Common use of Tuition Assistance Plan Clause in Contracts

Tuition Assistance Plan. The Company and the Union reaffirm the assertion that continuous investment in employees is an essential strategy towards maintaining competitiveness in a global environment. To this end, regular full-time employees will be provided the opportunity for a minimum of forty (40 hours of education and training that is skill based or job related during each calendar year. It will be pro- rated for part-time employees, mid-year hires, and employees working less than a full year. The Company also agrees to provide a Tuition Assistance Plan (TAP) that will provide tuition assistance for employee by means of reimbursement of eligible expense incurred once the employee has successfully completed the course9s) in accordance with TAP requirements and provided the supporting documentation determined by the Company to be necessary. In order to be eligible for TAP, an employee must pursue a degree or certificate program in an approved program, such as ones that will enable bargaining unit employees to transfer to other jobs, including but not limited to CISO, CIS Administrator, Generalist, Cabling, and Routing. The Union will assist the Company in providing such programs to the extent possible. The annual cap on reimbursement of eligible expense will be $6000 for approved graduate, undergraduate and certificate programs except that part time employees wo work more than twenty (20) hours per week will be reimbursed for 75% of eligible expenses up to a maximum of $4500 and those working less than 20 hours per week will be reimbursed for 50% of eligible expenses up to a maximum of $2400. The lifetime cap will be $20,000 for certificate programs, $25,000 for undergraduate programs, and $30,000 for graduate programs. Management reserves the right to deny reimbursement for graduate programs based on its determination of the needs of the business. Involuntary Terminations If the employee voluntarily separates from the Company, the employee will reimburse the Company for all reimbursement payments made by the Company during the employee’s last twelve months on the payroll and will reimburse the Company for fifty percent (50%) of reimbursement that it made for the twelve months prior to that time. Further, those employees, who have been involuntarily terminated pursuant to the forced adjustment procedures of the CBA are eligible for up to $2000 for certain education, training, outplacement and relocation expenses. These funds are available to employee during the first year of their termination. APPENDIX 6 - NEW COMPENSATION PLANS AND RECOGNITION AWARD PROGRAMS The parties recognize that it may be in their mutual interest to negotiate additional profit sharing and compensation plans during the period of this Agreement. Accordingly, the parties agree that, should the Company or the Union seek to negotiate new plans during the period of this Agreement, the initiating party shall notify the other party of its intention to open discussions. It is anticipated that such notice to the Union shall be made at least sixty (60) days prior to a proposed meeting date. Thereafter, the Company and the Union shall work together to design and negotiate an agreed upon plan that will meet the needs of the Company and the employees. Should the parties reach agreement, the plan shall be implemented upon a mutually agreed date. Further, the Company shall retain the Recognition Award Programs in effect according to their terms. For purposes of this Agreement, “Recognition Award Programs” shall be deemed to include cash awards, gift certificates or other means of compensation in excess of three- thousand dollars ($3000) annually to any employee in recognition of individual or group performance within a Business Operating Unit, Division or Group, or in recognition of the performance of the entire Business Operating Unit, Division or Group. It is also recognized that the procedures described above shall apply to any new Recognition Award Programs which a Business Operating Unit, Division or Group may seek to introduce during the period of this Agreement. The Company shall provide quarterly reports to the Union of the associated payouts. It is the intention of the parties to jointly design plans and programs that achieve the mutual goals of the Union and the Company. APPENDIX 7 - 401K PARTICIPATION May 15, 2022 Xx. Xxx Xxxxxxx Assistant to the Vice President Dear Xxx: During our recent negotiations the Company and Union agreed that, during the term of this Agreement, employees will be eligible to participate in the Company’s 401(k) savings plan on the same terms and conditions as of April 1, 2019. Sincerely, /s/ Xxxxxxxxx Xxxxx Chief Administrative Officer, General Counsel, Corporate Secretary Concurred: /s/ Xxx Xxxxxxx Assistant to Vice President APPENDIX 8 - WORK AT HOME The Company and Union agree that they may engage in program trials which include work at home for bargaining unit employees. No program should be initiated until the requisite approval of the Company and the Union has been obtained. This agreement is intended to consider telecommuting options to address legitimate business requirements, and not intended to be used by managers or employees to address individual or personal needs. Prior to implementation of any work at home trial, a proposal will be submitted prior to which the Company will ensure that financial review and funding has been authorized. The proposal must include criteria used to: identify and/or select the participants in the trial; options for employee withdrawal; equipment to be provided by the Company; procedures applicable if that equipment is Company provided or employee provided with regard to maintenance, repair and replacements, and any associated expenses; appropriate work environment and Company access to that work area. Termination of any work at home trial may be done by either the Company or the Union with a minimum of fifteen (15) days’ notice. Compensation and benefits will not be affected by a work at home trial. Employees will be paid according to the wage zone at their normal work location. Special allowances will apply only when the employee actually reports to their normal work location as defined in Appendix 2. An employee’s schedule is unaffected by work at home, and will be established by management as specified in the CBA. The Company’s policy for safeguarding proprietary information must be followed. Supervisors will review the policy with the employee(s) before any trial commences. Performance evaluation criteria will be the same as would be in place at the employee’s normal work location. Employee reimbursable expense will be consistent with established corporate expense guidelines. Workers compensation liability for job-related injuries and illnesses and eligibility for benefits continue during the employee’s approved work schedule/assignment throughout the duration of the trial in accordance with applicable law and the term of the program. The Company is not liable for any injuries of family members, visitors and others in the employee’s home location. A teleworker’s agreement, as defined in the Company’s policy regarding telework, will be developed, reviewed, and mutually agreed to, by the Company, Union and employee before participation in the trial. A copy of this agreement will be retained in the employee’s personnel file.

Tuition Assistance Plan. The Company and the Union reaffirm the assertion that continuous investment in employees is an essential strategy towards maintaining competitiveness in a global environment. To this end, regular full-time employees will be provided the opportunity for a minimum of forty (40 hours of education and training that is skill based or job related during each calendar year. It will be pro- rated for part-time employees, mid-year hires, and employees working less than a full year. The Company also agrees to provide a Tuition Assistance Plan (TAP) that will provide tuition assistance for employee by means of reimbursement of eligible expense incurred once the employee has successfully completed the course9s) in accordance with TAP requirements and provided the supporting documentation determined by the Company to be necessary. In order to be eligible for TAP, an employee must pursue a degree or certificate program in an approved program, such as ones that will enable bargaining unit employees to transfer to other jobs, including but not limited to CISO, CIS Administrator, Generalist, Cabling, and Routing. The Union will assist the Company in providing such programs to the extent possible. The annual cap on reimbursement of eligible expense will be $6000 for approved graduate, undergraduate and certificate programs except that part time employees wo work more than twenty (20) hours per week will be reimbursed for 75% of eligible expenses up to a maximum of $4500 and those working less than 20 hours per week will be reimbursed for 50% of eligible expenses up to a maximum of $2400. The lifetime cap will be $20,000 for certificate programs, $25,000 for undergraduate programs, and $30,000 for graduate programs. Management reserves the right to deny reimbursement for graduate programs based on its determination of the needs of the business. Involuntary Terminations If the employee voluntarily separates from the Company, the employee will reimburse the Company for all reimbursement payments made by the Company during the employee’s last twelve months on the payroll and will reimburse the Company for fifty percent (50%) of reimbursement that it made for the twelve months prior to that time. Further, those employees, who have been involuntarily terminated pursuant to the forced adjustment procedures of the CBA are eligible for up to $2000 for certain education, training, outplacement and relocation expenses. These funds are available to employee during the first year of their termination. APPENDIX 6 7 - NEW COMPENSATION PLANS MEMORANDUMOFAGREEMENT REGARDING NEUTRALITY AND CARD CHECK RECOGNITION AWARD PROGRAMS The parties recognize that it may be in their mutual interest to negotiate additional profit sharing EVOQUE D.C.S. (“the Company”) and compensation plans during Communications Workers of America (“the period Union”), enter into this Memorandum of Agreement Regarding Neutrality and Card Check Recognition as of the last date of the parties’ signatures on this Agreement. Accordingly, the parties agree that, should the Company or the Union seek to negotiate new plans during the period of this Agreement, the initiating party shall notify the other party of its intention to open discussions. It is anticipated that such notice to the Union shall be made at least sixty (60) days prior to a proposed meeting date. Thereafter, the Company and the Union shall work together to design and negotiate an agreed upon plan that will meet the needs of the Company and the employees. Should the parties reach agreement, the plan shall be implemented upon a mutually agreed date. Further, the Company shall retain the Recognition Award Programs in effect according to their terms. For purposes of this Agreement, “Recognition Award Programs” shall be deemed to include cash awards, gift certificates or other means of compensation in excess of three- thousand dollars ($3000) annually to any employee in recognition of individual or group performance within a Business Operating Unit, Division or Group, or in recognition of the performance of the entire Business Operating Unit, Division or Group. It is also recognized that the procedures described above shall apply to any new Recognition Award Programs which a Business Operating Unit, Division or Group may seek to introduce during the period of this Agreement. The Company shall provide quarterly reports to the Union of the associated payouts. It is the intention of the parties to jointly design plans and programs that achieve the mutual goals of the Union and the Company. APPENDIX 7 - 401K PARTICIPATION May 15, 2022 Xx. Xxx Xxxxxxx Assistant to the Vice President Dear Xxx: During our recent negotiations the Company and Union agreed that, during the term of this Agreement, employees will be eligible to participate in the Company’s 401(k) savings plan on the same terms and conditions as of April 1, 2019. Sincerely, /s/ Xxxxxxxxx Xxxxx Chief Administrative Officer, General Counsel, Corporate Secretary Concurred: /s/ Xxx Xxxxxxx Assistant to Vice President APPENDIX 8 - WORK AT HOME The Company and Union agree that they may engage in program trials which include work at home for bargaining unit employees. No program should be initiated until the requisite approval of the Company and the Union has been obtained. This agreement is intended to consider telecommuting options to address legitimate business requirements, and not intended to be used by managers or employees to address individual or personal needs. Prior to implementation of any work at home trial, a proposal will be submitted prior to which the Company will ensure that financial review and funding has been authorized. The proposal must include criteria used to: identify and/or select the participants in the trial; options for employee withdrawal; equipment to be provided by the Company; procedures applicable if that equipment is Company provided or employee provided with regard to maintenance, repair and replacements, and any associated expenses; appropriate work environment and Company access to that work area. Termination of any work at home trial may be done by either the Company or the Union with a minimum of fifteen (15) days’ notice. Compensation and benefits will not be affected by a work at home trial. Employees will be paid according to the wage zone at their normal work location. Special allowances will apply only when the employee actually reports to their normal work location as defined in Appendix 2. An employee’s schedule is unaffected by work at home, and will be established by management as specified in the CBA. The Company’s policy for safeguarding proprietary information must be followed. Supervisors will review the policy with the employee(s) before any trial commences. Performance evaluation criteria will be the same as would be in place at the employee’s normal work location. Employee reimbursable expense will be consistent with established corporate expense guidelines. Workers compensation liability for job-related injuries and illnesses and eligibility for benefits continue during the employee’s approved work schedule/assignment throughout the duration of the trial in accordance with applicable law and the term of the program. The Company is not liable for any injuries of family members, visitors and others in the employee’s home location. A teleworker’s agreement, as defined in the Company’s policy regarding telework, will be developed, reviewed, and mutually agreed to, by the Company, Union and employee before participation in the trial. A copy of this agreement will be retained in the employee’s personnel file.