworkontheirsixth(6th)dayorseventh(7th)day,inadditiontoaregularbidshift, they may only exercise their seniority for hostling or city driving, behind the regular bid shift employee. Any bid driving em-ployeewillbeconsideredeligibleforworkonaseventh(7th)dayifhe/sheisabletoprotecthis/herbidstarttimethefollowingdaywiththerequiredDOTrestandhoursofservice.

Section 14.Employees covered under the Southern Region Area Pickup and Delivery Supplemental Agreement will not be required to fuelequipmentwhen fueling is covered by another labor agreement,exceptwhengarageisnormallyclosed.

Section 15.All city LTL pickup and delivery drivers will be furnished twowheelers.

Section 16.Where the Employer has satisfied the weekly guarantee set forthherein, such Employer shall be under no further obligation to an em-ployeeinregardtopayfortheparticularweek,andshallnotbeobli-gated tooffersuchemployeeanyovertimeorpremiumpaywork.

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Any employee who has broken his/her workweek for any reasonshall not be entitled to claim any work occurring outside his/herscheduledworkweek.

Section 17. Protective EquipmentTerminalyardmenandhostlersshallbeprovidedwithraingearin-cludingappropriatefootwear.Anyemployeephysicallyhandlinginsubstantial quantities hides, creosoted items, spun glass, lamp black, barbed wire, and acids shall be provided with rubber orleather aprons and gloves.

Appropriateprotectivemasksshallbeprovidedanemployeewhenhandlinghighlyhazardousmaterial.

ARTICLE 56. LEASED EQUIPMENT

Section 1.For the purpose of protecting the established drivers’ rate,mini-mumrentalratesfortheleasingofequipmentownedbyemployeeshall be determined by negotiations between the parties, in eachlocality,fortheequipmentusedinthelocality,subjecttoapprovalbyjointstateandareacommittees.Equipmentrentalratesshallbecomputedonlyonanhourly,dailyorweeklybasis.Tonnagemeth-ods of payment may be continued or placed in effect provided it produces the minimum cost of operating the equipment in addition tofulldriver’swagesandallowances.

Section 2.IntheeventtheCompanyleasesequipmentfromindividualown-ers, then in that event the Company shall pay the driver directly and separately from the lessor of said equipment.

Section 3.The Employer expressly reserves the right to control the manner, meansanddetailsof,andbywhich,theowner-operatorperformshis/herservices,aswellastheendstobeaccomplished.

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Section 4.ThisArticleappliesonlytocityemployeesowningandoperatingtheirownequipment.

ARTICLE 57. FUNERAL LEAVE

In theeventofadeath in the family (father,mother,wife,hus-band,brother,sister,sonordaughter)aregularemployeeshallbeentitledtoamaximumofthree(3)daysoffwithpaytoattendthefuneral.Intheeventofadeathofanemployee’smother-in-law,father-in-law or spouse’s brother or sister, a regular employeeshallbeentitledtoone(1)dayoffwithpay,toattendthefuneral.A regular employee shall be entitled to three (3) days funeralleave during the period from and including the day of the death of the designated relative to and including the day of the funeral, and attheoptionoftheEmployeehe/shemaytakethedayafterthefuneralwithpropernotification, if allotherconditions set forthhereinaremet:

(1)Tobeeligible for funeral leave, theemployeemustattendormakeabonafideefforttoattend,thefuneral.

(2)Payforcompensablefuneralleaveshallbefortheemployee’sregular shift at the straight-time hourly rate.

(3) Funeral Leave is not compensablewhen the employee is onleaveofabsence,vacation,bonafide lay-off, sick leave,holiday,Worker’sCompensation,orjuryduty.

(4)Therelativesdesignatedshallincludebrothersandsistershav-ing one parent in common; and those relationships generally called “step”, providing persons in such relationship have lived or have been raised in the family home and have continued an active family relationship.

In order to receive pay for time lost, the days involved must be days forwhichtheemployeewouldotherwisebecompensated.

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Ifthefuneralisbeyondthreehundredfifty(350)milesofthehomedomicile, the employee could be paid if it falls on a compensable workdayorone(1)dayofthethree(3)paidfuneralleavedaysmaybe used the day after the funeral, if requested by the employee.

Theemployeeshallbeallowed tomakeup to two (2)additionaldayslosttimeonhis/heroffdaysaheadofcasualswithinthirty(30)days providing the employee attends the funeral and makes the re-quest to the Employer. The request must be made as soon as the employeebecomesawareofthefuneraldate.Casualhoursworkedtoreplacetheabsentemployeewillnotcounttowardaddingem-ployees to the regular seniority list.Make-updayswillbeat thestraight-time hourly rate.

ARTICLE 58. ADDENDAAddenda or supplements to this Agreement providing for better wages,hoursandworkingconditionswhichhavepreviouslybeennegotiated by Local Unions and the Southern Region of Teamsters and the Employer affected and put into effect shall be continued. NonewAddendaorSupplementstothisAgreementshallbenego-tiated by any of the parties hereto, except in those instances agreed to by the National Committee.

ARTICLE 59. ELIMINATION OF BONUSAny employee receiving a bonus or a higher rate of pay at the time of thesigningof thisAgreement thatwillbe inexcessof the in-creases negotiated shall not be reduced by the Employer as long as theemployeecontinuestoworkinthesameclassification,norshallthe Employer be required to give the same amount of increase to thatindividual,andwhenthescalesnegotiatedinthisAgreementcatchupwiththepremiumbeingpaidbysuchEmployer,thescalesnegotiated shall prevail.

ARTICLE 60. MOONLIGHTINGTheEmployershallnotemployinanycapacityanypersonwhoisotherwiseregularlyemployed,provided,however:

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(a)ThisprovisionshallnotapplywheretheEmployerispresentlyusingotherwiseregularlyemployedpersonswhohaveacquiredse-niorityandarereceivingallotherbenefitsoftheagreementinclud-ingfringebenefits.Suchpersonsmaybecontinuedinemployment.

(b)TheEmployermayhirepersonswhoareotherwiseregularlyem-ployedifothermanpowerisnotavailable.Disagreementastoavail-ability shall be subject to the grievance procedure. Such personsshallreceiveallbenefitstheyareentitledtounderthisAgreement.

(c)Intheeventoflayoffemployeeswhohaveregularoutsideem-ploymentshallbefirst laidoff regardlessofsuchemployee’sse-niority standing unless such employee immediately terminates such outsideemployment.Intheeventtherearetwoormoreemployeeshaving regular outside employment, the Employer shall lay off the employee having the latest date of hire.

Any employee so laid off shall, as a condition of recall, terminate otherregularemploymentwhichhe/shemayhave,unlessqualifiedforrecallunderItem(b)above.

Anyemployeeemployedunder the termsof thisAgreementwhoworksatotalofforty(40)ormorehoursaweekforoneEmployercovered by a local cartage or road agreement shall receive double time for all work in excess of forty (40) hours he/she works inworkweekfromthesecondEmployerforwhomsuchhoursinex-cessofforty(40)hoursisperformedaftertheEmployerisnotifiedby the Local Union.

Employees hired prior to August 1964, or the effective date of the 1964contract,havingtwo(2)regular(evenifpart-time)jobs(ac-quiredbeforeAugust1964)areprotectedinsofarastheirseniorityunderthisAgreementwiththefollowingexceptions:

(1)Ifthereisalayoffandemployeesworkingexclusivelyforatruck-ingcompanyhavingsenioritystatuswouldbelaidoffiftheemploy-eewiththetworegularorpart-timejobsabovecontinuestowork,theindividualabovewithtworegularorpart-timejobswouldbelaidofffirstunlesstheemployeeelectedtogiveuptheotheroutsidejob.

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(2)Ifanemployeewithlesserseniorityislaidoffatthesametimeastheindividualhavingtworegularorpart-timejobsandelectingtokeepbothjobs,andthereisarecallforadditionalemployees,theemployee having exclusive employment under this Agreement wouldbesubjecttorecallfirst.

(3)Theonlytimetheemployeewithtwo(2)regularorpart-timejobswouldbesubjecttorecallwouldbewhenallemployeeswithsenioritywerereturnedtoworkandadditionalemployeesareneed-ed,subjecttoparagraph(b)ofthisArticle.

(4)Thisappliestoregularorpart-timeemployeeswithtwo(2)jobs.

(5)ThisshallnotprohibittheLocalUnionandtheEmployerfromworkingoutmutualproblemsforthebenefitofthepartiesconcerned.

(6)TheprovisionsofthisArticleshallnotapplywhereafull-timeemployeewith seniority in classification covered by thisAgree-mentworksonasecondjobonhis/heroff-daysoroff-nightsout-side of the trucking industry.

ARTICLE 61. TERM OF AGREEMENTThe termof thisSupplementalAgreement is subject to and con-trolled by all of the provisions of Article 39 of the Master Agree-mentbetweenthepartieshereto.

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NEGOTIATING COMMITTEES

FOR THE LOCAL UNIONS:TEAMSTERS NATIONAL FREIGHT INDUSTRY

NEGOTIATING COMMITTEELendon Grisham, Southern Region Freight Coordinator

HowardBoykin,TeamstersLocal480Johnny Gabriel, Teamsters Local 528

John Gale, Teamsters Local 878

FOR THE EMPLOYERS:Tony Nations, Chairman

Bob WadeNick Ricke

DerrickMcElwaney

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IN WITNESS WHEREOF, the undersigned duly execute The Nation-alMasterAgreementandSupplementalAgreement(andAddenda,ifany)setforthherein.

FORTHEUNION:

LOCALUNIONNo.__________________,AffiliateofI.B.ofT.

By __________________________________________________(Signed)

Its __________________________________________________(Title)

FORTHEEMPLOYER:

_____________________________________________________(Employer)

By __________________________________________________(Signed)

Its __________________________________________________(Title)

HomeOfficeAddress:

_____________________________________________________(Street)

_____________________________________________________(City/State)

_____________________________________________________(DateSigned)

ABF SOUTHERN REGION AREA OVER-THE-ROAD

MOTOR FREIGHT SUPPLEMENTAL AGREEMENT

For the Period of April 1, 2018 through June 30, 2023

PREAMBLE ................................................................................241ARTICLE 40. SCOPE OF AGREEMENT ..................................242 Section 1. ..............................................................................242 Section 2. Probationary Employees .......................................242 Section 3. Casual Employees .................................................243 Section 4. Preferential Casuals...............................................245 Section 5. Student Driver .......................................................246 Section 6. City or Local Work ................................................246 Section 7. Pickup and Delivery limitations ............................247 Section 8. Pickup and Delivery ..............................................247 Section 9. Addenda ................................................................247ARTICLE 41. ABSENCE ............................................................248 Section 1. Time off For Union Activities ...............................248 Section 2. Leave of Absence ..................................................248ARTICLE 42. SENIORITY .........................................................250 Section 1. Seniority Rights Shall Prevail ...............................250 Section 2. ..............................................................................251 Section 3. Reduction in Force ................................................252 Section4.VacanciesandNewRuns ......................................252 Section 5. Time Off ................................................................257 Section 6. Extra Contract Agreements ...................................260ARTICLE 43. GRIEVANCE COMMITTEES ............................260 Section 1. ..............................................................................260 Section 2. Area Committee ....................................................261 Section 3. Function of the Committees ..................................262 Section 4. Subcommittees ......................................................262ARTICLE 44. GRIEVANCE MACHINERY AND

UNION LIABILITY ..............................................................262 Section 1. ..............................................................................262 Section 2. ..............................................................................263 Section 3. Referral of Interpretation ......................................264 Section 4. Examination of Records ........................................264 Section 5. National Grievance Committee .............................264 Section 6. Committee Expense ..............................................264ARTICLE 45. DISCHARGE OR SUSPENSION .......................264 Section 1. ..............................................................................264

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TABLE OF CONTENTS

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Section2.DischargeAwayFromtheHomeTerminal ...........266 Section 3. Absenteeism ..........................................................266ARTICLE 46. EXAMINATIONS AND

IDENTIFICATION FEES ......................................................266ARTICLE 47. MEAL PERIOD ...................................................268ARTICLE 48. LODGING ............................................................268ARTICLE 49. PAY PERIOD .......................................................270ARTICLE 50. PAID FOR TIME .................................................271 Section 1. General ..................................................................271 Section 2. Call-in Time ..........................................................272 Section 3. Layover .................................................................272 Section4.Breakdown,ImpassableHighways .......................273 Section 5. Deadheading..........................................................274 Section 6. Bobtailing ..............................................................274 Section 7. Protective Equipment ............................................275ARTICLE 51. MILEAGE AND HOURLY RATES ....................275 Section 1. Rates of Pay ..........................................................275 Section 2. Ammunition and Explosives .................................276 Section 3. Logging and Correction of Mileage ......................276ARTICLE 52. GUARANTEES ...................................................277 Section 1. ..............................................................................277 Section 2. ..............................................................................277 Section 3. ..............................................................................277 Section 4. ..............................................................................277 Section 5. ..............................................................................277 Section 6. ..............................................................................278 Section 7. ..............................................................................278ARTICLE 53. SLEEPER OPERATION ......................................278 Section 1. Mileage Rates ........................................................278 Section 2. Hourly Rates .........................................................279 Section 3. Dispatch Method ...................................................279 Section 4. ..............................................................................280 Section5.Layover/TimeOff/BrokenDispatch&Via .........280 Section 6. Bedding and Equipment ........................................282 Section 7. Bidding ..................................................................283 Section 8. Call Times .............................................................283 Section9.ForeignPowerDispatchMethod ..........................284 Section 10. ............................................................................284

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Section 11. ............................................................................285 Section 12. ............................................................................285 Section 13. Dispatch Rules ....................................................285 Section14.NewSleeperEquipment......................................285 Section 15. ............................................................................285 Section 16. Vacation ...............................................................286 Section 17. National Sleeper Committee ...............................286 Section 18. ............................................................................287ARTICLE54.OWNER/OPERATORS .......................................287ARTICLE 55. VACATIONS ........................................................287 Section 1. ..............................................................................287 Section 2. ..............................................................................290 Section 3. ..............................................................................290 Section 4. ..............................................................................291ARTICLE 56. HOLIDAYS ..........................................................291ARTICLE 57. HEALTH AND WELFARE .................................292ARTICLE 58. PENSION .............................................................295ARTICLE 59. STEEL HAUL ONLY...........................................298 Section 1. Description of Commodities .................................298 Section 2. Pickup and Delivery ..............................................298 Section 3. Rates of Pay ..........................................................299 Section 4. Minimum Rental Rates .........................................299ARTICLE 60. PERISHABLE COMMODITIES ONLY .............300 Section 1 Description of Commodities ..................................300 Section 2. Pickup and Delivery ..............................................300ARTICLE 61. FUNERAL LEAVE ..............................................300ARTICLE 62. MOONLIGHTING ...............................................301ARTICLE 63. TERM OF AGREEMENT ...................................303

ABF SOUTHERN REGION AREA OVER-THE-ROAD MOTOR FREIGHT

SUPPLEMENTAL AGREEMENT

Covering DRIVERS EMPLOYED

BY ABF FREIGHT SYSTEM INC. CONTRACT CARRIERS

For the Period of APRIL 1, 2018 through June 30, 2023

Covering the Operations in the Territory of: ALABAMA, ARKANSAS, FLORIDA,

GEORGIA, LOUISIANA, MISSISSIPPI, OKLAHOMA, TENNESSEE, AND TEXAS

PREAMBLE

To cover the drivers employed in the operations of ABF FREIGHT SYSTEM, INC. in the Southern Region Area comprised of the fol-lowing States: Alabama, Arkansas, Florida, Georgia Louisiana,Mississippi, Oklahoma, Tennessee, and Texas; and other cities wheretheLocalUnionshavedriversemployedbytheEmployerinthe above-named states.

ABF FREIGHT SYSTEM INC. hereinafter referred to as the “Em-ployer,” and the Southern Region of Teamsters, and Local Union No._______affiliatedwiththeInternationalBrotherhoodofTeam-sters,hereinafterreferredtoasthe(Union),agreetobeboundbythe terms and provisions of this Agreement.

This ABF Over-the-Road Supplement Agreement is supplemental to and becomes a part of the ABF National Master Freight Agree-ment hereinafter referred to as the “Master Agreement” for the pe-

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riod commencingApril 1, 2018 which Master Agreement shallprevail over the provisions of this Supplement in any case of con-flictbetweenthetwo,exceptassuchMasterAgreementmayspecif-ically permit. Questions arising out of alleged conflicts shall besubmitted directly to the National Grievance Committee.

ARTICLE 40. SCOPE OF AGREEMENTSection 1.(a)TheexecutionofthisSupplementalAgreement,hereinreferredto as “Agreement”, on the part of the Employer shall cover all over-the-road operations of the Employer in said described area.

(b) Employees covered by thisAgreement shall be construed tomean any driver, chauffeur, or driver-helper operating a truck, trac-tor,motorcycle,passengerorhorsedrawnvehicle,oranyotherve-hicle,operatedfortransportationpurposeswhenusedtodefeatthepurpose of this Agreement.

Section 2. Probationary EmployeesA probationary employee, being considered for regular employ-ment,shallworkundertheprovisionsofthisAgreement,butshallbe employed only on a thirty (30) day trial basis, duringwhichperiodhe/shemaybedischargedwithoutfurtherrecourse;provid-ed,however,thattheEmployermaynotdischargeordisciplineforthe purpose of evading this Agreement or discriminate against Union members.

The Union and the Employer may agree to extend the probationary periodfornotmorethanthirty(30)days,buttheprobationaryem-ployeemustagreetotheextensioninwriting.

A probationary employee who is terminated by the Employer,duringtheprobationaryperiodandisthenworkedagainatanytimeduringthenextfulltwelve(12)months,atanyoftheEmployer’slocationswithin the jurisdictionof theLocalUnioncovering theterminalwhere he/she firstworked, except in those jurisdictionswheretheLocalUnionmaintainsahiringhall,shallbeaddedtothe

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regularsenioritylistwithasenioritydateasofthedatethatpersonissubsequentlyworked.

Probationaryemployeesshallbepaidat thenewhirerateofpayduringtheprobationaryperiod;however,iftheemployeeistermi-natedbytheEmployerduringsuchperiod,he/sheshallbecompen-satedatthefullcontractrateofpayforallhoursworkedretroactivetothefirstdayworkedinsuchperiod.

Section 3. Casual EmployeesAcasualemployeeisanindividualwhoisnotontheregularsenior-itylistandwhoisnotservingaprobationaryperiod.Acasualmaybe either a replacement casual or a supplemental casual as herein-after provided.

Casual employees shall not have seniority status. Casuals shall not be discriminated against for future employment.

Replacementcasualsmaybeutilizedby theEmployer to replaceregularemployees,whensuchregularemployeesareoffduetoill-ness, vacations, or other absence, excluding earned time off and driverswhoareoutofhoursandshallnotbecountedinthecompu-tation of adding employees to the regular seniority list.

When the absence of a regular employee continues beyond three (3)consecutivemonths,areplacementcasualshallnotthereafterbeusedtofillthatabsenceunlesstheEmployerandtheLocalUnionmutually agree to the continued use of a replacement casual.

Supplemental casuals,whowork thirty (30) toursof dutywithintwo(2)consecutivecalendarmonthsshallqualifyanemployeetobe added to the regular seniority roster.

Casual employees shall not accrue seniority. The selected casual employee’s seniority date shall be the date of his/her selection,however,whentheLocalUnionandtheEmployeragreethatcasu-alshavequalifiedundertheprovisionsofthisAgreementtheEm-ployer must add the selected employees to the regular seniority list withinfourteen(14)calendardays.

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Casual toursworked in parallel shall not be considered as toursworkedtoqualifyforregularemploymentasprovidedabove.

Amonthlylistofallcasuals(supplementalorreplacement)and/orprobationary employees used during that month shall be submitted totheLocalUnionsbythetenth(10th)dayofthefollowingmonth.Suchlistshallshow:

(a)theemployee’sname,address,telephonenumberandsocialse-curity number, and,

(b)thedatesworked.

This list shall be compiled on a daily basis and shall be available for inspectionbyaUnionrepresentativeand/orshopsteward.

The Union has exclusive referral rights for casuals provided they canpromptlyfurnishqualifieddriverstotheEmployer.

Inordertopreservejobsecurity,anemployeemayelecttotransferfrom the road classification to the local cartage classification orfromthelocalcartageclassificationtotheroadclassificationathis/herpresentterminallocationperthefollowingconditions:

a)Thetransferopportunityisaonceinalifetimeopportunity;

b)Theemployeemustnotifytheemployerandlocalunion,inwrit-ing, of their intent to transfer;

c)Thetransferopportunitywillbeaffordedwhenthecompanyisina hiring mode;

d)Anemployeetransferringclassificationswillbepaidathis/hercurrent rate of pay and shall be placed at the bottom of the seniority board for bidding and layoff purposes, but shall retain company seniorityforfringebenefitsonly;

e)Itisunderstoodthatanemployeeelectingtotransfertotheroadclassificationwouldhavethetransferopportunityonlyaftertheob-ligation set forth in Article 5, Section 5 of the NMFA has been fully satisfied.

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Section 4. Preferential CasualsWhenacasualisusedbytheEmployerforseventy(70)toursofduty,withinsix(6)consecutivemonths,theEmployershallpro-cessapersontobeplacedonthepreferentiallist,whenrequestedto do so by the Local Union. The Employer shall have the right of selection of the individual to be processed for the preferential list.

Processingshallbecompletedwithin thirty(30)calendardays,after the aforementioned seventy (70) tours and notification ofthe Local Union. The Employer and the Local Union may agree to extend the processing period for a maximum of thirty (30)days, but the preferential casual must agree to the extension in writing.

Processingofanycasualmaybewaivedwithawrittenagreementbetweentheindividual,theLocalUnionandtheEmployer.

Afterprocessing,ifthecasualmeetstheEmployer’shiringstan-dardsandqualificationsforregularemployment,theselectedca-sual shall be placed on a preferential casual list for future regular employment and shall be selected for regular employment in the order inwhichhe/shewasplacedon thepreferential casual listandhe/she shallnotbe subject toanyprobationaryperiod.Theseniority date shall be the date the casual is put on the regular seniority list.

If the selectedcasualdoesnotmeet theEmployer’shiring stan-dardsandqualificationsorrefusestoacceptregularemploymentwhile on the preferential casual list, the casual and the LocalUnionshallbenotifiedinwritingandhis/heruseasacasualwillbe discontinued.

Acasualcanonlymaintainpreferentialstatuswithone(1)employer.

Casual employees on the preferential casual list shall be offered availableextraworkintheorder inwhichtheywereplacedonthepreferential list,provided thecasual isqualified toperformtherequiredwork.TheEmployershallnotbeobligatedtomakemorethanone(1)callpercasualperdaytoofferwork.Thework

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callmustbeverifiedbyaunionmember,ifavailable.Preferen-tialcasualsshallbeguaranteedeight(8)hourspaywhencalledtowork.

Preferential casuals may grieve any violation of this Article or any discipline.

TheLocalUnionmustnotifytheCompany,inwriting,thirty(30)days prior to implementation of a preferential casual list being established.

Section 5. Student DriverEmployees on student trips shall be paid in accordancewith theprovisions of this Agreement.

In all cases hired or leased equipment shall be operated by an employeeofthecertifiedorpermittedcarrier.TheEmployerex-pressly reserves the right to control the manner, means and de-tailsof,andbywhich theowner-operatorperformshis/herser-vices,aswellastheendstobeaccomplished.Anypre-employmentorientation/training that involvesbargainingunitwork shall bepaid for at the appropriate contractual rate of pay based on clas-sification, however; no classroom trainingwill exceed two (2)days.

Section 6. City or Local WorkLocaldockworkorcitypickupanddeliveryserviceisnotsubjecttothetermsandconditionsofthisAgreement,butissubjecttoaseparateAgreement entered into between the Employer and theinvolvedLocalUnion.EmployeessubjecttothisAgreementshallnotbepermittedtoperformdockworkorcitypickupanddeliveryservicewheretheperformanceofsuchworkconflictswiththeLo-calCityPickup andDeliveryAgreement between theEmployerandaLocalUnionaffiliatedwiththeI.B.T.andexceptasspecifi-cally permitted herein.

Undernocircumstanceswilloutofclassificationemployeesbeuti-lizedintheOver-the-Roadoperation.

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Section 7. Pickup and Delivery limitationsGeneralcommodityoperationsshallbedock-to-dock,butone(1)pickupanddeliveryshallbepermittedwithintheestablishedcityradius at both the origin and destination of the freight provided that the driver received the applicable hourly rate of pay for time lost due to delivery. Pickup or delivery of a trailer at an interline termi-nal,shallbeallowed.

Roaddriverswillbepermittedtomakeonepickupordeliveryen-routetohis/herdestinationterminalandhe/sheisalsoabletomakeone pickup or delivery enroute on his return. A “drop & pick en-route”shallbedefinedasadroporpickupbetweenthestartofarunandtheendoftherun(i.e.betweenpointsAandB)andshallnotdeviate20miles from thenormal route.Thereshallbenofingerprinting of the freight. Furthermore, the Company shall not violate any“T rules” thatexist inanysupplement (i.e.prohibitingstopsbeyond or before the destination or ending terminals), except asotherwiseagreedto.

Excessiveloadingorunloadingthefreight(fingerprintingfreight)byanover-the-roaddriver,willberesolvedbynolessthantwo(2)timestherateofpayforpenaltyandwillberesolvedbythetwo(2)RoadChairman(Union/Employer).Itisfurtherunderstoodthattheeliminationof theT-Rule isNOTauthorizationby theUnion forexcessive use by the Employer.

Section 8. Pickup and DeliveryNeither pickup at origin nor delivery at destination shall be permit-tedwhereadriverordrivers,ordriverandhelperwouldexceedtheInterstate Commerce Commission and the Department of Transpor-tationrulesoronanyrunwhichcannotbecompletedwithinsaidrules,frompointoforigintofinaldestination,includingsuchpick-upand/ordelivery.

Section 9. AddendaAddenda or Supplements to this Agreement providing for better wages,hours,andworkingconditions,whichhavepreviouslybeennegotiated by Local Unions and Employers affected and put into

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effect,shallbecontinued.NonewAddendaorSupplementstothisAgreement shall be negotiated by any of the parties hereto except in those instances agreed by the National Committee.

ARTICLE 41. ABSENCESection 1. Time off For Union ActivitiesTheEmployeragreestograntthenecessarytimeoff,withoutdis-criminationorlossofseniorityrightsandwithoutpay,toanyem-ployee designated by the Union to attend a labor convention or to serve in any capacity on other officialUnion business, providedtwenty-four(24)hourswrittennoticeisgiventotheEmployerbythe Union, specifying the length of time off.

The Union agrees that in making its request for time off for Union activities,dueconsiderationwillbegiventothenumberofemploy-ees affected in order that there shall be no disruption of the Em-ployer’soperationduetolackofavailableemployees.

Section 2. Leave of Absence(a)Anyemployeedesiringleaveofabsencefromhis/heremploy-mentshallsecurewrittenpermissionfromboththeUnionandEm-ployer.Themaximumleaveofabsenceshallbeforninety(90)daysand may be extended for like periods. Permission for same must be secured from both the Union and Employer. During the period of absence the employee shall not engage in gainful employment in thesameindustry.Failuretocomplywiththisprovisionshallresultin the complete loss of seniority rights for the employee involved. Inabilitytoworkbecauseofprovensicknessorinjuryshallnotre-sult in the loss of seniority rights. Any employee using a leave of absenceasasubterfugeshallloseseniorityrightsandjob.

If an employee is granted a leave of absence, the Employer shall collect from said employee, prior to the leave of absence being ef-fective,sufficientmoniestopaytherequiredfullweeklycontribu-tions into the Health, Welfare and Pension Funds during the period of absence before the leave maybe approved by either the Local Union or the Employer.

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(b)Employeeswhoaccept employment ina supervisorycapacitywill forfeit all seniority rights andbe removed from the senioritylist.

Sick/Personal Leave(c) EffectiveApril 1, 1980, employees shall accumulate five (5)dayssick/personalleaveperyear.Sick/personalleavenotusedbyMarch31stofanyyearwillbepaidonMarch31st,atthehourlyratetheninexistence.TheEmployermayrequestthatunusedsick/personalleavebeaccumulated.TheEmployeeathis/herdiscretionmayagreetoaccrual.Payforaccruedsick/personalleaveshallbeat the contract rate at the time paid.

AccrualandcashoutdatesforsickleavewillmovefromApril1toJanuary1effectiveJanuary1,2009.Employeeswillaccruefive(5)daysbetween04/01/08and12/31/08withanycashoutonJanuary1,2009.NoemployeewouldlosetheirentitlementtothecashoutonJanuary1,2009becauseofthe‘ninety(90)daysofcompensa-tionrule’.

Sick/personalleavewillbepaidonthefirst(1st)dayofabsence.The National Negotiating Committee may develop additional rules and regulations to apply to sick leave provisions negotiated in the 1976 NMFA and amended in this Agreement uniformly to the Sup-plements. The Committee shall not establish rules and regulations for sick leave programs in existence prior to April 1, 1976.

Alcoholism and/or Drug Addiction(d)RefertoArticle35oftheNationalMasterFreightAgreement.

Jury Duty(e)EffectiveApril1,2003, all regular employeescalled for jurydutywillreceivethedifferencebetweeneight(8)hourspayattheapplicablehourlywageandactualpaymentreceivedforjuryser-viceforeachdayofjurydutytoamaximumoffifteen(15)day’spay foreachcontractyear.Whensuchemployees report for juryserviceonascheduledworkday,theywillnotberequiredtoreportforworkthatparticularday.

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Timespentonjuryservicewillbeconsideredtimeworkedforpur-posesofemployeecontributionstohealthandwelfareandpensionplans, vacation eligibility and payment, holidays and seniority, in accordance with the applicable provisions of the SupplementalAgreementstoamaximumoffifteen(15)daysforeachcontractyear.

ARTICLE 42. SENIORITYSection 1. Seniority Rights Shall PrevailSeniority shall be broken only by discharge, retirement, voluntary quit, absence from work for a ninety-six (96) hour period afterproper notice from the employer, the ninety-six (96) hour noticeexcludes Sundays and all holidays, including non-contractual holi-dayswhentheUnitedStatesPostalServiceisofficiallyclosed,fail-uretoanswerrecall,ormorethanafive(5)yearlayoff.Theabovetimelimitsfortheninety-six(96)hournoticeshallbeginwiththedayfollowingthepostmarkofpropernotification.

Thepartiesagreethattheproperproceduretobefollowedwhenanemployeerefusesaworkorderis:

Whenanemployeerefuseadirectworkorderbyasupervisor,notinviolationofthelaworthiscontract,he/shewillbegivenawrit-tenwarning forhis/her refusal, stating thathe/shehasa ten (10)minute coolingoff period, to reconsider his/her refusal, (such ascallingastewardand/orBusinessAgentforcounsel)andthatcon-tinuedfailuretoperformtheworkmayresultinhis/hercompleteloss of seniority.

If the employeecontinues to refuse theworkorder, after the ten(10)minutecoolingoffperiod,he/shemaybesubjecttocompleteloss of seniority and immediately taken out of service.

Awrittennotification,assetforthabove,willnotberequiredforanemployeewhoisawayfromaterminalfacilityorisatadarkfacil-ity;butverifiable(witnessedbyajobstewardwhenavailableorabargainingunitemployeeand/orelectronicrecording)oralinstruc-tionswillsuffice.

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Alloftheaboveissubjecttothegrievanceprocedure.

Intheeventoflayoff,anemployeesolaidoffshallbegiventwo(2)weeks’noticeofrecallbycertifiedmailtohis/herlastknownhomeaddress.Theemployeemustnotify theEmployerwithinseven(7)daysofhis/herintenttoreturntowork.FailuretonotifytheEmploy-erwithinseven(7)daysshallresultinthelossofallseniorityrights.Theemployeemustreportforworkwithintwo(2)weeksfromthedateofrecall.Failuretoreportwithintwo(2)weeksshallresultinthelossofallseniorityrights.Theabovetimelimitsshallbeginwiththedayfollowingthepostmarkofthecertifiedletterofrecall.

Anyprotesttothesenioritylistmustbemadeinwriting,withacopytotheEmployerandtheUnion,withinthirty(30)daysfromthedateof posting of the seniority list. In the event no protest is made, the senioritylistasposted,shallbeconsideredcorrectandfinal.Acopyof any revisions or changes shall be sent to the Local Union.

Controversies regarding seniority shall be settled by the Employer and the Union. Failing a settlement by these parties, the controver-sy shall be processed under the grievance procedure set out in Arti-cles 43 and 44 of this Agreement.

Section 2.(a)Terminalseniorityasmeasuredbylengthofserviceatsuchter-minal,shallprevailexceptinthoseinstanceswhereamajorityofthe employees of an Employer in the Southern Region Area agree by vote to the contrary.

(b)Withinsixty(60)daysafterthedateofthesigningofthisAgree-ment, any request of any employees of an Employer for seniority, other than terminal seniority shall be made to the Local Union in-volved, and if such request is made during this period all Local Unionsinvolvedshallbenotifiedandavoteshallbetakenofallemployeesinvolvedwithinonehundredtwenty(120)daysofthedateofthesigningofthisAgreementandamajorityvoteshallbefinalandbinding.After these time limitsno furtherchange fromterminalsenioritywillbemadeduringthelifeofthisAgreement,exceptasotherwiseprovidedforinthisAgreement.

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(c)Wherethereispresentlyineffectatypeofseniorityotherthanterminalormodifiedsystem,withinsixty(60)daysafterthedateof the signing of this Agreement any request of any employees of anEmployerforterminalormodifiedsystemshallbemadetotheLocal Union involved, and if such request is made during this periodallLocalUnionsinvolvedshallbenotifiedandavoteshallbe taken of all employees involvedwithin one hundred twenty(120)daysafterthedateofthesigningofthisAgreement,andamajorityvoteshallbefinalandbinding.Afterthesetimelimita-tions no further change from present, seniority will be madeduring the lifeof thisAgreement, exceptasotherwiseprovidedfor in this Agreement.

Section 3. Reduction in ForceWhen itbecomesnecessary to reduce theworkingforce, the lastemployeehired shallbe laidofffirst (1st) andwhen the force isagain increased, theemployeesare tobe returned towork in thereverseorderinwhichtheywerelaidoff.

Section 4. Vacancies and New Runs(a)Vacancies,newruns,andnewpositions,aresubjecttoseniorityand shall be posted for bid, except as hereinafter provided. The em-ployeewiththehighestsenioritywhobidsshallreceivesuchva-cancy,newrun,ornewposition.Thepostingshallbeataconspic-uousplacesothatalleligibleemployeeswillreceivenoticeofthevacancy, run or position open for bid. Bids shall remain open, if requested by the Local Union or the Employer, for a period of four-teen (14) days, and runs shall be awardedwithin seven (7) daysthereafter. Seniority shall not govern assignment of equipment.

Whenforeignpowercourtesyisutilizedataforeignterminalthetripswillbecountedtoaddeithernewemployeesortoreturnlaidoff drivers back to active status.

Whenaforeigndriverisusedforeighteen(18)days/tripsduringaperiodoftwenty-one(21)days,thenadriverwillbereturnedfromlayoff back to active status. When a foreign driver is used at any othertimeitwillbecountedasSupplementalorreplacementspur-

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suant to Article 40. Subterfuge of this procedure constitutes a vio-lationandissubjecttothegrievanceprocedure.

(b)Thebulletiningofregularrunsshall includethedaysandap-proximate time of departure, destination, the routes, types of run andnumberofdayseachweek(approximatetimeofdeparturewillnot apply at agreed relay points).Driversmay, bymajority voteelect not to have approximate departure times.

Ifthereisnoloadforthebiddriverathis/herapproximatedepar-turetime,thedriverwillbecalledatleasttwo(2)hourspriortohis/her approximate departure time and either canceled or delayed, subject to call.Failureby theEmployer to cancelordelayabiddrivertwo(2)hoursprior,theemployeewillreceiveatwo(2)hourpenalty at the contractual rate.

Ifcanceled,thedriver,atthedriver’soption,maygototheextraboard. The driver may not be forced on the extra board unless the extraboardisexhausted.Ifdelayed,he/shewillbeguaranteedhis/herbidrunduringhis/herbidday.

Allrunsshallbepostedforbidatleastonceeverysix(6)months,whichareAprilandOctober,andnolaterthanthefifteenth(15th)oftheaforementionedmonths,unlessotherwiseagreedtobetweenthe parties to this agreement as a result of a pending change of op-erations,etc.Minimumguaranteeruns(thosepaidonhourlybasis)shallnotbepostedforbid,butwillberunoff theextraboard inaccordancewiththeirseniorityasprovidedbythisAgreement.

The number of regular runs to be posted for bid shall be determined bytakingseventypercent(70%)ofthenumberofrunsoperatingbetweentwo(2)designatedpoints,usingthepreviousyears’timeframes,orasotherwiseagreedto.

Turnaroundrunsshallbebidwithspecificaturnarounddestinationdesignated in the bid.

Anyvacancyoccurringaftertheawardingofbids,shallberepostedwithinseven(7)daysaftercreationofthevacancy.

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(c)Thereshallbedailycalltimesofone(1)houreachforallextraboarddrivers,beginningat12:00Midnight,andthereafterat3:00a.m.,6:00a.m.,9:00a.m.,12:00noon,3:00p.m.,6:00p.m.and9:00p.m.Extraboarddriverswiththeirrestupatthebeginningofacalltimewill be offered, in seniority order, all known runs to departprior to the next call time. Drivers must be available at their eligible calltimeandmustacceptadispatchwhencalled.Extradriversatanyterminallocationmayelecttowaivethedailycalltimebyma-jorityvoteandselectanothertypeofdispatchsubjecttoagreementbytheUnionandtheEmployer.Theabovetimesasdescribed12:00noonto3:00p.m.,6:00p.m.to9:00p.m.maynotapplytoallEm-ployers. Certain employees may elect to have different scheduled timessuchat1:00p.m.to3:00p.m.,4:00p.m.to7:00p.m.,etc.

TheEmployerwillmakethesign-inandsign-outsheetsavailabletothedriversforaminimumoffifteen(15)days,whethersubstituteservice is used or not. Drivers are required to sign in and sign out properlyandaccuratelywithEquipmentnumbers,loaddestination,tripdestination,viapoint(s),homedomicileandsenioritynumber.ThiswillbepolicedbytheEmployerandstewardsFailuretodosowillresultin:Warningletter(first(1st)occurrence),Three(3)daysuspension (second (2nd) occurrence), anddischarge (third (3rd)occurrence),subjecttoArticle45.

(d) Extra employees at an away from home terminal shall be dis-patched back to their home terminal in the same order as dispatched from their home terminal, provided they travel the same routes. On lay-downruns,offrouteVIAswillalsobereturnedinthesameorderasdispatchedfromtheirhometerminalprovidedtheyclockinwithinone(1)hourofthestraightthroughrunandprovidedthedrivernotifiesthedispatcheronarrivalthathe/sheiswithintheone(1)hour.Theymay be dispatched ahead of regular employees, provided such dispatch does not result in the cancellation of regular runs back to the home terminal.Anextraemployeeatapointawayfromthehometerminalshallbeentitledtothefirstextratriptohis/herhometerminal.

At Point of First DestinationWhen a regular over-the-road driver from another region arrives at hisfirstSouthernRegiondestinationpointwherehe/shegoeson

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rest,he/shemustthenbedispatcheddirectorVIAbacktohis/herhometerminalortoapointfromwhichhe/shecanbedispatcheddirectorVIAtohis/herhometerminal.

If,asabovementioned,he/sheisdispatchedtoanotherSouthernRe-gionpointwherehe/shecanreachhis/herhometerminalinonedis-patch,thenhe/shemustbedispatcheddirectorVIAtohis/herhometerminal.ThedispatchwillNOTbeovertheterminalsprimary.

AnyotherdispatchwouldbeaviolationoftheLocalUnion’sboardandsubjecttothegrievanceprocedureunlesstheboardwasexhausted.

Ifno load is available toextra employee’shome terminalhe/shemay be dispatched to another point after all domiciled employees are dispatched.

Ifno load isavailable toextraemployee’shome terminal,drivermaybedispatchedtoanotherpointwithemptyequipmentwithoutregardtodomiciledextraboardemployeesinordertogethim/herhomeonhis/hernextdispatch.

Drivers at the point of second destination may request to return homeontheirfourth(4th)dispatch.However,thedrivermustmakesuchrequestinwritingandpunchtheclock(whereavailable)attheendoftheirsecond(2nd)dispatch.

Either a regular or extra employee may be dispatched on VIA dis-patchwithoutregardtoextraemployeesatVIAterminals.Extraem-ployeesmaybedispatchedVIAhis/herhome terminal if thatdis-patch does not violate the above paragraph and does not cancel a regular employee at that terminal. The Employer and the Local Unionmayestablishdispatchrules,theseruleswillbeinwritingandsigned by both parties. These dispatch rules must be submitted for approvaltotheappropriateGrievanceCommitteewithinninety(90)days from the date of the signing of this Agreement. Upon failure of eitherparty toagree toestablishdispatchrules thefollowingshallapply:Extraemployeesuponarrivalathometerminalmaypickorchoosehis/hernextdestinationandholdforsameinhis/herseniorityorderaslongastherearedriversavailabletoperformthework.

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Intheeventthedispatchofanextraemployeeischanged,he/sheshallbepaidtheapplicablerateforthetypeofrunhe/sheactuallyperformed,subjecttotheeight(8)hourguarantee.

Wreck of equipment or incapacity of employee, or if dispatch is not completed because of a strike of a Teamsters Union, shall not be considered a broken dispatch.

Anemployeeisnoteligiblefordispatchuntilhis/herelapsedtimein a terminal is equal to the minimum running time plus a statutory rest period.For example; an employeedispatched at 12:00noonfromhis/herhometerminalonarunthatrequireseight(8)hoursrunningtimewillnotbeeligiblefordispatchattheforeignterminaluntil sixteen (16)hourspast the12:00noonoriginaldispatch,or4:00a.m.thefollowingmorning.

Thebidand/ordispatchdayshallbethecalendarday,midnighttomidnight,unlessotherwisemutuallyagreedtobytheLocalUnionand Employer involved. Should there be a dispute as to the mutual agreement of the bid and/or calendar daybetween theEmployerandtheLocalUnionthatdisputeshallbesubjecttothegrievanceprocedure.SuchagreementmustbeinwritingandsignedbybothpartieswithacopyfiledwiththeproperGrievanceCommitteeasprovided for in this Agreement. The Local Union and Employer shall arrive at an agreement on the minimum running time and shall filedsaidagreementwiththeGrievanceCommittee.

(e)A regular employee at an away fromhome terminal shall bedispatched back to their home terminal in the same order as dis-patched from their home terminal provided they travel the same routes.Onlaydownruns,offrouteVIAswillalsobereturnedinthesame order as dispatched from their home terminal provided they clockinwithinone(1)hourofthestraightthroughrunandprovid-edthedrivernotifiesthedispatcheronarrivalhe/sheiswithintheone(1)hour.Aregularrunmaybecanceledatthehometerminalinordertogetanextraemployeebacktohis/herhometerminalforaweekendor aholiday,or any timewith emptyequipment. If thedispatchofaregularemployeeisbroken,he/shewillbepaidformilesdrivenandworkperformedprovidedhe/shereacheshis/her

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bid destination. If the change in dispatch results in the bid driver not reachinghis/herbiddestination,he/shewill bepaidmiles tohis/herbiddestination.

(f)Roaddriversmaydropandhookatallterminalsexceptthosewithhostlersonduty.Thepayfortheroaddriverwillbeactualtimespentwhenonlyswitchingtractors.Whenchangingtrailers,thefirsttrailerchangewillbepaidatfifteen(15)minutesforthedropandfifteen(15)minutesforthehook.Allremainingtrailerchanges(dropsandhooks)willbepaidforactualtimespentduringthetourofduty.

Atterminalswith75orfewerlocalcartageemployees,aroaddriv-erthatcomesintotheterminalmaybeabletopushorpullhis/herpoweruniteventhoughtherearelocalcartage/dockemployeesonduty.Thisprovisionshallnotapplyinadriver’shomedomicileorathis/herlaydowndestination.

Terminalswillcontinuetopre-stringloadedtrailerswhenequipmentisavailable.Convertergearswillbeplacedinfrontofthereartraileratsecurityterminalswheretwo(2)trailershavebeenclosedandsched-uledtoruntogether.Emptytrailersandsingletrailerswillnothavetobe pre-strung unless the driver is taking rest at the same location. Driv-erswillbehookedandreadyifequipmentisavailable.Thepenaltyforfailuretopre-stringwillbefour(4)hoursatthehourlyrate.

(g)Alldriverswillbesubjecttoaneight(8)hourguaranteeformilesdrivenandworkperformed.Anydriverinmotionarrivingatadesti-nationwithavailablehourstocontinueworkingmaybedispatchedtoanotherdestinationwithoutregardtothedriversatthatdomicile.Theextendeddispatchwillbepaidactualmilesdrivenand/orworkperformed.Theeight(8)hourguaranteeshallbepaidonabed-to-bedbasiswhichwillincludeallworkperformedandmilesdriven.

(h)AnActofGod,oranyothercircumstancebeyondtheCompa-ny’scontrol,shallnotconstituteabrokendispatch.

Section 5. Time OffTheEmployershallprovideinitsdispatchrulesand/orproceduressuitable provisions relating to time off at the home terminal.

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Anyprocedureorruleagreedtoshallnotbelessthanthefollowing:

Whenanextraboarddriverhasperformedsix(6)toursofduty,thedriverisentitledtothirty-six(36)orforty-48(48)hoursoffonre-quest at the drivers option.

Ifthedriverdoesnottakethetimeoff,thedriverwillbeentitledtoseventy-two(72)hoursoffaftertwelve(12)toursofdutyonrequest.

If thedriverdoesnot take timeoff, thedriverwillbeentitled toninety-six (96)hoursoffaftereighteen (18) toursofduty,on re-quest.

Thedrivermaytakethetimeoffonlyafterthesixth(6th)ortwelfth(12th)oreighteenth(18th)tourofduty.

Ifadriverhasperformedlessthansix(6)toursandisdispatchedandreturnswithmorethansix(6)tours,itwillbeconsideredsix(6)toursforrequestingtimeoff.

EXAMPLE: Adriver hasfive (5) tours and is dispatched.Uponreturnthedriverhasseven(7)tours.Thedriverwillqualifyfortimeoffeventhoughitisnotsix(6)ortwelve(12)tours.

Ifadriverchoosesnottotaketimeoff,thedrivermayruntwen-ty-four(24)toursormoreandshallbeentitledtothirty-six(36)orseventy-two(72)orninety-six(96)hoursoffonrequest.Ifadriv-er has accumulated sufficient time off andmore than ninety-six(96)hoursisrequested,thattimeoffshallbesubjecttonotmorethanfifteenpercent(15%)oftheactiveextraboarddriversbeingoff for any reason, excluding vacations and long term illnesses. Thedrivermustrunsix(6)moretoursofdutybeforebeingeligi-ble for time off again.

Adrivermayaccumulateuptothirty(30)calendardaysoff.

Ifadriverrequeststhirty-six(36)hoursoffandgoesbackontheboard in less than thirty-six (36) hours, it shall be considered asthirty-six(36)hoursoff.

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Beyond the thirty-six (36) or forty-eight (48) hours, all time offshallbeconsideredastwenty-four(24)hourperiods.

Driversmayexercisetheoptionofaddingtheirten(10)hourstatu-tory rest period to their earned time off. The option must be request-ed inwriting at the dispatchwindowon completionof the sixth(6th),twelfth(12th)oreighteenth(18)tour.

Drivers thatearnforty-eight(48)hours,seventy-two(72)hours,orninety-six(96)hoursoffbycompletionofsix(6),twelve(12)oreigh-teen(18)toursinconjunctionwithapprovedvacation(dailyorweek-ly)shallbeentitledtotheearnedtimeoffinadditiontothevacation.

Anextraboardemployeeshallnotbecompelledtoreporttoworkathometerminaluntilhe/shehashadten(10)hoursoff-dutytime.

WheneveranyEmployerarbitrarilyabusesthefreetimeallowedinthis Section, then this shall be considered a dispute and the same shallbesubjecttobeinghandledinaccordancewiththegrievanceprocedure set forth in this Agreement.

Ifanextraboarddriverhasbeenavailableforfourteen(14)days,buthasnotperformedsix(6)toursofduty,thedriverisentitledtothirty-six(36)hoursoffonrequest.

Bid Drivers may drop their sixth (6th) trip on six (6) day turnaroundruns,orsixth(6th)triponthree(3)andthree(3)laydownrunsatthedriver’soption.

Turn bid drivers may use any compensated day to count as a trip toward dropping their sixth (6th) bid run. Lay down bid driversmustusetwo(2)compensateddaystodroptheirsixth(6th)bidrun.

Extra-BoardDriversmayslideone(1)call“periods”or“Blocks”upon arrival at the home terminal, provided the extra-board is not exhausted,unlessotherwiseagreed.

When an Extra-Board driver is called during the call “period” or “block”, that drivermaypass a dispatch to a juniorExtra-Board

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driver,aslongasthereisajuniordriveravailableforthedispatchduring that block.

Section 6. Extra Contract Agreements(a)TheEmployeragreesnottoenterintoanyotheragreementorcontractwithitsemployees,individuallyorcollectively,whichinanywayconflictswiththetermsandprovisionsofthisAgreement.

Company Rules(b)TheEmployerispermittedtomakeandenforceanyreasonableCompany rules which do not conflict with the provisions of thisAgreement.Allsuchrulesshallbepostedforaperiodoffourteen(14)days and the Local Union shall be furnished a copy of such rules prior toposting.IfnoprotestintheformofawrittengrievanceisfiledbytheLocalUnionduringthefourteen(14)dayperiod,therulesshallbecomeeffective.Ifaprotestisfiled,theruleorrulesprotestedmustbe taken off the bulletin board and shall not become effective until approvedbytheGrievanceCommittee,however,suchprotestmustbeheard at the next scheduled Southern Grievance Meeting.

ARTICLE 43. GRIEVANCE COMMITTEES

REFER TO ABF NMFA ARTICLES 7 & 8

Section 1.The Employers and the Unions, parties to this Agreement, shall to-gether create and maintain permanent State or Multiple State Com-mittees covering the states covered by this Agreement. The State of MultipleStateGrievanceCommitteesshall remainasnowestab-lishedunlesschangedbymutualagreementbetweenthepartiestothis Agreement. It shall be the function of these Committees to ad-justthedisputeswhichcannotbesettledbetweentheEmployerandthe Local Union. The State or Multiple State Grievance Commit-tees shall consist of an equal number of members appointed by Em-ployers andUnions, but not less than two (2) from each group.Each group may appoint alternates to serve in the event of absence of permanent members. When a State or Multiple State Grievance Committee meeting is called, it shall be compulsory for each mem-

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ber of the Committee or the alternate to attend. Each State or Mul-tipleStateGrievanceCommitteeshallmeetwithinfifteen(15)daysaftereithergroupCommitteeChairmanserveswrittennoticeontheother requesting a meeting and the place of the meeting and the exact date of same shall be mutually agreed.

EachStateorMultipleStateGrievanceCommitteeshallatitsfirst(1st)meetingformulaterulesofproceduretogoverntheconductofits proceedings.

Itisunderstoodthatanygrievanceofanyemployeeworkingunderthis Agreement shall be processed by the appropriate State or Mul-tiple State Grievance Committee.

If a dispute or grievance arising out of operations under this Agreement involves a Local Union situated in contiguous territo-ry, such dispute or grievance shall be referred to any of the State or Multiple State Grievance Committees for handling by the Chairman and Director of the Southern Region of Teamsters, that he/shedeemsappropriate,andaftersuchreferenceshallbehan-dled under the usual procedure of that State or Multiple State Grievance Committee.

Section 2. Area CommitteeThe Employers and the Unions, parties to this Agreement, shall to-gether create a permanent Southern Region Area Grievance Com-mitteewhichshallconsistofanequalnumberofrepresentativesofthe Employers and Unions from the Southern Region area. The EmployersandtheUnionseachagreetonotifytheotherinwriting,giving thenamesof their respectiveChairmanwithin thirty (30)days after the signing of this Agreement. The respective Chairman shalljointlydecidethenumberofmemberscomprisingtheGriev-ance Committee and shall furnish the names of their members in writingtoeachother.Thereafteranychangesinrepresentativesonthe Southern Region Area Grievance

Committeewillbebywrittennotification to theotherparty’s re-spective Chairman.

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TheSouthernRegionAreaGrievanceCommitteeshallmeetwithinfifteen(15)daysaftereithergroupCommitteeChairmanhasservedwrittennoticeontheother,theexactdateandplaceofmeetingtobe mutually agreeable. The Southern Region Area Grievance Com-mitteeshallatitsfirstmeetingformulaterulesofproceduretogov-ern the conduct of its proceedings.

Section 3. Function of the Committees

It shall be the function of the various committees, above referred to, tosettledisputeswhichcannotbesettledbetweentheEmployersandtheLocalUnioninaccordancewiththeproceduresestablishedin Section 1, Article 44.

Section 4. Subcommittees

All committees established under this Article may act through sub-committees duly appointed by such committees.

ARTICLE 44. GRIEVANCE MACHINERY AND UNION LIABILITY

REFER TO ABF NMFA ARTICLES 7 & 8

Section 1.

The Unions and the Employers agree that there shall be no strikes, lockouts,tie-ups,orlegalproceedingswithoutfirstusingallpossi-ble means of settlement as provided for in this Agreement and in theNationalAgreement, if applicable, of any controversywhichmightarise.DisputesshallfirstbetakenupbetweentheEmployerandtheLocalUnioninvolved.Failingadjustmentbytheseparties,thefollowingproceduresshallthenapply:

(a)WhereaStateorMultipleStateCommittee,byamajorityvote,settles a dispute no appeal may be taken to the Southern Region AreaGrievanceCommittee.Suchdecisionwillbefinalandbindingon both parties.

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(b)WhereaStateorMultipleStateCommitteeisunabletoagreeorcome toadecision in thecase,bymajorityvote, suchcaseshallautomatically be put on the agenda of the next Southern Region Area Grievance Committee meeting, by the Secretary of the State or Multiple State Grievance Committee, and must be decided by the Southern Region Area Grievance Committee at the next South-ern Region Area Grievance committee meeting. The decision of the Southern RegionArea Grievance Committee, by majority vote,shallbefinalandbindingonbothparties.

(c)Cases deadlocked at theAreaCommitteewill be processed inaccordancewithArticle8oftheNationalMasterFreightAgreement.

(d)FailureofanyCommitteetomeetwithoutfaultofthecomplain-ing side, refusal of either party to submit to or appear at, the griev-anceprocedureatanystage,orfailuretocomplywithanyCommit-teedecisionwithdrawsthebenefitsofthisArticle.

(e)The procedures set forth hereinmay be invoked only by theauthorizedUnionrepresentativeortheEmployer.

(f)Allmonetarygrievancesthathavebeenresolvedeitherbydeci-sionorthroughsettlementshallbepaidwithinfourteen(14)calen-dardaysofformalnotificationofthedecisionordateofsettlement.If an Employer fails to pay a monetary grievance in accordance withthisSection,theEmployershallpayasliquidateddamagestoeachaffectedgrievanteight(8)hoursstraighttimepayforeachdaytheEmployerdelayspayment,commencingthedatethegrievant(s)notifiedtheEmployerofsuchnon-paymentinwriting.

Section 2.Notwithstandinganythinghereincontained,itisagreedthatintheevent any Employer is delinquent at the end of a period in the pay-mentofitscontributionstothehealthandwelfareorpensionfundorfundscreatedunderthisAgreement,inaccordancewiththerulesandregulationsoftheTrusteesofsuchfunds,aftertheproperoffi-cialoftheLocalUnionhasgivenseventy-two(72)hours’noticetotheEmployerofsuchdelinquencyinhealthandwelfareorpensionpaymentsand/orfailuretocomplywithArticle3,Section3.ofthe

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National Agreement the employees or their representatives shall have the right to take such action as may be necessary until such delinquent payments are made, and it is further agreed that in the event such action is taken. The Employer shall be responsible to the employees for losses resulting therefrom.

Section 3. Referral of InterpretationIt is agreed that all matters pertaining to the interpretation of any provisions of this Agreement may be referred by either the Union Committee’sSecretaryortheEmployerCommittee’sSecretarytotheSouthernRegionAreaGrievanceCommitteeatanytimeforfi-nal decision, and such Southern Region Area Grievance Committee shallbeconvenedonseventy-two(72)hours’noticetohandlemat-ters so referred.

Section 4. Examination of RecordsThe Local Union, the State or Multiple State Committee or the Southern Region Area Grievance Committee shall have the right to examine time sheets and any other records pertaining to the compu-tationofcompensationofanyindividualorindividualswhosepayisindispute,orrecordspertainingtoaspecificgrievance.

Section 5. National Grievance CommitteeGrievances and questions of interpretation which are subject tohandling under the provision of Article 8 of the National Agree-ment shall be referred to the National Grievance Committee in ac-cordancewithsuchArticle8.

Section 6. Committee ExpenseAny meeting room expense involved in such proceedings shall be sharedequallybetweenthepartiestothisAgreement.

ARTICLE 45. DISCHARGE OR SUSPENSIONSection 1.The employer shall not discharge, suspend or take any other disci-plinaryactionasrespectsanyemployeewithoutjustcause,butin

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respect to discharge, suspension or other disciplinary action shall giveatleastonewarningnoticeofthecomplaintagainstsuchem-ployeetotheemployeeinwritingbycertifiedmailand/orinper-sonandacopyofsameto theUnionaffected,bycertifiedmail,exceptthatnowarningnoticeneedbegiventoanemployeebeforehe/sheisdischargedifthecauseofsuchdischargeis:dishonesty,usingorbeingundertheinfluenceofalcoholicbeverages,narcot-ics,ordrugswhileonduty,failuretosubmittoasobriety/drugtest,uponrequest,iftheemployeeappearstobeundersuchinfluence;carrying or permitting the carrying of drugs or narcotics on the employee’spersonorequipmentthatisprohibitedbystateorfed-erallaw,possessionofalcoholicbeverages,drugsornarcoticsonCompany property or equipment, or drinking alcoholic beverages, or using drugs or narcotics, on company property, or a serious pre-ventableaccidentwhileonduty;or thecarryingofunauthorizedpassengers;orthefailuretoreportanaccident;orwillfuldamageor destruction of company property or equipment; or engaging in unprovokedphysicalviolencewhileonCompanypropertyoronduty; outrageous conduct as determined by the Grievance Com-mittee,orfailuretocomplywithArticle35,Section3oftheNa-tional Master Freight Agreement.

Thewarningnoticeashereinprovidedshallnotremainineffectfor a period ofmore than six (6)months from the date of saidwarningnotice.

Allwarningnotices,discharges,suspension,orotherdisciplinaryactionmustbebyproperwrittennotice to theemployeeand theUnion affected. Any employee may request an investigation as to his/her dischargeor suspension.Should such investigationprovethataninjusticehasbeendoneanemployee,he/sheshallberein-stated. The State or Multiple State Grievance Committee and the Southern Region Area Grievance Committee shall have the author-ity to order full, partial, or no compensation for time lost.

Appealfromdischarge,suspensionorwarningnoticemustbetakenwithinten(10)regularworkingdaysbywrittennotice,andadeci-sion reachedwithinfifteen (15)days from thedateofdischarge,suspensionorwarningnotice.

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Iftheemployeeinvolvedisnotwithinthehometerminalareawhentheactionofdischarge,suspensionorwarningnoticeistaken,theten(10)regularworkingdayperiodwillstartfromthedateofhis/her return to the home terminal, provided the employee returns homeattheapproximatetimehe/shewouldhavearrivedhomeifhe/shehadcompletehis/her tourofduty.Ifnodecisionhasbeenrenderedontheappealwithinfifteen(15)days,thecaseshallthenbe taken up as provided in Article 44 of this Agreement.

EffectiveApril1,2003,theEmployerwillnotterminateanyem-ployee for any discrepancies on his/her application for employ-ment,afteraperiodofone(1)yearfromtheemployee’shiredate.

Section 2. Discharge Away From the Home TerminalAnyemployeedischargedawayfromhis/herhometerminalshallbeprovidedthefastestavailabletransportationtohis/herhometer-minalattheEmployer’sexpense.

Section 3. AbsenteeismInallcaseswhereanemployeeisunabletoreporttoworkattheregularstartingtime,foranyreason,he/sheshallimmediatelynoti-fy the supervisor on duty. Failing to so notify the supervisor on duty he/sheshallnotbereinstateduponhis/herreturntoworkunlessareasonableexplanationisfurnishedtotheEmployer.Thefirstvio-lationofthisArticleshallresultinawarningnoticetotheemploy-ee. On the second such violation of this Article employee may be disciplined or discharged.

ARTICLE 46. EXAMINATIONS AND IDENTIFICATION FEES

Physical, mental or other examinations required by a government bodyortheEmployershallbepromptlycompliedwithbyallem-ployees,provided,however,theEmployershallpayforsuchexam-inations. The Employer shall not pay for any time spent in the case ofapplicantsforjobsandshallberesponsibletootheremployeesonly for time spent at the place of examination or examinations.

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Wherethetimespentbytheemployeeexceedstwo(2)hours,andinthatcase,onlyforthosehoursinexcessofsaidtwo(2)hours.

Forallotherexaminations,physicalormental,notrequiredbylawthe employee shall be paid at the hourly rate for time spent at the place of such examination, except for those examinations required whenanemployeeisreturningtoemploymentafterillnessorinju-ry.The Employerwill provide no less than two (2) choices forexaminations. When the employee is being examined at the Em-ployersrequestforareturn-to-workphysical,theemployeeshallonlyberequiredtobeexaminedforthatinjuryforwhichhe/shewasoutofservice.ThisdoesnotprecludetheCompanyfromre-quiring a DOT physical if the employee has been off for more than thirty(30)days.Examinationsare tobe takenat theemployee’shome terminal.

Employeeswillnotberequiredtotakeexaminationsduringtheirworkinghours.TheCompanyreserves theright toselect itsownmedical examiner or physician, and the Union may, if it believes an injusticehasbeendoneanemployee,havesaidemployeereexam-inedattheUnion’sexpense.

In the event of disagreement between the doctor selected by theEmployer and the doctor selected by the Union, the Employer and Uniondoctorsshalltogetherselectathirddoctorwithinseven(7)days,whoseopinionshallbefinalandbindingontheCompany,theUnion, and the employee. The Company nor the Union nor the em-ployeewillattempttocircumventthedecision.TheexpenseofthethirddoctorshallbeequallydividedbetweentheEmployerandtheUnion.Disputeconcerningbackpayshallbesubjecttothegriev-ance procedure. If the third (3rd) doctor’s decision concurswiththatoftheUnion’sdoctortoreturntheemployeetowork,backpaywillbeawardedbacktothereleasedateoftheUniondoctor.

No employee shall be required to take any form of lie detector test as a condition of employment.

Should theEmployer orGovernment bodyfind it necessary torequireemployeestocarryorrecordfullpersonalidentification,

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(i.e.: IDBadges), such requirementsshallbecompliedwithbytheemployees.Thecostofsuchpersonalidentificationshallbeborneby theEmployer.Theemployeewillbe allowed tohavesuch personal identification requirements made on Companytime.Employeesmayberequiredtoshowtheirdriver’slicenseandcompanyidentificationtocustomers,andallowthecustomertocopyorotherwisereproducetheircompanyidentificationonlyandnotthedriver’slicense.Thecompanyidentificationwillnothave personal information on it such as home address or social security number.

Employer shall be required to obtain “free pass” and “toll tags”, etc. and maintain an adequate supply for all drivers.

ARTICLE 47. MEAL PERIOD

Employeesmaytakeone(1)hour total formeals ineach tourofduty.Noemployeesshalltakemorethanone(1)hourtotalduringsuch tour of duty. No meal period shall be required on VIA dis-patches at an intermediate terminal on a through run.

ARTICLE 48. LODGING

Comfortable, sanitary lodging shall be furnished by the Employer in all caseswhere an employee is required to take a rest periodawayfromhis/herhometerminal.Comfortable,sanitarylodgingsshallmeananair-conditionedroomwithnotmorethanonebedinit and not more than one employee sleeping in the room at the sametime,with janitorservice,cleansheets,pillowcases,blan-kets, hot and cold runningwater, air-conditioning and/or properheat, and easy access to clean, sanitary toilet facilities. Hotel rooms shall be equippedwith blinds or draperies or be suitablydarkened during daylight hours.

Allaccommodationsshallbeequippedwithshowersand/orbath,and air-conditioned. There shall be no bunk beds or double beds. In allothercaseswheretheEmployerdoesnotprovidedriverswitha

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waitingfacilitywhichisadequateunderthecircumstancesitshallbe taken up as a grievance.

Road driver lodging shall bemaintained on the basis of one (1)driver per room except in emergencies.

In lieu of the Employer furnishing satisfactory lodging, the em-ployeeshallbepaidthirty-fivedollars($35.00)foreachrestperi-odexceptwhereaccommodationisunavailableatsuchfigureanditisnecessaryforemployeetopayinexcessofthirty-fivedollars($35.00), he/she shall receive reimbursement of actual cost ofroom. The Employer shall furnish transportation to and from the nearestpublictransportation,whenthereisunreasonabledelayatawayfromhometerminal,providedthereisnopublictransporta-tion available in the near vicinity and further provided that this provisionshallnotapplywhereemployeeisallowedtousecom-pany equipment for transportation. Where Employer specifiesmeansof transportationwaiting timebeyond thirty (30)minutesshall be paid at the applicable hourly rate, provided that this provi-sionshallnotapplywhereemployee isallowed tousecompanyequipment for transportation.

Therewillbenodormitoriespermitted.

Roomrentofowneroperatorsshallnotbedeductedfromgrossre-ceipts or truck earnings regardless ofwhether truck rentalmini-mum rate or above.

AJointUnionandCompany“HotelInspectionCommittee”willbedeveloped and remain intact during the life of this agreement for the purpose of inspecting Southern Region Area hotel accommoda-tionsandnewlycontractedaccommodationspriortobeingutilizedby theEmployer.Hotelaccommodationscurrently inusewillbesubmitted to the Inspection Committee and inspected upon request. A comprehensive inspection report form incorporating current day standardsandthestandardsoutlinedinArticle48willbeutilized.Any request for inspectionwill be immediately submitted to theJointChairmen,whowillreporttheirfindingswithinfourteen(14)businessdays,unlessotherwiseextendedbymutualagreement.

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ARTICLE 49. PAY PERIOD

All regular employees and all other employees covered by this Agreementshallbepaidinfulleachweekandnotlaterthantheendoftheirworkingperiod.Notmorethanfourteen(14)daysshallbeheldonanemployee.Eachemployeeshallbeprovidedwithstate-mentofhis/hergrossearningsandofdeductionsmadeforapur-pose.Intheeventadriver’spaidfortimeiscutorchangedinanyway,theywillbenotifiedinwritingimmediately.

Allregularemployeeswhorecognizeapayshortageinexcessoffour(4)hoursofpayatthecurrentratewillreceiveadraftfromtheEmployer by the end of the next business day.

Whenabonafidepayshortageoffour(4)hoursorgreaterisrecog-nized,theEmployeemustnotifytheEmployerinwriting.

If the Employer fails to pay the shortage by the end of the next businessday, theEmployeeshallbepaideight(8)hoursperdayuntil the shortage is paid by the Employer.

If a holiday falls on a payday, employees shall be paid on the day before the holiday except in the case of personal holiday such as a birthday, etc.

ThepayweekforallEmployeesshallbeSundaythroughSaturdayforpayandbenefits.

WherenotprohibitedbyStatelaw,allemployeeshiredafterdateofratificationarerequiredtouseelectronicdepositoftheirpaychecks.IftheemployeeisenrolledonDirectDepositandtheemployee’spay is not deposited to their bank account on payday due to em-ployererror,theemployeespaywillbedepositedtotheemployeesaccountbymeansofElectronicFundstransferortheemployeewillbe paid by station draft on that same day.

Ifanemployeehiredafterthedateofratificationisunabletoobtainabankaccount,he/shewillbepaidelectronicallyusingapaycard/debit card. If for reasons beyond theEmployer’s control such as

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weather delays, express mail failure, etc., and employees “pay-check”ordebitcardoesnotarriveattheemployee’sfacilitybypay-day,areplacementcheckwillbeissuedattheGeneralOfficeandmailed to the employees facility by the end of that business day.

ARTICLE 50. PAID FOR TIMESection 1. GeneralAll time spent in the service of the Employer is to be logged ac-cording to DOT requirements.

All employees covered by this Agreement shall be paid for all time spent in the service of the Employer. Rates of pay provided for by this Agreement shall be minimums. Time shall be computed from thetimethattheemployeeisorderedtoreportforworkandregis-tersinanduntilthetimehe/sheiseffectivelyreleasedfromduty.Suchpaymentforemployee’s timewhennotdrivingshallbe thehourly rate.

Excludingminimum runs, employeeswill be paid aminimumoffive(5)minutesforeachenrouteinstructedtelephonecalls.Anyad-ditionaltimerequestedbytheemployeewillrequiredocumentation.

Guarantees/DOT InspectionsDriverswillbepaidforalltimeoverfifteen(15)minutesasaresultofoverloads,certificateviolations,andD.O.T.oranyotherregulat-ed inspections, in the event a driver receives a citation through no faultof theemployee,all timelostasaresultwillbepaid.Roadclosures, road construction, serious accidents, and railroad crossing delayswillalsobepaidforalltimeoverthirty(30)minutes.

When a bid driver cannot complete his or her bid for reasons caused bytheCompany(e.g.waiting/delayatservicecenter)thebiddriverwillbepaidbedtimeandaminimumofeight(8)hoursfrombedpoint to destination.

One(1)Stewardshallbecompensatedatthehighestapplicablerateforall timereasonablyspentattending local levelmeetings/hear-

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ingswiththeCompany.LocallevelmeetingsshallbeheldasnottointerferewithaStewardsregularrunorshift.

Section 2. Call-in TimeEmployeescalledtoworkshallbeallowedsufficienttime,withoutpay,togettothegarageorterminal,andshalldrawfullpayfromthe time ordered to report and registers in. All employees put to workshallbeguaranteedaminimum,ofeight(8)hourspayatthecurrentminimumhourlyrate.Ifnotputtowork,employeeshallbeguaranteedsix(6)hourspayattheratespecifiedinthisAgreement,andnotberequiredtodoanyworknotcoveredbythisAgreement.

Section 3. LayoverWhereanemployeeisrequiredtolayoverfromhis/herhometermi-nal, layoverpay shall commence following the fourteenth (14th)hour after the end of the run.

If an employee is held over after the fourteenth (14) hour, he/sheshallbeguaranteedtwo(2)hourspay,inanyevent,forlayovertime.(Mechanicalbreakdownandequipmentfailureisnottobeincludedinthetwo(2)hourguarantee,butemployeewillbepaidforactualtimedelayedonlyinsuchevent.)Ifhe/sheisheldovermorethantwo(2)hours,he/sheshallreceivelayoverpayforeachhourheldoveruptoeight(8)hoursinthefirsttwenty-two(22)hoursoflayoverperiod,commencing after the run ends. This pay shall be in addition to the paytowhichtheemployeeisentitledifhe/sheisputtoworkatanytimewithinthetwenty-two(22)hoursaftertherunends.Thesameprincipleshallapplytoeachsucceedingeighteen(18)hours,andlay-overpayshallcommenceafterthetenth(10)hour.

Meal AllowanceEmployees shall receive a meal allowance of fourteen dollars($14.00)immediatelyaftertheseventeenth(17th)hourofthefirst(1st)layoverperiod,andimmediatelyafterthethirty-second(32nd)hour,andimmediatelyafterthefiftieth(50th)hour,andimmediate-lyafterthesixty-eighth(68th)houroflayover.

When on a compensable layover on Sundays and holidays, there shall be a meal allowance of fourteen dollars ($14.00); five (5)

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hours thereafter, another meal allowance of fourteen dollars($14.00);andfive(5)hours latera third(3rd)mealallowanceofsixteendollars($16.00).Forclarificationpurposes,firstmealfour-teenth(14th);secondmealnineteenth(19th);andthirdmealtwen-ty-fourth(24th).WhenanemployeestartscompensablelayoveronSundayoraholiday,theywillbecompensatedunderthisformulafor meals until they depart.

Nomore than three (3)mealswill be allowed during any twen-ty-four(24)hourperiod.

Section 4. Breakdown, Impassable HighwaysOn breakdown or impassable highways, employees on all runsshall be paid the minimum hourly rate for all time spent on such delays,commencingwiththefirst(1st)hourorfractionthereofbutnot toexceedmore thaneight (8)hoursoutofeach twenty-four(24)hourperiod,exceptwhenanemployeeisrequiredtoremainwith his/her equipment during such breakdown, or impassablehighway,he/she shallbepaid for all suchdelay timeat the ratespecifiedinthisAgreementandsuchtimerequiredtobespentwiththeequipmentshallnotbeincludedwithinthefirsteight(8)hoursoutofeachtwenty-four(24)hourperiodforwhichadriveriscom-pensatedonbreakdownsorimpassablehighways,butmustbepaidforinaddition.Whereanemployeeisheldlongerthananeight(8)hourperiod,he/sheshallinadditionbefurnishedclean,comfort-able, sanitary lodging, plus meals. The pay for any delay time shall beusedtomakeuptheeight(8)hourguarantee.

Theinterpretationwithregardtoroaddriversencounteringenrouteextremeweatheremergencies(snowstorm,blizzard,etc.).

In the event of such an emergency, the following principle shallapply:

(1)Anyemployeewhomustremainwithhisunitshallreceivepayfor all time spent.

(2)Whereanemployeeishousedinamotel/hotelorothersuitableaccommodations, the impassablehighwayprovisionsof the con-

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tract shall apply. It is agreed that under emergency conditions, the Employermayputmorethanone(1)drivertoaroom.

(a)WheretheemployeereachesaRedCrossorotheremergencyshelter,suchasafirehouse,gymnasium,privatehome,etc.,withfood available and a cot, mattress, or other reasonable sleeping ac-commodations,theeight(8)outoftwenty-four(24)hourformulaplus meals and lodging shall apply. Any dispute in this regard shall besubjecttothegrievanceprocedure.

(3)Whereanemployee reachesshelteroutof theelements,withfood available, but no reasonably comfortable sleeping accommo-dations,heshallreceiveuptoamaximumofthefirst(1st)fifteen(15)outofeverytwenty-four(24)hoursplusmeals.Anydisputeshallbesubjecttothegrievanceprocedure.

With reference to meals in this situation, the employee is entitled to one(1)mealafterthetenth(10th)hourofdelay,one(1)additionalmealonthefifteenth(15th)hourofdelay,andone(1)additionalmeal on the twenty-fourth (24th) hour of delay.Meals shall notexceedthree(3)inatwenty-four(24)hourperiod.

Section 5. DeadheadingInallcaseswhereanemployeeisinstructedtorideordriveonCompany or leased equipment he/she shall receive full pay asspecifiedinthisAgreement;wheninstructedtodeadheadonoth-er than Company or leased equipment, the employee shall like-wisereceivethefullrateofpayasspecifiedinthisAgreement,plus thecostof transportation.Adriverwillnotbe required todeadhead from a terminal point on company equipment that does not have DOT approved seats and belts. When a driver dead-headsonanairplane,he/shewillbepaidactualtimespent.Ifthedriverisputtobeduponarrival,he/shewillbepaidaneight(8)hour guarantee.

Section 6. BobtailingWhenadriverdeadheadsordrivesatractorwithoutatrailer,he/sheshallbepaidatthethree(3)axlerate.

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Section 7. Protective EquipmentAny employee physically handling in substantial quantities hides, creosoteditems,spunglass,lampblack,barbedwire,acidsshallbeprovidedwithrubberorleatherapronsandgloves.

ARTICLE 51. MILEAGE AND HOURLY RATES

Section 1. Rates of Pay(a)Themileageratesincentspermileshallbeasfollows:

7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2022Single Axle Units .750 61.1930 62.0680 63.0680 64.1930 65.4430Tandem Axle Units 61.4458 62.3208 63.3208 64.4458 65.6958TandemAxle5—5Units 61.5723 62.4473 63.4473 64.5723 65.8223Double Bottoms Not to Exceed30’trailers 62.6091 63.4841 64.4841 65.6091 66.8591DoubleBottomsOver30’ Trailers or more than twotrailers 64.4958 65.3708 66.3708 67.4958 68.7458

The rates of pay include the cost of living as provided in the Na-tional Master Freight Agreement.

(b)Driversdispatchedwithdoublebottomtrailers (not includingtwofortyfoottrailers)shallreceivedoublebottomrateonlyforthemilesinwhichtheyactuallypullthedoublebottoms.

(c)Thehourlyratesofpayforemployeesshallbeasfollows:

07/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2022Hourly $24.9324 $25.2824 $25.6824 $26.1324 $26.6324

EntryRates(NewHires)

Effective November 3, 2013 all regular employees hired on or after thatdateandemployeeswhoare inprogressionshall receive thefollowinghourlyand/ormileageratesofpay:

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(a)Effectivefirst(1st)dayofemployment—ninetypercent(90%)of the current rate.

(b)Effectivefirst(1st)dayofemploymentplusone(1)year—onehundredpercent(100%)ofthecurrentrate.

The above rates of pay shall not apply to casual employees. The term“currentrate”istheapplicablehourlyand/ormileagerateofpayforthejobclassificationincludingallwageandcost-of-livingadjustmentspayableunderthisAgreement.

Section 2. Ammunition and Explosives(a)Whenwarheads, liveammunitionand similar itemsexcludedfrom regular tariffs are carried, the effective mileage and hourly ratesshallbeincreasedone-halfcent(½)permileinthemileagerateandfifteencents(.15)onthehourlyrate.Suchincreasesaretoapply only on driving time.

(b) Penalty rates shall apply to all types of ammunition, bombs,bullets, canisters, cartridges, charges, clusters, dynamite, projec-tiles, rockets, shells, shot, shrapnel, warheads, power and flakeTNT that carry the term“fixed.” (Thepenalty shall not apply tosmallarmsammunition’carryingtheterm“fixed.”)

Section 3. Logging and Correction of Mileage(a)Mileage shall be computed by an official logging committeebasedon theCompany’smileage fromgate togate.ALL formermileswillbeloggedunderthegatetogateformulaby7-1-86.

(b)WhereanEmployerhasnewroutescausedbyeitherhighwayconstruction,newroadsorbypermissionoftheI.C.C.oranyoth-er government agency, the mileage shall be logged by the logging committeeonagatetogatebasis.Anyincrease/decreaseinthosemiles shall be retroactive to the actual date of the change in the routes.

(c)Alldriversaretobedispatchedondesignedrouteswithproperpay miles according to the above language.

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ARTICLE 52. GUARANTEESSection 1.Theprevailinglocalterminalagreementshallgovernallwagesandconditionsonrunsexclusivelywithinaradiusof50milesof thehometerminalintheformerSouthwest.Thetwenty-five(25)mileradiuswillapplyintheformerSoutheast,exceptwheremutuallyagreed between the Employer and the LocalUnion to extend tofifty(50)miles.

Section 2.Thedefinitionoftheterm“radius”meansthatasdefinedinWeb-ster’sDictionary.

Section 3.On turnaround runs of 200 miles or more round trip, the employee mayberequestedtotakeupto,butnottoexceed,thirty(30)min-utesoffdutywithoutcompensationatthepointfarthestawayfromthehometerminal.Whenthepayformilesdrivenwouldbehigherthantheguarantee,themileagepaywillprevail.

A driver at a meet and turn point at a non-terminal location may berequiredtotakealunchperiodnottoexceedone(1)hour(slipseatoperation).Ifnofullmealserviceisavailabletherewillbenofree hour.

Section 4.Onallrunsthereshallbeaminimumguaranteeofeight(8)hourswithpayatthehourlyrateprovidedinArticle51.Wherepayformilesonlyexceedsthehourlyguarantee,themileagepaywillpre-vail.Alltimespentmakingpickupsand/ordeliveriesatpointsenrouteandintermediateterminalsshallbeincludedintheeight(8)hour guarantee.

Section 5.Whereacrewoffive(5)ormoreisonduty,employeeswillnotberequiredtoassistintheloadingand/orunloadingofthefreighton

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theirownequipmentat intermediate terminalsen routewhen re-questedtodosobytheEmployer,provided,however,suchrequestdoes not result In layoff or loss of employment to city employees.

Section 6.ThisSectionwillnotapplywhen theworkperformedplusmilesdriven would exceed the fourteen (14) hour limitation in accor-dancewithDOTregulations,whichincludeamaximumofeleven(11)hoursdrivingtimeandthree(3)hoursworktime,resultinginthe loss of a trip or trips to the employee.

Section 7.Runswhichoperateonaterminaltoterminalbasisonly,maybebidwithstarttime.

Whereanexistingterminalhasaregularroadboardwithmultipleroadoperations,whichincluderoadpeddleoperations,thosedriverswillremainontheroadsenioritylistwiththeirbiddingseniority.

ARTICLE 53. SLEEPER OPERATIONSection 1. Mileage RatesSleeper Team PremiumsThesleeperteampremiumwillbeaminimumof2.0centspermileabove the applicable single man rates in each Supplement.

Thefollowingratesofpayincentspermileshallprevailforthetwomanoperation:

7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2022Twoman,SingleTrailer 63.1930 64.0680 65.0680 66.1930 67.4430Single Man, Single Trailer 31.5965 32.0340 32.5340 33.0965 33.7215TwoManDoubleTrailer 64.6091 65.4841 66.4841 67.6091 68.8591Single Man Double Trailer 32.3046 32.7421 33.2421 33.8046 34.4296TwoManDoubleTrailer30’

or more than 2 trailers 66.4958 67.3708 68.3708 69.4958 70.7458SingleManDoubleTrailer30’

or more than 2 trailers 33.2479 33.6854 34.1854 34.7479 35.3729

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Section 2. Hourly RatesThe rate of pay for pickup and delivery or delay time shall be as follows:

7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2022Hourly $24.9324 $25.2824 $25.6824 $26.1324 $26.6324

Pickup and delivery shall be paid for at the full hourly rate for each man.Bothdriversontwo-manoperationshallreceivethesamerateof paywhendelayedonpickup anddelivery.Full allowance forbreakdown, layover, impassable highway and deadheading timeandforlodging,etc.,asspecifiedelsewhereinthisAgreementshallapply for both drivers.

New Entry Rates:Effective November 3, 2013, all regular employees hired on or af-terthatdateandemployeeswhoareinprogressionshallreceivethefollowinghourlyand/ormileageratesofpay:

(a)Effectivefirst(1st)dayofemployment—ninetypercent(90%)of the current rate.

(b)Effectivefirst(1st)dayofemploymentplusone(1)year—onehundredpercent(100%)ofthecurrentrate.

The above rates of pay shall not apply to casual employees. The term(currentrate)istheapplicablehourlyand/ormileagerateofpayforthejobclassification,includingallwageandcost-of-livingadjustmentspayableunderthisAgreement.

Drivers will be paid fifteen (15)minutes for each one thousand(1000)miles for fuelingstops.Equipmentwillbe fueledprior todeparture.

Section 3. Dispatch MethodSleeper teamswillnotbepaid less than650miles fromAtoB.(SetOuts) anda (Via)maybeused to accomplish650milesormore.The650mileminimumwillnotapplytothesecond(B&C

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orthirdC&A)dispatch.However,theentiretripmustequal1300paid miles or more. In the event the entire trip is less than 1300 paidmileseachdriverwillbepaid1300miles for the trip. (Allcurrent established sleeper runs that do not meet the above criteria areredcircled.)

Section 4.Sleepercaboperationsshallbebetweenthedesignatedhometer-minalandadesignatedareaand/oradestinationterminal,unlessotherwiseagreed.TheA,B,C,dispatchprincipleshallapply.AnEmployer shall not operate sleeper team operations over the same route that it has established Relay operations except to move an unusualoroverflowfreightorasprovidedbyanapprovedChangeof Operations. Once established by a Change of Operations, there shall be no additional effect on the remaining single man relays the teamsrunover.Ifadditionalornewteamoperationsareneeded,theCompanymustfileaChangeofOperations.

Section 5. Layover/Time Off / Broken Dispatch & ViaWhere sleeper cab employee is required to lay over away fromemployee’shometerminal,layoverpayshallcommencefollowingthetenth(10th)houraftertheendoftherun.Ifemployeeisheldoverthetenth(10th)hour,employeeshallbeguaranteedtwo(2)hourspay,inanyevent,forlayovertime.Mechanicalbreakdownand equipment failure is not to be included in the two (2) hourguarantee,butemployeewillbepaidforactualtimedelayedonlyinsuchevent.Ifemployeeisheldovermorethantwo(2)hours,employee shall receive layover pay for each hour held over up to eight(8)hoursinthefirsteighteen(18)hoursoflayoverperiod,commencing after the run ends. This pay shall be in addition to the paytowhichtheemployeeisentitledifemployeeisputtoworkatany timewithin the eighteen (18) hours after the run ends.Thesameprincipleshallapplytoeachsucceedingeighteen(18)hours,andlayoverpayshallcommenceafterthetenth(10)hour.

Whenateamarrivesatthelayoverpoint(rest),thecompanyshallhaveone-half(½)hourfreetimetoturntheteam,providedshowerfacilities are furnished.

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Driverswill be advisedwithin thirty (30)minutes of clocking inwhethertheywillturnorgotobed.Ifdriversareadvisedtheyareturning,theCompanywillhaveone-half(½)hourfreehouratthelaypoint,inwhichtodispatchthedrivers,providedtherearesafe,sanitary shower facilities, equipped with hot and cold water forshowering.Ifnoshowerfacilitiesarefurnisheddriversshallbepaidfor all time spent at the applicable hourly rate. Failure to notify the teamwithintheabovethirty(30)minutesofclocking-inwillresultin the team being paid for all time spent at the applicable hourly rate afterthirty(30)minutes.

Iftheteamisrelievedofdutyonarrivalandsignsforeight(8)hoursoffandthenisrecalledwithinfour(4)hours,theyshallbecompen-sated for all time spent.

It shall not be a violation of this agreement and shall not be cause for dischargeordisciplinaryaction ifany teamrefuses toallow theirthirddispatchtobebroken.However,whenateamagreestoabro-kenthirddispatchtheyshallbepaidformilesdrivenandworkper-formed.Additionally,therewillbeathree(3)hourpenaltyforbothdrivers for each dispatch past the third, provided the team properly requested to be dispatched home on third prior to receiving their second dispatch.

The layover provisions of this Agreement shall apply at only one away-from-hometerminalandalltimespentatallotherpointsreachedon the round trip from the home terminal, exclusive of meal time, is to be paid at the full hourly rate to each driver. The layover point shall be the destination of the A-B dispatch and shall be designated on the driv-er’soriginalorderspriortothedispatchfrompointoforiginandshallremainthesamewhetherornotthedriversreachthatpoint.Likewisethe destination and any via point on each dispatch shall be designated on the drivers orders prior to the dispatch from A, B or C.

If thedispatchof a sleeper team isbrokenbetweenAandB (1stdispatch)thedriverswillbepaidnolessthantheiroriginaldispatch,if the broken dispatch results in more miles the drivers shall be paid theiractualmilesdrivenandworkperformed.Therewillbenofreetime at any point reached.

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There shall be only one via allowed per dispatch, i.e., one viapointbetweenA&B,oneviapointbetweenB&Candoneviapoint betweenC&A.Enroute set outs (drops and hooks/mar-shallingyards)donotconstituteaviadispatchandarelimitedtoone (1) per dispatch.Therewill be no double-back/backwardsvia’sorsetoutsunlessotherwiseagreedorapprovedbyChangeof Operations.

TheEmployershallprovideinhisdispatchrulesand/orproceduresuitable provisions relating to time off at the home terminal.

Anyprocedureorruleagreedtoshallnotbelessthanthefollowing:Time off provisions for sleeper drivers other than bid scheduled sleeper teams are the same as that found in Article 42, Section 5.

Section 6. Bedding and EquipmentBedding and fresh linens for sleeper cabs to be furnished and main-tainedbytheEmployerinacleanandsanitarycondition.Pillowsare not included in bedding. Upon the expiration of current linen contracts, bedding and fresh linens for sleeper cabs to be furnished andmaintainedbytheSleeperDrivers.TheEmployerwillpayeachdriverofSleeperEquipmentsevendollars($7.00)foreachsleepertrip.Complaintswithrespecttowidth,depthandconditionofmat-tressesshallbesubjecttothegrievanceprocedure.

AllSleeperCabEquipmentmustbeprovidedwithair-condition-ingandheatingappliancesinaccordancewithArticle16,Section6 of this Agreement. In the event of mechanical failure of such air-conditioning and heating appliances repairs shall be made at thefirstpointof repairenroutewherequalified,certifiedserviceandpartsareavailable.Driversshallbepaidforalltimewaitingfor repairs to be made to heating appliances. In the event an air-conditioning appliance becomes inoperable, the time necessary to complete the repairs cannot cause an unreasonable delay in the movement of freight and therefore will be limited to four (4)hours, for which driverswill be paid. In the event parts and/orqualified,certifiedservicearenotavailable,necessaryrepairsshallbe completed prior to the equipment being dispatched from the next scheduled point of dispatch.

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Section 7. BiddingAllregularsleeperrunsshallbepostedforbidonceeachsix(6)months unless otherwise agreed. The number of regular runs orteamsindesignatedareasshallbedeterminedbytakingfiftyper-cent(50%)oftheaveragenumberofrunsoperatedbysleeperbe-tween two (2) ormore designated points for a period of six (6)months,pursuanttoSection4,paragraph1.Disputesoverbidswillbe referred to the Sleeper Dispute Resolution Committee.

Onceteamsaresoestablished,driversshallbeallowedbymutualagreementtotradepositionswithinten(10)daysfollowingcloseofabid.Driver-teamsarenottobeotherwiseseparatedforaperiodofthe bid except in cases of emergency or reduction in the force un-lessotherwiseagreedto.

Regular bid sleeper teams shall be dispatched on a rotating basis unlessotherwisemutuallyagreed.Extraboardteamsatthehometerminalshallbedispatchedonarotatingfirst-in-first-outbasis.

Sleeper teamsmay have ten (10) hours off at their home terminalupon request at the time of arrival. This means that the team is not subjecttocallpriortotherequestedten(10)hoursoffunlessother-wiseagreedto.Upontheexpirationoftheten(10)hourperiodtheteam assumes its proper position on the board, unless mutually agreed.

Section 8. Call TimesTheEmployerwillestablishfour(4)dailycalltimesforbidsleeperteams, unless otherwise agreed. “Call Time” for non-scheduledteams may be the same as single man call times, unless mutually agreed to by the Employer and the Union. All eligible drivers, bid and extra, must be available during “Call Time” and accept a dis-patchwhencalled.

Thereshallbeapairedboardthatwilloperateasapartoftheextraboard and all extra board rules shall apply to the paired board.

Extradriverssigninginafterthebeginningofa“CallTime”orwhobecome available after the beginning of a “Call Time” shall not be

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eligible for call during that “Call Time”. Sleeper team drivers shall begiventheirchoiceofrunsat“CallTime”onafirst-in-first-outbasisonanyknownrunnotselectedbyabidteamoravacantseatthatmaydepartwithinfour(4)hoursandforty-five(45)minutesfrom the beginning of a “Call Time”. The above, may be changed bymutualagreementbetweentheEmployerandtheLocalUnion.

When a team picks a load that fails to make or arrive for any reason, theteammaybedelayedand/orcancelledandplacedbackontheboard in their proper position. There shall be no penalty to the Em-ployerprovidedtheEmployercallsatleasttwo(2)hourspriortotheteam’sscheduledeparturetime.

Section 9. Foreign Power Dispatch MethodForeign Domiciled Sleeper teams shall be dispatched out of the away-from-hometerminalbacktotheirhometerminalinorderoftheir dispatch out of their home terminal provided the team ar-riveswithinitsscheduledarrivaltime.ForeignSleeperteamsputtobed,shallbeplacedonacommonrotatingwheelat the timethey arrive at a foreign domicile and shall be dispatched out on a first-in/first-out basis; provided however, a team may be dis-patchedoutofrotationwhenreceivingadirectdispatchbacktotheir home domicile. Such direct dispatch may include enroute drop andpicks.Whenmore thanone (1) team froma commonhomedomicileisontheforeignwheel,thefirstteaminshallbethe team dispatched out of rotation.

Itshallnotbeaviolationorthebasisofarunaroundclaimwhenasleeper team is dispatched on a VIA or drop and pick through a foreign domicile where other sleeper teams are domiciled whencontinuing in motion over their designated sleeper lane, or being dispatched to their home domicile.

Section 10.All teams shall be dispatched to home terminal out of the foreign terminal ahead of home domiciled employees except as established by approved Change of Operations.

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Section 11.When Sleeper teams are relieved of duty while enroute due tobreakdownorimpassablehighway,driverswillbeputtobedattheexpenseofemployerinahotelormotelwithaccommodationsnotlessthanthosestandardfoundelsewhereinthisAgreement.

Section 12.Intheeventadriverisinjuredorbecomesillwhileonarunfromdriver’shometerminalandforcedtogetoffthetruckformedicalattention and the Doctor directs that driver be relieved from duty, the Employer shall arrange and pay for transportation by plane to driver’shomedomicile.

Intheeventofdeath,byanyreasonwhileonarunfromdriver’shome domicile, the company shall bear the cost of transporting the body to home domicile.

Section 13. Dispatch RulesThe Employer and the Local Union may establish dispatch rules. The dispatch rules must be submitted to the appropriate Grievance Committeewithinninety(90)daysfromthedateofthesigningofthis Agreement. Failure of either party to agree to establish dispatch rules the Contract shall apply.

Section 14. New Sleeper EquipmentWhenorderingnewsleepercabequipment,theEmployershallgiveconsideration to thesizeof thesleeperberthandshallnotify theUnionsaffectedastothesizeofthesleeperberth.Anydisputecon-cerningthesizeofthesleeperberthshallbesubjecttothegrievanceprocedure.

Section 15.Inallinstanceswhereateamisrequiredtoexchangetractorsfortheconvenienceof theCompany,a teamshallbeallowedfifteen (15)minutes at the applicable hourly rate for each driver to exchange bed-dingandpersonalgear.Thisshallnotapplyatlaydownpointswhereexchangingtractorsisrequiredduetomechanicalbreakdown.

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Run-around pay shall be computed by the loss of earnings by the hourandbythemilefromthetimeteam(A)clocksoutaheadofteam(B).Team(B)willbepaidalldelaytimeteam(A)receivespluspay forallmiles team(A)drivesuntil team(B)clocksout.Team(B)istheteamthatisrunaround.Milestobecomputedbythe current run-around formula.

Dispatch around at foreign terminals shall be paid at the applicable hourlyratefromthetimeteam(A)clocksoutuntilteam(B)clocksout.Team (B) is the team thatwas run-around.Dispatch aroundoccurswhen team (B) is inbedat a foreign terminal and team (A) isdis-patchedoverteam(B),exceptasdescribedinSection9ofthisArticle.

Section 16. VacationEach over-the-road driver of sleeper cab equipment shall receive vacation pay at the period mentioned in the vacation provisions of thisAgreementasfollows:Vacationpayshallbecomputedbydi-viding the employee’s earnings of the last calendar year by fif-ty-two(52),todetermineone(1)week’searningsandthenmulti-plyingbythenumberofweeksofearnedvacation.

There shall be no exception to the above, unless an employee is out ofworkbecauseofhis/herprovenillnessorinjury,resultinginaninabilitytoworkforacumulativeperiodoffour(4)weeksormoreasevidencedbyadoctor’scertificate,filedwiththeEmployerwhenreturningtowork,ifrequiredbytheEmployer.

Anyperiodofillnessorinjury,lessthanone(1)week(seven(7)days)durationshallnotbeusedtomakeupfour(4)weeks.Whensuch conditions occur then the actual annual earnings for the calen-daryearinvolvedshallbedividedbyfifty-two(52),lessthenum-berofweeksofprovenillnessorinjuryasoutlinedabove.

Section 17. National Sleeper CommitteeThe parties shall establish a National Sleeper Committee, composed offour(4)Unionrepresentatives,appointedbytheUnionChairmanoftheNationalGrievanceCommitteeandfour(4)Employerrepre-sentatives, appointed by the Employer Chairman of the National

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Grievance Committee. The National Sleeper Committee shall estab-lishrulesofproceduretogovernthemannerinwhichproposedsleep-er operations are to be heard, procedures for resolving sleeper issues and procedures for establishing pre-hearing guidelines. Any grievance concerning the application or interpretation of Article 8, Section 8, or concerning any issues that may arise from an approved sleeper opera-tions,providedforinthisSection,shallbefirst(1st)referredtotheNational Sleeper Grievance Committee. If the National Sleeper Com-mittee is unable to reach a decision on an interpretation or grievance, theissuewillbereferredtotheNationalGrievanceCommittee.

Section 18.Cross-reference to supplemental agreements, except as otherwisespecificallyprovidedherein,theprovisionsoftherespectivesupple-mental agreements shall have application to sleeper team drivers.

ARTICLE 54. OWNER/OPERATORSEFFECTIVE AUGUST 1, 1991Delete from road agreement and refer to Article 22 of the NMFA.

ARTICLE 55. VACATIONSSection 1.Employeeswillbeginearningvacationunderthenewvacationeli-gibilityscheduleeffectivewiththeirvacationeligibilityanniversa-rydatethatbeginsonorafterApril1,2018.Thenewvacationeli-gibility schedule shall be the vacation eligibility schedule in the applicable 2008 to 2013 supplemental agreements.

Vacation for vacation anniversary dates effective April 1, 2013 to March31,2018wasorisbeingearnedundertheprioreligibilityscheduleandwillbesubjecttothetermsofthatbargainingagree-mentandwillnotbeaffected.Noemployeeshallbesubjecttothelossofmorethan1weekofvacationpervacationanniversaryyearearned from April 1, 2013 to March 31, 2018.

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EmployeescoveredbythisAgreementwhohaveworkedsixtyper-cent(60%)ormoreofthetotalworkingdaysduringanytwelve(12)monthperiodshallreceiveavacationwithpayofsix(6)consecu-tiveworkingdaysorone(1)weekwheretheyhavebeenemployedone(1)year,andtwelve(12)consecutiveworkingdaysortwo(2)weekswheretheyhavebeenemployedtwo(2)yearsormore.

Employeesshallreceiveavacationwithpayofeighteen(18)con-secutiveworking days or three (3)weekswhere they have beenemployedeight(8)yearsormore.

Employees shall receiveavacationwithpayof twenty-four (24)consecutiveworkingdaysorfour(4)weekswheretheyhavebeenemployedfifteen(15)yearsormore.

Avacationoffive(5)weeksshallbegrantedwithpaytoallem-ployeeswheretheyhavebeenemployedtwenty(20)yearsormore.

Avacationofsix(6)weeksshallbegrantedwithpaytoallemploy-eeswhohaveworkedfortheEmployerforaperiodofthirty(30)yearsormore;providedhowever,attheoptionoftheemployee,theemployeeshalleithertakethefourth(4th),fifth(5th),and/orsixth(6th)weekofvacationorshall takeonlythree(3)weeksandre-ceivecompensationforthefourth(4th),fifth(5th),andsixth(6th)weeksofvacation.Theemployeeshallnotbeallowedtoworkthefourth(4th),fifth(5th)orsixth(6th)weekofvacationifanyquali-fiedemployeeisonlayoff.

An employeewho chooses towork during the fourth (4th), fifth(5th)andsixth(6th)weekofvacationshallbedispatchedfromthebottom of the extra board only.

Whereeachsix (6)workingdays ismentionedabove it refers torelay drivers.Where eachweek ismentioned it refers to sleeperdrivers.

Compensation for the fourth (4th), fifth (5th) and/or sixth (6th)weekfor relaydriversshallbecomputedon thebasisofonefif-ty-second(1/52nd)oftheemployee’searningsforthetwelve(12)

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month period preceding the vacation period. Employees shall be giventheirvacation,uponnoticeofone(1)weektotheEmployer.

Employeesmaytaketheirvacationinincrementsofone(1)weekat a time.

Atleastfifteenpercent(15%)oftheemployeesattheterminalin-volved shall be permitted to take their vacation at the same time.

Atleastsixteenpercent(16%)oftheemployeesattheterminalin-volved shall be permitted to take their vacation at the same time during the months of June, July, and August.

Past practice shall prevail both as to the time of taking vacation and the number of employees entitled to be off on vacation at any time providedthataminimumoffifteenpercent(15%)ofthetotalnum-berofemployeesbyclassificationshallbepermittedtogoonvaca-tionbetweenMay1standOctober1steachyear.

Incremental Vacations1.Itisagreedthataroaddrivermaysplittwo(2)weeksofhis/herearnedvacation(twelve(12)daystotal).

2.Itisfurtheragreedthataroaddriverwiththree(3)ormoreweeksofvacationmaysplit three (3)weeksofhis/herearnedvacation.However,vacationcannotbesplitcausinganemployeetomissex-trawork.Example: a laydownbiddrivermust take incrementalvacations in two (2)day, four (4)day, six (6)daysegments,etc.Extra board or turn around bid may take daily vacation or any other combination.

3.Aminimumofforty-eight(48)hours’noticewillberequiredpriortotakingsegmentalvacation,unlessmutuallyagreedotherwise.

4.TheEmployerwillverifytherequestpriortothesegmentbeingtaken.

5.Thenumberofdrivers takingoffwillbesubject to thefifteenpercent(15%)provisionabove.

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6.Senioritywillcontrolwhenmorerequestsaremadethancanbepermittedtobeoff,andone(1)weekincrementswilltakepriorityover segments.

7.Duringtheforty-eight(48)hourspriortothevacationsegment,nobumpingwillbepermitted.

8. There shall be no runaround claims for missed vacation, due to this agreed split.

9.TheCompanymaypaytheentireweekvacationwhenthefirst(1st)segmentistaken,unlesstheemployeerequestsinwriting,tobe paid on his regular payday for the segment taken.

Section 2.Itisunderstoodthatduringthefirst(1st)yearofemploymenttheemployeemustworksixtypercent(60%)ofthetotalworkingdaysinordertoobtainhis/hervacationandmusthavebeenemployedfor the full year. During the second and subsequent year, the em-ployeemusthaveworkedsixtypercent(60%)ofthetotalworkingdays of the year, but need not be employed for the full year to be eligibleforthevacation.Indeterminingthesixtypercent(60%)ofdaysworked, includeallpaiddayssuchasholidaypay,vacationdays,sick/personalleave,juryduty,funeralleave,intherespectiveyear of vacation accrual.Nomore than one (1) vacationwill beearnedinanytwelve(12)monthperiod.

Vacationwhichhasbeenaccruedcanbetakenconsecutivelywithvacationthathasbeenearnedonsixtypercent(60%).

Section 3.Thefullweekofpayshallbecomputedbydividingthecompensa-tionreceivedbytheemployeeduringthetwelve(12)monthperiodbythenumberofdaysworkedinsaidperiodandthenmultiplyingtheresultbysix(6).

Theworkdayandnotthecalendardayshallbethebasisforcom-putingthenumberofdaysworkedunderthisSection.

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Time lost due to sickness or injury shall be considered daysworkedbutshallnotbeincludedincomputationtodetermineav-eragedailyearnings.Thisshallnotapplywhereanemployeehasbeenoffduetosicknessorinjurymorethanfiftypercent(50%)oftheworkdaysduringtheyear.

Section 4.When an employee’s paid vacation period accrues or is payableduringaperiodinwhichhe/sheisotherwiseentitledtounemploy-mentcompensation,theemployee’srighttoandpaymentforsuchvacation shall be deferred until termination of the unemployment benefitperiod.TheEmployerwaivestheprivilegeofallocatingva-cationpaytopast,present,orfutureweeksofunemployment.

ARTICLE 56. HOLIDAYS

The following holidays shall be paid for at the rate of eight (8)hours’payfortheholidayinadditiontoanymoniesanemployeemayearnonsuchholidays:NewYear’sDay,MemorialDay,Fourthof July, Labor Day, Thanksgiving Day, Friday after Thanksgiving, the employee’s birthday, employee’s anniversarydate,ChristmasEve Day, Christmas Day, and VE and VJ Days if either be declared anationalholidaybytheUSGovernment.NewOrleansshallretainMardi Gras as a holiday instead of Memorial Day listed above. The employee’sanniversarydateshallapplyinOklahoma.Employeesin Oklahoma shall receive a personal holiday.

In order to qualify for holiday pay, it is provided that the regular extraemployeemustworktheregularworkdayimmediatelypre-cedingorfollowingtheholiday,ifsaidemployeeisrequestedtosoandhasnotexhaustedhis/herhoursofwork,orunlesshe/she isunable towork on account of proven illness, or unless absencemutually agreed.

Ifaholidayfallswithinthevacationperiodofaregularemployeehe/sheshallreceivepayforsuchholidayinadditiontohis/herva-cation pay.

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Regular employees shall be paid holiday pay for any holiday that occurswithinthirty(30)daysaftertheyarelaidoff,suchholidaypayshallbeequivalenttoeight(8)hoursatthestraighttimehourlyratespecifiedintheAgreement.

Regularroaddriversperformingworkontheholidaysstatedaboveshallbepaidatotaloffour(4)straighttimehours,inadditionhol-iday pay, except in no event shall the application of this provision provideformorethanatotaloftwelve(12)straighttimehoursofholidaypay, except for the following: In the event a roaddrivershouldhavetwo(2)holidaysfallonthesameday,he/shewillbecompensatedfortwo(2)workedholidaysandamaximumoftwen-ty-four(24)straighttimehoursofholidaypay.

Adrivermaytakeapersonalholiday(birthdayoranniversary)anydayoftheweekitfallsoranydaythefollowingweek,providedtheemployeegivestheCompanyseven(7)dayswrittennoticepriortotheactualdateoftheholiday.Abidlaydowndriverwouldbere-quiredtouseacompensateddaytocoverthesecond(2ndday).

ARTICLE 57. HEALTH AND WELFARE

NOTE:EffectiveApril1,2008,theweeklybenefitpaymenttriggerwillbethree(3)daysworkedperweek.

Effective August 1, 2018, the contribution of four hundred and one dollarsandthirteencents($401.13)wasmadetotheCentralStates,SoutheastandSouthwestAreasHealthandWelfareFund.For thecontribution rate increases due each year of the Agreement, the Sup-plementalNegotiatingCommitteesshallallocatethefollowingcon-tribution rate increases to the Health and Welfare Fund. Due August 1, 2019, the Supplemental Negotiating Committees shall allocate forty-centsperhour($0.40perhour);dueAugust1,2020,theSup-plementalNegotiatingCommitteesshallallocateforty-twocentsperhour($0.42perhour);dueAugust1,2021,theSupplementalNego-tiating Committees shall allocate fifty cents per hour ($0.50 perhour);anddueAugust1,2022,theSupplementalNegotiatingCom-mitteesshallallocatefiftycentsperhour($0.50perhour).

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Contributions will be made to the Central States, Southeast andSouthwestAreaHealthandWelfareFund,orotherapplicablefundforeachweekinwhicharegularemployeeworksoriscompensatedforatleastthree(3)daysortoursofdutyinthecontributionweek.

Forregularemployeeswhoworkorarecompensatedone(1)dayortourofdutyinthecontributionweek,thecontributionrateshallbethirty-fourdollars($34.00).Thisprovisionshallonlyapplytoreg-ularemployeescoveredbythisAgreementwhohavebeenonthepayrollthirty(30)daysormore.

Bytheexecutionof thisAgreement, theEmployerauthorizestheappropriate Employer Associations to enter into appropriate trust agreements necessary for the administration of such Fund, and to designate the Employer trustees under such agreement, hereby waivingallnoticethereofandratifyingallactionsalreadytakenortobetakenbytrusteeswithinthescopeoftheirauthority.

Ifanemployeeisabsentbecauseofillnessoroff-the-jobinjuryandnotifiestheEmployerofsuchabsence,theEmployershallcontinuetomaketherequiredfullweeklycontributionsforaperiodoffour(4)weeksbeginningwiththefirst(1st)weekaftercontributionsforactive employment ceases.

Ifanemployeeisinjuredonthejob,theEmployershallcontinuetopaytherequiredfullweeklycontributionsuntilsuchemployeere-turnstowork;however,suchcontributionsshallnotbepaidforaperiodofmore than twelve (12)months beginningwith thefirst(1st)weekaftercontributionsforactiveemploymentceases.

If an employee is granted a leave of absence, the Employer shall collect from said employee, prior to the leave of absence being ef-fective,sufficientmoniestopaytherequiredfullweeklycontribu-tions into the Health and Welfare Fund during the period of ab-sence.

TheEmployershallpaythefullweeklyhealthandwelfarecontri-butionforanyactiveemployeeonthesenioritylistwhoisavailableforworktheentirecontributionweek.

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Disputes or questions of interpretation concerning the requirement to makecontributionsonbehalfofparticularemployeesorclassifica-tions of employees shall be submitted directly to the Regional Joint Area Committee by either the Employer, the Local Union, or the trustees. In the event of such referral, the Employer shall not be deemedtobedelinquentwhilethematterisbeingconsidered,butiftheRegional JointAreaCommittee, bymajority vote, determinesthat contributions are required, the Employer shall pay to the Trust Fundtheamountsduetogetherwithanyotherchargesuniformlyap-plicable to past due contributions. The Regional Joint Area Commit-teemayalsodeterminewhethertheEmployerclaimwasbonafide.

The Trustees or their designated representatives shall have the author-itytoauditthepayrollandwagerecordsoftheEmployerforallindi-vidualsperformingworkwithinthescopeofand/orcoveredbythisAgreement, for the purpose of determining the accuracy of contribu-tions to the funds and adherence to the requirements of this Agree-ment regarding coverage and contributions. For purposes of such au-dit, the Trustees or their designated representatives shall have access to the payroll andwage records of any individual, including own-er-operators, lesser and employees of fleet owners (excluding anysupervisory, managerial and/or confidential employees of the Em-ployer)who the trusteesor theirdesignated representatives reason-ablybelievemaybesubjecttotheEmployercontributionobligation.

NOTE:OnJune19,1985,theU.S.SupremeCourtissueditsdeci-sion in Central States, Southeast and Southwest Areas PensionFundv.CentralTransport,Inc.,affirmingtherightofthetrusteestohave access to payroll, tax and other personnel records of all Em-ployersemployees,forpurposesofdeterminingwhichemployeeswereeligibleplanparticipantscoveredbythecollectivebargainingagreement.Thisdecisionisconsistentwiththeunderstandingandintention of the parties to this Agreement.

Thereshallbenodeductionfromequipmentrentalofowner-oper-ators by virtue of the contributions made to the Health and Welfare Fund,regardlessofwhethertheequipmentrentalisattheminimumrateormore,andregardlessofthemannerofcomputationofown-er-operator compensation.

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Employers presently making payments to the Central States, South-eastandSouthwestAreasHealthandWelfareFund,andEmployerswhomaysubsequentlybegintomakepaymentstosuchfund,shallcontinue to make such payments for the life of this Agreement, Action on delinquent contributions may be instituted by either the LocalUnion,theRegion,ortheTrustees.Employerswhoaredelin-quentmustalsopayallattorney’sfeesandcostsofcollection.

ARTICLE 58. PENSION

Effective August 1, 2018, the Employer contributed to the Central States,SoutheastandSouthwestAreasPensionFundthesumofsix-ty-eightdollarsandfortycents(68.40)perdayortourofdutyeitherworkedorcompensated,toamaximumofthreehundredforty-twodollars($342.00)perweek,foreachregularemployeecoveredbythisAgreement who has been on the payroll thirty (30) days ormore.ThePensionFundscontributionratesshallbefrozenatthoserates required by the applicable pension fund as of March 31, 2018 for the duration of this agreement. Neither the Company nor any Pension Fund is permitted to require contributions for payments of any assessments, co-pays, fees or surcharges from any employee or unionentitysignatoryheretoasaresultofthefrozenrate.

Thisshallnotapplytoabonafideprobationaryemployeewhoisnotifiedinwriting,withacopytotheLocalUnion,atthebeginningofhisemploymentthatheisaprobationaryemployee.However,ifsuch probationary employee does not accomplish seniority under the provisions of the contract, but is terminated during the proba-tionaryperiod,theEmployermustgivewrittennoticeofsuchter-mination to the LocalUnion and hemust then complywith thecontract provisions for pension payments for each day of employ-mentasifhewereacasualemployee.Anyviolationofthisprovi-sionshallbesubjecttothegrievanceprocedure.

ThisfundshallbetheCentralStates,SoutheastandSouthwestAr-eas Pension Fund. There shall be no other pension fund under this Agreement for operations under this Agreement or for operations undertheSouthernRegionAreaAgreementstowhichEmployerswhoarepartytothisAgreementarealsoparties.

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Bytheexecutionof thisAgreement, theEmployerauthorizestheappropriate Employer Associations to enter into appropriate trust agreements necessary for the administration of such fund, and to designate the Employer trustees under such agreement, hereby waivingallnoticethereofandratifyingallactionsalreadytakenortobetakenbysuchtrusteeswithinthescopeoftheirauthority.

Ifanemployeeisabsentbecauseofillnessoroff-the-jobinjuryandnotifiestheEmployerofsuchabsence,theEmployershallcontinuetomake therequiredcontributions(five(5)daysperweek)foraperiodoffour(4)weeksbeginningwiththefirst(1st)weekaftercontributions for active employment ceases.

Ifanemployeeisinjuredonthejob,theEmployershallcontinuetopaytherequiredcontributions(five(5)daysperweek)untilsuchemployeereturnstowork;however,suchcontributionsshallnotbepaidforaperiodofmorethantwelve(12)monthsbeginningwiththefirst(1st)weekaftercontributionsforactiveemploymentceas-es.

If an employee is granted a leave of absence, the Employer shall collect from said employee, prior to the leave of absence being ef-fective,sufficientmoniestopaytherequiredcontributions(five(5)daysperweek)intothePensionFundduringtheperiodofabsence.

At the end of the calendar year, the Employer shall pay the daily pensioncontributionfordaysavailabletowork,onlyforthenum-ber of days needed to provide a minimum of one hundred and eighty(180)daysofpensioncontributionfortheyearforaregularemployee. The payment of the pension contribution for days avail-ableonlyappliestoactiveemployeesonthesenioritylistwhoareavailableforworktheentirecontributionweek.

Disputes or questions of interpretation concerning the requirement to make contributions on behalf of particular employees or classi-ficationsofemployeesshallbesubmitteddirectlytotheRegionalJoint Area Committee by either the Employer, the Local Union, or the trustees. In the event of such referral, the Employer shall not be deemedtobedelinquentwhilethematterisbeingconsidered,but

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if the Regional JointArea Committee, by majority vote, deter-mines that contributions are required, the Employer shall pay to the trust Fund the amounts due togetherwith any other chargesuniformly applicable to past due contributions. The Regional Joint AreaCommitteemayalsodeterminewhethertheEmployerclaimwasbonafide.

The trustees or their designated representatives shall have the au-thoritytoauditthepayrollandwagerecordsoftheEmployerforallindividualsperformingworkwithinthescopeofand/orcoveredbythis Agreement, for the purpose of determining the accuracy of contributions to the funds and adherence to the requirements of this Agreement regarding coverage and contributions. For purposes of such audit, the trustees or their designated representatives shall haveaccesstothepayrollandwagerecordsofanyindividual,in-cludingowner-operators,lesserandemployeesoffleetowners(ex-cludinganysupervisory,managerialand/orconfidentialemployeesoftheEmployer)whotheTrusteesortheirdesignatedrepresenta-tivesreasonablybelievemaybesubjecttotheEmployercontribu-tion obligation.

NOTE:OnJune19,1985,theU.S.SupremeCourtissueditsdeci-sion in Central States, Southeast and Southwest Areas PensionFundv.CentralTransport,Inc.,affirmingtherightoftheTrusteesto have access to payroll, tax and other personnel records of all Employersemployees,forpurposesofdeterminingwhichemploy-eeswereeligibleplanparticipantscoveredby thecollectivebar-gainingagreement.Thisdecisionisconsistentwiththeunderstand-ing and intention of the parties to this Agreement.

Thereshallbenodeductionfromequipmentrentalofowner-oper-ators, by virtue of the contributions made to the Pension Fund, re-gardlessofwhethertheequipmentrentalisattheminimumrateormore,andregardlessofthemannerofcomputationofowner-oper-ator compensation.

Action for delinquent contributions may be instituted by either the LocalUnion,theAreaRegion,ortheTrusteesEmployerswhoaredelinquentmustalsopayallattorney’sfeesandcostsofcollection.

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ARTICLE 59. STEEL HAUL ONLYSection 1. Description of CommoditiesThedescriptionofironandsteelitemsisasfollows:

AnglesBandsBarsBeamsBilletsBlanks(stampingorshapesunfinishedinbundlesorlifts)ChannelsCoilsPilingsPlatesRodsSheetsSkelpsSlabsStripTubingCoiled rodsWire in bundlesRollingmillrollsandindividualcastingsweighingmorethan250pounds.

Section 2. Pickup and DeliveryOne(1)pickupandone(1)deliveryofasolidloadmaybemadebytheroaddriversintheeventsamecanbeperformedwithintheIn-terstateCommerceCommissionregulations,provided,however,nodrivershallbecompelledtomakedeliveryatfinaldestination,whohasworkedand/ordriventen(10)hours.

There shall be no pickup or delivery of a solid load in the area un-der the jurisdictionof I.B.T.Locals710,705,721,782,801andindependent Local 705, in the Chicago area, other than those that maybepermittedunderthetermsofsuchLocals’Agreements.

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Section 3. Rates of PayTheminimumratesofpayforequipmentownedanddrivenbytheowner/drivershallbeasfollows:

(a)Singleaxletractoronly39.6¢

(b)Tandemaxle,tractoronly42.8¢

(c)Mediumtractorandsingleaxlesemi-trailer45.3¢

(d)Mediumtractorandtandemtrailer45.3¢

(e)Mediumtruckand4wheeltrailer45.3¢

(f)Largetractor,singleaxlesemi-trailerand4wheeltrailer47.8¢

(g)Largetractor,tandemaxlesemi-trailerand4wheeltrailer48.8¢

(h)Theaboveratesfordeadheadingwillapply.

NOTE:Amediumtractorormediumtruckisdefinedasatractorortruckwhichhasamotorof300to400cubicinches.Alargetractorisdefinedasatractorwhichhasamotorof400to500cubicinches.

Thereshallbenoreductionswherethepresentbasisofpaymentishigher than the minimums established herein for this type of oper-ation.Where owner/operator is paid on a percentage or tonnagebasis and the operating company reduces its tariff, the percentage ortonnagebasisofpaymentshallbeautomaticallyadjustedsothatthe owner/operator suffers no reduction in equipment rental orwages,orboth.

Section 4. Minimum Rental RatesIt is understood and agreed that the above mileage rates are mini-mum rates of pay for rental of equipment. In the event that compa-nies pay on a percentage or tonnage basis in order to test as to whetherornot theaboveminimummileageratesarebeingpaid,suchtestsshallbeforaperiodoftwo(2)weeksorsemimonthly.

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ARTICLE 60. PERISHABLE COMMODITIES ONLYSection 1. Description of CommoditiesThedescriptionoftheperishablecommoditiesisasfollows:

Fresh meatPoultry,eggsandbutter(freshorfrozen)Fluid milkFrozenfoodsFresh fruits and vegetablesFresh dairy products

Section 2. Pickup and DeliveryOne(1)pickupandone(1)deliveryofasolidloadmaybemadebytheroaddriverintheeventsamecanbeperformedwithintheInter-stateCommerceCommission regulations; provided, however, nodriver shall be compelled tomake a delivery at final destinationwhohasworkedand/ordrivenmorethanten(10)hours.Theem-ployee shall not be required to physically load or unload full load whereEmployermaintainsterminalinterminalcity.

Wherelocalconditionsdonotnowpermitanysuchpickupand/ordelivery, such conditions shall continue. There shall be no pickup ordeliveryofasolidloadintheareaunderthejurisdictionoftheI.B.T. Locals 710, 705, 721, 782, 801 and Independent Local 705, in the Chicago area, other than those that may be permitted under thetermsofsuchLocals’agreements.

ARTICLE 61. FUNERAL LEAVE

Intheeventofadeathinthefamily(father,mother,wife,husband,brother,sister,sonordaughter)aregularemployeeshallbeentitledtoamaximumofthree(3)daysoffwithpaytoattendthefuneral.Intheeventofadeathofanemployee’smother-in-law,father-in-laworspouse’sbrotherorsister,aregularemployeeshallbeenti-tled to one (1) dayoffwith pay, to attend the funeral.A regularemployeeshallbeentitledtothree(3)daysfuneralleaveduringtheperiod from and including the day of the death of the designated

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relative to and including the day of the funeral, and at the option of theEmployeehe/shemaytakethedayafterthefuneralwithpropernotification,ifallotherconditionssetforthhereinaremet:

(1)Tobeeligible for funeral leave, theemployeemustattendormakeabonafideefforttoattend,thefuneral.

(2)Payforcompensablefuneralleaveshallbeforeight(8)hoursatthe straight-time hourly rate.

(3) Funeral leave is not compensable when the employee is onleaveofabsence,vacation,bonafide lay-off, sick leave,holiday,Worker’sCompensation,orjuryduty.

(4)Therelativesdesignatedshallincludebrothersandsistershav-ing one parent in common; and those relationships generally called “step,” providing persons in such relationship have lived or have been raised in the family home and have continued an active fam-ily relationship.

In order to receive pay for time lost, the days involved must be days forwhichtheemployeewouldotherwisebecompensated

Ifthefuneralisbeyondthreehundredfifty(350)milesofthehomedomicile the employee could be paid if it falls on a compensable workdayorone(1)dayofthethree(3)paidfuneralleavedaysmaybe used the day after the funeral, if requested by the employee.

ARTICLE 62. MOONLIGHTING

TheEmployershallnotemployinanycapacityanypersonwhoisotherwiseregularlyemployed,provided,however:

(a)ThisProvisionshallnotapplywheretheEmployerispresentlyusingotherwiseregularlyemployedpersonswhohaveacquiredse-niorityandarereceivingallotherbenefitsoftheagreementinclud-ingfringebenefits.Suchpersonsmaybecontinuedinemployment.

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(b)TheEmployermayhirepersonswhoareotherwiseregularlyem-ployedifothermanpowerisnotavailable.Disagreementastoavail-ability shall be subject to the grievance procedure. Such personsshallreceiveallbenefitstheyareentitledtounderthisAgreement.

( c) In the event of layoff, employeeswho have regular outsideemployment shall befirst laid off regardless of such employee’sseniority standing unless such employee immediately terminates suchoutsideemploymentIntheeventtherearetwoormoreem-ployees having regular outside employment, the Employer shall lay off the employee having the latest date of hire. Any employee so laid off shall, as a condition of recall, terminate other regular em-ploymentwhichhe/shemayhave,unlessqualifiedforrecallunderItem(b)above.

Anyemployeeemployedunder the termsof thisAgreementwhoworksatotalofforty(40)ormorehoursaweekforoneEmployercovered by a local cartage or road agreement shall receive double time for all work in excess of forty (40) hours he/she works inworkweekfromthesecondEmployerforwhomsuchhoursinex-cessofforty(40)hoursisperformedaftertheEmployerisnotifiedby the Local Union.

Employees hired prior to August 1964, or the effective date of the 1964contract,havingtwo(2)regular(evenifpart-time)jobs(ac-quiredbeforeAugust1964)areprotectedinsofarastheirseniorityunderthisAgreementwiththefollowingexceptions:

(1)Ifthereisalayoffandemployeesworkingexclusivelyforatruck-ingcompanyhavingsenioritystatuswouldbelaidoffiftheemploy-eewiththetworegularorpart-timejobsabovecontinuestowork,theindividualabovewithtworegularorpart-timejobswouldbelaidofffirstunlesstheemployeeelectedtogiveuptheotheroutsidejob.

(2)Ifanemployeewithlesserseniorityislaidoffatthesametimeastheindividualhavingtworegularorpart-timejobsandelectingtokeepbothjobs,andthereisarecallforadditionalemployees,theemployee having exclusive employment under this Agreement wouldbesubjecttorecallfirst.

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(3)Theonlytimetheemployeewithtwo(2)regularorpart-timejobswouldbesubjecttorecallwouldbewhenallemployeeswithsenioritywerereturnedtoworkandadditionalemployeesareneed-ed,subjecttoparagraph(b)ofthisArticle.

(4)Thisappliestoregularorpart-timeemployeeswithtwo(2)jobs.

(5)ThisshallnotprohibittheLocalUnionandtheEmployerfromworkingoutmutualproblemsforthebenefitofthepartiesconcerned.

(6)TheprovisionsofthisArticleshallnotapplywhereafull-timeemployeewith seniority in classification covered by thisAgree-mentworksonasecondjobonhis/heroffdaysoroffnightsoutsideof the trucking industry.

ARTICLE 63. TERM OF AGREEMENTThe termof thisSupplementalAgreement is subject to and con-trolled by all of the provisions of Article 39 of the National Agree-mentbetweenthepartieshereto.

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NEGOTIATING COMMITTEES

FOR THE LOCAL UNIONS:TEAMSTERS NATIONAL FREIGHT INDUSTRY

NEGOTIATING COMMITTEELendon Grisham, Southern Region Freight Coordinator

HowardBoykin,TeamstersLocal480Johnny Gabriel, Teamsters Local 528

John Gale, Teamsters Local 878

FOR THE EMPLOYERS:Tony Nations, Chairman

Bob WadeNick Ricke

DerrickMcElwaney

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IN WITNESS WHEREOF, the undersigned duly execute The NationalMasterAgreement andSupplementalAgreement (andAddenda,ifany)setforthherein.

FORTHEUNION:LOCALUNIONNo.__________________,AffiliateofI.B.ofT.

By __________________________________________________(Signed)

Its __________________________________________________(Title)

FORTHEEMPLOYER:

_____________________________________________________(Employer)

By __________________________________________________(Signed)

Its __________________________________________________(Title)

HomeOfficeAddress:

_____________________________________________________(Street)

_____________________________________________________(City/State)

_____________________________________________________(DateSigned)

ABF SOUTHERN REGION AREA LOCAL FREIGHT FORWARDING GARAGE

SUPPLEMENTAL AGREEMENT

For the Period of April 1, 2018 through June 30, 2023

PREAMBLE ................................................................................313ARTICLE 40. OPERATIONS AND EMPLOYEES

COVERED .............................................................................314 Section 1. Scope of Agreement ..............................................314 Section 2. Employees Covered ..............................................314ARTICLE 41. PROBATIONARY AND CASUAL

EMPLOYEES ........................................................................315 Section 1. Probationary Employees .......................................315 Section 2. Casual Employees .................................................315 Section 3. Preferential Casuals...............................................318 Section 4. ..............................................................................319 Section 5. ..............................................................................319ARTICLE 42. SENIORITY .........................................................319 Section 1. ..............................................................................319 Section 2. Reduction in Force ................................................321 Section 3. ..............................................................................323 Section 4. Bulletining of Jobs ................................................324 Section 5. ..............................................................................324 Section 6. ..............................................................................325 Section 7. ..............................................................................325ARTICLE 43. ABSENCE ............................................................325 Section 1. Time Off for Union Activities ...............................325 Section 2. Leave of Absence ..................................................325ARTICLE 44. GRIEVANCE COMMITTEES ............................327 Section 1. ..............................................................................327 Section 2. Area Committee ....................................................328 Section 3. Function of the Committees ..................................329 Section 4. Subcommittees ......................................................329ARTICLE 45. GRIEVANCE MACHINERY AND

UNION LIABILITY ..............................................................329 Section 1. ..............................................................................329 Section 2. Referral of Interpretation ......................................330 Section 3. Examination of Records ........................................331 Section 4. National Grievance Committee .............................331 Section 5. Committee Expense ..............................................331ARTICLE 46. DISCHARGE OR SUSPENSION .......................331 Section 1. ..............................................................................331 Section 2. ..............................................................................332

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TABLE OF CONTENTS

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ARTICLE 47. EXAMINATIONS AND IDENTIFICATION ......333ARTICLE 48. PAY PERIOD .......................................................334ARTICLE 49. WASHROOMS AND LUNCH ROOMS .............335ARTICLE 50. HEALTH AND WELFARE .................................336ARTICLE 51. PENSION .............................................................339ARTICLE 52. VACATIONS ........................................................341

Section 1. ..............................................................................342 Section 2. ..............................................................................342 Section 3. ..............................................................................342 Section 4. ..............................................................................342 Section 5. ..............................................................................342 Section 6. ..............................................................................342 Section 7. ..............................................................................343 Section 8. ..............................................................................344 Section 9. ..............................................................................344ARTICLE 53. HOLIDAYS ..........................................................345ARTICLE 54. PAID-FOR TIME .................................................346 Section 1. General ..................................................................346 Section 2. Call-back Time ......................................................347 Section 3. Meal Period ...........................................................347ARTICLE 55. WAGES AND HOURS ........................................347 Section 1. Hours .....................................................................347 Section 2. Rates of Pay ..........................................................349 Section 3. Unassigned Employees .........................................351 Section 4. ..............................................................................353 Section 5. ..............................................................................353 Section 6. ..............................................................................353 Section7.WorkinOtherClassifications ...............................353 Section 8. ..............................................................................354 Section 9. ..............................................................................354 Section 10. ............................................................................354 Section 11. ............................................................................354 Section 12. ............................................................................354 Section 13. ............................................................................355 Section 14. ............................................................................355 Section 15. ............................................................................356 Section 16. Road Work ..........................................................356 Section 17. ............................................................................356 Section 18. Protective Equipment ..........................................357 Section 19. Tools ....................................................................357

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ARTICLE 56. FARM OUT ..........................................................358ARTICLE 57. FUNERAL LEAVE ..............................................359ARTICLE 58. ADDENDA ...........................................................361ARTICLE 59. ELIMINATION OF BONUS ...............................361ARTICLE 60. MOONLIGHTING ...............................................361ARTICLE 61. TERM OF AGREEMENT ...................................363

ABF SOUTHERN REGION AREA LOCAL FREIGHT FORWARDING GARAGE

SUPPLEMENTAL AGREEMENT

Covering Employees of ABF Freight System Inc.

For the Period of APRIL 1, 2018 through JUNE 30, 2023

Covering the Operations in the Territory of: ALABAMA, ARKANSAS, FLORIDA,

GEORGIA, LOUISIANA, MISSISSIPPI, OKLAHOMA, TENNESSEE, TEXAS, and

the City of ASHEVILLE, N.C.

PREAMBLE

To cover the employees employed in the Mechanical and Service Department in the operation of Common, Contract, and Private Carriers in the States of Alabama, Arkansas, Florida, Georgia, Lou-isiana, Mississippi, Oklahoma, Tennessee, Texas, and the City of Asheville, N.C.

ABF Freight System, Inc. hereinafter referred to as the “Employ-er,” and the Southern Region of Teamsters and Local Union No.________, affiliated with the International Brotherhood ofTeamsters, hereinafter referred to as the “Union,” agree to be bound by the terms and provisions of this Agreement.

ThisABFLocalFreightForwardingGarageSupplementalAgree-ment is supplemental to and becomes a part of the National Master Freight Agreement, hereinafter referred to as the ‘Master Agree-

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ment” for the period commencingApril 1, 2018, whichMasterAgreement shall prevail over the provisions of this Supplement in anycaseofconflictbetweenthetwo,exceptassuchMasterAgree-ment may specifically permit. Questions arising out of allegedconflicts shall be submitted directly to the National GrievanceCommittee.

Theemployer’srecognizetheneedtoprovidethenecessarytech-nical tools and training for mechanics that are required to perform maintenanceandrepairofequipment.TheCompanywilldeter-mine the type of training, tools and equipment required for bar-gaining unit employees. The Company understands that training of mechanics is necessary due to the continued technological changes when new equipment is introduced into the operatingcompany system.

ARTICLE 40. OPERATIONS AND EMPLOYEES COVERED

Section 1. Scope of Agreement(a)Theexecutionof thisAgreementon thepartof theEmployershall cover all the Mechanical and Service operations of the Em-ployer in said described area.

(b) If the Employer begins operating a terminal in a citywherethereisnownoterminal,theEmployeragreesthatassoonastheUnionshowstheEmployerauthorizationssignedbythemajorityofthe mechanical and service employees, this Agreement shall auto-matically become effective.

Section 2. Employees CoveredEmployees covered by this Agreement shall be construed to mean any Lead Mechanic, Mechanic, Mechanic Helper, Parts Man and ServiceMan,etc.,oranyotherclassificationofworkwhenusedtodefeat the purpose of this Agreement.

Undernocircumstanceswilloutofclassificationemployeesbeuti-lizedintheOver-the-Roadoperation.

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ARTICLE 41. PROBATIONARY AND CASUAL EMPLOYEES

Section 1. Probationary EmployeesA probationary employee, being considered for regular employment, shallworkundertheprovisionsofthisAgreement,butshallbeem-ployedonlyonathirty(30)daytrialbasis,duringwhichperiodhe/shemaybedischargedwithoutfurtherrecourse;provided,however,that the Employer may not discharge or discipline for the purpose of evading this Agreement or discriminate against Union members.

The Union and the Employer may agree to extend the probationary periodfornotmorethanthirty(30)days,buttheprobationaryem-ployeemustagreetotheextensioninwriting.

A probationary employee who is terminated by the Employerduringtheprobationaryperiodandisthenworkedagainatanytimeduringthenextfulltwelve(12)monthsatanyofthatEmployer’slocationswithin the jurisdictionof theLocalUnioncovering theterminalwhere he/she firstworked, except in those jurisdictionswheretheLocalUnionmaintainsahiringhall,shallbeaddedtotheregularsenioritylistwithasenioritydateasofthedatethatpersonissubsequentlyworked.

Probationaryemployeesshallbepaidat thenewhirerateofpayduringtheprobationaryperiod;however,iftheemployeeistermi-natedbytheEmployerduringsuchperiod,he/sheshallbecompen-satedatthefullcontractrateofpayforallhoursworkedretroactivetothefirstdayworkedinsuchperiod.

Section 2. Casual EmployeesCasual employees shall only be used to supplement a regular shift andwillbeterminatednotlaterthantheregularshifttheyaresup-plementing.Nocasualemployeemayworkpasttheendoftheshifthe/sheissupplementingorreplacing.Casualsshallnotworkover-timeontheshiftunlessallregularemployeesworkingtheshifttheyare supplementing or replacing have been offered overtime, regard-less of the work being performed. The only exceptions to this

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wouldbeifthecasualhasworkedpasttheirsixthhour,he/shemaycompletehis/hereighthoursorunlesstherearenoregularsonthesame shift in the same area of the city.

Eachcasualemployeeshallbeguaranteedfour(4)hourspaywhencalledtowork.If,however,theemployeeworksmorethansix(6)hours, the employee shall beguaranteedeight (8)hourspayandmaycompleteeight(8)hoursofwork.Theemployeemaybecalledtoworkmore than one (1) time each day, such asmorning andevening,ifusedtosupplementregularcrews.

Acasualemployeeisanindividualwhoisnotontheregularsenior-itylistandwhoisnotservingaprobationaryperiod.Acasualmaybe either a replacement casual or a supplemental casual as herein-after provided.

Casuals shall not have seniority status, Casuals shall not be dis-criminatedagainstforfutureemployment.CasualswhoarehiredwithaClassACDLwithnecessaryendorsementsorcasualsthatobtain a Class A CDL with necessary endorsements will be“CompanyQualified”within sixty (60) days of being hired ornotifying the company of obtaining the above stated license. At terminalsoflessthanfifty(50)employees,acasualmustpossessaClassACDLwithallthenecessaryendorsementsandmustbe“CompanyQualified”priortoplacementonthesenioritylistasaregular employee.

Replacementcasualsmaybeutilizedby theEmployer to replaceregularemployeeswhensuchregularemployeesareoffduetoill-ness, vacations, or other absence, and shall not be counted in the computation of adding employees to the regular seniority list. In orderfortheEmployersutilizationofreplacementcasualsnottobecounted in the computation of adding employees to the regular se-nioritylist,thereplacementcasualmustworktheshiftoftheregu-laremployeeorwithinthree(3)hoursofsaidregularemployee’sshift. In order for a casual to replace a regular employee, such casu-almustbequalifiedtoperformtheworkinthepositionvacatedbytheregularemployeehe/sheisreplacing;thecasualwillbecountedas a supplemental casual.

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When the absence of a regular employee continues beyond three (3)consecutivemonths,areplacementcasualshallnotthereafterbeusedtofillthatabsenceunlesstheEmployerandtheLocalUnionmutually agree to the continued use of a replacement casual.

Supplementarycasualsmaybeused tosupplementregularcrewsandforeachsix(6)man-hoursworkedperdayduringanythirty(30)daysofsuchtwo(2)calendarmonthperiodtheEmployerwilladd a regular employee. The Employer shall have the right of selec-tion of the employees to be added to the seniority list.

Casual employees shall not accrue seniority. The selected casuals employeesenioritydateshallbethedateofhis/herselection,how-ever,when theLocalUnionand theEmployeragree thatcasualshavequalifiedundertheprovisionsofthisAgreementtheEmployermustaddtheselectedemployeestotheregularsenioritylistwithinfourteen(14)calendardays.

A casual employeeworking over eight (8) hours per day and/orforty(40)hoursperweekforthesameEmployershallreceivetheapplicable rate of pay.

Casualhoursworked inparallel shall not be considered asman-hoursworkedtoqualifyforregularemploymentasprovidedabove.

Amonthlylistofallcasuals(supplementalorreplacement)and/orprobationary employees used during that month shall be submitted totheLocalUnionsbythetenth(10th)dayofthefollowingmonth.Suchlistshallshow:

(a)The employee’s name, address, telephone number and socialsecurity number;

(b)Thedatesworked;

(c)Theclassificationofworkperformedeachdayand thehoursworked;and

(d)Thename,ifapplicable,oftheemployeereplaced.

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This list shall be compiled on a daily basis, and shall be available forinspectionbyaUnionrepresentativeand/orshopsteward.

Section 3. Preferential CasualsWhenacasualisusedbytheEmployerforseventy(70)shiftsofsixhoursormore,withinsix(6)consecutivemonths,theEmploy-ershallprocessapersontobeplacedonthepreferentiallistwhenrequested to do so by the Local Union. The Employer shall have the right of selection of the individual to be processed for the pref-erential list.

Processingshallbecompletedwithinthirty(30)calendardaysaftertheaforementionedseventy(70)shiftsandnotificationoftheLocalUnion.

The Employer and the Local Union may agree to extend the pro-cessingperiodforamaximumofthirty(30)days,butthepreferen-tialcasualmustagreetotheextensioninwriting.

Processingofanycasualmaybewaivedwithawrittenagreementbetweentheindividual,theLocalUnionandtheEmployer.

Afterprocessing,ifthecasualmeetstheEmployer’shiringstan-dardsandqualificationsforregularemployment,theselectedca-sual shall be placed on a preferential casual list for future, regular employment and shall be selected for regular employment in the order inwhichhe/shewasplacedon thepreferential casual listandhe/she shallnotbe subject toanyprobationaryperiod.Theseniority date shall be the date the casual is put on the regular seniority list.

If the selectedcasualdoesnotmeet theEmployer’shiring stan-dardsandqualifications,orrefusestoacceptregularemploymentwhile on the preferential casual list, the casual and the LocalUnionshallbenotifiedinwritingandhis/heruseasacasualwillbe discontinued.

Acasual canonlymaintainpreferential statuswithone (1)Em-ployer.

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Casual employees on the preferential casual list shall be offered available,extraworkintheorderinwhichtheywereplacedonthe preferential list, provided the casual is qualified to perform therequiredwork.TheEmployershallnotbeobligatedtomakemore than one (1) call per casual per day to offer work. Theworkcallmustbeverifiedbyaunionmember,ifavailable.Pref-erential casuals shall be guaranteed six (6) hours pay whencalledtowork.

Preferential casuals may grieve any violation of this Article or any discipline.

TheLocalUnionmustnotifytheCompanyinwriting,thirty(30)days prior to implementation of a preferential casual list.

Section 4.The Employer agrees not to establish qualifications for employ-ment for the purpose of evading the terms of this Agreement or discriminating against Union members. Violation of this provision shallbesubjecttothegrievanceprocedure.

Section 5.SubterfugeorabuseofthisArticleissubjecttothegrievancepro-cedure.

ARTICLE 42. SENIORITYSection 1.Seniority Rights For Employees Shall Prevail.

Seniority shall be broken only by discharge, retirement, voluntary quit, absence from work for a ninety-six (96) hour period afterproper notice from the employer, the ninety-six (96) hour noticeexcludes Sundays and all holidays, including non-contractual holi-dayswhentheUnitedStatesPostalServiceisofficiallyclosed,fail-uretoanswerrecall,ormorethanafive(5)yearlayoff.Theabovetimelimitsfortheninety-six(96)hournoticeshallbeginwiththedayfollowingthepostmarkofpropernotification.

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Thepartiesagreethattheproperproceduretobefollowedwhenanemployeerefusesaworkorderis:

Whenanemployeerefusesadirectworkorderbyasupervisor,notinviolationofthelaworthiscontract,he/shewillbegivenawrit-tenwarning forhis/her refusal, stating thathe/shehasa ten (10)minutecoolingoffperiodtoreconsiderhis/herrefusal(suchascall-ingajobstewardand/orBusinessAgentforcounsel)andthatcon-tinuedfailuretoperformtheworkmayresultinhis/hercompleteloss of seniority.

Iftheemployeecontinuestorefusetheworkorderaftertheten(10)minutecoolingoffperiod,he/shemaybesubjecttocompletelossof seniority and immediately taken out of service.

Awrittennotificationassetforthabove,willnotberequiredforanemployeewhoisawayfromaterminalfacilityorisatadarkfacil-ity;butverifiable(witnessedbyajobsteward,whenavailableorabargainingunitemployeeand/orelectronicrecording)oralinstruc-tionswillsuffice.

Alloftheaboveissubjecttothegrievanceprocedure.

Intheeventofalayoff,anemployeesolaidoffshallbegiventwo(2)weeks’noticeofrecallbycertifiedmailtohis/herlastknownhome address. In the event the employee fails tomake himself/herselfavailableforworkattheendofsaidtwo(2)weeks,he/sheshall lose all seniority rights under this Agreement. Employees shallgivetheEmployerone(1)weeknoticeofintenttoreturntowork.Theabovetimelimitsshallbeginwiththedayfollowingthepostmarkofthecertifiedletterofrecall.

A list of employees arranged in the order of their seniority shall be posted in a conspicuous place at their place of employment. When anemployeeisaddedto theregularseniority list, therewillbeaclockpunchinhis/herpersonnelfile.

Anyprotesttothesenioritylistmustbemadeinwriting,acopytotheEmployerandtheUnion,withinthirty(30)daysfromthedate

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of posting of the seniority list. In the event no protest is made, the seniority list, as posted, shall be considered correct and final.Acopy of any revisions or changes shall be sent to the Local Union.

Controversies regarding seniority shall be settled by the Employer and the Union. Failing a settlement by these parties, the controver-sy shall be processed under the Grievance Procedure set out in Ar-ticles 44 and 45 of this Agreement.

TheEmployerwillmaintain a list of overtime hoursworked ateachterminalandmakethelistavailabletothejobstewardand/orLocalUnionuponrequest.Allemployees(regularandcasual)per-formingworkinterminalsoftwenty(20)employeesorlesswouldaffordtheemployertwo(2)hoursperemployeeofexemptover-time.Allemployees(regularandcasual)performingworkinter-minalsofmorethantwenty(20)employeeswouldaffordtheem-ployer one (1) hour per employee of exempt overtime. Theovertimehoursworkedbyallemployeeswillbetotaleddaily,theexempthourswillbesubtracted,andallremainingovertimehourswillbeconsideredexcessiveovertime.Foreveryeight(8)exces-siveovertimehoursworked,one(1)additionaldaywillbecountedtowardsreturningalaidoffemployeebacktoregularstatusunderArticle42,Section2.Therewillbenopyramidingofactualdaysworkedbylaid-offemployeesandadditionaldaysaddedundertheexcessive overtime hours.

SubterfugeofthisArticlewillbesubjecttotheGrievanceMachin-eryandanyviolationwillbecountedtowardsreturningalaidoffemployee to active status.

Section 2. Reduction in Force(a)Terminalseniority,asmeasuredby lengthofserviceatsuchterminal, shall prevail, except as otherwise provided in thisAgreement.

(b)Whenitbecomesnecessarytoreducetheworkingforce,thelastemployeehiredshallbelaidofffirst;andwhentheforceisagainincreased,theemployeesaretobereturnedtoworkinthereverseorderinwhichtheywerelaidoff.

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Layoff and Recall(c)IftheEmployerelectstolayoffanemployeeduetothene-cessityofreducingtheworkforce,theEmployershallnotifytheemployeepriortotheendoftheemployee’sworkweekbyhanddeliveryand/orcertifiedmailwithacopyofthelayoffletterbeingsent to the Local Union by regular mail or delivery. In lieu of proper layoff, anemployeewillbepaidamaximumof two (2)days’pay.

Innoeventshallthelayoffnoticereducetheemployee’sweeklyguarantee for thatworkweek.No notice shall be required if thelayoffiscausedbytheunauthorizedworkstoppageorstrikeofanyIBT Union.

Regularemployeesbeinglaidoffattheendoftheirworkweekwillbeeligibleforworkat.01a.m.thedayfollowingtheemployees’layoffprovidedtheemployeehasbeenoffatleasteight(8)hoursandprovidedtheemployeeisqualifiedtoperformtherequireddu-ties.Ifalaidoffemployeeisputtoworkfortwo(2)daysinanyworkweek,theemployeeshallbeobligatedtotheEmployerfortherest of thatworkweek.Bonafide absence, or proven sickness orinjuryshallbeavalidexceptiontothisprovision.However,shouldtheEmployernotoffer laidoffemployeeworkfora twenty-four(24)hourperiod, the laidoffemployee isno longerobligatedorrequiredtoacceptavailableworkthatisofferedbytheEmployerfortherestofthatworkweek.

Alldaysworkedintheweekoflayoffwillbeatthestraight-timehourly rate of pay.

A junior employeemay complete his/herworkweekwhen it ex-tendsbeyondasenioremployee’sworkweek.

Regular employees on layoff status shall have seniority over proba-tionary and casual employees and shall be returned to the regular payrollwheneight(8)man-hoursperdayareworkedinanyfive(5)outofseven(7)days,or,ten(10)straighttimeman-hoursperdayareworkedinanyfour(4)outofseven(7)days.

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Intheeventoflayoff,anemployeesolaidoffshallbegiventwo(2)weeks’noticeofrecallbycertifiedmailtohis/herlastknownhome address.

TheemployeemustnotifytheEmployerwithinseven(7)daysofhis/her intent to return to work. Failure to notify the Employerwithinseven(7)daysofhis/herintenttoreturntoworkshallresultin the loss of all seniority rights. The employee must report for workwithinfourteen(14)daysfromthedateofrecall.Failuretoreportwithinfourteen(14)daysshallresultinthelossofallsenior-ityrights.Theabovetimelimitsshallbeginwiththedayfollowingthepostmarkofthecertifiedletterofrecall.

Ifsuchemployeedoesnotimmediatelyreturntoworkandalaidoffemployeeoracasualiscalledtoreplacetheemployeethatwasre-calledasoutlinedabove, theday(s)workedbythereplacingem-ployeeorcasualwillnotcountunderthefive(5)outofseven(7)day formula to return another employee to regular status.

Section 3.(a)Inallcaseswherephysicalfitnessorabilitytoperformthere-quiredworkareequal,seniorityrightsshallgovern.TheEmployerhas the right to discipline or transfer any employee or employees in thesameclassification,toinstructanddirectthework,managetheterminals and docks and assign its equipment, and to make rules andregulationsfortheconductofbusiness,nottoconflictwiththetermsofthisAgreement.Anypre-employmentorientation/trainingthatinvolvesbargainingunitworkshallbepaidforattheappropri-ate contractual rate of pay based on classification, however; noclassroomtrainingwillexceedtwo(2)days.

(b)Allnewpositionsorpermanentvacancieswillbepromptlybul-letinedat theCompany terminal foraperiodoffive (5)workingdays.Qualifiedemployeesdesiringsuchpositionsshallfileappli-cationinwritingwiththedesignatedofficeoftheEmployerwithinfive (5)workingdays.Such assignmentwill begovernedby theseniorityoftheapplicants,asaboveoutlined.Assignmentwillbemadewithinfive(5)workdaysaftertheclosingofbidding.Em-ployees assigned to positions on the effective date of this Agree-

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mentorassignedthereafterwillnotbepermittedtotransfertoan-otherpositionuntilsuchtimethatavacancyornewpositionexists.

Anyemployeewhodoesnotbidwhilethejobsarepostedwillbeassignedtoanyremainingjobopening(s)thattheemployeeisqual-ifiedtoperform.

AnynewtechnologyintroducedbytheEmployer,employeeswillbe trained and paid at the full contractual rate of pay.

(c)ThepartiesagreethatduringthefirstyearofthisAgreementasubcommitteewillbeformedtoworktowardestablishingclarifica-tiononthedefinitionofClassAandClassBmechanicduties.

Section 4. Bulletining of Jobsa.Workday/workweek

The bulletining of positions or vacancies shall consist of the num-berofdays,classifications,therateofpay,thedaystobeworkedandthestartingtime,whichshallbethesametimeeachdayoftheassignment except that on two (2) days of the assignment suchstartingtimemaybetwo(2)hourseitherbeforetheregularstartingtimeorontwo(2)daystwo(2)hoursaftertheregularstartingtime,but the bulletining of such positions shall specify the starting time on each day of the assignment.

b.Thenumberofstarttimesineffecttodaywillremain.Inadditiontotheexistingnumberofstarttimes,theCompanywillbeallowedto add three (3) additional start times in a twenty-four (24)hourperiod.There shallbenomore than twelve (12) total start timesunless such times currently exist in any given location.

Section 5.Allbidsshallbepostedandimplementedatleastone(1)timeinthemonthofAprilandone(1)timeinthemonthofOctober,andnolaterthanthethirtieth(30th)oftheaforementionedmonths,unlessotherwise agreed to between the parties of thisAgreement. TheEmployer shall furnish a copy of the bid posting to the Union.

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Section 6.Theassignmentofequipment,orworkwithinaparticularclassifi-cation,shallnotbesubjecttoseniorityorbidatthebeginningoftheshift, provided skills are equal.

Section 7.The Employer is permitted to make and enforce any reasonable Company ruleswhichdonot conflictwith the provisions of thisAgreement. All such rules shall be posted for a period of fourteen (14)daysand theLocalUnionshallbefurnishedacopyofsuchrulespriortoposting.Ifnoprotestintheformofawrittengriev-anceisfiledbytheLocalUnionduringthefourteen(14)dayperi-od,therulesshallbecomeeffective.Ifaprotestisfiled,theruleorrules protested must be removed from the bulletin board and shall not become effective until approved by the Grievance Committee.

However,suchprotestmustbeheardatthenextscheduledSouth-ern Grievance Meeting.

ARTICLE 43. ABSENCESection 1. Time Off for Union ActivitiesTheEmployeragreestograntthenecessarytimeoff,withoutdis-criminationorlossofseniorityrightsandwithoutpay,toanyem-ployee designated by the Union to attend a labor convention or to serve in any capacity on other officialUnion business providingtwenty-four(24)hourswrittennoticeisgiventotheEmployerbythe Union, specifying length of time off. The Union agrees that in making its request for time off for Union activities, due consider-ationwillbegivento thenumberofemployeesaffectedinorderthatthereshallbenodisruptionoftheEmployer’soperationduetolack of available employees.

Section 2. Leave of Absence(a)Anyemployeedesiringleaveofabsencefromhis/heremploy-mentshallsecurewrittenpermissionfromboththeUnionandtheEmployer.Themaximumleaveofabsenceshallbeninety(90)days

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and may be extended for like periods. Permission for same must be secured from both the Union and Employer. During the period of absence the employee shall not engage in gainful employment in thesameindustry.Failuretocomplywiththisprovisionshallresultin the complete loss of seniority rights for the employee involved. Inabilitytoworkbecauseofprovensicknessorinjuryshallnotre-sult in the loss of seniority rights.

If an employee is granted a leave of absence, the Employer shall collect from said employee, prior to the leave of absence being ef-fective,sufficientmoniestopaytherequiredfullweeklycontribu-tion into the Health and Welfare and Pension Funds during the pe-riod of absence before the leave may be approved by either the Local Union or the Employer.

(b) Employeeswho accept employment in a supervisory capacitywillforfeitallseniorityrightsandberemovedfromthesenioritylist.

Sick/Personal Leave(c) EffectiveApril 1, 1980, employees shall accumulate five (5)dayssick/personalleavedaysperyear.Compensationforsick/per-sonalleavewillbebasedonthehourlyshifttheemployeeiswork-ingat the timeof theabsence,not toexceedforty(40)hoursforeach contract year.

AccrualandcashoutdatesforsickleavewillmovefromApril1toJanuary1effectiveJanuary1,2009.Employeeswillaccruefive(5)daysbetween04/01/08and12/31/08withanycashoutonJanuary1,2009.Noemployeewould lose theirentitlement to thecashoutonJanuary1,2009becauseofthe‘ninety(90)daysofcompensationrule.

Sick/personal leavenotusedbyMarch31st, of anyyearwill bepaid on March 31st, at the hourly rate then in existence.

TheEmployermayrequestthatunusedsick/personalleavebeac-cumulated.TheEmployeeathis/herdiscretionmayagreetoaccru-al.Payforaccruedsick/personalleaveshallbeatthecontractrateat the time paid.

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Sick/personalleavewillbepaidonthefirst(1st)dayofabsence.

The National Negotiating Committee may develop additional rules and regulations to apply to sick leave provisions negotiated in the 1976 NMFA and amended in this Agreement uniformly to the Sup-plements. The Committee shall not establish rules and regulations for sick leave programs in existence prior to April 1, 1976.

Alcoholism and/or Drug Addiction(d)RefertoArticle35oftheNationalMasterFreightAgreement.

Jury Duty(e)EffectiveApril1,1979, all regular employeescalled for jurydutywill receive thedifferencebetweenhourly theshift theem-ployeeisworkingatthetimeofabsence,attheapplicablehourlywage,andactualpaymentreceivedforjuryserviceforeachdayofjurydutytoamaximumofonehundredtwenty(120)hourspayforeach contract year.

Whensuchemployeesreportforjuryserviceonascheduledwork-day,theywillnotberequiredtoreportforworkthatparticularday.

Timespentonjuryservicewillbeconsideredtimeworkedforpur-posesofemployeecontributionstohealthandwelfareandpensionplans, vacation eligibility and payment, holidays and seniority, in accordance with the applicable provisions of the SupplementalAgreementstoamaximumoffifteen(15)daysforeachcontractyear.

ARTICLE 44. GRIEVANCE COMMITTEESREFER TO ABF NMFA ARTICLES 7 & 8Section 1.The Employers and the Unions, parties to this Agreement, shall together create and maintain permanent State or Multiple State Committees covering the states covered by this Agreement. The State or Multiple State Grievance Committees shall remain as nowestablishedunlesschangedbymutualagreementbetweentheparties to this Agreement. It shall be the function of these Com-

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mitteestoadjustthedisputeswhichcannotbesettledbetweentheEmployer and the Local Union. The State or Multiple State Griev-ance Committees shall consist of an equal number of members appointed by Employers andUnions, but not less than two (2)from each group. Each group may appoint alternates to serve in the event of absence of permanent members. When a State or Multiple State Grievance Committee Meeting is called, it shall be compulsory for each member of the Committee or the alternate to attend. Each State or Multiple State Grievance Committee shall meetwithinfifteen(15)daysaftereithergroupCommitteeChair-manserveswrittennoticeontheotherrequestingameetingandthe place of the meeting and the exact date of same shall be mutu-ally agreed. Each State or Multiple State Grievance Committee shallatitsfirstmeetingformulaterulesofproceduretogoverntheconduct of its proceedings.

Itisunderstoodthatanygrievanceofanyemployeeworkingunderthis Agreement shall be processed by the appropriate State or Mul-tiple State Grievance Committee.

If a dispute or grievance arising out of operations under this Agree-ment involves a Local Union situated in contiguous territory, such dispute or grievance shall be referred to any of the State or Multiple State Grievance Committees for handling by the Chairman and Di-rector of the Southern Region of Teamsters, that he deems appro-priate, and after such reference shall be handled under the usual procedure of that State or Multiple State Grievance Committee.

Section 2. Area CommitteeThe Employers and the Unions parties to this Agreement, shall to-gether create a permanent Southern Region Area Grievance Com-mitteewhichshallconsistofanequalnumberofrepresentativesofthe Employers and Unions. The Employers and the Unions each agree tonotify theother inwriting,givingthenamesof theirre-spectiveChairmanwithinthirty(30)daysafterthesigningofthisAgreement.TherespectiveChairmanshalljointlydecidethenum-ber of members comprising the Grievance Committee and shall furnishthenamesoftheirmembersinwritingtotheother.Thereaf-ter any changes in representatives on the Southern Region Area

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GrievanceCommitteewillbebywrittennotification to theotherparty’srespectiveChairman.

TheSouthernRegionAreaGrievanceCommitteeshallmeetwithinfifteen(15)daysaftereithergroupCommitteeChairmanhasservedwrittennoticeontheother,theexactdateandplaceofmeetingtobe mutually agreeable. The Southern Region Area Grievance Com-mitteeshallatitsfirstmeetingformulaterulesofproceduretogov-ern the conduct of its proceedings.

Section 3. Function of the CommitteesIt shall be the function of the various committees, above referred to, to settle disputeswhich cannot be settled between theEmployerandtheLocalUnioninaccordancewiththeproceduresestablishedin Section 1, Article 45.

Section 4. SubcommitteesAll committees established under this Article may act through sub-committees duly appointed by such committees.

ARTICLE 45. GRIEVANCE MACHINERY AND UNION LIABILITY

REFER TO ABF NMFA ARTICLES 7 & 8

Section 1.The Unions and the Employers agree that there shall be no strikes, lockouts,tie-ups,orlegalproceedingswithoutfirstusingallpossi-ble means of settlement as provided for in this Agreement of any controversywhichmightarise.Disputesshallfirstbetakenupbe-tweentheEmployerandtheLocalUnioninvolved.Failingadjust-mentbytheseparties,thefollowingproceduresshallthenapply:

(a)WhereaStateorMultipleStateCommittee,byamajorityvote,settles a dispute no appeal maybe taken to the Southern Region AreaGrievanceCommittee.Suchdecisionwillbefinalandbindingon both parties.

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(b)WhereaStateorMultipleStateCommitteeisunabletoagreeorcome toadecision in thecase,bymajorityvote, suchcaseshallautomatically be put on the agenda of the next Southern Region Area Grievance Committee meeting, by the Secretary of the State or Multiple State Committee, and must be decided by the Southern Region Area Grievance Committee at the next Southern Region Area Grievance committee meeting. The decision of the Southern RegionAreaGrievanceCommittee,bymajorityvote,shallbefinaland binding on both parties.

(c)CasesdeadlockedattheAreaCommitteewillbeprocessedinaccordancewithArticle 8 of theNationalMasterFreightAgree-ment.

(d)FailureofanyCommitteetomeetwithoutfaultofthecomplain-ing side, refusal of either party to submit to or appear at, the griev-anceprocedureatanystage,orfailuretocomplywithanyCommit-teedecisionwithdrawsthebenefitsofthisArticle.

(e)The procedures set forth hereinmay be invoked only by theauthorizedUnionrepresentativeortheEmployer.

(f)Allmonetarygrievancesthathavebeenresolvedeitherbyde-cision or through settlement shall be paidwithin fourteen (14)calendardaysofformalnotificationofthedecisionordateofset-tlement. If an Employer fails to pay a monetary grievance in ac-cordancewiththisSection,theEmployershallpayasliquidateddamages to each affected grievant eight (8) hours straight timepay for each day the Employer delays payment, commencing the datethegrievant(s)notifiedtheEmployerofsuchnon-paymentinwriting.

Section 2. Referral of InterpretationIt is agreed that all matters pertaining to the interpretation of any provisions of this Agreement may be referred by either the Union Committee’sSecretaryortheEmployerCommittee’sSecretarytotheSouthernRegionAreaGrievanceCommitteeatanytimeforfi-nal decision, and such Southern Region Area Grievance Committee shallbeconvenedonseventy-two(72)hours’noticetohandlemat-ters so referred.

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Section 3. Examination of RecordsThe Local Unions, the State or Multiple State Committee or the Southern Region Area Grievance Committee shall have the right to examine time sheets and any other records pertaining to the compu-tationofcompensationofanyindividualorindividualswhosepayisindispute,orrecordspertainingtoaspecificgrievance.

Section 4. National Grievance CommitteeGrievances and questions of interpretation which are subject tohandling under the provision of Article 8 of the Master Agreement shall be referred to the National Grievance Committee in accor-dancewithsuchArticle8.

Section 5. Committee ExpenseAny meeting room expense involved in such proceedings shall be borneequallybetweenthepartiestothisAgreement.

ARTICLE 46. DISCHARGE OR SUSPENSIONSection 1.The Employer shall not discharge, suspend or take any other disci-plinaryactionasrespectsanyemployeewithoutjustcause,butinrespect to discharge, suspension or other disciplinary action shall giveat leastone(1)warningnoticeofthecomplaintagainstsuchemployeetotheemployeeinwritingbycertifiedmailand/orinper-sonandacopyofsametotheUnionaffected,bycertifiedmail;ex-ceptthatnowarningnoticeneedbegiventoanemployeebeforehe/sheisdischargedifthecauseofsuchdischargeis:dishonesty;usingor beingunder the influenceof alcoholic beverages, narcotics, ordrugswhileonduty;failuretosubmittoasobriety/drugtest,uponrequest,iftheemployeeappearstobeundersuchinfluence;carryingorpermittingthecarryingofdrugsornarcoticsontheemployee’spersonorequipmentthatisprohibitedbystateorfederallaw,pos-session of alcoholic beverages, drugs or narcotics on Company property or equipment, drinking alcoholic beverages, using drugs or narcotics, on company property; a serious preventable accident whileonduty;thecarryingofunauthorizedpassengers;thefailure

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to report an accident; willful damage or destruction of companyproperty or equipment; engaging in unprovoked physical violence whileonCompanypropertyoronduty;outrageousconductasde-terminedby theGrievanceCommittee; or failure to complywithArticle 35, Section 3 of the National Master Freight Agreement.

Thewarningnoticesashereinprovidedshallnotremainineffectforaperiodofmorethansix(6)monthsfromthedateofsaidwarn-ing notice.

Allwarningnotices,discharges,suspension,orotherdisciplinaryactionmustbebyproperwrittennotice to theemployeeand theUnion affected. Any employee may request an investigation as to his/her dischargeor suspension.Should such investigationprovethataninjusticehasbeendoneanemployee,he/sheshallberein-stated. The State or Multiple State Committee and the Southern Region Area Grievance Committee shall have the authority to order full, partial, or no compensation for time lost.

Appealfromdischarge,suspensionorwarningnoticemustbetakenwithinten(10)regularworkingdaysbywrittennotice,andadeci-sion reachedwithin fifteen (15) days from the date of dischargesuspensionorwarningnotice.

Iftheemployeeinvolvedisnotwithinthehometerminalareawhentheactionofdischarge,suspensionorwarningnoticeistaken,theten(10)dayperiodwillstartfromthedateofhis/herreturntothehometerminal.Ifnodecisionhasbeenrenderedontheappealwith-infifteen(15)daysthecaseshallthenbetakenasprovidedinArti-cle 45 of this Agreement.

EffectiveApril1,2003,theEmployerwillnotterminateanyem-ployee for any discrepancies on his/her application for employ-ment,afteraperiodofone(1)yearfromtheemployee’shiredate.

Section 2.Inallcaseswhereanemployeeisunabletoreporttoworkattheregularstartingtime,foranyreason,he/sheshallimmediatelynoti-fy the supervisor on duty. Failing to so notify the supervisor on duty

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he/sheshallnotbereinstateduponhis/herreturntoworkunlessareasonableexplanationisfurnishedtotheEmployer.Thefirstvio-lationofthisArticleshallresultinawarningnoticetotheemploy-ee. On the second such violation of this Article the employee may be disciplined or discharged.

ARTICLE 47. EXAMINATIONS AND IDENTIFICATION

Physical, mental or other examinations required by a government bodyortheEmployershallbepromptlycompliedwithbyallem-ployees, provided, however, theEmployer shall pay for all suchexaminations. The Employer shall not pay for any time spent in the caseofapplicantsforjobsandshallberesponsibletootheremploy-ees only for time spent at the place of examination or examinations, wherethetimespentbytheemployeeexceedstwo(2)hours,andinthatcase,onlyforthosehoursinexcessofsaidtwo(2)hours.

Forallotherexaminations,physicalormental,notrequiredbylaw,the employee shall be paid at the hourly rate for time spent at the place of such examination, except for those examinations required whenanemployeeisreturningtoemploymentafterillnessorinju-ry.TheEmployerwillprovidenolessthantwo(2)choicesforex-aminations. When the employee is being examined at the Employ-ersrequestforareturn-to-workphysical,theemployeeshallonlyberequiredtobeexaminedforthatinjuryforwhichhe/shewasoutof service. This does not preclude the Company from requiring a DOTphysicaliftheemployeehasbeenoffformorethanthirty(30)days.Examinationsaretobetakenattheemployee’shometermi-nal.Employeeswill not be required to take examinationsduringtheirworkinghours.TheCompanyreservestherighttoselectitsownmedicalexaminerorphysician,andtheUnionmay, if itbe-lievesaninjusticehasbeendoneanemployee,havesaidemployeere-examinedattheUnion’sexpense.

IntheeventofadisagreementbetweenthedoctorselectedbytheEmployer and the doctor selected by the Union, the Employer and Uniondoctorsshalltogetherselectathirddoctorwithinseven(7)

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days,whoseopinionshallbefinalandbindingontheCompany,theUnion and the employee. The Company nor the Union nor the em-ployeewillattempttocircumventthedecision.TheexpenseofthethirddoctorshallbeequallydividedbetweentheEmployerandtheUnion.Disputesconcerningbackpayshallbesubjecttothegriev-ance procedure. If the third (3rd) doctor’s decision concurswiththatoftheUnion’sdoctortoreturntheemployeetowork,backpaywillbeawardedbacktothereleasedateoftheUniondoctor.

ShouldtheEmployerorGovernmentbodyfinditnecessarytore-quire employees to carry or record full personal identifications,(i.e.:IDBadges),suchrequirementsshallbecompliedwithbytheemployees.ThecostofsuchpersonalidentificationshallbebornebytheEmployer.Theemployeewillbeallowedtohavesuchper-sonalidentificationrequirementsmadeonCompanytime.

No employee shall be required to take any form of lie detector test as a condition of employment.

Employer shall be required to obtain “free pass” and “toll tags”, etc. and maintain an adequate supply for all drivers.

ARTICLE 48. PAY PERIOD

All regular employees and all other employees covered by this Agreementshallbepaidinfulleachweekandnotlaterthantheendoftheirworkingperiod.Notmorethanseven(7)daysshallbeheldonanemployee.Eachemployeeshallbeprovidedwithastatementofhis/hergrossearningsandofdeductionsmadeforanypurpose.

Allregularemployeeswhorecognizeapayshortageinexcessoffour(4)hoursofpayatthecurrentratewillreceiveadraftfromtheEmployer by the end of the next business day.

Whenabonafidepayshortageoffour(4)hoursorgreaterisrecog-nized,theEmployeemustnotifytheEmployerinwriting.

If the Employer fails to pay the shortage by the end of the next businessday, theEmployeeshallbepaideight(8)hoursperdayuntil the shortage is paid by the Employer.

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TheEmployermaychangefromthepresentseven(7)dayswith-heldtofourteen(14)daysbygivingpropernoticetotheinvolvedemployeeandtheLocalUnion,andthenwithholdone(1)addition-aldayeachweekuntilthemaximumoffourteen(14)daysiswith-held.Thursday shall be the payday in the event thewithholdingperiodislongerthanseven(7)days.Timewaitingforapayshort-agewillbepaidattheapplicablehourlyratewhilewaiting.

If a holiday falls on a payday, employees shall be paid on the day before the holiday. If a personal holiday falls on a regular payday, theemployeeshallbepaidthedaybefore,after5:00p.m.,provid-ing the regular payroll checks are available at the terminal and the employee makes a request.

ThepayweekforallEmployeesshallbeSundaythroughSaturdayforpayandbenefits.

Electronic Funds Transfer (Direct Deposit)WherenotprohibitedbyStatelaw,allemployeeshiredafterdateofratificationarerequiredtouseelectronicdepositoftheirpaychecks.IftheemployeeisenrolledonDirectDepositandtheemployee’spay is not deposited to their bank account on payday due to em-ployererror,theemployeespaywillbedepositedtotheemployeesaccountbymeansofElectronicFundstransferortheemployeewillbe paid by station draft on that same day.

Ifanemployeehiredafterthedateofratificationisunabletoobtainabankaccount,he/shewillbepaidelectronicallyusingapaycard/debit card. If for reasons beyond theEmployer’s control such asweather delays, express mail failure, etc., and employees “pay-check”ordebitcardoesnotarriveattheemployee’sfacilitybypay-day,areplacementcheckwillbeissuedattheGeneralOfficeandmailed to the employees facility by the end of that business day.

ARTICLE 49. WASHROOMS AND LUNCH ROOMS

Employershallmaintaincleansanitaryrestrooms,withcompletetoilet facilities.

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Employer shall provide adequate lunch facilities at each terminal and maintain the lunch facilities in a clean and sanitary condition. The Employer shall not store freight or any other items in the lunch facilities or the rest rooms.

The Employer agrees to provide for the employees properly cooled drinkingwater, lockers, fully stockedfirst aid kitmain-tained at all times, sanitarywashrooms equippedwith showersand toilets and to provide heat and ventilation as necessary for the welfareoftheemployees.

Restroomsandlunchfacilitiesshallbecleanedeachdaywhentheterminal is open provided the employees keep them in a reasonably clean condition.

ARTICLE 50. HEALTH AND WELFARE

NOTE:EffectiveApril1,2008,theweeklybenefitpaymenttriggerwillbethree(3)daysworkedperweek.

Effective August 1, 2018, the contribution of four hundred and one dollarsandthirteencents($401.13)wasmadetotheCentralStates,SoutheastandSouthwestAreasHealthandWelfareFund.For thecontribution rate increases due each year of the Agreement, the Sup-plementalNegotiatingCommitteesshallallocatethefollowingcon-tribution rate increases to the Health and Welfare Fund. Due August 1, 2019, the Supplemental Negotiating Committees shall allocate forty-centsperhour($0.40perhour);dueAugust1,2020,theSup-plementalNegotiatingCommitteesshallallocateforty-twocentsperhour($0.42perhour);dueAugust1,2021,theSupplementalNego-tiating Committees shall allocate fifty cents per hour ($0.50 perhour);anddueAugust1,2022,theSupplementalNegotiatingCom-mitteesshallallocatefiftycentsperhour($0.50perhour).

Contributions will be made to the Central States, Southeast andSouthwestAreaHealthandWelfareFund,orotherapplicablefundforeachweekinwhicharegularemployeeworksoriscompensatedforatleastthree(3)daysortoursofdutyinthecontributionweek.

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Forregularemployeeswhoworkorarecompensatedone(1)dayortourofdutyinthecontributionweek,thecontributionrateshallbethirty-fourdollars($34.00).Thisprovisionshallonlyapplytoreg-ularemployeescoveredbythisAgreementwhohavebeenonthepayrollthirty(30)daysormore.

Bytheexecutionof thisAgreement, theEmployerauthorizestheappropriateEmployers’Associationstoenterintoappropriatetrustagreements necessary for the administration of such Fund, and to designate the Employer trustees under such agreement, hereby waivingallnoticethereofandratifyingallactionsalreadytakenortobetakenbytrusteeswithinthescopeoftheirauthority.

Ifanemployeeisabsentbecauseofillnessoroff-the-jobinjuryandnotifiestheEmployerofsuchabsence,theEmployershallcontinuetomaketherequiredfullweeklycontributionsforaperiodoffour(4)weeksbeginningwiththefirst(1st)weekaftercontributionsforactive employment ceases.

Ifanemployeeisinjuredonthejob,theEmployershallcontinuetopaytherequiredfullweeklycontributionsuntilsuchemployeere-turnstowork;however,suchcontributionsshallnotbepaidforaperiodofmore than twelve (12)months beginningwith thefirst(1st)weekaftercontributionsforactiveemploymentceases.

If an employee is granted a leave of absence, the Employer shall collect from said employee, prior to the leave of absence being ef-fective,sufficientmoniestopaytherequiredfullweeklycontribu-tions into the Health and Welfare Fund during the period of absence.

TheEmployershallpaythefullweeklyhealthandwelfarecontri-butionforanyactiveemployeeonthesenioritylistwhoisavailableforworktheentirecontributionweek.

Disputes or questions of interpretation concerning the requirement to makecontributionsonbehalfofparticularemployeesorclassifica-tions of employees shall be submitted directly to the Regional Joint Area Committee by either the Employer, the Local Union, or the trustees. In the event of such referral, the Employer shall not be deemedtobedelinquentwhilethematterisbeingconsidered,butif

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theRegional JointAreaCommittee, bymajority vote, determinesthat contributions are required, the Employer shall pay to the Trust Fundtheamountsduetogetherwithanyotherchargesuniformlyap-plicable to past due contributions. The Regional Joint Area Commit-teemayalsodeterminewhethertheEmployerclaimwasbonafide.

The Trustees or their designated representatives shall have the author-itytoauditthepayrollandwagerecordsoftheEmployerforallindi-vidualsperformingworkwithinthescopeofand/orcoveredbythisAgreement, for the purpose of determining the accuracy of contribu-tions to the funds and adherence to the requirements of this Agree-ment regarding coverage and contributions. For purposes of such au-dit, the Trustees or their designated representatives shall have access to the payroll andwage records of any individual, including own-er-operators, lesser and employees of fleet owners (excluding anysupervisory, managerial and/or confidential employees of the Em-ployer)who the trusteesor theirdesignated representatives reason-ablybelievemaybesubjecttotheEmployercontributionobligation.

NOTE:OnJune19,1985,theU.S.SupremeCourtissueditsdeci-sion in Central States, Southeast and Southwest Areas PensionFundv.CentralTransport,Inc.,affirmingtherightofthetrusteestohave access to payroll, tax and other personnel records of all Em-ployersemployees,forpurposesofdeterminingwhichemployeeswereeligibleplanparticipantscoveredbythecollectivebargainingagreement.Thisdecisionisconsistentwiththeunderstandingandintention of the parties to this Agreement.

Thereshallbenodeductionfromequipmentrentalofowner-oper-ators by virtue of the contributions made to the Health and Welfare Fund,regardlessofwhethertheequipmentrentalisattheminimumrateormore,andregardlessofthemannerofcomputationofown-er-operator compensation.

Employers presently making payments to the Central States, South-eastandSouthwestAreasHealthandWelfareFund,andEmployerswhomaysubsequentlybegintomakepaymentstosuchfund,shallcontinue to make such payments for the life of this Agreement, Action on delinquent contributions may be instituted by either the LocalUnion,theRegion,ortheTrustees.Employerswhoaredelin-quentmustalsopayallattorney’sfeesandcostsofcollection.

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ARTICLE 51. PENSION

Effective August 1, 2018, the Employer contributed to the Central States,SoutheastandSouthwestAreasPensionFundthesumofsix-ty-eightdollarsandfortycents(68.40)perdayortourofdutyeitherworkedorcompensated,toamaximumofthreehundredforty-twodollars($342.00)perweek,foreachregularemployeecoveredbythisAgreement who has been on the payroll thirty (30) days ormore.ThePensionFundscontributionratesshallbefrozenatthoserates required by the applicable pension fund as of March 31, 2018 for the duration of this agreement. Neither the Company nor any Pension Fund is permitted to require contributions for payments of any assessments, co-pays, fees or surcharges from any employee or unionentitysignatoryheretoasaresultofthefrozenrate.

Thisshallnotapplytoabonafideprobationaryemployeewhoisnotifiedinwriting,withacopytotheLocalUnion,atthebeginningofhisemploymentthatheisaprobationaryemployee.However,ifsuch probationary employee does not accomplish seniority under the provisions of the contract, but is terminated during the proba-tionaryperiod,theEmployermustgivewrittennoticeofsuchter-mination to the LocalUnion and hemust then complywith thecontract provisions for pension payments for each day of employ-mentasifhewereacasualemployee.Anyviolationofthisprovi-sionshallbesubjecttothegrievanceprocedure.

ThisfundshallbetheCentralStates,SoutheastandSouthwestAr-eas Pension Fund. There shall be no other pension fund under this Agreement for operations under this Agreement or for operations undertheSouthernRegionAreaAgreementstowhichEmployerswhoarepartytothisAgreementarealsoparties.

Bytheexecutionof thisAgreement, theEmployerauthorizestheappropriateEmployers’Associationstoenterintoappropriatetrustagreements necessary for the administration of such fund, and to designate the Employer trustees under such agreement, hereby waivingallnoticethereofandratifyingallactionsalreadytakenortobetakenbysuchtrusteeswithinthescopeoftheirauthority.

Ifanemployeeisabsentbecauseofillnessoroff-the-jobinjuryandnotifiestheEmployerofsuchabsence,theEmployershallcontinue

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tomake therequiredcontributions(five(5)daysperweek)foraperiodoffour(4)weeksbeginningwiththefirst(1st)weekaftercontributions for active employment ceases.

Ifanemployeeisinjuredonthejob,theEmployershallcontinuetopay the requiredcontributions (five(5)daysperweek)until suchemployeereturnstowork;however,suchcontributionsshallnotbepaidforaperiodofmorethantwelve(12)monthsbeginningwiththefirst(1st)weekaftercontributionsforactiveemploymentceases.

If an employee is granted a leave of absence, the Employer shall collect from said employee, prior to the leave of absence being ef-fective,sufficientmoniestopaytherequiredcontributions(five(5)daysperweek)intothePensionFundduringtheperiodofabsence.

At the end of the calendar year, the Employer shall pay the daily pensioncontributionfordaysavailabletowork,onlyforthenum-ber of days needed to provide a minimum of one hundred and eighty(180)daysofpensioncontributionfortheyearforaregularemployee. The payment of the pension contribution for days avail-ableonlyappliestoactiveemployeesonthesenioritylistwhoareavailableforworktheentirecontributionweek.

Disputes or questions of interpretation concerning the requirement to make contributions on behalf of particular employees or classi-ficationsofemployeesshallbesubmitteddirectlytotheRegionalJoint Area Committee by either the Employer, the Local Union, or the trustees. In the event of such referral, the Employer shall not be deemedtobedelinquentwhilethematterisbeingconsidered,butif the Regional JointArea Committee, by majority vote, deter-mines that contributions are required, the Employer shall pay to the trust Fund the amounts due togetherwith any other chargesuniformly applicable to past due contributions. The Regional Joint AreaCommitteemayalsodeterminewhethertheEmployerclaimwasbonafide.

The trustees or their designated representatives shall have the author-itytoauditthepayrollandwagerecordsoftheEmployerforallindi-vidualsperformingworkwithinthescopeofand/orcoveredbythisAgreement, for the purpose of determining the accuracy of contribu-

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tions to the funds and adherence to the requirements of this Agree-ment regarding coverage and contributions. For purposes of such au-dit, the trustees or their designated representatives shall have access to thepayrollandwagerecordsofanyindividual,includingowner-op-erators,lesserandemployeesoffleetowners(excludinganysupervi-sory,managerialand/orconfidentialemployeesoftheEmployer)whothe Trustees or their designated representatives reasonably believe maybesubjecttotheEmployercontributionobligation.

NOTE:OnJune19,1985,theU.S.SupremeCourtissueditsdeci-sion in Central States, Southeast and Southwest Areas PensionFundv.CentralTransport,Inc.,affirmingtherightoftheTrusteesto have access to payroll, tax and other personnel records of all Employersemployees,forpurposesofdeterminingwhichemploy-eeswereeligibleplanparticipantscoveredby thecollectivebar-gainingagreement.Thisdecisionisconsistentwiththeunderstand-ing and intention of the parties to this Agreement.

Thereshallbenodeductionfromequipmentrentalofowner-oper-ators, by virtue of the contributions made to the Pension Fund, re-gardlessofwhethertheequipmentrentalisattheminimumrateormore,andregardlessofthemannerofcomputationofowner-oper-ator compensation.

ARTICLE 52. VACATIONS

Employeeswillbeginearningvacationunderthenewvacationeli-gibilityscheduleeffectivewiththeirvacationeligibilityanniversa-rydatethatbeginsonorafterApril1,2018.Thenewvacationeli-gibility schedule shall be the vacation eligibility schedule in the applicable 2008 to 2013 supplemental agreements.

Vacation for vacation anniversary dates effective April 1, 2013 to March31,2018wasorisbeingearnedundertheprioreligibilityscheduleandwillbesubjecttothetermsofthatbargainingagree-mentandwillnotbeaffected.Noemployeeshallbesubjecttothelossofmorethan1weekofvacationpervacationanniversaryyearearned from April 1, 2013 to March 31, 2018.

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Section 1.Avacationofone(1)weekshallbegrantedwithpaytoallemploy-eescoveredbythisAgreementwhohaveworkedfortheEmployerforaperiodofone(1)yearormore.

Section 2.Avacationoftwo(2)weeksshallbegrantedwithpaytoallem-ployeescoveredbythisAgreementwhohaveworkedfortheEm-ployerforaperiodoftwo(2)yearsormore.

Section 3.Avacationofthree(3)weeksshallbegrantedwithpaytoallem-ployeescoveredbythisAgreementwhohaveworkedfortheEm-ployerforaperiodofeight(8)yearsormore.

Section 4.Avacationoffour(4)weeksshallbegrantedwithpaytoallem-ployeescoveredbythisAgreementwhohaveworkedfortheEm-ployerforaperiodoffifteen(15)yearsormore.

Section 5.Avacationoffive(5)weeksshallbegrantedwithpaytoallem-ployeescoveredbythisAgreementwhohaveworkedfortheEm-ployerforaperiodoftwenty(20)yearsormore.

Section 6.Avacationofsix(6)weeksshallbegrantedwithpaytoallemploy-eeswhohaveworkedfortheEmployerforaperiodofthirty(30)yearsormore;providedhowever,attheoptionoftheemployee,theemployeeshalleithertakethefourth(4th),fifth(5th),and/orsixth(6th)weekofvacationorshall takeonlythree(3)weeksandre-ceivecompensationforthefourth(4th),fifth(5th),andsixth(6th)weeksofvacation.Theemployeeshallnotbeallowedtoworkthefourth(4th),fifth(5th)andsixth(6th)weekofvacationifanyqual-ifiedemployeeisonlayoff.

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Section 7.Past practice shall prevail both as to the time of taking vacation and the number of employees entitled to be off on vacation at any time providedthataminimumoffifteenpercent(15%)ofthetotalnum-berofemployeesbyclassificationshallbepermittedtogoonvaca-tionbetweenMay1standOctober1steachyear.

Atleastsixteenpercent(16%)oftheemployeesattheterminalin-volved shall be permitted to take their vacation at the same time during the months of June, July, and August.

Vacationsmaybetakeninincrementsofone(1)weekatatime.

Itisfurtheragreedthatanemployeemaytakeone(1)weekofhis/herearnedvacation(five(5)daystotal),one(1)dayatatimeiftheemployeehasearnedtwo(2)weeksofvacation.Anemployeemaytaketwo(2)weeksofhis/herearnedvacation(ten(10)daystotal),one(1)dayatatimeiftheemployeehasearnedthree(3)weeksormore vacation.At least forty-eight (48) hours’ noticewill be re-quired(exceptbymutualagreement)andtheEmployerwillverifytherequest,forty-eight(48)hoursprior totherequestedvacationday(s).Thenumberoffwillbesubjecttothefifteenpercent(15%)provision inSection7and thefifteenpercent (15%)provision inSection9.Senioritywillcontrolwhenmorerequestsaremadethancanbepermittedtobeoffandone(1)weekincrementswilltakepriorityoverday(s).Duringtheforty-eight(48)hourspriortova-cationday(s),nobumpingwillbepermitted.

Whentheemployeetakesthefirst(1st)dayofsuchdailyvacation,hewillbepaidforafullweekvacation.However,iftheemployeemakesawrittenrequest,atthetimeofschedulingsuchone(1)dayvacation,he/shewillbepaidforsuchday(s)withhis/hercheckfortheweekinwhichthevacationday(s)fallandsuchday(s)shallbeincludedintheabovementionedfifteenpercent(15%).

Timelostduetosicknessorinjuryshallbeconsidereddaysworkedbut shall not be included in the computation to determine average dailyearnings.Thisshallnotapplywhereanemployeehasbeenoffduetosicknessorinjurymorethanfiftypercent(50%)ofthework-days during the year.

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Section 8.Allemployeespresentlyreceivingaforty(40)hourguaranteeforvaca-tionshallbepaidfive(5)hoursinadditiontotheforty(40)hourguar-anteeforeachweekofvacationduethemattheapplicablehourlyrate.

Section 9.It isunderstoodthatduringthefirstyearanemployeemusthavebeenemployedforthefullyear,exclusiveofinjuryorsickness,inorder to be entitled to a vacation. During the second and subsequent yearstheemployeemusthaveworkedsixtypercent(60%)ofthetotalworkingdaysoftheyear,butneednotbeemployedforthefullyear to be eligible for vacation. In determining the sixty percent (60%)ofdaysworked,includeallpaiddayssuchasholidaypay,vacationdays,sick/personalleave,juryduty,funeralleave,intherespective year of vacation accrual. No more than one vacation may beearnedbetweenanniversarydatesofemployment.

Vacationwhichhasbeenaccruedcanbetakenconsecutivelywithvacationthathasbeenearnedonsixtypercent(60%).

Anemployeeworkingten(10)hoursshiftswillaccumulatedaystowardvacationinthefollowingmanner:

One(1)dayworkedOne(1)dayscreditTwo(2)daysworkedTwo(2)dayscreditThree(3)daysworkedFour(4)dayscreditFour(4)daysworkedFive(5)dayscredit

Past practice shall prevail both as to the time of taking vacation and the number of employees entitled to be off on vacation at any time providedthataminimumoffifteenpercent(15%)ofthetotalnum-berofemployeesbyclassificationshallbepermittedtogoonvaca-tionbetweenMay1standOctober1steachyear.

Ifanemployee’spaidvacationperiodaccruesorispayableduringa period inwhich he/she is otherwise entitled to unemploymentcompensation,theemployee’srighttoandpaymentforsuchvaca-tion shall be deferred until after termination of the unemployment

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benefit period. The Employer waives the privilege of allocatingvacationpaytopast,present,orfutureweeksofunemployment.

ARTICLE 53. HOLIDAYS

Thefollowingholidayswillbeobserved:NewYear’sDay,Memo-rial Day, Fourth of July, Labor Day, Thanksgiving Day, Friday after Thanksgiving,ChristmasEveDay,ChristmasDay,theemployee’sbirthday,employee’sanniversarydate,andVEandVJDays,ifei-therbedeclaredaNationalholidaybytheUSGovernment.NewOrleans shall retain Mardi Gras as a holiday. In Oklahoma, a per-sonal holiday shall apply.

Double the regular hourly rate of pay shall be paid to regular em-ployees for allwork performed on the above named holidays inaddition to the regular hourly guaranteewhich the employee re-ceivesfornotworkingontheabovenamedholidays.Whenaholi-dayfallsonSunday,itwillbeobservedthedayitfalls.Intheevent,the Federal Government observes a named holiday on a different day than the actual holiday, the Regional Chairman, Union and Em-ployer,will determine theday theholiday is observed.TheonlyworktobedoneonLaborDaywillbeincaseofemergencyandthenwhenmutually agreeable. Regular assigned employeeswillnotberequiredtoworkonaholidayifextraemployeesareavail-ableandtherateofpayforsuchextraemployeeswillbetheregularhourlyrateofpay.Ifaholidayfallsoutsideofaworkweekofanemployeereceivingaten(10)hourdailyguarantee,employeeshallbepaideight(8)hours.

Regularemployeesshallnotberequiredtoworkextrahourstooffsetholidayhours,butifhe/sheisrequiredtoworkonaholidayhe/sheshallreceiveaminimumofsix(6)hoursguaranteeatdoubletimetheregularhourly rateofpayplus theeight (8)hourguaranteeat theregularhourlyrateofpaywhichhe/shereceivesfornotworking.

Nodeductionshallbepermittedfromregularassignedemployees’weeklyguaranteeforobservanceofaholidaybuthe/sheshallre-ceive his/her regularweekly guaranteedwage plus any overtimeworkhe/shemightperform.

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When any holiday fallswithin the period of an employee’s paidvacation, such holiday or holidays shall be paid in addition to their vacation pay.

Apersonalholiday(birthdayoranniversary)maybetakenanydaytheweekitfallsoranydaythefollowingweek,providedtheem-ployeegivesthecompanyseven(7)dayswrittennoticepriortotheactual date of the holiday.

In order to qualify for holiday pay, it is provided that the employee mustworktheregularworkdayimmediatelyprecedingorfollow-ingtheholiday,ifrequestedtodosoorunlesshe/sheisunabletoworkonaccountofprovenillness,orunlessabsenceismutuallyagreed.

Notwithstanding the above, a regular employee on layoff statusshallbepaideight(8)hoursforholidaypayintheeventtheholidayoccursduringthefirstthirty(30)dayperiodthathe/sheisonlayoffstatuswhetherornotanywork isperformed.Ifanywork isper-formed the guarantees in the above paragraph shall apply.

Employeeswhoareservingtheirthirty(30)dayprobationaryperi-odarenotentitledtoholidaypayforholiday(s)thatfallwithintheirprobationary period.

ARTICLE 54. PAID-FOR TIMESection 1. GeneralAll employees covered by this Agreement shall be paid for all time spent in the service of the Employer. Rates of pay provided for by this Agreement shall be minimums. Time shall be comput-edfromthetimethattheemployeeisorderedtoreportforworkand registers inanduntil the timehe/she iseffectively releasedfrom duty.

Theemployeeswillbeentitledtotwo(2)ten(10)minutebreakspershift.Therewillbeanadditionalten(10)minutebreakafterthetenth(10th)hourandonceeverytwo(2)hoursthereafter.

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Section 2. Call-back TimeAnyregularemployeecalledbacktoworkafterhavingcompletedhis/herregularassignmentforthatdayshallbeguaranteedfour(4)hours pay at the applicable hourly rate of pay.

Section 3. Meal PeriodEmployees shall, except by mutual agreement, take at least one continuous undisturbed period for meals but not less than thirty (30)minutesnormore thanone (1)hour inanyone (1)day.Noemployeeshallbecompelledtotakemorethanone(1)continuoushour during such period nor compelled to take any part of such continuoushourbeforehe/shehasbeenondutythree(3)hoursorafterhe/shehasbeenondutysix(6)hours.Anemployeerequiredtoworkduring the three (3)hourperiod set forth abovewithoutlunchshallreceivehis/herregularhourlyrateofpayforsuchlunchperiod in addition to the applicable contractual pay provision; but this provision shall not apply if the employee elects to take a lunch periodbeforethethird(3rd)orafterthesixth(6th)hour.

At break bulks or consolidation centers, the Employer may, at its option,bidstraight(8)hourshiftswithathirty(30)minutepaidbreaktobedividedperagreementwiththeLocalUnion.Shouldthe Employer exercise this option, itmust be ratified by a fiftypercent(50%)plusone(1)voteoftheemployees.Oncevotedin,itwouldbeeffectiveforthelifeofthecontractunlesstheEmploy-er chooses to cancel it.

One(1)Stewardshallbecompensatedatthehighestapplicablerateforall timereasonablyspentattending local levelmeetings/hear-ingswiththeCompany.LocalLevelmeetingsshallbeheldasnottointerferewithaStewardsregularrunorshift.

ARTICLE 55. WAGES AND HOURSSection 1. HoursTheguaranteedworkweekshallbeforty(40)hoursperweek,five(5)consecutivedayswithadailyguaranteeofeight(8)hoursper

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day,timeandone-half(1-1/2)aftereight(8)hoursperdayand/orforty(40)hoursperweek.

The above guarantee may be broken in the event of an Act of God, or any other circumstance beyond the control of the Employer, however, anyday(s) lostmaybemadeupby theemployeeonaregularly scheduled off day ahead of casuals or laid off employees withinathirty(30)dayperiod.

Thepartiesheretorecognize,however,thatbecauseofchangingconditionsofemployment,itmaybemutuallybeneficialtoboththeEmployerandtheemployeestoestablishafour(4)ten-hourdayworkweek,timeandone-half(1-1/2)afterten(10)hoursperdayand/orforty(40)hoursperweek.TheEmployermayestab-lish by proper bid four (4) consecutive days of ten (10) hourseach,orfour(4)daysoften(10)hourseachwithtwo(2)consec-utive off days. If established by the Employer, a minimum of ten percent (10%)of thenumberofemployees inanyclassificationmust be bid. Such bids may be canceled at any time by the Em-ployerwithoutregardtoArticle6ofthisAgreement.Further,theSouthernRegionAreaGrievanceCommittee is specifically au-thorizeduponpropercomplaintfiledbytheaffectedLocalUnionthat this provision is being abused, to cancel such bids of any Employer.

Whenforcingovertime,theEmployerwillnotifyemployeestwo(2)hourspriortotheendoftheirshift,whenpossible.Forcedovertimewillbenomorethanthree(3)hours,unlessitistheclean-upshift.Abuseofforcedovertimeshallbesubjecttothegrievancecommittee.

TheEmployermaybepermittedtoworktheactiveseniorityboardtwenty-fivepercent(25%)ofthestraighttimehoursinovertime.Intheeventtheemployerexceedsthetwenty-fivepercent(25%)over-timeallowanceinanythirty(30)daysoftwo(2)consecutivemonths,the employer shall add one additional employee to the seniority list.

This provision is not applicable during the months of June, July and August, provided the overtime is due to replacing summer va-cation absences.

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Timeandone-half(1-1/2)theapplicablehourlyrateofpayshallbepaidforallworkandfortrainingperformedonthesixth(6th)day,anddoubletimefortheseventh(7th)day.

The workweek shall be Sunday through Saturday subject to theabove provisions.

Ifanemployeehasalegitimatereasonfornotworkingovertime,he/shemustnotifytheCompanyinwritingpriortothestartofhis/her shift. In such event, the Employer shall make a reasonable ef-forttohonortheemployee’srequest.

Section 2. Rates of PayThehourlyratesofpayshallbeasfollowsfortheclassificationsofworkcoveredbythisAgreement:

7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2022Mechanic—Leadman $25.3572 $25.7072 $26.1072 $26.5572 $27.0572Mechanic—ClassA $25.2055 $25.5555 $25.9555 $26.4055 $26.9055Mechanic—ClassB $25.0638 $25.4138 $25.8138 $26.2638 $26.7638Mechanics Helper $24.8515 $25.2015 $25.6015 $26.0515 $26.5515Garage Service, Class A $24.9931 $25.3431 $25.7431 $26.1931 $26.6931Garage Service, Class B $24.6896 $25.0396 $25.4396 $25.8896 $26.3896Parts Man $24.9931 $25.3431 $25.7431 $26.1931 $26.6931Porter $24.0725 $24.4225 $24.8225 $25.2725 $25.7725

EmployeescoveredbythisAgreementwhowerereceivinganightshift differential, second or third shift differential, shall continue to receive that differential in effect, as a maintenance of standard. This shall not apply to those employees hired after April 1, 1970.

Entry RatesEffective April 1, 1998, all regular employees hired on or after that dateoremployeeswhoareinprogressionshallreceivethefollow-inghourlyratesofpay:

(a)Effectivefirst(1st)dayofemployment—ninetypercent(90%)of the current rate.

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(b) Effective first (1st) day of employment plus one (1) year—one-hundredpercent(100%)ofthecurrentrate.

The above rates of pay shall not apply to casual employees.

Theterm“currentrate”istheapplicablehourlyand/ormileagerateofpayforthejobclassificationincludingallwageandguaranteedcost-of-livingadjustmentsunderthisAgreement.

The above rates of pay shall not apply to casual employees.

Casual Rates of Pay 7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2022Hourly $20.9670 $21.3170 $21.7170 $22.1670 $22.6670

Job DescriptionsMechanic-Leadman:Shallperformthedutiesof“A”and,inaddi-tion,shallorganizeandassignworkandresponsibilitybutshallnothave the authority to hire or discharge. The employment of a Lead-manshallbediscretionarywiththeEmployerandiftheEmployeris presently employing a Leadman or hereafter employs a Leadman he/shemay discontinue such practice at any time, and upon thediscontinuanceofsuchpracticetheLeadmanwillreverttothenor-malclassificationofworkfromwhichhe/shewasselectedandshallreceivetheprescribedrateofpayforthatclassification.Theselec-tion of a person to be a Leadman shall be at the sole discretion of theEmployer. In locationswhere theLeadman classificationhasbeensubjecttobid,theEmployershallcontinuethispractice.

Mechanic-ClassA.—Amechanicwithpriorqualificationsprovinghimcapableofperformingjobassignmentswhichmayoccurintheshop operations.

Mechanic-ClassB:CanperformalldutiesofClass“A”,however,his/herdutiesdonotincluderebuildingofmajorcomponents,ma-jorbodyrepair,andpainting,andframemachineasa“B”Mechan-ic. In locationswhereClass “B”Mechanics have not previouslybeen used, Class “A” Mechanics shall not be forced to become Class “B” Mechanics.

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ServiceManA.—Shalllubricateequipment,checkbatteries,checkandchangetires,pumpfuel,changeorcleanfilters,adjustbrakes,checkandrepair lights,washequipmentandothergeneralchecklane service. The Employer is to furnish tools.

ServiceManA.Shallalsoperformhostlingorswitchingworkontheyardasmaybeassignedtothem,exceptwherethisisaviola-tionoftheSouthernRegionLocalFreightForwardingPickupandDelivery Agreement.

ServiceManB:Shallperformallofthedutiesasspecifiedin“A”Class Garage Serviceman, and shall be limited to the operation of moving equipment to and from the shop for maintenance. They may unhook a tractor for the purpose of moving it to the shop for maintenanceorservice.Theywillnotbepermittedtoparticipateinanywayinthedockorroadoperation.

MechanicsHelpers:Maybeusedasahelperonanyclassificationhigher than his/her own, but will not be responsible for finishedworkinasmuchasthehigherclassifiedmanwithwhomhe/sheisworkingisinchargeofthejob.He/shemayremoveand/orinstallwholeassemblieswithoutassumingtheresponsibilityofthework.Otherwise,he/shewillworkinconjunctionwithanemployeeinahigherclassificationasmuchaspossible.Asahelper,itisexpectedthathe/shewillfurnishtheminimumamountofessentialhandtools.

Atnotimewillanycasualhavetheauthoritytosignforthesafetyofanyequipment.OnlyfulltimeClassAorClassBmechanicswillbeallowedtosignoffondriverwrite-ups.

Section 3. Unassigned EmployeesTheEmployermayusetheyoungestfifteenpercent(15%)ofthetotalregularemployees,byclassification(atleastone(1)ateachterminal)asunassignedemployees,exceptunassignedjobsshallbebid if requested by the Local Union. These unassigned employees shallwork under all conditions of and guarantees of thisAgree-ment,excepttheirworkweekshallbeanyfive(5)daysfromSun-daythroughSaturday.Theseemployeesmaybeworkedonanydayduring theworkweek tomake up their weekly guarantee. There

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shallbenosplitshiftallowed.Unassignedemployeesshallbead-visedattheendoftheirworkdaywhennexttoreportforwork,andreporting times shall be chosen in order of their seniority, unless otherwisemutuallyagreedbythepartieshereto.Extraemployeesshall not be worked on days that unassigned employees do notwork,unlessunassignedemployeesareofferedtheworkandrejectthesame,andareunavailable(thisdoesnotapplytopremiumdaysand/orovertimeworkoftheunassignedemployees).

Unassignedemployeeswillnotbeforcedtoworkaftercompletingtheirforty(40)hourguaranteeincludingholidaypayprovidedtheygivetheEmployerwrittennoticenolaterthanthebeginningofhis/herworkweek.

Withinthirty(30)daysafterratificationoftheAgreement,theLocalUnionshalltakeavoteoftheemployeesinthoselocationswhereunassignedemployeesareapplicabletodetermineifthemajorityofthe employees desire to have the unassigned positions posted for bids,ortohavetheyoungestfifteenpercent(15%)asunassigned.

The results of this one-time vote shall remain in effect for the life of this Agreement. The Local Union shall notify the Employer, in writing,astotheoutcomeofthevote.

Iftheemployeesbymajorityvoteelecttobidtheunassignedposi-tions, the applications and interpretations of the previous contracts shall remain in effect.

Shouldtheemployees,bymajorityvote,electtohavetheyoungestfifteenpercent(15%)asunassignedthefollowingshallapply:

(a)Anunassignedemployee’sclassification,onadailybasis,shallbedeterminedbyhis/herfirst(1st)jobassignmentandhe/sheshallbedovetailedintothatclassificationfortheday’swork.

(b)Whereunassignedemployeesareusedassupplementsten(10)consecutiveworkdaysatthesamestarttime,orwithinone(1)hourofthesamestarttime,theEmployershallpostanewbidforthatstart time.

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(c)Bymakingthebottomfifteenpercent(15%)of theregularem-ployeesunassigned,thefollowingwouldapplyintheeventoflayoffs:

(1)Employeeswithbidshiftscouldbenotified,atthetimeoflayoffofunassignedemployees, that they fellwithin thebottomfifteenpercent(15%)groupandwouldbecomeunassignedbeginningthefollowingSunday.

(2)Whenemployeeswererecalledtowork,theemployeesonpreviousbidsabovethefifteenpercent(15%)wouldgobackontheiroldbid.

Section 4.There shall be no split shifts for regular employees at any time.

Section 5.Overtimeshallnotbeusedinmakinguptheweeklyguaranteeforregular employees.

Section 6.Thereshallbeaminimumweeklyguaranteeofthenumberofhourspay set out in Section I above, for all regular employees covered by this Agreement at their respective hourly rate of pay.

Theweeklyguaranteeshallnotapplyonabsenceonthepartoftheemployee.IntheeventastrikeoccursinthejurisdictionofaLocalUnion, the employees affected by such strike in said Local Union shallnotbeentitledtotheweeklyguarantee.

Section 7. Work in Other ClassificationsEmployeesinanyregularworkclassificationmaybeusedinanylowerworkclassification,butforthetemporaryworkdoneinsuchlowerwork classification, shall receive thewage rate for his/herregularwork classification.Temporarywork done in such lowerwork classification shall not exceed more than thirty (30) days.Whenanemployeeworksone(1)hourormoreinahigherclassifi-cation,he/shewillbepaidthehigherrateforthatday.

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Section 8.At no timewill any employeewith supervisory authority of theEmployer, signatory to this Supplement be permitted to perform workcoveredbythisSupplementfortheirEmployeroranyotherEmployer signatory to this Supplement except as provided in Arti-cle9oftheNationalAgreement.Violationofthisclausewillbeadirect violation of this Agreement, except as provided for in Article 9 of this Agreement.

Section 9.Regular employeeson layoff status shallbeguaranteedeight (8)hours’paywhencalledtowork.

Section 10.ItisagreedthattherewillbeacontinuationoftheAddendumforNewOrleans,Louisiana,forthemaintenanceoftheirpresentCom-pensation Insurance Clause.

Section 11.AtnotimewillanyemployeewithsupervisoryauthorityfortheEm-ployer signatory to thisAgreement be permitted to performworkcoveredbythisAgreementforhis/herEmployeroranyotherEm-ployersignatorytothisAgreementexceptwhenemployeesrequestinstructionsfromsupervision,inspectionbysupervisorsofworkbe-ingperformedorcompletedisnotworkcoveredbythisAgreement.ViolationofthisclausewillbeadirectviolationofthisAgreement.

Section 12.If the Employer elects towork regular employees on their sixth(6th)day,seventh(7th)dayoronaholiday,seniorityandqualifica-tionsshallprevail.Inallothercases(earlycallandshiftextension),seniorityandclassificationwill continue toapply.Whereanem-ployee is assigned to a particular route or customer, the employee regularly assigned to such route or customer may be used. In order foranemployeetobeentitledtoexerciseseniorityonhis/heroffday,orholiday,suchemployeemusthavehadeight(8)hoursoffdutypriortothecommencementoftheshiftonhis/heroffdayor

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holiday.Ifanemployeeworksonhis/heroffday,he/sheshallbepaid timeandone-half (1-1/2)for thesixth(6th)dayanddoubletimefortheseventh(7th)day.Ifemployeesarecalledtoworkontheirsixth(6th)dayorseventh(7th)day,inadditiontoaregularbidshift, they may only exercise their seniority behind the regular bid shift employees.

Section 13.Employers using employees of another Employer on a premium dayshallpaythepremiumratesforallworkperformedunlesstheemployeesarereferredtotheEmployerfromtheUnionoffice.

Section 14.All present Mechanics, Electricians, Welders, Body men, Painters, Strippers,Letterers andTireVulcanizers shall be includedunderthe classification ‘Mechanic, Electrician’, all Parts Men, TireClerksandMechanicHelpersshallbeintheclassification‘HelpersandPartsMen’,andallWash,GreaseandTireMenshallbeinclud-edintheclassification‘ServiceMen.’

Every employee presently (meaning employees as of February,1961)holdingajobasWelder,Bodyman,PainterorTireVulcaniz-ermayremaininthosepositionsaslongastheEmployerhassuffi-cientworkinthatclassificationtomaintainthejobposition,ifsuchspecialistsarenotqualifiedtomoveontoaMechanic’sjob.Thismeans that no Employer may use other employees as a group to do suchworkasbysuchmeansabolishthosespecialjobsaslongasthepresentemployeeremainsonsuchjob.

AtanytimejobsarepostedunderthisAgreement,exceptasout-linedbelowonlythoseemployeesintheclassificationmaybidonajobposition.Oneexceptionbeingthatanyemployeethathasprevi-ouslyqualifiedforahigherclassificationwiththesameEmployermaybidonsuchhigherclassificationatanytimebidsareposted,andthesecondexceptioniswhenatanytimenewjobsareputonandpostedand/oronlayoffanyemployeehastherighttobidandsuchbiddingissubjecttosuchemployeehavingbeenqualifiedun-dertherulesestablishedbythe‘QualificationCommittee.”

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The Employers and the Unions parties to this Agreement shall es-tablish andmaintain aQualificationCommittee to afford to anyemployeewhomaydesire tomove toahigherclassification, theopportunitytotrytoqualifyforsuchjobopportunity.

Section 15.Where an Employer has satisfied theweekly guarantee set forthherein, such Employer shall be under no further obligation to an employeeinregardtopayfortheparticularweek,andshallnotbeobligated to offer such employee any overtime or premium pay work.Any employeewho has broken his/herworkweek for anyreasonshallnotbeentitledtoclaimanyworkoccurringoutsidehis/herscheduledworkweek.

Section 16. Road WorkEmployees required to leave their regular assigned post for a ser-vicecallwillbecompensatedforalltimeconsumedintravelingasdirected by the management and until they are returned to their homepoint,onthesamebasisastheywouldbecompensatedforservice at the home point. Rather than holding an employee at an away-from-homepoint forsixteen(16)hoursoffduty topreventpremium pay, the Employer shall bring an employee back on duty afteraneight(8)houroffdutyperiod.Thereturntoworkbytheemployeewillconstitutethebeginningofhis/herbidday,forthisdayonly,andhe/shewillbecompensatedatthestraighttimerateofpayforthisparticulartourofdutyandwillreturntohis/herregularbidshiftthefollowingday.Employeesshallbereimbursedforallexpensesincurredformeals,lodgingnotmorethanthree(3)daysafter bills are submitted to the Employer.

Section 17.When the Employer requires an employee to attend training pro-gramsoraschooltolearnnewtechniquesortypesofoperationorequipment, the employee shall be compensated under the terms of this Agreement.

Employees shall be offered the opportunity in seniority order to attendrequiredtrainingprogramsforworktobeperformedunder

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theLocal Freight and ForwardingGarage Supplement.TheEm-ployerwillreimburseemployeesforcompletingASECertification,whensuchcertificationisrequiredbytheEmployer.TheEmployerwillmake every effort to provide trainingon all new equipmentwithinone(1)yearofbringingnewequipmentintoservice.

Section 18. Protective Equipment(a)Terminalyardmenandhostlersshallbeprovidedwithraingear.Any employee physically handling, in substantial quantities hides, creosoted items, spun glass, lamp black, barbedwire, and acidsshallbeprovidedwithrubberor leatherapronsandgloves.Shopemployees regularly assigned to outside duties will be providedwithpersonalraingearandrubberboots.

The employer shall provide latex or nitrile gloves.

Section 19. Tools(b)TheEmployershallpaytoallactiveemployeesasofApril1ofeachcontractyearsixhundred($600.00)dollarsforthetoolallow-anceperyeartoeachactiveemployeeworkingundertheGarageSupplemental Agreement.

Such payments will be considered as taxable earnings withoutproof of expenditure for tools purchased.

TheEmployerwillberesponsibletoanemployeeforpersonaltoolsdestroyedasaresultoffireintheshopfacilitiesandasaresultofthetheft of the employees complete tool box and tools provided said tools arepreviouslyinventoriedwiththeEmployer.Itwillbetheemploy-ee’sresponsibilitytoprovidetheinventorylisttotheemployer.

TheEmployerwillrepairallemployee-ownedairtoolsandcord-less, battery operated tools (including batteries, excluding char-gers)usedby theemployeeon the job.Employerprovided toolswillbemaintainedinproperworkingorderandreplacedasneeded.

Tobeeligibleforrepairasprovidedforabove,employeeownedairand cordless, battery operated tools must be inventoried and identi-

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fied bymodel and serial number and Employee agrees to allowCompanytoapplyadecalwithauniqueidentifyingnumbertothetool/battery indicating the toolandorbatteryhasbeenregisteredwiththeEmployer.

Ifitisdetermineddamageleadingtorepairand/orreplacementisaresult of abuse, misuse, or usage outside of ABF premises, the tool repair/replacementwillnotbecoveredbytheEmployer.

If the tool and/or batteries require repairs/replacement under thetoolmanufacturer’swarranty,itwillbetheemployee’sresponsibil-ityforrepair/replacementunderwarranty.

Disagreements regarding these provisions shall be subject to thegrievance procedure.

ARTICLE 56. FARM OUT

Article 32 of this Agreement shall not prohibit the Employer from takingadvantageofmanufacturersorvendorswarranties,guaran-tees,oradjustmentsonequipmentorfromhavingworkperformedatpoint’senrouteasneeded.TheEmployershallnotberequiredtoperformthetypeofworkinitsshopwhichhasnotbeenperformedinthepastbyitsshopemployees.Anywarranty,orextendedser-vicepolicy,purchasedinexcessofthestandardwarrantyfurnishedbythemanufacturersmustbefiledwithSouthernRegionofTeam-sters. All proof of equipment warranty will be provided to theUnionwhenrequestedbythelocalunionorstewardandtheCom-panywillcomplypursuanttoArticle7oftheNMFA.

ThefollowingLetterofUnderstandingwasagreedtointhe2003-2008NMFANegotiations:

InallshopsemployingTeamstermechanicsand/orserviceemploy-ees, the Employers covered by this Letter of Understanding agree tomaintainthenumberofmechanicsand/orservicebargainingunitemployees on each of the applicable seniority list at each shop lo-cation as those lists are constructed as of December 10, 2002. When a regular full-time employee is terminated (retired, quits, is dis-

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charged,etc.)thisfulltimeopeningwillbefilledwithinfourteen(14)calendardaysifthecompanyishiringanexistingcasualorifhiringfromoutsidethetimewillbeextendedtothirty(30)calendardays. It is understood and agreed that the use of vendors to perform overflowwork thathasnormallybeendoneby theTeamsterme-chanicsaftertwo(2)hoursofovertimehasbeenofferedtotheaf-fectedTeamstermechanics/serviceemployees’shift that thefarmoutoccurredonwillnotbeaviolationofthisLetterofUnderstand-ing or the terms of the Labor Agreement. The training programs thatarepresentlyinexistenceattheshoplocationswillremainineffect for the term of the 2003 NMFA.

This language does not prohibit the company from laying off due to a down turn in business as long as overflow work is not beingfarmed out and is not intended to preclude the Employer from exer-cising their rights under Article 8, Section 6 of the NMFA.

Inrespecttooverflowfarmoutworkorothergarageissuesa“FarmOutCommittee”willbecreatedbythetwo(2)respectiveChairmen(Union/Employer)of theABFSouthernRegionGrievanceCom-mitteetoinvestigateabusesofexcessiveoverflowfarmoutwork.Thecommitteewillhavetheauthoritytoreacharemedyoftheal-leged abuses and this decisionwill befinal andbindingonbothparties. If the committee is unable to achieve a resolution in the caseitwillbereferreddirectlytotheSouthernAreaReviewCom-mittee for decision.

The terms and conditions of this Letter of Understanding are not intendedtochangeormodifythemannerinwhichleaseequipmentrepairs, accident repairs, warranted work, etc. is presently per-formedortomodifyinanymannerthosewrittenagreementsbe-tweeneachoftherespectivesignatoryLocalUnionandEmployersrelativetotheuseofoutsidevendors.VendorswillonlybeallowedtoperformworkattheEmployersfacilityinadesignatedarea.

ARTICLE 57. FUNERAL LEAVE

Intheeventofadeathinthefamily(father,mother,wife,husband,brother,sister,sonordaughter)aregularemployeeshallbeentitled

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toamaximumofthree(3)daysoffwithpaytoattendthefuneral.Intheeventofadeathofanemployee’smother-in-law,father-in-laworspouse’sbrotherorsister,aregularemployeeshallbeenti-tled to one (1) dayoffwith pay, to attend the funeral.A regularemployeeshallbeentitledtothree(3)daysfuneralleaveduringtheperiod from and including the day of the death of the designated relative to and including the day of the funeral, and at the option of theEmployeehe/shemaytakethedayafterthefuneralwithpropernotification,ifallotherconditionssetforthhereinaremet:

(1)Tobeeligible for funeral leave, theemployeemustattendormakeabonafideefforttoattend,thefuneral.

(2)Payforcompensablefuneralleaveshallbefortheemployee’sregular shift at the straight-time hourly rate.

(3) Funeral Leave is not compensablewhen the employee is onleaveofabsence,vacation,bonafide lay-off, sick leave,holiday,Worker’sCompensation,orjuryduty.

(4)Therelativesdesignatedshallincludebrothersandsistershav-ing one parent in common; and those relationships generally called “step”, providing persons in such relationship have lived or have been raised in the family home and have continued an active family relationship.

In order to receive pay for time lost, the days involved must be days forwhichtheemployeewouldotherwisebecompensated.

Ifthefuneralisbeyondthreehundredfifty(350)milesofthehomedomicile, the employee could be paid if it falls on a compensable workdayorone(1)dayofthethree(3)paidfuneralleavedaysmaybe used the day after the funeral, if requested by the employee.

Theemployeeshallbeallowed tomakeup to two (2)additionaldayslosttimeonhis/heroffdaysaheadofcasualswithinthirty(30)days providing the employee attends the funeral and makes the re-quest to the Employer. The request must be made as soon as the employeebecomesawareofthefuneraldate.Casualhoursworked

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toreplacetheabsentemployeewillnotcounttowardaddingem-ployees to the regular seniority list.Make-updayswillbeat thestraight-time hourly rate.

ARTICLE 58. ADDENDA

AddendaorSupplementstothisAgreementprovidingforbetterwages,hoursandworkingconditionswhichhavepreviouslybeennegotiatedby Local Unions and the Southern Region of Teamsters and the Em-ployerandputintoeffectshallbecontinued.NonewAddendaorSup-plements to this Agreement shall be negotiated by any of the parties hereto, except in those instances agreed by the National Committee.

ARTICLE 59. ELIMINATION OF BONUS

Any employee receiving a bonus or a higher rate of pay at the time of thesigningof thisAgreement thatwillbe inexcessof the in-creases negotiated shall not be reduced by the Employer as long as theemployeecontinuestoworkinthesameclassification,norshallthe Employer be required to give the same amount of increase to thatindividual,andwhenthescalesnegotiatedinthisAgreementcatchupwiththepremiumbeingpaidbysuchEmployer,thescalesnegotiated shall prevail.

ARTICLE 60. MOONLIGHTING

TheEmployershallnotemployinanycapacityanypersonwhoisotherwiseregularlyemployed,provided,however:

(a)ThisprovisionshallnotapplywheretheEmployerispresentlyusingotherwiseregularlyemployedpersonswhohaveacquiredse-niorityandarereceivingallotherbenefitsoftheagreementinclud-ingfringebenefits.Suchpersonsmaybecontinuedinemployment.

(b)TheEmployermayhirepersonswhoareotherwiseregularlyem-ployedifothermanpowerisnotavailable.Disagreementastoavail-ability shall be subject to the grievance procedure. Such personsshallreceiveallbenefitstheyareentitledtoundertheAgreement.

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(c)Intheeventoflayoff,employeeswhohaveregularoutsideem-ploymentshallbelaidoffregardlessofsuchemployee’ssenioritystanding unless such employee immediately terminates such out-side employment. In the event there are twoormore employeeshaving regular outside employment, the Employer shall lay off the employee having the latest date of hire.

Any employee so laid off shall, as a condition of recall, terminate otherregularemploymentwhichhe/shemayhave,unlessqualifiedforrecallunderItem(b)above.

Anyemployeeemployedunder the termsof thisAgreementwhoworksatotalofforty(40)ormorehoursaweekforoneEmployercovered by a Local Cartage or Road Agreement shall receive dou-bletimeforallworkinexcessofforty(40)hourshe/sheworksinworkweekfromthesecond(2nd)Employerforwhomsuchhoursinexcessofforty(40)isperformedaftertheEmployerisnotifiedbythe Local Union.

Employees hired prior to August 1964, or after the effective date of the1964contract,havingtwo(2)regular(evenifparttime)jobs(acquiredbeforeAugust1964)areprotectedinsofarastheirsenior-ityunderthisAgreementwiththefollowingexceptions:

(1) If there is a layoff and employeesworking exclusively for atruckingcompanyhavingsenioritystatuswouldbelaidoffiftheemployeewiththetworegularorpart-timejobsabovecontinuestowork, the individual above with two regular or part-time jobswouldbelaidofffirstunlesstheemployeeelectedtogiveuptheotheroutsidejob.

(2)Ifanemployeewithlessseniorityislaidoffatthesametimeastheindividualhavingtworegularorpart-timejobsandelectingtokeepbothjobs,andthereisarecallforadditionalemployees,theemployee having exclusive employment under this Agreement wouldbesubjecttorecallfirst.

(3)Theonlytimetheemployeewithtwo(2)regularorpart-timejobswouldbesubjecttorecallwouldbewhenallemployeeswith

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senioritywerereturnedtoworkandadditionalemployeesareneed-ed,subjecttoparagraph(b)ofthisArticle.

(4)Thisappliestoregularorpart-timeemployeeswithtwo(2)jobs.

(5)ThisshallnotprohibittheLocalUnionandtheEmployerfromworking outmutual problems for the benefit of the parties con-cerned.

(6)TheProvisionsofthisArticleshallnotapplywhereafull-timeemployeewith seniority in classification covered by thisAgree-mentworksonasecondjobonhis/heroff-daysoroff-nightsout-side of the trucking industry.

ARTICLE 61. TERM OF AGREEMENTThe termof thisSupplementalAgreement is subject to and con-trolled by all of the provisions of Article 39 of the National Agree-mentbetweenthepartieshereto.

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NEGOTIATING COMMITTEES

FOR THE LOCAL UNIONS:TEAMSTERS NATIONAL FREIGHT INDUSTRY

NEGOTIATING COMMITTEELendon Grisham, Southern Region Freight Coordinator

HowardBoykin,TeamstersLocal480Johnny Gabriel, Teamsters Local 528

John Gale, Teamsters Local 878

FOR THE EMPLOYER:ABF Freight System, Inc.Tony Nations, Chairman

Bob WadeNick Ricke

DerrickMcElwaney

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IN WITNESS WHEREOF, the undersigned duly execute The NationalMasterAgreement andSupplementalAgreement (andAddenda,ifany)setforthherein.

FORTHEUNION:

LOCALUNIONNo.__________________,AffiliateofI.B.ofT.

By __________________________________________________(Signed)

Its __________________________________________________(Title)

FORTHEEMPLOYER:

_____________________________________________________(Employer)

By __________________________________________________(Signed)

Its __________________________________________________(Title)

HomeOfficeAddress:

_____________________________________________________(Street)

_____________________________________________________(City/State)

_____________________________________________________(DateSigned)

ABF SOUTHERN REGION AREA LOCAL FREIGHT

OFFICE CLERICAL SUPPLEMENTAL AGREEMENT

For the Period of April 1, 2018 through June 30, 2023

PREAMBLE ................................................................................371ARTICLE 40. SCOPE OF AGREEMENT ..................................372 Section 1. ..............................................................................372 Section 2. Employees Covered ..............................................372ARTICLE 41. PROBATIONARY AND CASUAL

EMPLOYEES ........................................................................373 Section 1. Probationary Employees .......................................373 Section 2. Casual Employees .................................................373 Section 3. Preferential Casuals...............................................376 Section 4. ..............................................................................377 Section 5. ..............................................................................377ARTICLE 42. SENIORITY .........................................................377 Section 1. Seniority Rights for Employees Shall Prevail .......377 Section 2. ..............................................................................379 Section 3. ..............................................................................381 Section 4. Bulletining of Jobs ................................................382 Section 5. ..............................................................................383 Section 6. ..............................................................................383 Section 7. ..............................................................................383ARTICLE 43. ABSENCE ............................................................383 Section 1. Time Off for Union Activities ...............................383 Section 2. Leave of Absence ..................................................384ARTICLE 44. GRIEVANCE COMMITTEES ............................386 Section 1. ..............................................................................386 Section 2. Area Committee ....................................................387 Section 3. Function of the Committees ..................................387 Section 4. Subcommittees ......................................................387ARTICLE 45. GRIEVANCE MACHINERY AND

UNION LIABILITY ..............................................................388 Section 1. ..............................................................................388 Section 2. Referral of Interpretation ......................................389 Section 3. Examination of Records ........................................389 Section 4. National Grievance Committee .............................389 Section 5. Committee Expense ..............................................389ARTICLE 46. DISCHARGE OR SUSPENSION .......................390 Section 1. ..............................................................................390 Section 2. Absenteeism ..........................................................391ARTICLE 47. EXAMINATIONS AND

IDENTIFICATION FEES ......................................................391

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TABLE OF CONTENTS

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ARTICLE 48. PAY PERIOD .......................................................393ARTICLE 49. WASH ROOMS AND LUNCH ROOMS ............394ARTICLE 50. HEALTH AND WELFARE .................................394ARTICLE 51. PENSION .............................................................397ARTICLE 52. VACATIONS ........................................................400 Section 1. One Week ..............................................................400 Section2.TwoWeeks ............................................................400 Section 3. Three Weeks ..........................................................400 Section 4. Four Weeks ............................................................400 Section 5. Five Weeks ............................................................401 Section 6. Six Weeks ..............................................................401 Section 7. ..............................................................................401 Section 8. ..............................................................................402 Section 9. ..............................................................................402ARTICLE 53. HOLIDAYS ..........................................................403ARTICLE 54. PAID-FOR TIME .................................................405 Section 1. General ..................................................................405 Section 2. Call-back Time ......................................................405 Section 3. Meal Period ...........................................................405ARTICLE 55. WAGES AND HOURS ........................................406 Section 1. Hours .....................................................................406 Section 2. Rates of Pay ..........................................................407 Section 3. Unassigned Employees .........................................409 Section 4. ..............................................................................410 Section 5. ..............................................................................410 Section 6. ..............................................................................410 Section7.WorkinOtherClassifications ...............................411 Section 8. ..............................................................................411 Section 9. ..............................................................................411 Section 10. ............................................................................411 Section 11. ............................................................................411 Section 12. ............................................................................412 Section 13. ............................................................................412ARTICLE 56. FUNERAL LEAVE ..............................................412ARTICLE 57. ADDENDA ...........................................................414ARTICLE 58. ELIMINATION OF BONUS ...............................414ARTICLE 59. MOONLIGHTING ...............................................414ARTICLE 60. TERM OF AGREEMENT ...................................416

ABF SOUTHERN REGION AREA LOCAL FREIGHT

OFFICE CLERICAL EMPLOYEES SUPPLEMENTAL AGREEMENT

Covering EMPLOYEES OF ABF FREIGHT SYSTEM, INC.

For the Period of APRIL 1, 2018 through JUNE 30, 2023

Covering the Operations in the Territory of: ALABAMA, ARKANSAS, FLORIDA,

GEORGIA, LOUISIANA, MISSISSIPPI, OKLAHOMA, TENNESSEE, TEXAS, and

the City of ASHEVILLE, N.C.

PREAMBLETo cover the employees employed in the operations of ABF FREIGHT SYSTEM, INC Carriers in the States of Alabama, Ar-kansas, Florida, Georgia, Louisiana, Mississippi, Oklahoma, Ten-nessee, and Texas and the City of Asheville, N.C.

ABF FREIGHT SYSTEM, INC. hereinafter referred to as the “Em-ployer” or “Company” or “ABF” and the Southern Region of Team-stersandLocalUnionNo.________,affiliatedwiththeInternation-al Brotherhood of Teamsters, hereinafter referred to as the “Union”, agree to be bound by the terms and provision this Agreement.

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ThisABF Office Clerical SupplementalAgreement is supple-mental to and becomes a part of the ABF National Master Freight Agreement, hereinafter referred to as the “Master Agreement” for theperiodcommencingApril1,2018whichMasterAgree-ment shall prevail over the provisions of this Supplement in any caseofconflictbetweenthetwo,exceptassuchMasterAgree-mentmay specifically permit.Questions arising out of allegedconflicts shall be submitted directly to theNationalGrievanceCommittee.

ARTICLE 40. SCOPE OF AGREEMENTSection 1.(a)Theexecutionof thisAgreementon thepartof theEmployershallcoverall theABFLocalFreightForwardingOfficeClericaloperations of the Employer in said described area.

(b) If the Employer begins operating a terminal in a citywherethereisnownoterminal,theEmployeragreesthatassoonastheUnionshowstheEmployerauthorizationssignedbythemajorityoftheOfficeClericalemployees,thisAgreementshallautomaticallybecome effective.

Section 2. Employees CoveredTo cover persons employed as Office and Clerical employees,construed to mean, but not limited to, any Rate Clerk, Cashier, Interlineand/orDivisionClerk,AssistantCashier,OS&DClerk,Stenographer Typist Clerk, PBX Operator, Manifest Clerk, Ab-stract Clerk, Billing Clerk, File Clerk, Tracing Clerk, TWX Op-erator, andMailClerk, any other classifications ofworkwhenusedtodefeatthepurposeofthisAgreement,whoareemployeesin the offices ofCommonContract, andPrivate carriers in theStates of Alabama, Florida, Georgia, Mississippi, Tennessee, Ar-kansas, Oklahoma, Louisiana, Texas and the City of Asheville, North Carolina.

Undernocircumstanceswilloutofclassificationemployeesbeuti-lizedintheOver-the-Roadoperations.

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ARTICLE 41. PROBATIONARY AND CASUAL EMPLOYEES

Section 1. Probationary EmployeesA probationary employee, being considered for regular employ-ment,shallworkundertheprovisionsofthisAgreement,butshallbe employed only on a thirty (30) day trial basis, duringwhichperiodhe/shemaybedischargedwithoutfurtherrecourse;provid-ed,however,thattheEmployermaynotdischargeordisciplineforthe purpose of evading this Agreement or discriminate against Union members.

The Union and the Employer may agree to extend the probationary periodfornotmorethanthirty(30)days,buttheprobationaryem-ployeemustagreetotheextensioninwriting.

A probationary employee who is terminated by the Employerduringtheprobationaryperiodandisthenworkedagainatanytimeduringthenextfull twelve(12)monthsatanyoftheEmployer’slocationswithin the jurisdictionof theLocalUnioncovering theterminalwhere he/she firstworked, except in those jurisdictionswheretheLocalUnionmaintainsahiringhall,shallbeaddedtotheregularsenioritylistwithasenioritydateasofthedatethatpersonissubsequentlyworked.

Probationaryemployeesshallbepaidat thenewhirerateofpayduringtheprobationaryperiod;however,iftheemployeeistermi-natedbytheEmployerduringsuchperiod,he/sheshallbecompen-satedatthefullcontractrateofpayforallhoursworkedretroactivetothefirstdayworkedinsuchperiod.

Section 2. Casual EmployeesCasual employees shall only be used to supplement a regular shift andwillbeterminatednotlaterthantheregularshifttheyaresup-plementing.Nocasualemployeemayworkpasttheendoftheshifthe/sheissupplementingorreplacing.Casualsshallnotworkover-timeontheshiftunlessallregularemployeesworkingtheshifttheyare supplementing or replacing have been offered overtime, regard-

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less of the work being performed. The only exceptions to thiswouldbeifthecasualhasworkedpasttheirsixthhour,he/shemaycompletehis/hereighthoursorunlesstherearenoregularsonthesame shift in the same area of the city.

Eachcasualemployeeshallbeguaranteedfour(4)hourspaywhencalledtowork.If,however,theemployeeworksmorethansix(6)hours, theemployeeshallbeguaranteedeight(8)hours’payandmaycompleteeight(8)hoursofwork.Theemployeemaybecalledtoworkmore than one (1) time each day, such asmorning andevening,ifusedtosupplementregularcrews.

Acasualemployeeisanindividualwhoisnotontheregularsenior-itylistandwhoisnotservingaprobationaryperiod.Acasualmaybe either a replacement casual or a supplemental casual as herein-after provided.

Casuals shall not have seniority status. Casuals shall not be dis-criminated against for future employment.

Replacementcasualsmaybeutilizedby theEmployer to replaceregularemployeeswhensuchregularemployeesareoffduetoill-ness, vacations, or other absence, and shall not be counted in the computation of adding employees to the regular seniority list. In orderfortheEmployersutilizationofreplacementcasualsnottobecounted in the computation of adding employees to the regular se-nioritylist,thereplacementcasualmustworktheshiftoftheregu-laremployeeorwithinthree(3)hoursofsaidregularemployee’sshift. In order for a casual to replace a regular employee, such casu-almustbeasqualifiedtoperformtheworkinthepositionvacatedbytheregularemployeehe/sheisreplacing;otherwisethecasualwillbecountedasasupplementalcasual.

Allegationsofabusearesubjecttothegrievanceprocedure.

When the absence of a regular employee continues beyond three (3)consecutivemonths,areplacementcasualshallnotthereafterbeusedtofillthatabsenceunlesstheEmployerandtheLocalUnionmutually agree to the continued use of a replacement casual.

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Supplementarycasualsmaybeused tosupplementregularcrewsandforeachsix(6)man-hoursworkedperdayduringanythirty(30)daysofsuchtwo(2)calendarmonthperiodtheEmployerwilladd a regular employee. The Employer shall have the right of selec-tion of the employees to be added to the seniority list.

Casual employees shall not accrue seniority. The selected casual employeesenioritydateshallbethedateofhis/herselection,how-ever,when theLocalUnionand theEmployeragree thatcasualshavequalifiedundertheprovisionsofthisAgreementtheEmployermustaddtheselectedemployeestotheregularsenioritylistwithinfourteen(14)calendardays.

A casual employeeworking over eight (8) hours per day and/orforty(40)hoursperweekforthesameEmployershallreceivetheapplicable rate of pay.

Casualhoursworked inparallel shall not be considered asman-hoursworkedtoqualifyforregularemploymentasprovidedabove.

Amonthly list of all casuals (supplemental or replacement) andprobationary employees used during that month shall be submitted totheLocalUnionsbythetenth(10th)dayofthefollowingmonth.Suchlistshallshow:

(a)The employee’s name, address, telephone number and socialsecurity number;

(b)Thedatesworked;

(c)Theclassificationofworkperformedeachday,and thehoursworked;and,

(d)Thename,ifapplicable,oftheemployeereplaced.

This list shall be compiled on a daily basis and shall be available for inspectionbyaUnionrepresentativeand/orshopsteward.

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Section 3. Preferential CasualsWhenacasualisusedbytheEmployerforseventy(70)shiftsofsix(6)hoursormorewithinsix(6)consecutivemonths,theEm-ployer shall process a person to be placed on the preferential list whenrequestedtodosobytheLocalUnion.TheEmployershallhave the right of selection of the individual to be processed for the preferential list.

Processingshallbecompletedwithinthirty(30)calendardaysaf-tertheaforementionedseventy(70)shiftsandnotificationoftheLocal Union.

The Employer and the Local Union may agree to extend the pro-cessingperiodforamaximumofthirty(30)days,butthepreferen-tialcasualmustagreetotheextensioninwriting.

Processingofanycasualmaybewaivedwithawrittenagreementbetweentheindividual,theLocalUnionandtheEmployer.

Afterprocessing, if thecasualmeets theEmployer’shiringstan-dardsandqualificationforregularemployment,theselectedcasualshall be placed on a preferential casual list for future regular em-ployment and shall be selected for regular employment in the order inwhichhe/shewasplacedonthepreferentialcasuallistandhe/sheshallnotbesubjecttoanyprobationaryperiod.Thesenioritydate shall be the date the casual is put on the regular seniority list.

If the selectedcasualdoesnotmeet theEmployer’shiring stan-dardsandqualifications,orrefusestoacceptregularemploymentwhile on the preferential casual list, the casual and the LocalUnionshallbenotifiedinwritingandhis/heruseasacasualwillbe discontinued.

Acasualcanonlymaintainpreferentialstatuswithone(1)Employer.

Casual employees on the preferential casual list shall be offered available,extraworkintheorderinwhichtheywereplacedonthepreferentiallist,providedthecasualisqualifiedtoperformthere-quiredwork.TheEmployer shallnotbeobligated tomakemore

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thanone(1)callpercasualperdaytoofferwork.Theworkcallmustbeverifiedbyaunionmember,ifavailable.Preferentialcasu-alsshallbeguaranteedsix(6)hourspaywhencalledtowork.

Preferential casuals may grieve any violation of this Article or any discipline.

TheLocalUnionmustnotifytheCompanyinwriting,thirty(30)days prior to implementation of a preferential casual list.

Section 4.The Employer agrees not to establish qualifications for employ-ment for the purpose of evading the terms of this Agreement or discriminating against Union members. Violation of this provision shallbesubjecttothegrievanceprocedure.

Section 5.Subterfuge or abuse of thisArticle is subject to the grievanceprocedure.

ARTICLE 42. SENIORITYSection 1. Seniority Rights for Employees Shall PrevailSeniority shall be broken only by discharge, retirement, voluntary quit, absence from work for a ninety-six (96) hour period afterpropernotice from theEmployer, theninety-six (96)hournoticeexcludes Sundays and all holidays, including non-contractual holi-days, when theUnited States Postal Service is officially closed,failure to answer recall, ormore than afive (5) year layoff.Theabove time limits for the ninety-six (96) hour notice shall beginwiththedayfollowingthepostmarkofpropernotification.

Thepartiesagreethattheproperproceduretobefollowedwhenanemployeerefusesaworkorderis:

Whenanemployeerefusesadirectworkorderbyasupervisor,notinviolationof the lawor thiscontract,he/shewillbegivenawrittenwarningforhis/herrefusal,statingthathe/shehasaten(10)minute

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coolingoffperiodtoreconsiderhis/herrefusal(suchascallingajobstewardand/orBusinessAgentforcounsel)andthatcontinuedfailuretoperformtheworkmayresultinhis/hercompletelossofseniority.

Iftheemployeecontinuestorefusetheworkorderaftertheten(10)minutecoolingoffperiod,he/shemaybesubjecttocompletelossof seniority and immediately taken out of service.

Awrittennotificationassetforthabove,willnotberequiredforanemployeewhoisawayfromaterminalfacilityorisatadarkfacil-ity;butverifiable(witnessedbyajobstewardwhenavailableorabargainingunitemployeeand/orelectronicrecording),oralinstruc-tionswillsuffice.

Alloftheaboveissubjecttothegrievanceprocedure.

Intheeventofalayoff,anemployeesolaidoffshallbegiventwo(2)weeks’noticeofrecallbycertifiedmailtohis/herlastknownhome address. In the event the employee fails tomake himself/herselfavailableforworkattheendofsaidtwo(2)weeks,he/sheshall lose all seniority rights under this Agreement.

EmployeesshallgivetheEmployerone(1)weeknoticeofintenttoreturntowork.Theabovetimelimitsshallbeginwiththedayfol-lowingthepostmarkofthecertifiedletterofrecall.

A list of employees arranged in the order of their seniority shall be posted in a conspicuous place at their place of employment. When anemployee is added to the regular seniority list therewillbeaclockpunchinhis/herpersonnelfile.

Anyprotesttothesenioritylistmustbemadeinwriting,withacopytotheEmployerandtheUnion,withinthirty(30)daysfromthedateof posting of the seniority list. In the event no protest is made the senioritylist,asposted,shallbeconsideredcorrectandfinal.Acopyof any revisions or changes shall be sent to the Local Union.

Controversies regarding seniority shall be settled by the Employer and the Union. Failing a settlement by these parties, the controver-

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sy shall be processed under the Grievance Procedure set out in Ar-ticles 44 and 45 of this Agreement.

TheEmployerwillmaintainalistofovertimehoursworkedateachterminalandmakethelistavailabletothejobstewardand/orLocalUnionuponrequest.Allemployees(regularandcasual)performingworkinterminalsoftwenty(20)employeesorlesswouldaffordtheemployertwo(2)hoursperemployeeofexemptovertime.Allem-ployees(regularandcasual)performingworkinterminalsofmorethantwenty(20)employeeswouldaffordtheemployerone(1)hourperemployeeofexemptovertime.Theovertimehoursworkedbyallemployeeswillbetotaleddaily, theexempthourswillbesub-tracted,andallremainingovertimehourswillbeconsideredexces-siveovertime.Foreveryeight(8)excessiveovertimehoursworked,one(1)additionaldaywillbecountedtowardsreturningalaidoffemployee back to regular status under Article 42, Section 2. There willbenopyramidingofactualdaysworkedbylaid-offemployeesand additional days added under the excessive overtime hours.

SubterfugeofthisArticlewillbesubjecttotheGrievanceMachin-eryandanyviolationwillbecountedtowardsreturningalaidoffemployee to active status.

Section 2.(a)Terminalseniority,asmeasuredbylengthofserviceatsuchtermi-nal,shallprevail,exceptasotherwiseprovidedforinthisAgreement.

(b)Whenitbecomesnecessarytoreducetheworkingforce,thelastemployeehiredshallbelaidofffirst;andwhentheforceisagainincreased,theemployeesaretobereturnedtoworkinthereverseorderinwhichtheywerelaidoff.

Layoff and Recall(c)IftheEmployerelectstolayoffanemployeeduetotheneces-sityofreducingtheworkforce,theEmployershallnotifytheem-ployeepriortotheendoftheemployee’sworkweekbyhandde-liveryand/orcertifiedmailwithacopyofthelayoffletterbeingsent to the Local Union by regular mail or delivery. In lieu of

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proper layoff, anemployeewillbepaidamaximumof two (2)days’pay.Innoeventshallthelayoffnoticereducetheemploy-ee’sweeklyguaranteeforthatworkweek.Nonoticeshallbere-quiredifthelayoffiscausedbytheunauthorizedworkstoppageor strike of any IBT Union.

Regularemployeesbeinglaidoffattheendoftheirworkweekwillbeeligibleforworkat.01a.m.thedayfollowingtheemployees’layoffprovidedtheemployeehasbeenoffatleasteight(8)hoursandprovidedtheemployeeisqualifiedtoperformtherequireddu-ties.Alldaysworkedintheweekoflayoffwillbeatthestraighttimehourlyrateofpay.Ifalaidoffemployeeisputtoworkfortwo(2)daysinanyworkweek,theemployeeshallbeobligatedtotheEmployer for the rest of that workweek. Bona fide absence, orprovensicknessorinjuryshallbeavalidexceptiontothisprovi-sion.However, should theEmployer not offer laid off employeeworkforatwenty-four(24)hourperiod,thelaidoffemployeeisnolongerobligatedorrequiredtoacceptavailableworkthatisofferedbytheEmployerfortherestofthatworkweek.

A junior employeemay complete his/herworkweekwhen it ex-tendsbeyondasenioremployee’sworkweek.

Regular employees on layoff status shall have seniority over proba-tionary and casual employees and shall be returned to the regular payrollwheneight(8)man-hoursperdayareworkedinanyfive(5)outofseven(7)days,orten(10)straighttimeman-hoursperdayareworkedinanyfour(4)outofseven(7)days.

Intheeventoflayoff,anemployeesolaidoffshallbegiventwo(2)weeks’noticeofrecallbycertifiedmailtohis/herlastknownhomeaddress.

TheemployeemustnotifytheEmployerwithinseven(7)daysofhis/her intent to return to work. Failure to notify the Employerwithinseven(7)daysofhis/herintenttoreturntoworkshallresultin the loss of all seniority rights. The employee must report for workwithinfourteen(14)daysfromthedateofrecall.Failuretoreportwithinfourteen(14)daysshallresultinthelossofallsenior-

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ityrights.Theabovetimelimitsshallbeginwiththedayfollowingthepostmarkofthecertifiedletterofrecall.

Ifsuchemployeedoesnotimmediatelyreturntoworkandalaidoffemployeeoracasualiscalledtoreplacetheemployeethatwasre-calledasoutlinedabove, theday(s)workedbythereplacingem-ployeeorcasualwillnotcountunderthefive(5)outofseven(7)day formula to return to another employee to regular status.

Section 3.(a)Inallcaseswherephysicalfitnessorabilitytoperformthere-quiredworkareequal,seniorityrightsshallgovern.TheEmployerhas the right to discipline or transfer any employee or employees in thesameclassification,toinstructanddirectthework,managetheterminals and docks and assign its equipment, and to make rules andregulationsfortheconductofitsbusiness,nottoconflictwiththe terms of this Agreement. Any pre-employment orientation/trainingthatinvolvesbargainingunitworkshallbepaidforattheappropriatecontractualrateofpaybasedonclassification,howev-er;noclassroomtrainingwillexceedtwo(2)days.

(b)Inthoseinstanceswhereemployeesarenotqualifiedinallclas-sifications,duetoinabilitytoperformtherequiredwork,theEm-ployerwill allow theemployees topracticeon theiroff-time,onCompany equipment and/or facilities, to become qualified. TheCompany reserves the right of scheduling the practice periods of the employees.

TheCompany and theUnion shall jointly establish a reasonableperiod of time for the employees to qualify.

Any dispute involving an employee not making a reasonable effort toqualifyshallbesubjecttothegrievanceprocedure.

The provisions of this Article shall not apply to any regular em-ployeewhocannotqualifybecauseofphysicalfitness.

(c)Allnewpositionsorpermanentvacancieswillbepromptlybul-letinedat theCompany terminal foraperiodoffive (5)working

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days.Qualifiedemployeesdesiringsuchpositionsshallfileappli-cationinwritingwiththedesignatedofficeroftheEmployerwithinfive(5)workdays.Suchassignmentwillbegovernedbyseniorityofapplicants,asaboveoutlined.Assignmentwillbemadewithinfive(5)workingdaysaftertheclosingofbidding.

Employees assigned to positions on the effective date of this Agree-mentorassignedthereafterwillnotbepermittedtotransfertoan-otherpositionuntilsuchtimethatavacancyornewpositionsexists.

Anyemployeewhodoesnotbidwhilethejobsarepostedwillbeassignedtoanyremainingjobopening(s)thattheemployeeisqual-ifiedtoperform.

AnynewtechnologyintroducedbytheEmployer,employeeswillbe trained and paid at the full contractual rate of pay.

When the Employer makes technological changes, as it deems neces-sary, such as but not limited to the introduction of automated machin-ery,theemployerwillnotifytheUnionandexplainthenatureandeffect of such changes. If the technological changes replaces present officeworkandresultsinremainingunitworkthatcanbeperformedbythebargainingunititwillremainbargainingunitwork.

Section 4. Bulletining of JobsThe bulletining of positions or vacancies shall consist of the num-berofdays,classifications,therateofpay,thedaystobeworkedandthestartingtime,whichshallbethesametimeeachdayoftheassignment except that on two (2) days of the assignment suchstartingtimemaybetwo(2)hourseitherbeforetheregularstartingtimeorontwo(2)daystwo(2)hoursaftertheregularstartingtime,but the bulletining of such positions shall specify the starting time on each day of the assignment.

The number of start times in effect today shall remain the same. In addition to the existing number of start time, the Company shall be allowedtoaddthree(3)additionalstarttimeinatwenty-four(24)hourperiod.Thereshallbenomorethantwelve(12)totalstarttimeunless such times currently exist in any given location.

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Section 5.Allbidsshallbepostedandimplementedatleastone(1)timeinthemonthofAprilandone(1)timeinthemonthofOctober,andnolaterthanthethirtieth(30th)oftheaforementionedmonths,unlessotherwise agreed to between the parties of thisAgreement. TheEmployer shall furnish a copy of the bid posting to the Union.

Section 6.Theassignmentofequipment,orworkwithinaparticularclassifi-cationshallnotbesubjecttoseniorityorbid.

Section 7.The Employer is permitted to make and enforce any reasonable Company ruleswhichdonot conflictwith the provisions of thisAgreement. All such rules shall be posted for a period of fourteen (14)daysand theLocalUnionshallbefurnishedacopyofsuchrulespriortoposting.Ifnoprotestintheformofawrittengriev-anceisfiledbytheLocalUnionduringthefourteen(14)dayperi-od,therulesshallbecomeeffective.Ifaprotestisfiled,theruleorrules protested must be removed from the bulletin board and shall not become effective until approved by the Grievance Committee.

However,suchprotestmustbeheardatthenextscheduledSouth-ern Grievance Meeting.

ARTICLE 43. ABSENCESection 1. Time Off for Union ActivitiesTheEmployeragreestograntthenecessarytimeoff,withoutdis-criminationorlossofseniorityrightsandwithoutpaytoanyem-ployee designated by the Union to attend a labor convention or to serve in any capacity on other officialUnion business providingtwenty-four(24)hourswrittennoticeisgiventotheEmployerbythe Union, specifying length of time off. The Union agrees that in making its request for time off for Union activities, due consider-ationwillbegivento thenumberofemployeesaffectedinorder

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thatthereshallbenodisruptionoftheEmployer’soperationduetolack of available employees.

Section 2. Leave of Absence(a)Anyemployeedesiringleaveofabsencefromhis/heremploy-mentshallsecurewrittenpermissionfromboththeUnionandEm-ployer.Themaximumleaveofabsenceshallbeforninety(90)daysand may be extended for like periods. Permission for same must be secured from both the Union and Employer. During the period of absence the employee shall not engage in gainful employment in thesameindustry.Failuretocomplywiththisprovisionshallresultin the complete loss of seniority rights for the employee involved.

Inabilitytoworkbecauseofprovensicknessorinjuryshallnotre-sult in the loss of seniority rights.

If an employee is granted a leave of absence, the Employer shall collect from said employee, prior to the leave of absence being ef-fective,sufficientmoniestopaytherequiredfullweeklycontribu-tion into the Health, Welfare and Pension Funds during the period of absence before the leave may be approved by either the Local Union or the Employer.

(b) Employeeswho accept employment in a supervisory capacitywillforfeitallseniorityrightsandberemovedfromthesenioritylist.

Sick/Personal Leave(c)EffectiveApril1,1980,employeesshallaccumulatefive(5)dayssick/personal leave days per year.Compensation for sick/personalleavewillbebasedonthehourlyshifttheemployeeisworkingatthetimeofabsencenottoexceedforty(40)hoursforeachcontractyear.

AccrualandcashoutdatesforsickleavewillmovefromApril1toJanuary1effectiveJanuary1,2009.Employeeswillaccruefive(5)daysbetween04/01/08and12/31/08withanycashoutonJan-uary1,2009.NoemployeewouldlosetheirentitlementtothecashoutonJanuary1,2009becauseofthe‘ninety(90)daysofcom-pensationrule’.

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Sick/personalleavenotusedbyMarch31st,ofanyyearwillbepaidon March 31st, at the hourly rate then in existence.

TheEmployermayrequestthatunusedsick/personalleavebeaccumu-lated.TheEmployeeathis/herdiscretionmayagreetoaccrual.Payforaccruedsick/personalleaveshallbeatthecontractrateatthetimepaid.

Sick/personalleavewillbepaidonthefirst(1st)dayofabsence.

The National Negotiating Committee may develop additional rules and regulations to apply to sick leave provisions negotiated in the 1976 NMFA and amended in this Agreement uniformly to the Sup-plements. The Committees shall not establish rules and regulations for sick leave programs in existence prior to April 1, 1976.

Alcoholism and/or Drug Addiction(d)RefertoArticle35oftheABFNationalMasterFreightAgreement.

Jury Duty(e)EffectiveApril1,1979, all regular employeescalled for jurydutywill receive thedifferencebetween thehourlyshift theem-ployeeisworking,atthetimeofabsence,attheapplicablehourlywageandactualpaymentreceivedforjuryserviceforeachdayofjurydutytoamaximumofonehundredtwenty(120)hourspayforeach contract year.

Whensuchemployeesreportforjuryserviceonascheduledwork-day,theywillnotberequiredtoreportforworkthatparticularday.

Timespentonjuryservicewillbeconsideredtimeworkedforpur-posesofemployercontributionstohealthandwelfareandpensionplans, vacation eligibility and payment, holidays and seniority, in accordance with the applicable provisions of the SupplementalAgreementstoamaximumoffifteen(15)daysforeachcontractyear.

Maternity Leave(f) In the event of pregnancy, the employee shall be allowed toworkuntilsuchtimeasemployee’sattendingphysicianstatesthat

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employeeshouldstopworking.Theemployeemayreturntoworkafterdeliveryuponpresentationofamedicalcertificatebytheat-tending physician. Such leave of absence may be extended or short-ened by mutual agreement.

ARTICLE 44. GRIEVANCE COMMITTEES

REFER TO ABF NMFA ARITCLES 7 AND 8

Section 1.The Employers and the Unions, parties to this Agreement, shall to-gether, create and maintain permanent State or Multiple State Com-mittees covering the states covered by this Agreement. The State or Multiple StateGrievanceCommittee shall remain as now estab-lishedunlesschangedbymutualagreementbetweenthepartiestothis Agreement. It shall be the function of these Committees to ad-justthedisputeswhichcannotbesettledbetweentheEmployerandthe Local Union. The State or Multiple State Grievance Commit-tees shall consist of an equal number of members appointed by Em-ployersandUnion,butnotlessthantwo(2)fromeachgroup.Eachgroup may appoint alternates to serve in the event of absence of permanent members. When a State or Multiple State Grievance Committee Meeting is called, it shall be compulsory for each mem-ber of the Committee or the alternate to attend. Each State or Mul-tipleStateGrievanceCommitteeshallmeetwithinfifteen(15)daysaftereithergroupCommitteeChairmanserveswrittennoticeontheother requesting a meeting and the place of the meeting and the exact date of same shall be mutually agreed.

EachStateorMultipleStateGrievanceCommitteeshallatitsfirstmeeting formulate rules of procedure to govern the conduct of its proceedings.

Itisunderstoodthatanygrievanceofanyemployeeworkingunderthis Agreement shall be processed by the appropriate State or Mul-tiple State Grievance Committee.

If a dispute or grievance arising out of operations under this Agreement involves a Local Union situated in contiguous territo-

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ry, such dispute or grievance shall be referred to any of the State or Multiple State Grievance Committees for handling by the Chairman and Director of the Southern Region of Teamsters, that he deems appropriate, and after such reference shall be handled under the usual procedures of that State or Multiple State Griev-ance Committees.

Section 2. Area Committee

The Employers and the Unions, parties to this Agreement, shall together create a permanent Southern Region Area Grievance Committeewhichshallconsistofanequalnumberofrepresenta-tives of the Employers and the Unions. The Employers and the Unionseachagreetonotifytheotherinwriting,givingthenameoftheirrespectiveChairmanwithinthirty(30)daysafterthesign-ingofthisAgreement.TherespectiveChairmanshalljointlyde-cide the number of members comprising the Grievance Committee andshallfurnishthenamesoftheirmembersinwritingtotheoth-er. Thereafter, any changes in representatives on the Southern Re-gionAreaGrievanceCommitteewillbebywrittennotificationtotheotherparty’srespectiveChairman.TheSouthernRegionAreaGrievanceCommitteeshallmeetwithinfifteen(15)daysafterei-thergroupCommitteeChairmanhasservedwrittennoticeontheother, the exact date and place of meeting to be mutually agree-able. The Southern Region Area Grievance Committee shall at its first(1st)meeting,formulaterulesofproceduretogovernthecon-duct of its proceedings.

Section 3. Function of the Committees

It shall be the function of the various committees, above referred to, to settle disputeswhich cannot be settled between theEmployerandtheLocalUnioninaccordancewiththeproceduresestablishedin Section 1, Article 45.

Section 4. Subcommittees

All committees established under this Article may act through sub-committees duly appointed by such committees.

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ARTICLE 45. GRIEVANCE MACHINERY AND UNION LIABILITY

REFER TO ABF NMFA ARITCLES 7 AND 8

Section 1.The Unions and the Employers agree that there shall be no strikes,lockouts,tie-ups,orlegalproceedingswithoutfirstusingall possible means of settlement as provided for in this Agree-mentofanycontroversywhichmightarise.DisputesshallfirstbetakenupbetweentheEmployerandtheLocalUnioninvolved.Failing adjustment by these parties, the following proceduresshallthenapply:

(a)WhereaStateorMultipleStateCommittee,byamajorityvote,settles a dispute no appeal may be taken to the Southern Region AreaGrievanceCommittee.Suchdecisionwillbefinalandbindingon both parties.

(b)WhereaStateorMultipleStateCommitteeisunabletoagreeorcome toadecision in thecase,bymajorityvote, suchcaseshallautomatically be put on the agenda of the next Southern Region Area Grievance Committee meeting, by the Secretary of the State or Multiple State Committee, and must be decided by the Southern Region Area Grievance Committee at the next Southern Region Area Grievance committee meeting.

The decision of the Southern Region Area Grievance Committee by majorityvote,shallbefinalandbindingonbothparties.

(c)CasesdeadlockedattheAreaCommitteewillbeprocessedinaccordancewithArticle8of theNationalMasterFreightAgree-ment.

(d)FailureofanyCommitteetomeetwithoutfaultofthecomplain-ing side, refusal of either party to submit to or appear at, the griev-anceprocedureatanystage,orfailuretocomplywithanyCommit-teedecisionwithdrawsthebenefitsofthisArticle.

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(e)The procedures set forth hereinmay be invoked only by theauthorizedUnionrepresentativeortheEmployer.

(f)Allmonetarygrievancesthathavebeenresolvedeitherbydeci-sionorthroughsettlementshallbepaidwithinfourteen(14)calen-dardaysofformalnotificationofthedecisionordateofsettlement.If an Employer fails to pay a monetary grievance in accordance withthisSection,theEmployershallpayasliquidateddamagestoeachaffectedgrievanteight(8)hoursstraighttimepayforeachdaytheEmployerdelayspayment,commencingthedatethegrievant(s)notifiedtheEmployerofsuchnon-paymentinwriting.

Section 2. Referral of InterpretationIt is agreed that all matters pertaining to the interpretation of any provisions of this Agreement may be referred by either the Union Committee’sSecretaryortheEmployerCommittee’sSecretarytotheSouthernRegionAreaGrievanceCommitteeatanytimeforfi-nal decision, and such Southern Region Area Grievance Committee shallbeconvenedonseventy-two(72)hours’noticetohandlemat-ters so referred.

Section 3. Examination of RecordsThe Local Unions, the State or Multiple State Committee or the Southern Region Area Grievance Committee shall have the right to examine time sheets and any other records pertaining to the compu-tationofcompensationofanyindividualorindividualswhosepayisindispute,orrecordspertainingtoaspecificgrievance.

Section 4. National Grievance CommitteeGrievances and questions of interpretation which are subject tohandling under the provision of Article 8 of the Master Agreement shall be referred to the National Grievance Committee in accor-dancewithsuchArticle8.

Section 5. Committee ExpenseAny meeting room expense involved in such proceedings shall be borneequallybetweenthepartiestothisAgreement.

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ARTICLE 46. DISCHARGE OR SUSPENSIONSection 1.The Employer shall not discharge, suspend or take any other disci-plinaryactionasrespectsanyemployeewithoutjustcause,butinrespect to discharge, suspension or other disciplinary action shall giveatleastonewarningnoticeofthecomplaintagainstsuchem-ployeetotheemployeeinwritingbycertifiedmailand/orinper-sonandacopyofsameto theUnionaffected,bycertifiedmail;exceptthatnowarningnoticeneedbegiventoanemployeebeforehe/sheisdischargedifthecauseofsuchdischargeisdishonesty;usingorbeingundertheinfluenceofalcoholicbeverages,narcot-ics, or drugswhile onduty; failure to submit to a sobriety/drugtest,uponrequest,iftheemployeeappearstobeundersuchinflu-ence; carrying or permitting the carrying of drugs or narcotics on theemployee’spersonorequipmentthatisprohibitedbystateorfederallaw,possessionofalcoholicbeverages,drugsornarcoticson Company property or equipment, drinking alcoholic beverages, using drugs or narcotics, on company property; a serious prevent-ableaccidentwhileonduty,thecarryingofunauthorizedpassen-gers;thefailuretoreportanaccident;willfuldamageordestruc-tion of company property or equipment; engaging in unprovoked physicalviolencewhileonCompanypropertyoronduty;outra-geous conduct as determined by the Grievance Committee; or fail-ure tocomplywithArticle35,Section3of theNationalMasterFreight Agreement.

Thewarningnoticesashereinprovidedshallnotremainineffectforaperiodofmorethansix(6)monthsfromthedateofsaidwarn-ing notice.

Allwarningnotices,discharges,suspension,orotherdisciplinaryactionmustbebyproperwrittennotice to theemployeeand theUnion affected. Any employee may request an investigation as to his/her dischargeor suspension.Should such investigationprovethataninjusticehasbeendoneanemployeehe/sheshallberein-stated. The State or Multiple State Committee and the Southern Region Area Grievance Committee shall have the authority to order full, partial, or no compensation for time lost.

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Appealfromdischarge,suspensionorwarningnoticemustbetakenwithinten(10)regularworkingdaysbywrittennotice,andadeci-sion reachedwithinfifteen (15)days from thedateofdischarge,suspensionorwarningnotice.

Iftheemployeeinvolvedisnotwithinthehometerminalareawhentheactionofdischarge,suspensionorwarningnoticeistaken,theten(10)dayperiodwillstartfromthedateofhis/herreturntothehometerminal.Ifnodecisionhasbeenrenderedontheappealwith-infifteen(15)daysthecaseshallthenbetakenupasprovidedforin Article 45 of this Agreement.

EffectiveApril1,2003,theEmployerwillnotterminateanyem-ployee for any discrepancies on his/her application for employ-ment,afteraperiodofone(1)yearfromtheemployee’shiredate.

Section 2. AbsenteeismInallcaseswhereanemployeeisunabletoreporttoworkattheregularstartingtime,foranyreason,he/sheshallimmediatelynoti-fy the supervisor on duty. Failing to so notify the supervisor on duty he/sheshallnotbereinstateduponhis/herreturntoworkunlessareasonableexplanationisfurnishedtotheEmployer.Thefirstvio-lationofthisArticleshallresultinawarningnoticetotheemploy-ee. On the second such violation of this Article the employee may be disciplined or discharged.

ARTICLE 47. EXAMINATIONS AND IDENTIFICATION FEES

Physical, mental or other examinations required by a government bodyortheEmployershallbepromptlycompliedwithbyallem-ployees,provided,however,theEmployershallpayforallsuchexaminations. The Employer shall not pay for any time spent in thecaseofapplicants for jobsandshallbe responsible tootheremployees only for time spent at the place of examination or ex-aminations,wherefortimespentbytheemployeeexceedstwo(2)hours,andinthatcase,onlyforthosehoursinexcessofsaidtwo(2)hours.

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Forallotherexaminations,physicalormental,notrequiredbylawthe employee shall be paid at the hourly rate for time spent at the place of such examination, except for those examinations required whenanemployeeisreturningtoemploymentafterillnessorinju-ry.The Employerwill provide no less than two (2) choices forexaminations. When the employee is being examined at the Em-ployersrequestforareturn-to-workphysical,theemployeeshallonlyberequiredtobeexaminedforthatinjuryforwhichhe/shewasoutofservice.ThisdoesnotprecludetheCompanyfromre-quiring a DOT physical if the employee has been off for more than thirty(30)days.Examinationsare tobe takenat theemployee’shometerminal.Employeeswillnotberequiredtotakeexamina-tionsduringtheirworkinghours.TheCompanyreservestherightto select its ownmedical examiner or physician, and theUnionmay, if itbelievesan injusticehasbeendoneanemployeehavesaidemployeere-examinedattheUnion’sexpense.

IntheeventofadisagreementbetweenthedoctorselectedbytheEmployer and the doctor selected by the Union, the Employer and Uniondoctorsshalltogetherselectathirddoctorwithinseven(7)days,whoseopinionshallbefinalandbindingontheCompany,the Union and the employee. The Company nor the Union nor the employeewillattempttocircumventthedecision.Theexpenseofthe thirddoctor shallbe equallydividedbetween theEmployerand theUnion.Disputeconcerningbackpayshallbesubject tothegrievanceprocedure.Ifthethird(3rd)doctor’sdecisioncon-curs with that of the Union’s doctor to return the employee towork,backpaywillbeawardedback to the releasedateof theUnion doctor.

ShouldtheEmployerorGovernmentbodyfinditnecessarytore-quire employees to carry or record full personal identification,(i.e.:IDBadges),suchrequirementsshallbecompliedwithbytheemployees.ThecostofsuchpersonalidentificationshallbebornebytheEmployer.Theemployeewillbeallowedtohavesuchper-sonalidentificationrequirementsmadeonCompanytime.

No employee shall be required to take any form of lie detector test as a condition of employment.

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ARTICLE 48. PAY PERIOD

All regular employees and all other employees covered by this Agreementshallbepaidinfulleachweekandnotlaterthantheendoftheirworkingperiod.Notmorethanseven(7)daysshallbeheldonanemployee.Eachemployeeshallbeprovidedwithastatementofhis/hergrossearningsandofdeductionsmadeforanypurpose.

Allregularemployeeswhorecognizeapayshortageinexcessoffour(4)hoursofpayatthecurrentratewillreceiveadraftfromtheEmployer by the end of the next business day.

Whenabonafidepayshortageoffour(4)hoursorgreaterisrecog-nized,theEmployeemustnotifytheEmployerinwriting.

If the Employer fails to pay the shortage by the end of the next businessday, theEmployeeshallbepaideight(8)hoursperdayuntil the shortage is paid by the Employer.

TheEmployermaychangefromthepresentseven(7)dayswith-heldtofourteen(14)daysbygivingpropernoticetotheinvolvedemployeeandtheLocalUnion,andthenwithholdone(1)addition-aldayeachweekuntilthemaximumoffourteen(14)daysiswith-held.Thursday shall be the payday in the event thewithholdingperiodislongerthanseven(7)days.Timewaitingforapayshort-agewillbepaidattheapplicablehourlyratewhilewaiting.

If a holiday falls on a payday, employees shall be paid on the day before the holiday. If a personal holiday falls on a regular pay day, theemployeeshallbepaidthedaybefore,after5:00p.m.,provid-ing the regular payroll checks are available at the terminal and the employee makes a request.

ThepayweekforallEmployeesshallbeSundaythroughSaturdayforpayandbenefits.

WherenotprohibitedbyState law, all employeeshired after thedate of ratification are required to use electronicdeposit of theirpaychecks. If the employee is enrolled on Direct Deposit and the employee’spayisnotdepositedto theirbankaccountonpayday

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duetoemployererror,theemployee’spaywillbedepositedtotheemployee’saccountbymeansofElectronicFundsTransferortheemployeewillbepaidbystationdraftthatsameday.

Ifanemployeehiredafterthedateofratificationisunabletoobtainabankaccount,he/shewillbepaidelectronicallyusingapaycard/debit card. If for reasonsbeyond theEmployer’s control, suchasweatherdelays,expressmailfailure,etc.anemployee’s“paycheck”ordebitcarddoesnotarriveattheemployee’sfacilitybypayday,areplacementcheckwillbeissuedattheGeneralOfficeandmailedtotheemployee’sfacilitybytheendofthatbusinessday.

TheEmployershallfurnishanitemizedstatementofearningsanddeductionswithallpaychecks.

ARTICLE 49. WASH ROOMS AND LUNCH ROOMS

Employershallmaintaincleansanitaryrestrooms,withcompletetoilet facilities.

Employer shall provide adequate lunch facilities at each terminal and maintain the lunch facilities in a clean and sanitary condition. The Employer shall not store freight or any other items in the lunch facilities or the restrooms.

Restroomsandlunchfacilitiesshallbecleanedeachdaywhentheterminal is open provided the employees keep them in a reasonably clean condition.

ARTICLE 50. HEALTH AND WELFARE

NOTE:EffectiveApril1,2008,theweeklybenefitpaymenttriggerwillbethree(3)daysworkedperweek.

Effective August 1, 2018, the contribution of four hundred and one dollarsandthirteencents($401.13)wasmadetotheCentralStates,SoutheastandSouthwestAreasHealthandWelfareFund.For the

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contribution rate increases due each year of the Agreement, the Sup-plementalNegotiatingCommitteesshallallocatethefollowingcon-tribution rate increases to the Health and Welfare Fund. Due August 1, 2019, the Supplemental Negotiating Committees shall allocate forty-centsperhour($0.40perhour);dueAugust1,2020,theSup-plementalNegotiatingCommitteesshallallocateforty-twocentsperhour($0.42perhour);dueAugust1,2021,theSupplementalNego-tiating Committees shall allocate fifty cents per hour ($0.50 perhour);anddueAugust1,2022,theSupplementalNegotiatingCom-mitteesshallallocatefiftycentsperhour($0.50perhour).

Contributions will be made to the Central States, Southeast andSouthwestAreaHealthandWelfareFund,orotherapplicablefundforeachweekinwhicharegularemployeeworksoriscompensatedforatleastthree(3)daysortoursofdutyinthecontributionweek.

Forregularemployeeswhoworkorarecompensatedone(1)dayortourofdutyinthecontributionweek,thecontributionrateshallbethirty-fourdollars($34.00).Thisprovisionshallonlyapplytoreg-ularemployeescoveredbythisAgreementwhohavebeenonthepayrollthirty(30)daysormore.

Bytheexecutionof thisAgreement, theEmployerauthorizestheappropriate Employer Associations to enter into appropriate trust agreements necessary for the administration of such Fund, and to designate the Employer trustees under such agreement, hereby waivingallnoticethereofandratifyingallactionsalreadytakenortobetakenbytrusteeswithinthescopeoftheirauthority.

Ifanemployeeisabsentbecauseofillnessoroff-the-jobinjuryandnotifiestheEmployerofsuchabsence,theEmployershallcontinuetomaketherequiredfullweeklycontributionsforaperiodoffour(4)weeksbeginningwiththefirst(1st)weekaftercontributionsforactive employment ceases.

Ifanemployeeisinjuredonthejob,theEmployershallcontinuetopaytherequiredfullweeklycontributionsuntilsuchemployeere-turnstowork;however,suchcontributionsshallnotbepaidforaperiodofmore than twelve (12)months beginningwith thefirst(1st)weekaftercontributionsforactiveemploymentceases.

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If an employee is granted a leave of absence, the Employer shall collect from said employee, prior to the leave of absence being ef-fective,sufficientmoniestopaytherequiredfullweeklycontribu-tions into the Health and Welfare Fund during the period of absence.

TheEmployershallpaythefullweeklyhealthandwelfarecontri-butionforanyactiveemployeeonthesenioritylistwhoisavailableforworktheentirecontributionweek.

Disputes or questions of interpretation concerning the requirement to makecontributionsonbehalfofparticularemployeesorclassifica-tions of employees shall be submitted directly to the Regional Joint Area Committee by either the Employer, the Local Union, or the trustees. In the event of such referral, the Employer shall not be deemedtobedelinquentwhilethematterisbeingconsidered,butiftheRegional JointAreaCommittee, bymajority vote, determinesthat contributions are required, the Employer shall pay to the Trust Fundtheamountsduetogetherwithanyotherchargesuniformlyap-plicable to past due contributions. The Regional Joint Area Commit-teemayalsodeterminewhethertheEmployerclaimwasbonafide.

The Trustees or their designated representatives shall have the author-itytoauditthepayrollandwagerecordsoftheEmployerforallindi-vidualsperformingworkwithinthescopeofand/orcoveredbythisAgreement, for the purpose of determining the accuracy of contribu-tions to the funds and adherence to the requirements of this Agree-ment regarding coverage and contributions. For purposes of such au-dit, the Trustees or their designated representatives shall have access to the payroll andwage records of any individual, including own-er-operators, lesser and employees of fleet owners (excluding anysupervisory, managerial and/or confidential employees of the Em-ployer)who the trusteesor theirdesignated representatives reason-ablybelievemaybesubjecttotheEmployercontributionobligation.

NOTE:OnJune19,1985,theU.S.SupremeCourtissueditsdeci-sion in Central States, Southeast and Southwest Areas PensionFundv.CentralTransport,Inc.,affirmingtherightofthetrusteestohave access to payroll, tax and other personnel records of all Em-ployersemployees,forpurposesofdeterminingwhichemployeeswereeligibleplanparticipantscoveredbythecollectivebargaining

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agreement.Thisdecisionisconsistentwiththeunderstandingandintention of the parties to this Agreement.

Thereshallbenodeductionfromequipmentrentalofowner-oper-ators by virtue of the contributions made to the Health and Welfare Fund,regardlessofwhethertheequipmentrentalisattheminimumrateormore,andregardlessofthemannerofcomputationofown-er-operator compensation.

Employers presently making payments to the Central States, South-eastandSouthwestAreasHealthandWelfareFund,andEmployerswhomaysubsequentlybegintomakepaymentstosuchfund,shallcontinue to make such payments for the life of this Agreement. Action on delinquent contributions may be instituted by either the LocalUnion,theRegion,ortheTrustees.Employerswhoaredelin-quentmustalsopayallattorney’sfeesandcostsofcollection.

ARTICLE 51. PENSIONEffective August 1, 2018, the Employer contributed to the Central States,SoutheastandSouthwestAreasPensionFundthesumofsix-ty-eightdollarsandfortycents(68.40)perdayortourofdutyeitherworkedorcompensated,toamaximumofthreehundredforty-twodollars($342.00)perweek,foreachregularemployeecoveredbythisAgreement who has been on the payroll thirty (30) days ormore.ThePensionFundscontributionratesshallbefrozenatthoserates required by the applicable pension fund as of March 31, 2018 for the duration of this agreement. Neither the Company nor any Pension Fund is permitted to require contributions for payments of any assessments, co-pays, fees or surcharges from any employee or unionentitysignatoryheretoasaresultofthefrozenrate.

Thisshallnotapplytoabonafideprobationaryemployeewhoisnotifiedinwriting,withacopytotheLocalUnion,atthebeginningofhisemploymentthatheisaprobationaryemployee.However,ifsuch probationary employee does not accomplish seniority under the provisions of the contract, but is terminated during the proba-tionaryperiod,theEmployermustgivewrittennoticeofsuchter-mination to the LocalUnion and hemust then complywith thecontract provisions for pension payments for each day of employ-

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mentasifhewereacasualemployee.Anyviolationofthisprovi-sionshallbesubjecttothegrievanceprocedure.

ThisfundshallbetheCentralStates,SoutheastandSouthwestAr-eas Pension Fund. There shall be no other pension fund under this Agreement for operations under this Agreement or for operations undertheSouthernRegionAreaAgreementstowhichEmployerswhoarepartytothisAgreementarealsoparties.

Bytheexecutionof thisAgreement, theEmployerauthorizestheappropriateEmployers’Associationstoenterintoappropriatetrustagreements necessary for the administration of such fund, and to designate the Employer trustees under such agreement, hereby waivingallnoticethereofandratifyingallactionsalreadytakenortobetakenbysuchtrusteeswithinthescopeoftheirauthority.

Ifanemployeeisabsentbecauseofillnessoroff-the-jobinjuryandnotifiestheEmployerofsuchabsence,theEmployershallcontinuetomake therequiredcontributions(five(5)daysperweek)foraperiodoffour(4)weeksbeginningwiththefirst(1st)weekaftercontributions for active employment ceases.

Ifanemployeeisinjuredonthejob,theEmployershallcontinuetopay the requiredcontributions (five(5)daysperweek)until suchemployeereturnstowork;however,suchcontributionsshallnotbepaidforaperiodofmorethantwelve(12)monthsbeginningwiththefirst(1st)weekaftercontributionsforactiveemploymentceases.

If an employee is granted a leave of absence, the Employer shall collect from said employee, prior to the leave of absence being ef-fective,sufficientmoniestopaytherequiredcontributions(five(5)daysperweek)intothePensionFundduringtheperiodofabsence.

At the end of the calendar year, the Employer shall pay the daily pensioncontributionfordaysavailabletowork,onlyforthenum-ber of days needed to provide a minimum of one hundred and eighty(180)daysofpensioncontributionfortheyearforaregularemployee. The payment of the pension contribution for days avail-ableonlyappliestoactiveemployeesonthesenioritylistwhoareavailableforworktheentirecontributionweek.

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Disputes or questions of interpretation concerning the requirement to makecontributionsonbehalfofparticularemployeesorclassifica-tions of employees shall be submitted directly to the Regional Joint Area Committee by either the Employer, the Local Union, or the trustees. In the event of such referral, the Employer shall not be deemedtobedelinquentwhilethematterisbeingconsidered,butiftheRegional JointAreaCommittee, bymajority vote, determinesthat contributions are required, the Employer shall pay to the trust Fundtheamountsduetogetherwithanyotherchargesuniformlyap-plicable to past due contributions. The Regional Joint Area Commit-teemayalsodeterminewhethertheEmployerclaimwasbonafide.

The trustees or their designated representatives shall have the au-thoritytoauditthepayrollandwagerecordsoftheEmployerforall individualsperformingworkwithin the scopeof and/orcov-ered by this Agreement, for the purpose of determining the accura-cy of contributions to the funds and adherence to the requirements of this Agreement regarding coverage and contributions. For pur-poses of such audit, the trustees or their designated representatives shallhaveaccesstothepayrollandwagerecordsofanyindividu-al,includingowner-operators,lesserandemployeesoffleetown-ers (excluding any supervisory, managerial and/or confidentialemployeesoftheEmployer)whotheTrusteesortheirdesignatedrepresentativesreasonablybelievemaybesubjecttotheEmployercontribution obligation.

NOTE:OnJune19,1985,theU.S.SupremeCourtissueditsdeci-sion in Central States, Southeast and Southwest Areas PensionFundv.CentralTransport,Inc.,affirmingtherightoftheTrusteesto have access to payroll, tax and other personnel records of all Employersemployees,forpurposesofdeterminingwhichemploy-eeswereeligibleplanparticipantscoveredby thecollectivebar-gainingagreement.Thisdecisionisconsistentwiththeunderstand-ing and intention of the parties to this Agreement.

Thereshallbenodeductionfromequipmentrentalofowner-oper-ators, by virtue of the contributions made to the Pension Fund, re-gardlessofwhethertheequipmentrentalisattheminimumrateormore,andregardlessofthemannerofcomputationofowner-oper-ator compensation.

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ARTICLE 52. VACATIONS

Employeeswillbeginearningvacationunderthenewvacationeli-gibilityscheduleeffectivewiththeirvacationeligibilityanniversa-rydatethatbeginsonorafterApril1,2018.Thenewvacationeli-gibility schedule shall be the vacation eligibility schedule in the applicable 2008 to 2013 supplemental agreements.

Vacation for vacation anniversary dates effective April 1, 2013 to March31,2018wasorisbeingearnedundertheprioreligibilityscheduleandwillbesubjecttothetermsofthatbargainingagree-mentandwillnotbeaffected.Noemployeeshallbesubjecttothelossofmorethan1weekofvacationpervacationanniversaryyearearned from April 1, 2013 to March 31, 2018.

Section 1. One Week

Avacationofone(1)weekshallbegrantedwithpaytoallemploy-eescoveredbythisAgreementwhohaveworkedfortheEmployerforaperiodofone(1)yearormore.

Section 2. Two Weeks

Avacationoftwo(2)weeksshallbegrantedwithpaytoallem-ployeescoveredbythisAgreementwhohaveworkedfortheEm-ployerforaperiodoftwo(2)yearsormore.

Section 3. Three Weeks

Avacationofthree(3)weeksshallbegrantedwithpaytoallem-ployeescoveredbythisAgreementwhohaveworkedfortheEm-ployerforaperiodofeight(8)yearsormore.

Section 4. Four Weeks

Avacationoffour(4)weeksshallbegrantedwithpaytoallem-ployeescoveredbythisAgreementwhohaveworkedfortheEm-ployerforaperiodoffifteen(15)yearsormore.

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Section 5. Five WeeksAvacationoffive(5)weeksshallbegrantedwithpaytoallem-ployeescoveredbythisAgreement,whohaveworkedfortheEm-ployerforaperiodoftwenty(20)yearsormore.

Section 6. Six WeeksAvacationofsix(6)weeksshallbegrantedwithpaytoallemployeeswhohaveworkedfortheEmployerforaperiodofthirty(30)yearsormore;providedhowever,attheoptionoftheemployee,theemployeeshalleithertakethefourth(4th),fifth(5th),and/orsixth(6th)weekofvacationorshalltakeonlythree(3)weeksandreceivecompensationforthefourth(4th),fifth(5th),andsixth(6th)weeksofvacation.Theemployeeshallnotbeallowedtoworkthefourth(4th),fifth(5th)andsixth(6th)weekofvacationifanyqualifiedemployeeisonlayoff.

Section 7.Atleastfifteenpercent(15%)oftheemployeesattheterminalin-volved shall be permitted to take their vacation at the same time.

Atleastsixteenpercent(16%)oftheemployeesattheterminalin-volved shall be permitted to take their vacation at the same time during the months of June, July, and August.

Vacationsmaybetakeninincrementsofone(1)weekatatime.

Itisfurtheragreedthatanemployeemaytakeone(1)weekofhis/herearnedvacation(five(5)daystotal),one(1)dayatatimeiftheemploy-eehasearnedtwo(2)weeksofvacation.Anemployeemaytaketwo(2)weeksofhis/herearnedvacation(ten(10)daystotal),one(1)dayatatimeiftheemployeehasearnedthree(3)weeksormorevacation.Atleastforty-eight(48)hours’noticewillberequired(exceptbymutualagreement)andtheEmployerwillverifytherequest,forty-eight(48)hoursprior to therequestedvacationday(s).Thenumberoffwillbesubjecttothefifteenpercent(15%)provisioninSection7andthefif-teenpercent(15%)provisioninSection9.Senioritywillcontrolwhenmorerequestsaremade thancanbepermitted tobeoffandone(1)weekincrementswilltakepriorityoverday(s).Duringthefortyeight(48)hourspriortovacationday(s),nobumpingwillbepermitted.

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Whentheemployeetakesthefirst(1st)dayofsuchdailyvacation,he/shewillbepaidforafullweekvacation.However,iftheem-ployeemakesawrittenrequest,atthetimeofschedulingsuchone(1)dayvacation,he/shewillbepaidforsuchday(s)withhis/hercheckfortheweekinwhichthevacationday(s)fallandsuchday(s)shallbeincludedintheabovementionedfifteenpercent(15%).

Timelostduetosicknessorinjuryshallbeconsidereddaysworkedbut shall not be included in the computation to determine average dailyearnings.Thisshallnotapplywhereanemployeehasbeenoffduetosicknessorinjurymorethanfiftypercent(50%)ofthework-days during the year.

Section 8.Allemployeespresentlyreceivingaforty(40)hourguaranteeforvaca-tionshallbepaidfive(5)hoursinadditiontotheforty(40)hoursguar-anteeforeachweekofvacationduethemattheapplicablehourlyrate.

Section 9.It isunderstoodthatduringthefirstyearanemployeemusthavebeenemployedforthefullyear,exclusiveofinjuryorsickness,inordertobeentitledtoavacation.Duringthesecond(2nd)subse-quentyearstheemployeemusthaveworkedsixtypercent(60%)ofthetotalworkingdaysoftheyear,butneednotbeemployedforthefull year to be eligible for vacation. In determining the sixty percent (60%)ofdaysworked,includeallpaiddayssuchasholidaypay,vacationdays,sick/personalleave,juryduty,funeralleave,intherespectiveyearofvacationaccrual.Nomorethanone(1)vacationmaybeearnedbetweenanniversarydatesofemployment.

Vacationwhichhasbeenaccruedcanbetakenconsecutivelywithvacationthathasbeenearnedonsixtypercent(60%).

An employeeworking ten (10) hour shiftswill accumulate daystowardvacationinthefollowingmanner:

One(1)dayworkedOne(1)dayscredit

Two(2)daysworkedTwo(2)dayscredit

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Three(3)daysworkedFour(4)dayscredit

Four(4)daysworkedFive(5)dayscredit

Past practice shall prevail both as to the time of taking vacation and the number of employees entitled to be off on vacation at any time providedthataminimumoffifteenpercent(15%)ofthetotalnum-berofemployeesbyclassificationshallbepermittedtogoonvaca-tionbetweenMay1standOctober1steachyear.

Ifanemployee’spaidvacationperiodaccruesorispayableduringa period inwhich he/she is otherwise entitled to unemploymentcompensation,theemployee’srighttoandpaymentforsuchvaca-tion shall be deferred until after termination of the unemployment benefit period. The Employer waives the privilege of allocatingvacationpaytopast,present,orfutureweeksofunemployment.

ARTICLE 53. HOLIDAYS

Thefollowingholidayswillbeobserved:NewYear’sDay,Memo-rial Day, Fourth of July, Labor Day, Thanksgiving Day, Friday after Thanksgiving,ChristmasEveDay,ChristmasDay,theemployee’sbirthday,employee’sanniversarydateandVEandVJDays,ifei-therbedeclaredaNationalholidaybytheUSGovernment.NewOrleans shall retain Mardi Gras as a holiday. In Oklahoma, a per-sonal holiday shall apply.

Double the regular hourly rate of pay shall be paid to regular em-ployees for allwork performed on the above named holidays inaddition to the regular hourly guaranteewhich the employee re-ceivesfornotworkingontheabovenamedholidays.Whenaholi-dayfallsonSunday,itwillbeobservedthedayitfalls.Intheevent,the Federal Government observes a named holiday on a different day than the actual holiday, the Regional Chairman, Union and Em-ployer,will determine theday theholiday is observed.TheonlyworktobedoneonLaborDaywillbeincaseofemergencyandthenwhenmutually agreeable. Regular assigned employeeswillnotberequiredtoworkonaholidayifextraemployeesareavail-ableandtherateofpayforsuchextraemployeeswillbetheregular

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hourlyrateofpay.Ifaholidayfallsoutsideofaworkweekofanemployeereceivingaten(10)hourdailyguarantee,employeeshallbepaideight(8)hours.

Regularemployeesshallnotberequiredtoworkextrahourstooffsetholidayhours,butifhe/sheisrequiredtoworkonaholidayhe/sheshallreceiveaminimumofsix(6)hoursguaranteeatdoubletimetheregularhourly rateofpayplus theeight (8)hourguaranteeat theregularhourlyrateofpaywhichhe/shereceivesfornotworking.

Nodeductionshallbepermittedfromregularassignedemployees’weeklyguaranteeforobservanceofaholidaybuthe/sheshallre-ceive his/her regularweekly guaranteedwage plus any overtimeworkhe/shemightperform.

When any holiday fallswithin the period of an employee’s paidvacation, such holiday or holidays shall be paid in addition to their vacation pay.

Apersonalholiday(birthdayoranniversary)maybetakenanydaytheweekitfallsoranydaythefollowingweek,providedtheem-ployeegivesthecompanyseven(7)dayswrittennoticepriortotheactual date of the holiday.

In order to qualify for holiday pay, it is provided that the employee mustworktheregularworkdayimmediatelyprecedingorfollow-ingtheholiday,ifrequestedtodosoorunlesshe/sheisunabletoworkonaccountofprovenillness,orunlessabsence ismutuallyagreed.

Notwithstanding the above, a regular employee on layoff statusshallbepaideight(8)hoursforholidaypayintheeventtheholidayoccursduringthefirstthirty(30)dayperiodthathe/sheisonlayoffstatuswhetherornotanywork isperformed.Ifanywork isper-formed the guarantees in the above paragraph shall apply.

Employeeswhoareservingtheirthirty(30)dayprobationaryperi-odarenotentitledtoholidaypayforholiday(s)thatfallwithintheirprobationary period.

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ARTICLE 54. PAID-FOR TIMESection 1. GeneralAll Employees covered by this Agreement shall be paid for all time, spent in the service of the Employer. Rates of pay provided for by this Agreement shall be minimums. Time shall be computed from thetimethattheemployeeisorderedtoreporttoworkandregistersinanduntilthetimehe/sheiseffectivelyreleasedfromduty.

Section 2. Call-back TimeAnyregularemployeecalledbacktoworkafterhavingcompletedhis/herregularassignmentforthatdayshallbeguaranteedfour(4)hours pay at the applicable hourly rate of pay.

Section 3. Meal PeriodEmployees, shall, except by mutual agreement, take at least one continuousperiodformealsbutnot less than thirty (30)minutesnormorethanone(1)hourinanyoneday.Noemployeeshallbecompelled to take more than one continuous hour during such peri-od nor compelled to take any part of such continuous hour before he/shehasbeenondutythree(3)hoursorafterhe/shehasbeenondutysix(6)hours.Anemployee,requiredtoworkduringthethree(3)hourperiodsetforthabovewithoutlunchshallreceivehis/herregular hourly rate of pay for such lunch period in addition to the applicable contractual pay provisions; but this provision shall not apply if the employee elects to take a lunch period before the third (3rd)orafterthesixth(6th)hour.

At breakbulks or consolidation centers, the employer may, at its option,bid(8)hourshiftswithathirty(30)minutepaidbreaktobedividedperagreementwiththeLocalUnion.ShouldtheEmployerexercisethisoptionitmustberatifiedbyafiftypercent(50%)plusone(1)voteoftheemployees.Oncevotedinitwouldbeeffectivefor the life of the contract unless the Employer chooses to cancel it.

Coffee BreaksThereshallbetwo(2)ten(10)minutebreaksunlessotherwisere-quiredbylaw.Exceptionsarestraight8’sand4-10hourshiftsfor

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whichbreakswillremainthesame;onetwo(2)hoursafteremploy-eesstartingtimeadonetwohourspriortotheendoftheemployeesregularworkshift.Therewillbeanadditionalten(10)minutebreakafterthetenth(10th)hourandonceeverytwo(2)hoursthereafter.

One(1)Stewardshallbecompensatedatthehighestapplicablerateforall timereasonablyspentattending local levelmeetings/hear-ingswiththeCompany.LocallevelmeetingsshallbeheldasnottointerferewithaStewardsregularrunorshift.

ARTICLE 55. WAGES AND HOURSAllClericalemployeeswillbeterminalserviceclerksandwillbepaid at the Group 1 pay rate.

Thispositionwillbecross-trainedonallofficeduties.Itwillcon-tainaprimaryjobfunctionandotherdutiesasassigned.Thepur-poseofthispositionistofacilitatetheCompanyindealingwiththefluctuationsthatoccuroncertaindesksfromtimetotime.Thepo-sition may also be asked to replace absent employees and designate anemployeewhomisabletoassistinanyfunctionperformedinthe clerical operation.

Section 1. Hours(a)Theguaranteedworkweekshallbeforty(40)hoursperweek,five(5)consecutivedayswithadailyguaranteeofeight(8)hoursperday,timeandone-half(1-1/2)aftereight(8)hoursperdayand/orforty(40)hoursperweek.

The parties hereto recognize, however, that because of changingconditionsofemployment,itmaybemutuallybeneficialtoboththeEmployerand theemployees toestablishafour(4) tenhourdayworkweek,timeandone-half(1-1/2)afterten(10)hoursperdayand/orforty(40)hoursperweek.TheEmployermayestablishbyproperbidfour(4)consecutivedaysoften(10)hourseach,orfour(4)daysoften(10)hourseachwithtwo(2)consecutiveoffdays.

IfestablishedbytheEmployer,aminimumoftenpercent(10%)ofthenumberofemployees inanyclassificationmustbebid.Such

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bidsmaybecanceledatanytimebytheEmployerwithoutregardto Article 6 of this Agreement. Further, the Southern Region Area GrievanceCommitteeisspecificallyauthorizeduponpropercom-plaintfiledbytheaffectedLocalUnionthatthisprovisionisbeingabused, to cancel such bids of any Employer. When forcing over-time,theEmployerwillnotifyemployeestwo(2)hourspriortotheendoftheirshift,whenpossible.Forcedovertimewillbenomorethanthree(3)hours,unlessitisthecleanupshift.Abuseofforcedovertimeshallbesubjecttothegrievancecommittee.

(b)Intheeventofelectricalpowerfailurecausedbytornado,hurri-cane or any other Act of God, or any other circumstances beyond the controloftheEmployer,theemployeewillbenotifiednottoreportforworkandtheEmployershallnotbeobligated.Ifanemployeehasreportedfordutyandhasnotbeenputtoworkhe/sheshallbeentitledtoshow-uppay.Iftheemployeehasbeenputtoworkhe/sheshall receive the daily guarantee. In the event an employee does not gettoworkandworkisavailablewithinthatworkweekhe/sheshallbeofferedtheopportunitytomakeuptheworklost.

(c)Timeandone-half(1-1/2)theapplicablehourlyrateofpayshallbepaidforallworkandfortrainingperformedonthesixth(6th)day,anddoubletimefortheseventh(7th)day.

The workweek shall be Sunday through Saturday subject to theabove provisions.

Ifanemployeehasalegitimatereasonfornotworkingovertime,he/shemustnotifytheCompanyinwritingpriortothestartofhis/her shift. In such event, the Employer shall make a reasonable ef-forttohonortheemployee’srequest.

Section 2. Rates of PayThehourlyratesofpayshallbeasfollows:

7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2022Group 1 $25.1347 $25.4847 $25.8847 $26.3347 $26.8347Terminal Service Clerk

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Entry Rates (New Hires)Effective April 1, 2008, all regular employees hired on or after that dateandemployeeswhoare inprogressionshall receive the fol-lowinghourlyratesofpay:

(a)Effectivefirst(1st)dayofemployment—seventypercent(70%)of the current rate.

(b)Effectivefirst(1st)dayofemploymentplusone(1)year—sev-enty-fivepercent(75%)ofthecurrentrate.

(c) Effective first (1st) day of employment plus two (2) years—eightypercent(80%)ofthecurrentrate.

(d)Effectivefirst(1st)dayofemploymentplusthree(3)years—ninetypercent(90%)ofthecurrentrate.

(e)Effectivethefirst(1st)dayofemploymentplusfour(4)years—onehundredpercent(100%)ofthecurrentrate.

The above rates of pay shall not apply to casual employees.

Theterm“currentrate”istheapplicablehourlyand/ormileagerateofpayforthejobclassificationincludingallwageandguaranteedcost-of-livingadjustmentsunderthisAgreement.

Casualratesofpaytobeeffectivethedateofratification:

Casual Rates of Pay 7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2022Hourly $18.9999 $18.9999 $18.9999 $18.9999 $18.9999

TheCompany,when posting clerical bids,will post primary jobassignments.Eachpostedbidwill consist of theprimary job as-signment and the additional language of “and other assigned du-ties”.

Theprimaryjobwillbeconstruedtobethejobtakingupatleastfiftypercent(50%)oftheemployee’sbiddayorthemajorityofthedayiflessthanfiftypercent(50%).

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Section 3. Unassigned EmployeesTheEmployermayusetheyoungestfifteenpercent(15%)ofthetotalregularemployees(atleastone(1)ateachterminal)asunas-signedemployees.ExceptunassignedjobsshallbebidifrequestedbyUnion.Theseunassignedemployeesshallworkunderallcondi-tionsofandguaranteesofthisAgreementexcepttheirworkweekshall be anyfive (5) days fromSunday throughSaturday.Theseemployees may be worked on any day during the workweek tomakeup theirweeklyguarantee.There shallbeno split shift al-lowed.Unassignedemployeesshallbeadvisedattheendoftheirworkdaywhennexttoreportforwork,andreportingtimesshallbechoseninorderoftheirseniority,unlessotherwisemutuallyagreedbythepartieshereto.Extraemployeesshallnotbeworkedondaysthatunassignedemployeesdonotwork,unlessunassignedemploy-eesareofferedtheworkandrejectthesame,andareunavailable(thisdoesnotapplytopremiumdaysand/orovertimeworkoftheunassignedemployees).

Unassignedemployeeswillnotbeforcedtoworkaftercompletingtheirforty(40)hourguaranteeincludingholidaypayprovidedtheygivetheEmployerwrittennoticenolaterthanthebeginningofhis/herworkweek.

Withinthirty(30)daysafterratificationoftheAgreement,theLocalUnionshalltakeavoteoftheemployeesinthoselocationswhereunassignedemployeesareapplicabletodetermineifthemajorityofthe employees desire to have the unassigned positions posted for bids,ortohavetheyoungestfifteenpercent(15%)asunassigned.

The results of this one-time vote shall remain in effect for the life of this Agreement. The Local Union shall notify the Employer, in writing,astotheoutcomeofthevote.

Iftheemployeesbymajorityvoteelecttobidtheunassignedposi-tions, the applications and interpretations of the previous contracts shall remain in effect.

Shouldtheemployees,bymajorityvote,electtohavetheyoungestfifteenpercent(15%)asunassignedthefollowingshallapply:

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(a)Anunassignedemployee’sclassification,onadailybasis,shallbedeterminedbyhis/herfirst(1st)jobassignmentandhe/sheshallbedovetailedintothatclassificationfortheday’swork.

(b)Whereunassignedemployeesareusedassupplementsten(10)consecutiveworkdaysatthesamestarttime,orwithinone(1)hourofthesamestarttime,theEmployershallpostanewbidforthatstart time.

(c)Bymakingthebottomfifteenpercent(15%)of theregularem-ployeesunassigned,thefollowingwouldapplyintheeventoflayoffs:

(1)Employeeswithbidshiftscouldbenotified,atthetimeoflayoffofunassignedemployees, that they fellwithin thebottomfifteenpercent(15%)groupandwouldbecomeunassignedbeginningthefollowingSunday.

(2)Whenemployeeswererecalledtowork,theemployeesonpre-viousbidsabovethefifteenpercent(15%)wouldgobackontheirold bid.

Section 4.There shall be no split shifts for regular employees at any time.

Section 5.Overtimeshallnotbeusedinmakinguptheweeklyguaranteeforregular employees.

Section 6.Thereshallbeaminimumweeklyguaranteeofthenumberofhourspay set out in Section I above, for all regular employees covered by this Agreement at their respective hourly rates of pay, except as provided inArticle55,Section1(b).Theweeklyguarantee shallnot apply on absence on the part of the employee.

IntheeventastrikeoccursinthejurisdictionofaLocalUnion,theemployees affected by such strike in said Local Union shall not be entitledtotheweeklyguarantee.

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Section 7. Work in Other ClassificationsEmployeesinanyregularworkclassificationmaybeusedinanylow-erworkclassification,butforthetemporaryworkdoneinsuchlowerworkclassification,shallreceivethewagerateforhis/herregularworkclassification.Whenanemployeeworkstwo(2)hoursormoreinahigherclassification,he/shewillbepaidthehigherrateforthatday.

Section 8.AtnotimewillanyemployeewithsupervisorauthorityfortheEm-ployersignatorytothisAgreementbepermittedtoperformworkcov-eredbythisAgreementforhis/herEmployeroranyotherEmployersignatorytothisAgreementexceptwheretherearenoavailablequal-ifiedemployeesorexceptasprovidedinArticle9ofthisAgreement,orasmayotherwisebeagreedtobyLocalUnionsandEmployers.

Supervisorytraineeswillbepermittedtoperformworkcoveredbythis Agreement only under the instruction of a regular employee coveredbythisAgreementandsaidregularemployeewillbeact-ingasinstructorandnotperformingworkwhileSupervisorytrain-eeisperformingwork.

Section 9.Regular employeeson layoff status shallbeguaranteedeight (8)hours’paywhencalledtowork.

Section 10.ItisagreedthattherewillbeacontinuationoftheAddendumforNewOrleans,Louisiana,forthemaintenanceoftheirpresentCom-pensation Insurance Clause.

Section 11.When the starting time is changed the position shall be bulletined asanewpositionandtheemployeeswillbepermittedtoexercisetheir seniority. The Employer agrees that if it changes an employ-ee’sshifttheemployeewillbegivenseven(7)days’noticeofsuchchange prior to the effective date of the change.

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Section 12.If the Employer elects towork regular employees on their sixth(6th)day,seventh(7th)dayoronaholiday,seniorityandqualifica-tionsshallprevail.Inallothercases(earlycallandshiftextension),seniorityandclassificationwill continue toapply.Whereanem-ployee is assigned to a particular route or customer, the employee regularly assigned to such route or customer may be used. In order foranemployeetobeentitledtoexerciseseniorityonhis/heroffday,orholiday,suchemployeemusthavehadeight(8)hoursoffdutypriortothecommencementoftheshiftonhis/heroffdayorholiday.Ifanemployeeworksonhis/heroffday,he/sheshallbepaidtimeandone-half(1&½)forthesixth(6th)dayanddoubletimefortheseventh(7th)day.Ifemployeesarecalledtoworkontheirsixth(6th)dayorseventh(7th)day,inadditiontoaregularbidshift, they may only exercise their seniority behind the regular bid shift employees.

Section 13.WheretheEmployerhassatisfiedtheweeklyguaranteesetforthherein, such Employer shall be under no further obligation to an employeeinregardtopayfortheparticularweek,andshallnotbeobligated to offer such employee any overtime or premium pay work.

Anyemployeewhohasbrokenhis/herworkweek forany reasonshall notbe entitled to claimanyworkoccurringoutsidehis/herscheduledworkweek.

ARTICLE 56. FUNERAL LEAVE

Intheeventofadeathinthefamily(father,mother,wife,husband,brother,sister,sonordaughter)aregularemployeeshallbeenti-tledtoamaximumofthree(3)daysoffwithpaytoattendthefu-neral.Intheeventofadeathofanemployee’smother-in-law,fa-ther-in-laworspouse’sbrotherorsister,aregularemployeeshallbe entitled to one (1) day offwith pay, to attend the funeral.Aregularemployeeshallbeentitledtothree(3)daysfuneralleave

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during the period from and including the day of the death of the designated relative to and including the day of the funeral, and at theoptionoftheEmployeehe/shemaytakethedayafterthefu-neralwithpropernotification,ifallotherconditionssetforthhere-inaremet:

(1)Tobeeligible for funeral leave, theemployeemustattendormakeabonafideefforttoattend,thefuneral.

(2)Payforcompensablefuneralleaveshallbefortheemployee’sregular shift at the straight-time hourly rate.

(3) Funeral leave is not compensable when the employee is onleaveofabsence,vacation,bonafide lay-off, sick leave,holiday,Worker’sCompensation,orjuryduty.

(4)Therelativesdesignatedshallincludebrothersandsistershav-ing one parent in common; and those relationships generally called “step,” providing persons in such relationship have lived or have been raised in the family home and have continued an active family relationship.

In order to receive pay for time lost, the days involved must be days forwhichtheemployeewouldotherwisebecompensated.

Ifthefuneralisbeyondthreehundredfifty(350)milesofthehomedomicile the employee could be paid if it falls on a compensable workdayorone(1)dayofthethree(3)paidfuneralleavedaysmaybe used the day after the funeral, if requested by the employee.

Theemployeeshallbeallowed tomakeup to two (2)additionaldayslosttimeonhis/heroffdaysaheadofcasualswithinthirty(30)days providing the employee attends the funeral and makes the re-quest to the Employer. The request must be made as soon as the employeebecomesawareofthefuneraldate.Casualhoursworkedtoreplacetheabsentemployeewillnotcounttowardaddingem-ployees to the regular seniority list.

Make-updayswillbeatthestraight-timehourlyrate.

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ARTICLE 57. ADDENDA

Addenda or Supplements to this Agreement providing for better wages,hoursandworkingconditionswhichhavepreviouslybeennegotiated by Local Unions and Southern Region of Teamsters and theEmployersandputintoeffectshallbecontinued.NonewAd-denda or Supplements to this Agreement shall be negotiated by any of the parties hereto, except in those instances agreed to by the Na-tional Committee.

ARTICLE 58. ELIMINATION OF BONUS

Any employee receiving a bonus or a higher rate of pay at the time of thesigningof thisAgreement thatwillbe inexcessof the in-creases negotiated shall not be reduced by the Employer as long as theemployeecontinuestoworkinthesameclassification,norshallthe Employer be required to give the same amount of increase to thatindividual,andwhenthescalesnegotiatedinthisAgreementcatchupwiththepremiumbeingpaidbysuchEmployer,thescalesnegotiated shall prevail.

ARTICLE 59. MOONLIGHTING

TheEmployershallnotemployinanycapacityanypersonwhoisotherwiseregularlyemployed,provided,however:

(a)ThisprovisionshallnotapplywheretheEmployerispresentlyusingotherwiseregularlyemployedpersonswhohaveacquiredse-niorityandarereceivingallotherbenefitsoftheagreementinclud-ingfringebenefits.Suchpersonsmaybecontinuedinemployment.

(b)TheEmployermayhirepersonswhoareotherwiseregularlyem-ployedifothermanpowerisnotavailable.Disagreementastoavail-ability shall be subject to the grievance procedure. Such personsshallreceiveallbenefitstheyareentitledtoundertheAgreement.

(c)Intheeventoflayoffemployeeswhohaveregularoutsideem-ploymentshallbefirst laidoff regardlessofsuchemployee’sse-

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niority standing unless such employee immediately terminates such outsideemployment.Intheeventtherearetwoormoreemployeeshaving regular outside employment, the Employer shall lay off the employees having the latest date of hire.

Any employee so laid off shall, as a condition of recall, terminate otherregularemploymentwhichhe/shemayhave,unlessqualifiedforrecallunderparagraph(b)above.

Anyemployeeemployedunder the termsof thisAgreementwhoworksatotalofforty(40)ormorehoursaweekforoneEmployercovered by a Local Cartage or Road Agreement shall receive dou-bletimeforallworkinexcessofforty(40)hourshe/sheworksinaworkweekfromthesecond(2nd)Employerforwhomsuchhoursexcessofforty(40)isperformedaftertheEmployerisnotifiedbythe Local Union.

Employees hired prior to August 1964, or the effective date of the 1964contract,havingtwo(2)regular(evenifpart-time)jobs(ac-quiredbeforeAugust1964)areprotectedinsofarastheirseniorityunderthisAgreementwiththefollowingexceptions:

(1) If there is a layoff and employeesworking exclusively for atruckingcompanyhavingsenioritystatuswouldbelaidoffiftheemployeewiththetworegularorpart-timejobsabovecontinuestowork, the individual above with two regular or part-time jobswouldbelaidofffirstunlesstheemployeeelectedtogiveuptheotheroutsidejob.

(2)Ifanemployeewithlesserseniorityislaidoffatthesametimeastheindividualhavingtworegularorpart-timejobsandelectingtokeepbothjobs,andthereisarecallforadditionalemployees,theemployee having exclusive employment under this Agreement wouldbesubjecttorecallfirst.

(3)Theonlytimetheemployeewithtwo(2)regularorpart-timejobswouldbesubjecttorecallwouldbewhenallemployeeswithsenioritywerereturnedtoworkandadditionalemployeesareneed-ed,subjecttoparagraph(b),ofthisArticle.

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(4)Thisappliestoregularorpart-timeemployeeswithtwo(2)jobs.

(5)ThisshallnotprohibittheLocalUnionandtheEmployerfromworkingoutmutualproblemsforthebenefitofthepartiesconcerned.

(6)TheprovisionsofthisArticleshallnotapplywhereafull-timeemployeewith seniority in classification covered by thisAgree-mentworksonasecondjobonhis/heroff-daysoroff-nightsout-side of the trucking industry.

ARTICLE 60. TERM OF AGREEMENTThe termof thisSupplementalAgreement is subject to and con-trolled by all of the provisions of Article 39 of the National Agree-mentbetweenthepartieshereto.

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NEGOTIATING COMMITTEES

FOR THE LOCAL UNIONS:TEAMSTERS NATIONAL FREIGHT INDUSTRY

NEGOTIATING COMMITTEELendon Grisham, Southern Region Freight Coordinator

HowardBoykin,TeamstersLocal480Johnny Gabriel, Teamsters Local 528

John Gale, Teamsters Local 878

FOR THE EMPLOYERS:Tony Nations, Chairman

Bob WadeNick Ricke

DerrickMcElwaney

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IN WITNESS WHEREOF, the undersigned duly execute The ABF National Master Agreement and Supplemental Agreement (andAddenda,ifany)setforthherein

FORTHEUNION:

LOCALUNIONNo.__________________,AffiliateofI.B.ofT.

By __________________________________________________(Signed)

Its __________________________________________________(Title)

FORTHEEMPLOYER:

_____________________________________________________(Employer)

By __________________________________________________(Signed)

Its __________________________________________________(Title)

HomeOfficeAddress:

_____________________________________________________(Street)

_____________________________________________________(City/State)

_____________________________________________________(DateSigned)