TABLE OF CONTENTS

It is the intent and purpose of the parties hereto that this Agreement will promote and improve the industrial and economic relationships between the employees and the Company, and to set for the herein the basic agreement covering rates of pay, hours of work and conditions of employment to be observed between the parties and hereto.

The company and the Union encourage the highest possible degree of friendly, cooperative relationships between their respective representatives at all levels and with and between all employees. The officers of the company and the Union realize that this goal depends on more than words in a labor agreement, that it depends primarily on attitudes between people in their respective organizations and at all levels of responsibility. They believe that proper attitudes must be based on full understanding of and regard for the respective rights and responsibilities of both the Company and the Union.

The Company hereby recognizes the officers and agents of the Union as the exclusive collective bargaining representative for the purpose of collective bargaining with respect to rated of pay, wages, hours of employment, and other conditions of employment, for its Installation, Maintenance, and Service employees, but specifically excluding clerical employees; also confidential, professional and supervisory employees as defined in the Labor-Management Relations Act of 1947, as amended.

Employees engaged in the above excluded occupations shall not perform the same type of work in excess of twenty percent of their time except under the following circumstances:

1. To perform training and instruction.

2. To determine the operating characteristics of equipment or processes.

3. Working during emergency.

4. Where employees do not have the skills to perform the work.

Each party to this Agreement will keep one another advised as to the name of its official representatives or alternates, and all collective bargaining matters will be handled by such representatives.

Employees covered by this Agreement who are members of the Union or thereafter become members shall pay dues to the Union. Employees hired into the bargaining unit after the effective date of this Agreement will either join the Union or pay dues to the Union within thirty (30) days after being hired.

During the first 120 workdays, an employee shall be considered as being on a probationary basis. “Probationary” employees may be transferred, laid-off, or discharged during such 120 working days without recourse to their grievance procedure. There shall be no obligation for re-employment of probationary employees if they are discharged or laid off during this period.

Section 3.

One representative of the Union may meet once with one or more employees transferred into the bargaining unit and/or new hires upon completion of their 120 workdays probationary period, for the purpose of furnishing information about the Union. The employee’s supervisor shall approve the date, time and place of the meeting in advance, which shall not last longer than thirty (30) minutes.

ARTICLE III Payroll Deduction of Union Dues Section 1.

The Company shall, during the existence of this Agreement, deduct Union dues and initiation fee if applicable from employee’s wages upon receipt of a written authorization signed by an employee authorizing the Company to deduct dues from his wages, remitting the same to the Union. In accordance with the authorization, the amount so deducted will be forwarded monthly to the Union, furnishing the Union with the total amount deducted, a list of employees for whom deductions were made, and a list of employees for whom deductions were not made together with the reason therefore (provided the latter have signed authorization cards). Such authorization shall be in accord with Exhibit “A”, attached hereto.

The Company will furnish the Union as soon as practical following the first of each month, a list of employees added to the force to perform work covered by this Agreement as well as a list of all bargaining unit employees who have, for any reason, left the service of the Company.

Union dues may be canceled by an employee at any time advising in writing of such cancellation.

Wherein errors occur either through failure to begin deduction of the dues or to cease deductions, correction will be made as of the date such error is discovered without retroactive payments or deductions one way or the other.

The Union agrees that the Company assumes no responsibility in connection with deduction of the dues except that of forwarding money deducted as set forth in Article III. The Union shall indemnify and hold harmless the Company for its adherence to this section.

ARTICLE IV Non- Discrimination Section 1.

There shall be no discrimination by the Company or the Union or any of its agents against any employee because of membership or non-membership in the Union.

The Company and the Union agrees that there will be no discrimination against employees or applicants for employment for reasons of race, religion, color, gender, marital status, disability, handicapped status, veterans status, age or national origin and further to comply with all local, state, or federal laws pertaining hereto. In this agreement, the use of the masculine gender shall be construed as including both genders and not as a limitation to sex.

Definition of Grievance: A grievance is any dispute or complaint involving:

1. The interpretation or application of any provisions of this Agreement between the Company and the Union, or

2. Charges or allegations that an employee or group of employees have been treated unfairly or discriminated against in any manner by the Company.

Grievance Procedure: Grievances shall be handled as follows:

Step 1. The employee who believes he is aggrieved, and/or his local Union Representative shall discuss the matter with the employee’s immediate supervisor in an attempt to settle the grievance. Grievances must be presented in writing within thirty (30) days from the time the employee has knowledge of the incident, which is the basis for the grievance.

In such cases, the employee and/or his local Union Representative shall tell the supervisor that he has a grievance and review the incident, which gave rise to the grievance.

The employee and/or his local Union Representative should state the specific issue, including the Article and Section of the Agreement allegedly violated, all available facts and information known, and the specific remedy sought. The Union Representative will be present at any settlement meetings. The Supervisor shall submit an answer within three (3) workdays after conclusion of the grievance meeting.

Step 2. If the grievance is not satisfactorily settled as provided for in Step 1, it shall then be referred to the Second level Supervisor within twenty (20) days. The grievance will then be discussed further between the Union and the Supervisor. Within ten (10) days after conclusion of the grievance meeting, an answer to the grievance will be given by the Second level Supervisor to the Union.

Step 3 . At the conclusion of Step 2, if the grievance is not satisfactorily settled, a meeting shall be held between duly authorized representatives of the Union and the Director of Operations the grievance shall be reduced to writing stating the Article and Section the Union believes the Company has violated. The grievance discussed at this meeting shall be answered by the Company, in writing, not later than ten (10) days following such a meeting.

Step 4. If the Company’s answer is not accepted, or the grievance granted by the Company, it might be submitted by either party to an impartial arbitrator selected by both parties. Either party must notify the other of the intent to go to arbitration within 45 days of receipt of the Step three answer.

Either party may request the Federal Mediation and Conciliation Service or the American Arbitration Association , to submit a list of five (5) arbitrators approved by that Agency. The Company and the Union shall each have the right to strike (2) names from each list. The parties shall alternate in striking names, the representatives of the aggrieved party exercising the first strike. The person whose name remains on the list shall be designated the arbitrator and he/she promptly sit and hear the case and reach a decision and settlement thereof.

The decision of the arbitrator shall be final and binding upon the parties hereto as to questions to fact, but not as to conclusion of law.

The arbitrator shall not have the right to change or alter this Agreement, but this in no way shall detract from the right of the arbitrator to determine the intent, meaning and application of any contract term in which the parties hereto are in dispute as to such intent, meaning and applications.

Except as otherwise provided, the Union shall be considered the representative for grievance representation purposes of employees of the bargaining unit, laid-off, discharged or otherwise separated from the payroll until the limits of the grievance and arbitration procedures have been exhausted. Starting at the 2^nd step of the grievance procedure, such grievance must be taken up within ten (10) days from the date of separation from payroll.

Section 4.

The expenses of the arbitrator shall be borne equally by both parties.

Failure of the moving party to process a grievance within any of the time limitations specified in the grievance procedure outlined above shall render the grievance steeled on the basis of the Company’s last written answer. The time limits specified herein may be extended by mutual agreement of the parties.

An aggrieved employee or a single local representative of the Union, who is a represented employee of CC, shall suffer no loss of regular pay because of participation of Step 1 and/or 2 grievance meetings; and/or any day in which contract negotiation meetings are held with the Company. The Union shall be responsible to pay any individual (including the Local Union President, Steward, or any other employee) who participates for or represents the Union at Step 3 grievance meetings, arbitration proceedings.

The Company and the Union agree that the grievance procedure, including arbitration, provided herein shall be the sole and exclusive means of resolving all grievances arising under the terms of this Agreement, and, further, that remedies and procedures provided by statute shall be the sole and exclusive means of settling all other disputes between an employee and/or the Union and the Company. Accordingly, during the term of this Agreement, neither the Union nor any employee covered by this Agreement will instigate, promote, sponsor, engage in or condone any other interruption of or interference with work over any dispute involving interpretation of application of the Agreement, or for any other reason, including sympathy strike. In the event of a labor conflict involving another employer, where the Company is notified of violence or threatening activity, the Company shall use its best effort to make alternative provisions to make entry and/or departure to the site, including requesting separate gates. In the event that any employee or group of employees covered by this Agreement shall, during the term of this Agreement, participate in or engage in any of the activities herein Prohibited, the Union agrees immediately upon being notified by the Company, to direct such employee or group of employees to cease such activity and resume work at once.

During the term of this Agreement, the Company agrees not to cause, permit or engage in any lockout of its employees.

The Union agrees, that except as expressly and specifically provided to the contrary by the provisions of this Agreement that the Management of the Company, the standards of work performed, and the direction of the working force are solely and exclusively the functions and prerogatives of the Management of the Company and are not subject to the grievance procedure, arbitration or negotiations.

An authorized Union Representative who is not an employee shall, upon properly identifying himself to the Company through the designated company Representative, be permitted to enter the premises and work rooms for the purpose of inspection and seeing that the terms of this Agreement are being carried out. The inspection will not interfere with operations of the Company.

If for any reason the Company desires to contract or sub-contract bargaining unit work, it is the earnest intent that the aforementioned contracting or sub-contracting will not result in an eroding of the bargaining unit or the curtailing of the work of the bargaining unit.

If the Company does contract or sub-contract bargaining unit work it shall, upon request of any officer of a CWA Local, provide timely information including names, job sites, dates and descriptions. Exhibit C.

All Employees must comply with Company policies, procedures and processes as published and/or posted as a condition of continued employment.

Employees covered by this Agreement shall not be disciplined by suspension, demotion, and discharge or otherwise except for just cause. The question of whether just cause exists shall be subject to the grievance procedure provided them.

ARTICLE XI

Seniority

Seniority shall mean an employee’s length of service with the Company since his last hiring date. If two or more employees are hired on the same date, they shall be placed on the seniority list according to alphabetical order. “Hiring date” shall mean the date they began to work.

Seniority for bumping, layoff, recall, bidding, etc., shall be based on an employee’s service (seniority) within the bargaining unit. Section 1.

An Employee shall be terminated for any of the following reasons:

a. Quit; or

b. Discharge for just cause: or

c. Failure to report for work within five (5) days following a recall from layoff by notice sent to the Employee by Certified Mail, return receipt requested, to his last address of record on file with the Company unless reasonable excuse is given for such failure; or

d. Acceptances of other employment while on leave of absence. Section 2.

A seniority list will be posted at Commonwealth Communications headquarters and a copy provided to the Union Steward.
Section 3.

When the Company declares a position being available, that is covered by this Agreement; the posting procedure that follows will be applicable.

To afford the existing employees the opportunity to bid on those positions. Such posting will be placed in conspicuous locations, and shall remain posted for a reasonable number of days, not to exceed five (5) calendar days.

Promotion/ transfers shall be awarded to the most senior employee where skill ability and knowledge to perform work available is equal.

ARTICLE XII

Layoff and Recall

Layoff

Reductions in the workforce shall be made in the following manner:

Temporary or part-time employees shall be terminated first. If additional reduction is necessary, seniority shall prevail, providing the employee has the skill, ability, and knowledge to perform the work, which is available. Recall of employees on layoff shall be in reverse order of the above procedure, providing that the employee to be recalled has the skill, ability, and knowledge to perform the work, which is available.

Recall

When a regular full-time employee has been laid-off during the term of this Agreement, he/she shall be recalled subject to the following conditions:

a. For employees having less than five (5) years of service at the time of layoff, their recall rights shall terminate upon six (6) months of layoff.

b. For employees having more than five (5) years of service at the time of layoff, their recall rights shall terminate upon twelve (12) months of layoff.

c. An employee on layoff status will continue to accumulate seniority with the Company for a period of six (6) months.

ARTICLE XIII

Bulletin Boards

The Union shall have the use of one bulletin board at each location of the employees covered by this Agreement for the posting of the Union notices for elevations and meetings or official Union business. The Union will not post on the bulletin board any matter deemed objectionable to the Company.

Copies of all postings shall be given to Management upon request.

ARTICLE XIV

Hours of Work and Overtime

Section 1. Normal Work Week

Forty (40) hours shall constitute the normal workweek for full time employees commencing on Monday. The workweek included five (5) days of a given calendar week. The Company can substitute a weekly work schedule consisting of four (4) ten hour days.

The Company has the right to change workdays and hours. The employee will be notified a week in advance, if possible, but not less than forty-eight (48) hours in advance in of schedule changes. Section 2. Normal Work Day

Eight hours shall constitute the normal workday except for schedules with four (4) ten (10) hour workdays, where ten hours shall constitute the normal workday. The hours of work shall be consecutive except for an unpaid lunch period of one (1) hour.

Section 3. Relief Periods

Each employee shall be permitted a relief on the job of fifteen (15) minutes during each four (4) hour session worked. The relief period shall be taken as the workload permits.
Section 4. Overtime

a. Overtime payment will be made after the normal workweek of forty (40) hours is accumulated.

b. Overtime payments will be made after the normal workday of eight (8) hours is completed or after ten (10) hours if an employee is working 4 x 10’s.

c. The Company will try to divide overtime among the employees who are qualified to perform the work.

d. Overtime shall not be worked unless it is authorized by a supervisor of the Company.

e. Sunday work shall be compensated at two times the employee rate of pay. Section 5. Stand-by Duty

A. Employees assigned by the Company to do stand-by duty for the purpose of taking trouble calls outside of their normal scheduled working hours shall be paid for such stand-by duty as follows: While an employee is on stand-by, he shall keep the Company informed at all times as to where he can be reached and will be in a location to enable him to respond to a call within one (1) hour. If the employee who is designated as being on “stand-by” becomes temporarily unavailable and/or unable to perform his duties, the “stand-by” employee shall be responsible for finding a qualified replacement to perform his/her job duties. However, if the “stand-by” employee is absent from work due to vacation, illness, or becomes hospitalized after leaving scheduled work, a representative of the Company shall find a qualified replacement.

B. For being on stand-by, said employee shall be paid, in addition to all other compensation received for the duration of this contract.

Year 1	Effective 9/19/2005	$95.00 per week
Year 2	Effective 6/30/2006	$100.00 per week
Year 3	Effective 6/30/2007	$105.00 per week
Year 4	Effective 6/30/2008	$105.00 per week

C. Stan d -by duty shall be rotated equally and impartially, as far as practical, among the qualified employees who desire it. When it is impossible to fill work schedules, due to lack of available and trained employees, the Company shall have the right to schedule any employee as needed.

ARTICLE XV

Health and Safety

Section 1.

The Company agrees to make all reasonable provisions for health and safety of its employees during the hours of their employment. Section 2.

The maintenance of proper health and sanitary conditions and the observance of all laws relating to fire protection and safety are of mutual concern to the Company and the Union. Section 3.

The Company and the Union will promote a drug and alcohol-free work environment.

Reasonable Suspicion - when a trained supervisor or designated company official observes behavior or appearance that is characteristic of alcohol or drug misuse, or when said company supervisor or official is made aware of an incident requiring further investigation, the employee may be required to submit to drug and alcohol testing. The Union will be notified before any testing takes place and the Union representative shall be permitted to accompany the Employee to the testing facility. The testing will be conducted by a method that respects employee privacy as much as possible.

Employees testing positive will be offered union representation, and will be provided three options:

1. Retest negative within 2 hours.

2. Seek counseling and treatment as provided by their insurance carrier.

3. Resign.

Return to Duty - when an employee returns to performing duties after counseling or treatment for alcohol or drugs, they will be subject to random testing. A company’s designated outside vendor may perform up to three (3) unannounced follow-up test in the first 6 months after return to duty.

Employees testing positive will be offered Union representation, and will be provided two options:

1. Retest negative within 2 hours

2. Resign.

ARTICLE XVI

Tools and Vehicles

The Company will furnish necessary tools. Employees will avoid misuse or loss of tools and be subject to reimbursing the Company when misuse or loss is due to employee negligence and/or carelessness. The use of tools shall be restricted to official Company business.

Employees covered by the collective bargaining agreement between Commonwealth Communications and the Communications Workers of America, as of November 29, 2005, shall be grand fathered and shall have the benefits of drive home privileges. Any employee hired or transferred after said date, shall not have such privileges. All employees are to adhere to Company policy #700, Assignment of Motor Vehicles and any other Company policy as it related to drive home privileges and vehicle operation. If an employee is disciplined as a result of violating any Company policies regarding the operation of Company vehicles, that employee may have their drive home privileges revoked at the discretion of management.

Holidays

Section 1.

The following holidays shall be observed, and all regular employees shall receive one (1) day’s pay therefore at straight-time rate providing they meet the eligibility requirements provided for herein:

New Year’s Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Christmas Eve

Christmas Day

Four Personal Holidays Section 2.

One day’s pay therefore shall be defined as eight (8) hours multiplied by the employee’s straight-time hourly rate, except when an employee is working a schedule of four 10-hour workdays, one day’s pay shall be defined as ten (10) hours. Section 3.

To be entitled to holiday pay the employee shall be a permanent employee and:

a. Shall have worked his last scheduled work day prior to and his next scheduled workday after such holiday unless excused. Section 4.

An employee required to work shall be paid one and one-half times the employee’s rate in addition to the normal holiday pay.

ARTICLE XVIII Vacations

Section 1.

Vacations will be earned as follows:

a. Upon completion of six (6) months of service, new employees will be entitled to a vacation of one (1) week.

b. Two (2) weeks vacation after two (2) years of service for all employees.

c. Three (3) weeks vacation after nine (9) years of service for all employees.

d. Four (4) weeks of vacation after seventeen (17) years of service for all employees.

Vacations must occur within the calendar year containing the anniversary.

Following an employee’s first anniversary, the employee will become eligible for their vacation anytime after January 1, of the following year (regardless of the date of their employment during the calendar year), provided they have qualified for vacation according to Section 2, of this Article. Section 2.

It is understood that employees are required to work in order to be eligible for vacation rights. An employee must have at least 1,040 compensated hours since date of hire to qualify for their first week of vacation. Section 3.

Vacations must be taken in their entirety in the year in which granted and shall not be allowed to accumulate from year to year. However up to five (5) days vacation may be carried over into the following calendar year providing that such five days are utilized by March 1 of that year. Vacations not used by March 31st will be lost and not compensated. Section 4.

If a holiday falls during the employees’ vacation, the vacation will be extended by a day for the holiday observed.

Section 5.

Vacation selection shall be made by seniority consistent with the operational needs of the Company.

Employees shall pick their first two (2) weeks by seniority, then those employees having additional vacation time shall choose the remainder of their weeks

Section 6.

An employee who is laid-off and who is entitled to, but has not taken a vacation for the current year, shall be paid vacation compensation in lieu of vacation. Additionally, the employee must request, in writing, this vacation compensation. This request will be considered as filling out a time sheet for the vacation hours and submitting that time sheet to their immediate supervisor.

Employees that are retiring shall receive full compensation for all unused vacation time and personal holidays as a lump sum.

Section 7.

All requests for vacations shall be submitted to their supervisor by March 1 of each calendar year and vacation schedules shall be posted by April 1. Vacation schedules shall be arranged on the basis of seniority within a classification. After March 1, all employees failing to timely submit their vacation failing to timely submit their vacation request will select their vacation on a first-come-first-serve basis from the openings that are available. The Company shall grant the employee’s request to the extent practical with due regard to customer and business requirements.

Employees who are eligible for one (1) or more weeks of vacation may schedule a one (1) week portion of such vacation on a day-at-a time basis.

Employees shall submit their request for such day(s) of vacation whenever possible at least three (3) work days prior to the day(s) he wishes to take off.

ARTICLE XIX

Insurance Benefits

Section 1.

Effective the first of the month following one full month of employment, the Company shall provide Blue Cross-Blue Shield, Major Medical Plan 100 or equivalent coverage to regular full time employees. Regular full-time employees may elect to enroll their dependents under the medical plans provided by the Company for group hospital, group medical/surgical and major medical; and effective January 1, 1994, these plans will include a Company offered health maintenance organization (HMO) options(s) for employees and their dependents. Effective January 1, 1997, the Company shall offer a group dental plan for employees and their dependents.

The Company agrees to make the following maximum monthly contributions to medical/dental coverage. Effective January 1, 1997 the Company’s monthly contribution toward medical premiums shall be the greater of eighty (80%) of the premium for the employee’s selected coverage, based upon the lowest available provider premium for said coverage.

Medical Dental

Individual $121.58 *The Company’s monthly contribution

Parent & Child $206.90 Toward dental premiums shall not exceed Fifty

Parent & Children $240.68 percent (50%) of the premium for the

Husband & Wife $277.47 employee’s selected coverage.

Family $311.25

In no event will Company contributions exceed the actual cost of premiums for any coverage. The employee’s portion shall be taken through payroll deduction. Section 2.

Life Insurance and Accidental Death and Dismemberment Insurance - Effective the first of the month following one full month of employment, the Company agrees to provide basic life insurance and accidental death and dismemberment insurance covering the life of the employee in the amount of one and a half (1 ½) times the nearest one hundred ($100) dollars of annual straight earnings.

Section 3.

Sick Benefits – The Company shall provide the following level of sick benefits in the case of a non-work related injury or illness. Benefits are based on a calendar year period.

Period of Employment at Time Sickness Begins	Waiting Days	% of Wages	Benefit Period
Less than 1 year	0 days	0%	0 weeks
Less than 5 yrs of service	3 days	100% 50%	2 weeks 4 weeks
Greater than 5 yrs of service	1 day	100% 50%	2 weeks 10 weeks

Long Term Disability - The Company shall provide a Long-Term Disability (LTD) program for regular full-time employees. Section 4.

On-the-job Injury. Disability pay for on-the-job injuries is provided by Worker’s Compensation. In the event that an employee is disabled by an occupational illness or injury, which is compensable under the applicable workers compensation laws, the Company shall provide the following benefits:

1. One hundred (100) percent of the employee’s normal base hourly wage rate for a period not to exceed seven calendar days.

2. All workers compensation benefits that are received by the employee for the period of temporary total disability, which the Company made payments, in excess of the workers compensation benefits, shall be refunded by the employee to the Company.

ARTICLE XX

Military Leave

The Company will comply with the provisions of the Uniformed Services Employment and Re-employment Act of 1994 (USERRA).

ARTICLE XXI Funeral Pay Section 1.

The Company shall grant up to three (3) consecutive workdays off with pay to an employee for the purpose of attending the funeral of a father, mother, husband, wife, child, brother, or sister, father-in-law, mother-in-law or grandparents of the employee involved. To be eligible for time of with pay, the days necessary to be taken off must be scheduled workdays. In exceptional cases, time authorized with pay may be extended to cover five (5)-scheduled workdays.