Employees shall punch their own timecards.

The Employer shall maintain sign-in and sign-out records at terminals. All road drivers must record their name, home domicile, origin, destination and arrival and/or departure times. The Employer shall make available upon the written request of a Local Union information regarding the destination of loads and/or where loads were loaded within the time limits set forth in the grievance procedure.

The Employer may substitute updated time
recording equipment for timecards and time
sheets. However, a paper trail shall be
maintained.

The Employer may computerize the sign-in
and sign-out records. However, at all times,
the Union shall have reasonable access to a
paper record of the sign-in and sign-out
records.

Section 2. Use of Video Cameras for

Discipline and Discharge

The Employer shall not install or use video cameras in areas of the Employer's premises that violate the employee's right to privacy such as in bathrooms or places where employees change clothing or provide drug or alcohol testing specimens.

ARTICLE 27. EMERGENCY
REOPENING

NO CHANGE

ARTICLE 28. SYMPATHETIC ACTION

NO CHANGE

ARTICLE 29. SUBSTITUTE
SERVICE

Section 1. Piggyback Operations

NO CHANGE

Section 2. Maintenance of Records

(a)

Trailers piggybacked as a substitute service as provided. in Section 1 are to be signed in and signed out on the regular dispatch sheet in road operations, and where there are no road operations sign-in and signout sheets shall be maintained at an appropriate location, including trailers taken to and from the rail yard by city employees. These sheets will be made available, upon request, to the drivers for a period of thirty

(30)

days. The Employer shall report in writing on a monthly basis to the Local Union at the rail origin point, or in cases where there are no drivers domiciled at the rail origin point to the Local Union at the first driver relay point affected, the number of trailers put on the rail at the rail origin point. The Employer shall also report the origin, destination, trailer/load number, trailer weight and the time the trailer/load leaves the Employer's yard for the rail yard. The time limits set forth in the Supplemental Agreement for filing claims based upon the monthly report shall commence to run upon the receipt of the report by the Local Union.

(b)

With regard to use of substitute service as provided in Section 1, full and complete records of handling, dispatch and movement of such units system-wide shall be kept by the Employer and a report, which will include the date of all outbound rail movement, all points of origin and destination, all trailer numbers

and the name of each railroad/routing, shall be sent on a quarterly basis to the office of the National Freight Director and the affected Area Regional Freight Director.

Where inspection of the records indicates that piggyback is being used as a substitute for road operations, as defined in Section 1 of this Article, over an established relay, rather than handling overflow traffic, the grievance procedure may be invoked at the appropriate Regional Joint Area Committee by the Regional Freight Coordinator or the office of the National Freight Director to provide a reasonable remedy for the improper usage of piggyback, including the revocation of the use of substitute service, for repeated violations over such relay.

(c) With regard to trailers moved on rail as an approved intermodal operations set forth in Section 3, the Employer shall report in writing on a monthly basis to each Local Union affected, the number of trailers put on the rail at the rail origin points of the approved intermodal operations. The Employer shall also report the origin, destination, trailer/load number, trailer weight and the time the trailer/load leaves the Employer's yard for the rail yard.

In addition, the Employer shall, on a quarterly basis, send to the office of the National Freight Director a report containing the total intermodal rail miles as under the same methodology as was traditionally reported on line 6 of the Bureau of Transportation Statistics (BTS) Schedule 600 annual report and the total miles under the same methodology as was traditionally as reported on line 7 of the BTS Schedule 600 annual report.

(d) With regard to the use of a Preferred CompanyPTS carrier as provided in Section 6, the Employer shall report in writing on a monthly basis to each Local Union affected, the number of trailers tendered to any Preferred CompanyPTS carrier. The Employer also shall report the origin, destination, trailer/load number, trailer weight and the time the trailer/load leaves the Employer's yard.

1. Subject to the conditions set forth hereinafter, the Employer may establish a new intermodal service over the same route where the Employer has established relay runs or through runs.

Present relay or through operations may not be reduced, modified or changed in any other manner as the result of the implementation of a new intermodal service until such time as the proposed intermodal operation has been approved by the National Intermodal Committee. The Employer shall submit to the National Intermodal Committee an application for approval which shall identify the road operation(s) the intended intermodal service will reduce and/or eliminate; a list identifying the name and seniority date of

MAS

In the event a proposed intermodal operation also includes the transfer of work that is subject to the provisions of Article 8, Section 6, the proposed intermodal operations and the transfer of work subject to Article 8, Section 6, may be heard by a combined National Intermodal/Change of Operations Committee on ajoint record, and the seniority rights of all affected employees shall be determined by Article 29, Section 3 95 such Committee, which shall have the authority granted in Article 8, Section 6(g).

2. An approved intermodal operation that provides service over established relay and/or through operations shall include protection for all bid drivers during each dispatch day and all extra board drivers during each dispatch week at each of the affected domiciles.

For purposes of determining the weekly protection for extra board drivers, . the affected driver's average weekly earnings during the previous four (4) week period in which the driver had normal earnings shall be considered the weekly protection when violations occur.

1. When transporting any shipment by intermodal service within the Employer's terminal network, the Employer shall utilize its drivers subject to the applicable respective area supplemental agreements to pickup such shipments from the shipper at point of origin and/or the Employer's terminal and deliver them to the applicable intermodal exchange point. The Employer also shall use its drivers to deliver intermodal shipments to the consignee or the Employer's terminal. A driver may be required to drive through other terminal service areas to the intermodal exchange point to pickup and deliver intermodal shipments without penalty.
2. Total intermodal rail miles using the same methodology included on line 303 of Schedule 300 of the BTS Annual Report shall not exceed 242&-percent (total combined rail and PTS) of the Employer's total miles as reported on line 301 of Schedule 300 of the BTS Annual Report during any calendar year. In the event intermodal rail miles exceed this 24U percent maximum, the Employer shall be required to remove an appropriate amount of freight from the rail and add a corresponding number of drivers at each affected domicile. Effective for Calendar Year 2005 and thereafter, the maximum amount of rail miles as a percent of total miles as calculated above will be reduced from 28% to 26%. Subject to the provisions of Section 6 of the Article, total intermodal rail miles included on line 303 of Schedule 300 of the BTS Annual Report shall not exceed 24 percent of the Employer's total miles as reported on line 301 of Schedule 300 of the BTS Annual Report during any calendar year. In the event intermodal rail miles exceed this 24% maximum, the Employer shall be required to remove an appropriate amount of freight from the rail and add a corresponding number of drivers at each affected domicile.

The parties recognize that the current shipping markets demand expedited delivery

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of freight in a manner that may not be accomplished by hauling certain freight by rail. These market demands create a need to reduce the amount of freight hauled by rail and to uso altemative metheds of substitute service. ,AS contemplated by Article 20, Section 4. ne'.v business opportunities may be pursued that promote new Teamster job opportunities while protecting existing Teamster jobs, benefits, and '!Jorking conditions. "\lith those facts in mind, the rail miles as a percentage of total miles will be reduced as folloy,lS: effective Calendar Year 2010, the maximum amount of rail miles as a percentage of total miles as calculated above will be reduced from 24 % to 21.5%. Effecti'/e Calendar Year 2011, the maximum ameunt of rail miles as a percentage of total miles as calculated abQl.(e will be reduced from 21.5% to 21%. Effective Calendar Year 2012, the maximum amount of rail miles as a porcentage of total miles as calculated above will be reducod from 21 % to 1Q%. The reduction in rail miles during the torm of this Agreement is subject to the provisions of Article 29, Section 6.

The National Intermodal Committee shall establish rules and guidelines that will allow the Union the opportunity to verify and audit the Employer's BTS rail reports. In the event the Union establishes through the grievance procedure that an Employer has falsified the BTS reports in order to increase the maximum amount of intermodal rail miles permitted under this Article, the remedy for such a violation shall include a cessation of the Employer's affected intermodal service until such time as the issue has been resolved to the satisfaction of the Union.

In the event the BTS rail and/or line haul miles reporting requirements are modified and/or eliminated, the parties will meet to develop a substitute reporting procedure consistent with those of the BTS.

(c) Job Protection for Current Road Drivers

1. Rail operations that are subject to the provisions of Section 1 (b) above shall not result in the layoff or involuntary transfer of any driver at any affected road driver domicile.

Any road driver who is adversely affected by an approved Intermodal Operation and would thereby be subject to layoff, or who is on layoff at an affected domicile at the time an Intermodal Operation is approved, shall be offered work opportunity at other road driver domiciles within the Employer's system. The Employer shall include in its proposed Intermodal Operations specific facts that adequately support the Employer's claims that there will be sufficient freight to support the work opportunities the Employer proposes at each gaining domicile. In the event there is more than one (1) domicile involved, the drivers adversely affected shall be dovetailed on a master seniority list and an opportunity to relocate shall be offered on a seniority basis, subject to the provisions of Article 8, Section 6. The "hold" procedures set forth in Article 8, Section 6 of the ABF NMF A shall be applicable. Where the source of the proposed work opportunity is presently being performed by bargaining unit employees over the road, the Employer shall be required to make reasonable efforts to fill the offered positions as set forth in Article 8, Section 6(d)(6).

Drivers who relocate under this provIsion shall be dovetailed on the applicable seniority list at the domicile they bid into. Health & welfare and pension contributions shall be remitted in accordance with the provisions of Article 8, Section 6(a) and moving and lodging shall be paid in accordance with

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The senior driver voluntarily laid off at an intermodal losing domicile will be restored to the active board each time foreign drivers or casuals (where applicable) make ten (10) trips (tours of duty) within any thirty (30) calendar day period on a primary run of such domicile, not affected by a Change of Operations.

For the purposes of this Section, short-term layoffs (1) that coincide with normal seasonal freight flow reductions that are experienced on a regional basis and that include a reduction in rail freight that corresponds to the reduction in truck traffic, or (2) that are incidental day-to-day layoffs due to reasons such as adverse weather conditions and holiday scheduling, shall not be considered as a permanent layoff. Layoffs created by a documented loss of a customer shall not exceed thirty (30) days. Any layoff for reasons other than as described above shall be considered as a permanent layoff. The Employer shall have the burden of proving that a layoff is not permanent.

In order to ensure that the work opportunities of the drivers at the gaining domiciles are not adversely affected by the redomiciling of drivers, the bottom twenty-five percent (25%) of the drivers at a gaining domicile shall not have their earnings reduced below an average weekly earnings of one thousand dollars ($1,000) eight hundred and fifty dollars ($850). This one thousand dollars ($1,000) eight hundred and fifty dollar ($850) average wage guarantee shall not start until the fourth (4th) week following the implementation of the approved Intermodal Change of Operation.

It is not the intent of this provision to establish

a one thousand dollars ($1,000) eigt:tt

hundred and fifty dollar ($850) per week as an artificial,base wage but rather a minimum guarantee. This provision shall not preclude the short-term layoffs as defined above. The Employer shall have the burden of proving that drivers at the gaining domiciles have not had their work opportunities adversely affected by the redomiciling of drivers.

The one thousand dollars ($1,000)eigt:tt hundred and fifty dollar ($850) average wage guarantee shall be determined based on the average four (4) weeks earnings of each active protected driver on the bottom twentyfive percent (25%) of the seniority roster. When the earnings of any active protected driver in the bottom twenty-five percent (25%) of the seniority roster totals less than tfH:ee thousand four hundred ($3,400)four thousand dollars ($4,000 during each four

(4) week period, the driver shall be compensated for the difference between actual earnings and four thousand dollars ($4,000) three thousand four hundred ($3,400).

The four (4) week average shall be calculated each week on a "rolling" basis. A "rolling" four

(4) week period is defined as a base week and the previous three consecutive weeks. Where the Employer makes a payment to an employee to fulfill the guarantee, the amount paid shall be added to the employee's earnings for the base week of the applicable four (4) week period and shall be included in the calculations for subsequent four (4) week "rolling" periods to determine whether any further guarantee payments to the employee are due.

Time not worked shall be credited to drivers for purposes of computing earnings in the following instances:

a. Where a driver is offered a work opportunity that the driver has a contractual obligation to accept, and the driver elects not to accept such work, the driver shall have an amount equal to the amount of the wages such work would have generated credited to such driver for purposes of determining the

one thousand dollars ($1,000) eigt:tt

hundred and fifty dollar ($850) average wage guarantee.

No driver shall be penalized by having contractual earned time off credited for purposes of determining the one thousand dollars ($1,000) eight hundred and fifty dollar ($850) average wage guarantee. However, where a driver takes earned time off in excess of forty-eight (48) hours during any work week, that work week shall be excluded from the rolling four (4) week period used to determine the one thousand dollars ($1,000) eight hundred and fifty dollar ($850) average wage guarantee.

b. Where a driver uses a contractual provision to refuse or defer work so as to knowingly avoid legitimate work opportunity and therefore abuse the one thousand dollars ($1,000) eight hundred and fifty dollar ($850) average wage guarantee, the driver shall have an amount equal to the amount of the wages such work would have generated credited to such driver for purposes of determining the one thousand dollars ($1,000) eight hundred and fifty dollar ($850) average wage guarantee.

Section 4. Nationallntermodal

Committee

NO CHANGE

Section 5.

NO CHANGE

MEMORANDUM OF UNDERSTANDING
PURCHASED TRANSPORTATION

Section 6. Purchased Transportation

The undersigned parties have reached agreement regarding Purchased Transportation Service (PTS) and outline the following understandings with reference to the operation/employee protection of this MGYSection. This MGYSection is intended to permit a limited use of PTS for over-theroad transportation only. Nothing in this MOOSection is intended to permit the use of PTS for any other operation (Le. P &0, Local Cartage, current intermodal, drayage, or shuttle operations etc.). Article 29 of the ABF NMF A remains in effect except as specifically provided for in this SeclionMemorandum of Understanding.

Any disputes regarding PTS will be referred to the ABF National PTS Committee MAS

All aeti:Ye road drivers as ofthe date

of ratification of the ABF NMFA

commoncing in 2018 will be

protected by red circle name from

layoff directly caused by the use of

purchased transportation~ per the

attached seniority lists as of the

date of ratification. For the

remainder of the agreement, red circle protoction will be extended by name on a one (1) for WlO (2) basis for road drillers hired after the date of ratification te replace red circle drillers that retire, quit, or are terminatod. This pretection does not apply to a road driller who has been offered but declined a transfer pursuant to any Change of Operations.

2) Red circle pfrotection will apply to drivers at locations with single line seniority if they transfer to the road board from the local cartage board, as long as their seniority date is prior to the date of ratification of this agreement..

3) For locations with separate seniority lists that have transferability from local cartage to the road board provided for in an existing supplemental agreement, red circle protection will apply based on their bidding seniority date and the supplemental seniority application. Red circle protection 'Nill not apply if the applicable seniority date per tho supplemental provisions is after the date of ratification of the current agreement.

, 4)

Notwithstanding anything in the ABF NMFA to the contrary, the Employer shall be permitted to utilize companies for over-the-road purchased transportation substitute service. The maximum amount of

over-the-road purchased

transportation shall be limited to 5%

(for the length ofthis agreement), of

the Employer's total miles as-under

the same methodologv as was

traditionally reported on line 301

of Schedule 300 of the

DOT/FMCSA Annual Report during

any calendar year. In conjunction

with using over-the-road purchase

transportation providers, the

Company's total combined

intermodal rail miles and purchased

transportation miles shall not

exceed 24% of the Company's total

miles during any calendar year.

5) It is agreed that any purchased transportation provider utilized under this SectionMGY shall be permitted to only make pick-ups at an ABF customer, and drop and pickup trailers at the Employer's terminal locations, but shall be required to do so in areas of the terminal specifically deSignated for such exchange. Freight picked up at a customer location by purchased transportation shall be delivered to the nearest ABF facility(s) that can effectuate the efficient integration of the product into the ABF system.

6) If a red circled driver is available (which includes the two (2)-hour period of time prior to end of his/her rest period) at point of origin when the trailer leaves the terminal or customer yard via purchased transportation, such driver's runaround compensation shall start from the time the trailer leaves the yard. Available red circled drivers at relay points shall be protected against runarounds if a violation occurred at the point of origin. If the Employer does not have an overthe-road domicile at the point of origin, the Employer shall protect the red circled employees against runaround of the available drivers at the first relay point over which the MAS

frejght would normally move had it not been placed on purchased transportation. Available f9.Scircled drivers at relay points shall be protected against runaround if a violation occurred at the first relay point. Runaround protection will be equal to the number of PTS drivers used; Le. for each PTS used one aggrieved driver will be protected regardless of the dispatch system used at the affected terminal.

7) In the event a Union carrier becomes available to the Company and said carrier is cost competitive and equally qualified, the Company will give such carrier first and preferred opportunity to bid on purchased transportation business. The Employer shall provide to TNFINC an up-to-date list of purchased transportation providers utilized within thirty (30) days of the end of each calendar quarter. In the event a PTS provider repeatedly violates the conditions established under this SectionMGY the Union shall have the ability to remove the carrier from future PTS utilization.

8) The Employer shall report in writing on a monthly basis to each Local Union affected, the number of trailers tendered to any purchased transportation provider. The Employer also shall report the carrier's name (including DOT number), origin, destination, trailerlload number, tractor number, trailer weight and the time the trailer/load leaves the Employer's yard. In addition, the Employer shall, on a quarterly basis, unless otherwise required, send to the office of the National Freight Director a report containing all of the above indicated information in addition to the total number of miles the Employer utilized with purchased transportation, inclusive of the type of PTS utilized, including whether

the purpose was for avoiding empty miles, overflow or one-time business opportunities such as product launches.

9) All new business opportunities (such as product launches) and purchased transportation to avoid empties shall count toward the maximum amount of purchased transportation. In the event of product launches, the Company will notify TNFINC within twenty-four

(24) hours of being awarded the business and will provide an overview of the PTS service being utilized in the business opportunity. In the event it is necessary to temporarily exceed the limits outlined in this agreement to further accommodate a business opportunity, such request shall be made directly to TNFINC.

10) To preserve and/or grow existing road boards, each time the Company uses purchased transportation providers out of the same terminal and/or to run over the top of linehaul domicile terminal locations and/or relay domiciles, said dispatches shall be counted as supplemental or replacement runs, as applicable, for purposes of calculating the requirement to add new employees to the road board. The formula for recalling or adding employees to the affected road board shall be thirty (30) supplemental runs in a sixty (60) day period. The only two exceptions to this condition are (a) one-time business opportunities (such as product launches), and (b) runs to avoid empties.

11) On a monthly basis and until as otherwise agreed to, the Company will identify by name and number all dispatch and/or manifest lanes that have been identified as and designated as "empty lanes" eligible for PTS to include the number and percentage of empty MAS

miles currently on the two-way traffic lane. Such business and operational information as required by this SectionMQY. shall be provided to the National Freight Division on a confidential basis and will only be reviewed by TNFINC to ensure compliance with the provisions of this SectionMQY..

12) All purchased transportation carriers shall sign-in/sign-out when arriving or departing from service centers.

(13) Regardless of any additional restrictions on the use of PTS, the Company shall not use PTS out of any location if any road drivers at that location are on layoff or not receiving the equivalent of a forty (40) hour guarantee in that location.

14) In locations where the Company is using PTS and/or rail. the Company shall continue hiring efforts for road drivers as provided for in paragraph 10 above.

ARTICLE 30. JURISDICTIONAL
DISPUTES

NO CHANGE

ARTICLE 31. SINGLE EMPLOYER, MULTI-UNION UNIT

NO CHANGE

ARTICLE 32. SUBCONTRACTING

NO CHANGE

ARTICLE 33. WAGES, CASUAL

RATES, PREMIUMS AND COST

OF-LIVING (COLA)

*SEE NATIONAL ECONOMIC SETTLEMENT*

1. General Wage Adjustments: All Regular Employees

All regular employees subject to this Agreement will receive the following general wage adjustments:

a. Effective July 1, ~2023: +$Q,JG$3.50 per hour on all hourly rates

cents per mile on all mileage rates

b. Effective July 1, 2,Q..1.Q2024: +$~O.75 per hour on all hourly rates

~cents per mile on all mileage rates

c. Effective July 1, ~2025: +~.75 per hour on all hourly rates

~ cents per mile on all mileage rates

d. Effective July 1, ~2026: +$~O.75 per hour on all hourly rates

§ cents per mile on all mileage rates

e. Effective July 1, ~2027: +~O.75 per hour on all hourly rates

~ cents per mile on all mileage rates

No employee shall suffer a reduction in a wage rate as a result of this agreement.

All regular employees still in the New Hire Progression on the effective dates of this Agreement shall receive the appropriate percentage adjustment.

2. Casual Rates

(a) City and Combination Casuals

Hourly rates for city and combination casuals (COL required) shall increase by 85% of the general wage increase for regular employees on the dates shown in Section 1 of this Article.

(b) Dock Only Casuals

Effective July 1, ~2023,the hourly rate for dock only casuals will increase to

$~17.50.

Effective July 1, 2,Q..1.Q2024, the hourly rate for

dock only casuals will increase to

~17.70.

Effective July 1, ~2025,the hourly rate for

dock only casuals will increase to

~18.00.

Effective July 1, ~2026,the hourly rate for

dock only casuals will increase to

$ 4+.0018.25 .

Effective July 1, ~2027,the hourly rate for

dock only casuals will increase to

~18.50.

3. Utility Employee and Sleeper Team Premiums

(a)

Effective April 1, 2008 and in the event Employer subject to this Agreement utilizes the Utility Employee classification, each Utility Employee shall receive an hourly premium of $1.00 per hour over the highest rate the Employer pays to local cartage drivers under the Supplemental Agreement covering the Utility Employee's home domicile. A Utility Employee in progression shall receive the hourly premium in addition to the Utility Employee's progression rate.

(b)

Effective April 1 ,2003, the Sleeper Team Premium will be a minimum of 2 cents per mile over and above the applicable single man rates in each Supplemental Agreement.

4. Cost of Living Adjustment Clause

All cost-of-living allowances paid under this Agreement will become and remain a fixed part of the base wage rate for all job classifications. A decline in the Index shall not result in the reduction of classification base wage rates.

Mileage paid employees will receive cost-ofliving allowances on the basis of .25 mills per mile for each 1 cent increase in hourly wages.

In the event the appropriate Index figure is not issued before the effective date of the cost-of-living adjustment, the cost-of-living adjustment that is required will be made at the beginning of the first (1 st) pay period after the receipt of the Index.

In the event that the Index shall be revised or discontinued and in the event the Bureau of Labor Statistics, U.S. Department of Labor, does not issue information which would enable the Employer and the Union to know what the Index would have been had it not been revised or discontinued, then the MAS

ARTICLE 34. GARNISHMENTS

Section 1. Employee's Bail

NO CHANGE

Section 2. Suspension or Revocation

of License

NO CHANGE

Section 3. Drug Testing [UPDATE PER DOT MANDATES]

NO CHANGE

Section 4. Alcohol Testing

NO CHANGE

ARTICLE 36. NEW ENTRY (NEW HIRE) RATES

*SEE NA TlONAL ECONOMIC SETTLEMENT*

Full-Time New Hire Wage Progression and Casual Rates

A. COL Qualified Driver or Mechanics Effective April 1. 2013July 1,2023. all regular employees hired on or after that date and employees who are in progression shall receive the following hourly and/or mileage rates of pay:

(a)

Effective first (1st) day of employment ninety percent (90%) of the top rate.

(b)

Effective 'first (1 st) day of employment plus one (1) year -one hundred percent (100%) of the top rate.

B.

Non-COL Qualified Employees Effective ,1\pril 1, 2013July 1, 2023, all nonCOL qualified employees (excluding mechanics) hired will be subject to the following new hire progression:

(a)

Effective first (1 st) day of employment seventy percent (70%) of the top rate.

(b)

Effective first (1st) day of employment plus one (1) year -seventy five percent (75%) of the top rate.

(c)

Effective first (1 st) day of employment plus two (2) years -eighty percent (80%) of the top rate.

(d)

Effective first (1st) day of employment plus three (3) years -ninetyeighty-five percent (9085%) of the top rate.

(e)

Effective first (1st) day of employment plus four (4) years -one hundredninety percent (40090%) of the top rate.

(f)

Effective first (1st) day of employment plus five (5) years -one hundred percent (100%) of the top rate.

The above rates shall not apply to casual empleyees. The term "top rate" is the applicable hourly and/er mileage rate of pay for the job classification payable under this Agreement.

All current (on seniority list June 30. 2023 or earlier) non-CpL regular employees subject tQ this agreement as Qf July 1.

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2023 shall continue jn progressiQn as grovided in the mQdified grogressjQn §!chedule belQw. Proyjded hQwever. that no regular NQn-CpL emplQyee in grQgressiQn shall be paid less than the new hire nQn-CpL rate prQvided for in

(c)

below.

C.

MQdified ProgressiQn Schedule fQr Non-COL emplQyees hired June 30. 2023 Qr earlier:

Fir§!t day of emgloyment up tQ two (2)
year§! -80% Qf tQP rate
Fir§!t day of employment glu§! three (3)
year§ -90% of top rate
First day Qf employment plus fOur (4)
years -100% Qf top rate

The abQve rates shall nQt apply to casual employees. The term "top rate" is the applicable hQurly and/Qr mileage rate Qf pay for the job classification payable under this Agreement.

D. The parties agree that there are unique high cost of livinq areas within the Country that may require higher wage rates to attract, hire and retain employees. With the approval of TNFINC, the Employer shall have the ability to increase the applicable wage rate by classification at individual locations if the Employer determines in its discretion that doing so is necessary to attract and retain qualified employees. In the event the Employer decides to exercise this option, it shall provide advance notice to TNFINC in writing.

ARTICLE 37. NON
DISCRIMINATION

NO CHANGE

ARTICLE 38.

Sick leave not used by December 31 of any contract year will be paid no later than the third Friday of January at the applicable hourly rate in existence on that date. Each day of sick leave will be paid for on the basis of a minimum of eight (8) hours straight-time pay or whatever the normal daily work schedule is (e.g. 10 hours if the employee is on a 10 hour schedule up to a maximum of forty (40fifty-six (56) hours at the applicable hourly rate).

Sick leave will be paid to eligible employees beginning on the first (1st) working day of absence.

The accrual and cash out dates for sick leave will bemove from April 1 to January 1 annually.

The additional sick leave days referred te above shall also be included in those Supplements containing siok leave provisions prior to April 1, 1976. The National Negetiating Committees may de).'elop rules and regulations to apply to sick leave provisions negotiated in the 1976 Agreement and amended in this >"'<greement uniformly to the Supplements. The Committee shall not establish rules and regulations for sick leave programs in existence on March 31,1976.

Section 2. Jury Duty

Effective April 1 , 2003July 1! 2023, all regular employees called for jury duty will receive the difference between eight (8) hours pay at the applicable hourly wage and actual payment received for jury service for each day of jury duty to a maximum of fifteen (15) days pay for each contract year.

Employees, who have been selected to serve on a jury, including those selected as an alternate jury member and who are scheduled to work shifts beginning after 4:00 p.m., will be given the option of working either the day their jury duty begins or the day following the day their jury duty begins and thereafter shall not be required to work on any day in which the jury is in session.

Section 3. Family and Medical Leave
Act

All employees who worked for the Employer for a minimum of twelve (12) months and worked at least 1250 hours during the past twelve (12) months are eligible for unpaid leave as set forth in the Family and Medical Leave Act of 1993 (FMLA).

The Company shall construe the FMlA to apply to all work locations covered by this agreement regardless of the number of employees at such work locations even if the number of employees at anyone work location falls below the threshold set forth in the FMLA.

Eligible employees are entitled to up to a total of 12 weeks of unpaid leave during any twelve (12) month period for the following

reasons:

1. Birth or adoption of a child or the placement of a child for foster care;
2. To care for a spouse, child or parent of the employee due to a serious health condition;
3. A serious health condition of the employee.

The employee's seniority rights shall continue as if the employee had not taken leave under this Section, and the Employer will maintain health insurance coverage during the period of the leave.

The Employer may require the employee to substitute accrued paid vacation or other paid leave for part of the twelve (12) week leave period.

The employee is required to provide the Employer with at least thirty (30) days advance notice before FMLA leave begins if the need for leave is foreseeable. If the leave is not foreseeable, the employee is required to give notice as soon as practicable. The Employer has the right to require medical certification of a need for leave under this Act. In addition, the Employer has the right to require a second (2nd) opinion at the Employer's expense. If the second opinion conflicts with the initial certification, a third opinion from a health care provider selected by the first and second opinion health care providers, at the Employer's expense may be sought, which shall be final and binding. Failure to provide certification shall cause any leave taken to be treated as an unexcused absence.

As a condition of returning to work, an employee who has taken leave due to his/her own serious health condition must be medically qualified to perform the functions of his/her job. In cases where employees fail to return to work, the provisions of the applicable Supplemental Agreement will apply.

It is specifically understood that an employee

MAS

will not be required to repay any of the contributions for his/her health insurance during FMLA leave. No employee will be diSCiplined for requesting or taking FMLA leave u'nder the contract absent fraud, misrepresentation, or dishonesty.

Disputes ariSing under this provision shall be subject to the grievance procedure.

The provisions ofthis Section are in response to the federal FMLA and shall not supersede any state or local law which provides for greater employee rights.

The Employer may not force an employee to use pre-scheduled vacation time as FMLA leave, provided the vacation involved was prescheduled in accordance with the applicable supplemental agreement. The Employer may not force an employee to take the last unscheduled week of vacation as FMLA leave.

The Employer may not force an employee who has taken separate hours of unpaid leave for medical reasons to substitute those hours as accrued leave under the FMLA.

The Employer may not force an employee to substitute accrued leave for FMLA leave if the employee is receiving supplemental loss-oftime disability benefits from a benefit plan under the Agreement.

ARTICLE 39. DURATION

Section 1.

This Agreement shall be in full force and effect from April 1, 2018July 1, 2023 to and including June 30, ~2028, and shall continue from year to year thereafter unless written notice of desire to cancel or terminate this Agreement is served by either party upon the other at least sixty (60) days prior to date of expiration.

When notice of cancellation or termination is given under this Section, the Employer and the Union shall continue to observe all terms of this Agreement until impasse is reached in negotiations, or until either the Employer or the Union exercise their rights under Section 3 of this Article.

₃₀th

Section 4.

Revisions agreed upon or ordered shall be effective as of June 30, ~2028 or June 30th of any subsequent contract year.

Section 5.

NO CHANGE

Section 6.

NO CHANGE

IN WITNESS WHEREOF the parties hereto have set their hands and seals this day of __ ,2-Q4.g2023 to be effective April 1 , 2Q-1..8July 1! 2023, except as to those areas where it has been otherwise agreed between the parties.

TEAMSTERS NATIONAL ABF
NEGOTIATING COMMITTEE

Sean M. O'Brien, Chairman
John A. Murphy, Co-Chairman

ABF NATIONAL
NEGOTIATING COMMITTEE

Tony Nations, Chairman

ADDENDUM B

ADDENDUM C

ADDENDUM D

(Excerpt from National Economic Settlement)

a) b. Health and Welfare Contribution Increases: Effective August 1,2018 and each ,6,ugust 1 thereafter during the life of the agreement, the Company shall increase its contribution by the amount determined by the Funds, as being necessary to maintain benefits andlor cemply '"'lith legally mandated benefit levels, not to exceed an increase of up te $0.50 per hour (or 'Ileeklylmonthly equivalent) per year. Once a Fund issues a determination that an increase is reasonably necessary te maintain benefits in a gi'.'en year, the increase shall become due and owing upon written notice from the Fund to the Company, pro'/ided the combined Health and 'iVelfare increase does not exceed $0.50 per heur. The Article 20 approval process is ne longer required. If the Company refuses te henor a request for an increase from the applicable Fund, the matter shall proceed directly to the National Grievance Committee for consideration. If the National Grievance Committee deadlocks, the request of the Fund shall prevail and be honored by the Company. Failure to comply within seventy tyro (72) hours shall constitute an immediate delinquency. Effective 2023 (on the date previously established by the parties for payment of increases for the applicable funds but no later than August 1 of each year) the company shall also contribute an additional $0.83 per hour to be split between the applicable health and welfare and pension funds as determined by the Union Supplemental negotiating committee. For 2024 the increase shall be $0.63 per hour; for 2025 the increase shall be $0.80 per hour; for 2026 the increase shall be $0.99 per hour and for 2027 the increase shall be $1.21 per hour.

Central States Health Teamcare VVestern Teamsters 'Nelfare Trust

.1 'II"

('"'TI"'T)

Central Pennsylvania Health Plan

Local 710 Health Plan

Local 705 Health Plan

Local 179 Health Plan

Local 673 Hoalth Plan

MAS

ADDENDUM E

In recognition of these challenges and in an effort to recapture local pick-up and delivery work that currently is being performed by non-union third parties, the parties agree as follows:

1. The Employers may establish nonCOL Driver bids. Non-COL Drivers may be assigned to operate box trucks (or straight trucks, vans, etc.) in the city operation that do not require the possession of a CDL license, as well as to work the dock and perform other duties as assigned.

MAS

qualified City or P&D driver shall

receive his or her normal rate of

pay for the shift.

c. The Employers may not use nonCDL Drivers to avoid filling vacant COL qualified positions or to avoid utilizing COL-qualified drivers in the city or P&D operations.

6. Employees in Non-COL driving positions shall not be subject to random drug/alcohol testing unless required by applicable law.

MOU to ABF NMFA

ABF	Published		Bonus
Annual			Amount
Operating Ratio
95.1 ts ge.091.1			1%
to 93.0
9aA ts 95.089.1			2%
to 91.0
9d.0		aREI	3%
bels'N87.1		to
89.0
87.0 and below			4%

for such a bonus. Any employee who resigns, retires or otherwise incurs a termination of employment, whether voluntary or involuntary, during the year in question shall not be eligible for a year-end bonus.

MOU to ABF NMFA

Vacation Transition for Employees hired between April 1, 2013 and March 31,2018

Notwithstanding any other agreements, the parties have agreed to the following understanding of the vaGation transition for employees hired between April 1, 2013 and Maroh 31, 2018.

Under the Summary of General Monetary National and all Supplemental Agreements for the period Govering April 1, 2018 through June 30, 2023, the VaGation Eligibility SGhedule was restored to the sGhedule Gontained in the appliGable 2008 to 2013 Supplemental Agreements.

Under this sGhedule, regular status seniority employees hired and establishing a VaGation Anniversary Date between April 1,2013 and MarGh 31, 2018 'Nill begin or hal,Ie begun aGGruing vaGation under the restored sGhedule beginning with the first vaGation anniversary date on or after April 1, 2018. At the end of that VaGation Anniversary AGGrual Period, they will have earned two weeks of 'laGation time. During the transition period to the restored VaGation Eligibility SGhedule under the 2018 to 2023 agreements, these employees .....iII be permitted to take one ofthe WIO weeks of '1aGation time starting immediately upon ratifiGation of the ABF

NMFA, upon Gompletion of at least one (1) year of employment and otherwise qualifying, including adherence to scheduling of '1aGation, under the appliGable Supplemental Agreement.

The MOU does not apply to the supplemental Gontraot areas indiGated below, due to the vaGation language in those supplements. Employees hired in these Gontraot areas, during the time period indicated above, are not impaGted by the restoration of the 2008 to 2013 Vacation Eligibility SGhedule:

1. TEAMSTERS JOINT COUNCIL 40 FREIGHT COUNCIL SUPPLEMENTAL AGREEMENT
2. NEW JERSEY NEVil YORK AREA GENERJ\L TRUCKING SUPPLEMENTAL AGREEMENT
3. NE'N JERSEY NEVil YORK AREA AND LOCAL 701 SUPPLEMENTAL AGREEMENT
4. JOINT COUNCIL NO.7 BAY AREA LOCAL PICKUP AND DELIVERY SUPPLEMENTAL AGREEMENT

The parties support technological advancement, recognizing that innovation is necessary to ensure an expanding economy, promote employer growth and competitiveness.

The Employer and TNFINC agree to establish a National Technology Committee to review potential technological changes in the freight industry and to discuss the potential impact of technology, training of bargaining unit employees to use new

28

---------~--

technology and new work opportunities derived from technological change.

The parties ag ree that for the term ofthe current bargaining agreement, July 1! 2023 to June 30, 2028, the Employer will not use robots, autonomous vehicles, or vehicles that transport freight without a bargaining unit driver or operator unless the parties mutually agree in writing otherwise and the use of such technology does not result in the layoff of bargaining unit employees or reduces the overall number of bargaining unit positions.

NATIONAL ECONOMIC SETTLEMENT
ABF National Master Freight Agreement

Article 33. Wages, Benefits and Cost of Living

1. General wage adjustments: All Regular Employees

(a) All regular employees subject to this Agreement will receive the following general wage adjustments.

Effective July 1, 2023: $3.50 per hour on all hourly rates +08.75 cents per mile on all mileage rates

Effective July 1, 2024: +$0.75 per hour on all hourly rates +01.875 cents per mile on all mileage rates

Effective July 1, 2025: +$0.75 per hour on all hourly rates +01.875 cents per mile on all mileage rates

Effective July 1, 2026: +$0.75 per hour on all hourly rates +01.875 cents per mile on all mileage rates

Effective July 1, 2027: +$0.75 per hour on all hourly rates +01.875 cents per mile on all mileage rates

All regular employees still in the New Hire Progression on the effective dates of this agreement shall receive the appropriate percentage adjustment.

Hourly rates for city and combination casuals (COL required) shall increase by 85% of the general wage increase for regular employees on the dates shown in Section 1 of this article.

Effective July 1. 2023 the hourly rate for dock only casuals will increase to $17.50 hr. Effective July 1. 2024 the hourly rate for dock only casuals will increase to $17.75 hr. Effective July 1. 2025 the hourly rate for dock only casuals will increase to $18.00 hr, Effective July 1, 2026 the hourly rate for dock only casuals will increase to $18.25 hr. Effective Jyly 1. 2027 the hourly rate for dock only casuals will increase to $18.50 hr.

Article 33, Section 3, Utility Employees and Sleeper Team Premiums -No changes.

Article 33, Section 4. Cost of Living Adjustment Clayse

All regular employees shall be covered by the provisions of a cost-of-living allowance as set forth in this Article.

The amount of the cost-of-living allowance shall be determined as provided below based on the Consumer Price Index for Urban Wage Earners and Clerical Workers, CPI-W (Revised Series Using 1982-84 Expenditure Patterns). All Items published by the Bureau of Labor Statistics, U.S. Department of Labor and referred to herein as the Index.

Effective July 1, 2024, and every July 1 thereafter during the life of the Agreement, a costof-living allowance will be calculated based on the difference between the Index for AI2d! 2023, (published May 2023) and the index for April 2024 (published Mav 2024) with a similar calculation for every year thereafter, as follows:

For every 0.2-point increase in the Index over and above the base (prior year's) Index plus 3.5%, there will be a 1 cent increase in the hourly wage rates payable on July 1, 2024. and every July 1 thereafter. These increases shall only be payable if they equal a minimum of five cents ($.05) in a year. There shall be no cap on the COLA.

All cost-of-living allowances paid under this Agreement will become and remain a fixed part of the base wage rate for all job classifications. A decline in the Index shall not result in the reduction of classification base wage rates.

Mileage paid employees will receive cost-of-living allowances based on .25 mills per mile for each 1 cent increase in hourly wages.

I n the event the appropriate I ndex figure is not issued before the effective date of the costof-living adjustment, the cost-of-living adjustment that is required will be made at the beginning of the first {1st) pay period after the receipt of the Index. If the Index shall be revised or discontinued and in the event the Bureau of Labor Statistics, U.S. Department of Labor, does not issue information which would enable the Employer and the Union to know what the Index would have been had it not been revised or discontinued, then the Employer and the Union will meet, negotiate, and agree upon an appropriate substitute for the Index. Upon the failure of the parties to agree within sixty

(60) days, thereafter, the issue of an appropriate substitute shall be submitted to an arbitrator for determination. The arbitrator's decision shall be final and binding.

Article 33. Section 5. Education and Training -NO CHANGE

Full-Time New Hire Wage Progression and Casual Rates

A. COL Qualified Driver or Mechanics Effective .A.pril 1, 2013 July 1. 2023, all regular employees hired on or after that date and employees who are in progression shall receive the following hourly and/or mileage rates of pay:

(a)

Effective first (1 st) day of employment -ninety percent (90%) of the top rate.

(b)

Effective first (1st) day of employment plus one (1) year-one hundred percent (100%) of the top rate.

B.

Non-CDL Qualified Employees Effective April 1, 2013, July 1. 2023. all non-CDL qualified employees (excluding mechanics) hired will be subject to the following new hire progression:

(a)

Effective first (1 st) day of employment -seventy percent {70%) of the top rate.

(b)

Effective first (1st) day of employment plus one (1) year -seventy five percent (75%) of the top rate.

(c)

Effective first (1st) day of employment plus two (2) years -eighty five eighty percent (80%) of the top rate.

(d)

Effective first (1st) day of employment plus three (3) years -ninety eighty-five percent (85%) of the top rate.

(e)

Effective first (1st) day of employment plus four (4) years -one hundred ninety percent (90%) of the top rate.

(f)

Effective first (1st) day of employment plus five (5) years -one hundred percent

2 -_... _--------

(100%) of the top rate.

All current (on seniority list June 30. 2023 or earlier) non-COL regular employees Subject 12 this agreement as of July 1. 2023 shall continue in progression as provided in the modified progression schedule below. proyided hOwever. that no regular Non-CpL employee in progression shall be paid less than the new hire non-COL rate provided for in (e) below.

C. Modified Progression Schedule for Non-CpL employees hired June 3~. 2023 or earlier;

First day of employment up to two (2) years -80% of top rate

First day of employment plus three (3) years -90% of top rate

First day of employment plys foyr (4) years -100% of top rate

The above rates shall not apply to casual employees. The term "top rate" is the applicable hourly andlor mileage rate of pay for the job classification payable under this Agreement.

P. The parties agree that there are unique high cost of living areas within the Country that may require higher wage rates to attract, hire and retain employees. With the approval of TNFINC, the Employer shall have the ability to increase the applicable wage rate by classification at individual locations if the Employer determines in its discretion that doing so is necessary to attract and retain qualified employees. In the event the Employer decides to exercise this option. it shall provide advance notice to TNFINC in writing.

The above rates shall not apply to casual employees. The term "top rate" is the applicable hourly andlor mileage rate of pay for the job classification payable under this Agreement.

MOU to ABF NMFA
Profit-Sharing Bonus

1. If the Employer achieves a published, annual operating ratio of ia.J! QS.;G or below for any full calendar year during this agreement (2024 2019 through 2027~), each employee will receive a bonus based on their individual W-2 earnings (excluding any profit sharing bonuses) for the year in which the qualifying operating ratio was achieved according to the following schedule:
2. The profit-sharing bonus will be distributed to the employees by separate check within 60 days of the end of the calendar year. An employee must be on the ABF seniority list for the entire calendar year in question to be eligible for such a bonus. Any employee who resigns, retires or otherwise incurs a termination of employment, whether voluntary or involuntary, during the year in question shall not be eligible for a year-end bonus.
3. There shall be no inter-company charges initiated by the employer or changes in accounting assumptions or practices (GAAP}, except as required to conform to governmental regulation, for the purpose of defeating the calculation of the annual operating ratio.

ABF Published Annual Operating Ratio	Bonus !Amount
91.1 to 93.0	1%
89.1t091.0	2%
87.1 to 89.0	3%
87.0 or below	f4%