Common use of PERFORMANCE RECOGNITION PLAN Clause in Contracts

PERFORMANCE RECOGNITION PLAN. 11.1 The Performance Recognition Plan (the “Plan”) is designed to encourage and recognize teamwork and exceptional employee performance. The Plan affords employees a means of participating in the growth and success of the Company resulting from improved customer service, productivity and operating competitiveness, and rewards employees with additional income for their efforts. 11.2 The Performance Recognition Plan will be implemented during each calendar year this Agreement is in effect, beginning in 2016 (the “Plan Years” or, individually, “Plan Year”). 11.3 For each Plan Year, all non-commissioned employees will be assigned to teams and covered by the Performance Recognition Plan. The Plan will include bonus components, with relative weightings and objectives, as assigned by the Company. The Company will establish and communicate the Plan structure (bonus teams, components, objectives, weightings, etc.) no later than March 31 of the Plan Year for which they apply. 11.4 For each Plan Year, the available bonus pool will be 4% of the gross annual base pay at the top rate for the employee’s classification. The annual payout may be higher or lower than the available bonus pool based on team performance. The maximum annual payout percentage is 120% of the available bonus pool for each classification. The Company and Union have agreed to set aside from this bonus pool a minimum annual payout amount of $600 per eligible and participating employee and to use those monies to instead provide annual Company funding for Healthcare Reimbursement Accounts of $600 for each eligible active employee participating in the Plan. Individual team bonus awards will be reduced accordingly, but not below zero. 11.5 Performance Recognition Plan bonus awards will be paid to eligible and participating employees no later than March 31 of the year following the Plan Year. A. In order to be eligible for this payment, employees must be on the payroll as of October 1 of the Plan Year (e.g., October 1, 2016 for the bonus paid in March 2017). For employees who are laid off or who retire during the Plan Year, and for employees who resign before the payout date, this October 1 eligibility date does not apply; for those employees, the bonus will instead be prorated based on the number of full months the employee worked during the Plan Year. B. For new hires, the bonus will be prorated based on the number of full months worked by the employee during the Plan Year. C. For employees who are not actively at work for 30 or more consecutive calendar days during the Plan Year (excluding vacation and personal days/floating holidays), the bonus will be prorated based on the number of full months the employee is actively at work during the Plan Year. D. An Employee transferring or changing bonus teams for any reason during the year will receive a bonus based upon the bonus team in which the employee resides at the end of Plan Year (December 31). Awards will not be prorated based on the time spent with each team. E. Employees who are discharged for cause before the payout date are ineligible for any bonus payout.

PERFORMANCE RECOGNITION PLAN. 11.1 33.1 The Performance Recognition Plan (the “Plan”) is designed to encourage and recognize teamwork and exceptional employee performance. The Plan affords employees a means of participating in the growth and success of the Company resulting from improved customer service, productivity and operating competitiveness, and rewards employees with additional income for their efforts. 11.2 33.2 The Performance Recognition Plan will be implemented during each calendar year this Agreement is in effect, beginning in 2016 2014 (the “Plan Years” or, individually, “Plan Year”). 11.3 33.3 For each Plan Year, all non-commissioned employees will be assigned to teams and covered by the Performance Recognition Plan; employees who participate in other incentive compensation plans are not eligible to participate in the Performance Recognition Plan. The Plan will include bonus components, with relative weightings and objectives, as assigned by the Company. The Company will establish and communicate the Plan structure (bonus teams, components, objectives, weightings, etc.) no later than March 31 of the Plan Year for which they apply. 11.4 33.4 For each Plan Year, the available bonus pool will be 40% of the employees’ gross annual base pay at the top rate for the employee’s classificationend of that plan year. The annual payout may be higher or lower than the available bonus pool based on team performance. The maximum annual payout percentage is 120% of the available bonus pool for each classification. The Company and Union have agreed to set aside from this bonus pool a minimum annual payout amount of $600 per eligible and participating employee and to use those monies to instead provide annual Company funding for Healthcare Reimbursement Accounts of $600 for each eligible active employee participating in the Plan. Individual team bonus awards will be reduced accordingly, but not below zero. 11.5 33.5 Performance Recognition Plan (“PRP”) bonus awards will be paid to eligible and participating employees no later than March 31 of the year following the Plan Year. A. (a) In order to be eligible for this payment, employees must be on the payroll as of October December 1 of the Plan Year (e.g., October December 1, 2016 2014 for the bonus paid in March 20172015). For employees who are laid off or who retire during the Plan Year, and for employees who resign before during the payout dateplan year, this October December 1 eligibility date does not apply; for those employees, the bonus will instead be prorated based on the number of full months the employee worked during the Plan Year. B. (b) For new hires, the bonus will be prorated based on the number of full months worked by the employee during the Plan Year. C. For employees who are not actively at work for 30 or more consecutive calendar days during the Plan Year (excluding vacation and personal days/floating holidays), the bonus will be prorated based on the number of full months the employee is actively at work during the Plan Year. D. (c) For employees who are not actively at work for 30 or more consecutive calendar days during the Plan Year, the bonus will be prorated based on the number of full months the employee is actively at work during the Plan Year. (d) An Employee transferring or changing bonus teams for any reason during the year will receive a bonus based upon the bonus team in which the employee resides at the end of Plan Year (December 31). Awards will not be prorated based on the time spent with each team. E. (e) Employees who are discharged for cause before the payout date are ineligible for any bonus payout. (f) Any applicable Union dues (as provided for in the Union Membership provisions for the employee’s state in Article 2) will be deducted from the PRP bonus awards of active bargaining unit members in accordance with standard payroll procedures. Such Union dues deduction will equal 1.3% of the employee’s PRP bonus award and will be in addition to any regular monthly Union dues deductions. Union dues will not be deducted from the PRP bonus awards of employees who are laid off or retire during the plan year, employees who resign during the plan year, and employees promoted from hourly positions to management. 33.6 Performance Recognition Plan bonus awards are recognized, in the year payment is received, in the calculation of Pension Plan benefits and the Hourly Savings Plan, in accordance with Frontier benefit plan definitions. 33.7 The Company will comply with all federal, state and local laws with regards to the payment of Performance Recognition Plan bonus awards, including but not limited to any FLSA-mandated overtime obligations.

PERFORMANCE RECOGNITION PLAN. 11.1 30.01 The Performance Recognition Plan (the “Plan”) is designed to encourage and recognize teamwork and exceptional employee performancethrough supplemental compensation. The Plan affords It is intended to afford employees a means of participating greater role in the growth and success of the Company resulting from by encouraging and rewarding improved customer service, productivity and operating competitiveness, and rewards employees with additional income for their efforts. 11.2 30.02 The Performance Recognition Plan will be implemented during each calendar year this Agreement is in effect, beginning in 2016 (the “Plan Years” or, individually, “Plan Year”). 11.3 For each Plan Year, all non-commissioned employees will be assigned to teams and covered by the Performance Recognition Plan. The Plan will may include a variety of bonus components, with relative weightings and objectives, weighing as assigned by the Company. Bonus components may include the following: (a) Number of jobs completed within eight (8) hours (b) Take the Lead (Participation and Leads per tech) (c) Callout acceptance rate (100% participation across workforce) (d) Missed Commitments (10% reduction over previous year) (e) Repeat Reductions (15% reductions of repeats over previous year) The Company company will establish and communicate the Plan structure (bonus teams, components, objectives, weightings, etc.) no later than objectives for each component by March 31 of each year for the Plan Year for which they applycurrent year and communicate them to the Union and the employees. The Company is not, however, limited to using the components set forth above. 11.4 30.03 The payout range will be from 80% to 120%. 30.04 For each Plan Year,2015, 2016, and 2017 the available Company shall provide a bonus pool will be 4of 1.0% of the gross annual base pay at the top rate wages for the employee’s classification. The annual payout may be higher or lower than employees in the available bonus pool based on team performance. The maximum annual payout percentage is 120% bargaining unit as of the available bonus pool end of each plan year. All employees covered under this Agreement shall be eligible for each classificationpayments in accordance with the plan. The Company and Union have agreed to set aside from this bonus pool a minimum annual payout amount of $600 per eligible and participating employee and to use those monies to instead provide annual Company funding for Healthcare Reimbursement Accounts of $600 for each eligible active employee participating Such payments shall be payable in accordance with the Plan. Individual team bonus awards will be reduced accordingly, but not below zero. 11.5 Performance Recognition Plan bonus awards will be paid to eligible and participating employees plan no later than March 31 of the year following the Plan Yearyear for which the bonus is payable. A. In order to be eligible for this payment, employees must be on the payroll as of October 1 of the Plan Year (e.g., October 1, 2016 for the bonus paid in March 2017). 30.05 For employees who are laid off or who retire during not on the Plan Year, and payroll for employees who resign before the payout date, this October 1 eligibility date does not apply; for those employeesa full calendar year, the bonus will instead payment shall be prorated based on the number of full months the employee worked during the Plan Yearwas employed in that year. (For example, an employee hired on June 15 will be eligible for a bonus pro-rated for 6 full months of employment – i.e., a 50% payout. Employees on disability for sixty (60) days or longer in a calendar year will have their payout similarly pro-rated. B. 30.06 For new hiresthe life of the current Agreement, the bonus Company will be prorated based on the number of full months worked by pay a certification differential to Sales and Service Technicians, as follows: Certification Comp TIA + $ 0.25 per hour Network Plus $ 0.25 per hour CCNA $ 0.50 per hour The certification differential is cumulative; when an employee has all three certifications, the employee during the Plan Yearcan earn an additional $ 1.25 per hour. C. For employees who are not actively at work for 30 or more consecutive calendar days during the Plan Year (excluding vacation and personal days/floating holidays), the bonus will be prorated based on the number of full months the employee is actively at work during the Plan Year. D. An Employee transferring or changing bonus teams for any reason during the year will receive a bonus based upon the bonus team in which the employee resides at the end of Plan Year (December 31). Awards will not be prorated based on the time spent with each team. E. Employees who are discharged for cause before the payout date are ineligible for any bonus payout.

PERFORMANCE RECOGNITION PLAN. Effective January 1, 2024, there will be no payout for 2024 and beyond. 11.1 The Performance Recognition Plan (the “Plan”) is designed to encourage and recognize teamwork and exceptional employee performance. The Plan affords employees a means of participating in the growth and success of the Company resulting from improved customer service, productivity and operating competitiveness, and rewards employees with additional income for their efforts. 11.2 The Performance Recognition Plan will be implemented during each calendar year this Agreement is in effect, beginning in 2016 (the “Plan Years” or, individually, “Plan Year”). 11.3 For each Plan Year, all non-commissioned employees will be assigned to teams and covered by the Performance Recognition Plan. The Plan will include bonus components, with relative weightings and objectives, as assigned by the Company. The Company will establish and communicate the Plan structure (bonus teams, components, objectives, weightings, etc.) no later than March 31 of the Plan Year for which they apply. 11.4 For each Plan Year, the available bonus pool will be 4% of the gross annual base pay at the top rate for the employee’s classification. The annual payout may be higher or lower than the available bonus pool based on team performance. The maximum annual payout percentage is 120% of the available bonus pool for each classification. The Company and Union have agreed to set aside from this bonus pool a minimum annual payout amount of $600 per eligible and participating employee and to use those monies to instead provide annual Company funding for Healthcare Reimbursement Accounts of $600 for each eligible active employee participating in the Plan. Individual team bonus awards will be reduced accordingly, but not below zero. 11.5 Performance Recognition Plan bonus awards will be paid to eligible and participating employees no later than March 31 of the year following the Plan Year. A. In order to be eligible for this payment, employees must be on the payroll as of October 1 of the Plan Year (e.g., October 1, 2016 for the bonus paid in March 2017). For employees who are laid off or who retire during the Plan Year, and for employees who resign before the payout date, this October 1 eligibility date does not apply; for those employees, the bonus will instead be prorated based on the number of full months the employee worked during the Plan Year. B. For new hires, the bonus will be prorated based on the number of full months worked by the employee during the Plan Year. C. For employees who are not actively at work for 30 or more consecutive calendar days during the Plan Year (excluding vacation and personal days/floating holidays), the bonus will be prorated based on the number of full months the employee is actively at work during the Plan Year. D. An Employee transferring or changing bonus teams for any reason during the year will receive a bonus based upon the bonus team in which the employee resides at the end of Plan Year (December 31). Awards will not be prorated based on the time spent with each team. E. Employees who are discharged for cause before the payout date are ineligible for any bonus payout.

PERFORMANCE RECOGNITION PLAN. 11.1 30.01 The Performance Recognition Plan (the “Plan”) is designed to encourage and recognize teamwork and exceptional employee performancethrough supplemental compensation. The Plan affords It is intended to afford employees a means of participating greater role in the growth and success of the Company resulting from by encouraging and rewarding improved customer service, productivity and operating competitiveness, and rewards employees with additional income for their efforts. 11.2 30.02 The Performance Recognition Plan will be implemented during each calendar year this Agreement is in effect, beginning in 2016 (the “Plan Years” or, individually, “Plan Year”). 11.3 For each Plan Year, all non-commissioned employees will be assigned to teams and covered by the Performance Recognition Plan. The Plan will may include a variety of bonus components, with relative weightings and objectives, weighing as assigned by the Company. Bonus components may include the following: (a) Number of jobs completed within eight (8) hours (b) Take the Lead (Participation and Leads per tech) (c) Callout acceptance rate (100% participation across workforce) (d) Missed Commitments (10% reduction over previous year) (e) Repeat Reductions (15% reductions of repeats over previous year) The Company company will establish and communicate the Plan structure (bonus teams, components, objectives, weightings, etc.) no later than objectives for each component by March 31 of each year for the Plan Year for which they applycurrent year and communicate them to the Union and the employees. The Company is not, however, limited to using the components set forth above. 11.4 30.03 The payout range will be from 80% to 120%. 30.04 For each Plan Year,2015, 2016, and 2017 the available Company shall provide a bonus pool will be 4of 1.0% of the gross annual base pay at the top rate wages for the employee’s classification. The annual payout may be higher or lower than employees in the available bonus pool based on team performance. The maximum annual payout percentage is 120% bargaining unit as of the available bonus pool end of each plan year. All employees covered under this Agreement shall be eligible for each classificationpayments in accordance with the plan. The Company and Union have agreed to set aside from this bonus pool a minimum annual payout amount of $600 per eligible and participating employee and to use those monies to instead provide annual Company funding for Healthcare Reimbursement Accounts of $600 for each eligible active employee participating Such payments shall be payable in accordance with the Plan. Individual team bonus awards will be reduced accordingly, but not below zero. 11.5 Performance Recognition Plan bonus awards will be paid to eligible and participating employees plan no later than March 31 of the year following the Plan Yearyear for which the bonus is payable. A. In order to be eligible for this payment, employees must be on the payroll as of October 1 of the Plan Year (e.g., October 1, 2016 for the bonus paid in March 2017). 30.05 For employees who are laid off or who retire during not on the Plan Year, and payroll for employees who resign before the payout date, this October 1 eligibility date does not apply; for those employeesa full calendar year, the bonus will instead payment shall be prorated based on the number of full months the employee worked during the Plan Year. B. was employed in that year. (For new hiresexample, the bonus an employee hired on June 15 will be prorated based on the number of eligible for a bonus pro‑rated for 6 full months worked by the employee during the Plan Year. C. For employees who are not actively at work of employment – i.e., a 50% payout. Employees on disability for 30 sixty (60) days or more consecutive longer in a calendar days during the Plan Year (excluding vacation and personal days/floating holidays), the bonus will be prorated based on the number of full months the employee is actively at work during the Plan Year. D. An Employee transferring or changing bonus teams for any reason during the year will receive a bonus based upon the bonus team in which the employee resides at the end of Plan Year (December 31)have their payout similarly pro‑rated. Awards Employees terminated for just cause will not be prorated based on the time spent with each teameligible for a payout. E. Employees who are discharged for cause before 30.06 For the payout date are ineligible for any bonus payoutlife of the current Agreement, the Company will pay a certification differential to Sales and Service Technicians, as follows: Certification Comp TIA + $ 0.25 per hour Network Plus $ 0.25 per hour CCNA $ 0.50 per hour The certification differential is cumulative; when an employee has all three certifications, the employee can earn an additional $ 1.25 per hour.