Common use of Commercial Driver’s License Clause in Contracts

Commercial Driver’s License. As a result of recent Federal statutory requirements, the State of Michigan enacted Act 346 of 1988. The parties agree that as a result of these statutory requirements some employees within the Technical Bargaining Unit may be required to obtain and retain a Commercial Drivers License (CDL) to continue to perform certain duties for the State. Whenever a CDL is referred to in this Section, it is understood to mean the CDL and any required endorsements. In order to implement this provision, the parties agree to the following: A. The Employer will reimburse the cost of obtaining and renewing the required CDL group license and endorsements for those employees in positions where such license and endorsements are required. B. The Employer will reimburse, on a one time basis, the fee for the skills test, if required, provided the skills test is not being required because of the employee's poor driving record. In that case, the employee is responsible for the cost of the skills test. Where a skills test is required, the employee will be permitted to utilize the appropriate state vehicle. C. Employees shall be eligible for one grant of administrative leave to take the test to obtain or renew the CDL. Should the employee fail the test initially, the employee shall complete the necessary requirements on non-work time. D. Employees reassigned to a position requiring a CDL shall be eligible for reimbursement and administrative leave in accordance with paragraphs 1, 2, and 3 of this Section. E. Employees desiring to transfer, promote, bump or be recalled to a position requiring a CDL are not eligible for reimbursement for obtaining the initial CDL but shall be eligible for reimbursement for renewals. F. Employees who fail to obtain, or retain, a CDL may be subject to removal from their positions. Employees who fail required tests may seek a 90 day extension of their current license, during which the Employer will retain the employee in his or her current or equivalent position. The Employer shall not be responsible for any fees associated with such extensions. At the end of the 90 day extension, if the employee fails to pass all required tests, the employee may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee is qualified, or, if no position is available the employee will be laid off without bumping rights and will be placed on the Departmental Recall List, subject to recall in accordance with this Agreement. Those employees not choosing to extend their license for the 90 day period will be removed from their positions at the expiration of their current license and may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee qualifies, or if no position is available, he or she will be laid off without bumping rights and will be placed on the Departmental Recall list. G. Employees required to obtain a medical certification of fitness shall have the "Examination to Determine Physical Condition of Drivers" form filed in their medical file. A copy of the medical "Examiners Certificate" shall be placed in their personnel file. The Employer agrees to pay for the examination and to grant administrative leave for the time necessary to complete the examination. The fitness standards for a CDL are unchanged from current Federal Department of Transportation Standards and Michigan Motor Carrier Standards. H. Employees who do not meet the required physical standards but who are otherwise qualified for a CDL may apply for a waiver to the Motor Carrier Appeal Board. I. Those employees employed by the State as intra-state drivers prior to June 10, 1984 shall be grandparented into the process and thereby be exempt from the medical certification requirement.

Commercial Driver’s License. As a result of recent Federal statutory requirements, the State of Michigan enacted Act 346 of 1988. The parties agree that as a result of these statutory requirements some employees within the Technical Bargaining Unit may be required to obtain and retain a Commercial Drivers License (CDL) to continue to perform certain duties for the State. Whenever a CDL is referred to in this Section, it is understood to mean the CDL and any required endorsements. In order to implement this provision, the parties agree to the following: A. The Employer will reimburse the cost of obtaining and renewing the required CDL group license and endorsements for those employees in positions where such license and endorsements are required. B. The Employer will reimburse, on a one time basis, the fee for the skills test, if required, provided the skills test is not being required because of the employee's poor driving record. In that case, the employee is responsible for the cost of the skills test. Where a skills test is required, the employee will be permitted to utilize the appropriate state vehicle. C. Employees shall be eligible for one grant of administrative leave to take the test to obtain or renew the CDL. Should the employee fail the test initially, the employee shall complete the necessary requirements on non-work time. D. Employees reassigned to a position requiring a CDL shall be eligible for reimbursement and administrative leave in accordance with paragraphs 1, 2, and 3 of this Section. E. Employees desiring to transfer, promote, bump or be recalled to a position requiring a CDL are not eligible for reimbursement for obtaining the initial CDL but shall be eligible for reimbursement for renewals. F. Employees who fail to obtain, or retain, a CDL may be subject to removal from their positions. Employees who fail required tests may seek a 90 day extension of their current license, during which the Employer will retain the employee in his or her current or equivalent position. The Employer shall not be responsible for any fees associated with such extensions. At the end of the 90 day extension, if the employee fails to pass all required tests, the employee may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, discretion to an available position not requiring a CDL for which the employee is qualified, or, if no position is available the employee will be laid off without bumping rights and will be placed on the Departmental Recall List, subject to recall in accordance with this Agreement. Those employees not choosing to extend their license for the 90 day period will be removed from their positions at the expiration of their current license and may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, discretion to an available position not requiring a CDL for which the employee qualifies, or if no position is available, he or she will be laid off without bumping rights and will be placed on the Departmental Recall listoff. G. Employees required to obtain a medical certification of fitness shall have the "Examination to Determine Physical Condition of Drivers" form filed in their medical file. A copy of the medical "Examiners Certificate" shall be placed in their personnel file. The Employer agrees to pay for the examination and to grant administrative leave for the time necessary to complete the examination. The fitness standards for a CDL are unchanged from current Federal Department of Transportation Standards and Michigan Motor Carrier Standards. H. Employees who do not meet the required physical standards but who are otherwise qualified for a CDL may apply for a waiver to the Motor Carrier Appeal Board. I. Those employees employed by the State as intra-state drivers prior to June 10, 1984 shall be grandparented into the process and thereby be exempt from the medical certification requirement.

Commercial Driver’s License. As A. If the Employer(s) requires an existing bargaining unit employee to obtain a result of recent Federal statutory requirements, commercial driver’s license from the State of Michigan enacted Act 346 Illinois as a term or condition of 1988continued employment, then such employee shall be covered by this Section. No other bargaining unit employee shall be covered by this Section. B. Any employee covered by this Section who wishes to take commercial driver’s license review courses at Rock Valley College prior to taking the commercial driver’s license exam, may seek reimbursement for the tuition and fees pursuant to Section 15.2 of the Collective Bargaining Agreement between the parties. The parties agree that as a result review session must be attended outside of the regular working hours and an employee’s attendance at these statutory requirements some employees within the Technical Bargaining Unit may sessions shall not be required considered time worked. No employee shall be eligible to obtain and retain a Commercial Drivers License (CDL) to continue to perform certain duties reimbursement for the Stateretaking of any CDL review course. C. Any employee that must obtain a commercial driver’s license pursuant to this Section shall be responsible for scheduling the written and driving test (if applicable) at least two (2) weeks prior to the expiration of his/her current driver’s license. Whenever a CDL The testing shall be scheduled outside of the employee’s regular work hours unless otherwise agreed to by the Employer(s). If the test is referred to in this Sectiontaken outside of an employee’s regular work hours, it is understood to mean the CDL and any required endorsementsshall not be considered time worked. In order to implement this provisionIf requested by an employee, the parties agree to Employer(s) shall provide the following: A. equipment for the driving portion of the test if such test is taken at a time specified by the Employer(s). The Employer will Employer(s) shall reimburse the employee the initial difference between the cost of obtaining and renewing the required CDL group a commercial driver’s license and endorsements for those employees in positions where such license and endorsements are required. B. The Employer will reimburse, on that of a one time basis, the fee for the skills test, if required, provided the skills test is not being required because of the employee's poor driving record. In that case, regular driver’s license; the employee is will be responsible for the cost of any testing retakes and any renewal of the skills testcommercial driver’s license. D. If an employee is unable to obtain his/her commercial driver’s license before his/her non-commercial driver’s license expires, he/she will have fifteen (15) calendar days to obtain a commercial driver’s license. Where Notwithstanding any other provision of this Collective Bargaining Agreement, any employee who fails to obtain a skills test commercial driver’s license from the State of Illinois within fifteen (15) calendar days after the employee’s non-commercial driver’s license expires shall be subject to immediate layoff. Provided, however, that such employee will not be laid off if all of the following conditions are met: 1. A posted vacancy then exists in a bargaining unit position in an equal or lower rated job classification which the Employer(s) has decided to fill; 2. That the vacancy is requiredin a position under the jurisdiction of the County and the same particular Elected Officeholder which then employs the employee; or, if the employee is then employed in a department under the sole jurisdiction of the County Board, the vacancy must be in another bargaining unit position under the sole jurisdiction of the County Board; 3. The employee will be permitted applies for such vacancy prior to utilize the appropriate state vehicle.being laid off; and C. Employees shall be eligible for one grant of administrative leave to take the test to obtain or renew the CDL4. Should The Employer(s) determines that the employee fail possesses the test initiallycurrent skill, ability and qualifications to perform the work in the vacant position without further training. In the event the foregoing conditions are satisfied, the employee shall complete be placed into the necessary requirements on non-work time. D. Employees reassigned to a vacant position requiring a CDL in lieu of layoff, and the employee’s rate of pay shall be eligible the minimum rate established for reimbursement and administrative leave in accordance with paragraphs 1, 2, and 3 of said position under this Section. E. Employees desiring to transfer, promote, bump or be recalled to a position requiring a CDL Agreement. In the event the foregoing conditions are not eligible for reimbursement for obtaining satisfied, the initial CDL employee shall be immediately laid off, but shall be eligible for reimbursement for renewals. F. Employees who fail to obtain, or retain, a CDL may be subject to removal recall in the department from their positions. Employees who fail required tests may seek a 90 day extension of their current license, during which the Employer will retain the employee in his or her current or equivalent position. The Employer shall not be responsible for any fees associated with such extensions. At the end of the 90 day extension, if the employee fails to pass all required tests, the employee may be reassigned at the Employer's discretionhe/she was laid off only, in accordance with applicable contractual provisionsthe remaining provisions of Section 21.2 (Recall) of the Collective Bargaining agreement, to an available position not requiring a CDL for which provided the Employer(s) determines such employee is qualified, or, if no position is available the employee will be laid off without bumping rights and will be placed on the Departmental Recall List, subject to recall in accordance with this Agreement. Those employees not choosing to extend their license qualified for the 90 day period will be removed from their positions at the expiration of their current license and may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee qualifies, or if no position is available, he or she will be laid off without bumping rights and will be placed on the Departmental Recall listposition. G. Employees required to obtain a medical certification of fitness shall have the "Examination to Determine Physical Condition of Drivers" form filed in their medical file. A copy of the medical "Examiners Certificate" shall be placed in their personnel file. The Employer agrees to pay for the examination and to grant administrative leave for the time necessary to complete the examination. The fitness standards for a CDL are unchanged from current Federal Department of Transportation Standards and Michigan Motor Carrier Standards. H. Employees who do not meet the required physical standards but who are otherwise qualified for a CDL may apply for a waiver to the Motor Carrier Appeal Board. I. Those employees employed by the State as intra-state drivers prior to June 10, 1984 shall be grandparented into the process and thereby be exempt from the medical certification requirement.

Commercial Driver’s License. As a result of recent Federal statutory requirements(a) Certain job classifications require, the State of Michigan enacted Act 346 of 1988. The parties agree that as a result condition of these statutory requirements some employees within the Technical Bargaining Unit may be required employment, an employee to obtain and retain possess a valid Commercial Drivers Driver's License (CDL) in order to continue to perform operate certain duties motor vehicles. The employee shall be responsible for the State. Whenever maintaining a CDL is referred to in this Section, it is understood to mean the valid CDL and any required endorsements. In order license endorsements and complying with state and federal statutes pertaining to implement this provisionCDLs. (b) For covered employees who hold a position requiring a CDL, the parties agree to Department shall pay the following: A. The Employer will reimburse the cost of obtaining and renewing the required CDL group license and endorsements for those employees in positions where such license and endorsements are required. B. The Employer will reimburse, on a one time basis, the fee for the skills test, if required, provided the skills test is not being required because of the employee's poor driving record. In that case, the employee is responsible for difference between the cost of the skills testCDL and a standard operator's license. (c) Any individual employed after the execution of this Agreement in a position which requires a CDL shall obtain such license within ninety (90) days of employment and maintain such license in good standing thereafter, all at his/her expense. Where Any employee who is promoted or transferred into a skills test is requiredjob classification requiring a CDL as a condition of employment, and who does not have a CDL at the time of the award, must obtain a CDL within ninety (90) calendar days from the effective date of the award or the employee will be permitted fail to utilize qualify for the appropriate state vehicleposition. C. Employees shall be eligible (d) For both current employees and new employees, the Department will pay the cost of required physical and training. (e) An employee whose job requires a CDL and loses his/her CDL for one grant of administrative leave to take a period for a first offense may retain his/her employment with the test to obtain or renew the CDL. Should Department if the employee fail has their CDL license reinstated within one hundred (100) days from the test initiallyeffective date of the suspension. After a second offense, which causes the employee shall complete the necessary requirements on non-work time. D. Employees reassigned to a position requiring a lose his/her CDL shall be eligible for reimbursement and administrative leave in accordance with paragraphs 1, 2, and 3 of this Section. E. Employees desiring to transfer, promote, bump or be recalled to a position requiring a CDL are not eligible for reimbursement for obtaining the initial CDL but shall be eligible for reimbursement for renewals. F. Employees who fail to obtain, or retain, a CDL may be subject to removal from their positions. Employees who fail required tests may seek a 90 day extension of their current license, during which the Employer will retain the employee in his or her current or equivalent position. The Employer shall not be responsible for any fees associated with such extensions. At the end of the 90 day extension, if the employee fails to pass all required testscannot get his/her CDL license reinstated after one hundred (100) days of its loss, the Department has the option to terminate the employee. (f) It is the employee's responsibility to ensure that he/she has his/her CDL license reinstated within the one hundred (100) day period. If bureaucratic delay or other delay, which is out of the control of the employee, prevents reinstatement within the one hundred (100) day period, the Department shall provide the employee may with a reasonable extension under the circumstances. The employee, however, must demonstrate to the Department that the delay was beyond the employee's control by appropriate documentation. (g) All costs associated with regaining a "lost" or suspended license shall be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to expense of the employee. (h) If an available position not requiring employee currently has a CDL offense at the time this Contract is executed, that offense is valid for which the employee is qualified, or, if no position is available purposes of this Contract and the employee next offense will be laid off without bumping rights and will be placed on at least the Departmental Recall Listsecond offense. As required by State statute, subject employees must report all CDL offenses to recall in accordance with this Agreement. Those employees not choosing to extend their license for the 90 day period will be removed from their positions at the expiration of their current license and may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee qualifies, or if no position is available, he or she will be laid off without bumping rights and will be placed on the Departmental Recall listhis/her appropriate supervisor immediately. G. Employees required to obtain a medical certification of fitness shall have the "Examination to Determine Physical Condition of Drivers" form filed in their medical file. A copy of the medical "Examiners Certificate" shall be placed in their personnel file. The Employer agrees to pay for the examination and to grant administrative leave for the time necessary to complete the examination. The fitness standards for a CDL are unchanged from current Federal Department of Transportation Standards and Michigan Motor Carrier Standards. H. Employees who do not meet the required physical standards but who are otherwise qualified for a CDL may apply for a waiver to the Motor Carrier Appeal Board. I. Those employees employed by the State as intra-state drivers prior to June 10, 1984 shall be grandparented into the process and thereby be exempt from the medical certification requirement.

Commercial Driver’s License. As a result of recent Federal statutory requirements, the State of Michigan enacted Act 346 of 1988. The parties agree that as a result of these statutory requirements some employees within the Technical Bargaining Unit may be required to obtain and retain a Commercial Drivers License (CDL) to continue to perform certain duties for the State. Whenever a CDL is referred to in this Section, it is understood to mean the CDL and any required endorsements. In order to implement this provision, the parties agree to the following: A. The Employer will reimburse the cost of obtaining and renewing the required CDL group license and endorsements for those employees in positions where such license and endorsements are required. B. The Employer will reimburse, on a one time basis, the fee for the skills test, if required, provided the skills test is not being required because of the employee's poor driving record. In that case, the employee is responsible for the cost of the skills test. Where a skills test is required, the employee will be permitted to utilize the appropriate state vehicle. C. Employees shall be eligible for one grant of administrative leave to take the test to obtain or renew the CDL. Should the employee fail the test initially, the employee shall complete the necessary requirements on non-work time. D. Employees reassigned to a position requiring a CDL shall be eligible for reimbursement and administrative leave in accordance with paragraphs 1, 2, and 3 of this Section. E. Employees desiring to transfer, promote, bump or be recalled to a position requiring a CDL are not eligible for reimbursement for obtaining the initial CDL but shall be eligible for reimbursement for renewals. F. Employees who fail to obtain, or retain, a CDL may be subject to removal from their positions. Employees who fail required tests may seek a 90 day extension of their current license, during which the Employer will retain the employee in his or her current or equivalent position. The Employer shall not be responsible for any fees associated with such extensions. At the end of the 90 day extension, if the employee fails to pass all required tests, the employee may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee is qualified, or, if no position is available the employee will be laid off without bumping rights and will be placed on the Departmental Recall List, subject to recall in accordance with this Agreement. Those employees not choosing to extend their license for the 90 day period will be removed from their positions at the expiration of their current license and may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee qualifies, or if no position is available, he or she will be laid off without bumping rights and will be placed on the Departmental Recall list. G. Employees required to obtain a medical certification of fitness shall have the "Examination to Determine Physical Condition of Drivers" form filed in their medical file. A copy of the medical "Examiners Certificate" shall be placed in their personnel file. The Employer agrees to pay for the examination and to grant administrative leave for the time necessary to complete the examination. The fitness standards for a CDL are unchanged from current Federal Department of Transportation Standards and Michigan Motor Carrier Standards. H. Employees who do not meet the required physical standards but who are otherwise qualified for a CDL may apply for a waiver to the Motor Carrier Appeal Board. I. Those employees employed by the State as intra-state drivers prior to June 10, 1984 shall be grandparented into the process and thereby be exempt from the medical certification requirement.

Commercial Driver’s License. As a result of recent Federal statutory requirements, the State of Michigan enacted Act 346 of 1988Section 1. The parties agree that as a result Employee shall suffer no loss in wages for necessary testing and training activities in his pursuit of these statutory requirements some employees within the Technical Bargaining Unit may be required to obtain and retain a Commercial Drivers License (CDL) ). Section 2. The Employer shall provide training materials to continue to perform certain duties assist the Employee in his preparation for the StateCDL test. Whenever The Employer shall provide a CDL is referred vehicle to in this Section, it is understood those employees required to mean the CDL and any required endorsementstake a road test. In order to implement this provision, the parties agree to the following: A. The Employer will reimburse the cost of obtaining and renewing the required CDL group license and endorsements for those employees in positions where such license and endorsements are required. B. The Employer will reimburse, on a one time basis, the fee for the skills test, if required, provided the skills test is not being required because of the employee's poor driving record. In that case, the employee is responsible pay for the cost of the skills testCDL portion of the Drivers License for those employees whose positions require a CDL. Section 3. Where In the event an employee who is required to have a skills test is requiredCDL fails to obtain a Commercial Drivers License, the Employer and the Union will attempt to place that employee in a position that is currently covered under this agreement that does not require a CDL. Section 4. Employees shall immediately notify the Employer of the suspension or revocation of their Drivers License (including the CDL). Failure to do so will be grounds for termination of employment. It is understood that should employees receive a suspension of their Drivers License or Commercial Drivers License, for a period of no more than four (4) months, that individual be assigned, where possible, to duties where a Drivers License or CDL is not required within the same classification, or to duties in another classification. It is understood that should employees that are required to drive, (1) fail to obtain a Commercial Drivers License; (2) lose their Drivers License; or (3) lose their Commercial Drivers License for a period of greater than four (4) months, then those instances will be handled on a case-by-case basis. The Utility will attempt to place those affected employees in positions covered under the bargaining agreement. This will be done through bidding the position they will be vacating, and allowing the employee who lost the license to bid into the first vacant non-driving position. After this process is complete and a non-driving position is still not available, then that employee will be permitted to utilize placed in a non-driving position (at that rate of pay) of the appropriate state vehicle. C. Employees shall be eligible for one grant of administrative leave to take the test to obtain or renew the CDLleast senior bargaining unit member. Should the employee fail the test initiallyConsequently, the employee shall complete the necessary requirements on non-work time. D. Employees reassigned to a position requiring a CDL shall be eligible for reimbursement and administrative leave in accordance with paragraphs 1, 2, and 3 of this Section. E. Employees desiring to transfer, promote, bump or be recalled to a position requiring a CDL are not eligible for reimbursement for obtaining the initial CDL but shall be eligible for reimbursement for renewals. F. Employees who fail to obtain, or retain, a CDL may be subject to removal from their positions. Employees who fail required tests may seek a 90 day extension of their current license, during which the Employer will retain the employee in his or her current or equivalent position. The Employer shall not be responsible for any fees associated with such extensions. At the end of the 90 day extension, if the employee fails to pass all required tests, the employee may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee is qualified, or, if no position is available the employee least senior bargaining unit member will be laid off without bumping rights and will be placed on the Departmental Recall List, subject to recall in accordance with this Agreement. Those employees not choosing to extend their license for the 90 day period will be removed from their positions at the expiration of their current license and may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available until such time as a position not requiring a CDL for which the employee qualifies, or if no position is becomes available, he or she will be laid off without bumping rights and will be placed on the Departmental Recall list. G. Employees Section 5. The following positions are required to obtain hold a medical certification CDL: Crew Xxxxxxx (including the occupational classifications as defined in Article X of fitness Water Division Xxxxxxx, Valve Crew Xxxxxxx, Fire Hydrant Crew Xxxxxxx) Water Service Maintenance Man First Year, Over One Year, Over Two Years (including the occupational classifications of Water Division Service Maintenance Men, Valve Crew Laborer, Fire Hydrant Laborer) Storeroom Keeper Storeroom Helper/Utility Persons New Construction Xxxxxxx New Construction Laborer Lake Area Maintenance Xxxxxxx Maintenance Equipment Operator (including occupational classification as defined in Article X of Lake Services Construction Xxxxxxx (Seasonal)) Such employees who maintain a Class A CDL, shall have $1.00 per hour added to his/her hourly rate of pay. All other employees in the "Examination bargaining unit, who maintain a Class A CDL shall have $.25 added to Determine Physical Condition his/her hourly rate of Drivers" form filed in their medical file. A copy of the medical "Examiners Certificate" shall be placed in their personnel file. The Employer agrees to pay for the examination and to grant administrative leave for the time necessary to complete the examination. The fitness standards for a CDL are unchanged from current Federal Department of Transportation Standards and Michigan Motor Carrier Standardspay. H. Employees who do not meet the required physical standards but who are otherwise qualified for a CDL may apply for a waiver to the Motor Carrier Appeal Board. I. Those employees employed by the State as intra-state drivers prior to June 10, 1984 shall be grandparented into the process and thereby be exempt from the medical certification requirement.

Commercial Driver’s License. As a result of recent Federal statutory requirements, the State of Michigan enacted Act 346 of 1988. The parties agree that as a result pursuant to the Commercial Motor Vehicle Safety Act of these statutory requirements some 1986 (Title XII, Pub. L 99-570) and Section 4506 O.R.C., all employees within the Technical Bargaining Unit may be are required to obtain and retain a Commercial Drivers Driver's License (CDL) to continue to perform certain duties for the Stateas a condition of employment. Whenever a CDL is referred to in this Sectionto, it is understood to mean the CDL and any required endorsements. The policy shall be applied to all current and future employees. The Employer will provide training to those employees required by the City to pass the Commercial Driver's License examination. The Employer will make every reasonable effort to schedule the training during normal working hours. Employees shall be permitted time off to participate in the training. The training shall be at the Employer's expense. All employees will be granted time off with pay to take the knowledge and driving test. All license and testing fees including renewals will be paid by the Employer. In order to implement this provision, the parties agree to the following: A. 1. The Employer will reimburse the cost of obtaining and renewing the required CDL group license Group License and endorsements for those employees in positions where such license and endorsements are requiredEndorsement. B. 2. The Employer will reimburse, on a one time basis, reimburse the fee for the skills test, if required, provided the skills test is not being required because of the employee's poor driving record. In that case, the employee is responsible for the cost of the skills test. Where a skills test is required, the employee will be permitted to utilize the appropriate state Employer vehicle. C. Employees 3. Any employee hired after January 1, 1991, shall be eligible for one grant of administrative leave to take the test required to obtain or renew the CDL. Should the employee fail the test initially, the employee shall complete the necessary requirements on non-work time. D. Employees reassigned to a position requiring a CDL shall be eligible for reimbursement and administrative leave in accordance with paragraphs 1, 2, and 3 of this Section. E. Employees desiring to transfer, promote, bump certifications before or be recalled to a position requiring a CDL are not eligible for reimbursement for obtaining the initial CDL but shall be eligible for reimbursement for renewals. F. Employees who fail to obtain, or retain, a CDL may be subject to removal from their positions. Employees who fail required tests may seek a 90 day extension of their current license, during which the Employer will retain the employee in his or her current or equivalent position. The Employer shall not be responsible for any fees associated with such extensions. At the end of the 90 day extension, if the employee fails to pass all required tests, the employee may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee is qualified, or, if no position is available the employee will be laid off without bumping rights and will be placed on the Departmental Recall List, subject to recall in accordance with this Agreement. Those employees not choosing to extend their license for the 90 day period will be removed from their positions at within the expiration of their current license and may be reassigned at probationary period, as a condition of a successful completion of the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee qualifies, or if no position is available, he or she will be laid off without bumping rights and will be placed on the Departmental Recall listprobationary period. G. 4. Employees required to obtain a medical certification of fitness shall have the "Examination to Determine Physical Condition of Drivers" form Form filed in their medical file. A copy of the medical "Examiners Examiner's Certificate" shall be placed filed in their personnel file. The Employer agrees to pay for the examination and to grant administrative leave for the time necessary to complete the examination. The fitness standards for a CDL are unchanged from current Federal Department of Transportation Standards and Michigan Motor Carrier Standards. H. Employees who do not meet the required physical standards but who are otherwise qualified for a CDL may apply for a waiver to the Motor Carrier Appeal Board. I. Those employees employed by the State as intra-state drivers prior to June 10, 1984 shall be grandparented into the process and thereby be exempt from the medical certification requirement.

Commercial Driver’s License. As 30.1 T2, T1, & all Service Grade bargaining unit employees must have a result of recent Federal statutory requirements, valid Class “B” Commercial Driver’s License (CDL) if they are required to road test or drive commercial vehicles on public roads. Management reserves the State of Michigan enacted Act 346 of 1988right to verify driving records annually with state agencies. The parties agree that as Current employees who do not currently possess a result of these statutory requirements some employees within the Technical Bargaining Unit may CDL will not be required to obtain and retain a CDL, unless operationally needed, as deemed by the Company, with notice to the Business Agent of the Local Union. 30.2 T3 & T4 bargaining unit employees must have a valid Class “A” Commercial Drivers Driver’s License (CDL) if they are required to continue road test or drive commercial vehicles on public roads. Management reserves the right to perform certain duties for the Stateverify driving records annually with state agencies. Whenever Current employees who do not currently possess a CDL is referred will not be required to in this Sectionobtain a CDL, it is understood to mean unless operationally needed, as deemed by the CDL and any required endorsements. In order to implement this provisionCompany, the parties agree with notice to the following:Business Agent of the Local Union. A. 30.3 The Employer Company will reimburse Employees the cost of obtaining and renewing the required CDL group license and endorsements for those employees in positions where such license and endorsements are required. B. The Employer will reimbursemaintaining their CDL, on a one time basis, the fee for the skills test, if required, provided the skills test is not being required because of the employee's poor driving record. In that case, the employee is responsible for including the cost of the skills testemployee’s D.O.T. medical card, as well as the cost of all endorsements required by the Company. Where a skills test is requiredWith Company approval, the employee will be permitted to utilize the appropriate state vehicle. C. Employees shall be eligible for one grant of administrative leave to take the test to obtain or employees may renew the CDL. Should the employee fail the test initially, the employee shall complete the necessary requirements their D.O.T medical card on non-work Company time. D. 30.4 The Company will furnish a vehicle for testing and will provide training. 30.5 All new hires shall be required to obtain the appropriate CDL within one hundred twenty (120) days of employment. These new employees will not be compensated for time spent while practicing obtaining their CDL Class A license. 30.6 Management has the right to inspect the driver’s license of the Employees reassigned and will annually request a copy of the Motor Vehicle Record of each Employee. 30.7 Any Employee who loses his CDL for any reason other than a medical issue or complication, which includes suspension, revocation, cancellation and withdrawal of privileges to drive a CMV or to possess a CDL, will be given ninety (90) calendar days to restore their CDL status. Except in cases where an extension is mutually agreed upon, any CDL suspension that exceeds ninety (90) calendar days in duration shall result in the termination of the Employee. 30.8 If an Employee is unable to maintain the appropriate commercial driver’s license due to a position requiring a CDL medical condition, the employer will objectively evaluate the feasibility of accommodating the employee. Any decisions are subject to the Grievance Procedures as outlined CBA. 30.9 Management must be notified immediately as to any disqualification of their CMV driving operation privileges and any DUI convictions. Any employee failing to do so shall be eligible for reimbursement and administrative leave in accordance immediately terminated upon discovery. 30.10 Employees currently employed with paragraphs 1the Company with more than five (5) years of service, 2, and 3 as of the ratification date of this Section. E. Employees desiring to transferagreement (May 13, promote2014), bump or will be recalled to a position requiring a CDL are “Red Circled” and the agreed upon “CDL” language in the Collective Bargaining Agreement will not eligible for reimbursement for obtaining the initial CDL but shall be eligible for reimbursement for renewals. F. Employees who fail to obtain, or retain, a CDL may be subject to removal from their positionsapply. Employees who fail required tests may seek a 90 hired prior to the date of ratification (enter month, day extension of their current license, during which & year) will have the Employer will retain option to participate in the employee in his or her current or equivalent position. The Employer shall not be responsible for any fees associated with such extensions. At the end of the 90 day extension, if the employee fails to pass all required tests, the employee may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a inhouse Ryder CDL for which the employee is qualified, or, if no position is available the employee will be laid off without bumping rights and will be placed on the Departmental Recall List, subject to recall in accordance with this Agreement. Those employees not choosing to extend their license for the 90 day period will be removed from their positions at the expiration of their current license and may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee qualifies, or if no position (A) training program once it is available, he or she will be laid off without bumping rights and will be placed on pursuant to the Departmental Recall list. G. Employees required to obtain a medical certification of fitness shall have the "Examination to Determine Physical Condition of Drivers" form filed in their medical file. A copy requisites of the medical "Examiners Certificate" shall be placed in their personnel file. The Employer agrees to pay for the examination and to grant administrative leave for the time necessary to complete the examination. The fitness standards for a CDL are unchanged from current Federal Department of Transportation Standards and Michigan Motor Carrier Standardsprogram, with Company approval, as deemed operationally necessary. H. Employees who do not meet the required physical standards but who are otherwise qualified for a CDL may apply for a waiver to the Motor Carrier Appeal Board. I. Those employees employed by the State as intra-state drivers prior to June 10, 1984 shall be grandparented into the process and thereby be exempt from the medical certification requirement.

Commercial Driver’s License. As ‌ (a) If the company determines that a result Commercial Driver's License is a requirement for any job classification, it will notify the organization fifteen (15) days prior to imposing the requirement and will reimburse employees assigned to such positions the actual cost of recent Federal statutory requirements, the State of Michigan enacted Act 346 of 1988CDL. The parties agree This notification is accomplished by listing on the bulletin that a specific CDL is required on the bulletin when it is put out 15 days before it is awarded. Only those positions that have a CDL vehicle will be bulletined with a CDL requirement. All positions will be awarded in Seniority Order. (b) No employee will lose seniority in any classification as a result of these statutory requirements some employees the inability to attain or maintain a CDL. However, if a CDL requirement is placed on a position and an employee who occupies or desires such position does not have a CDL, said employee must demonstrate a reasonable effort towards the acquisition of such licenses or shall be considered as being ineligible for continued assignment to such position. Reasonable effort was agreed to mean that the employee must get his permit within the Technical Bargaining Unit may 30 day period and schedule his test. The supervisor over his gang must also make his machine available for test use on his scheduled day. (c) An employee who is denied a position or removed from a position for failure to possess a CDL shall remain ineligible for such position until presenting the company evidence that a CDL has been acquired. A letter will be required sent to the employee informing him of such and copied to the union. The vacancy for the vacated CDL position will be re-advertised and he will be returned to his previous position. (d) Employees who require the use of a company vehicle to take the driving portion of their CDL test must notify their supervisor of such request in writing. Upon receipt of such request, the supervisor will make a vehicle available to the employee within thirty (30) days or the applicable state time limits, for completion of the driving portion of the CDL, whichever is less. (e) Upon receipt of CDL, employees must notify the Engineering Superintendent in writing within ten (10) days. (f) All employees are encouraged to obtain CDL licenses prior to bidding on CDL positions. The company will provide the vehicle and retain a Commercial Drivers License (CDL) to continue to perform certain duties for the State. Whenever a CDL is referred to in this Section, it is understood to mean the CDL and any required endorsements. In order to implement this provision, the parties agree to the following: A. The Employer will reimburse the cost of obtaining and renewing the required CDL group license and endorsements for those all employees in positions where such license and endorsements are required. B. The Employer will reimburse, on a one time basis, the fee for the skills test, if required, provided the skills test is not being required because of the employee's poor driving record. In that case, the employee is responsible for the cost of the skills test. Where a skills test is required, the employee will be permitted to utilize the appropriate state vehiclelicense. C. Employees shall be eligible (g) To settle the 5 state CDL issue on the south end territory, it was agreed in conference to require the highest CDL of the 5 states on the bulletin for one grant of administrative leave to take the test to obtain or renew the CDL. Should the employee fail the test initially, the employee shall complete the necessary requirements on non-work time. D. Employees reassigned to a position requiring and list that CDL requirement on the bulletin for the job. That way each bulletin will require a specific CDL shall be eligible for reimbursement and administrative leave requirement regardless of what state the person lives in accordance with paragraphs 1, 2, and 3 of this Section. E. Employees desiring to transfer, promote, bump or be recalled to a position requiring a CDL are not eligible for reimbursement for obtaining the initial CDL but shall be eligible for reimbursement for renewals. F. Employees who fail to obtain, or retain, a CDL may be subject to removal from their positions. Employees who fail required tests may seek a 90 day extension of their current license, during which the Employer will retain the employee in his or her current or equivalent position. The Employer shall not be responsible for any fees associated with such extensions. At the end of the 90 day extension, if the employee fails to pass all required tests, the employee may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which time he is awarded the employee is qualified, or, if no position is available the employee will be laid off without bumping rights and will be placed on the Departmental Recall List, subject to recall in accordance with this Agreement. Those employees not choosing to extend their license for the 90 day period will be removed from their positions at the expiration of their current license and may be reassigned at the Employer's discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee qualifies, or if no position is available, he or she will be laid off without bumping rights and will be placed on the Departmental Recall listjob. G. Employees required to obtain a medical certification of fitness shall have the "Examination to Determine Physical Condition of Drivers" form filed in their medical file. A copy of the medical "Examiners Certificate" shall be placed in their personnel file. The Employer agrees to pay for the examination and to grant administrative leave for the time necessary to complete the examination. The fitness standards for a CDL are unchanged from current Federal Department of Transportation Standards and Michigan Motor Carrier Standards. H. Employees who do not meet the required physical standards but who are otherwise qualified for a CDL may apply for a waiver to the Motor Carrier Appeal Board. I. Those employees employed by the State as intra-state drivers prior to June 10, 1984 shall be grandparented into the process and thereby be exempt from the medical certification requirement.

Commercial Driver’s License. As a result of recent Federal statutory requirements, the State of Michigan enacted Act 346 of 1988. 22 The parties agree that as a result under Act 346 of these statutory requirements some 1988 certain employees within the Technical Bargaining Unit may be required 23 to obtain and retain a Commercial Drivers Driver License (CDL) to continue to perform 24 certain duties for the State. Whenever 26 Wherever a CDL is referred to in this Section, it is understood to mean the CDL 27 and any required endorsements. 29 In order to implement this provision, the parties agree to the following: A. 31 1. The Employer will reimburse the cost of obtaining and renewing the required CDL group license Group License and endorsements 32 Endorsements for those employees in positions where such license and 33 endorsements are required. B. 35 2. The Employer will reimburse, on a one one-time basis, the fee for the skills test, if 36 required, provided the skills test is not being required because of the employee's ’s 37 poor driving record. In that case, the employee is responsible for the cost of the 38 skills test. Where a skills test is required, the employee will be permitted to utilize 39 the appropriate state State vehicle. C. 41 3. Employees shall be eligible for one grant of administrative leave to take the test 42 to obtain or renew the CDL. Should the employee fail the test initially, the 43 employee shall complete the necessary requirements on non-work time. D. 1 4. Employees reassigned to a position requiring a CDL shall be eligible for 2 reimbursement and administrative leave in accordance with paragraphs 1., 2, . 3 and 3 3. of this Section. E. 5 5. Employees desiring to who transfer, promote, bump bump, or be are recalled to a position requiring a 6 CDL are not eligible for reimbursement for obtaining the initial CDL but shall be 7 eligible for reimbursement for renewalsrenewal. F. 9 6. Employees who fail to obtain, or retain, a CDL may be subject to removal from 10 their positions. Employees who fail required tests may seek a 90 90-day extension 11 of their current license, during which the Employer will retain the employee in his or her current 12 their current, or equivalent position. The Employer shall not be responsible for 13 any fees associated with such extensions. At the end of the 90 90-day extension, if 14 the employee fails to pass all required tests, the employee may be reassigned at 15 the Employer's ’s discretion, in accordance with applicable contractual provisions, 16 to an available position not requiring a CDL for which the employee is qualified, 17 or, if no position is available the employee will be laid off without bumping rights 18 and will be placed on the Departmental Recall Listdepartmental recall list, subject to recall in accordance 19 with this the Agreement. Those employees not choosing to extend their license for 20 the 90 90-day period will be removed from their positions at the expiration of their 21 current license and may be reassigned at the Employer's ’s discretion, in 22 accordance with applicable contractual provisions, to an available position not 23 requiring a CDL for which the employee qualifies, or or, if no position is available, he or she available 24 they will be laid off without bumping rights and will be placed on the Departmental Recall departmental 25 recall list. G. 27 7. Employees required to obtain a medical certification of fitness shall have the "28 “Examination to Determine Physical Condition of Drivers" ” form filed in their 29 medical file. A copy of the medical "“Medical Examiners Certificate" ” shall be placed filed in their 30 personnel file. The Employer agrees to pay for the examination and to grant 31 administrative leave for the time necessary to complete the examination. The fitness standards for 33 When the Employer evaluates sick leave usage, the Employer will take into 34 consideration that certain employees may have been absent on approved sick leave 35 as a result of 1) failing to pass their physical examination, or 2) advice by a physician 36 that prescribed medication will adversely impact on their ability to perform safety 37 sensitive functions. Any counseling/disciplinary actions based on the employee’s 38 overall record will exclude this (these) absence(s). 40 This Section shall not apply to non-employees who may be required to have the 41 CDL are unchanged from current Federal Department as a condition of Transportation Standards and Michigan Motor Carrier Standards. H. Employees who do not meet the required physical standards but who are otherwise qualified for a CDL may apply for a waiver employment, nor to the Motor Carrier Appeal Board. I. Those employees employed by the State as intra-state drivers prior to June 10, 1984 shall be grandparented into the process and thereby be exempt from the medical certification requirement.whose license is suspended or 42 revoked. 43 44 45

Commercial Driver’s License. As a result of recent Federal statutory requirements, the State of Michigan enacted Act 346 of 1988. The parties agree that as a result under Act 346 of these statutory requirements some 1988 certain employees within the Technical Bargaining Unit may be required to obtain and retain a Commercial Drivers Driver License (CDL) to continue to perform certain duties for the State. Whenever Wherever a CDL is referred to in this Sectionsection, it is understood to mean the CDL and any required endorsements. In order to implement this provision, the parties agree to the following: A. 1. The Employer employer will reimburse the cost of obtaining and renewing the required CDL group license Group License and endorsements Endorsements for those employees in positions where such license and endorsements are required. B. 2. The Employer employer will reimburse, on a one one-time basis, the fee for the skills test, if required, provided the skills test is not being required because of the employee's ’s poor driving record. In that case, the employee is responsible for the cost of the skills test. Where a skills test is required, the employee will be permitted to utilize the appropriate state State vehicle. C. 3. Employees shall be eligible for one grant of administrative leave to take the test to obtain or renew the CDL. Should the employee fail the test initially, the employee shall complete the necessary requirements on non-work time. D. 4. Employees reassigned to a position requiring a CDL shall be eligible for reimbursement and administrative leave in accordance with paragraphs 1., 2, . and 3 3. of this Sectionsection. E. 5. Employees desiring to who transfer, promote, bump bump, or be are recalled to a position requiring a CDL are not eligible for reimbursement for obtaining the initial CDL but shall be eligible for reimbursement for renewalsrenewal. F. 6. Employees who fail to obtain, or retain, a CDL may be subject to removal from their positions. Employees who fail required tests may seek a 90 day extension of their current license, during which the Employer will retain the employee in his or her current their current, or equivalent position. The Employer shall not be responsible for any fees associated with such extensions. At the end of the 90 day extension, if the employee fails to pass all required tests, the employee may be reassigned at the Employer's ’s discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee is qualified, or, if no position is available the employee will be laid off without bumping rights and will be placed on the Departmental Recall Listdepartmental recall list, subject to recall in accordance with this the Agreement. Those employees not choosing to extend their license for the 90 day period will be removed from their positions at the expiration of their current license and may be reassigned at the Employer's ’s discretion, in accordance with applicable contractual provisions, to an available position not requiring a CDL for which the employee qualifies, or or, if no position is available, he or she available they will be laid off without bumping rights and will be placed on the Departmental Recall departmental recall list. G. 7. Employees required to obtain a medical certification of fitness shall have the "“Examination to Determine Physical Condition of Drivers" ” form filed in their medical file. A copy of the medical "“Medical Examiners Certificate" ” shall be placed filed in their personnel file. The Employer agrees to pay for the examination and to grant administrative leave for the time necessary to complete the examination. The fitness standards for When the Employer evaluates sick leave usage, the Employer will take into consideration that certain employees may have been absent on approved sick leave as a result of 1) failing to pass their physical examination, or 2) advice by a physician that prescribed medication will adversely impact on their ability to perform safety sensitive functions. Any counseling/disciplinary actions based on the employee’s overall record will exclude this (these) absence(s). This section shall not apply to non-employees who may be required to have the CDL are unchanged from current Federal Department as a condition of Transportation Standards and Michigan Motor Carrier Standardsemployment, nor to employees whose license is suspended or revoked. H. Employees who do not meet the required physical standards but who are otherwise qualified for a CDL may apply for a waiver to the Motor Carrier Appeal Board. I. Those employees employed by the State as intra-state drivers prior to June 10, 1984 shall be grandparented into the process and thereby be exempt from the medical certification requirement.