Common use of PTO Clause in Contracts

PTO. On January 1, 2008 and on January 1 each year thereafter, eligible employees will be credited forty (40) paid time off (“PTO”) hours. Each eligible employee’s current sick leave bank balance as of December 31, 2007 will transfer over to PTO hours as well, without reduction or offset to this forty (40) hours credit. There will be no cash out of unused sick leave on December 31, 2007. The prior (2003- 2007) contract’s sick leave provisions will continue to apply up to, but will become inoperative and of no further force and effect on, September 1, 2007. PTO is to be scheduled, whenever possible, in advance (end of shift prior day). This PTO program is not intended to allow a pattern of abuse of unscheduled PTO use by employees, and such activities may be subject to the attendance policy. Unused PTO will be cashed out in January 2009 and in January every year thereafter. 1. If all PTO use in prior year was scheduled, 125% of unused balance will be cashed out. 2. If no PTO used at all, 150% of unused PTO balance will be cashed out. Pre-shift call in for sickness in an eight (8) hour increment will count as a scheduled PTO. PTO use after shift has started is considered unscheduled. Employees can use PTO in minimum of one (1) hour increments. To be eligible for the annual forty (40) hours PTO, employees must have actually worked some part of the calendar year prior to December 31 of the year in question (forty (40) hours annual credit reduced pro-rata if employee is absent for any reason longer than ninety (90) days in prior calendar year). PTO credit will be pro-rated for new hires, following their probationary period: 1. If hired July 1, and employee gains seniority on October 1, then he gets twenty (20) hours immediately on October 1, forty (40) more hours on January 1 of next year. 2. The Company will allow ten (10) hours up front to probationary employees; then at ninety (90) days populate their account with pro-rated forty (40) hours, but as per the above example, minus what has previously been used of the ten (10) hours “up front” credit. 3. If employee is hired December 1, and gains seniority on March 1 of the next year, he would then vest forty (40) hours, plus one-twelfth (1/12) of forty (40) hours to account for his December work. This ten (10) hours shall not be subject to cash out if January 1 occurs during the probationary period. For FMLA, still require fifty percent (50%) vacation usage first, but PTO usage is employee choice. PTO must be used, if available, to cover any unscheduled absence except FMLA, that is, non-FMLA unscheduled days are always PTO if PTO is available. Vacation can be used only in four (4) hour increments to cover unscheduled absence only after PTO is exhausted in a calendar year, except that scheduled and approved absences with twenty-four (24) hour notice can be used in two (2) hour increments – See Section 5.3(c) above. Section 6.1(a) Payout of Unused Paid Time Off (PTO). PTO will be paid out to an employee when his/her employment ends as follows:

PTO. On January 1, 2008 and on January 1 each year thereafter, eligible employees 20.1 Employees will be credited forty (40) paid time off (“PTO”) hoursaccrue PTO biweekly in the amounts shown in the table below. Each eligible employee’s current sick leave bank balance as of December 31, 2007 will transfer over to PTO hours as well, without reduction or offset to this forty (40) hours credit. There will be no cash out of unused sick leave on December 31, 2007. The prior (2003- 2007) contract’s sick leave provisions will continue to apply up to, but will become inoperative and of no further force and effect on, September 1, 2007. PTO is to be scheduled, whenever possible, in advance (end of shift prior day). This PTO program is not intended to allow a pattern of abuse of unscheduled PTO use by employees, and such activities may be subject to the attendance policy. Unused PTO will be cashed out in January 2009 available for use once posted biweekly. Trial Period and in January every year thereafter.Seniority Annual Hours Biweekly Accrual Hours Days Per Year Annual Carryover 1. If all PTO use in prior year was scheduled, 125% of unused balance will be cashed out. 2. If no PTO used at all, 150% of unused PTO balance will be cashed out. Pre-shift call in for sickness in an eight (8) hour increment will count as a scheduled PTO. PTO use after shift has started is considered unscheduled. Employees can use PTO in minimum of one (1) hour increments. To be eligible for the annual forty (40) hours PTO, employees must have actually worked some part of the calendar year prior to December 31 of the year in question (forty (40) hours annual credit reduced pro-rata if employee is absent for any reason longer than ninety (90) days in prior calendar year). PTO credit will be pro-rated for new hires, following their probationary period: 1. If hired July 1, and employee gains seniority on October 1, then he gets twenty (20) hours immediately on October 1, forty (40) more hours on January 1 of next year. 2. The Company will allow ten (10) hours up front to probationary employees; then at ninety (90) days populate their account with pro-rated forty (40) hours, but as per the above example, minus what has previously been used of the ten (10) hours “up front” credit. 3. If employee is hired December 1, and gains seniority on March 1 of the next year, he would then vest forty (40) hours, plus one-twelfth (1/12) of forty (40) hours to account for his December work. This ten (10) hours shall not be subject to cash out if January 1 occurs during the probationary period. For FMLA, still require fifty percent (50%) vacation usage first, but PTO usage is employee choice. PTO must be used, if available, to cover any unscheduled absence except FMLA, that is, non-FMLA unscheduled days are always PTO if PTO is available. Vacation can be used only in four (4) hour increments to cover unscheduled absence only after PTO is exhausted in a calendar year, except that scheduled and approved absences with twenty-four (24) hour notice can be used in two (2) hour increments – See Section 5.3(c) above. Section 6.1(a) Payout of Unused 20.2 Paid Time Off (PTO)) – PTO may be utilized for sickness, vacation, injury, medical appointments, or personal reasons. Employees utilizing PTO for vacation and personal reasons must schedule the leave for approval at least ten (10) days in advance. Requests with less than ten (10) days’ notice will not be unreasonably denied. If denied, employees will be informed of the reason for denial in writing. PTO may be taken in increments of no less than a tenth (.10) hour. Employees may carryover one and one-half (1 ½) year’s accrual at the end of the last pay period in December each year. Employees are paid for any accrued PTO balance that exceeds one and one-half (1 ½) year’s carryover in January of the following year. Regular employees having completed their probationary period, upon separation of employment will be paid all accrued PTO. 20.3 Paid Time Off (PTO) - The Health and Welfare allowance will not be paid on PTO pay-out hours. 20.4 PTO hours must be scheduled and approved by management in advance of taking PTO time. In general where there are more time-off requests than can be accommodated to an meet business needs, requests will be granted on a first come, first serve basis. However, the Company retains the right to modify PTO schedules to promote the efficiency of JRTC operations. Such a modification will not be done unreasonably and the affected employee when his/her employment ends will be given as follows:much advance notice as possible of any such modification.

PTO. On January 1, 2008 and on January 1 20.1 The number of PTOday/hours an employee receives each year thereafter, eligible employees will be credited forty (40) paid time off (“PTO”) hours. Each eligible employee’s current sick leave bank balance as determined by the completed years of December 31, 2007 will transfer over to PTO hours as well, without reduction or offset to this forty (40) hours credit. There will be no cash out of unused sick leave on December 31, 2007. The prior (2003- 2007) contract’s sick leave provisions will continue to apply up to, but will become inoperative and of no further force and effect on, September 1, 2007. PTO is to be scheduled, whenever possible, in advance (end of shift prior day). This PTO program is not intended to allow a pattern of abuse of unscheduled PTO use by employees, and such activities may be subject service according to the attendance policy. Unused PTO will be cashed out in January 2009 following schedule: Trial Period and in January every year thereafter.Seniority Annual Hours Biweekly Accrual Hours Days Per Year Annual Carryover 1. If all PTO use in prior year was scheduled, 125% of unused balance will be cashed out. 2. If no PTO used at all, 150% of unused PTO balance will be cashed out. Pre-shift call in for sickness in an eight (8) hour increment will count as a scheduled PTO. PTO use after shift has started is considered unscheduled. Employees can use PTO in minimum of one (1) hour increments. To be eligible for the annual forty (40) hours PTO, employees must have actually worked some part of the calendar year prior to December 31 of the year in question (forty (40) hours annual credit reduced pro-rata if employee is absent for any reason longer than ninety (90) days in prior calendar year). PTO credit will be pro-rated for new hires, following their probationary period: 1. If hired July 1, and employee gains seniority on October 1, then he gets twenty (20) hours immediately on October 1, forty (40) more hours on January 1 of next year. 2. The Company will allow ten (10) hours up front to probationary employees; then at ninety (90) days populate their account with pro-rated forty (40) hours, but as per the above example, minus what has previously been used of the ten (10) hours “up front” credit. 3. If employee is hired December 1, and gains seniority on March 1 of the next year, he would then vest forty (40) hours, plus one-twelfth (1/12) of forty (40) hours to account for his December work. This ten (10) hours shall not be subject to cash out if January 1 occurs during the probationary period. For FMLA, still require fifty percent (50%) vacation usage first, but PTO usage is employee choice. PTO must be used, if available, to cover any unscheduled absence except FMLA, that is, non-FMLA unscheduled days are always PTO if PTO is available. Vacation can be used only in four (4) hour increments to cover unscheduled absence only after PTO is exhausted in a calendar year, except that scheduled and approved absences with twenty-four (24) hour notice can be used in two (2) hour increments – See Section 5.3(c) above. Section 6.1(a) Payout of Unused 20.2 Paid Time Off (PTO)) – PTO may be utilized for sickness, vacation, injury, medical appointments, or personal reasons. Employees utilizing PTO for vacation and personal reasons must schedule the leave for approval at least ten (10) days in advance.Requests with less than ten (10) days’ notice will not be unreasonably denied. If denied, employees will be informed of the reason for denial in writing. PTO may be taken in increments of no less than a tenth (.10) hour. Employees may carryover one and one-half (1 ½) year’s accrual at the end of the last pay period in December each year. Employees are paid for any accrued PTO balance that exceeds one and one-half (1 ½) year’s carryover in January of the following year. Regular employees having completed their probationary period, upon separation of employment will be paid all accrued PTO. 20.3 Paid Time Off (PTO) -The Health and Welfare allowance will not be paid on PTO pay-out hours. 20.4 PTOhours must be scheduled and approved by management in advance of taking PTO time. In general where there are more time-off requests than can be accommodated to an meet business needs, requests will be granted on a first come, first serve basis. However, the Company retains the right to modifyPTO schedules to promote the efficiency of JRTC operations. Such a modification will not be done unreasonably and the affected employee when his/her employment ends will be given as follows:much advance notice as possible of any such

PTO. On January 1, 2008 and on January 1 each year thereafter, eligible employees will be credited forty (40) paid time off (“PTO”) hours. Each eligible employee’s current sick leave bank balance as of December 31, 2007 will transfer over to PTO hours as well, without reduction or offset to this forty (40) hours credit. There will be no cash out of unused sick leave on December 31, 2007. The prior (2003- 2007) contract’s sick leave provisions will continue to apply up to, but will become inoperative and of no further force and effect on, September 1, 2007. PTO is to be scheduled, whenever possible, in advance (end of shift prior day). This PTO program is not intended to allow a pattern of abuse of unscheduled PTO use by employees, and such activities may be subject to the attendance policy. Unused PTO will be cashed out in January 2009 and in January every year thereafter. 1. If all PTO use in prior year was scheduled, 125% of unused balance will be cashed out. 2. If no PTO used at all, 150% of unused PTO balance will be cashed out. Pre-shift call in for sickness in an eight (8) hour increment will count as a scheduled PTO. PTO use after shift has started is considered unscheduled. Employees can use PTO in minimum of one (1) hour increments. To be eligible for the annual forty (40) hours PTO, employees must have actually worked some part of the calendar year prior to December 31 of the year in question (forty (40) hours annual credit reduced pro-rata if employee is absent for any reason longer than ninety (90) days in prior calendar year). PTO credit will be pro-rated for new hires, following their probationary period: 1. If hired July 1, and employee gains seniority on October 1, then he gets twenty (20) hours immediately on October 1, forty (40) more hours on January 1 of next year. 2. The Company will allow ten (10) hours up front to probationary employees; then at ninety (90) days populate their account with pro-rated forty (40) hours, but as per the above example, minus what has previously been used of the ten (10) hours “up front” credit. 3. If employee is hired December 1, and gains seniority on March 1 of the next year, he would then vest forty (40) hours, plus one-twelfth (1/12) of forty (40) hours to account for his December work. This ten (10) hours shall not be subject to cash out if January 1 occurs during the probationary period. For FMLA, still require fifty percent (50%) vacation usage first, but PTO usage is employee choice. PTO must be used, if available, to cover any unscheduled absence except FMLA, that is, non-FMLA unscheduled days are always PTO if PTO is available. Vacation can be used only in four (4) hour increments to cover unscheduled absence only after PTO is exhausted in a calendar year, except that scheduled and approved absences with twenty-four (24) hour notice can be used in two (2) hour increments – See Section 5.3(c) above. Section 6.1(a) Payout of Unused Paid Time Off (PTO). PTO will be paid out to an employee when his/her employment ends as follows:

PTO. On January 1, 2008 and on January 1 each year thereafter, eligible employees will be credited forty (40) paid time off (“PTO”) hours. Each eligible employee’s current sick leave bank balance as of December 31, 2007 will transfer over to PTO hours as well, without reduction or offset to this forty (40) hours credit. There will be no cash out of unused sick leave on December 31, 2007. The prior (2003- 2007) contract’s sick leave provisions will continue to apply up to, but will become inoperative and of no further force and effect on, September 1, 2007. PTO is to be scheduled, whenever possible, in advance (end of shift prior day). This PTO program is not intended to allow a pattern of abuse of unscheduled PTO use by employees, and such activities may be subject to the attendance policy. Unused PTO will may be cashed out in January 2009 and in January every year thereafteror rolled over no later than the second pay period of each calendar year, for the previous year. 1. If all PTO use in prior year was scheduled, 125% of unused balance will may be cashed out. 2. If no PTO used at allin prior year, 150% of unused PTO balance will may be cashed out. o In all instances of cash out, employees will be required to notify the Human Resources department, by the end of the first calendar year pay period, to indicate the amount of hours they wish to cash out. All remaining hours will be rolled over subject to item 3 below. 3. Employees can rollover up to forty (40) hours of PTO for a maximum balance of no more than Eighty (80) hours. Pre-shift call in for sickness in an eight (8) hour increment will count as a scheduled PTO. PTO use after shift has started is considered unscheduled. Employees can use PTO in minimum of one (1) hour increments. To be eligible for the annual forty (40) hours PTO, employees must have actually worked some part of the calendar year prior to December 31 of the year in question (forty (40) hours annual credit reduced pro-rata if employee is absent for any reason longer than ninety (90) days in prior calendar year). PTO credit will be pro-rated for new hires, following their probationary period: 1. If hired July 1, and employee gains seniority on October 1, then he gets twenty (20) hours immediately on October 1, forty (40) more hours on January 1 of next year. 2. The Company will allow ten (10) hours up front to probationary employees; then at ninety (90) days populate their account with pro-rated forty (40) hours, but as per the above example, minus what has previously been used of the ten (10) hours “up front” credit. 3. If employee is hired December 1, and gains seniority on March 1 of the next year, he would then vest forty (40) hours, plus one-twelfth (1/12) of forty (40) hours to account for his December work. This ten (10) hours shall not be subject to cash out if January 1 occurs during the probationary period. For FMLA, still require fifty percent (50%) vacation usage first, but PTO usage is employee choice. PTO must be used, if available, to cover any unscheduled absence except FMLA, that is, non-FMLA unscheduled days are always PTO if PTO is available. Vacation can be used only in four (4) hour increments to cover unscheduled absence only after PTO is exhausted in a calendar year, except that scheduled and approved absences with twenty-four (24) hour notice can be used in two (2) hour increments – See Section 5.3(c) above. Section 6.1(a) Payout of Unused Paid Time Off (PTO). PTO will be paid out to an employee when his/her employment ends as follows: