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					               AGREEMENT

                 BETWEEN

       WALT DISNEY WORLD CO.

                    AND

         INTERNATIONAL UNION

     SECURITY, POLICE AND FIRE

    PROFESSIONALS OF AMERICA

     (SPFPA) AND AMALGAMATED

                LOCAL 603




EFFECTIVE MARCH 29, 2009 THROUGH MARCH 23, 2013
ii
                                          TABLE OF CONTENTS

ARTICLE 1 - PREFACE................................................................................................ 1

ARTICLE 2 - PURPOSE ............................................................................................... 1

ARTICLE 3 - RECOGNITION ....................................................................................... 2

ARTICLE 4 – MANAGEMENT RIGHTS ....................................................................... 2

ARTICLE 5 – SCOPE OF AGREEMENT...................................................................... 2

ARTICLE 6 – WORK STOPPAGES AND LOCKOUTS................................................ 2

ARTICLE 7 – NON-DISCRIMINATION AND NON-RETALIATION .............................. 3

ARTICLE 8 - UNION ACTIVITY AND CHECK-OFF ..................................................... 4

ARTICLE 9 – SENIORITY AND WORK STATUS ........................................................ 5

ARTICLE 10 – LAYOFFS AND RECALL ..................................................................... 7

ARTICLE 11 – COSTUMES, PERSONAL APPEARANCE AND SAFETY .................. 8

ARTICLE 12 – DISCIPLINE, STANDARDS OF CONDUCT AND DISCHARGE.......... 8

ARTICLE 13 – GRIEVANCE PROCEDURE............................................................... 12

ARTICLE 14 – SAFETY AND HEALTH...................................................................... 14

ARTICLE 15 – WORK BY MANAGERS ..................................................................... 14

ARTICLE 16 – EMERGENCY WORK AND RUNNING REPAIRS BY EMPLOYEES 14

ARTICLE 17 – BULLETIN BOARDS.......................................................................... 15

ARTICLE 18 – SUBCONTRACTING .......................................................................... 15

ARTICLE 19 – HOURS OF WORK............................................................................. 18



                                                          iii
ARTICLE 20 - OVERTIME .......................................................................................... 17

ARTICLE 21 - JOB CLASSIFICATIONS AND WAGE RATES .................................. 19

ARTICLE 22 - INTERCHANGEABILITY OF WORK ASSIGNMENT.......................... 21

ARTICLE 23 - HOLIDAYS .......................................................................................... 22

ARTICLE 24 - VACATION .......................................................................................... 24

ARTICLE 25 - ALCOHOL AND DRUG ABUSE POLICY ........................................... 27

ARTICLE 26 - LEAVES OF ABSENCE ...................................................................... 31

ARTICLE 27 - PENSION AND WELFARE ................................................................. 34

ARTICLE 28 - SEVERABILITY................................................................................... 39

ARTICLE 29 - INTERPRETATION ............................................................................. 39

ARTICLE 30 - LABOR MANAGEMENT COMMUNICATIONS COMMITTEE ............ 30

ARTICLE 31 - INVESTIGATION OF EXTRA HAZARDOUS LINE-OF-DUTY
DISABILITY ................................................................................................................ 40

ARTICLE 32 - WDW SECURITY DIVISION PROFESSIONAL TRAINING ................ 40

ARTICLE 33 - TERM OF AGREEMENT..................................................................... 41

ADDENDUM A - JOB CLASSIFICATION AND WAGE RATES ................................. 44

ADDENDUM B - SECURITY VEHICULAR INCIDENT/ACCIDENT GUIDELINES ..... 47




                                                               iv
 1                         AGREEMENT
 2                          BETWEEN
 3                   WALT DISNEY WORLD CO.
 4                             AND
 5                  SECURITY, POLICE AND FIRE
 6        PROFESSIONALS OF AMERICA (SPFPA) INTERNATIONAL
 7              UNION AND AMALGAMATED LOCAL 603
 8
 9
10                                         ARTICLE 1 - PREFACE
11
                                          th
12           AGREEMENT made this 29 day of March 2009, by and between WALT DISNEY
13   WORLD CO., hereinafter called "COMPANY" and the International Union, Security, Police and
14   Fire Professionals of America (SPFPA), and its Amalgamated Local No. 603, hereinafter called
15   "UNION."
16
17            WITNESSETH: This Agreement shall pertain only to the employees of the Company in
18   the bargaining unit hereinafter described in the Recognition Clause. It is agreed for the mutual
19   protection of the parties that this Agreement can only be changed or modified by a document in
20   writing signed on behalf of the parties hereto by their duly authorized representatives; however,
21   written agreements regarding particular matters may be made between the Local Union and
22   Management and shall be binding upon the employee or employees concerned and upon all
23   parties.
24
25                                         ARTICLE 2 - PURPOSE
26
27            WHEREAS, the security of the WALT DISNEY WORLD CO.'s Walt Disney World Resort
28   will require a large number of employees, and the orderly and uninterrupted operation of Walt
29   Disney World Resort is of significant interest to the economy of the State of Florida and of mutual
30   interest of the parties hereto, and it is the purpose of this Agreement that all work shall proceed
31   efficiently, without interruption, and with due consideration for the protection of labor standards,
32   wages, and working conditions; and,
33
34           WHEREAS, employees have the right to organize and bargain through representatives of
35   their own choice;
36
37           WHEREAS, the primary duty and responsibility of the security personnel is to enforce
38   against persons, and other employees, assure rules to protect the property of the employer, and
39   to protect the safety of persons on the Company premises, and to otherwise take such actions as
40   are necessary or appropriate further the best interests of the Company and its enterprise;
41
42            WHEREAS, it is essential the Company continues to have absolute confidence and trust
43   in the timely and proper execution of the duties and responsibilities of the security personnel;
44
45            THEREFORE, the parties hereto have entered into this Agreement to recognize the Union
46   to establish fair wages, working conditions and benefits and to put into practice effective and
47   binding methods for the settlement of all misunderstandings, disputes or grievances that may
48   arise between the parties hereto, to the end that the Company is assured complete continuity of
49   operation and that labor-management peace is maintained and employees are guaranteed union
50   rights and protection as provided by law.
51




                                                      1
 1                                       ARTICLE 3 - RECOGNITION
 2
 3          The Company recognizes the Union as the sole and exclusive collective bargaining
 4   representative of those employees specified in the National Labor Relations Board case number
 5   12-RC-5349 and 12-RC-7799.
 6
 7          All Full Time and Casual Regular Security Host/Hostesses, Security Specialists, Loss
 8   Prevention Specialists, and Investigators employed by the Employer at its facility in Orange and
 9   Osceola Counties, Florida; excluding all other employees, including employees already
10   represented by other labor organizations, Casual Temporary employees, office clerical employees
11   and managers as defined in the Act.
12
13                                  ARTICLE 4 - MANAGEMENT RIGHTS
14
15           Except as expressly and clearly limited by the terms of this Agreement, the Company
16   reserves and retains exclusively all of its normal and inherent rights with respect to the
17   management of the business, including, but not limited to, its right to select and direct the number
18   of employees assigned to any particular classification of work; to subcontract work, to establish
19   and change work schedules and assignments; to lay off, terminate or otherwise release
20   employees from duty for lack of work or other just cause; to make and enforce rules for personal
21   grooming and the maintenance of discipline; to discontinue conduct of its business or operations
22   in whole or part; to institute technological changes and otherwise to take such measures as
23   management may determine to be necessary to the orderly, efficient and economical operation of
24   the business.
25
26                                 ARTICLE 5 - SCOPE OF AGREEMENT
27
28           Section 1.         This Agreement shall cover and will apply only to normal and routine
29   security activities of the Company within its 27,000+ acres of property located in Orange and
30   Osceola Counties, Florida, except as follows:
31
32          (a)     This Agreement does not apply, nor shall it at any time pertain to lessees or
33   concessionaires who may elect to employ and maintain their own security system and security
34   employees;
35
36             (b)      This Agreement does not apply, nor shall it at any time pertain to security
37   personnel, security activities, or security systems which may be implemented or maintained by or
38   on behalf of foreign governments, foreign dignitaries, local, state, federal or foreign officers or
39   officials, local, state, federal or foreign agencies or areas, properties or other facilities which may
40   from time to time be designated by the Company for use of such person(s) or entities.
41
42          (c)      Special work off of the Company property is not the work of the employees
43   covered by this contract unless so directed by the Company as the most efficient means of
44   accomplishing such work.
45
46                          ARTICLE 6 - WORK STOPPAGES AND LOCKOUTS
47
48           Section 1.       No Strike No Lockout: During the existence of this Agreement, there
49   shall be no strikes, sympathy strikes, work stoppages or disruptive activity by the Union or by an
50   employee, and there shall be no lockout by the Company.
51
52            Section 2.       Failure to Cross Picket Line - Violation of Agreement: Failure of any
53   employee covered by this Agreement to cross any picket line established at the Walt Disney
54   World Resort or failure by any employee covered by this Agreement to properly and timely
55   undertake appropriate security measures involving any labor dispute or any disruptive activity
56   related to a labor dispute in conjunction with the Company's property or operations is a violation of


                                                        2
 1   the Agreement and shall be subject to disciplinary action, not to exclude termination. In applying
 2   the provisions of this section, however, it is not the intention of the Company to require employees
 3   to cross a picket line if, after a reasonable effort to gain entry has been made, it is apparent that
 4   such entry will result in physical violence or injury to the employees.
 5
 6           Section 3.       Union's Responsibility to Prevent Work Stoppage, Strike, or
 7   Disruptive Activity: The Union shall not sanction, aid or abet, encourage or condone a work
 8   stoppage, strike or disruptive activity at the Walt Disney World Resort and shall undertake all
 9   possible steps to prevent or to terminate any strike, work stoppage or disruptive activity. No
10   employee shall engage in activities that violate this Article. Any employee who participates in or
11   encourages any activities which interfere with the normal operation of the Walt Disney World
12   Resort shall be subject to disciplinary action, not to exclude termination.
13
14            The Union shall not be liable for acts of employees for which it has no responsibility. The
15   failure of the Company to exercise this right in any instance shall not be deemed a waiver of this
16   right in any other instances, nor shall the Company's right to discipline all employees for any other
17   cause be in any way affected by this Section.
18
19            Section 4.       Disputes with Concessionaires: Disputes between the Union and any
20   concessionaire operating in the Walt Disney World Resort shall be so handled as not to interfere
21   with the Company's business or the business of any concessionaire not a party to such disputes.
22   No picketing or concerted action against any one or more of the concessionaires will be
23   conducted at the Walt Disney World Resort. "Concessionaire" as used herein, includes a
24   concessionaire and also a licensee, exhibitor, participant, sponsor, contractor, subcontractor, or
25   lessee. In the event any other organization pickets at or near the Walt Disney World Resort, the
26   unions signatory hereto agree that such picket line so far as they and the employees they
27   represent are concerned shall not affect the operation of the Company or concessionaires who
28   are not involved in the dispute.
29
30                    ARTICLE 7 - NON-DISCRIMINATION AND NON-RETALIATION
31
32            The Company and the Union agree there shall be no discrimination against any employee
33   or prospective employee due to race, color, creed, sex, age, national origin, religion, marital
34   status, sexual orientation, covered veteran status, and physical or mental disability as provided in
35   Federal and State legislation or Company policy.
36
37   Non-retaliation - The Company and the Union agree there shall be no retaliation against an
38   individual who has made a good faith complaint about violation of the Company’s Equal
39   Employment Opportunity and Harassment policies, or has cooperated with an investigation into a
40   complaint of violation of these policies. Employees who believe they have been harassed,
41   discriminated against or retaliated against, in violation of the above stated policies should promptly
42   report the facts of the incident and the name of the person involved to their Human Resources,
43   Employee Relations Department or Union Representative.
44
45           The parties further agree to support diversity efforts and to foster compliance with the
46   Americans with Disabilities Act of 1990 and the Family and Medical Leave Act of 1993. In this
47   regard, the Company and the Union commit to meet to resolve conflicts between the Americans
48   with Disabilities Act, the Family and Medical Leave Act, and the Agreement. Thus, nothing in this
49   Agreement shall be construed as being inconsistent with or as requiring the parties to behave in
50   any manner inconsistent with federal or state law.
51
52           Neither the Company nor the Union shall interfere with, restrain, coerce, intimidate, or
53   discriminate against any employee because of membership or non-membership in the Union.




                                                       3
 1                            ARTICLE 8 - UNION ACTIVITY AND CHECK-OFF
 2
 3            Section 1.      Union Solicitation: Solicitation for union purposes by the Union shall not
 4   take place on working time, in working areas, in public areas, nor in the tunnel complex (except in
 5   break areas contained therein), but may be conducted in non-working areas and non-working time
 6   in parking areas, break areas and lunch rooms. The Company agrees that it will grant a Union
 7   representative access to new bargaining unit employees for thirty (30) minutes which will be in
 8   conjunction with either a break, lunch, or at end of the day during the first week of orientation to
 9   introduce the Union and distribute Union literature. The Company will make reasonable efforts to
10   provide a room of adequate size and space to accommodate the group and the Union’s projector
11   and other equipment.
12
13           Section 2.       Access of Union Representatives to Premises: Regional Director or
14   other representatives of the Union, designated in writing to the Company by the Union, shall be
15   permitted to enter the non-public areas of the Walt Disney World Resort for the purpose of
16   determining that this Agreement is being complied with by the Company and for the presentation
17   and handling of grievances. Such representatives, who shall not be more than a total of six (6) in
18   number for the union, shall comply with the access regulation and security regulation of the
19   Company, as furnished to each union representative by the Company, and shall not interrupt the
20   performance of employee work assignments.
21
22             Section 3.       Committee Persons or Alternate:
23             (a)     The Union shall have the right to designate committee persons in an amount
24   mutually agreed upon by the parties. The number of committee persons may be changed by
25   mutual Agreement of the parties. The Local Union shall, in writing, notify the Labor Relations
26   office of the Company as to the identity of the designated committee persons. The committee
27   persons shall have the right to receive, but not solicit, complaints or differences and to discuss
28   and assist in the adjustment of the same with the appropriate manager. The Company will not
29   discriminate against the committee persons in the performance of their union duties provided that
30   such duties do not unreasonably interfere with their regular work, orderly and normal operations,
31   efficiency, or with the work of other employees and they shall not leave their work stations without
32   first notifying and receiving permission from their appropriate managers as to their intent, the
33   reason therefore, where they can be reached and the estimated time they will be gone.
34
35          (b)      Where the complaint or difference involves more than one (1) employee, it must
36   be presented to management by the committee person alone for the employees involved unless
37   presented outside of regular working hours, or unless the Department Manager involved gives
38   permission for other employees to attend such presentation.
39
40            (c)      The Company agrees upon suspension or discharge of an employee to promptly
41   notify the Union President prior to the suspension or discharge and the reasons for suspension or
42   discharge. In case the Union President is not available, the Company will notify the Vice
43   President. In the event of the layoff or discharge of a committee person, the Company will notify
44   the Union President in advance of the termination if possible. Failure of the Union to provide the
45   Company with an up-to-date listing of committee persons will relieve the Company's obligation of
46   notification to the Union as provided in this Section 3.
47
48            (d)     An executive board member, if available, or if not available a committee person,
49   will accompany representatives of management whenever security unit employee(s) locker
50   inspection(s) is made.
51
52           (e)      If the Company requires a committee person to attend a meeting, grievance
53   hearing or disciplinary action in his/her shift, he/she will be paid up to the end of his/her shift.
54
55          Section 4.         Check-off: The Company agrees to withhold from the wages weekly
56   dues and initiation fees for each employee who signs and submits an authorization card. The



                                                         4
 1   Company shall forward such dues to the certified local financial secretary or other properly
 2   designated official of the union on or before the tenth day of the calendar month following the
 3   month in which the dues are deducted. The Union agrees to indemnify and save the Company
 4   harmless against any and all claims, suits or other forms of liability arising out of the deduction of
 5   money for union dues from employees' pay. The Union assumes full responsibility for the
 6   disposition of the monies so deducted once they have been turned over to the certified financial
 7   secretary or other properly designated official of the Union.
 8
 9                             ARTICLE 9 - SENIORITY AND WORK STATUS
10
11             Section 1.       Definition of Seniority: Seniority is defined as the period of continuous
12   service with the Company since the last day of hire. Seniority within the Security Unit begins with
13   the first day of orientation into the unit.
14
15            Section 2.         Principles of Seniority: The principles of SPFPA seniority shall be
16   observed in layoffs, recalls, and bids provided the employee possesses the necessary skills,
17   qualification, and ability to perform the available work without additional training. The principles of
18   seniority will also be observed where specifically provided for elsewhere in this agreement.
19
20           Section 3.        Dispute on Seniority Subject to Grievance Procedure: Any dispute
21   on the application of the seniority principle shall be subject to the Grievance Procedure.
22
23            Section 4.     Termination of Seniority: Seniority and the employment relationship
24   shall terminate when an employee:
25
26           (a)      Resigns.
27
28           (b)      Is discharged for just cause.
29
30           (c)      Is absent for three (3) consecutive unexcused work days.
31
32           (d)      Is laid off for a continuous period of twelve (12) months or more (or such longer
33                    period up to an additional six (6) months if agreed to under Article 10, Section 3).
34
35           (e)      Fails to report at the end of a leave of absence.
36
37            Section 5.      Work Status: The status of all employees will be in accordance with the
38   following categories:
39
40           (a)       Full Time Employee: A Full Time employee is one who is regularly scheduled to
41   work at least thirty (30) hours per week for seven (7) or more months per year.
42
43           (b)       Probationary Employee: All new Full Time and Casual Regular employees,
44   including internal transfers, shall be considered probationary employees for a period of one
45   hundred eighty (180) calendar days. The Company reserves the right to terminate their
46   employment for any reason until they have completed such probationary period. In the case of an
47   employee who is an internal transfer, in lieu of termination, the employee will be provided an
48   opportunity to transfer into another job within the Company during the probationary period.
49   Probationary employees are entitled to utilize the grievance procedure to grieve any matter which
50   can be grieved by any other employee covered by this agreement, except termination within the
51   probationary period.
52
53           (c)      Casual-Regular Employee: Casual-Regular employees are regularly scheduled
54   to work, less than twenty-five (25) hours per week or twenty-five (25) hours or more per week for
55   less than seven (7) months per year.




                                                        5
 1           (d)  Casual-Temporary Employee: Casual-Temporary employees are scheduled to
 2   accommodate a specific period of expanded activity, i.e., summer season, special events, and
 3   holidays.
 4
 5           NOTE: Casual-Temporary Employees are not covered by this Agreement.
 6
 7           Section 6.      Utilization of Casual Regular Employees:
 8           (a)      Expanded Activity: Casual-Regular and Casual-Temporary employees may be
 9   used for expanded schedules, special events or holiday periods; and unanticipated operating
10   requirements for twenty-five (25) or more hours per week subject to the utilization conversion
11   provisions under Section 7 below.
12
13           Section 7.     Conversion from Casual to Full time Status:
14           (a)    Reclassification from Casual to Full Time Status:
15                  1. Utilization Conversion: If a Casual Regular employee works twenty-five (25)
16                      or more hours per week for seven (7) or more months over the previous
17                      twelve months, the casual employee will be reclassified to Full Time status
18                      unless the employee declines to be converted.
19
20                    2. Conversion Based on Hiring Need: When vacancies are to be filled in the
21                       classification of Security Host/Hostess I, Casual Regular employees will be
22                       converted to Full Time provided they:
23                       i.       Have no more than two (2) attendance notations within last six (6)
24                                months;
25                       ii.      Have no disciplinary action within the last twelve (12) months beyond
26                                a single verbal reprimand, nor any pending action which may result in
27                                discipline at the time of consideration for conversion to Full Time;
28                       iii.     Have not voluntarily removed their name from consideration for
29                                conversion.
30
31                    Conversion to Full Time under Section 7 (a) 2 will be based on seniority provided
32                    the above eligibility criteria are met.
33
34            (b)     Casual-Regular: Casual-Regular employees will receive a benefits qualification
35   date beginning with their last date of hire. This time will be credited for purposes of qualifying for
36   benefits. Accrual of benefits and Full Time seniority date will be as of the date the employee is
37   reclassified to Full Time status. Full Time employees who convert to Casual Regular status shall
38   maintain their Full Time seniority date. Casual Regular employees who convert back to Full Time
39   status within one (1) year shall retain but not accumulate Full Time seniority.
40
41            (c)     Casual-Temporary: Casual-Temporary employees will receive a seniority date
42   commencing with their reclassification to Full Time status and will begin qualifying and accruing
43   benefits as of that date. A Casual-Temporary employee converting to Casual Regular status will
44   receive a seniority date commencing with reclassification to Casual Regular status. The Union
45   will be provided access to Casual Temporary employees who convert to Casual Regular or Full
46   Time status.
47
48           Section 8.       Promotion to Managerial Position: Any employee promoted to a
49   managerial position shall retain, but not accumulate, seniority for a period not to exceed one (1)
50   year from the date of accepting such position.
51
52           Section 9.      Transfer Outside Security Unit: Security unit seniority shall terminate
53   when employee transfers outside of this collective bargaining agreement except as provided in
54   Section 7(b) and Section 8.
55
56           Section 10.      Employee Seniority List: The Company will provide to the Union on a



                                                       6
 1   quarterly basis an employee seniority listing (name and seniority date) for bargaining unit
 2   employees. The Union shall have thirty (30) calendar days to identify and present any errors to a
 3   designated Company representative, or any such errors are waived until the next list is submitted
 4   to the Union. The Company will make any appropriate corrections requested by the Union within
 5   a reasonable period of time. At the time the list is provided to the Union, the Company will also
 6   make it available to the bargaining unit employees. Each bargaining unit employee is individually
 7   responsible for verifying the accuracy of his/her seniority date. The Company and the Union
 8   agree that each shall be held harmless from an employee’s failure to identify errors on a timely
 9   basis.
10
11                                ARTICLE 10 - LAYOFFS AND RECALLS
12
13            Section 1.        Layoff According to Security Seniority: Whenever it becomes
14   necessary to reduce the working force, the employee(s) with the least Security seniority will be laid
15   off within the affected classifications providing the remaining employees possess the necessary
16   skills, qualifications, and abilities to perform available work. Any individual in an affected
17   classification other than Security Host/Hostess can exercise their Security seniority to return to the
18   Security Host/Hostess classification.
19
20             Section 2.      Notice of Layoff: The Company will provide two weeks’ advance notice
21   of layoff to the employee or pay in lieu thereof. The Company will provide the Union at the earliest
22   possible date, a list of employees being laid off, and prior to any affected employees being
23   notified.
24
25           Section 3.         Laid-Off Employees Retain Seniority for Twelve Months: Employees
26   on layoff for twelve (12) months or less and who are recalled will maintain their seniority date and
27   continuous service date for purposes of Company benefits only. In the event employee(s) have
28   their seniority terminated as a result of being laid off for twelve (12) consecutive months or more,
29   the Company agrees to discuss an extension period of up to six (6) months with the Union. The
30   Union will assist in locating employees for recall from lay off.
31
32            Section 4.        Recalls in Accordance with Seniority: Employees who have been laid
33   off as a result of the curtailment of operations shall be recalled in accordance with their seniority
34   provided the employees possess the necessary skills, qualifications, and abilities to perform the
35   available work.
36
37           Section 5.       Recall Procedure: A laid-off employee shall be notified of his/her recall
38   by telephone at least ten (10) days prior to the date he/she is required to report. If the employee
39   cannot be reached by telephone, he/she shall be notified by certified mail to the address on record
40   with the Company, mailed at least ten (10) days prior to the date on which he/she is required to
41   report. A copy of any such written notice shall be mailed to the Union.
42
43           Section 6.     Correct Address and Telephone Number: Failure of an employee to
44   have a current address and telephone number in the Company system of record will relieve the
45   Company of its responsibility of notification to the employee under any Article of this Agreement.
46
47          Section 7.        Failure to Report from Layoff: An employee who fails to report for work
48   as scheduled on recall from layoff shall be considered to have voluntarily terminated his/her
49   employment unless such employee has notified the Company of personal illness or a death in the
50   immediate family, prior to the date he/she was scheduled to report to work.




                                                       7
 1                ARTICLE 11 - COSTUMES, PERSONAL APPEARANCE AND SAFETY
 2
 3            Section 1.       Costumes: If the Company requires an employee to wear a costume, it
 4   will be furnished at the Company's expense. Shoes shall be furnished at the employee's cost
 5   even if uniformity is required, provided they are generally accepted as street wear. Employees
 6   with documented medical conditions which require specific shoes will be evaluated on an
 7   individual basis by the Company.
 8
 9            Section 2.       Safety and Sanitary Clothing and Equipment: Where the Company,
10   for safety purposes, requires the use of protective clothing, shoes, or other safety devices, they
11   will be furnished without cost to the employees. The Union agrees to require full time and part
12   time employees in those classifications listed in addendum "A" to use the devices furnished.
13
14           Section 3.       Laundry and Cleaning of Clothing Paid by the Company: Cleaning or
15   laundering of clothing furnished under this Article shall be provided by the Company at the
16   employee’s request. Such clothing and other equipment will at all times remain the property of the
17   Company and the employee who is issued any of these items will be fully responsible for seeing
18   that they are properly cared for.
19
20           Section 4.       Penalty for Lost Clothing or Misuse of Clothing: Each employee will
21   be required to sign an authorization for the Company to deduct from wages the amount of money
22   necessary to replace the employee's company-furnished costume in the event the costume is not
23   returned when required, or is defaced or is willfully damaged. An employee, who willfully defaces,
24   destroys, or misuses a company-furnished costume will be subject to disciplinary action not to
25   exclude termination.
26
27            Section 5. Personal Appearance Rules Set Forth in Writing: It is recognized that
28   the Company may make and enforce rules relating to the personal appearance which must be set
29   forth in writing.
30
31           Section 6.     Furnished Clothing Not to be Worn Off WALT DISNEY WORLD
32   Premise: Company-furnished clothing is not to be worn off WALT DISNEY WORLD premises
33   outside of employee's working hours unless the employee is cast zooming as provided for in this
34   Agreement, in which case employees may wear their costumes off property in accordance with
35   Departmental policy.
36
37             ARTICLE 12 - DISCIPLINE, STANDARDS OF CONDUCT AND DISCHARGE
38
39            Section 1.       Standards of Conduct: High standards of conduct are necessary to
40   preserve the Company's public image and to insure a safe, harmonious and productive working
41   atmosphere. It is essential the Company have absolute confidence and trust in the timely and
42   proper execution of duties and responsibilities of its security personnel while on duty or while on
43   Walt Disney World Resort property. In addition, if Security personnel are arrested or receive a
44   notice to appear for a criminal matter they must notify Security Leadership, i.e., Area Manager of
45   Security within twenty-four (24) hours of being arrested or after receiving notice to appear. Failure
46   to notify Security Leadership within twenty-four (24) hours may result in disciplinary action not
47   excluding termination.
48
49           Section 2.        Discipline for Sufficient Reason: The Company has a right to issue
50   verbal and written reprimands, discharge, or otherwise discipline any employees for just cause,
51   and this right is reserved exclusively to management.
52
53           The employee will be informed that they have the right to have the presence and advice of
54   a committee person before any disciplinary action or questioning for the purpose of disciplinary
55   action.



                                                       8
 1           Upon request of the employee, Management will provide a copy of the employee’s record
 2   card within a reasonable amount of time. At the time that it is printed, the record card may not
 3   contain all recent entries. Any questions concerning the record card should be addressed to the
 4   employee’s immediate manager.
 5
 6            Section 3.       Verbal Reprimands: Verbal reprimands for less serious violations may
 7   be given a number of times, although a violation occurring after two (2) verbal reprimands for the
 8   same type of offense normally will call for a written reprimand. A verbal reprimand should indicate
 9   that a reprimand is being administered relative to a specific subject or subjects and the employee
10   will receive a written record of the fact that such reprimand has been given and will acknowledge
11   receipt by signing file copy. Verbal reprimands will be presented and discussed with the employee
12   within ten (10) calendar days after its occurrence, or within ten (10) calendar days after the
13   Company has had a reasonable opportunity to become aware of the occurrence, whichever is
14   later unless prevented by absence of the employee or extenuating circumstances beyond the
15   control of the Company. A copy of such verbal reprimand will be furnished to the Union.
16
17           Section 4.      Written Reprimands: Whenever the Company, in its sole discretion,
18   reduces a reprimand to writing it shall be signed by the manager who will present and discuss the
19   reprimand with the employee within ten (10) calendar days after its occurrence, or within ten (10)
20   calendar days after the Company has had a reasonable opportunity to become aware of the
21   occurrence, whichever is later unless prevented by absence of the employee or extenuating
22   circumstances beyond the control of the Company. It shall also be signed by the employee, not in
23   admission of the offense, but in acknowledgment that a copy of the reprimand had been delivered
24   to the employee. A copy of such written reprimand will be furnished to the Union.
25
26           Section 5.      Disciplinary Duration: Verbal reprimands and written reprimands shall
27   not be considered as a basis for further disciplinary action after twelve (12) months from the date
28   of issue.
29
30           Section 6.        Disciplinary Progression: The disciplinary progression will be verbal,
31   verbal, written, termination. The intent is to normally follow the disciplinary progression; however,
32   a Written Reprimand may be given upon a single occurrence when the offense is of a more
33   serious nature, but not serious enough to warrant immediate dismissal or suspension.
34
35           Section 7.         Disciplinary Suspensions:
36           (a)      An employee may be suspended without pay for a period of up to two (2) weeks
37   by the Director in lieu of termination. The parties recognize, however, that the use of a
38   suspension is not a mandatory component of the disciplinary progression.
39
40          (b)     In circumstances where an investigatory suspension extends beyond two (2)
41   weeks, an employee shall be paid on a weekly basis until such time that the suspension is
42   concluded and an employment decision is administered by the Company.
43
44           Section 8.         Discharge: An employee may be discharged for just cause which
45   includes, but is not limited to, the following:
46
47                        (1)        Insulting, arguing, being discourteous, or using profane language in the
48                                   presence of a guest.
49
50                        (2)        Fighting at the Walt Disney World Resort, regardless of who provokes it,
51                                   may result in automatic termination of both parties involved.1
52
53                        (3)        Falsification of records, such as medical forms, time cards, employment

     1
      In administering this section of the contract, it is not the intent of the parties that it has application to altercations that
     occur as a result of an employee properly performing his/her required duties.




                                                                      9
 1                                   applications.
 2
 3                        (4)        Using, being in possession of, or being under the influence of narcotics,
 4                                   intoxicants, controlled substances, or hallucinatory agents on property at
 5                                   any time during working hours or reporting for work under such
 6                                   conditions.2
 7
 8                        (5)        Conviction of, plea of guilty, no contest, or acceptance of pre-trial
 9                                   diversion in lieu of charge to any morals charge, felony or misdemeanor
10                                   other than minor traffic violations.
11
12                        (6)        Violation of operating rules and procedures which may result in damage
13                                   to Company property or in bodily injury to fellow employees.
14
15                        (7)        Gambling, sleeping while on duty, or willful insubordination.
16
17                        (8)        Continued violation of our grooming policy.
18
19                        (9)        Extensive lack of presenteeism or failure to return from a leave or
20                                   vacation.
21
22                        (10)       Dishonesty or theft.
23
24                        (11)       Discrimination/harassment.
25
26                        (12)       Possession of dangerous or unauthorized materials such as explosives,
27                                   firearms, or other similar items on Company property.
28
29             Section 9.        Walt Disney World Absenteeism and Tardiness Standard:
30
31             (a)        Absences for full time employees:
32
33                        Beginning with 3 in any 30 days = discipline
34                        Beginning with 6 in any 90 days = discipline
35                        Beginning with 9 in any 180 days = discipline
36                        Beginning with 12 in any 365 days = discipline
37
38             (b)        Absences for casual regular employees:
39
40                        Beginning with 2 in 30 days = discipline
41                        Beginning with 4 in 90 days = discipline
42                        Beginning with 6 in 180 days = discipline
43                        Beginning with 8 in 365 days = discipline
44
45             (c)        Tardiness:
46
47                        A tardiness of more than one (1) hour will count as one absence. A tardiness of
48                        one (1) hour or less will count as one-half (1/2) an absence.
49
50             (d)        Procedures:
51                        (1)    The following items shall not be counted as occurrences in Section 9
52                               Absences:
53                               a)       Work incurred injuries

     2
      In administering this section of the contract, it is not the intent of the parties that it have application to prescription drugs
     used in accordance with the prescribing doctor’s direction.



                                                                    10
 1
 2                                 b)         Medical leaves
 3
 4                                 c)         Release of shift for medical reasons3
 5
 6                                 d)         ER's
 7
 8                                 e)         Scheduled personal leaves where the Company agrees in
 9                                            advance to the leave
10
11                                 f)         Subsequent consecutive call-ins for the same illness or injury will
12                                            not count as an additional occurrence
13
14                                 g)         For full time employees, the first six (6) call-in or call-sick days,
15                                            paid or unpaid, will not count against the attendance matrix
16                                            providing the employee meets the following criteria:
17
18                                            1) The employee must not have received attendance discipline
19                                                in the prior twelve (12) months.4
20
21                                 The Company reserves the right to discipline outside of this matrix when
22                                 an employee habitually abuses the medical leave and/or medical release
23                                 of shift provisions of this Article.
24
25                       (2)       Any twelve (12) month period free from discipline will result in beginning
26                                 again at first step of progressive discipline.
27
28                       (3)       All references to time periods in this Article refer to continuous work
29                                 periods specifically excluding any leaves of absence.
30
31   Section 10. Clock In/Clock Out Standard:
32
33             Failure to Either Clock in or Clock Out for full time employees:
34
35             Beginning with 3 points in any 30 days =                     discipline
36             Beginning with 6 points in any 90 days =                     discipline
37             Beginning with 9 points in any 180 days =                    discipline
38             Beginning with 12 points in any 365 days=                    discipline
39
40             Tracking
41
42             Failure to clock in for the start of shift =    ½ point
43             Failure to clock out for end of shift      =    ½ point
44             Clocking in more than 15 minutes before the start of shift                =       ½
45             Clocking out more than 15 minutes after the end of shift                  =       ½
46
47             Failure to Clock for casual regular employees:
48
49             Beginning with 2 points in any 30 days             =         discipline
50             Beginning with 4 points in any 90 days             =         discipline
51             Beginning with 6 points in any 180 days            =         discipline
52             Beginning with 8 points in any 365 days            =         discipline
     3
       Release of shift for medical reasons shall include physical therapy which cannot be scheduled outside the employee’s
        normal shift.
     4
       Section 9(d) (1) (g) does not affect an employee's use of sick leave. Rather the use of sick leave will simply count as
        attendance notations if the above criteria are not met.



                                                                 11
 1           Tracking
 2
 3           Failure to clock in for start of shift           =        ½ point
 4           Failure to clock out for end of shift            =        ½ point
 5           Clocking in more than 15 minutes before the start of shift =      ½
 6           Clocking out more than 15 minutes after the end of shift   =      ½
 7
 8           Procedures:
 9
10           Employees must utilize a time recording clock in the area to which they are assigned
11           unless otherwise directed by Management.
12
13           It is the responsibility of the employee to inform Management of a lost or stolen ID card
14           before the end of his or her shift.
15
16           (a)     Failure to clock as a result of a lost or stolen ID card is considered one-half (1/2)
17                   point. (During the time it takes the employee to replace a lost, stolen or damaged
18                   ID card [maximum seven (7) days], the clock infractions will not be counted
19                   toward this point matrix system for disciplinary purposes).
20
21           (b)     The disciplinary progression will be verbal, verbal, written, termination. Any
22                   twelve (12) months free of discipline will result in beginning again at the first step
23                   of progressive discipline.
24
25           (c)     All references to time periods in this standard refer to continuous work periods
26                   specifically excluding any leaves of absence.
27
28           (d)     The Company reserves the right to discipline outside this matrix when an
29                   employee habitually loses possession of or damages his/her ID card.
30
31           (e)     Falsification of hours worked and/or use of your ID card by anyone other than
32                   yourself may result in disciplinary action, not excluding termination.
33
34                               ARTICLE 13 - GRIEVANCE PROCEDURE
35
36           Section 1.      Grievances Settled According to Procedure: The parties to this
37   Agreement agree that any grievance arising out of the interpretation or application of the terms of
38   this Agreement shall be settled promptly in accordance with the following procedure:
39
40           Section 2.       Definitions:
41
42           (a)       Grievance: A grievance, within the meaning of this procedure, is defined as a
43   dispute or difference of opinion between the parties concerning the meaning, interpretation,
44   application or alleged violation by the Company of this Agreement.
45
46            (b)     Time Limits: The parties recognize that it is important that grievances be
47   processed and resolved as rapidly as possible; therefore, the number of days indicated at each
48   step of the grievance procedure should be considered as a maximum, and every effort should be
49   made to expedite the process. The time limits specified may be extended by mutual agreement
50   as evidenced by a waiver in writing signed by an authorized representative of the Company and
51   the Union; otherwise, the grievance shall be regarded as withdrawn.
52
53           Section 3.       Grievance Procedure:
54
55           Step 1. Any employee, believing that he/she has suffered a grievance, shall discuss the



                                                      12
 1   matter with his/her immediate manager. The employee may choose whether to discuss the
 2   matter with his/her manager with or without the assistance of his/her Union representative.
 3
 4            In order to be deemed timely, a grievance must be discussed by the employee with
 5   his/her immediate manager within seven (7) business days after its occurrence, or within seven
 6   (7) business days after the employee has had a reasonable opportunity to become aware of the
 7   occurrence, whichever is later. Failure to observe the aforementioned time limitation shall be
 8   deemed as a waiver and the grievance will be regarded as abandoned. The immediate manager
 9   shall give an oral reply within seven (7) business days after submission of the grievance. If the
10   immediate manager fails to give an oral reply within the time limits provided, the grievance may be
11   appealed to the next step of the grievance procedure.
12
13            Step 2. If the grievance shall not have been adjusted under Step 1, then within seven (7)
14   business days after the reply given under Step 1, or after the date under which a reply should
15   have been given under Step 1, the grievance shall be reduced to writing upon the accepted
16   Grievance Form which shall set forth the relevant information concerning the grievance, including
17   a short description of the alleged grievance, the date of which the grievance occurred, the
18   manager with whom the grievance was discussed, the date it was discussed, and the response, if
19   any, which was given by the manager to the grievance and an identification of the section(s) of the
20   Agreement alleged to have been violated and shall be submitted to the employee's Division Head.
21   The Division Head or his/her designated representative and the Union representative shall meet
22   within fourteen (14) business days after invocation of Step 2 in an attempt to settle the grievance.
23   The Division Head or his/her designated representative shall provide the employee and the Union
24   representative with a written reply within seven (7) business days after the parties have met. If the
25   Division Head fails to give a written reply within the time limits provided, the grievance may be
26   appealed to the next step of this grievance procedure.
27
28            Step 3. If the grievance shall not have been adjusted under Step 2, then within seven (7)
29   business days from the date of the Division Head's written decision or a date when the decision
30   should have been submitted by the Division Head, the grievance shall be presented in writing to
31   the Labor Relations office. The Labor Relations Manager and the employee’s Union Regional Vice
32   President or designated representative will meet normally on a monthly basis in an attempt to
33   settle the grievance. The Labor Relations Manager and the employee's Union Regional Vice
34   President will provide a written reply within seven (7) business days after the parties have met. If
35   the Labor Relations Manager fails to give a written reply within the time limit provided, the
36   grievance may be appealed to the next step of the grievance procedure.
37
38            Step 4. If the grievance shall have been submitted but not adjusted under Step 3, either
39   party may within thirty (30) business days after receipt of the Step 3 decision request in writing
40   that the grievance be submitted to Arbitration.
41
42   Upon mutual agreement of the parties prior to the actual selection of an Arbitrator, the dispute
43   may be submitted to non-binding mediation. The costs of the mediator will be split by the parties.
44   Each party shall be limited to three people in attendance at the mediation. No briefs shall be
45   submitted. The mediator shall make any recommendation for resolution at the mediation. The
46   mediation process and any recommendation of the mediator will be confidential and non-
47   precedent setting.
48
49   If the parties do not agree to mediation or if mediation fails to resolve the dispute, the Union has
50   seven (7) business days in which to agree with the Company upon the selection of the Arbitrator.
51   If within seven (7) business days after such request the Company and the Union do not agree
52   upon the selection of an Arbitrator, such arbitrator shall be selected from a panel of five (5)
53   Arbitrators furnished by the Federal Mediation and Conciliation Service. The rules of the Federal
54   Mediation and Conciliation Service shall govern the selection of an Arbitrator and the conduct of
55   the arbitration hearing. The decision of the Arbitrator which must be submitted to the parties
56   within thirty (30) calendar days of the Hearing Date shall be final and binding on all parties with no



                                                       13
 1   further appeal, except for reasons of setting aside an Arbitrator's Award, as set forth in applicable
 2   Federal and Florida Statutes. The Arbitrator shall have no authority to change, modify, add to, or
 3   subtract from this Agreement. Any joint expense incidental to or arising out of the arbitration shall
 4   be borne equally by the Company and the Union. Only one grievance shall be before a specific
 5   Arbitrator at one time.
 6
 7                                 ARTICLE 14 - SAFETY AND HEALTH
 8
 9            Section 1.       Company Responsibility: The Company will continue to make
10   reasonable provisions for the safety and health of its employees during the hours of their
11   employment. The Company agrees that it will furnish and maintain sanitary toilet facilities,
12   washrooms, lockers, and changing quarters for all employees covered by this Agreement. A
13   plastic resuscitation safety device and training for its use will be provided to employees.
14
15           Section 2.       Employee Responsibility: All employees shall obey the Company's
16   safety and health rules.
17
18           Section 3.        Company-Union Cooperation: Representatives of the Company and
19   the Union shall cooperate in the enforcement of all rules and practices to further safe and sanitary
20   working conditions. A joint safety committee comprised of two (2) members of the bargaining
21   union and two (2) Management representatives will be formed in the Security unit to meet on a
22   quarterly basis and will establish procedures and meeting schedules.
23
24            Section 4.      Examinations: Consistent with the Americans with Disabilities Act, the
25   Company reserves the right to require post-offer, conditional-employment medical examinations
26   of applicants and job-related medical or psychological examinations of existing employees.
27   Examinations will be conducted by a licensed physician designated and paid for by the Company.
28
29                                 ARTICLE 15 - WORK BY MANAGERS
30
31          It is recognized that the duties of a manager are, as the designation implies, largely of a
32   managerial nature. Accordingly, managers shall not perform work such as that performed by the
33   employees as herein defined, except:
34
35           (a)     For emergency purposes.
36
37           (b)     In the instruction and training of employees or managers.
38
39           (c)     Work of an experimental nature.
40
41           (d)     Testing materials and production.
42
43           (e)     Start-up and closing-down of operations.
44
45           (f)     To protect Company property and/or to insure the safety of employees and
46                   guests.
47
48          ARTICLE 16 - EMERGENCY WORK AND RUNNING REPAIRS BY EMPLOYEES
49
50           Section 1.     Emergency Work: Any employee may be directed to perform
51   emergency work, which includes any situation endangering other persons or which might result in
52   property damage.
53
54           Section 2.      Running Repairs: Running repairs may be performed by Security
55   personnel covered by this Agreement, or by personnel regularly assigned to Security where the
56   need for such repairs occurs. Running repairs are generally defined as minor maintenance


                                                      14
 1   repairs or adjustments which can be done without a cessation of normal operations, or where
 2   such repairs or adjustments can restore such equipment or unit to operation without an extended
 3   shut-down.
 4
 5                                         ARTICLE 17 - BULLETIN BOARDS
 6
 7           The Company shall provide bulletin boards in areas, mutually agreed to by the Company
 8   and the Union, which are frequented by employees for the posting of official Union notices. The
 9   board shall be covered with glass and under lock. Management will retain a key at the central
10   location for emergency purposes. It is not the intent for Management to enter the bulletin boards.
11   The key shall remain in the possession of the Department Head or on-duty Manager. The
12   President of the Union shall also be furnished with a key. These boards shall be used for the
13   display of official Union information and notices. It is agreed that no Union matter of any kind shall
14   be posted in and about the premises of the Walt Disney World Resort except on said boards. It is
15   agreed by the Union and management that it is the responsibility of each employee to be
16   knowledgeable of notices posted. All such Union notices shall bear a posting date.
17
18                                         ARTICLE 18 - SUBCONTRACTING
19
20            During the term of this Agreement, the Company agrees that it will not subcontract work
21   for the purpose of evading its obligations under this Agreement. However, it is understood and
22   agreed that the Company shall have the right to subcontract in the following instances and will
                5
23   give notice of such subcontracting to the Union when possible:
24
25            (a)        Where some work is required to be sublet to maintain a manufacturer's warranty;
26   or
27
28            (b)        Where the subcontracting of work will not result in the termination or layoff, or the
29   failure to recall from layoff, any full time or casual regular employee qualified and classified to do
30   the work; or
31
32         (c)    Where the employees of the Company lack the skills or qualifications or the
33   Company does not possess the requisite equipment for carrying out the work; or where
34
35          (d)        Because of size, complexity, nature of work, or due to the desired time of
36   completion it is impractical or uneconomical to do the work with Company equipment and
37   personnel.
38
39            (e)        Where concessionaires/participants utilize their own security.
40
41                                          ARTICLE 19 - HOURS OF WORK
42
43          Section 1.       Payroll Week: A payroll week is a period of seven (7) days starting at
44   12:00 (midnight) on each Sunday and ending at 12:00 (midnight) on the same day in the following
45   week. The Payroll Week may be changed once during the term of this agreement by the
46   Company giving two (2) week’s notice to the union.
47
48           Section 2.       Work Week: The regular work week shall consist of normally forty (40)
49   hours in the seven (7) day period starting at 12:00 (midnight) on each Sunday and ending at 12:00

     5
       “Notice” as used in this Article means seventy-two (72) hours notice to local Union President before implementation of a
     decision to subcontract work, it being agreed that during such period the parties will have the opportunity to discuss the
     matter, provided that any of the discussion the Union wishes to have must occur and be completed within such seventy-
     two (72) hours. However, the Company will not violate this Article if, at any time, a need arises for work which WDW
     Security, upon request, cannot meet. It is also agreed that the Company is not obligated to give notice hereunder when a
     decision to contract or subcontract work is made by a concessionaire/participant or any other entity, person, or
     corporation not under the control of the Company.



                                                                15
 1   (midnight) on the same day in the following week. This shall constitute the regularly scheduled
 2   work week, but is not a guaranteed work week. The Company reserves the right to schedule
 3   casual regular employees for less than forty (40) hours per week. Although the provisions of this
 4   Article are not a guarantee of five (5) days or forty (40) hours, it is not the intent of the Company to
 5   deviate from this practice of scheduling, unless necessitated by operating requirements.
 6
 7            Section 3.     Work Day: A regularly scheduled work day shall consist of a minimum of
 8   four (4) or more hours.
 9
10            Section 4.       Work Schedule: The Company shall establish shift start/end times and
11   days off (full time employees will be assigned any combination of two consecutive days off within
12   a seven day period) and may change the above based on operational needs as determined by the
13   Company. All shifts will be “balanced” as required. The Company will endeavor to minimize the
14   range of start times on each shift consistent with operating requirements. Relief schedules will be
15   time blocked as closely as practical. Except in the case of an emergency, an employee will be
16   notified of any change in such assignment as soon as practical in advance of the change. Where
17   a substantial portion of a given work group is affected by a change, the Company agrees to notify
18   the Union of the change and discuss the impact prior to implementation.
19
20           Section 5.     Posting of Vacancies Within Classification:
21           (a)    Where a vacant position with an expected duration of six (6) months or more
22                  occurs within a given classification, employees within that classification may bid
23                  based on seniority provided the employee meets the posted requirements.
24
25                    Bids will be conducted a minimum of two (2) times per year at times to be
26                    decided by management. The bid process will be as follows:
27                    A bid
28                    B bid
29                    C bid
30                    D placement.
31
32                    Once a cast member bids into a Security position, he/she must remain in his/her
33                    position until the next bid cycle. A Security Specialist must remain in his/her job
34                    function for six (6) months.
35
36                    Management reserves the right to assign Loss Prevention Specialists, Canine
37                    Specialists and Investigators as deemed necessary for the orderly and efficient
38                    operation of the business.
39
40           (b)      Posted requirements shall be set as necessary to ensure a proper distribution of
41                    experience, qualifications, abilities and/or the orderly and uninterrupted operation
42                    of the Company.
43
44           (c)      Postings under this section will be done by Wednesday, with the bids closing at
45                    5:00 PM the following Monday. Implementation of the bid will be done as soon as
46                    is reasonably practicable.
47
48           Section 6.       Vacancies Outside of Classification: Employees may make
49   application for vacancies outside their present statused classifications. The applications will be
50   reviewed and a non-binding recommendation made by a panel selected by Security Management
51   and comprised of two bargaining unit members and two (2) salaried cast members. A union
52   representative may attend and observe the panel interview. Final selections will be made by the
53   hiring manager based on the posted requirements for the classification and the employees’
54   experience, dependability, skills, and abilities.




                                                       16
 1           Section 7.       Lunch Period: A minimum of one-half (1/2) hour unpaid lunch period as
 2   near as practicable to the mid-point of the regular eight (8) hour shift will be scheduled for each
 3   employee. If a manager calls an employee back to work from their lunch break, the employee will
 4   be paid at the appropriate rate of pay for the entire lunch period and will be reimbursed up to
 5   $5.00, provided the employee provides a receipt for said meal.
 6
 7            Section 8.        Rest Period: Each employee will be allowed a fifteen (15) minute rest
 8   period for each four (4) hours of work. The Company may schedule the rest period in accordance
 9   with its needs. Rest periods will be provided as nearly as possible to the middle of each half of an
10   eight hour shift or near the middle of short four (4) or six (6) hour shifts.
11
12            Section 9.       Dress and Travel Time: The Company reserves the right to implement
13   cast zooming in all locations covered by this agreement. Where cast zooming is already in place
14   or is implemented, no dress and travel time will be paid.
15
16       a) All Security employees working a costumed shift at the Magic Kingdom Park will receive
17          ten (10) minutes paid travel/walk time by being released ten (10) minutes prior to the end
18          of their shifts to compensate them for this travel/walk time allowance.
19
20       b) All Security employees regardless of status, working a costumed shift must park in the
21          West Lot. Only Security employees who park in the West Lot will receive the ten (10)
22          minute travel/walk time.
23
24       c) In accordance with Article 12, Section 10(a) of the collective bargaining agreement,
25          employees must utilize the designated time recording clock in the area to which they are
26          assigned unless otherwise directed by Management.
27
28       d) Security employees authorized to park in Pluto or Park One may park in one of these
29          locations when working a non-costumed shift at the Magic Kingdom and will not receive
30          travel/walk time.
31
32       e) Lockers both assigned and daily checkout will continue to be available during costuming
33          business hours for Security employees who wish to utilize them to store personal
34          belongings and dress in and out. Additional small storage lockers are available on a first
35          come/first serve basis in the MO-5 office.
36
37           Section 10.      Days Off: In those instances where a full time employee requests split
38   days off and the request can be granted based upon operational requirements, the Company will
39   discuss the request with the Union prior to making the schedule change.
40
41           Section 11.     Cross-Utilization: In order to control the number of hours worked,
42   casual regular employees may cross-u in other jobs within the Company only with the prior
43   approval of Security Management.
44
45                                       ARTICLE 20 - OVERTIME
46
47          Section 1.       Management Responsibility: It shall be the responsibility of
48   management to determine in each instance if overtime work is required, and if so, how many
49   employees will be required to perform the work.
50
51           Section 2.       Time and One-Half:
52
53           (a)      Over eight (8) consecutive hours - the Company shall pay time and one-half for
54   all consecutive hours worked in excess of eight (8) beginning at the start of any regularly
55   scheduled shift.



                                                      17
 1            (b)     Over forty (40) hours in payroll week - employees shall be paid one and one-half
 2   (1 1/2) times their regular straight time hourly rate for all hours worked in excess of forty (40)
 3   hours in any payroll week, or such other applicable overtime rate as specified in the following
 4   sections of this Article.
 5
 6          (c)      Jury duty, bereavement leave, and vacation hours paid will not count toward the
 7   computation of overtime.
 8
 9            (d)      If an employee signs the overtime roster or volunteers for overtime he/she will be
10   paid at the rate of the work being performed. If the Company requires the employee to work the
11   overtime shift he/she will be paid at his/her regular rate of pay.
12
13           Section 3.       Double Time:
14
                                                                                th
15           (a)      An employee who is scheduled a mandatory seventh (7 ) day will be paid double
16   time.
17
                                                            th
18           (b)      An employee must work a sixth (6 ) consecutive day to be paid double time on
                     th
19   their seventh (7 ) day worked voluntarily.
20
21           Section 4.      No Pyramiding of Premium Rates: Where two or more premium rates
22   apply to the same hour of work, the higher will be paid, and there will be no pyramiding of any
23   premium rates.
24
25           Section 5.       Overtime Distribution Guidelines:
26
27   Overtime Distribution: Open shifts will first be offered on a straight time basis to all Security
28   employees. Overtime shifts will then be offered to all eligible Security employees.
29
30   Employees will be able to pick shifts utilizing the Extra Hours Hotline.
31
32   Security officers who volunteer to work an additional shift (either through EHH or day of extension)
33   at another location (as defined by the location of the designated time recording device) will be
34   required to clock out at the first location and clock-in at the second work location. Employees will
35   not be paid for travel between the first and second work location.
36
37   Security officers who work a mandatory additional shift at another location (as defined by the
38   location of the designated time recording device) will be paid for a continuous shift, including
39   travel from the first location to the second location.
40
41   Security Officers who volunteer to work an additional shift through the EHH at the same Resort
42   Region or Park Location (as defined by the location of the designated time recording device) will
43   be allowed to sign up for shifts with up to a thirty (30) minute overlap.
44
45   Security officers who volunteer to work an additional shift (either through EHH or day of extension)
46   at another location outside of the same Resort Region or Park Location (as defined by the location
47   of the designated time recording device) will be allowed to clock-out as soon as they are relieved
48   at the first work location and clock-in at the second work location. Employees will not be paid for
49   their travel between the first and second work location.
50
51   If a full-time Security Officer is scheduled for a five (5) day work week, and less than forty (40)
52   hours are scheduled, the Security Officer would receive the overtime rate of time and one-half for
53   all hours worked on their sixth day in the work week, provided they worked all other available
54   scheduled or assigned hours. A full time Security Officer, who is scheduled a mandatory seventh
55   day will be paid double-time for hours worked on the seventh day. A full time Security Officer
56   must work a sixth consecutive day to be paid double time on their seventh day worked voluntarily,
57   provided they worked all other available scheduled or assigned hours.


                                                       18
 1   Preliminary schedules will be prepared fourteen (14) days prior to the Sunday effective date of the
 2   schedule. A week prior to the effective date of the schedule, the online sign-up for open shifts will
 3   cease. At that time, mandatory overtime, starting with the least senior employee will be utilized to
 4   fill any remaining shifts. Unexpected shifts, for example special events and conventions, will be
 5   posted on the Extra Hours Hotline utilizing the process outlined above.
 6
 7   Employees are responsible for completing all shifts reflected on the final schedule. Final schedule
 8   to be posted at least four (4) days prior to the Sunday effective date. Shift sign-up and cancellation
 9   of shifts will be allowed up to twenty-four (24) hours prior to the finalized schedule being posted.
10
11   Exceptions: This process does not apply for distribution of overtime within the Canine unit.
12   Investigation and Loss Prevention casework related overtime will be assigned by management.
13
14   Filling Call-In Overtime Shifts: Employees will be able to volunteer for a maximum of one
15   extension per day at the beginning of their shift through a daily sign-up by shift/region, to work any
16   last minute vacancies/openings. Open shifts will be awarded based on seniority utilizing the
17   Overtime sign-up from the preceding shift. Employees will be responsible for correctly identifying
18   their seniority date on the sign-up sheets. If volunteers cannot be identified within the shift-in
19   region, positions will be broadcasted on all radio frequencies and will be awarded on a first-come
20   first-serve basis.
21
22                      ARTICLE 21 - JOB CLASSIFICATIONS AND WAGE RATES
23
24          Section 1.        Schedule of Wage Rates: The job classifications and rates of pay
25   which shall prevail during the term of this Agreement are set forth and contained in Addendum "A"
26   attached hereto and considered in all respects to be a part of this Agreement.
27
28             Section 2.        Rates for New Jobs: If the Company hereafter establishes any new or
29   substantially changed job classifications or work operation, it will give as much notice thereof to
30   the Union as is possible, and will discuss same if requested. The new job classification and wage
31   rate for such new job classification will be established by the Company. If the Union does not
32   agree with the rate for the job classification, the Union shall submit a written grievance at the Third
33   (3rd) Step of the Grievance Procedure within seven (7) calendar days after installation of the new
34   rate. In the event any higher rate is agreed upon through the Grievance Procedure or Arbitration,
35   it shall be effective retroactively as of the date the job classification was installed.
36
37            Section 3.       Movement to Different Classification:
38            (a) If an employee moves from one bargaining unit classification to another bargaining
39   unit classification which carries a lower minimum/maximum pay range, the employee’s pay will be
40   reduced to the level it would have been had the employee not been statused to the classification
41   with the higher range.
42
43            (b) If an employee moves from one bargaining unit classification to another bargaining
44   unit classification which carries a higher minimum/maximum pay range, the employee’s pay will
45   be increased to the minimum rate range for the new classification.
46
47            Section 4.       Night Shift Premium:
48            (a)     If an employee is scheduled to commence work at or after 10:00 o'clock p.m.,
49   and before 4:00 o'clock a.m., he/she will be paid a premium of sixty ($.60) cents per hour and,
50   effective March 25, 2012, an additional twenty cents ($.20) per hour for a total of eighty cents
51   ($.80) per hour in addition to his/her straight time rate for his/her scheduled work day.
52
53          (b)     An employee statused on graveyard shift will maintain the night shift premium for
54   work hours scheduled involuntarily on day shift or swing shift.




                                                       19
 1           Section 5.      Report Pay:
 2           (a)    Employees who report for work and who were not given prior notice not to report
 3   to work, and who are not put to work will be given two (2) hours' pay.
 4
 5           (b)     Employees who report for work and are put to work will be paid their full shift if
 6   they are sent home before the end of their regular shift.
 7
 8           (c)     No report pay will be due an employee if work is not available for him/her due to
 9   conditions beyond the control of the Company.
10
11            Section 6.       Pay for Day When Injured: In the event an employee incurs a serious
12   occupational illness or injury and the Medical Department excuses the employee from further
13   work on that day, he/she shall be paid the unworked balance of this regularly scheduled shift. Pay
14   for the unworked balance of his/her shift due to an occupational injury shall be considered as time
15   worked for purposes of computing overtime.
16
17           Section 7.      Payday: Employees shall be paid weekly and their pay will not be
18   delayed more than six (6) days from the end of each payroll week; providing, however, that if a
19   payday falls on an employee's regularly scheduled day off or a paid holiday, he/she shall receive
20   his/her paycheck on his/her next regularly scheduled work day.
21
22           Section 8.         Trainers: Trainers will be full-time employees. Trainers may be
23   designated by the Company in any of the classifications set forth in Addendum "A". Trainers will
24   be paid a fifty cent ($.50) per hour differential for all actual training hours. Effective March 27,
25   2011 an additional twenty-five cent ($.25) per hour over current base pay for a total of seventy-five
26   cents ($.75) and effective March 25, 2012 an additional twenty-five cent ($.25) cents over current
27   base pay for a total of one dollar ($1.00).
28
29            Section 9.      It is the understanding of the parties that orientation is not considered
30   training.
31
32            Section 10.     Turnabout Pay. Employees returning from a straight time shift, with less
33   than eight (8) hours time off from the end of the previous shift, will be paid time and one-half (1
                                                              th
34   1/2) for all hours worked commencing with the ninth (9 ) consecutive hour. Turnabout pay only
35   applies if an employee is required to work involuntarily.
36
37          Section 11.        Double Time. Employees who work more than sixteen (16) consecutive
                                                        th
38   hours will be paid double time commencing on the 17 hour.
39
40            Section 12.      Canine Handler Pay. Effective September 20, 2009, the one dollar
41   ($1.00) per hour premium will be eliminated and Canine Handlers will be a separate classification
42   and fall within the Loss Prevention Specialist rate structure.
43
44           Section 13.    Security Working Foreman (Bag Check)
45           (a) Working Foremen may be designated by the Company in the Bag Check Main
46                Entrance area.
47
48                 The assignment or removal of a Working Foreman status shall be at the sole
49                 discretion of the Company and shall not be subject to the provisions of Article 13 of
50                 this Agreement. The employees designated as Working Foreman will receive a
51                 premium of fifty-cents ($.50) per hour for all hours spent performing these duties.
52
53           (b)   Working Foremen have authority over a group of Host/Hostess in the Bag Check
54                 Main Entrance operation. The Working Foreman is responsible for giving directions
55                 to employees. They are responsible for the efficient and safe performance of all
56                 employees assigned to their crew, and are responsible for the quality and pace of



                                                      20
 1                 the work. Working Foremen have no authority to make personnel decisions such as
 2                 hiring, terminating, transfers, promotions, or disciplinary action.
 3
 4           (c)   Direct supervision will be responsible for actions taken by a Working Foreman that
 5                 are inconsistent with any Article of this Agreement. Any problems or issues arising
 6                 out of the performance of the Working Foreman role should be brought to the
 7                 immediate attention of their leader.
 8
 9           (d)   Status as a Working Foreman will not be utilized as a factor for the Company to
10                 deviate from the principles of seniority in a lay-off. Working Foremen may be
11                 assigned to the requisite shift and/or days off based on operational requirements.
12
13           Section 14     Coordinators
14
15   Coordinators will be designated by the Company in any of classifications set forth in Addendum
16   “A”. Cast Members will be placed in and/or removed from this role at Management’s discretion.
17   The following premium pay will apply for Coordinators:
18
              •    Effective September 20, 2009 twenty-five cents ($.25) per hour
              •    Effective March 28, 2010 an additional twenty-five cents ($.25) per
                   hour for a total of fifty cents ($.50)
              •    Effective March 27, 2011 an additional twenty-five cents ($.25) per
                   hour for a total of seventy-five cents ($.75)
              •    Effective March 25, 2012 an additional twenty-five cents ($.25) per
                   hour for a total of one dollar ($1.00)
19
20           Section 15.    Security Office Coordinator (SOC)
21
22   Effective September 20, 2009, a new Security Office Coordinator (SOC) classification with
23   premium pay will be created. Annual pay increases will be calculated on the base pay (statused
24   rate minus premium) rate only. Employee Benefit time will be paid at Cast Member’s base rate,
25   plus premium amount. Cast Members will be placed in and/or removed from this role at
26   Management’s discretion. The following premium pay will apply for Security Office Coordinators
27   (SOC):
28
              •    Effective September 20, 2009 twenty-five cents ($.25) per hour
              •    Effective March 27, 2011 an additional twenty-five cents ($.25) per hour
                   for a total of fifty cents ($.50)
              •    Effective March 25, 2012 an additional fifty cents ($.50) per hour for a
                   total of one dollar ($1.00)

29                  ARTICLE 22 - INTERCHANGEABILITY OF WORK ASSIGNMENT
30
31           Section 1.      Interchangeability: The Company can assign, re-assign, or transfer an
32   employee to any work location during the work day or work week within all of the areas included in
33   this Agreement within the following parameters:
34
35           (a) For a period of one (1) calendar week with notification to the employee;
36
37           (b) For a period of longer than one (1) week, discussion between the Union and Labor
38               Management;
39
40           (c) Assignments in excess of one hundred – eighty (180) days will be posted in
41               accordance with Article 19;
42
43           (d) An employee can be permanently transferred or reassigned for HR compliance


                                                     21
 1               matters.
 2
 3           (e) Other (personal issues) will be dealt with on a case by case basis mutually agreed
 4               upon in writing between the Union and the Company. The agreement will specify the
 5               employee, assignment, and length of time limit for the assignment.
 6
 7            Section 2.      Assignment of Two (2) or More Different Job Classifications: The
 8   Company may assign an employee to work at two (2) or more different Security job classifications
 9   during a work day temporarily for any period of time. Whenever an employee is assigned or
10   transferred to perform two (2) or more job classifications during the day, the employee will receive
11   his/her permanent rate or the rate for the job to which he/she was transferred, whichever is
12   higher, for the number of hours worked on each job.
13
14                                       ARTICLE 23 - HOLIDAYS
15
16            Section 1.        Eligibility: All Full Time employees are eligible for holiday pay after
17   working thirty (30) calendar days of continuous service providing they work their scheduled shifts
18   prior to and immediately following such holiday. If the employee's failure to work his/her regularly
19   scheduled shift immediately before or following the holiday was due to personal illness, injury, or
20   death in the immediate family and the employee satisfied the Company in this respect, he/she
21   shall be eligible to receive holiday pay. Employees on an authorized leave of absence of six (6)
22   days or longer are not eligible for holiday pay.
23
24            Section 2.       Holidays Observed: There will be seven (7) core holidays and three (3)
25   floating holidays.
26            (a) The core holidays are:
27                 (1) New Years Day (January 1)
28                 (2) Martin Luther King, Jr. Day
29                 (3) Memorial Day
30                 (4) Independence Day (July 4)
31                 (5) Labor Day
32                 (6) Thanksgiving Day
33                 (7) Christmas Day (December 25)
34
35           (b) The three (3) floating holidays may be used on dates mutually agreed to by
36               Management and the employee.
37
38           (c) Effective January 1 of each year of this Agreement, all employees with one or more
39               years of continuous service will be credited with three (3) floating holidays.
40               Employees with less than one (1) year of service, and employees who are hired or
41               converted from a casual status to a Full Time status after January 1, will be credited
42               with one (1) floating holiday on each of the following posting dates: March 1, June 1
43               and September 1. An employee must be statused as a Full Time employee on the
44               posting date to receive the floating holiday.
45
46               Floating holidays shall require two (2) weeks advance notice for scheduling and shall
47               be granted consistent with operational requirements. In the event all requests for a
48               particular day cannot be approved due to operational requirements, seniority shall
49               prevail in granting the holiday.
50
51               Floating holidays will be scheduled and taken within the following provisions:
52
53                    (1)     Must be taken within the calendar year;
54                    (2)     May not be carried over from year-to-year, or paid off at time of
55                            termination;
56                    (3)     Do not effect the use of sick leave days for personal time off (i.e.



                                                      22
 1                             approved Personal Day Off day as defined in Article 27 Section 3(f));
 2                     (4)     Will be considered as time worked for the computation of overtime;
 3                     (5)     Will not be paid in addition to other hours worked; and
 4                     (6)     May only be taken in one (1) full shift increment.
 5
 6          Section 3.         Holiday Pay When Not Worked: Each Full Time employee (except as
 7   provided in Article 9. Seniority) will receive pay at the employee's regular straight time rate for the
 8   normal daily hours scheduled for each such holiday not worked.
 9
10            Section 4.      Holiday Pay When Worked: Each Full Time employee who works on a
11   recognized holiday and who works his/her scheduled shifts prior to and immediately following the
12   holiday worked shall receive his/her holiday pay plus his/her straight time rate for all hours worked
13   in his/her scheduled shift.
14
15          Section 5.        Double Time Pay For Hours Over Eight (8) Worked On Holiday:
16   Double time the employee's regular rate shall be paid for hours worked in excess of eight (8)
17   hours on a paid holiday.
18
19           Section 6.       Holiday Pay Considered Time Worked For Computing Overtime:
20   Pay for a holiday not worked shall be considered as time worked for purposes of computing
21   overtime, unless the holiday falls on one of the employee's two (2) regularly scheduled days off or
22   when a holiday falls during a vacation period.
23
24           Section 7.      Holiday Pay For Holiday During Vacation: Should a holiday fall during
25   the period of an employee's vacation, the employee shall be granted an extra day's pay.
26
27           Section 8.          No Holiday Pay For Employees Scheduled to Work Holiday and Who
28   Do Not Work: An employee who is scheduled to work on a recognized holiday and who does not
29   work shall not receive holiday pay. If the employee is absent from work on a recognized holiday
30   for which he/she was scheduled for work, due to personal injury or illness, he/she may apply for
31   sick leave, if eligible, but is not entitled to holiday pay.
32
33            Section 9.      Holiday Pay On Day Off When Worked: If a holiday worked falls on
34   one of the employee's two regular days off, he/she shall receive straight time holiday pay for
35   his/her regularly scheduled shift, plus the rate he/she would have received if it had not been a
36   holiday.
37
38           Section 10.      Holiday Starts at 8:00 a.m. on Holiday: For the purpose of computing
39   pay for work on a holiday, the twenty-four (24) hour holiday period shall commence at 8:00 a.m.
40   on the holiday and terminate at 8:00 a.m. the following day.
41
42           Section 11.      Scheduling of Holiday: Holiday work shall be divided equally, where
43   feasible, among all employees otherwise scheduled to work that day for each shift per location.
44   The Company will make every effort to schedule as many full time employees off on the holiday
45   as possible, consistent with operational requirements. Upon request, supervision will review the
46   holiday work schedule with the Union two weeks prior to the holiday.
47
48           Section 12.       Casual Regulars: Casual Regular employees are not eligible for holiday
49   pay, but will be paid time and one-half (1 ½) for all hours worked on any of the following ten (10)
50   work days, New Year’s Eve (December 31), New Year’s Day (January 1), Martin Luther King, Jr.
51   Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving
52   Day, Christmas Eve (December 24) and Christmas Day (December 25).




                                                        23
 1                                          ARTICLE 24 - VACATION
 2
 3            Section 1.         Eligibility, Full time Employees: All Full Time employees shall accrue
 4   vacation based on the number of hours worked (straight time and overtime hours exclusive of the
 5   overtime premium) up to a maximum of 1800 hours, from date of hire to the end of the calendar
 6   year in which hired, and for each succeeding calendar year thereafter, based upon the conditions
 7   set forth in this Article. Paid vacation will be credited as hours worked for accrual towards
 8   vacation allowance. Casual Regular employees are not eligible for vacation pay.
 9
10             Section 2.       Vacation Earned in the First Calendar Year: Vacation earned in the
11   first (1st) calendar year of service may not be used until nine (9) months of continuous service
12   have elapsed from date of hire.
13
14           Section 3.      Vacation Hours Accrued: Effective January 1, 2005, vacation hours
15   accrued shall become available to be taken by the employee during the calendar year in which
16   they are accrued per the accrual of vacation formula listed below.
17
18         Section 4.          Vacation Accrual Formula for Employees Hired Prior to
19   January 1, 2005:
20
21           (a)   Two (2) week vacation accrual formula:
22
                        Calendar Year Paid Vacation                      Paid Vacation
                              Hours Worked                               Hours Earned
                                   1800                                       80
                                   1620                                       72
                                   1440                                       64
                                   1260                                       56
                                   1080                                       48
                                    900                                       40
                                    720                                       32
                                    540                                       24
                                    360                                       16
                                    180                                        8
                                                                                                st
23           (b)   Employees begin to accrue three (3) weeks of vacation on January 1 of the
                                                      th
24                 calendar year in which the fifth (5 ) anniversary of continuous service will occur:
25
26                 Example:

                     Year of Hire                    2000        2001   2002   2003      2004        2005

                     Eligible to accrue 3 weeks on   2005        2006   2007   2008      2009        2010
                     January 1 of the year
27
28           (c)   Three (3) week vacation accrual formula:
29
                        Calendar Year Paid Vacation                      Paid Vacation
                              Hours Worked                               Hours Earned
                                   1800                                       120
                                   1680                                       112
                                   1560                                       104
                                   1440                                       96



                                                            24
                             1320                                88
                             1200                                80
                             1080                                72
                              960                                64
                              840                                56
                              720                                48
                              600                                40
                              480                                32
                              360                                24
                              240                                16
                              120                                 8
 1
                                                                               st
 2         Employees begin to accrue four (4) weeks of vacation on January 1 of the calendar
                                            th
 3         year in which the seventeenth (17 ) anniversary of continuous service occurs:
 4
 5         Example:

            Year of Hire                    1988     1989       1990    1991

            Eligible to accrue 4 weeks on   2005     2006       2007    2008
            January 1 of the year
 6
 7   (d)   Four (4) week vacation accrual formula:
 8
                  Calendar Year Paid Vacation               Paid Vacation
                        Hours Worked                        Hours Earned
                             1800                                160
                             1710                                152
                             1620                                144
                             1530                                136
                             1440                                128
                             1350                                120
                             1260                                112
                             1170                                104
                             1080                                96
                              990                                 88
                              900                                 80
                              810                                 72
                              720                                 64
                              630                                 56
                              540                                 48
                              450                                 40
                              360                                 32
                              270                                 24
                              180                                 16
                               90                                 8
 9
10   Section 5.        Vacation Accrual Formula for Employees Hired On or After
11                     January 1, 2005:
12
     (a)   One (1) week vacation accrual formula:




                                                25
                           Calendar Year Paid Vacation                  Paid Vacation
                                 Hours Worked                           Hours Earned
                                      1800                                   40
                                      1440                                   32
                                      1080                                   24
                                       720                                   16
                                       360                                    8
 1
                                                                                         st
 2              (b)   Employees begin to accrue two (2) weeks of vacation on January 1 of the calendar
 3                    year in which the second (2nd) anniversary of continuous service occurs:
 4
 5                    Example:

                        Year of Hire                     2005    2006       2007

                        Eligible to take two (2) weeks   2007    2008       2009
                        on January 1 of the year
 6
 7              (c)   Two (2) week vacation formula: Refer to the two (2) weeks vacation accrual
 8                    formula in Section 4(a).
 9
                                                                                               st
10              (d)   Employees begin to accrue three (3) weeks of vacation on January 1 of the
                                                         th
11                    calendar year in which the fifth (5 ) anniversary of continuous service occurs: Refer
12                    to example in Section 4(b), and to the three (3) week vacation accrual formula in
13                    Section 4(c).
14
                                                                                          st
15              (e)   Employees begin to accrue four (4) weeks of vacation on January 1 of the calendar
                                                   th
16                    year in which the seventh (17 ) anniversary of continuous service occurs: Refer to
17                    the example in Section 4(d), and to the four (4) week vacation accrual formula in
18                    Section 4(e).
19
20            Section 6.       Vacation Accrual: Employees shall not accumulate more than two (2)
21   times their current annual vacation hours. For example, if an employee is currently accruing
22   eighty (80) hours of vacation, he/she may accumulate a maximum of one-hundred sixty (160)
23   hours of vacation; if currently accruing one-hundred twenty (120) hours of vacation, he/she may
24   accumulate a maximum of two-hundred forty (240) hours of vacation; and, if currently accruing
25   one-hundred sixty (160) hours of vacation, he/she may accumulate a maximum of three-hundred
26   twenty (320) hours of vacation.
27
28           When the vacation cap is reached (two (2) times their current annual vacation hours), an
29   employee will cease to accrue any additional vacation time until vacation hours are taken. An
30   employee will again begin to accrue vacation only after he/she is below his/her cap. Vacation
31   accrual is not retroactive to the date on which the accrual ceased.
32
33              On January 1, 2005, a one-time adjustment to the vacation account will be made as
34   follows:
35
36              All vacation hours accrued, but not taken between January 1 and December 31, 2004 will
37              be placed in the employee’s eligible vacation account.
38
39            Section 7.       Pay in Lieu of Time Off: The Company may grant, at the employee’s
40   request, pay in lieu of time off for vacation up to a maximum of eighty (80) hours of an employee’s
41   total accrued available vacation on an annual basis (by calendar year).
42
43              Section 8.        Vacation Scheduling: Due to the nature of the Company's operations


                                                          26
 1   and requirement for specified skills, vacations will be scheduled by the Company. Consideration
 2   will be given to requested time by the employee whenever possible. Vacation scheduling and
 3   bidding will be done separately by job classification for Security Host/Hostesses, and Security
 4   Investigators. For Security Specialists and Loss Prevention Specialists it will be done by job
 5   function. The employee with the greatest length of service will be given preference in the event of
 6   a conflict of dates affecting two (2) or more employees. Vacation requests in less than five (5) day
 7   increments are permissible after December 1 of the previous year and are subject to
 8   management approval based on business and operational needs.
 9
10           When business needs cause the Company to cancel an employee’s pre-approved
11   vacation, the Company will reimburse the employee for all documented, unavoidable, financial
12   loss incurred as a direct result of the cancellation. In order to be eligible for reimbursement, the
13   employee must notify the Company of the amount of potential financial loss at the time
14   cancellation is being considered.
15
16            Employees must have their vacation bid submitted to the Labor Management Department
17   between October 1 and December 1 of the previous year. Vacation schedules will be posted
18   during the month of December for the following calendar year. After December 1, vacations will
19   be granted on a first-come-first-serve basis.
20
21           Section 9.       Pay Rate for Vacation: Vacations will be paid at the straight time rate.
22
23           Section 10.      Pay for Unused Vacation Hours at Termination of Employment:
24
25           (a)     All Full Time employees who have been continuously on the payroll for nine (9)
26   months or longer and who voluntarily terminate their employment shall receive payment for all
27   unused vacation hours earned based on the number of hours worked in accordance with the
28   foregoing applicable formula.
29
30            (b)    The employee will not lose his/her pro rata vacation allowance in the case of
31   termination except if terminated for drunkenness, dishonesty or illegal use or possession of
32   controlled substances. Voluntary termination will be paid all earned but unused vacation, and pro
33   rata vacation hours accrued for use in the following year.
34
35                          ARTICLE 25 - ALCOHOL AND DRUG ABUSE POLICY
36
37           For purposes of this Agreement, the terms "drug" or "drug tests" shall include both drugs
38   and alcohol, as appropriate. The terms of this provision have no application to an employee's
39   voluntary utilization of the Employee Assistance Program.
40
41           Section 1.       Bargaining unit employees will be subject to drug and alcohol testing
42   under the following circumstances:
43
44           (a)     Where there is an objective reasonable basis that an employee has an in-system
45   presence of any illegal drug, controlled substance or alcohol, hereinafter referred to as
46   "substances," while on duty or on Company property immediately preceding or following the work
47   shift. For purposes of this Agreement, the terms "employee" or "bargaining unit employee"
48   includes not only persons employed in positions covered by the Union collective bargaining, but
49   also persons being recalled into such positions.
50
51           (b)     As part of a post-accident investigation in cases where:
52
53                    (1)     The individual(s) subject to testing is directly linked to the accident.
54
55                    (2)     The accident resulted in death, injury requiring medical treatment other
56                            than basic first aid, or property damage estimated to exceed $4,500.00.



                                                       27
 1   Testing associated with an accident will take place as soon as possible, under the circumstances.
 2
 3            (c)      A government agency duly concerned with WALT DISNEY WORLD CO. (i.e.,
 4   Department of Transportation, etc.) advises the Company that employees in specified
 5   classifications will be required to undergo job certification physical examinations, including drug
 6   tests as a condition of future employment. In such instances, the Union shall be given immediate
 7   written notice of any such requirement or proposed requirement. Such testing shall be conducted
 8   in accordance with the government regulations and the procedures established by this Agreement
 9   and shall not commence until the Union and the Company have had a reasonable opportunity to
10   discuss the impact of the government directive unless required by law or regulation.
11
12          (d)      Random testing as a part of follow-up rehabilitation supervised by Florida
13   Psychiatric Association, or any successor thereto.
14
15             Section 2.      An employee will not be tested under Section 1(a) above unless his/her
16   actions and/or conduct or other related circumstances provide an objective reasonable basis to
17   believe that the employee may have ingested drugs or alcohol and/or is suffering from impairment
18   that will in some way adversely affect his/her alertness, coordination, reaction, response, safety,
19   or the safety of others, while on duty or on Company property. Such observation will be confirmed
20   by another member of supervision wherever possible and will be documented. Employees will not
21   be subject to such testing without the express consent of a senior member of management
22   different from the observation manager, and prior notification to and consent of Employee
23   Relations. Post positive follow-up testing will be permitted only as a follow-up to rehabilitation and
24   only for a reasonable period of time after rehabilitation, not to exceed one year.
25
26           Section 3.       Any employee directed for testing shall be informed of his/her right to the
27   presence of a Shop Steward in pre-test meetings with management. Provided a Shop Steward
28   has been requested and is available, no specimen will be collected until the Shop Steward can
29   discuss the matter with management. The Union agrees that this section shall not operate in a
30   manner that will impede timely collection of a biological specimen. Refusal to provide a biological
31   specimen will result in immediate discharge without an opportunity at a later date to
32   reconsider/retract the refusal.

33            Section 4.      Any employee who tests negative to any drug test under this Agreement
34   (other than follow-up testing to rehabilitation) shall be compensated for all lost time, at the
35   appropriate wage rate. Time lost under such circumstances shall be treated as time worked for
36   purposes of overtime premium eligibility.
37
38           Section 5.       Specimen collection for a drug test will be accomplished in a manner
39   compatible with employee dignity and privacy. There will be no strip searches or opposite sex
40   observation. In the usual case, the Company will not observe specimen production, but the Union
41   agrees that specimen production may be closely monitored in those cases where the Company
42   has a specific objective reason to believe that the employee may attempt to contaminate a test
43   specimen. Any evidence of any form of tampering, altering, or diluting of a specimen will result in
44   discharge.
45
46          Section 6.        Test specimens shall be sent only to laboratory facilities certified by an
47   appropriate federal or state agency. The drug test laboratory and the specimen collection facility
48   must establish and maintain a forensically acceptable chain of custody. It will be the burden of the
49   Company to establish, in any case arising from a positive test result, that the appropriate chain of
50   custody has been maintained.
51
52           If a dispute should arise over the selection of drug test laboratories, such dispute shall be
53   resolved by arbitration. The Union reserves the right to withhold approval of any future laboratory
54   selected.



                                                      28
 1            The laboratory(s) selected must, upon request, identify the drugs tested for, the methods
 2   used, the manufacturers of the test, the analytical limits and levels used, the methods of reporting
 3   results and the chain of custody procedures used to produce forensically acceptable test results.
 4
 5            To be qualified under this section, the laboratory must participate in a program of "blind
 6   proficiency" testing where they analyze samples sent by an independent party.
 7
 8           Section 7.      The drug test will be performed utilizing urinalysis to screen for the
 9   following substances:
10                           Amphetamines
11                           Cocaine
12                           Marijuana
13                           Opiates
14                           Phencyclidine
15
16          The initial test shall use an immunoassay that meets the requirements of the Food and
17   Drug Administration for Commercial Distribution.
18
19          All specimens identified as positive in the initial test will be confirmed by a second
20   procedure. Gas chromatography/mass spectrometry or an equivalent scientifically acceptable
21   method of confirmation will be used. All confirmed positive test results will be verified by a
22   Medical Review Officer prior to release to the Company.
23
24            The Medical Review Office, upon written request from the employee, will report test
25   results to the Security, Police, and Fire Professionals of America (SPFPA) President.
26
27          The Union agrees, in order to begin the program, that University Services is an acceptable
28   Medical Review Officer but reserves the right to withhold approval of University Services with
29   adequate notice in the event that University Services status should change in the future.
30
31          Section 8.        The standard drug test thresholds for positive screen and GC/MS
32   confirmation tests shall be as follows:
33                                            Emit Screen              Confirmation
34          Drug                              Cut-Off                  Cut-Off
35          Marijuana                          50ng/ml                  15ng/ml
36          Cocaine                           300ng/ml                 150ng/ml
37          Opiates                            2,000ng/ml              2,000ng/ml
38          Amphetamines                      1000ng/ml                500mg/ml
39          Phencyclidine                      25ng/ml                  25ng/ml
40
41           In the event that the Company elects to utilize tests other than the EMIT screen or the
42   GC/MS Confirmation, the Company will give the Union written notice of the test methodology used
43   and the threshold levels employed.
44
45          (a)      Positive thresholds for any other test methodologies will be reviewed with the
46   Union before they are applied. Any dispute over the acceptability of such alternative test
47   methodologies or the positive test threshold to be applied shall be resolved by arbitration.
48
49           (b)    It will be the burden of the Company to establish the acceptability of the test and
50   the reasonableness of the threshold.
51
52          Section 9.      The laboratory shall preserve a sufficient aliquot specimen as to permit
53   independent confirmatory testing by the employee and follow-up re-analysis at the request of the
54   Union or the employer. Any re-analysis performed will be done on the original sample provided.
55   The Medical Review Officer shall endeavor to notify the employer and the employee of positive



                                                       29
 1   test results within five (5) working days after receipt of the specimen. The employee may request,
 2   in writing, a re-analysis within three (3) working days from notice of positive test result.
 3   Additionally or as an alternative, the employee may have the sample tested at a certified
 4   laboratory of his/her choice. Should this test result be negative, the test results will be considered
 5   negative.
 6
 7          Section 10.       Initial tests and re-analysis requested by the Company will be paid by the
 8   Company; costs of re-analysis for reconciliation will be split between the employee and the
 9   Company. In the event the initial test is proven to be a false positive the employee shall be
10   reimbursed for cost of test procedures paid for by the employee.
11
12            Section 11.
13            (a)      The Company will test the employee through an evidentiary alcohol breath
14   analyzer which conforms to the same standards as cited below. The parties agree that use of an
15   evidentiary alcohol breath analyzer, which is properly calibrated and which is operated by a
16   certified technician, shall be conclusive proof of the accuracy of the results.
17
18            (b)      Where employees elect under this policy to submit blood samples for alcohol
19   testing, the samples will be taken in an appropriate collection facility. The collection facility and
20   laboratory will use the same or equivalent chain of custody procedures and exercise the same or
21   an equivalent level of professional care and scientifically accepted standards and procedures in
22   the collection and testing of blood samples for the presence of alcohol as with urine samples for
23   the presence of drugs.
24
25            (c)     If a test reveals the presence of alcohol at a level greater than 0.00% but less
26   than 0.04%, the employee shall not be permitted to work for the remainder of the day. In this
27   situation, the employee will be released from their shift (unpaid). Upon returning to duty, the
28   employee is subject to a second alcohol test. If the second test finds any detectable alcohol
29   concentration, the employee may be subject to disciplinary action, up to and including termination.
30
31   An employee found to have any alcohol level of less than 0.04% twice within a six (6) month
32   period may be subject to disciplinary action, up to and including termination.
33
34   If a test reveals the presence of alcohol at a level of .04% or more by weight, it shall be presumed
35   that the employee has a positive test and has violated this policy.
36
37           (d)      The Company reserves the right, prior to implementation of this policy, to
38   abandon completely blood samples in favor of the alcohol breath analyzer referenced above, with
39   the exception of employee-requested blood tests subsequent to a positive breathalyzer test.
40
41           Section 12.
42           (a)      No full time employee shall be discharged solely as the result of a positive drug or
43   alcohol test pursuant to Section 1(a) or 1(b) above, so long as he/she agrees to participate in an
44   EAP, the cost of which will be covered by the Company provided health insurance. Failure to
45   seek and receive EAP assistance and failure to abide by the terms and conditions of the
46   prescribed treatment will be grounds for discharge. In instances where it is necessary, a leave of
47   absence may be granted for treatment or rehabilitation through the EAP on the same bases it is
48   granted for other medical conditions.
49
50                     No casual regular employee shall be discharged solely as a result of a positive
51   drug or alcohol test pursuant to Section 1 (a) or (b) above, so long as the employee agrees to
52   participate in a rehabilitation program acceptable to the Company. The costs of the rehabilitation
53   program and any follow up testing will be paid by the employee. Failure to seek and receive
54   rehabilitation assistance and failure to abide by the terms and conditions of the prescribed
55   treatment will be grounds for discharge. In instances where it is necessary, the Company agrees
56   to not schedule a casual regular employee to work for up to one year in order to allow an



                                                       30
 1   opportunity for treatment and rehabilitation.
 2
 3            (b)     If the conduct of an employee who has tested positive is independently subject to
 4   discipline pursuant to the terms of the collective bargaining Agreement, discipline will be judged by
 5   the contractual just cause standard, but use of drugs and/or alcohol shall not be a defense.
 6
 7           (c)     A positive random test after referral to the EAP shall be conclusive proof of just
 8   cause for termination.
 9
10            Section 13.       Test results shall be communicated by the Medical Review Officer, or the
11   designated Company representative. The Company shall be responsible for maintaining
12   confidentiality of test records and test results will be communicated to job site management strictly
13   on a "need to know" basis. Employee drug test records shall not be released outside the Walt
14   Disney World Co. medical department unless required by administrative action initiated by the
15   employee or the Union. The employee shall be entitled to written notification of positive drug test
16   results. Copies of such reports will be provided to the Union when authorized in writing by the
17   affected employee.
18
19           Section 14.      Except to the extent the employee(s) withholds consent as to particular
20   documents personal to him/her, the Company agrees to provide the Union, in advance, with
21   whatever documentation or information the Union reasonably requires to process the grievance
22   and/or arbitration. By establishing this policy, neither the Company nor the Union waives any legal
23   rights. The parties agree that this drug policy shall not diminish the rights of individual employees
24   under state or federal law relating to drug testing.
25
26           Section 15.     The Company shall provide education for management personnel
27   regarding observation techniques, the availability and desirability of the Employee Assistance
28   Programs and the need for observing strict confidentiality. Managers will be provided guidelines
29   for maintaining confidentiality of all drug-related information and referring employees who may
30   have a problem to appropriate counseling. The Company and the Union will provide for all
31   personnel, on Company time, an orientation program prior to implementation of the policy and will
32   answer questions posed by employees regarding the policy's application.
33
34            Section 16.     The Company agrees that it shall indemnify and hold the Union harmless
35   against any and all complaints, claims, judgments, or demands that may arise out of, or in any
36   way are related to, the Union's negotiation or participation in the foregoing drug policy applicable
37   to bargaining unit employees and applicants, or the Company's activities in carrying out this drug
38   testing program.
39
40                                 ARTICLE 26 - LEAVES OF ABSENCE
41
42           Section 1.      Temporary Leaves of Absence:
43           (a)     An employee request for a leave of absence not to exceed thirty (30) days will be
44   granted for good cause, if the employee's services can reasonably be spared. All leaves of
45   absence will be granted in writing. No leave of absence will be extended beyond thirty (30) days
46   except for compelling reason.
47
48          (b)      In the event that a non-medical leave exceeds sixty (60) days, continuation of the
49   employee's health care coverage will be subject to COBRA except as otherwise provided for
50   FMLA leave.
51
52             (c)     Employees who are on temporary leave of absence for more than thirty (30) days
53   will not receive credit toward scheduled increases.
54
55            (d)     An employee who returns from temporary leave of absence within thirty (30) days
56   or less, or approved extension thereof, or for FMLA leave, such period as allowed by law will be


                                                      31
 1   assigned to the same position and shift that he/she was assigned to prior to the leave.
 2
 3           Section 2.        Non-Occupational Medical Leave:
 4           (a)       An employee requesting a non-occupational medical leave of absence must
 5   provide a written statement from their personal physician documenting the reason for the leave
 6   and the beginning date and estimated duration of the medical leave. For FMLA leave, the
 7   employee shall be required to complete all forms designated by the Company as necessary to
 8   establish entitlement to FMLA leave. Failure to comply with this provision may jeopardize the
 9   employee's eligibility for a medical leave of absence.
10
11           (b)     An employee who is granted a medical leave of absence shall retain and
12   accumulate seniority during such leave. If eligible, an employee may request payment of earned
13   sick leave and vacation benefits, or be required to accept such benefits in the case of FMLA
14   leave.
15
16         (c)       Upon being released for return to work, the employee will be assigned to the
17   same position and shift without loss of continuous service.
18
19           (d)      An employee who fails to return from medical leave of absence, or to seek a
20   release to return to work from the medical leave of absence, will be considered to have voluntarily
21   terminated.
22
23           (e)       Employees who are on a non-occupational leave of absence for more than thirty
24   (30) days will not receive credit toward scheduled increases.
25
26           Section 3.      Medical Leaves Exceeding One Year:
27           Those employees whose accumulated time on non-occupational or occupational medical
28   leave of absence totaling one year will have their employment with the Company terminated. The
29   one year period is calculated on a cumulative, as opposed to a consecutive basis, as outlined
30   below:
31
32           (a)     If an employee returns from medical leave and works less than twenty-six (26)
33   consecutive working weeks and is subsequently returned to medical leave, the employee will
34   continue to accrue time toward the one year cut-off described above.
35
36           (b)     If an employee returns from medical leave and works for a minimum of twenty-six
37   (26) consecutive working weeks, the employee will begin a new one year period.
38
39           (c)    If an employee returns to work and subsequently returns to medical leave due to
40   an unrelated medical condition, the employee will begin a new one year period.
41
42          (d)    For purposes of this section, a work week is defined as a payroll week in which
43   an employee works at least one work day.
44
45            Section 4.     Occupational Medical Leaves:
46            (a)      Any employee on medical leave as a result of an on-the-job compensable injury
47   shall retain and accrue seniority during such leave.
48
49           (b)     Upon being released for return to work, if the employee has been off six (6)
50   months or less he/she will be placed in his/her prior job, location and shift. If the employee has
51   been off more than six (6) months, the Company will make every effort to place said employee in
52   the employee’s prior job and location.
53
54            (c)     Employees who are on leave of absence for an occupational injury will receive
55   credit toward scheduled increases.




                                                     32
 1              Section 5.       Continuous service accrues during a leave for purpose of benefit
 2   eligibility, provided that such leave does not exceed thirty (30) days or authorized extension
 3   thereto, and provided that the employee returns to work at the conclusion of the authorized leave.
 4
 5           Section 6.       No payment will be made for a holiday which occurs during an employee's
 6   leave. If the employee's leave terminates on the holiday or the day after, he/she will be eligible for
 7   holiday pay if he/she is available for work on his/her first scheduled shift after the holiday.
 8
 9            Section 7.      Leave For Union Business: An employee accepting a full-time position
10   with the Union shall be entitled to a leave of absence for the duration of the position with the Union
11   without pay or other benefits from the date of accepting such position during which time he/she
12   shall retain and accumulate seniority.
13
14          (a)     Union ADO’s will count towards the computation of overtime up to one (1) day
15   per month per executive board members, a maximum of ten (10) days per month for the total unit.
16   The Union Local President can take up to two (2) ADO’s per month for overtime calculations.
17
18           Section 8.       Family and Medical Leave Act of 1993: The Company and the Union
19   acknowledge that the provisions of the Family and Medical Leave Act of 1993 apply to the
20   employees working under this Agreement. Thus, nothing in this Agreement shall be construed as
21   being inconsistent with the requirements of the Act. In this regard, the Company and the Union
22   commit to meet to resolve potential conflicts between the Family and Medical Leave Act of 1993
23   and the Agreement.
24
25           Section 9.     Jury Duty: All full time employees are eligible for jury duty pay provided
26   that they have completed ninety (90) days of continuous service.
27
28           (a)      The Company will pay an employee for his/her regularly scheduled shift while
29   service on jury duty, provided such time shall not exceed eight (8) hours in any day or forty (40)
30   hours in any pay period week. Employees shall not be eligible to receive more than twenty (20)
31   days of jury duty pay in any calendar year. Deductions of jury duty fees will not be made unless
32   service on the jury exceeds one (1) week.
33
34           (b)     If an employee is released from jury duty and four (4) or more hours remain in
35   his/her scheduled shift, he/she is required to return to work that day.
36
37            (c)     The Company reserves the right to petition the court to excuse any eligible
38   employee for jury service when such employee's services are needed by the Company because
39   qualified replacements are not available or the employee's absence would result in a hardship to
40   the Company.
41
42            Section 10.     Bereavement Leave:
43            (a)     Full time employees, who have completed their ninety (90) days of continuous
44   service and who are bereaved by the death of a member of their immediate family, are granted
45   time off with pay.
46
47           (b)      The deceased must be a spouse, qualified same-sex domestic partner, child,
48   stepchild, grandchild, parent, parent-in-law, grandparent, or sibling of the employee. If a closer
49   that normal relationship existed between the employee and a relative other than those names,
50   consideration will be given toward payment of the bereavement benefit. As a matter of
51   explanation, the following examples represent instances where the Company has paid employees
52   bereavement pay over the loss of relatives not specifically covered by the existing agreement:
53
54                    (1) Employees were raised by a relative not covered by the Agreement, in lieu of
55                        a mother or father.
56


                                                      33
 1                    (2) Distant relative lived under the same roof and was under care of the
 2                        employee for a period of time prior to their death.
 3
 4                    (3) Relatives not covered by the contract passes away and the employee is the
 5                        sole surviving relative and consequently must handle the funeral
 6                        arrangements.
 7
 8           (c)      Bereavement leave shall be paid up to three (3) days of pay, to attend in-state
 9   funerals and up to five (5) days of pay, attend out-of-state funerals. Additional unpaid time may be
10   granted where appropriate.
11
12                                ARTICLE 27 - PENSION AND WELFARE
13
14           Section 1.       Pension:
15           (a)       All employees hired before January 1, 2010 will be eligible to participate in the
16   Walt Disney World Co. and Associated Companies' Retirement Plan. During the term of this
17   Agreement, the employee's portion of contribution to the Retirement plan shall be seven (7) cents
18   per hour for all hours worked, not to exceed forty (40) hours per week. Contributions will be for
19   the second through and including the fifth year of participation. While this Agreement is in effect,
20   the Company agrees to keep in effect its presently existing Walt Disney World Co. and Associated
21   Companies' Retirement Plan. The Plan is and shall continue to be qualified under the Employee
22   Retirement Income Security Act of 1974, as amended, and nothing contained herein shall
23   constitute or be considered a waiver or forfeiture of any right, power or discretion which the
24   Company may have, notwithstanding such laws, rules or regulations. The Company will pay the
25   complete contribution for employees in the first year of participation and for all years after five (5)
26   credited years of participation in the Plan. Vesting requires five (5) credited years of service.
27   Copies of the Walt Disney World Co. and Associated Companies' Retirement Plan will be
28   furnished to the Union.
29
30   The following schedule is currently in effect:
31
     PENSION BENEFIT SCHEDULE AT AGE 65 FOR STRAIGHT LIFE ANNUITY OPTION.

     Credited Years Credited Hours              Maximum
       of Service     of Service                 Monthly
                                                 Benefit
        5              7,500 - 8,250              120.00
        5              8,251 or more              132.00
        6              9,000 - 9,750              144.00
        6              9,751 or more              156.00
        7             10,500 - 11,250             168.00
        7             11,251 or more              180.00
        8             12,000 - 12,750             192.00
        8             12,751 or more              204.00
        9             13,500 - 14,250             216.00
        9             14,251 or more              228.00
        10            15,000 - 15,749             240.00
        10            15,750 or more              253.50
        11            16,500 - 17,249             267.00
        11            17,250 or more              280.50
        12            18,000 - 18,749             294.00
        12            18,750 or more              307.50
        13            19,500 - 20,249             321.00
        13            20,250 or more              334.50



                                                       34
           14         21,000 - 21,749            348.00
           14         21,750 or more             361.50
           15         22,500 - 23,249            375.00
           15         23,250 or more             388.50
           16         24,000 - 24,749            402.00
           16         24,750 or more             415.50
           17         25,500 - 26,249            429.00
           17         26,250 or more             442.50
           18         27,000 - 27,749            456.00
           18         27,750 or more             469.50
           19         28,500 - 29,249            483.00
           19         29,250 or more             496.50
           20         30,000 - 30,749            510.00
           20         30,750 or more             526.00
           21         31,500 - 32,249            542.00
           21         32,250 or more             558.00
           22         33,000 - 33,749            574.00
           22         33,750 or more             590.00
           23         34,500 - 35,249            606.00
           23         35,250 or more             622.00
           24         36,000 - 36,749            638.00
           24         36,750 or more             654.00
           25         37,500 - 38,249            670.00
           25         38,250 or more             686.00
           26         39,000 - 39,749            702.00
           26         39,750 or more             718.00
           27         40,500 - 41,249            734.00
           27         41,250 or more             750.00
           28         42,000 - 42,749            766.00
           28         42,750 or more             782.00
           29         43,500 - 44,249            798.00
           29         44,250 or more             814.00
           30         45,000 or more             830.00
 1
 2   (b)      Retiree Health Benefits
 3            The Walt Disney World Co. and Associated Companies' Retirement Plan ("Retirement
 4   Plan") provides for health benefits for certain retired employees. Any employee with an original
 5   hire date after December 31, 1994, will not be eligible for Retiree Health Benefits. Any employee
 6   with a rehire date after December 31, 1994, also will not be eligible for Retiree Health Benefits,
 7   except in very limited circumstances provided below.
 8
 9           Any employee hired prior to January 1, 1995, will be eligible for Retiree Health Benefits
10   commencing at age 65, if he/she meets the Service Criterion and retires on or after age 55. The
11   Service Criterion is 20 credited years of service and 30,000 credited hours of service earned
12   under the Retirement Plan (or under the Disney Salaried Retirement Plan, The Disneyland and
13   Associated Companies' Retirement Plan, or The Walt Disney Productions and Associated
14   Companies Retirement Plan). In order to be eligible for Retiree Health Benefits, an employee
15   must also be at least age 55 and actually employed by the Company at the time he/she terminates
16   his/her employment with eligibility for either early or normal retirement under the Plan. The age 55
17   requirement will not apply to an employee whose termination of employment occurs on account of
18   death or who terminated employment on account of a disability, which entitles him/her to disability
19   benefits under the Social Security Act. The Retiree Health Benefits provided will be those
20   provided on the same basis as current active employees. Retiree Health Benefits will also be
21   provided to the retiree's or deceased employee's eligible dependents in accordance with the


                                                     35
 1   health plan's rules.
 2
 3            An employee who is at least age 60 prior to May 15, 1995, and completes the Service
 4   Criterion thereafter, will receive his/her Retiree Health Benefits commencing at the later age of 62
 5   or at the time he/she elects to take either early or normal retirement under the Retirement Plan.
 6   An Employee who met the Service Criterion prior to January 1, 1995, will also receive his/her
 7   Retiree Health Benefits commencing at the later age of 62 or at the time he/she elects to take
 8   either early or normal retirement under the Retirement Plan, provided that such an eligible
 9   employee who is under age 60 on May 15, 1995 must terminate employment with the Company
10   before May 15, 1995. Any employee covered by this paragraph who is rehired on or after May 15,
11   1995, and prior to his/her 55th birthday, will not be entitled to Retiree Health Benefits pursuant to
12   the provisions of this paragraph. Eligibility, if any, for the Retiree Health Benefits will be
13   dependent upon fulfilling the requirements of the second paragraph of the Section, subject to the
14   rehire provisions of the following paragraph. Any employee covered by this paragraph who is
15   rehired on or after his/her 55th birthday will remain entitled to Retiree Health Benefits, under the
16   provisions of this paragraph upon his/her subsequent retirement.
17
18           In general, any employee who terminates employment with the Company and is rehired
19   on or after January 1, 1995, will not be eligible for Retiree Health Benefits upon subsequent
20   retirement. However, a rehire date which occurs on or after January 1, 1995, will be ignored for
21   purposes of the preceding rule, if the employee satisfies the requirements of Subsection (1) below
22   and the requirements of either Subsection (2) or Subsection (3) below.
23
24           (a)      The employee has completed the Service Criterion prior to his/her rehire date;
25                    and,
26
27           (b)      The employee has reached his/her 55th birthday prior to or coincidental with
28                    his/her rehire date; or,
29
30           (c)      The employee fulfilled all of the following conditions:
31
32                    (1)     The employee has only one rehire date which occurs on or after
33                            January 1, 1995, and prior to his/her 55th birthday.
34
35                    (2)     The employee's period of termination of employment immediately prior to
36                            the rehire date is less than 366 days.
37
38                    (3)     The employee's period of reemployment following his/her rehire date is at
39                            least 365 consecutive days during which he/she is credited with at least
40                            750 Hours of Service under the Retirement Plan.
41
42             For purposes of the above rehire rules, an employee shall not be deemed to have a
43   termination of employment and shall not be deemed to have a rehire date that occurs on or after
44   January 1, 1995, if the employee's termination of employment is on account of a disability defined
45   in the Retirement Plan and the employee returns to employment upon recovery from the disability,
46   or if the employee is laid-off and recalled within twelve (12) months of the layoff. In such cases
47   and for the purposes of this Section, such employee shall be treated as if there was no
48   interruption in the continuity of employment. However, a layoff in excess of twelve (12) months is
49   deemed a termination of employment as of the first day of layoff.
50
51           Section 2.     401(k) Deduction
52
53          The Company agrees to provide and implement the Disney hourly 401(k) Plan on
54   January 1, 2010 on the following basis:
55
56           (a)      Eligible employees as defined in paragraphs b and c below may contribute up to



                                                       36
 1   fifty percent (50%) of their annual hourly straight time wages on a pretax basis, up to the
 2   maximum provided by Federal Law. The Employer will make a matching contribution equal to
 3   one-half of the first four (4%) percent of the employee contribution, for a maximum Employer
 4   contribution of two (2%) percent of straight time wages up to the IRS maximum. The Employer
 5   matching funds may be invested in any of the investment option(s) available under the Disney
 6   hourly 401(k) plan.
 7
 8            (b)    Employees eligible to begin making contributions to the 401(k) plan are defined
 9   as bargaining unit employees over the age of eighteen (18) who have completed ninety (90) days
10   of service.
11
12           (c)      Employees eligible to begin to receive the matching contribution from the
13   Company, as outlined above, are defined as bargaining unit employees who have completed at
14   least one year of service. Effective January 1, 2010, all employees who have completed the
15   required one (1) year of service will automatically be vested in the matching Employer
16   contribution.
17
18              (d)     Employees hired on or after January 1, 2010 shall not be eligible to join or
19   participate in The Walt Disney World Company and Associated Companies’ Retirement Plan.
20   Eligible employees hired prior to January 1, 2010 will remain eligible for participation in The Walt
21   Disney World Company and Associated Companies’ Retirement Plan according to the Plan
22   eligibility and requirements.
23
24           (e)      The Company reserves and retains the right to administer the Plan internally or
25   through the use of an outside administrator, to change or modify the investment choices available
26   to the participants of the Plan, to charge an administrative fee directly to participant accounts, to
27   charge transaction fees directly to a participant account (for example, loan setup and ongoing
28   processing fees), to modify the Plan as necessary to remain in compliance with applicable law,
29   and to make any other design decision, change or modification to the Plan deemed appropriate by
30   the Employer, with the exception of vesting requirements, eligibility for participation and Employer
31   matching contributions.
32
33           Section 3.       Group Insurance:
34           (a) During the term of this Agreement, the Company will provide Group Insurance
35   coverage and Signature Plan coverage to all eligible employees, on the same basis as provided to
36   non-bargaining unit employees (including salaried employees) at the Company. Future changes
37   in such plans which are applicable to non-bargaining unit employees (including salaried
38   employees) shall apply equally and automatically to employees covered under this Agreement. By
39   way of example, but not limitation, change(s) may include creation of new plan(s) substitution of,
40   or merger with, another plan or part thereof, improvements and modifications, termination(s) in
41   accordance with plan terms, adjustments in contributions, etc.; all subject to the condition that
42   where the changes apply equally to non-bargaining unit employees (including salaried employees)
43   generally, the Company will not be obligated to further bargain with the Union.
44
45           (b) The following contribution rates are in effect for 2009:
46
                                       Employee         Employee +          Employee +        Employee+
                                                           Child             Spouse             Family
              CIGNA HMO – FL             $19.00           $37.00              $64.50            $68.50
              Med 90                     $49.00           $89.00             $139.00           $189.00
              Med 80                     $19.00           $37.00              $64.00           $84.00
              Med 70                     $8.00            $18.50              $28.00           $38.00
              Health Value                $4.50           $10.50              $15.00            $21.00
47
48           Effective January 1, 2010, employee contribution rates for the HMO employee + family
49           coverage option shall not be increased in weekly dollar amounts greater than $10.00 per



                                                      37
 1           week for calendar years 2010, 2011 and 2012. For 2013 employee contribution rates for
 2           the HMO employee + Family tier will not exceed 100% of Salaried contribution rates.
 3
 4           Total weekly contribution rates for all other coverage options will not exceed 100% of
 5           salaried contribution rates for the term of this agreement.
 6
 7             (c)    Eligible employees shall be defined as employees whose employment status is
 8       full-time. Eligible employee coverage shall become effective the first day of the month
 9       following completion of ninety (90) days continuous service.
10
11          (d)     For purposes of medical plan analysis, the Union reserves the right to request
12       medical plan enrollment, census, cost and claims experience data specific to employees
13       covered by this agreement within six (6) months of the expiration of this agreement.
14
15           Section 4.         Sick Leave:
16           (a)      Full time employees shall receive sick leave based on the number of straight time
17   hours worked from the date of hire to the end of the calendar year in which hired and for each
18   succeeding calendar year thereafter. Sick leave earned in the first calendar year of service may
19   not be used until nine (9) months of continuous service have elapsed from the date of hire and in
20   no event prior to the beginning of the calendar year following the year in which employed. Casual
21   regular employees are not eligible for sick leave.
22
23          (b)     The following formula shall apply for the accumulation of paid sick leave hours
24   each calendar year:

                               Straight Time                        Earned Sick
                               Hours Worked                         Leave Hours
                                   1800                                 48
                                   1500                                 40
                                   1200                                 32
                                    900                                 24
                                    600                                 16
                                    300                                  8
25
26             (c)      The maximum amount of sick leave that may be earned in one (1) calendar year
27   is forty-eight (48) hours. Unused sick leave may be accumulated up to a maximum of 160 work
28   hours; any excess over this amount will be given to the employee in the form of additional paid
29   vacation. At the beginning of each calendar year, after employee has completed the eligibility
30   requirement, sick leave shall be made available for his/her use during that calendar year based on
31   the above noted hour formula in the prior calendar year. Sick leave shall be paid at the rate of pay
32   in effect at the time sick leave is requested by the employee.
33
34            (d)     In order to be paid sick leave, the employee must file a request for payment on
35   the appropriate form and submit a request for payment on the appropriate form and submit the
36   form to his/her manager. This must be done within three (3) days after the employee returns to
37   work. In the event that three (3) or more consecutive scheduled shifts of sick leave are applied
38   for, the Company may request a written statement from a physician certifying as to the nature and
39   length of employee's illness. However, the Company may require proof of illness in any case if
40   desired and an employee not furnishing such proof will not be entitled to sick leave pay.
41
42           Employees will not be entitled to sick leave during vacation or on days on which they were
43   not scheduled to work. In the event the employee incurs a non-occupational illness while at work
44   and is released from the completion of his/her scheduled shift by the Medical Department, the
45   employee may apply for sick leave covering the unworked balance of that shift in amounts of one
46   (1) hour. An employee who reports for work after the start of his/her scheduled shift due to
47   personal illness shall not be entitled to apply for sick leave pay covering the period between the


                                                     38
 1   start of his/her scheduled shift and the time the employee actually started to work.
 2
 3            (e)      Employees who involuntarily terminate and who do not fall within the categories of
 4   drunkenness, dishonesty, or illegal use or possession of controlled substances will be paid 100%
 5   of earned sick leave and one-half of accrued sick leave. Terminations for the three categories
 6   listed above will be paid 50% for all earned and none of the accrued.
 7
 8            (f)      With reasonable notice, full-time employees may request the use of three (3) of
 9   the six (6) sick days earned per calendar year to be taken as approved personal business days.
10   Management shall evaluate the request based upon operational requirements.
11
12                                      ARTICLE 28 - SEVERABILITY
13
14           It is not the intent of either party hereto to violate any laws or any rulings or regulations of
15   any governmental authority or agency having jurisdiction of the subject matter of this Agreement
16   and the parties hereto agree that in the event any provision of this Agreement is held or
17   constituted to be void as being in contravention of any such laws, rulings, regulations,
18   nevertheless, the remainder of the Agreement shall remain in full force and effect, unless the
19   parts so found to be void are wholly inseparable from the remaining portion of this Agreement.
20
21                                     ARTICLE 29 - INTERPRETATION
22
23            The parties hereto may interpret, alter, or amend this Agreement by mutual action in
24   writing, and no individual employee shall have cause to complain therefore, it being understood
25   that any interpretation or arrangement mutually satisfactory to the parties hereto shall be binding
26   upon all individual employees, whether such action be prospective or retroactive.
27
28              ARTICLE 30 - LABOR MANAGEMENT COMMUNICATIONS COMMITTEE
29
30            (a)    The Company and the Union agree to establish a Labor Management
31   Communications Committee composed of three (3) members from each party. The Regional
32   Vice President of Security, Police and Fire Professionals of America (SPFPA), Local #603 or
33   his/her designated representative and the Vice President of Labor Relations or his/her designated
34   representative will act as Co-Chairmen; two (2) members will be appointed by the Union, and two
35   (2) members by the Company from an area of responsibility relating to proposed agenda topics.
36   The Committee will be chaired on an alternative basis by the Union Co-Chairman and the
37   Company Co-Chairman.
38
39           (b)      The first meeting will be held no later than thirty (30) days after the execution of
40   the contract, but thereafter, the Co-chairmen shall decide the need for the times and locations of
41   subsequent meetings. At the preliminary meeting, the parties will establish rules of procedure for
42   the conduct of meetings.
43
44            (c)    The primary function of the Communications Committee will be to disseminate
45   information and to consider problems of mutual concern and discuss other matters of common
46   interest.
47
48            (d)      Agenda items for each meeting will be exchanged by the Co-chairmen at least
49   five (5) days prior to the meeting. However, it is understood and agreed that this Committee will
50   not have the authority to receive and/or resolve grievances.
51
52           (e)      Mutual agreement by the Labor Management Communications Committee as to
53   the application, construction, and/or interpretation of this contract will be implemented by both the
54   Company and the Union.




                                                        39
 1       ARTICLE 31 - INVESTIGATION OF EXTRA HAZARDOUS LINE-OF-DUTY DISABILITY
 2
 3           Section 1.         The Vice President of Security or his/her designate will immediately
 4   investigate any disability to a member of the Department arising out of or occurring under extra
 5   hazardous circumstances in the line of duty. They may determine that such disability shall be
 6   exempt from and not considered as ordinary Sick Leave, but shall be considered and classified as
 7   "hazardous line-of-duty disability." Prior to any final determination being made as to whether or
 8   not such disability qualifies as a "hazardous line-of-duty disability," the facts of the case will be
 9   reviewed with the Union President and he/she will be given the opportunity to provide whatever
10   input he/she feels relevant.
11
12            Section 2.        Determination of Extra Hazardous Line-of-Duty Disability Pay: Upon
13   such determination by the Vice President of Security or his/her designate, the employee shall be
14   entitled to receive his/her full salary for the duration of such disability; or until he/she is examined
15   by a qualified physician and given a certificate that such disability is ended; or upon the expiration
16   of one hundred – twenty (120) days, whichever is the lesser period. Upon certification of a
17   qualified physician, a recommendation of the Legal Department and approval of the Vice
18   President of Labor Relations, the said period of hazardous line-of-duty disability may be extended.
19   The appropriate Vice President of Labor Relations, in determining the classification of hazardous
20   line-of-duty disability, shall take into consideration the unusual, unexpected, hazardous and
21   peculiar circumstances of the employee seeking such classification and may make such
22   investigations and hold such hearings as he/she may consider necessary for fair determination of
23   the matter. The determination of the employee's classification shall be in the sole discretion of the
24   Company and not an established right of any employee.
25
26           Section 3.      Workers' Compensation for Extended Illness Absence: In such instances
27   where an employee receives Workers' Compensation Award for extra hazardous disability, the
28   employee's pay shall be reduced any amount equal to the Workers' Compensation benefit plus
29   any other insurance benefits to which he/she is entitled. Employees shall be required to report
30   any Workers' Compensation Award received.
31
32            Section 4.       It is the intent of the parties that in applying Sections 2 and 3 that “full
33   pay” shall be interpreted to mean the employee’s net pay immediately prior to disability
34   certification. For casual regular employees, the net pay per week will be determined by using the
35   average weekly pay over the thirteen weeks prior to disability certification.
36
37                     ARTICLE 32 – WDW Security Division Professional Training
38
39             Section 1.       Professional Training: The Company and the Union realize that
40   training is necessary to maintain Security preparedness. The Company will review with the Union
41   President new training that has a global impact prior to implementation. As a part of this training
42   process, including State of Florida Class D License, evaluations may be administered by the
43   Company to validate that employees are able to demonstrate the required competencies.
44   Security Cast Members will be required to complete Security certified training requirements. Any
45   Security Cast Member who is unable to complete the required certified training will be given the
46   opportunity to transfer into a vacant role outside of the Security Division at the applicable pay rate.
47   All Security employees who do not successfully complete the evaluation after two (2) attempts will
48   be offered the opportunity to transfer to another role within the Security Division at the applicable
49   pay rate. If no other role is available, then the employee will be terminated from the Company.
50   The employee will be allowed to return to the Security division within one (1) year if they
51   successfully obtain the necessary requirements within that time period and will retain, but not
52   accrue, bargaining unit seniority. It is agreed that additional training will be made available to
53   employees who fail to qualify so that they can have a reasonable opportunity to be successful in
54   their follow-up evaluations.



                                                       40
 1   All Security Cast Members will be required to obtain and maintain a State of Florida Class D
 2   Security Officer License. The Company will provide certified training required for obtaining and
 3   maintaining the Class D License and will also pay the initial license application and license
 4   renewal fees. Any Security Cast Member who is unable to obtain or maintain a State of Florida
 5   Class D Security License will be given the opportunity to transfer into a vacant role outside the
 6   Security Division at the applicable pay rate.
 7
 8                                 ARTICLE 33 - TERM OF AGREEMENT
 9
10            Section 1.        Term: This Agreement and any amendment or supplement hereto shall
11   be in full force and effect from March 29, 2009 to March 23, 2013, and from year to year
12   thereafter, subject to the right of either party to terminate the same at any anniversary of
13    March 28, 2009, upon the giving of written notice of termination not later than sixty (60) days next
14   preceding the effective date of such termination.
15
16            Section 2.       Complete Agreement: The parties acknowledge that during the
17   negotiations which resulted in this Agreement, each had the unlimited right and opportunity to
18   make demands and proposals with respect to any subject or matter not removed by law from the
19   area of collective bargaining, and that the understandings and agreements arrived at by the
20   parties, after the exercise of that right and opportunity, are set forth in this Agreement. Therefore,
21   the Company and the Union, for the life of this Agreement, each voluntarily and unqualifiedly
22   waives the right and each agrees that the other shall not be obligated to bargain collectively with
23   respect to any subject or matter referred to or covered in this Agreement, or with respect to any
24   subject or matter not specifically referred to or covered in this Agreement, even though such
25   subjects or matters may not have been within the knowledge or contemplation of either or both of
26   the parties at the time that they negotiated or signed this Agreement.




                                                       41
         IN WITNESS WHEREOF, the parties have caused this Agreement to be executed and
effective as of the day and year first above written.


For International Union                         For Walt Disney World Co.

Security, Police and Fire
Professionals of America,
Amalgamated
Local #603


/s/ Rick O’Quinn                                /s/ Phil Bernard
Rick O’Quinn                                    Phil Bernard
Vice President, Region 3 - (SPFPA)              Vice President
Negotiating Committee                           Labor Relations


/s/ Kevin Otto                                  /s/ Jeff Villella
Kevin Otto                                      Jeff Villella
President, Local #603 - (SPFPA)                 Director, Security
Negotiating Committee                           Negotiating Committee


/s/ A.J. Herbert                                /s/ Bill Pace
A.J. Herbert                                    Bill Pace
Recording Secretary, Local #603                 Manager of Labor Relations
(SPFPA)                                         Negotiating Committee
Negotiating Committee


/s/ Brad Blake                                  /s/ Hank Holden
Brad Blake                                      Hank Holden
Vice President, Local #603 - (SPFPA)            Labor Relations Manager
Negotiating Committee                           Negotiating Committee


/s/ Debbie Hudson                               /s/ Melissa Merklinger
Debbie Hudson                                   Melissa Merklinger
Vice President, Local #603 - (SPFPA)            Senior Manager, Security
Negotiating Committee                           Negotiating Committee


/s/ William Kronk                               /s/ Steve Miller
William Kronk                                   Steve Miller
Sergeant of Arms, Local #603                    Senior Manager, Security
(SPFPA)                                         Negotiating Committee
Negotiating Committee


                                                /s/ Jesse Stanley
                                                Jesse Stanley
                                                Senior Manager, Security
                                                Negotiating Committee




                                           42
     /s/ Tina Miller
     Tina Miller
     Area Manager, Security Administration
     Negotiating Committee


     /s/ Wendy Westmoreland
     Wendy Westmoreland
     Labor Manager, Security
     Negotiating Committee




43
                                               ADDENDUM “A”

                                  JOB CLASSIFICATIONS AND WAGE RATES
                                       Effective 3/29/2009 – 9/19/2009

Classification                                                Minimum                         Maximum
Security Host/Hostess                                           $9.74                          $15.59
Security Specialist                                             $11.39                         $16.60
Loss Prevention Specialist                                      $13.47                         $21.02
Security Investigator                                           $16.60                         $25.09


                                  JOB CLASSIFICATIONS AND WAGE RATES
                                       Effective 9/20/2009 – 3/27/2010

Classification                                                Minimum                         Maximum
Security Host/Hostess                                           $9.74                          $15.91
                              1
Security Office Coordinator                                     $9.74                          $15.91
Security Specialist                                             $11.39                         $16.94
Loss Prevention Specialist                                      $13.47                         $21.02
Canine Handler                                                  $13.47                         $21.02
Security Investigator                                           $16.60                         $25.09

1
    Security Office Coordinators will receive a $0.25 premium in addition to the base rate.

Increases related to all bargaining unit employees employed as of 9/20/2009 as follows. Employees within
the “range” on 9/19/2009 shall receive a 2% increase, not to exceed the new maximum pay rate.
Employees at the maximum pay rate on 9/19/2009 will receive the following:

                 Security Host/Hostess                        2% Increase
                 Security Specialist                          2% Increase
                 Loss Prevention Specialist                   $875 Bonus
                 Security Investigator                        $1,050 Bonus




                                                        44
                    JOB CLASSIFICATIONS AND WAGE RATES
                                         Effective 3/28/2010 – 3/26/2011

Classification                                                Minimum                       Maximum
Security Host/Hostess                                           $9.94                         $16.23
                              1
Security Office Coordinator                                     $9.94                         $16.23
Security Specialist                                             $11.39                        $17.28
Loss Prevention Specialist                                      $13.47                        $21.02
Canine Handler                                                  $13.47                        $21.02
Security Investigator                                           $16.60                        $25.09

1
    Security Office Coordinators will continue to receive a $0.25 premium in addition to the base rate.

Increases related to all bargaining unit employees employed as of 3/28/2010 as follows. Employees within
the “range” on 3/27/2010 shall receive a 2.5% increase, not to exceed the new maximum pay rate.
Employees at the maximum pay rate on 3/27/2010 will receive the following:

             Security Host/Hostess               2% Increase and $175 bonus
             Security Office Coordinator         2% Increase on base rate and $175 bonus
             Security Specialist                 2% Increase and $200 bonus
             Loss Prevention Specialist          $1,100 Bonus
             Canine Handler                      $1,100 Bonus
             Security Investigator               $1,325 Bonus



                                  JOB CLASSIFICATIONS AND WAGE RATES
                                       Effective 3/27/2011 – 3/24/2012

Classification                                                Minimum                       Maximum
Security Host/Hostess                                           $10.24                        $16.72
                              1
Security Office Coordinator                                     $10.24                        $16.72
Security Specialist                                             $11.62                        $17.80
Loss Prevention Specialist                                      $13.47                        $21.66
Canine Handler                                                  $13.47                        $21.66
Security Investigator                                           $16.60                        $25.09

1
    Security Office Coordinators will receive an additional $0.25 over base rate for a total premium of $0.50.

Increases related to all bargaining unit employees employed as of 3/27/2011 as follows. Employees within
the “range” on 3/26/2011 shall receive a 3% increase, not to exceed the new maximum pay rate.
Employees at the maximum pay rate on 3/26/2011 will receive the following:

                 Security Host/Hostess                         3% Increase
                 Security Office Coordinator                   3% Increase on base rate
                 Security Specialist                           3% Increase
                 Loss Prevention Specialist                    3% Increase
                 Canine Handler                                3% Increase
                 Security Investigator                         $1,575 Bonus




                                                        45
                                      JOB CLASSIFICATIONS AND WAGE RATES
                                           Effective 3/25/2012 – 3/23/2013

    Classification                                                Minimum                       Maximum
    Security Host/Hostess                                           $10.55                        $17.23
                                  1
    Security Office Coordinator                                     $10.55                        $17.23
    Security Specialist                                             $11.86                        $18.34
    Loss Prevention Specialist                                      $13.74                        $22.31
    Canine Handler                                                  $13.74                        $22.31
    Security Investigator                                           $16.94                        $25.85

    1
        Security Office Coordinators will receive an additional $0.50 over base rate for a total premium of $1.00.

    Increases related to all bargaining unit employees employed as of 3/25/2012 as follows. Employees within
    the “range” on 3/24/2012 shall receive a 3.5% increase, not to exceed the new maximum pay rate.
    Employees at the maximum pay rate on 3/24/2012 will receive the following:

                     Security Host/Hostess                         3% Increase
                     Security Office Coordinator                   3% Increase on base rate
                     Security Specialist                           3% Increase
                     Loss Prevention Specialist                    3% Increase
                     Canine Handler                                3% Increase
                     Security Investigator                         3% Increase

1




                                                            46
 1
 1                                         ADDENDUM “B”
 2
 3       SECURITY VEHICULAR INCIDENT/ACCIDENT GUIDELINES
 4
 5   DRIVERS LICENSE
 6
 7   An employee of the Security Division must possess a valid Florida driver’s license prior to the start
 8   of his/her initial shift. If an employee has any medical restrictions that restrict his/her ability to
 9   drive a Company vehicle he/she must notify his/her manager prior to the start of his/her next shift.
10   It is also understood that it is the employee’s responsibility to notify management immediately and
11   prior to the start of his/her next shift, or prior to the end of the business day, following the day an
12   employee receives notification of suspension, revocation, cancellation, or lost privilege or
13   disqualification of his/her license, whichever is sooner. Under no circumstances is an employee
14   allowed to drive a Company vehicle under a suspended or revoked license. An employee’s failure
15   to report, according to the prescribed time frames listed above, will result in disciplinary action, not
16   to exclude termination.
17
18   VEHICULAR INCIDENT/ACCIDENT GUIDELINES
19
20   1) All drivers are responsible for their vehicles to include Segways, Pargos and bicycles, etc.
21      and must report any new damage to a Manager before moving his/her vehicle. Failure to do
22      so may result in disciplinary action, not excluding termination.
23
24   2) In those cases where the employee has demonstrated negligence, disregard for safety
25      procedures or unacceptable behaviors, caused bodily injury, committed a traffic violation that
26      results in an accident, or been involved in any accident with total damages greater than
27      $ 5,000.00, or been involved in three accidents within a three (3) year period, the Company
28      may administer disciplinary action, not excluding termination or immediate transfer.
29
30   3) Any unreported incident/accident may be grounds for immediate termination.
31
32   4) In those cases which do not require such action, the Company will utilize the
33      following incident/accident guidelines:
34
35           a) All incidents / accidents shall be investigated and discipline administered as
36              appropriate, on a case-by-case basis. The Company will consider factors such as
37              employee negligence, recklessness, weather conditions, road conditions, third party
38              negligence or behaviors, or other contributing or mitigating circumstances.
39
40           b) An incident shall be defined as contact made with an object that results in total
41              amount of damage (including vehicle) less than $1,500, to include $500 for Segways
42              and Pargos and $100 for Bicycles. In no case does this apply if injuries are involved.
43              Incidents will generally result in a coaching or verbal reprimand.
44
45           c) An accident shall be defined as contact made with an object that results in total
46              damage equal to or greater than $1,500, $500 and $100 respectively. Accidents will
47              result in disciplinary action, but not less than a written reprimand, not to exclude
48              termination.
49
50           d) However, discipline may be less severe or more severe depending on the
51              circumstances and factors taken into consideration as listed in paragraph 4(a) above.




                                                       47
                                                                           INDEX


                                   A                                                                                  E
Absenteeism and Tardiness Standard............ 10                                  Emergency Work ............................................14
Access of Union Representatives ............. 4, 6, 9
Accident Guidelines ........................................ 47
Alcohol Abuse Testing .............................. 27, 30                                                           F
Alcohol Blood Level ........................................ 30                    Failure to Cross Picket Line ..............................2
Americans with Disabilities Act ................... 3, 14                          Falsification of Records.....................................9
Approved Personal Business Days................. 39                                Family and Medical Leave ..........................3, 33
Arbitration ................................................. 13, 19               Fighting .............................................................9
Assignment of Two (2) or More Different Job                                        Filling Call-In Overtime Shifts..........................19
  Classifications............................................. 22                  Fire Arms ........................................................10
                                                                                   Floating Holidays ............................................22
                                   B                                               FMLA ........................................................31, 32
                                                                                   Full Time ...2, 5, 6, 10, 11, 15, 16, 17, 18, 22, 23,
Bag Check Working Foreman ........................ 20                                 24, 27, 30, 33, 38
Bereavement Leave........................................ 33                       Furnished Clothing Not to be Worn Off Premise8
Bid............................................................. 16, 27
Bulletin Boards................................................ 15
                                                                                                                      G
                                   C                                               Gambling.........................................................10
                                                                                   Grievance....................................4, 5, 12, 13, 19
Canine Handler Pay........................................ 20                      Grievance Procedure ............................5, 12, 19
Casual Regular Holiday Pay ........................... 23                          Group Insurance .............................................37
Casual-Regular................................................. 6
Casual-Regular Employee ........................... 5, 6
Casual-Temporary Employees ......................... 6                                                                H
Check-off .......................................................... 4             Holiday Pay.....................................................23
Clock In/Clock Out Standard .......................... 11                          Holidays ..........................................................22
Committee Persons or Alternate....................... 4                            Hours of Work...........................................15, 17
Conversion from Casual to Full Time Status .... 6
Coordinators ................................................... 21
Correct Address ................................................ 7                                                    I
Costumes.......................................................... 8
                                                                                   Insubordination ...............................................10
Cross-Utilization.............................................. 17
                                                                                   Interchangeability............................................21
                                                                                   Investigation of Extra Hazardous Line-of-Duty
                                   D                                                  Disability......................................................40
                                                                                   Investigatory Suspension..................................9
Days Off .......................................................... 17
Deductions.......................................... 33, 34, 36
Definition of Seniority........................................ 5                                                     J
Discharge.......................................................... 9
                                                                                   Job Classification and Wage Rates19, 44, 45, 46
Disciplinary Duration......................................... 9
                                                                                   Jury Duty.........................................................33
Disciplinary Progression ............................. 9, 12
                                                                                   Just Cause ......................................2, 5, 8, 9, 31
Disciplinary Suspensions.................................. 9
Discipline .......................................................... 8
Discrimination ................................................. 10                                                   L
Discrimination/harassment ............................. 10
Dishonesty ...................................................... 10               Laid-Off Employees Retain Seniority for Twelve
Disney Hourly 401(k) Plan .............................. 36                          (12) Months ...................................................7
Disputes with Concessionaires ......................... 3                          Layoff ................................................................7
Disruptive Activity.............................................. 3                Leave For Union Business..............................33
Diversity ............................................................ 3           Leave of Absence ...............5, 22, 30, 31, 32, 33
Double Time ....................................... 18, 20, 23                     Lockers .....................................................14, 17
Dress and Travel Time.................................... 17                       Lockouts............................................................2
Drivers License ............................................... 47                 Lunch Period...................................................17
Drug and Alcohol Testing ............................... 27




                                                                            48
                                 M                                                                               S
Management Rights.......................................... 2                 Safety..........................................................8, 14
Medical Leave....................................... 3, 32, 33                Security Office Coordinator.............................21
Medical Leaves Exceeding One Year ............. 32                            Security Working Foreman .............................20
Movement to Different Classification .............. 19                        Seniority ............................5, 6, 7, 16, 22, 23, 32
                                                                              Sick Leave ..........................................38, 39, 40
                                                                              Sleeping While On Duty..................................10
                                  N                                           Standards of Conduct .......................................8
Night Shift Premium ........................................ 19               Strike.............................................................2, 3
No Holiday Pay ............................................... 23             Subcontracting ................................................15
No Pyramiding of Premium Rates................... 18
No Strike No Lockout........................................ 2                                                  T
Non-Discrimination ........................................... 3
Non-Occupational Medical Leave ................... 32                         Tardiness ........................................................10
Non-retaliation .................................................. 3          Telephone Contact Number..............................7
Notice of Layoff................................................. 7           Temporary Leaves of Absence .......................31
                                                                              Term of Agreement .........................................41
                                                                              Termination .................................................5, 27
                                  O                                           Termination of Seniority ....................................5
Occupational Medical Leaves ......................... 32                      Theft................................................................10
Orientation .................................... 3, 4, 5, 20, 31              Time and One-Half..........................................17
Overtime ................................................... 18, 23           Trainers...........................................................20
Overtime Distribution Guidelines .................... 18                      Transfer Outside Security .................................6
                                                                              Travel ..............................................................17
                                                                              Turnabout Pay ................................................20
                                  P
Pay for Day When Injured............................... 20                                                      U
Pay in Lieu of Time Off ................................... 26
Pay Rate for Vacation ..................................... 27                Union Activity ....................................................4
Payday ............................................................ 20        Union Solicitation ..............................................4
Payroll Week .................................................. 15            Union's Responsibility to Prevent Work
Penalty for Lost Clothing or Misuse of Clothing 8                                Stoppages, Strike, or Disruptive Activity .......3
Pension........................................................... 34         Utilization of Casual Regular Employees ..........6
Personal Appearance ....................................... 8
Picket Line .................................................... 2, 3                                           V
Posting of Vacancies ...................................... 16
Premium Rates ............................................... 18              Vacation ........................................23, 24, 26, 27
Principles of Seniority ....................................... 5             Vacation Scheduling .......................................26
Probationary ..................................................... 5          Vehicular Incident/Accident Guidelines...........47
Profanity in the Presence of Guests ................. 9                       Verbal Reprimands ...........................................9
Professional Training ...................................... 40
Promotion to Managerial Position ..................... 6
Pyramiding of Premium Rates ........................ 18                                                         W
                                                                              Wage Rates ....................................................19
                                  R                                           Work by Managers..........................................14
                                                                              Work Day ........................................................16
Rates for New Jobs......................................... 19                Work Schedule ...............................................16
Recall Procedure .............................................. 7             Work Status ......................................................5
Recalls in Accordance with Seniority ................ 7                       Work Stoppage .................................................3
Recognition....................................................... 2          Work Week .....................................................15
Report Pay ...................................................... 20          Working Foreman .....................................20, 21
Reprimands ...................................................... 9           Written Reprimands ..........................................9
Rest Period ..................................................... 17
Retiree Health Benefits ................................... 35
Running Repairs ............................................. 14




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