LA Convention Center

Los Angeles Convention Center

Skilled Trades Agreement

BY and BETWEEN

AEG Management LACC, LLC and

The

Los Angeles/Orange Counties Building & Construction Trades Council

AFL-CIO

January 1, 2023 - December 31, 2025

TABLE OF CONTENTS

ARTICLE PAGE

1 INTENT 4

2 RECOGNITION 4

3 UNION SECURITY 4

4 DEDUCTION OF UNION DUES/PAYROLL ADMINISTRATION 5

5 HOURS OF WORK, OVERTIMESICK LEAVE/OTHER LEAVE 5

6 HOLIDAYS/PERSONAL DAYS 7

7 VACATIONS 8

8 WAGES & FRINGE BENEFITS 9

9 STEWARDS 11

10 MANAGEMENT RIGHTS 11

1 1 GRIEVANCE PROCEDURE AND ARBITRATION 11

12 SAFETY; PROTECTIVE EQUIPMENT 12

13 NON-DISCRIMINATION 13

14 UNION BULLETIN BOARD 13

15 UNION VISITATION 13

16 EXTRA CONTRACT AGREEMENTS 13

17 SENIORITY 13

18 JOB DESCRIPTIONS 14

19 NO STRIKE AND NO LOCKOUTS 16

20 SAVINGS CLAUSE 16

21 PRE-EMPLOYMENT SCREENING- BACKGROUND, DRUG AND ALCOHOL 16

POLICY

22 DURATION & RENWAL OF AGREEMENT 18

EXHIBIT A – ASM Global 2023 BENEFITS OVERVIEW GUIDE 20 EXHIBIT B - ATTENDANCE POINTS SYSTEM

Los Angeles Convention Center Skilled Trades Agreement

ARTICLE 1 INTENT

1.1 This Agreement, made this 1st day of January, 2023, by and between AEG Management LACC, LLC (hereinafter referred to as the "Employer") and the Los Angeles/Orange Counties Building & Construction Trades Council AFL-CIO and the Local Unions who have executed this Agreement, (all of whom are referred to collectively as the "Unions"). This Agreement is entered into in good faith and the subscribers hereto declare their entire willingness to fulfill all requirements contained herein. Their acts are being done with the full knowledge, consent and authority of the Employer and the Union. It is hoped and believed that the Agreement properly respected will tend to remove the causes of strife and bring about a better understanding between the Employer and the Union.

ARTICLE 2 RECOGNITION

2.1 The Employer hereby recognizes the Los Angeles/Orange Counties Building & Construction Trades Council as the sole and exclusive collective bargaining representative of the following classifications of employees: Carpenter, Electrician, Communications Electrician, Painter, Plumber and Utility Worker. The provisions of this Agreement shall be binding upon the Employer and upon any of its successors or assignees in which the Employer or any of its owners, partners, officers or stockholder has an ownership interest.

ARTICLE 3 UNION SECURITY

3.1 Employer agrees to require, as a condition of continued employment, that all present and subsequently hired employees covered by this Agreement shall, as a condition of employment (and to the extent and in the manner provided by Federal law) become and remain members of the appropriate Local Union, after thirty (30) days of consecutive employment.

The Employer may contact the Local Union before hiring new employees to see if there are any qualified applicants available for hire.

ARTICLE 4

DEDUCTION OF UNION DUES/PAYROLL ADMINISTRATION

4.1 The Employer agrees to provide a payroll dues deduction or check-off procedure for each Union that notifies the Employer in writing that it desires to utilize this process. For each Union that so notifies the Employer, the Employer agrees to withhold from the first pay period of each month the dues and initiation fees of the appropriate Union for each employee who signs, and remits to the Employer a written authorization for such deduction. The money so withheld will be paid over promptly to the Building Trades Council for distribution to the Union representing the employee. The Unions will give the Employer a written statement of the amount of dues or initiation fees to be withheld and agree that the Employer will suffer no loss because of any withholdings from the employees' pay pursuant to this Section.

PAYROLL ADMINISTRATION

1. The Employer may implement, update and change an automated time keeping system in its discretion.

2. The Employer may utilize a payroll service in its discretion.

3. Employees will be paid on a bi-weekly basis. Pay days will be every other Friday, with a 7- calendar day pay lag reflected on paychecks.

4. The work week shall commence on Saturday at 12:00am and end on Friday at 11:59pm.

5. The work day shall commence at 12:00 am and end at 11:59pm of the same day.

6. In accordance with Federal and State laws, the Employer may alter the pay frequency, pay date, work week, work day and other payroll administrative matters in its discretion upon ten (10) calendar days written notice to the Union.

ARTICLE 5

HOURS OF WORK, OVERTIME, SICK LEAVE/OTHER LEAVE

5.1 HOURS OF WORK & SHIFT DIFFERENTIALS

The standard workday shall be eight (8) consecutive hours of work including two (2) ten (10) minute rest breaks and excluding the lunch period.

5.1.1 Upon notification to the Local Union, four (4) ten-hour days may be worked (at 40 hours pay).

5.2 Overtime:

5.2.1 All hours worked in excess of eight (8) hours, but less than twelve (12) directly after normal work shift, shall be at one and one-half (1.5) times the basic hourly rate.

5.2.2 All hours worked in excess twelve (12) directly after normal work shift, shall be at two (2x) times the basic hourly rate.

5.3 Shift Differentials:

5.3.1 When an employee is called for duty on a regular shift he or she shall be guaranteed eight (8) hours work and pay.

5.3.2 An employee scheduled to work on the sixth or seventh day of his workweek or on any holiday listed in this agreement shall be guaranteed a minimum of eight (8) hours pay at the applicable overtime rate.

5.3.3 When an employee is called in for an emergency, he or she shall be guaranteed a minimum of four (4) hours pay at the applicable overtime rate. Emergency overtime call backs shall be paid from in the time of call to clock out. Employees called in for emergency work will be paid no more than 90 minutes to report to work.

5.3.4 A holiday hereinafter listed that is not worked and is not an employee's regularly scheduled day off shall be considered as time worked for the purpose of computing overtime pay for that workweek.

5.3.5 Work Shifts

Employees shall be scheduled to work on regular work shifts having regular starting and quitting times. Except for emergencies [Emergencies defined as Force Majeure: includes, but not limited to war, riots, fire, flood, hurricane, typhoon, earthquake, or other natural disaster, any scenario that requires The Facility to operate outside of its normal business (i.e. operation as a public triage or shelter-in-place) or circumstances that prohibit or impede The Facility to conduct it's normal business (i.e. systems failure or emergency repair) and not for the purpose of going around employees overtime.], employees' work schedules shall not be changed without written notice to the employee at least Five (5) calendar days prior to the date the change is to be effective. Shift changes shall be for a minimum of five (5) consecutive days. In no event shall such schedules be established to deprive employees of payment for overtime.

5.4 Sick Leave

Employees not reporting for work because of an illness or injury or an illness or injury of a spouse, domestic partner, child or parent, or child of a domestic partner, may use sick leave benefits as provided for under this Article. Employer will provide ten (10) paid sick days to eligible employees who are hired between January 1 and June 30 of any calendar year and five (5) days if hired between July 1 and December 31 of any calendar year, for use in that calendar year. The sick time bank is replenished to ten (10) days on January 1 of each year. Sick time cannot be used as extra vacation days. Unused sick time cannot be carried forward into the next calendar year and will not be paid out at the end of the year or upon termination of employment.

5.5 An eligible employee may use sick leave benefits to receive pay if a personal illness or injury causes them to miss work or to care for an ill or injured spouse, domestic partner, child or parent.

5.6 If an employee depletes his/her sick time bank at the time of a requested sick leave absence, such employee may not get paid for that day. However, if such employee has any accrued vacation time or personal days available, the employee may use such benefits with the approval of his/her supervisor/manager.

5.7 If an employee is on an approved leave of absence due to his/her own illness, such employee must use any sick time in conjunction with any income protection plans or other sources of disability

income to achieve full pay until that sick time is exhausted or such employee returns to work. However, at no time can the combination of these benefit payments exceed the employee's normal earnings. If an employee is on an approved leave of absence on January 1, such employee will not get his/her new bank of sick days until such employee returns to work.

5.8 This article is subject to the attached Attendance Points System found in Exhibit B.

ARTICLE 6 HOLIDAYS/PERSONAL DAYS

6.1 Holidays

6.1.1 The following ten (10) holidays are observed annually for full-time regular employees:

Martin Luther King Day Thanksgiving Day Presidents Day Day after Thanksgiving

Memorial Day Christmas Day

4th of July New Year's Day

Labor Day Juneteenth

6.1.2 Hourly part-time regular employees who work on a holiday will receive time and one-half of their base hourly rate for all hours worked.

6.1.3 Full-time regular employees will receive pay for a regularly scheduled day at their regular base rate, on each of the holidays listed above, excluding any special elements of compensation such as pay differentials, bonuses or commissions. If an hourly Regular Full-Time Employee works on a holiday, such employees will receive pay for all hours worked plus eight (8) hours of holiday pay.

6.1.4 To be paid for a holiday, employees must work their regularly scheduled workday preceding and after the holiday, unless they are on an approved vacation or sick day. Employees are not eligible to earn or receive holiday pay for any holiday during an unpaid leave of absence.

6.1.5 A schedule of paid holidays will be issued each year. Employees should contact their local Human Resources Representative for the current holiday schedule.

6.2 Personal Days

6.2.1 In addition to the holidays outlined above, employees will receive two (2) Personal Days if hired on or before June 30th of the current year. Those hired on or after July 1st of the current year will be eligible for one (1) Personal Day.

6.2.2 In order to use a Personal Day you must submit a Request for Benefit Pay Form signed by your immediate supervisor to Human Resources. The maximum number of “Personal Days” is two (2); therefore, if you do not use your allotment for the current year you may not carry over unused Personal Days into the New Year.

6.2.3 All days off must be scheduled with a supervisor/manager and approved in advance. Personal Days must be taken in full-day increments. If an employee is on an approved

leave of absence on January 1, the employee will not get any new Personal Days until he/she returns to work.

6.2.4 Personal Days are approved according to the Employer's business requirement. The Employer retains the right to designate a different day to approve a Personal Day depending on business and operational needs.

6.2.5 A Personal Day will not be paid either during the time of resignation notice or at the time of separation from the company for any reason.

6.2.6 Personal Days cannot be transferred from one Team Member to another.

6.2.7 The schedule above does not apply to part-time employees.

ARTICLE 7

VACATIONS

7.1 Employer recognizes the value of rest and relaxation away from work and encourages eligible employees to use their entire earned vacation benefit each year. Employer provides paid vacation time to Benefit Eligible Employees according to the schedule shown below.

7.2 Vacation Schedule

VACATION HOURS

EARNED FOR EACH

*MAXIMUM

TIME WORKED

MONTH WORKED

ACCRUAL

0 through end of 60th month

6.67 hours per month

160 hours

61st through end of 120th month

10.00 hours per month

240 hours

121st month or more

13.33 hours per month

320 hours

7.3 New employees hired in a benefit eligible classification begin accruing or earning vacation hours on the first day of employment and will earn vacation hours for hours worked at the monthly rate set forth in the schedule above. Employees who are re-classified by Human Resources as benefit eligible will accrue vacation hours from the date of reclassification. Employees must be in an active and eligible work status to accrue vacation hours and employees on leaves of absence do not accrue vacation time during their leave. Accrual will be prorated for any month where employees are not employed in a benefit-eligible position for the entire month or are on leave status during a portion of the month.

7.4 Employees may accrue up to two times the employee's applicable yearly earned vacation amount at any one time, subject to the cap in the amount of the Maximum Accrual amount as set forth in the schedule above. Once an employee has reached this Maximum Accrual, no additional vacation will accrue until the employee uses the some or all accrued vacation and reduces the balance below the maximum. Once the balance is reduced below the Maximum Accrual, eligible employees will continue to accrue vacation benefits, on a prospective basis only, until such time as the employee again reaches

the Maximum Accrual on vacation accrual. At that point accrual will again cease pending use of accrued vacation thereby reducing the accrued vacation amounts.

7.5 In order to be able to accurately track vacation time, Benefit Eligible Employees are required to submit a Request for Benefit Pay Form, which should be done at least 30 days prior to the commencement of vacation. All vacation time must be approved in advance by the employee's supervisor and/or department manager. Vacation schedules are arranged with consideration for both the employee's desire and the needs of the department. Each employee's manager/supervisor will strive to accommodate the employee's request but must reserve the right to schedule vacations in such a way as to meet its departmental needs. Please be aware that the employee's department head has the ability to deny vacation requests. For this reason, employees should not make definitive plans, purchase plane tickets, etc. until after the employee's time-off request has been approved.

7.6 Certain Benefit Eligible Employees whose work is closely associated with sport teams or other seasonal aspects of Employer's business are expected to schedule vacation time for and take accrued vacation time during the "off season" applicable to their position. These employees are expected to report to Human Resources the off-season vacation time taken and may be required to adhere to special reporting procedures given the unique nature of these positions. If there are questions regarding whether an employee is subject to any special "off season" vacation requirements, employees should contact their local Human Resources Representative.

7.7 If an eligible employee fails to schedule or take vacation, the Company reserves the right, in its discretion and only as it deems appropriate, to schedule the time off and require an employee to take accrued vacation time as scheduled by the Company.

7.8 Upon termination of employment, employees will be paid for any accrued, but unused paid vacation time.

ARTICLE 8

WAGES & FRINGE BENEFITS

8.1 Wages for Employees will be as follows:

TRADE

January 1,

2023

January 1,

2024

January 1,

2025

Increase

7.5%

5.0%

Carpenter

$33.99

$35.69

$37.47

Electrician

$41.19

$43.25

$45.41

Communications Electrician

$41.19

$43.25

$45.41

Painter

$29.05

$30.50

$32.03

Plumber

$35.96

$37.76

$39.65

Utility Worker

$25.00

$26.25

$27.56

Leads

+$1.50

8.2 Lead — At the discretion of the Employer, each Trade may have a Lead-Person selected by the Employer from the Full-Time journey-level employees. The Employer is not required to assign a Lead Person to a Trade unless there are three (3) or more Full-Time journey-level employees in that Trade group. The selection of Lead-Persons will not be based on seniority.

8.3 Employees who work a minimum of one hundred and twenty-five (125) hours per month will be offered the benefit plan outlined below. A description of these benefits can be found in the ASM Global Benefits Overview Guide, EXHIBIT A. AEG Management LACC, LLC reserves the right to change any benefits plan without notice with the exception of the retirement benefits listed in 8.4. Such changes will be applied to all benefit eligible employees, company-wide and shall not be a subject to collective bargaining.

8.3.1 Basic Life Insurance and Accidental Death & Dismemberment (company-paid)

8.3.2 Short-Term Disability Insurance (company-paid)

8.3.3 Long-Term Disability Insurance (company-paid)

8.3.4 Employee Assistance Program (company-paid)

8.3.5 Medical Plan (company-paid with employee contributions on a pre-tax basis)

8.3.6 Dental Plan (company-paid with employee contributions on a pre-tax basis)

8.3.7 Vision Plan (company-paid with employee contributions on a pre-tax basis)

8.3.8 Flexible Medical and Dependent Spending Accounts (employee-paid on a pre-tax basis)

8.3.9 Voluntary Life Insurance (employee-paid with after-tax dollars)

8.4 Retirement: The Employer agrees to contribute the following amounts to the Defined Contribution Plan, per straight-time hours worked (to a maximum of 2080 hours per employee, per year) to the following retirement funds:

TRADE

1/1/2023

1/1/2024

1/1/2025

Carpenter Pension

$5.39

$5.53

$5.66

Electrician Pension

$6.25

$6.50

$6.75

Painter Pension &

Utility Worker Pension

$3.29

$3.54

$3.79

Plumber Pension

$6.25

$6.50

$6.75

A separate trust fringe benefit subscription agreement for each Local Union will be signed by the Local Union and the Employer.

Carpenters - Southwest Carpenters Pension Trust

Electricians - Southern California IBEW/NECA Administrative Corp. (Southern California IBEW/NECA Health Trust)

Painters & Utility Workers- International Painters and Allied Trades Industry Pension Plan Plumbers - Southern California Pipe Trades Administrative Corporation

ARTICLE 9 STEWARDS

9.1 Each Union shall have the right to appoint a working steward for each shift and shall notify the Employer in writing of the identity of the designated steward prior to the assumption of such person's duties as steward. Such designated steward shall not exercise any supervisory functions. There will be no non-working stewards. Stewards will receive the regular rate of pay for their respective crafts.

9.2 In addition to his/her work as an employee, the steward shall have the right to receive, but not to solicit, complaints and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor using only the amount of time necessary to bring about a prompt disposition of the matter. Matters that are not able to be resolved promptly or that require additional time should be handled by a Local Union Business Representatives. Each steward shall be concerned only with the employees of the steward's classification, and not with the employees of any other classification. Employer will not discriminate against the steward in the proper performance of his/her union duties.

ARTICLE 10 MANAGEMENT RIGHTS

10.1 The Employer retains all management rights except as may otherwise be set forth in this Agreement. The Employer's management rights include, but are not limited to, the determination of the size of the work force; determination of the number of employees, if any, assigned to any classifications; introduction of new equipment, machinery, methods or processes; combining job classifications; direction of the employees including, but not limited to, promotion, transfer, discipline, discharge ånd/or retirement for cause; assignment of work of employees; determination of when and whether overtime shall be worked; establishing and scheduling shifts and rest periods; and to issue and modify employee work rules and regulations.

ARTICLE 11

GRIEVANCE PROCEDURE AND ARBITRATION

1. Should a dispute arising during the term of this Agreement between the Employer and the Union, or between the Employer and any employee, as to the application or interpretation of this Agreement, in order to promote and improve industrial harmony, an earnest effort shall be made to settle such differences in accordance with the following procedure:

Step 1. The aggrieved employee shall discuss the grievance with the employee's supervisor within seven (7) working days from the date that the grievance occurred, or the employee reasonably should have had knowledge of the same, and the supervisor shall give a written response to the employee within seven (7) working days after the grievance is presented.

Step 2. If the grievance is not resolved at Step 1, the Union shall submit the grievance, in writing, within seven (7) working days after the supervisor's written response in Step 1. Within seven (7) working days after the Employer receives the written grievance, a meeting shall be held by an Employer representative and a representative of the Union. The Employer's response at this Step shall be submitted in writing to the Union within seven (7) working days.

Step 3. Any grievance which is not satisfactorily settled under Step 2 may be submitted by either party for expedited arbitration upon written notice to the other party within seven (7) working days after receipt of the Employer's response to the Step 2 meeting.

2. In the event of arbitration, the grieving party shall request a list of seven (7) arbitrators from the Federal Mediation and Conciliation Services (FMCS) to process the said matter under its adopted procedures. The parties shall select an arbitrator by alternating striking a name from the list until one name remains who shall be the arbitrator. The decision of the arbitrator shall be final and binding on the Employer, the Union and the employee. The fees and expenses of the arbitration will be borne equally by the Union and the Employer. In making his decision, the arbitrator shall not have the right to alter, add to or subtract from any provision of this Agreement.

3. It is understood and agreed that the Union and the Employer are the only parties who have the right to request the aforesaid arbitration.

4. As used in this Article, the term "working days” shall mean Monday through Friday, excluding Holidays as set forth in this Agreement.

ARTICLE 12

SAFETY; PROTECTIVE EQUIPMENT

12.1 The Employer shall, at all times, comply with Federal and State Safety Laws. The employees and the Union shall cooperate with the Employer to maintain safe work conditions. It shall also be the responsibility of the Employer to furnish all safety equipment required to comply with their Safety Rules. If an employee's on the job injury requires doctor's care and that injury prevents the employee

from continuing to work that same day, such employee shall be paid a full day's wages for the day of the injury.

ARTICLE 13

NON-DISCRIMINATION

13.1 There shall be no discrimination with regard to race, color, religion, sex, age, national origin or any other protected category by either the Union or the Employer relative to employment or conditions of employment. Whenever used in this Agreement, the masculine pronoun is understood to refer to both genders.

ARTICLE 14

UNION BULLETIN BOARD

14.1 Employer shall provide a bulletin board in a location agreed upon by the Union which may be used by the Union for the purpose of posting official notices. Notices shall be restricted to the following type:

Notice of Union recreational and social affairs.

Notice of Union elections, appointments and results of Union elections. Notices of Union meetings.

Other material requested by the Union shall be posted by mutual consent.

ARTICLE 15 UNION VISITATION

15.1 Authorized representatives of the Union shall be allowed to visit the Los Angeles Convention Center for the purpose of ascertaining whether or not this Agreement is being observed by the parties hereto, or for assisting in the adjustment of grievances. Such representatives shall check-in with the Security Department upon arrival. Furthermore, Union representatives shall not interfere with the work of employees and must fully comply with posted visitor, security and safety rules. Employees may not stop their duties to correspond with the representative at any time.

ARTICLE 16

EXTRA CONTRACT AGREEMENTS

16.1 The Employer agrees not to enter into any agreement or contract with its employees, individually or collectively, which in any way conflicts with the terms and provision of this Agreement. Any such Agreement shall be null and void.

ARTICLE 17 SENIORITY

A. All employees shall be on a ninety (90) calendar day probationary period. During the probationary period, no employee shall obtain seniority. However, upon completion of the

probationary period, an employee's seniority shall date from his or her date of hire. The Employer has the right to terminate any probationary' employee. Probationary employees discharged during their probationary period shall have no recourse to the grievance procedure.

B. Seniority shall be based on the employee's anniversary date at his particular job. The Employee's anniversary date shall be used for the purpose of computing vacation benefits and sick leave accrual. No employee shall suffer a reduction in vacation or sick leave benefits as a result of transfer to another job. Employees who transferred to AEG Management LACC, LLC from the City of Los Angeles, and who have had a City anniversary date grandfathered at LACC for the purpose of computing vacation benefits and sick leave accrual, such date shall continue to be honored.

C. Seniority shall prevail in choice of vacation time presuming vacation requests are submitted in accordance with the Vacation policy.

D. The Employees seniority shall prevail in layoff, recalls, days off and choice of shifts, provided the senior employee is qualified to perform the work. Employees on a layoff status shall have recall rights for a period six (6) months.

E. Seniority shall be a factor in promotions and demotions, considering the ability and qualifications required for the job. If an employee has the ability and qualifications, seniority shall be the determining factor. The Employer shall be the party who determines the issue of ability and qualifications.

F. Seniority shall continue to any successor Employer bond by this agreement.

ARTICLE 18 JOB DESCRIPTIONS

18.1 CARPENTER SUMMARY

The Carpenter will install, maintain, and repair all wood fixtures, walls, flooring, ceiling, roofs, doors, locks, hardware, keys, and trim at the Los Angeles Convention Center (LACC).

18.1 A ESSENTIAL DUTIES AND RESPONSIBILITIES

Assemble, install, and maintain all wood fixtures, walls, floors, ceiling, doors, locks, hardware, keys, trim. Repair or replace all wood fixtures, walls, floors, ceiling, doors, locks, hardware, keys, roof leaks, and trim using hand tools / power tools. Work from ladders, scaffold, power lifts and roofs. The Carpenter can be tasked to conduct safety inspections of the building and certain safety related equipment. Perform all other maintenance duties given by supervisor, when required to maintain the integrity and safety of the facility. (Non-Carpentry) Ex: unstop plumbing fixtures and lines or replace lamps

18.2 ELECTRICIAN SUMMARY

The Electrician is responsible for, but not limited to, the day to day maintenance and support of the Los Angeles Convention Center (LACC) and event requests, including 120-480 volt power distribution, shop repairs, motor control, lighting systems, and energy conservation. The Electrician is required to respond to 12kv outage, and must be able to diagnose and take corrective action to restore power.

18.2 A ESSENTIAL DUTIES AND RESPONSIBILITIES

Required to perform journeyman level work. Responsible for, but not limited to, electrical repair and maintenance, of the power distribution systems, including preventative maintenance, motor control repair, lighting and lighting systems, energy usage/conservation. Perform electrical installation of circuits for offices, work areas and mechanical equipment rooms when required. Power installation for certain contracted events. Assists food services in set-up of electrical equipment for shows and seminars. May be required on occasion to lend support to other crafts. Must provide own hand tools to perform required functions.

18.3 PAINTER SUMMARY

The Painter carries out the day-to-day painting needs of the Los Angeles Convention Center (LACC).

18.3 A ESSENTIAL DUTIES AND RESPONSIBILITIES

Performs journeyman level work throughout LACC. Performs new construction and tenant improvement, drywall taping, mudding and finishing work. Furniture staining and finishing. Responsibilities included, but not limited to, patching walls, roof repair, fine finishing work, concrete sealing, sign making, both interior and exterior painting of all surfaces in the facility. May be required to lend support to other trades. Ability to answer guest questions regarding the facility. Maintains proper care of uniform, equipment and supplies.

18.4 PLUMBER SUMMARY

The Plumber carries out the day-to-day plumbing needs of the Los Angeles Convention Center (LACC).

18.4 A ESSENTIAL DUTIES AND RESPONSIBILITIES

Required to perform journeyman level work. Provides own hand tools required to perform assigned work, including but not limited to, screw drivers, measuring tape, pliers, adjustable wrenches and flashlight. Provide routine daily checks and activities. Responsibilities included, but not limited to, all restroom fixtures, kitchen fixtures, dishwashers, grease traps, hood wash down system, drinking fountains, hot water heaters, building sewer system, dewatering system, storm drains, air conditioning condensate drains, water usage/conservation, water softener, reverse osmosis, and perform system check on fire sprinkler system. May be required on occasion to lend support to other trades. Ability to answer guest questions regarding the facility. Maintains proper care of uniform, equipment and supplies.

18.5 COMMUNICATIONS ELECTRICIAN SUMMARY

The Communications Electrician is responsible for, but not limited to, the day-to-day maintenance and support of the Los Angeles Convention Center (LACC) Audio/Visual support services for contracted events, shows, seminars, building lighting systems and related maintenance for the building lighting systems.

18.5 A ESSENTIAL DUTIES AND RESPONSIBILITIES

Required to perform journeyman level work. Responsible for, Audio/Visual support services for contracted events, shows, seminars, building lighting systems and related maintenance for the building

lighting systems. May be required on occasion to lend support to other crafts. Must provide own hand tools to perform required functions.

18.6 OPERATIONS UTILITY WORKER SUMMARY

The Operations Utility Worker is responsible to make general basic repairs and meet the minor maintenance needs of the Los Angeles Convention Center (LACC), that is not the traditional work of the Journeyman Building & Construction Trades workers listed above.

18.6 A ESSENTIAL DUTIES AND REPSONSIBILITIES

The duties of the Operations Utility Worker include surface preparation for paint, general basic repairs such as restroom partitions, toilet paper dispensers, ceiling tiles, replacing electrical cover plates, aerators, water closets, repair baseboards, reset pavers, changing light bulbs fixing door handles, hanging pictures, frames, mirrors, security hangers, moving equipment and furniture, fixing small appliances, replacing filters and batteries, restocking, trash removal, spill clean-up and maintaining back of house areas, garages and workstations and work areas.

ARTICLE 19

NO STRIKE AND NO LOCKOUTS

1. During the term of this Agreement, there shall be no strike, sympathy strike, picketing, slowdown, withholding of work, refusal to work, walk-off, sit-down, stand-in, wobble, boycott, hand billing directed against the Employer, bannering, disruptive activity or other work stoppage of any kind for any reason by the Union or its members.

2. Similarly, the Employer agrees that during the term of this Agreement, it will not lockout employees covered by this Agreement.

ARTICLE 20

SAVINGS CLAUSE

20.1 If any Article, section, clause or provision of this Agreement shall be declared invalid, inoperative, or unenforceable by any competent authority of the executive, legislative, judicial, or administrative branch of any federal, state or local government, Employer and the Union shall immediately suspend the operation of such Article, section, clause or provision, during the period of its invalidity, provided, however, that the remainder of this Agreement shall continue in full force and effect. During the period of any adjudged invalidity, Employer and the Union shall attempt to negotiate substitute provisions which will meet the intent of the invalid provisions, but which shall be in conformity with the applicable laws.

ARTICLE 21

PRE-EMPLOYMENT SCREENING- BACKGROUND, DRUG AND ALCOHOL POLICY

21.1 Purpose

To state the policy of AEG Management LACC, LLC. (Hereinafter referred to as the Employer) with respect to the possession and use of prohibited substances by its employees, including management level personnel, while in the employ of the Employer and/or while on the Employer's property or using the Employer's property (including vehicles, lockers and parking lots), or on customer premises, or any other premise during working hours. The Employer is committed to providing employees with a workplace which is safe, productive and conducive to the welfare of all, and to protect the safety of customers and the public. This policy is being instituted with all of these objectives in mind.

21.2 Policy

The possession, use sale, and/or transportation of illegal substances are prohibited. The possession or use of alcohol during working hours is prohibited. Reporting to work under the influence of alcohol or illegal substances is prohibited. Use of legal drugs prescribed by a physician, or over-the-counter drugs, which may impair the employee's ability to perform in a safe and efficient manner, is also prohibited unless a physician release is received and approved by a supervisor. Violation of the stated policy regarding drug and alcohol use may result in suspension without pay or possible termination, seen for the first offense.

21.3 Pre-Employment Screening

Consistent with this the pre-employment screening policy, the Employer will condition an offer of employment on the satisfactory completion of a criminal background, and drug test.

21.4 Current Employees

Drug and alcohol testing will be required of current employees under the following circumstances: POST ACCIDENT AND RESONABLE SUSPICION. The Employer's contracted drug screening vendor confirms all test results, both negative and positive, before submitting those results to the Employer. However, employees disagreeing with positive test results may choose to have additional testing conducted at his or her own expense. In order for the additional testing to be considered by the Employer, the laboratory capabilities must be medically recognized and the sample to be tested must have been taken from the employee at the same time as that tested by the drug screening vendor. Test results of a significant difference shall allow the reinstatement of such employee if accompanied by a medical explanation of differing results.

21.5 Treatment

Any employee who feels he/she may have a drug or alcohol problem may come to management confidentially and discuss possible treatment options. Treatment expense will be the responsibility of the employee. The Employer is concerned about the health and welfare of its employees and will encourage employees to seek professional help. Drug free employees may remain of the job during treatment and according to the rules of this policy, are subject to abstinence monitoring for one year. However, employees who are found to be in violation of this policy and have not come forward will face suspension without pay or possible termination.

21.6 Legal Drugs

Employees undergoing prescribed medical treatment with a prescribed drug or controlled substance or over-the counter drugs which may alter their physical or mental ability to perform the job or drive a vehicle will be required to notify his/her supervisor of the situation. The supervisor may have the

employee's physician report to the Employer stating that the use of the prescribed medication will not impair his/her ability to safely perform his/her duties.

21.7 Confidentiality

All test results and meetings between Management and the employee regarding such test results shall be confidential. Employees requesting aid and guidance from the Employer in alcohol and drug abuse resolution will be dealt with on a confidential basis. Help shall be made available without prejudice.

21.8 Post-Accident

A drug and alcohol test will be required of the person responsible for an accident that results in property damage or an injury to themselves or others with requires medical care. The requirement to take a drug test does not release the employee from the responsibility of reporting accidents and inquiries in a timely fashion.

21.9 Reasonable Suspicion

Employees will be tested when there is reasonable suspicion of use of or being under the influence of drugs or alcohol or where circumstances of unusual and unexplained occurrences justify testing.

An employee may be required to provide a sample for drug and alcohol test as the result of a complaint by another employee or customer of the Employer. Such a complaint must be specific in that an employee appears to possess or be under the influence of drugs or alcohol, and after being investigated by management, the complaint deems to have merit.

21.10

An employee who has undergone treatment for drug or alcohol use will be required to take and pass a drug/alcohol test as a condition for returning to work. The employee will also be required to enter into a "Last Chance Agreement" with the employer and to submit to and pass random drug/alcohol tests for a period of one year following treatment in order to remain with the Employer.

21.11 Refusal To Take A Required Drug/Alcohol Test

If an employee refuses to cooperate in giving a specimen when asked, the employee will not be returned to work and will be placed on suspension, without pay, until a review of the facts in the case can be conducted by management. Consequences of refusal of a reasonable request to provide a specimen, or a positive result from a drug/alcohol test, within the rules as described above, may result in suspension without pay or possible termination, for failing to comply with Employer policy, even for a first offense.

ARTICLE 22

DURATION & RENWAL OF AGREEMENT

22.1 This Agreement shall be in full force and effect for a term commencing January 1, 2023, and terminating at midnight December 31, 2025, and shall automatically renews itself from year to year thereafter unless either party hereto shall give to the other party a notice in writing of desire to modify this Agreement. Such notice shall be served by registered mail upon the other party no earlier than ninety (90) days or later than sixty (60) days prior to the termination date, or successor termination date, of this Agreement.

Los Angeles Convention Center Skilled Trades Agreement

Los Angeles/Orange Counties Building & Construction Trades Council and the Employer, hereby adopt and agree to be bound, effective January 1, 2023, by all the terms and conditions of this Collective Bargaining Agreement.

This Agreement shall be deemed executed when the parties signing shall have affixed their signatures hereto.

Executed at 1201 Figueroa St., Los Angeles, in the County of Los Angeles, State of California, this 1st day of January, 2023.

Employer:

General Manager

Title

Los Angeles/Orange Counties Building & Construction Trades Council:

By • Counc,·1

Title

Retrtyn.JJ,·,c

LOS ANGELES/ORANGE COUNTIES BUILDING AND CONSTRUCTION TRADES COUNCIL'S AFFILIATED CRAFT LOCAL UNIONIS/COUNCILS:

I.B.E.W. Local #11 =

1'4-

Pamters D.C. #36

M,a--

est Mountain States Carpenters

UNION MEETING

Ratification of Contract

LA Convention Center

February 7, 2023

11:00 am