SEA 1832822v2 60056-7 1.15.08

AGREEMENT

Between

CAREGIVERS AND HEALTHCARE EMPLOYEES UNION

And

PALOMAR POMERADO HEALTH

July 1, 2006

To

May 31, 2009

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TABLE OF CONTENTS

ARTICLE 1 - RECOGNITION...................................................................................................... 3

ARTICLE 2 - UNION SECURITY................................................................................................ 4

ARTICLE 3 - NON-DISCRIMINATION...................................................................................... 5

ARTICLE 4 - JOB SECURITY...................................................................................................... 6

ARTICLE 5 - UNION REPRESENTATIVES............................................................................... 6

ARTICLE 6 - UNION ACCESS .................................................................................................... 6

ARTICLE 7 - BULLETIN BOARDS............................................................................................. 7

ARTICLE 8 - EMPLOYMENT CATEGORIES............................................................................ 7

ARTICLE 9 - SENIORITY ............................................................................................................ 7

ARTICLE 10 - LAYOFF, RECALL, AND SEVERANCE........................................................... 8

ARTICLE 11 - DISCIPLINE AND DISCHARGE...................................................................... 10

ARTICLE 12 - PERSONNEL FILES........................................................................................... 11

ARTICLE 13 - GRIEVANCE PROCEDURE ............................................................................. 11

ARTICLE 14 - ARBITRATION .................................................................................................. 13

ARTICLE 15 - HOURS OF WORK ............................................................................................ 14

ARTICLE 16 - COMPENSATION.............................................................................................. 19

ARTICLE 17 - UNION NEGOTIATING COMMITTEE ........................................................... 21

ARTICLE 18 - VACANCIES, POSTING OF POSITIONS,

TRANSFERS AND PROMOTIONS ................................................................. 21

ARTICLE 19 - LEAVES OF ABSENCE..................................................................................... 23

ARTICLE 20 - JURY DUTY ....................................................................................................... 23

ARTICLE 21 - MILITARY DUTY.............................................................................................. 25

ARTICLE 22 - CHE COMMITTEE............................................................................................. 26

ARTICLE 23 - PERSONAL TIME OFF...................................................................................... 27

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ARTICLE 24 - INSURANCE BENEFITS................................................................................... 28

ARTICLE 25 - PENSION ............................................................................................................ 28

ARTICLE 26 - FLOATING ......................................................................................................... 29

ARTICLE 27 - EDUCATION, TRAINING, TUITION REIMBURSEMENT AND MANDATORY CLASSES................................................................................. 30

ARTICLE 28 -SAVINGS CLAUSE ............................................................................................ 32

ARTICLE 29 - SUCCESSORS .................................................................................................... 33

ARTICLE 30 - MANAGEMENT RIGHTS................................................................................. 33

ARTICLE 31 - WORK STOPPAGE............................................................................................ 34

ARTICLE 32 - TERM OF AGREEMENT .................................................................................. 37

APPENDIX A - SIDE LETTER: PERSONAL TIME OFF…………………………………….35

APPENDIX B - SIDE LETTER: POSITION ADJUSTMENTS……………………………….36

APPENDIX C - SIDE LETTER: LANGUAGE TRANSLATION……………………………..37

APPENDIX D - PAY RANGES……………………….……………………………………….38

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SEA 1832822v2 60056-7 1.15.08

THIS AGREEMENT is made and entered into this 1st day of July 2006, by and between PALOMAR POMERADO HEALTH, hereinafter referred to as “PPH” or “Employer” and the CAREGIVERS AND HEALTHCARE EMPLOYEES UNION, hereinafter referred to as “Union” or “CHE.”

W I T N E S S E T H

That the parties hereto have agreed as follows:

ARTICLE 1 - RECOGNITION

1.1 Pursuant to the card check conducted by the State Mediation and Conciliation Service, PPH recognizes the Union as the exclusive collective bargaining representative for the employees in the following bargaining unit:

1.1.1 Included: All full-time and part-time, and all per diem (PD), technical, service and non-professional employees who work at the Palomar Pomerado Health facilities located at 555 East Valley Parkway, Escondido, CA 92025; 15615 Pomerado Road, Poway, CA 92064; 343 East Second Avenue, Escondido, CA 92025; or 1817 Avenida del Diablo, Escondido, CA 92029, including the following: Health Information Systems/Medical Records employees, Admitting Partners, Patient Services Representatives, Licensed Vocational Nurses, Relief Charge LVN-SNF, Cardiology Technicians, Anesthesia Technicians, Nutritional Care Assistants, Imaging Specialists, Nuclear Medicine Technicians, EKG Technicians, EEG Technicians, Histology Technicians, Phlebotomists, Radiology Technicians, Radiology Clerks, Radiology Technician Aides, Respiratory Therapists, Ultrasound Technicians, Pharmacy Technicians, Pharmacy Inventory Specialists, Ortho Technicians, Physical Therapy Aides, S.P.D. Technicians, S.P.D. Clerks, Sleep Lab Technicians, Tele Technicians, Surgical Technicians, Technical Assistants, Admitting Clerks, Call CTR Operators, Telephone Operators, Courier Clerks, Health Care Assistants, Nursing Unit Secretaries, Nursing Care Assistants, OR Scheduling Clerks, OR Equipment Specialists, Distribution Cart Technicians, Receptionists, Lead employees, Translators, Assistant Cooks, Certified Nursing Assistants, Cooks, Emergency Medical Technicians, Environmental Service Workers, Food Service Workers, Lab Assistants, Nursing Assistants, Nurse Aides, Mental Health Workers, Rehabilitation Aides, Service Partners, Patient Transportation Drivers, and Transportation Aides.

1.1.2 Excluded: All other employees, all other professional employees as defined in the Resolution, all business office clericals, all skilled maintenance/plant employees, all employees employed in classifications for which a Registered Nurse license is required, temporary employees, casual employees, contract employees, travelers, registry employees, confidential employees as defined in the Resolution, all employees who work at the facilities located at 15255 Innovation Drive, San Diego, CA 92128 or 1540 East Valley Park Way, Escondido, CA 92027, and managerial employees as defined in the Resolution who average one shift or more per two-week pay period working in a managerial position, including the following: Finance Department employees, Billing Office employees, Information Technology/Data Center employees, Accounting Department employees, Human Resources Department employees, Staffing Secretaries, Security Department employees, Education Department employees, Employee Health/Occupational Health Department employees,

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Pharmacy Supervisors, FANs Supervisors, Pathology Assistant Supervisors, Transcriptions Supervisors, Imaging Supervisors, Patient Business Services Department employees, Management Services employees, Marketing/Public Relations/Planning Department employees, LVN Supervisor-SNF, Patient Throughput Coordinator, Department Secretaries, Executive Assistants, Executive Secretaries, Administrative Secretaries, Medical Staff employees, Quality Assurance Department employees, department directors, department managers, department supervisors, unit supervisors, Pastoral Care Department employees, Volunteers, Foundation employees, and Gift Shop employees.

1.1.3 This Agreement applies only to employees and locations in ARTICLE 1.1.1.

1.2 New Employee Orientation. PPH will provide CHE with the opportunity to meet newly hired bargaining unit employees on days new employee orientation is held. The meetings will take place during the employee’s meal break. A conference room, which may be shared with the California Nurses Association, will be provided in close proximity to the room used for orientation purposes. CHE shall use this opportunity to introduce bargaining unit employees to CHE, to provide them with information regarding CHE Unit Representatives, the CHE Committee, etc. PPH will provide CHE with a schedule for new employee orientation as far in advance as feasible, and a list of the anticipated bargaining unit attendees within three (3) calendar days prior to each planned orientation.

ARTICLE 2 - UNION SECURITY

2.1 Membership. As a condition of continued employment, employees covered by this Agreement shall, within thirty-one (31) days after hiring or the effective date of the Agreement, whichever is later, be required to do one of the following:

a. Join and maintain membership in the Union;

b. Choose not to join the Union Pay to the Union a monthly service charge equivalent to his/her share of the costs incurred by the Union related to collective bargaining, contract administration and grievance adjustment; or

c. For reasons of a bona fide religious conviction, choose not to join the Union but pay a monthly sum equivalent to the Union dues to a bona fide non-religious non-labor organization charitable fund of the employee’s choice exempt from taxation under Section 501(c) of the Internal Revenue Code.

2.2 New Employee Notice. PPH shall give to each bargaining unit employee, at the time of employment, the current Union form authorizing voluntary payroll deduction of monthly dues. Within thirty (30) days after execution of this Agreement, and every ninety (90) days thereafter, PPH will provide the Union with a database (in Excel or compatible format) master list of all employees who are subject to the provisions of this Agreement, giving the names, addresses, telephone numbers, classifications, units, shifts, current wage rates, employment status, social security numbers, and dates of hire. On or before the tenth (10th) day of each month, subsequent to the establishment of the Master List, PPH will forward to the Union a

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database including the names, addresses, telephone numbers, classifications, units, shifts, current wage rates, employment status, social security numbers and dates of hire of new hires, and the names and units of bargaining unit employees who have resigned or who have been terminated.

2.3 Maintenance of Membership. Upon notice from the Union and after counseling by the Union, a bargaining unit employee who fails to meet required membership or pay the service fee shall be given fourteen (14) days notice of termination or shall be allowed to resign with proper notice to PPH.

2.4 Payroll Deduction of Association Dues or Service Fees.

2.4.1 Written Assignment. During the life of this Agreement PPH will honor written assignments of salary to the Union for the payment of Union dues or service fees when such assignments are submitted on the form agreed to by PPH and the Union.

2.4.2 Payroll Deduction. Each monthly deduction for the Union shall be made by PPH and shall be remitted to the Union at:

California Nurses Association 2000 Franklin Street Oakland, CA 94612

2.5 Indemnification. The Union and the California Nurses Association shall indemnify and hold PPH harmless against any cost or liability resulting from any and all claims, demands, suits, or any other action rising from the operation of any provision of this ARTICLE. The indemnification includes the cost of defending against any such actions or claims. Neither the Union nor the California Nurses Association shall have a monetary claim against PPH by reason of its failure to perform under this ARTICLE.

ARTICLE 3 - NON-DISCRIMINATION

3.1 There shall be no discrimination by the Union or the Employer of any kind against any employee on account of race, color, creed, marital status, sex, sexual orientation, national origin, ancestry, religion, medical condition, age, physical handicap, or status as a disabled veteran or a veteran of the Vietnam era, or on account of union activity or membership or lack thereof.

3.2 The parties agree that the Employer is required to make reasonable accommodations for certain qualified disabled individuals in order to comply with the Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA), and that actions taken by the Employer in an attempt to comply with the ADA and the FEHA shall not constitute a violation of this Agreement, provided that the actions of the Employer are in accordance with the law.

3.3 The parties agree that the Employer shall enforce the rules and regulations set forth in the Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), and that actions taken by the Employer in an attempt to meet such obligations shall not constitute

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a violation of this Agreement, provided that the actions of the Employer are in accordance with the law.

3.4 Any use of gender in this Agreement, including job classifications, shall be interpreted as referring to either male or female.

ARTICLE 4 - JOB SECURITY

4.1 Should PPH decide to permanently contract out work presently performed by a bargaining unit employee, it shall first give the Union sixty (60) days notice and, upon request, meet and confer regarding its decision and the effect on the employees.

If no agreement is reached within ten (10) days of the date of the projected subcontracting, either PPH or the Union may contact the State Mediation and Conciliation Service to assist in mediation between the parties. If no agreement is reached, PPH may subcontract the work.

4.2 Temporary Employees. If there is no qualified applicant for an open position, the position may be filled on a temporary basis. If at any time there is a qualified applicant for the posted position, the temporary assignment will be terminated and the applicant will be awarded the position.

ARTICLE 5 - UNION REPRESENTATIVES

5.1 The Union may appoint CHE Unit Representatives (also known as “stewards”) who shall be non-probationary bargaining unit employees of PPH and shall notify PPH in writing within ten (10) days of such appointments. The function of the CHE Unit Representatives shall be to investigate and handle grievances, and to ascertain that the terms and conditions of the Agreement are observed. Time spent in grievance and “Weingarten” meetings with PPH management as a representative of PPH bargaining unit members shall constitute “hours worked”. Time preparing for such meetings shall not constitute “hours worked.”

ARTICLE 6 - UNION ACCESS

PPH shall allow up to two (2) duly authorized Union representatives to visit PPH to ascertain whether or not this Agreement is being observed and to assist in adjusting grievances, subject to the following: (1) The representative shall give the Human Resources Director or designee at least one weekday’s notice and also advise the Human Resources Director or designee of the time and date upon which access is being requested and such access is conditioned upon approval which shall be granted absent extraordinary situations, when the procedure of this Article has been consistently followed; (2) upon entering PPH, the representative shall notify the Human Resources Director or designee; and (3) the representative shall not interfere with the employees’ duties, the operations of PPH, or meet with any employees during the employees’ working time or in working or patient areas.

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ARTICLE 7 - BULLETIN BOARDS

The Union shall have bulletin boards in mutually agreed upon locations in each unit in which there is a bargaining unit member, for posting of official Union business, but not Union campaign materials. No material shall be posted on any bulletin board until approved for posting and initialed by the Chief Human Resources Officer or his/her designee. Such approval shall not be unreasonably denied. Such posted material shall bear the date and the identity of the Union. Posted material shall not be controversial, misleading, contain any deliberate misstatements, or violate of any Federal, State, or County laws. In addition, the Union may not post any notice which:

a. Involves a politician, political candidate, or political issue.

b. Disparages or demeans the PPH, its affiliates or related entities, or any individual.

ARTICLE 8 - EMPLOYMENT CATEGORIES

8.1 Full-time Employee. A full-time employee is one who is regularly scheduled to work seventy-two (72) hours per two-week pay period for twelve (12) hour shifts and eighty (80) hours per two-week pay period for eight (8) hour shifts.

8.2 Part-time Employee, Group 2. A part-time employee (group 2) is one who is regularly scheduled to work between sixty (60) and seventy-one (71) hours per pay period.

8.3 Part-time Employee, Group 1. A part-time employee (group 1) is one who is regularly scheduled to work between thirty-six (36) and fifty-nine (59) hours per pay period.

8.4 Per Diem Employee. A Per Diem employee is a non-benefited employee who is scheduled based on PPH’s needs and the employee’s availability. Per Diem employees shall continue to be subject to minimum availability requirements pursuant to past practice.

8.5 Probationary Employee. A probationary employee is an employee who has been employed less than ninety (90) days. The initial ninety (90) days of employment are a trial period for the Employer and the employee. This probationary period is designed to give the employee time to familiarize him/herself with the organization, co-workers, and the requirements of the job. The employee’s supervisor will evaluate the employee’s performance, attendance, and judgment during these initial months. Should a supervisor wish to extend the probationary period, the Union and the employee will be informed of the reasons for the extension. In no case shall the probationary period be extended for more than sixty (60) days. A probationary employee may be terminated without just cause, and without recourse to the grievance process.

ARTICLE 9 - SENIORITY

9.1 Full-time and Part-time Employees. Seniority for full-time and part-time employees is defined as the length of the employee’s continuous service commencing with the date of hire at PPH. Probationary full-time and part-time employees shall, upon completion of the probationary period, accrue seniority retroactively to the date of the employee’s hire.

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9.2 All Other Employees. Per Diem and all other employees accrue seniority at the rate of one (1) month for each two (2) months worked commencing with the date of hire at PPH. Upon completion of the probationary period, seniority will accrue retroactively to the date of the employee’s hire.

9.3 All seniority rights acquired under this Agreement shall be terminated by the occurrence of any of the following:

a. Voluntary resignation with a break in service of greater than six (6) months;

b. Retirement with a break in service of greater than six (6) months;

c. Involuntary discharge;

d. Layoff without recall to work for a continuous period of twelve (12) months; or

e. Failure to report to work from layoff by the start date or fourteen (14) days after notice of recall, whichever is later, unless a reason satisfactory to PPH is given. Notice shall be given in person, or by return receipt telegram or certified letter to the employee’s last address on record.

9.4 A seniority list of bargaining unit employees, with seniority dates that are updated quarterly, shall be posted in mutually agreed upon locations, and all such updated lists shall be sent to CHE.

ARTICLE 10 - LAYOFF, RECALL, AND SEVERANCE

10.1 Flexing or Call-Off. Flexing or call-off is driven by the day-to-day, shift-to-shift change in census. Call-off may also include mid-shift cancellation. An employee who is called off or flexed off may, at his/her option, use accrued Personal Time Off in order to be made whole. Employees, excluding those on probationary status, shall be called off by job category, by location and shift, in the following order:

a. Registry

b. Staff working on premium status

c. Volunteers

d. Temporary Employees*

e. Travelers two (2) times per pay period

f. Casual

g. Per Diem

h. All remaining employees on a rotational basis by order of reverse seniority.

* Who are not regular PPH employees

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Regular full-time and part-time employees shall not be flexed more than two (2) times within a pay period. Provided, however, that where all full and part-time employees in the job category, location, and shift have been flexed twice in the pay period and there are no temporary, casual, or per diem employees in the job category, location, and shift, the least senior employee(s) may be flexed.

10.2 Indefinite Layoff.

10.2.1 An indefinite layoff is defined as a layoff that is expected to last more than thirty (30) days. Layoffs shall affect employees in the various job categories (classification)/skill mixes by location and shift, by reverse seniority, in the following order:

a. Registry

b. Volunteers

c. Temporary Employees

d. Travelers

e. Probationary Per Diem

f. Probationary Full-time and Part-time

g. Per Diem

h. Casual

i. Part-time/Full-time

10.2.2 Any employee whose position is eliminated in an indefinite layoff shall be provided with a list of available vacant positions, such list to include the location, the shift and scheduled hours. The affected employee shall be given preference over any outside applicant for a position for which he/she is qualified. For purposes of this paragraph, “qualified” shall be defined as being able to perform the essential functions of the job after a training period not to exceed any training period offered to a prospective new employee for the same or a similar position.

If an employee is laid off as provided in 10.2.1 above, then the following shall apply:

The employee may displace the least senior employee of the same status (part-time ineligible for benefits, part-time eligible for benefits, full-time) in the employee’s category (classification) in the same facility, provided the employee is qualified.

If no such position exists, the employee may displace the least senior employee of the same status (part-time ineligible for benefits, part-time eligible for benefits, full-time) in the equivalent of the employee’s category (classification) in another PPH facility, provided the employee is qualified.

Qualifications in this Article shall be defined as in Article 18 (Vacancies, Posting of Positions, Transfers & Promotions, Section 18.3).

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10.2.3 Notification to CHE. Absent an emergency, Act of God, civil disturbance, or other event beyond the control of the Employer, PPH shall notify CHE of an indefinite layoff at least thirty (30) days in advance. Upon request by the Union, the Employer shall meet to discuss the effects of the layoff.

10.2.4 Notification to the Employee. Absent an emergency, act of God, civil disturbance, or other event beyond the control of the Employer, the affected employee(s) shall be given fourteen (14) days notice of indefinite layoff or pay in lieu of notice for all hours which the employee would have been regularly scheduled.

10.3 Recall. Laid off employees shall be recalled to their prior position/skill in reverse order of layoff when openings occur. Laid off employees shall remain on a recall list for a period not to exceed three hundred sixty-five (365) calendar days. An employee who accepts a temporary position shall remain on the recall list while in the temporary position. Failure to report address or telephone changes in writing to Human Resources will result in a loss of the employee’s recall rights.

10.4 Severance.

10.4.1 Where PPH reasonably anticipates that the layoff will be of six (6) months or longer, laid off full-time or part-time employees shall receive severance pay according to the following schedule:

Length of Service Severance Less than two (2) years one (1) week Completion of two (2) years two (2) weeks Completion of five (5) years three (3) weeks Completion of ten (10) years ten (10) weeks

10.4.2 Severance is calculated as weeks of pay for regularly scheduled work at

the employee’s base rate of pay, not including overtime. To receive severance pay, the employee must sign a general release prepared by the Employer waiving all claims against the Employer, including but not limited to claims under this Agreement, claims under Title VII, Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), Fair Employment and Housing Act (FEHA), etc.

10.5 Nothing contained herein shall require PPH to flex, call off, or lay off an employee who has demonstrated the ability to successfully perform the essential duties in question and retain a more senior employee who has not.

ARTICLE 11 - DISCIPLINE AND DISCHARGE

11.1 The right to maintain discipline is vested exclusively in the Employer. A bargaining unit employee who has successfully completed the probationary period may only be disciplined or discharged for just cause. CHE shall be notified, in writing, in a timely manner of all bargaining unit employee suspensions and discharges.

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11.2 Where PPH reasonably believes an investigatory interview may result in suspension or discharge of the bargaining unit employee, PPH shall advise the employee in advance.

11.3 A bargaining unit employee shall be informed of his/her entitlement to have a Union representative present during an investigatory interview where the employee reasonably believes that such an interview will result in a disciplinary action of suspension or discharge.

11.4 Failure to comply with Section 11.2 or 11.3 shall not affect the outcome of the discipline.

ARTICLE 12 - PERSONNEL FILES

12.1 A bargaining unit employee, or a CHE Representative, with written authorization from the employee, may view an employee’s personnel file during regular business office hours with at least four (4) business day’s advance notice.

12.2 Copies of relevant materials within the personnel file shall be provided on written request of the employee within four (4) business days.

12.3 Documentation of disciplinary action will be retained in the personnel file. Unrelated disciplinary actions will not be considered, after one year, when determining the level of discipline for infractions of policy or procedure.

ARTICLE 13 - GRIEVANCE PROCEDURE

13.1 A grievance is defined as a dispute concerning the interpretation or application of any provision of this Agreement, including claims of discrimination alleging a violation of ARTICLE 4. The term “days”, in the context of this ARTICLE, is defined as calendar days excluding Saturdays, Sundays, and PPH recognized holidays.

13.2 CHE and the Employer recognize that the goal of this grievance procedure is to attempt to resolve the grievance at the lowest level possible with the least amount of time and resources. In the case of a grievance filed on behalf of an individual bargaining unit member (“individual grievance”), the employee must first meet with his/her supervisor/manager to attempt to resolve the grievance. This meeting may be waived if either the grievant or his/her supervisor/manager deems it unnecessary. If the grievance is not resolved by this meeting, the grievance shall be handled in accordance with the procedures set forth below. At least one (1) grievant must accompany a Union steward at any meeting under this grievance procedure, unless mutually agreed otherwise.

13.3 All written responses by the Employer shall be addressed to CHE with copies to the grievant and to the designated Unit Representative.

13.4 Step One.

13.4.1 An employee or CHE initiates the grievance procedure by completing and delivering a grievance form to the employee’s immediate supervisor in the case of an

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individual grievance or, in the case of all other grievances, to the Chief Human Resources Officer or designee, within twenty (20) days of the date upon which either the employee or CHE first became aware, or reasonably should have first become aware, of the events or circumstances which gave rise to the grievance. The grievance must contain the following information:

a. The issue, situation or nature of the grievance;

b. The provision(s) of the Agreement alleged to have been violated;

c. The resolution or remedy sought;

d. And, in the case of an individual grievance, the signature of at least one (1) grievant. Receipt of the consent by fax or e-mail from the grievant within the time for filing, shall constitute signing of the grievance. The ten (10) day time limit below shall commence with this receipt.

13.4.2 A meeting to resolve the grievance shall take place within ten (10) days after the filing of the grievance, or as soon thereafter as practicable. The Supervisor or his/her designee will respond in writing within ten (10) days of the meeting.

13.5 Step Two.

13.5.1 If the grievance has not been resolved, the grievant or CHE may move the grievance to Step Two by submitting a written statement to the Human Resources Department for transmission to the responsible Manager, or his/her designee, within ten (10) days after receipt of the written response to Step One.

13.5.2 A meeting shall be held to resolve the grievance during the ten (10) day period following receipt of the written statement, or as soon thereafter is as practicable. The Manager, or his/her designee, will respond in writing within ten (10) days after the meeting, or as soon thereafter as practicable.

13.6 Step Three.

13.6.1 If the grievance has not been resolved, the grievant or CHE may move the grievance to Step Three by submitting a written statement to the Chief Human Resources Officer or designee, for transmission to the responsible Vice-President or vice-presidential level Manager, within ten (10) days of receipt of the written response to Step Two.

13.6.2 A meeting shall be held to resolve the grievance during the ten (10) day period following receipt of the written statement, or as soon thereafter as practicable. The responsible Executive or Executive level Manager, or his/her designee, will respond in writing within ten (10) days after the meeting.

13.6.3 Any or all of the above grievance steps may be waived by written agreement of the parties.

13.7 Time Limits. If a grievance is not filed by the Union in accordance with the twenty (20) day period noted in § 13.4.1 above, it shall not be subject to arbitration, and the

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matter will be deemed concluded. Grievances not responded to by either party within the time limits presented herein shall be automatically moved to the next step. Provided, however, arbitration must be specifically requested within the time limits of Article 14.

ARTICLE 14 - ARBITRATION

14.1 Grievances which are not settled pursuant to ARTICLE 13 - Grievance Procedures, and which the Union desires to contest further, shall be submitted to arbitration as provided in this ARTICLE. Matters excluded from arbitration by other provisions of this Agreement are not subject to arbitration.

14.2 The Employer must receive requests for arbitration within thirty (30) days following receipt of the Step Three response required under ARTICLE 13.

14.3 By mutual agreement, CHE and the Employer may select a mediator to try to resolve the grievance before arbitration. The recommendation of the mediator is not binding on either party. A mediator selected by the parties may not serve as an arbitrator for the same grievance. Nothing said or done by the mediator or the parties or anyone else at the mediation session(s) may be referred to in any way at the arbitration hearing.

14.4 As soon as possible and, in any event, not later than ten (10) calendar days after the Employer receives written notice of CHE’s desire for arbitration, the parties shall agree upon an arbitrator. If no agreement is reached within said ten (10) days, an arbitrator shall be selected from the following list of seven (7) arbitrators, by alternate striking of names until one (1) name remains. The party who strikes the first name shall be determined by lot.

Sara Adler Howard Block Lou Zigman Michael Rappaport Tom Roberts

14.5 The fees and expenses of the arbitrator will be borne equally by the parties. Each

party shall bear the expenses of the presentation of its own case.

14.6 The arbitrator’s authority will be limited to interpretation of the provisions of the Agreement. The arbitrator shall have no authority to add to, subtract from, or change any of the terms or conditions of this Agreement in any way, but shall determine only whether there has been a violation of the Agreement in the respect alleged in the grievance. The arbitrator’s decision shall be final and binding upon all parties concerned, including the employee(s) on whose behalf the arbitration is brought.

14.7 Either the Employer or CHE may call any employee as a witness, and the Employer agrees to release said witness from work if he/she is on duty, subject to patient care and operational needs, provided PPH receives sufficient notice that CHE desires to have the employee testify. If the Employer calls the employee witness, the Employer will reimburse the employee for time lost; if called by CHE, the Union will reimburse the employee for time lost.

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14.8 Past practice of the parties in interpreting or applying terms of this Agreement may be relevant evidence, but shall not be used so as to justify, or result in, what is in effect a modification (whether by addition or by detraction) of the written terms of the Agreement. No decision rendered by the arbitrator shall be retroactive beyond the beginning of the twenty- (20-) day period specified in Step One of the grievance procedure set forth in ARTICLE 12, except in cases where the arbitrator determines that the grievant could not have known of the occurrence of the violation of the Agreement, in which case the arbitrator’s decision may be retroactive to the time of the occurrence. The arbitrator shall have no power to render an award on any grievance occurring before the effective date, or filed after the termination date, of this Agreement, unless otherwise agreed to by the parties.

14.9 If the discharge or discipline of an employee results from conduct relating to a patient or prospective patient and the patient or prospective patient does not appear at the arbitration hearing, the arbitrator shall not consider the failure of the patient or prospective patient to appear as prejudicial or as an adverse inference.

14.10 If the arbitrator finds that the Employer has discharged an employee without cause and orders reinstatement with back pay, the following shall be credited against back pay:

a. All earnings received by the employee in lieu of what the employee would have received as back pay; however, if an employee at the time of discharge is employed elsewhere and continues to work the same schedule, then those monies earned shall not be deducted from any back pay;

b. The amount of any unemployment compensation received by the employee shall be withheld by the Employer, who shall remit it to the appropriate state authorities to the credit of the employee’s account.

14.11 The employee shall provide evidence regarding the aforementioned items as is required by the Employer.

14.12 Except for grievability issues, the arbitrator may hear and determine only one (1) grievance at a time unless the Employer expressly agrees otherwise.

ARTICLE 15 - HOURS OF WORK

15.1 Every employee is hired to work a specific status based on the number of hours the individual is regularly scheduled to work, or commits to Per Diem availability each pay period. The employee’s pay and benefits are based on each employee’s status. The fact that an employee works more or less hours than the employee has been hired and scheduled to work will not automatically change the employee’s status.

15.2 Straight Time and Overtime.

15.2.1 Employees hired or placed on eight (8) hour or ten (10) hour shifts shall be paid time-and-one-half for all hours worked in excess of forty (40) in a workweek. Time and

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one-half, plus shift differential, if applicable, shall be paid for all hours worked in excess of thirteen (13) in a workday.

15.2.2 Employees hired or placed on twelve (12) hour shifts shall receive time-and-one-half for all hours worked in excess of thirty-six (36) hours in a workweek. Time and one-half shall be paid for all hours worked in excess of thirteen (13) in a workday.

15.2.3 Voluntary Standby as defined in ¶ 15.15.1 below, mandatory education hours as specified in ARTICLE 27, paid bereavement hours as defined in ARTICLE 19, a bargaining day as defined in ARTICLE 17, and excused jury duty hours as defined in ARTICLE 20 will be counted toward overtime eligibility under this ARTICLE for any hours actually worked during the same workweek.

15.2.4 Except as stated in ¶ 15.2.3, only hours actually worked will be counted toward overtime eligibility under this ARTICLE. For units where Mandatory Standby is required, hours spent on Mandatory Standby shall not be considered hours worked for overtime purposes.

15.2.5 All overtime must be authorized by the employee’s supervisor or designee prior to the time such work is performed. There shall be no pyramiding of overtime premiums, and hours for which a daily overtime premium is paid shall be credited toward weekly overtime premiums.

15.3 Self-Scheduling. Self-scheduling of work hours shall continue in units where this currently is the practice, provided that all scheduling requirements are met without the use of overtime, unless pre-approved by the Unit Manager. Such pre-approval shall not be unreasonably withheld.

15.4 Posting of Work Schedule. Employee work schedules and days off must be posted at least fourteen (14) days in advance, and employees shall be provided a copy upon request. Once posted, changes in the schedule will be made by mutual agreement between the employee and PPH. By mutual agreement of employees and management in a given unit, such practice may be changed.

15.5 Mandatory Overtime. There shall be no mandatory overtime except in the case of an event that materially compromises the ability of PPH to provide patient care or support services, for example, a community disaster or a life-threatening event.

15.6 Reporting Pay.

15.6.1 If an employee reports to work on a scheduled workday but is either not needed or is furnished with less than half the usual or scheduled day’s hours of work, the employee shall be paid for one-half (1/2) the usual or scheduled day’s work time at the base hourly rate, up to a maximum of four (4) hours but not less than two (2) hours, unless the employee agrees in writing otherwise. However, an employee on Standby who is called in to work shall be paid for the greater of two (2) hours or the actual hours worked, and shall be paid at time-and-one-half plus his/her applicable shift differential.

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15.6.2 An employee may be assigned to other work for which he/she is qualified in lieu of being released from work. Employees who refuse the alternate assignment shall receive no reporting pay.

15.6.3 Employees shall be notified of schedule cancellations at least two (2) hours before the start of their shifts. Reporting pay is not payable to an employee who is advised not to report to work two (2) or more hours prior to the start of a shift. Messages left on an answering machine or pager or sent by fax at the number in the Staffing Office or department records, as applicable, prior to the time specified shall constitute notice. A system will be set up to provide documentation for both Employees and PPH to uphold accountability to the above standard.

15.7 Shift Differential. Shift differentials shall be computed in one-quarter (1/4) hour increments.

15.7.1 Evening Shift. Evening Shift is defined as the hours between 3:00 PM and 11:00 PM. Employees who begin a shift prior to 3:00 PM shall be paid Evening Shift Differential for all hours worked on the Evening Shift provided they work, or were scheduled to work, a majority of their shift on the Evening Shift. Employees who begin a shift at 3:00 PM or after shall be paid an Evening Shift Differential for all hours worked on the Evening Shift.

15.7.2 Night Shift. Night Shift is defined as the hours between 11:00 PM and 7:00 AM. Night Shift Differential is paid for all hours worked on the Night Shift.

15.7.3 Shift Differential. Shift differentials shall be computed in one-quarter (1/4) hour increments, based on the grade to which a job code is assigned:

Grades Evenings Nights 1 - 23 $1.25 $1.70 24 – 35 $1.50 $2.40 36 – 999 $2.20 $3.45

15.8 Rest Between Shifts. Consistent with current practice, employees shall have at least eight (8) hours off between shifts. This provision shall not apply if mutually waived by the employee and the supervisor or designee, or if patient care otherwise would be endangered, for example, during an operation, community disaster or a life threatening event.

15.9 Weekends Off.

15.9.1 PPH shall continue to utilize the procedures in place on each unit regarding weekends off. The employees and the Manager of a particular unit may agree to change the procedure on that unit if a majority of the employees request to change the procedure. The Manager may not unreasonably withhold approval of the requested change in procedure. The applicable procedure shall be posted on each unit.

15.9.2 During the term of this Agreement, either CHE or PPH may request a meeting to discuss the feasibility of establishing weekend-only positions.

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15.10 Consecutive Days. Eight (8) hour employees shall not be required to work more than five (5) consecutive days. Ten (10) hour employees shall not be required to work more than four (4) consecutive days. Twelve (12) hour employees shall not be required to work more than three (3) consecutive days. However, with supervisory approval, employees may self-schedule so that they work more than the specified number of consecutive days so long as this does not result in working overtime hours. Further, PPH may require employees to work more than the specified number of consecutive days if patient care otherwise would be endangered, for example, during an operation, a community disaster or a life threatening event. The overtime premiums set forth in § 15.2 may apply. If CHE identifies an area where employees are required to work more than the specified consecutive days, at CHE’s request, PPH will meet and confer to discuss a possible resolution of the situation, which may include a discussion of possible remedies.

15.11 Rest and Meal Periods.

15.11.1 Employees shall be allowed one paid fifteen (15) minute rest period during the first half of the shift and a second paid fifteen (15) minute rest period during the second half of the shift. Rest periods may not be combined with meal periods unless approved by the Manager or designee on a daily basis for each shift.

15.11.2 Employees shall have one thirty (30) minute unpaid meal period during each shift. If an employee is required to work or be available to work during the meal period, such meal period shall be paid as time worked and shall be deemed as time worked for the purposes of overtime.

15.12 Holiday Pay.

15.12.1 The following will be considered holidays for the purpose of this ARTICLE:

New Years Day President’s Day Thanksgiving Day Memorial Day Christmas Day Labor Day Independence Day

15.12.2 The eves of the above holidays will be observed as the official holiday for the 1900-0700 shift and the 2300-0700 shift. Holiday pay of time-and-one-half (1 1/2) will be paid for all hours worked on the holiday. Holidays off will be scheduled in accordance with ARTICLE 23.2.

15.12.3 For departments that are regularly scheduled to be closed on Saturdays and Sundays, if a holiday falls on a Saturday, it will be observed on the preceding Friday, and if a holiday falls on a Sunday, it will be observed on the following Monday.

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15.13 Mandatory Standby and Call Back.

15.13.1 When an employee is required to be on standby, that employee will be paid six dollars ($6.00) per hour for all hours on standby, including when on standby on a recognized holiday.

15.13.2 If called to work when on mandatory standby, an employee shall be compensated at time-and-one-half plus applicable shift differential. Call back pay starts when the employee clocks in, at which time standby pay ends. At the conclusion of call back, standby pay will resume for the remaining hours of standby, if any.

15.13.3 Employees called in to work when on standby shall be compensated for a minimum of two (2) hours at the call back rate.

15.14 Voluntary Standby and Call Back.

15.14.1 In lieu of temporary layoff, the employee and his/her Manager or designee may agree to place the employee on Voluntary Standby up to a maximum of eight (8) hours, regardless of the normal duration of the employee’s shift.

15.14.2 Such employee, if called in to work, shall be compensated at time-and-one-half (1 1/2) plus applicable shift differential, and shall be compensated for a minimum of two (2) hours at the call back rate.

15.15 Call In When Not on Standby.

15.15.1 If called to work on a regularly scheduled day off, an employee shall be paid time-and-one-half plus applicable shift differential. Said employee shall be guaranteed a minimum of four (4) hours of pay, unless agreed otherwise by the employee in writing. Call in pay shall start when the employee clocks in.

15.15.2 Where call in under this section results in overtime, it will be paid accordingly.

15.16 Early Call-In.

15.16.1 Day Shift. A Day Shift employee called in to work prior to the start time of his/her assigned shift will receive the Night Shift differential for all hours worked prior to the start time of his/her assigned shift, or until 7:00 AM, whichever comes first. Thereafter, he/she shall be paid the Day Shift rate.

15.16.2 Evening Shift. An Evening Shift employee called in to work prior to the start time of his/her assigned shift will receive the Evening Shift differential for all hours worked between 3:00 PM. and 11:00 PM.

15.16.3 Night Shift. A Night Shift employee called in to work prior to the start time of his/her assigned shift will receive the Evening Shift differential for all hours worked between 3:00 PM and 11:00 PM.

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15.17 Overtime Pay Computation. The time-and-one-half premium payable for hours worked in excess of forty (40) hours in a workweek shall be based on the employee’s regular rate of pay as defined in the Fair Labor Standards Act. In all other situations, the time-and-one half premium shall be based on the employee’s base straight time rate.

15.18 Preceptor Pay. OR Techs, Radiology, and Respiratory Therapists shall receive $2.00 per hour for precepting, based on assignment by manager. If other job titles have been identified which precept, both parties shall meet and confer within ninety (90) days of ratification of this Agreement.

ARTICLE 16 - COMPENSATION

16.1 General Provisions. Each year, all pay increases described in this ARTICLE shall be effective upon the Pay Increase Date. The Pay Increase Dates shall be as follows:

a. 2006 Pay Increase Date. The first day of the first payroll period beginning after July 1, 2006.

b. 2007 Pay Increase Dates.

(1) The first day of the first payroll period beginning after the one-year anniversary of the 2006 increase date – 2%.

(2) The first day of the first payroll period beginning with December 1, 2007 – 1.5%.

c. 2008 Pay Increase Date.

(1) The first day of the first payroll period beginning after the two-year anniversary of the 2006 increase date – 2%.

(2) The first day of the first payroll period beginning with December 1, 2008 – 1.5%.

16.2 Experience-Based Pay Steps.

16.2.1 Each employee shall be paid according to the experience-based pay step listed in Appendix C.

16.3 Experience Determinations.

16.3.1 Initial placement on the experienced-based steps shall be as follows: Each complete year of service at PPH shall count as one (1) year of experience. In addition, each full year of experience in a comparable position at a United States acute care or skilled nursing facility shall count as one (1) year of experience. Each two (2) full years of experience in a comparable position in other than a United States acute care or skilled nursing facility will count as one (1) year of experience, up to a maximum of four (4) years of experience toward placement on the step system.

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16.3.2 Employees hired after the ratification of this Agreement shall have their experience for purposes of initial placement on the experience-based steps determined in accordance with this subparagraph. Each full year of experience in a comparable position at a United States acute care or skilled nursing facility shall count as one (1) year of experience. Each two (2) full years of experience in a comparable position in other than a United States acute care or skilled nursing facility will count as one (1) year of experience, up to a maximum of four (4) years of experience toward placement on the step system. Employees hired after the ratification of this Agreement in a job code that does not require a license, registration or certification, shall not be placed higher than Step 13 regardless of their experience.

16.3.3 During the life of the Agreement, should market forces reflect an inability to fill vacancies or to retain current employees in a job code at the contractual rates, PPH may notify CHE of its desire to adjust contractual rates to market level. Within fourteen (14) calendar days of such notification, the Union may request to meet and confer regarding any proposed market adjustment. If the Union does not request to meet and confer within the fourteen (14) calendar-day period, PPH may implement the proposed adjustment.

16.3.4 Any market adjustment resulting from subparagraph 15.3.3 shall result in moving the job code to a higher pay grade. All incumbents in the job code shall have their wage rates adjusted accordingly.

16.4 Per Diem Employees.

16.4.1 All Per Diem employees must sign and adhere to a Per Diem Agreement, including department or unit specific holiday and weekend work requirements.

16.4.2 A Per Diem I also must be available to work a minimum of three (3) shifts per two-week pay period if scheduled to work eight (8) hour shifts, and a minimum of two (2) shifts per two-week pay period if scheduled to work twelve (12) hour shifts. Per Diem I employees will be paid ninety-four percent (94%) of Step 13 of the grade to which their job code is assigned.

16.4.3 A Per Diem II also must be available to work a minimum of five (5) shifts per two-week pay period if scheduled to work eight- (8-) hour shifts, and a minimum of three (3) shifts per two-week pay period if scheduled to work twelve- (12-) hour shifts. Per Diem II employees will be paid one hundred percent (100%) of Step 13 of the grade to which their job code is assigned.

16.4.4 A Per Diem III also must be available to work a minimum of six (6) shifts per two-week pay period if scheduled to work eight- (8-) hour shifts, and a minimum of four shifts per two-week pay period if scheduled to work twelve- (12-) hours shifts. Per Diem III employees will be paid one hundred six percent (106%) of Step 13 of the grade to which their job code is assigned.

16.4.5 In the event that a Per Diem employee is being paid at a higher hourly rate than the applicable hourly rate set forth in this subparagraph, the employee shall be “red circled” (i.e. remain at their current pay rate until it is exceeded by the applicable Per Diem rate).

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16.5 Lead Pay. For each full shift worked in a lead capacity, employees shall be paid an hourly lead differential of the greater of seven percent (7%) of their base rate or one dollar and fifty cents ($1.50) more than they would have been paid for work in a non-lead capacity.

ARTICLE 17 - UNION NEGOTIATING COMMITTEE

PPH shall cooperate with CHE in the scheduling of up to eight (8) members of the Union Negotiating Committee, in order that they may attend bargaining sessions and preparation sessions. Employees on the Union Negotiating Committee who work the night shift shall be released both the night before and the night of bargaining sessions, provided that the employee gives two (2) weeks’ notice to his/her manager where feasible. Negotiating Committee members shall not be required to make up time spent in bargaining sessions or preparation sessions. Pursuant to Government Code § 3505.3, for the eight (8) members of the Union Negotiating Committee, a bargaining day shall be a fully paid workday and shall count as such for applicable benefit and overtime purposes. Negotiating Committee members shall accrue PTO hours for time spent in no more than one (1) preparation day per week. Preparation days are not paid for or considered hours worked for overtime purposes.

ARTICLE 18 - VACANCIES, POSTING OF POSITIONS, TRANSFERS AND PROMOTIONS

18.1 Posting of Positions. Vacancies shall be posted online on the PPH Intranet for five (5) calendar days prior to filling the position. PPH may temporarily fill vacancies during the five (5) day posting period.

18.1.1 Employees will be given access to a PPH computer in the departments, lobbies and Human Resource Offices for the purpose of responding to a posting. PPH shall offer paid training to employees on the procedure for applying on line.

18.1.2 Positions will be filled as posted.

18.1.3 A vacant position is one that will be filled by a regular employee on an ongoing basis. It does not include positions that are known to be for a limited time such as performing a specific time limited project or a leave of absence.

18.2 Transfer Requests. Employees who wish to be considered for transfer or promotional opportunities must complete the online bidding process within the time limits posted.

18.2.1 During an employee’s absence, another employee may file a transfer request online for the absent employee for a posted position. Provided, however, the absent employee must be available to fill the position within a reasonable period of time from the date the position is awarded.

18.3 Eligibility. For an employee to be transferred or promoted within the same unit or to another unit, the employee:

18.3.1 Must qualify for the position on the basis of education and experience.

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a. Qualified for this Article means the necessary skills, education, ability, certification, or credentialing needed to perform the duties of the position.

18.3.2 Must have completed the probationary period in their current position or have established experience and competencies in a substantially similar position at PPH.

a. Approval to waive this requirement may be obtained from the appropriate Administrative and Management persons.

18.3.3 An employee may have up to four (4) months to show that s/he can perform the duties of the new position.

a. During the four (4) month period, PPH will make reasonable efforts to ensure that the employee is properly oriented to the required competencies.

b. During the four (4) month period, if PPH or the employee decides to cease orientation to the new position, PPH will use reasonable efforts to return the employee to the former position.

c. If a position is not available, the employee will have thirty (30) days to accept a posted position.

d. This 4-month period is a qualifying period and not a probationary period.

18.4 Awarding of the Position.

18.4.1 Qualified bargaining unit employees currently working in the same job code as the vacancy shall be given preference to fill the vacancy by seniority over other PPH employees.

a. The term “seniority” in this Article shall be as defined in Article 9 (Seniority).

18.4.2 If the vacancy is not filled as provided in 18.4.1, then qualified employees in the bargaining unit shall be given preference to fill the vacancy by seniority over other PPH employees.

18.4.3 If the vacancy is not filled as provided in 18.4.2, then bargaining unit applicants who are otherwise qualified but may not have the experience shall be given preference to fill the vacancy by seniority over other PPH employees.

18.4.4 If the vacancy is not filled as provided in 18.4.3, then the vacancy may be filled by any qualified applicant, including those qualified bargaining unit members who submit their applications after the five (5) day posting period, except that qualified employees who are currently on layoff/recall status shall have preference over outside applicants.

18.5 Once awarded the position, the employee shall move into the new Labor Grade. If the employee has no prior experience as defined in ARTICLE 16.3.2, the employee shall be placed on the first step of the Labor Grade. If the employee has experience, the employee shall

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be placed on the appropriate step as determined in ARTICLE 16.3.2. However, if the employee’s prior hourly rate of pay is greater than the employee’s new hourly rate of pay, the employee shall be placed on the step that most closely matches his/her current rate and does not result in a loss in hourly rate of pay. Thereafter, the employee will be eligible for movement to the next applicable step provided (s)he has completed a full year of service for one (1) year steps, and two (1) full years of service for two (2) year steps.

18.6 Transfers for Other Reasons. PPH reserves the right to transfer an employee for failure to meet job requirements, or for just cause disciplinary reasons. Further, by mutual agreement between the employee and PPH, the employer may temporarily transfer an employee who possesses special skills and/or abilities to another area provided that: (a), the position has been posted; and (b), such transfer does not exceed forty-five (45) days. The forty-five (45) day period may be extended by mutual agreement.

ARTICLE 19 - LEAVES OF ABSENCE

19.1 Union Leave. If a part-time or full-time employee is elected or appointed to a position by the Union, PPH will grant up to five (5) such individuals, who are not from the same unit and/or the same job code, a maximum of three (3) months each for Union Leave. An employee on Union Leave may not work at PPH. An employee returning from an approved Union Leave shall be reinstated to his/her former position and shift or, if it no longer exists, to a comparable position for which the employee is qualified.

19.2 Other Leaves. PPH shall make the following types of leaves of absence available to eligible employees who make timely application:

Family Medical Leave (PPH Procedure #1416); Pregnancy Disability (PPH Procedure #2050); Personal (PPH Procedure #4185); Non Work-Related Medical (PPH Procedure #4184) Bereavement (PPH Procedure # 0621); and Work-Related Injury or Illness (PPH Procedure #4438)

19.3 Such leaves will be granted and administered in accordance with applicable state and/or federal laws and PPH Procedures. These leaves shall be in addition to ARTICLE 20 (Jury Duty) and ARTICLE 21, (Military Duty). Unless required by applicable law, none of the PPH Procedures referred to in this ARTICLE may be changed in a manner that reduces the available leave time period.

ARTICLE 20 - JURY DUTY

20.1 Standards of Practice. Any regular full-time or part-time employee who receives notification to serve on a jury panel must notify his/her department manage/supervisor immediately upon receipt of summons. The employee will receive his/her base hourly rate of pay for those hours of required absence to a maximum of fifteen (15) consecutive scheduled days for eight (8) hour shift employees, twelve (12) consecutive scheduled days for ten (10) hour shift employees, and nine (9) consecutive scheduled days for twelve- (12) hour shift employees per

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year. All PTO benefits for which the employee is eligible will continue to accrue while on jury duty leave.

20.2 Steps of Procedure.

20.2.1 An employee who is called for jury duty will receive his/her base number of hours for his/her regularly scheduled shift.

20.2.2 The employee must notify the department manager or supervisor within the twenty-four (24) hour period after notice to report is received.

20.2.3 Specific statutory exemptions from jury duty are not allowed under California law. The only general exemption relates to individuals for whom jury duty would constitute an “undue hardship.”

20.2.4 The employee should direct requests for examination or postponement of jury duty to the Jury Commissioner’s Office. If a manager/supervisor requests that the employee attempt to postpone his/her initial date for jury duty to a later date due to a business necessity, and the employee refuses, the employee will forfeit his/her rights to jury duty pay.

20.3 Compensation.

20.3.1 Compensation received from the Court by the employee for each day of service will not be deducted from the employee’s paycheck. The employee must request time and attendance verification from the Court, and submit it to his/her manager/supervisor during the pay period in which jury duty hours are being paid.

20.3.2 Wage payments will not be made for jury duty on any day on which an employee was not, or would not have been, scheduled to work. Wage payments are made at straight time for hours normally scheduled in which the employee did not work, and are coded in the employee’s time card as jury duty hours (Pay Type 7).

20.4 If an employee is excused for a day or a portion of a day on jury duty and could report to work to complete at least one-half of his/her shift(s), he/she will advise the manager/supervisor or the scheduling office by telephone. If requested to do so, the employee will return to complete his/her shift on his/her base unit.

20.5 The manager/supervisor will have the option of offering PTO hours to the employee if the employee requests those hours off, and the manager/supervisor determines that there is adequate coverage.

20.6 If the employee is excused from jury duty and cannot meet the one-half shift return-to-work requirement and/or the manager/supervisor cancels the employee from returning to work, the employee will be paid at straight time for what would have been the remaining scheduled hours.

20.7 If the manager/supervisor schedules a replacement for the employee prior to confirmation that the employee will be called for jury duty, the manager/supervisor will attempt to reschedule the employee during the pay period to make up the lost hours, or will offer payment of PTO for that day to the extent available.

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20.8 The manager/supervisor will take reasonable action in scheduling changes to accommodate employees on jury duty and/or adjust the schedule if necessary to provide them with their normally scheduled shifts within a pay period if cancelled from jury duty during that pay period.

20.9 Days spent on jury service for which the employee receives jury duty pay from PPH under this ARTICLE will count as regularly scheduled working days.

20.10 Night shift employees will be excused from their shift on the night preceding scheduled jury duty. In this case, the employee will be paid jury duty at straight time for this cancelled shift if another shift is not reassigned during the given week.

ARTICLE 21 - MILITARY DUTY

21.1 Standards of Practice. All employees are entitled to unpaid military leave of absence in accordance with the Uniformed Service Employment and Reemployment Rights Act (USERRA) and other applicable state and federal laws. The duration, scope, and reinstatement rights for employees on such leave will be as required by applicable state and federal law.

21.2 Military Leave Compensation.

21.2.1 Generally, all military leaves are unpaid. However, employees who meet eligibility requirements specified below are entitled to be paid at their base hourly rate of pay for the first thirty (30) days of such absence as defined in PPH HR Procedure #1631.

21.2.2 Pay for military leave shall not exceed thirty (30) days in any one (1) fiscal year. After the first thirty (30) calendar days of paid leave, employees may utilize available PTO and/or vacation benefits if still on military leave.

21.3 Eligibility Requirements.

21.3.1 Temporary Military Leave. An individual who has been employed with PPH for at least one (1) calendar year prior to the first day of military leave is eligible for military leave compensation while engaged in the performance of ordered active military duty, and while going to and returning from such duty. Prior military service counts towards the requirement of one (1) calendar year’s employment with PPH.

21.3.2 Emergency Military Leave. Any employee who is a National Guard member and who is ordered into active duty by the Governor, or who is activated by the Governor’s declaration of a state of emergency, is eligible for military leave compensation regardless of the length his/her employment at PPH in accordance with PPH HR Procedure #1631.

21.3.3 Inactive Military Training. Military leave compensation is not provided to employees who take leave for the purpose of engaging in inactive duty military training.

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21.4 Notification.

21.4.1 To the extent possible, and as soon as is practicable, an employee must provide PPH with notice prior to commencing military duty by conveying to his/her immediate supervisor a completed LOA form, along with a copy of his/her orders to report to duty.

21.4.2 When an employee is unable to provide prior notice due to a bone fide emergency, the supervisor must be verbally notified, and the completed LOA form, together with a copy of the orders to report for duty, must be submitted as soon as possible, in all cases before the employee returns to work in accordance PPH HR Procedure #1631.

21.5 Benefits During Leave.

21.5.1 An employee who is eligible for a military leave may maintain, for a period of up to thirty (30) days, his/her group health benefits (medical, dental, vision, and prescription coverage, including dependent coverage) from PPH, under the same terms as if the employee were actively employed, provided the employee continues to pay his/her active employee share of the premium for such coverage.

21.5.2 After the initial thirty (30) day leave period, the employee may, if still on military leave, elect to use PTO, under which his/her health benefits will continue as usual.

21.5.3 In the event the employee elects or must take unpaid time, he/she may arrange for continuation of health benefits on a self-pay basis through COBRA.

21.6 Re-Employment.

21.6.1 Employees who return from an approved military leave are expected to notify PPH of their readiness to resume employment in a timely manner following military duty within the time limits permitted by law.

21.6.2 Upon return from military leave employees will be re-instated to employment with PPH, and will be eligible for any general wage adjustments and benefit improvements granted during their absence in accordance with applicable state and federal law.

21.6.3 The military leave will not be considered a break in service for retirement plan purposes.

21.6.4 Re-employment rights are not protected under USERRA if an employee on military leave is discharged from military service under dishonorable or other punitive conditions.

21.6.5 The review date of an employee who is on leave longer than sixty (60) days may be adjusted.

ARTICLE 22 - CHE COMMITTEE

22.1 Objectives. The objectives of the CHE Committee (Committee) shall be to consider possible improvements related to the utilization of personnel, and to recommend ways and means to improve PPH operations, including the delivery of health care, and the health and safety of PPH employees.

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22.2 Composition. The Committee shall consist of no more than twelve (12) employees covered by this Agreement. The members of the Committee shall be appointed by CHE and shall constitute a representative cross section of the employees covered by this Agreement.

22.3 Meetings.

22.3.1 Regular Meetings. The Committee shall schedule one (1) regular meeting per month. Committee members shall be entitled to a maximum of one (1) hour of pay each month at the employee’s straight time rate for the purpose of attending meetings of the Committee. The Committee Chairperson shall be entitled to a maximum of an additional hour of straight time pay each month.

22.3.2 Special Meetings. Either CHE or PPH may request special meetings. If such meetings are agreed to, they will not take the place of the regular meetings of the Committee. Committee members shall be entitled to a maximum of an additional hour of straight time pay for each agreed-upon special meeting. This amount will not be subtracted from the paid time allotted for regular meetings.

22.4 Timely Response. PPH will respond to the Committee’s written recommendations within thirty (30) days of their receipt.

22.5 Review Committee. If PPH’s response to the Committee’s written recommendations is unsatisfactory to the Committee, the Committee’s written recommendations, along with PPH’s response, may, at the request of the Committee, be referred to a Review Committee of four (4) for consideration and review. Two (2) representatives shall be selected by CHE, and PPH shall select two (2) representatives. A majority of the Review Committee may invite resource persons to attend and participate in such Review Committee meetings. Such resource persons may review all relevant information before the Committee pertaining to the subject matter under consideration and offer advice to resolve differences between the parties. Differences may be resolved informally by the Committee or, if necessary, by majority vote of the four (4) members of the Committee in executive session.

22.6 Facilities Provided. The Committee may reserve meeting rooms through the PPH’s regular meeting room scheduling process for its meetings. A Committee mailbox will be provided in a mutually agreeable location.

ARTICLE 23 - PERSONAL TIME OFF

23.1 PTO. PPH shall maintain its current PTO plan including, but not limited to, eligibility, accrual rate, use of, etc., except as provided below, for the life of the agreement. See Appendix A – PTO.

23.2 Vacation and Holiday Scheduling.

23.2.1 Requests for approval of vacation time will be submitted at least thirty (30) days prior to the beginning of the schedule in which the vacation will begin. Less notice may be given upon mutual agreement between the employee and the Manager.

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23.2.2 PPH shall continue to utilize the procedures in place on each unit regarding vacation and holiday scheduling. The employees and the Manager of a particular unit may agree to change the procedures on that unit if a majority of the employees on that unit vote to change the procedure. The Manager may not unreasonably withhold approval of the change in procedures. The applicable procedure shall be posted on each unit.

23.2.3 Unless the employees agree upon a change on the unit and the unit Manager, no more employees may take vacation at the same time than is currently permitted. Exceptions may be granted, upon mutual agreement between the employee and the Manager, provided that there is sufficient staffing to meet required staffing, patient care, and operational needs.

23.2.4 Provided that staffing and patient care, and operational needs are met, requests for vacation shall not unreasonably be denied.

23.2.5 Once granted, vacations cannot be changed without mutual agreement between the employee and the Manager except in the case of an event that materially compromises the ability of PPH to provide patient care or support services.

23.2.6 Employee will be notified of impending PTO accrual cap each pay period when the employee is within forty (40) hours of their maximum accrual balance.

ARTICLE 24 - INSURANCE BENEFITS

24.1 Employees shall participate in the following PPH-sponsored insurance benefits based on the same eligibility criteria as other PPH employees in accordance with the terms of the plan documents: medical, dental, vision, life, long term disability, short term disability, supplemental life/AD&D, spouse life/AD&D, child life, retiree health, and voluntary benefits.

24.2 Plan benefits will be comparable for the life of the Agreement to the benefits in effect in plan year 2006. The employee’s share of premiums will not increase more than five (5%) percent annually for the life of the contract.

ARTICLE 25 - PENSION

25.1 Employees shall participate in the PPH-sponsored § 401(a) money purchase plan based on the same eligibility criteria as other PPH employees. Effective July 1, 2006 § 401(a) will increase to 6.5% for employees with 15 years of service.

25.2 Effective July 1, 2006, Employees may participate in the PPH § 457 deferred compensation plan, based on the same eligibility criteria as other PPH employees, in accordance with the terms of the Plan Documents:

• 1-9 years of service $.50 match of employee contribution up to 2% of base salary.

• 10-15 years of service $1.00 for $1.00 match of employee contribution up to 2% of base salary.

• 16+ years of service $1.50 for each $1.00 of employee’s contribution of up to 2% of base salary.

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ARTICLE 26 - FLOATING

26.1 Both the Union and PPH recognize that, in order to meet patient and operational needs, it is necessary to float personnel from their usual area of work. As used in this ARTICLE, the terms “float” and “floating” do not refer to the movement of employees who, because of the nature of their jobs, are required to carry out their responsibilities in more than one area. Where there are positions that historically have not been required to float, that practice shall be maintained unless patient or operational needs require otherwise. As used in this ARTICLE, Pomerado Hospital and Villa Pomerado shall be considered a single facility.

26.1.1 Floating of employees shall be in compliance with all federal and state laws and regulations, including Title XXII of the California Administrative Code.

26.1.2 Regular Full-time and Part-time employees with eighteen (18) years or more of continuous service at PPH shall not be required to float where there are employees in the position in the unit who have less than eighteen (18) years, unless it would require an employee in the unit to float more than twice per pay period.

26.2 Order of Floating by Job Code, Location and Shift:

a. Volunteers

b. Registry, if possible

c. Travelers

d. Per Diems

e. Regular Full- and Part-time

26.3 Full-time and Part-time Employees. The floating order for Regular Full- and Part-time employees will be on a rotational basis, including those employees who are working overtime shift. However, with the approval of the unit manager, employees within a job code may vote to change the rotation. Any proposed change in the order of rotation shall provide for the level of safe staffing determined by the manager. The unit manager may not without reason withhold approval of a proposed change in the order of rotation.

26.4 Floating Between PPH Facilities. All bargaining unit employees shall be regularly assigned to a base facility, except where the nature of the employee’s job requires performing their responsibilities at more than one facility, or the employee holds a regular position at more than one facility. If during the course of a shift an employee is required, or volunteers, to float between facilities, the employee shall receive a premium equal to $3.00/hour from the time the employee leaves their base facility (including travel time to the destination facility) to the end of the shift. If an employees begins his/her shift at a facility other than their base facility, he/she will receive a premium equal to $3.00/hour for all hours worked that shift. In addition to the above premium, an employee will be reimbursed for mileage at the current rate established by PPH from the employee’s base facility to the destination facility, round trip. Floating differentials shall not apply to training, education or orientation sessions. Floating between facilities shall be voluntary. PPH facilities as used in this ARTICLE are as follows: Palomar Medical Center, Pomerado Hospital/Villa Pomerado, Escondido Surgery Center, PCCC, and Innovation.

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ARTICLE 27 - EDUCATION, TRAINING, TUITION REIMBURSEMENT AND MANDATORY CLASSES

27.1 Education Leave. PPH will consider requests for Education Leave with pay for non-probationary, regular full-time and non-probationary, part-time benefited employees. The employee shall apply in writing for paid Education Leave at least thirty (30) calendar days before the leave is to be taken. PPH shall respond to Education Leave requests within fifteen (15) days of the request. When approval is received, the employee will be eligible to utilize Education Leave with pay for a period not to exceed the total number of hours of continuing education required for re-licensure or re-certification on an annualized basis. Non-probationary, part-time benefited employees shall be eligible for Education Leave with pay on a pro-rata basis based on their FTE status. For example, a non-probationary, full-time Certified Nursing Assistant required to complete forty-eight (48) hours of continuing education during a two-year period for re-certification would be eligible for up to twelve (12) hours of Education Leave with pay per year. A non-probationary, part-time benefited Certified Nursing Assistant classified at 0.75 FTE who is required to complete twenty-four (24) hours of continuing education during a two-year period for re-licensure would be eligible for up to nine (9) hours of Education Leave with pay per year. Unused Education Leave is not cumulative from year to year. The granting of all requests for Education Leave with pay rests solely with PPH and will be predicated on such factors as course or program eligibility, patient care considerations and scheduling concerns. Approval of Education Leaves shall not be unreasonably withheld. Education Leave must be utilized in increments of four (4) or more hours. Employees may use Education Leave for non-mandatory classes for certification or renewals. An employee must provide PPH with proof of completion of the course or program and receipt of a grade of C or above, except if the course or program is either not graded or taken on a pass/fail basis. An employee who fails to do so shall repay PPH for the amount of pay received during the Education Leave.

27.2 Tuition Reimbursement (PPH Procedure #0019 - dated 2/14/02).

27.2.1 PPH shall reimburse eligible employees for the cost, in full or in part, of tuition, registration and academic fees, and textbooks for approved qualified courses pursuant to PPH Procedure # 0019 (dated 2/14 /02) as follows:

27.2.2 Reimbursement is limited to expenses paid by the employee for tuition, registration and academic fees, and books required for approved credit course(s), and in the case of college coursework requires that the employee earn a grade of C or higher for undergraduate or B or higher for graduate work.

27.2.3 Employees regularly scheduled to work between sixty (60) and eighty (80) hours per two-week pay period shall be eligible to receive up to a maximum of $1,500 per fiscal year.

27.2.4 Employees regularly scheduled to work between forty-eight (48) and fifty-nine (59) hours per two-week pay period shall be eligible to receive up to a maximum of $900 per fiscal year.

27.2.5 Employees regularly scheduled to work between thirty-two (32) and forty-seven (47) hours per two-week pay period shall be eligible to receive up to a maximum of $600 per fiscal year.

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27.2.6 The rate of reimbursement is determined at the time of application; however, the Employee must remain in an eligible status throughout the term of the course.

27.3 Tuition Assistance.

27.3.1 Eligibility. All employees regularly scheduled to work at least thirty-two (32) hours per two-week pay period who have been continuously employed by PPH for at least one year are eligible to participate in the tuition assistance program. Employees on a leave of absence, per diem, casual and temporary employees are not eligible.

27.3.2 Qualified Courses: To qualify for tuition assistance a course(s) must meet the following criteria:

a. Credit course applicable towards a college (including but not limited to bachelors or graduate) degree related to the employee’s current job or to PPH position to which promotion is possible.

b. For a degree program, the curriculum must be submitted to and recommended by the employee’s Department Director and approved by the Director of Education before enrollment.

c. Offered by a regionally accredited school, college or university.

d. Must be scheduled according to staffing requirements; however, PPH shall make reasonable efforts to accommodate requests.

e. Not be otherwise reimbursed or paid by a scholarship, other financial grant, GI benefits, etc. If the employee receives partial payment from another source, PPH tuition reimbursement will be reduced by this amount.

f. Approved as indicated above before course(s) begin.

g. Completed with a satisfactory grade of C or better for undergraduate work, B or better for graduate courses.

27.4 Application.

27.4.1 Application forms are available from the Human Resources Department and the Education Department.

27.4.2 Applications must be reviewed and approved by the Employee’s Department Director and the Director of Education.

27.4.3 Applications will be considered on a first-come, first-serve basis. Overall approval will be limited to budgetary limits for the fiscal year. The applicable fiscal year for an application will be the one in which the course has its initial session.

27.5 Job Performance/Employment Status During Courses of Study.

27.5.1 Tuition assistance is conditioned upon the employee’s continued satisfactory performance of her/his job at PPH. If the employee’s job performance drops to unsatisfactory levels, the application for tuition assistance may be voided and the employee may

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be ineligible for reimbursement, at the discretion of the Director of Education in consultation with the Department Director.

27.5.2 A leave of absence or termination of employment effective before conclusion of course(s) in progress shall automatically void the application for tuition assistance and render the employee or former employee ineligible for reimbursement.

27.6 Mandatory Classes/Meetings.

27.6.1 If an employee is required by PPH to attend a particular educational or training program, session, in-service, class or other meeting, the employee shall be paid at his/her usual wage rate and this time shall be counted as time worked. PPH shall pay for 100% of costs associated with all mandatory classes required by PPH, excluding Continuing Education units required for licensure per § 27.1 of this ARTICLE. An employee shall receive a minimum of two (2) hours’ pay for attendance at mandatory classes or meetings if called in on the employee’s day off.

27.6.2 Time for such classes shall not be charged against an employee’s educational leave.

27.6.3 Employees shall be paid travel time and expenses for mandatory classes outside the area that are not offered at PPH, in accordance with PPH Request For Reimbursement Of Mileage and Parking Expenses form.

27.7 Training.

27.7.1 Both PPH and the Union agree upon the mutual goal of having a thoroughly oriented and well-trained staff. Both PPH and the Union also agree that one of the responsibilities of lead employees is to assist in employee training.

27.7.2 To the extent other employees are needed to provide orientation or training, only those who possess the appropriate qualifications will be asked to do so. If this results in a significant increase in the employee’s workload, PPH shall attempt to adjust the workload accordingly. The supervisor or manager shall consider qualified employees who volunteer to orient or train other employees.

27.8 Definition of Precepting. An employee who is assigned the responsibility for planning, organizing, and evaluating the new skill development of an employee newly assigned to a classification for whom the preceptor is qualified to train and consistent with the direction of the Employer. Inherent in the preceptor role is the responsibility for specific, criteria-based, and goal directed education and training for the specific period of time. Management will determine the need for precepting, if any. The Employer recognizes that generally taking an assignment as preceptor is voluntary.

ARTICLE 28 - SAVINGS CLAUSE

Should any valid federal or state law or final determination of any administrative agency or court of competent jurisdiction affect any provision of this Agreement, the provision or provisions so affected shall be automatically conformed to the law or determination, if necessary, and otherwise this Agreement shall continue in full force and effect.

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ARTICLE 29 - SUCCESSORS

29.1 In the event the Employer contemplates a merger, sale, permanent closure, leasing, assignment, divestiture, or other transfer of ownership and/or management of operations in whole or in part, the Union shall be notified in writing thirty (30) days prior to such action.

29.2 Upon such notice, the Union and the Employer will promptly meet at the Union’s request to engage in good faith bargaining over the impact of such change.

ARTICLE 30 - MANAGEMENT RIGHTS

30.1 Subject to the provisions contained in this Agreement and the laws and regulations governing patient care, PPH has the right to operate its business, which includes the exclusive right to determine, change, discontinue, alter, or modify in whole or in part, temporarily or permanently, any of the following:

a. The number, location, or types of facilities;

b. The medical and patient care standards, methods and procedures;

c. The price of all products and services, the price of all purchases, and the corporate and financial structure of PPH;

d. The subcontracting of facility construction and maintenance or work not presently performed by employees covered by this Agreement;

e. The equipment and machinery;

f. The promotion and demotion of all supervisors at PPH;

g. The number of employees, including the number of employees assigned to any particular procedure or shift, and whether, when, or where there is a job opening;

h. Reasonable standards of performance, and whether any employee meets such standards;

i. The need for and the administration of physical examinations or psychological tests, background information, criminal record or drug screening as they pertain to new or probationary employees;

j. The direction and supervision of all of the employees;

k. The rules and regulations for all of the employees;

l. When overtime or on call assignments shall be worked or rescinded and it is agreed that an employee may not refuse to work overtime if it would endanger patient care, for example, during an operation or during a community disaster or a life threatening event;

m. The hiring of full-time, part-time and per diem employees and the number thereof;

n. The utilization of registry employees;

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o. The funding of each benefit including the identity and selection of each carrier, insurer fiduciary, administrator or trustee;

p. The security of the employees, premises, facilities, and property of PPH;

q. The utilization of all PPH premises, equipment, and facilities;

r. The selection and retention or discontinuance of all catering and vending machine suppliers and other catering services and the price of their products or services; and

s. The job classifications and the content and qualifications thereof.

30.2 Any dispute arising regarding the exercise of any of the rights of PPH enumerated above is not subject to the grievance and arbitration provisions set forth in ARTICLES 13 and 14. The foregoing shall not preclude a Union grievance or arbitration contesting whether PPH’s actions or inactions are not within the rights enumerated above.

ARTICLE 31 - WORK STOPPAGE

31.1 PPH and the Union acknowledge that the PPH differs in its operations from non-healthcare industries because of the type of service it renders to the community and for humanitarian reasons. Therefore, during the term of this Agreement the parties agree to the conditions of this ARTICLE.

31.2 Neither the Union nor employees subject to this Agreement shall threaten to or participate in any strike, walkout, slowdown, sickout, sympathy strike or other work stoppage (collectively referred to as “work stoppage”) during the life of this Agreement. In the event of any strike, walkout, slowdown, sympathy strike, or work stoppage or threat thereof, the Union and its officers will do everything within their power to end or avert the same.

31.3 PPH, for its part, agrees that there shall be no lockout of employees subject to this Agreement during the term of this Agreement.

31.4 Disputes contending that there are violations of § 31.2 and § 31.3 of this ARTICLE shall not be subject to the grievance and arbitration provisions contained in ARTICLES 13 and 14.

Disputes.

31.4.1 Since time is of the essence in settling such disputes, in the event of a claimed violation or threat of violating any of the provisions of this ARTICLE, the party claiming such violation, in its sole discretion, shall have the choice of pursuing independently or concurrently any of the following courses of action:

31.4.2 Submit such claim directly to an appropriate State Court and such claim may be submitted without regard to the arbitration provisions set forth herein. Each party hereby waives its right to remove any such action

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instituted to a Federal Court, and consents to the jurisdiction of the State Courts to hear the claim.

31.4.3 File an unfair labor practice charge with the Public Employment Relations Board.

31.4.4 Submit such claim to arbitration as follows:

31.4.4.1 The claim shall be filed orally with an arbitrator listed in ARTICLE 14 of this Agreement and the other party shall be notified orally.

31.4.4.2 The arbitration hearing shall be held within eight (8) hours (or as soon thereafter as is possible) after filing of the claim.

31.4.4.3 Continuance of said hearing shall be determined by the arbitrator.

31.4.4.4 Absence from or nonparticipation at the hearing by any party shall not prevent the issuance of an award.

31.4.4.5 Hearing procedures that will expedite the hearing may be ordered at the arbitrator’s discretion and the arbitrator may close the hearing in his or her sole discretion when the arbitrator decides that he or she has heard sufficient evidence to satisfy issuance of an award.

31.4.4.6 The arbitrator’s award shall be rendered as expeditiously as possible and in no event later than twelve (12) hours after the close of the hearing.

31.4.5 In the event the arbitrator finds that this ARTICLE has been violated, the arbitrator shall, as a part of his or her award, enjoin any continued or prospective violations of this ARTICLE, and further shall specifically order that all normal operations be resumed at once. For just cause, the arbitrator is empowered to award damages for the violation of this ARTICLE. The award of the arbitrator shall be final and binding upon the parties. The award may be enforced in any appropriate court as soon as possible after its rendition with written notice to the party or parties against whom such enforcement is sought and each party hereby waives its right to remove any such action initiated in a State Court to the Federal Court. The fee of the arbitrator and all necessary expenses of the hearing, including a stenographic reporter if employed, shall be equally divided between the parties.

31.5 Neither the Union, nor its agents, shall purchase billboard, bench, newspaper, TV, radio, magazine or other advertisements disparaging PPH or its employees or management or services during the life of this Agreement.

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31.6 Neither PPH, nor its agents, shall purchase billboard, bench, newspaper, TV, radio, magazine or other advertisements disparaging the Union or its services or employees or management during the life of this Agreement.

The Union will not place or cause anyone to place PPH or PPH’s products or services on any “We Do Not Patronize” or “Unfair” lists.

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ARTICLE 32 - TERM OF AGREEMENT

32.1 This Agreement shall be in effect from July 1, 2006 through June 30, 2009. It shall be automatically renewed thereafter from year to year unless either party gives written notice to the other of its desire to change, modify or terminate this Agreement. Any such written notice must be given not less than ninety (90) days prior to any anniversary date of the Agreement. The “year” in this Agreement shall be July 1 through June 30, and the “anniversary date” shall be July 1, 2006, or July 1 of any subsequent year. If a new Agreement is not reached by June 1, 2009, or any anniversary date thereafter, the parties may by mutual consent extend the Agreement.

IN WITNESS THEREFORE, the undersigned parties, duly authorized to do so, have executed this Agreement as of _______________________.

CAREGIVERS AND HEALTHCARE EMPLOYEES UNION PALOMAR POMERADO HEALTH

By: _____________________________ Joseph Lindsay, CHE Director

By: _____________________________ Michael Covert, President and CEO

By: _____________________________ Terry Bunting, Labor Representative

By: _____________________________ Walter George, Chief Human Resources Officer

By: _____________________________ Gil Millan, FANS, PMC, Food Service Worker

By: _____________________________ Brenda Turner, Exec. Dir. Human Resources

By: _____________________________ Pacita Balcom, T7, PMC, CNA

By: _____________________________ Julie Eberlein, Employee Relations Specialist

By: _____________________________ Herminia Filares, CCU, PMC, HCA

By: _____________________________ Anne Wagner, RN, DON PCCC

By: _____________________________ Sue Bray, Health Info Svcs, PMC, Health Info Specialist

By: _____________________________ Jana Markley, Director Food and Nutritional Services

By: _____________________________ Martyn McFrazier, OR, PMC, Surg. Tech.

By: _____________________________ Mary Oelman, RN, Assoc. Chief Nsng. Officer

By: _____________________________ Frank Pridgen, CAT Scanner Dept, PMC, Imaging Specialist

By: _____________________________ Susan Dewindt, Supervisor Clinical Lab Scientist

By: _____________________________ Lily Ligayon, VillaPom, CNA SNF

By: _____________________________ Debra Hodges, RN, Nurse Manager Med/Surg

By: _____________________________ “BJ” Bodwell, OR Surg. Tech, Pomerado

By: _____________________________ Clifton L. Elliott, Davis Wright Tremaine LLP

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APPENDIX A

SIDE LETTER

PERSONAL TIME OFF A. General.

Pursuant to PPH Procedure # 0635, Personal Time Off (“PTO”) is a combined program for holiday, illness and personal business providing greater flexibility in utilization and compensation for earned time off.

B. Accrual.

Regular full-time and part-time Employees begin accruing PTO beginning the pay period in which they complete their three-month probationary period. Per Diem, casual, registry, travelers, and temporary Employees are not eligible to accrue or receive PTO benefits.

PTO is accrued each pay period based upon the number of PTO eligible hours worked as defined in PPH Procedure #0635 during the pay period multiplied by the applicable accrual rate.

The annual accrual rates for full-time non-exempt Employees and the maximum PTO benefit for Employees are summarized in Chart A. Part-time Employees accrue at a pro-rata rate.

CHART A

ACCRUAL

RATE

ANNUAL PTO ACCRUAL

(FULL-TIME)

MAXIMUM PTO BENEFIT (FULL-TIME)

Non-Exempt 0 – 5 yr. .1053 219.0 355 5 – 10 yr. .1257 261.5 437.5 10 + yr. .1462 304.0 520

Non-Exempt, 12-hr Shift (RN Prior to 6/27/94) 0 – 5 yr. .1131 211.70 343 5 – 10 yr. .1337 250.30 417.5 10 + yr. .1543 288.80 492

C. Use of PTO

The manner in which PTO is to be used is described in PPH Procedure #0635. Generally, a planned absence of five days or more requires a minimum of thirty (30) days advance notice. For planned absences of less than five (5) days, fourteen (14) days advance notice is required. Approval of scheduled PTO is contingent on the needs of the department or unit.

PTO benefits may be coordinated with SDI and workers’ compensation benefits.

Accrued but unused PTO is paid at termination. Employees hired prior to January 1, 1986 who resign with an LTB (long term bank) balance will receive payment in accordance with PPH Procedure # 0635.

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APPENDIX B

SIDE LETTER

POSITION ADJUSTMENTS

PPH, within ninety (90) days following ratification, will at its expense, have an independent market survey on all positions proposed for adjustments by CHEU on June 21, 2006. Pay will be adjusted up or down based on the survey. Upward adjustments will be retroactive to the wage effective date.

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APPENDIX C

SIDE LETTER

LANGUAGE TRANSLATION

PPH is seeking to minimize the use of employees under the CHE agreement to assist in language translation for patients and their families. PPH is currently undertaking a number of steps to this end.

PPH’s plans for translation strategies will be reviewed in the Spring of 2007. If it appears PPH’s strategies are not substantially successful in minimizing CHE employees’ participation in translation, then upon request by CHE, PPH will meet with CHE to consider alternatives. Alternatives include, but are not limited to, compensation for participating, qualified employees under the CHE agreement.

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APPENDIX D

PAY RANGES Step advances occur only on the July pay increase dates each year.

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23

Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30 Grade 21 June 2006 9.55 9.82 10.10 10.39 10.69 10.99 11.30 11.47 11.65 11.82 12.00 12.18 12.36 12.55 12.73 12.92 13.12 13.32 13.52 13.72 13.92 -- -- June 2007 9.74 10.02 10.30 10.60 10.90 11.21 11.53 11.70 11.88 12.06 12.24 12.42 12.61 12.80 12.99 13.18 13.38 13.58 13.78 13.99 14.20 14.41 -- Dec 2007 9.89 10.17 10.46 10.76 11.07 11.38 11.71 11.88 12.06 12.24 12.42 12.61 12.80 12.99 13.19 13.38 13.59 13.79 14.00 14.21 14.42 14.64 --

June 2008 10.09 10.38 10.67 10.98 11.29 11.61 11.94 12.12 12.30 12.49 12.68 12.87 13.06 13.25 13.45 13.66 13.86 14.07 14.28 14.49 14.71 14.93 15.16 Dec 2008 10.24 10.53 10.83 11.14 11.46 11.78 12.12 12.30 12.49 12.67 12.86 13.06 13.25 13.45 13.65 13.86 14.07 14.28 14.49 14.71 14.93 15.15 15.38

Grade 22 June 2006 9.83 10.11 10.40 10.69 11.00 11.31 11.64 11.81 11.99 12.17 12.35 12.53 12.72 12.91 13.11 13.30 13.50 13.71 13.91 14.12 14.33 -- -- June 2007 10.03 10.32 10.61 10.91 11.22 11.54 11.87 12.05 12.23 12.41 12.60 12.79 12.98 13.18 13.37 13.57 13.78 13.98 14.19 14.41 14.62 14.84 -- Dec 2007 10.18 10.47 10.77 11.08 11.39 11.72 12.05 12.23 12.41 12.60 12.79 12.98 13.18 13.37 13.57 13.78 13.98 14.19 14.41 14.62 14.84 15.06 --

June 2008 10.38 10.68 10.98 11.29 11.61 11.95 12.29 12.47 12.66 12.85 13.04 13.24 13.43 13.64 13.84 14.05 14.26 14.47 14.69 14.91 15.13 15.36 15.59 Dec 2008 10.54 10.84 11.15 11.47 11.79 12.13 12.48 12.66 12.85 13.05 13.24 13.44 13.64 13.85 14.05 14.26 14.48 14.70 14.92 15.14 15.37 15.60 15.83

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 23 June 2006 10.13 10.42 10.72 11.02 11.34 11.66 11.99 12.17 12.35 12.54 12.73 12.92 13.11 13.31 13.51 13.71 13.92 14.12 14.34 14.55 14.77 -- -- June 2007 10.33 10.62 10.93 11.24 11.56 11.89 12.23 12.41 12.60 12.79 12.98 13.17 13.37 13.57 13.77 13.98 14.19 14.40 14.62 14.84 15.06 15.29 -- Dec 2007 10.48 10.78 11.09 11.40 11.73 12.06 12.40 12.59 12.78 12.97 13.17 13.36 13.56 13.77 13.97 14.18 14.40 14.61 14.83 15.05 15.28 15.51 --

June 2008 10.69 10.99 11.31 11.63 11.96 12.30 12.65 12.84 13.04 13.23 13.43 13.63 13.84 14.04 14.25 14.47 14.68 14.90 15.13 15.36 15.59 15.82 16.06 Dec 2008 10.85 11.16 11.48 11.80 12.14 12.49 12.84 13.04 13.23 13.43 13.63 13.84 14.04 14.25 14.47 14.68 14.90 15.13 15.35 15.59 15.82 16.06 16.30

Grade 24 June 2006 10.42 10.72 11.02 11.34 11.66 11.99 12.33 12.52 12.71 12.90 13.09 13.29 13.49 13.69 13.89 14.10 14.31 14.53 14.75 14.97 15.19 -- -- June 2007 10.63 10.93 11.24 11.57 11.89 12.23 12.58 12.77 12.96 13.16 13.35 13.55 13.76 13.96 14.17 14.39 14.60 14.82 15.04 15.27 15.50 15.73 -- Dec 2007 10.79 11.10 11.41 11.74 12.07 12.42 12.77 12.96 13.16 13.36 13.56 13.76 13.97 14.17 14.39 14.60 14.82 15.04 15.27 15.50 15.73 15.97 --

June 2008 11.01 11.32 11.65 11.98 12.32 12.67 13.03 13.23 13.43 13.63 13.83 14.04 14.25 14.46 14.68 14.90 15.12 15.35 15.58 15.82 16.05 16.29 16.54 Dec 2008 11.18 11.50 11.83 12.16 12.51 12.87 13.23 13.43 13.63 13.84 14.05 14.26 14.47 14.69 14.91 15.13 15.36 15.59 15.82 16.06 16.30 16.54 16.79

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 25 June 2006 10.74 11.05 11.36 11.68 12.02 12.36 12.71 12.90 13.10 13.29 13.49 13.69 13.90 14.11 14.32 14.54 14.75 14.97 15.20 15.43 15.66 -- -- June 2007 10.95 11.26 11.58 11.91 12.25 12.60 12.96 13.16 13.35 13.55 13.76 13.96 14.17 14.38 14.60 14.82 15.04 15.27 15.50 15.73 15.96 16.20 -- Dec 2007 11.11 11.43 11.75 12.09 12.43 12.79 13.15 13.35 13.55 13.75 13.96 14.17 14.38 14.59 14.81 15.04 15.26 15.49 15.72 15.96 16.20 16.44 --

June 2008 11.33 11.65 11.99 12.33 12.68 13.04 13.41 13.61 13.82 14.02 14.23 14.45 14.66 14.88 15.11 15.33 15.56 15.80 16.03 16.27 16.52 16.77 17.02 Dec 2008 11.50 11.83 12.16 12.51 12.87 13.23 13.61 13.82 14.02 14.23 14.45 14.66 14.88 15.11 15.33 15.56 15.80 16.03 16.27 16.52 16.77 17.02 17.27

Grade 26 June 2006 11.07 11.39 11.71 12.04 12.39 12.74 13.10 13.30 13.50 13.70 13.91 14.12 14.33 14.54 14.76 14.98 15.21 15.43 15.67 15.90 16.14 -- -- June 2007 11.29 11.61 11.94 12.28 12.63 12.99 13.36 13.56 13.77 13.97 14.18 14.40 14.61 14.83 15.05 15.28 15.51 15.74 15.98 16.22 16.46 16.71 -- Dec 2007 11.46 11.79 12.12 12.47 12.82 13.19 13.56 13.77 13.97 14.18 14.40 14.61 14.83 15.05 15.28 15.51 15.74 15.98 16.22 16.46 16.71 16.96 --

June 2008 11.69 12.02 12.37 12.72 13.08 13.45 13.84 14.04 14.26 14.47 14.69 14.91 15.13 15.36 15.59 15.82 16.06 16.30 16.54 16.79 17.04 17.30 17.56 Dec 2008 11.87 12.21 12.56 12.91 13.28 13.66 14.05 14.26 14.47 14.69 14.91 15.14 15.36 15.59 15.83 16.06 16.31 16.55 16.80 17.05 17.31 17.57 17.83

SEA 1832822v2 60056-7 1.15.08

42

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 27 June 2006 11.39 11.71 12.05 12.39 12.75 13.11 13.48 13.68 13.89 14.10 14.31 14.52 14.74 14.96 15.19 15.42 15.65 15.88 16.12 16.36 16.61 -- -- June 2007 11.62 11.95 12.29 12.64 13.00 13.37 13.75 13.96 14.17 14.38 14.60 14.82 15.04 15.26 15.49 15.73 15.96 16.20 16.44 16.69 16.94 17.20 -- Dec 2007 11.79 12.13 12.47 12.83 13.19 13.57 13.96 14.16 14.38 14.59 14.81 15.03 15.26 15.49 15.72 15.96 16.20 16.44 16.69 16.94 17.19 17.45 --

June 2008 12.03 12.37 12.73 13.09 13.46 13.84 14.24 14.45 14.67 14.89 15.11 15.34 15.57 15.80 16.04 16.28 16.53 16.77 17.02 17.28 17.54 17.80 18.07 Dec 2008 12.21 12.56 12.92 13.28 13.66 14.05 14.45 14.67 14.89 15.11 15.34 15.57 15.80 16.04 16.28 16.52 16.77 17.02 17.28 17.54 17.80 18.07 18.34

Grade 28 June 2006 11.74 12.07 12.42 12.77 13.14 13.51 13.90 14.10 14.32 14.53 14.75 14.97 15.19 15.42 15.65 15.89 16.13 16.37 16.61 16.86 17.12 -- -- June 2007 11.97 12.31 12.66 13.02 13.39 13.78 14.17 14.38 14.60 14.82 15.04 15.26 15.49 15.72 15.96 16.20 16.44 16.69 16.94 17.19 17.45 17.71 -- Dec 2007 12.15 12.50 12.85 13.22 13.60 13.98 14.38 14.60 14.82 15.04 15.26 15.49 15.73 15.96 16.20 16.44 16.69 16.94 17.19 17.45 17.71 17.98 --

June 2008 12.39 12.74 13.11 13.48 13.86 14.26 14.67 14.89 15.11 15.34 15.57 15.80 16.04 16.28 16.52 16.77 17.02 17.28 17.53 17.80 18.06 18.34 18.61 Dec 2008 12.58 12.94 13.31 13.69 14.08 14.48 14.89 15.11 15.34 15.57 15.80 16.04 16.28 16.53 16.77 17.03 17.28 17.54 17.80 18.07 18.34 18.62 18.90

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 29 June 2006 12.09 12.43 12.79 13.15 13.53 13.91 14.31 14.53 14.74 14.96 15.19 15.42 15.65 15.88 16.12 16.36 16.61 16.86 17.11 17.37 17.63 -- -- June 2007 12.33 12.68 13.04 13.41 13.80 14.19 14.59 14.81 15.04 15.26 15.49 15.72 15.96 16.20 16.44 16.69 16.94 17.19 17.45 17.71 17.98 18.25 -- Dec 2007 12.51 12.87 13.23 13.61 14.00 14.40 14.81 15.03 15.26 15.48 15.72 15.95 16.19 16.43 16.68 16.93 17.18 17.44 17.70 17.97 18.24 18.51 --

June 2008 12.76 13.12 13.50 13.88 14.28 14.68 15.10 15.33 15.56 15.79 16.03 16.27 16.51 16.76 17.01 17.27 17.53 17.79 18.06 18.33 18.60 18.88 19.17 Dec 2008 12.95 13.32 13.70 14.09 14.49 14.90 15.33 15.56 15.79 16.03 16.27 16.51 16.76 17.01 17.27 17.53 17.79 18.06 18.33 18.60 18.88 19.16 19.45

Grade 30 June 2006 12.45 12.80 13.17 13.55 13.93 14.33 14.74 14.96 15.18 15.41 15.64 15.88 16.11 16.36 16.60 16.85 17.10 17.36 17.62 17.88 18.15 -- -- June 2007 12.70 13.06 13.43 13.82 14.21 14.62 15.03 15.26 15.49 15.72 15.95 16.19 16.44 16.68 16.93 17.19 17.45 17.71 17.97 18.24 18.52 18.79 -- Dec 2007 12.89 13.26 13.64 14.02 14.42 14.83 15.26 15.49 15.72 15.95 16.19 16.44 16.68 16.93 17.19 17.45 17.71 17.97 18.24 18.52 18.79 19.08 --

June 2008 13.15 13.52 13.91 14.31 14.71 15.13 15.57 15.80 16.04 16.28 16.52 16.77 17.02 17.27 17.53 17.80 18.06 18.33 18.61 18.89 19.17 19.46 19.75 Dec 2008 13.35 13.73 14.12 14.52 14.94 15.36 15.80 16.04 16.28 16.52 16.77 17.02 17.28 17.54 17.80 18.07 18.34 18.61 18.89 19.18 19.46 19.76 20.05

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 31 June 2006 12.83 13.20 13.57 13.96 14.36 14.77 15.19 15.41 15.65 15.88 16.12 16.36 16.61 16.85 17.11 17.36 17.62 17.89 18.16 18.43 18.71 -- -- June 2007 13.09 13.46 13.85 14.24 14.65 15.06 15.49 15.73 15.96 16.20 16.44 16.69 16.94 17.20 17.45 17.72 17.98 18.25 18.52 18.80 19.08 19.37 -- Dec 2007 13.29 13.67 14.06 14.46 14.87 15.29 15.73 15.97 16.21 16.45 16.70 16.95 17.20 17.46 17.72 17.99 18.26 18.53 18.81 19.09 19.38 19.67 --

June 2008 13.56 13.95 14.34 14.75 15.17 15.61 16.05 16.29 16.54 16.78 17.04 17.29 17.55 17.81 18.08 18.35 18.63 18.91 19.19 19.48 19.77 20.07 20.37 Dec 2008 13.76 14.15 14.56 14.97 15.40 15.84 16.29 16.53 16.78 17.03 17.29 17.55 17.81 18.08 18.35 18.62 18.90 19.19 19.47 19.77 20.06 20.36 20.67

Grade 32 June 2006 13.21 13.59 13.97 14.37 14.78 15.20 15.64 15.87 16.11 16.35 16.60 16.84 17.10 17.35 17.61 17.88 18.15 18.42 18.69 18.98 19.26 -- -- June 2007 13.47 13.85 14.25 14.65 15.07 15.50 15.94 16.18 16.43 16.67 16.92 17.18 17.43 17.70 17.96 18.23 18.50 18.78 19.06 19.35 19.64 19.93 -- Dec 2007 13.67 14.06 14.46 14.87 15.30 15.73 16.18 16.42 16.67 16.92 17.17 17.43 17.69 17.96 18.23 18.50 18.78 19.06 19.35 19.64 19.93 20.23 --

June 2008 13.94 14.34 14.75 15.17 15.60 16.04 16.50 16.75 17.00 17.25 17.51 17.78 18.04 18.31 18.59 18.87 19.15 19.44 19.73 20.02 20.32 20.63 20.94 Dec 2008 14.15 14.55 14.97 15.39 15.83 16.28 16.75 17.00 17.25 17.51 17.78 18.04 18.31 18.59 18.87 19.15 19.44 19.73 20.03 20.33 20.63 20.94 21.25

SEA 1832822v2 60056-7 1.15.08

43

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23

Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30 Grade 33

June 2006 13.61 14.00 14.40 14.81 15.23 15.66 16.11 16.35 16.60 16.85 17.10 17.35 17.61 17.88 18.15 18.42 18.70 18.98 19.26 19.55 19.84 -- -- June 2007 13.88 14.28 14.68 15.10 15.53 15.97 16.43 16.68 16.93 17.18 17.44 17.70 17.96 18.23 18.51 18.78 19.07 19.35 19.64 19.94 20.24 20.54 -- Dec 2007 14.09 14.49 14.90 15.33 15.77 16.22 16.68 16.93 17.18 17.44 17.70 17.97 18.24 18.51 18.79 19.07 19.36 19.65 19.94 20.24 20.54 20.85 --

June 2008 14.37 14.78 15.20 15.63 16.08 16.54 17.01 17.26 17.52 17.79 18.05 18.32 18.60 18.88 19.16 19.45 19.74 20.04 20.34 20.64 20.95 21.27 21.58 Dec 2008 14.59 15.01 15.43 15.87 16.33 16.79 17.27 17.53 17.79 18.06 18.33 18.60 18.88 19.17 19.45 19.75 20.04 20.34 20.65 20.96 21.27 21.59 21.91

Grade 34 June 2006 14.01 14.41 14.82 15.24 15.68 16.12 16.58 16.83 17.08 17.34 17.60 17.86 18.13 18.40 18.68 18.96 19.25 19.53 19.83 20.12 20.43 -- -- June 2007 14.29 14.70 15.12 15.55 15.99 16.45 16.91 17.17 17.43 17.69 17.95 18.22 18.49 18.77 19.05 19.34 19.63 19.92 20.22 20.53 20.83 21.15 -- Dec 2007 14.50 14.91 15.34 15.78 16.23 16.69 17.16 17.42 17.68 17.95 18.22 18.49 18.77 19.05 19.33 19.62 19.92 20.22 20.52 20.83 21.14 21.46 --

June 2008 14.79 15.21 15.65 16.09 16.55 17.02 17.51 17.77 18.04 18.31 18.58 18.86 19.14 19.43 19.72 20.02 20.32 20.62 20.93 21.24 21.56 21.89 22.22 Dec 2008 15.01 15.44 15.88 16.33 16.80 17.27 17.77 18.03 18.30 18.58 18.86 19.14 19.43 19.72 20.01 20.31 20.62 20.93 21.24 21.56 21.88 22.21 22.55

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 35 June 2006 14.43 14.84 15.26 15.70 16.15 16.61 17.08 17.34 17.60 17.86 18.13 18.40 18.68 18.96 19.24 19.53 19.82 20.12 20.42 20.73 21.04 -- -- June 2007 14.72 15.14 15.57 16.01 16.47 16.94 17.42 17.68 17.95 18.22 18.49 18.77 19.05 19.34 19.63 19.92 20.22 20.52 20.83 21.14 21.46 21.78 -- Dec 2007 14.94 15.37 15.80 16.25 16.72 17.19 17.68 17.95 18.22 18.49 18.77 19.05 19.34 19.63 19.92 20.22 20.52 20.83 21.14 21.46 21.78 22.11 --

June 2008 15.24 15.67 16.12 16.58 17.05 17.54 18.04 18.31 18.58 18.86 19.15 19.43 19.72 20.02 20.32 20.63 20.93 21.25 21.57 21.89 22.22 22.55 22.89 Dec 2008 15.47 15.91 16.36 16.83 17.31 17.80 18.31 18.59 18.86 19.15 19.43 19.73 20.02 20.32 20.63 20.94 21.25 21.57 21.89 22.22 22.55 22.89 23.24

Grade 36 June 2006 14.87 15.29 15.73 16.18 16.64 17.11 17.60 17.86 18.13 18.40 18.68 18.96 19.25 19.53 19.83 20.12 20.43 20.73 21.04 21.36 21.68 -- -- June 2007 15.17 15.60 16.05 16.50 16.97 17.46 17.96 18.23 18.50 18.78 19.06 19.34 19.63 19.93 20.23 20.53 20.84 21.15 21.47 21.79 22.12 22.45 -- Dec 2007 15.40 15.84 16.29 16.75 17.23 17.72 18.23 18.50 18.78 19.06 19.35 19.64 19.93 20.23 20.53 20.84 21.15 21.47 21.79 22.12 22.45 22.79 --

June 2008 15.71 16.16 16.62 17.09 17.58 18.08 18.60 18.87 19.16 19.44 19.74 20.03 20.33 20.64 20.95 21.26 21.58 21.90 22.23 22.57 22.90 23.25 23.60 Dec 2008 15.95 16.40 16.87 17.35 17.85 18.36 18.88 19.16 19.45 19.74 20.04 20.34 20.64 20.95 21.27 21.59 21.91 22.24 22.57 22.91 23.25 23.60 23.96

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 37 June 2006 15.32 15.76 16.21 16.67 17.14 17.63 18.13 18.41 18.68 18.96 19.25 19.54 19.83 20.13 20.43 20.73 21.04 21.36 21.68 22.01 22.34 -- -- June 2007 15.63 16.08 16.53 17.00 17.49 17.99 18.50 18.78 19.06 19.35 19.64 19.93 20.23 20.53 20.84 21.15 21.47 21.79 22.12 22.45 22.79 23.13 -- Dec 2007 15.86 16.31 16.78 17.26 17.75 18.25 18.77 19.05 19.34 19.63 19.92 20.22 20.53 20.83 21.15 21.46 21.79 22.11 22.45 22.78 23.12 23.47 --

June 2008 16.18 16.64 17.12 17.60 18.10 18.62 19.15 19.44 19.73 20.03 20.33 20.63 20.94 21.26 21.57 21.90 22.23 22.56 22.90 23.24 23.59 23.94 24.30 Dec 2008 16.42 16.89 17.37 17.86 18.37 18.90 19.44 19.73 20.02 20.32 20.63 20.94 21.25 21.57 21.89 22.22 22.56 22.89 23.24 23.59 23.94 24.30 24.66

Grade 38 June 2006 15.78 16.23 16.69 17.17 17.66 18.16 18.68 18.96 19.24 19.53 19.82 20.12 20.42 20.73 21.04 21.36 21.68 22.00 22.33 22.67 23.01 -- -- June 2007 16.10 16.56 17.03 17.52 18.02 18.53 19.06 19.34 19.63 19.93 20.23 20.53 20.84 21.15 21.47 21.79 22.12 22.45 22.78 23.13 23.47 23.83 -- Dec 2007 16.34 16.81 17.28 17.78 18.28 18.81 19.34 19.63 19.93 20.22 20.53 20.84 21.15 21.47 21.79 22.11 22.45 22.78 23.12 23.47 23.82 24.18 --

June 2008 16.67 17.15 17.63 18.14 18.65 19.18 19.73 20.03 20.33 20.63 20.94 21.26 21.58 21.90 22.23 22.56 22.90 23.24 23.59 23.95 24.30 24.67 25.04 Dec 2008 16.92 17.40 17.90 18.41 18.93 19.47 20.03 20.33 20.63 20.94 21.26 21.58 21.90 22.23 22.56 22.90 23.24 23.59 23.95 24.30 24.67 25.04 25.41

SEA 1832822v2 60056-7 1.15.08

44

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23

Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30 Grade 39

June 2006 16.25 16.71 17.19 17.68 18.18 18.70 19.23 19.52 19.82 20.11 20.41 20.72 21.03 21.35 21.67 21.99 22.32 22.66 23.00 23.34 23.69 -- -- June 2007 16.58 17.05 17.54 18.04 18.55 19.08 19.63 19.92 20.22 20.52 20.83 21.14 21.46 21.78 22.11 22.44 22.78 23.12 23.46 23.82 24.17 24.54 -- Dec 2007 16.83 17.31 17.80 18.31 18.83 19.37 19.92 20.22 20.52 20.83 21.14 21.46 21.78 22.11 22.44 22.78 23.12 23.47 23.82 24.18 24.54 24.91 --

June 2008 17.17 17.66 18.16 18.68 19.21 19.76 20.32 20.63 20.94 21.25 21.57 21.89 22.22 22.56 22.89 23.24 23.59 23.94 24.30 24.66 25.03 25.41 25.79 Dec 2008 17.43 17.93 18.44 18.96 19.50 20.06 20.63 20.94 21.25 21.57 21.90 22.23 22.56 22.90 23.24 23.59 23.94 24.30 24.67 25.04 25.41 25.79 26.18

Grade 40 June 2006 16.74 17.22 17.71 18.21 18.73 19.27 19.81 20.11 20.41 20.72 21.03 21.35 21.67 21.99 22.32 22.66 23.00 23.34 23.69 24.05 24.41 -- -- June 2007 17.07 17.56 18.06 18.57 19.10 19.65 20.21 20.51 20.82 21.13 21.44 21.77 22.09 22.42 22.76 23.10 23.45 23.80 24.16 24.52 24.89 25.26 -- Dec 2007 17.33 17.82 18.33 18.85 19.39 19.94 20.51 20.82 21.13 21.45 21.77 22.10 22.43 22.77 23.11 23.45 23.81 24.16 24.53 24.89 25.27 25.65 --

June 2008 17.68 18.18 18.70 19.24 19.78 20.35 20.93 21.24 21.56 21.88 22.21 22.54 22.88 23.23 23.57 23.93 24.29 24.65 25.02 25.40 25.78 26.16 26.56 Dec 2008 17.95 18.46 18.99 19.53 20.09 20.66 21.25 21.57 21.89 22.22 22.55 22.89 23.23 23.58 23.93 24.29 24.66 25.03 25.40 25.78 26.17 26.56 26.96

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 41 June 2006 17.24 17.73 18.24 18.76 19.29 19.84 20.41 20.71 21.02 21.34 21.66 21.98 22.31 22.65 22.99 23.33 23.68 24.04 24.40 24.76 25.14 -- -- June 2007 17.58 18.08 18.60 19.13 19.67 20.23 20.81 21.12 21.44 21.76 22.09 22.42 22.75 23.09 23.44 23.79 24.15 24.51 24.88 25.25 25.63 26.02 -- Dec 2007 17.84 18.35 18.87 19.41 19.96 20.53 21.12 21.43 21.75 22.08 22.41 22.75 23.09 23.44 23.79 24.14 24.51 24.87 25.25 25.63 26.01 26.40 --

June 2008 18.20 18.72 19.25 19.80 20.37 20.95 21.54 21.87 22.19 22.53 22.86 23.21 23.56 23.91 24.27 24.63 25.00 25.38 25.76 26.14 26.54 26.93 27.34 Dec 2008 18.47 19.00 19.54 20.09 20.67 21.26 21.86 22.19 22.52 22.86 23.20 23.55 23.91 24.26 24.63 25.00 25.37 25.75 26.14 26.53 26.93 27.33 27.74

Grade 42 June 2006 17.76 18.27 18.79 19.32 19.87 20.44 21.02 21.34 21.66 21.98 22.31 22.65 22.99 23.33 23.68 24.04 24.40 24.76 25.13 25.51 25.89 -- -- June 2007 18.12 18.64 19.17 19.71 20.28 20.85 21.45 21.77 22.10 22.43 22.76 23.11 23.45 23.80 24.16 24.52 24.89 25.26 25.64 26.03 26.42 26.81 -- Dec 2007 18.39 18.91 19.45 20.01 20.58 21.16 21.77 22.09 22.43 22.76 23.10 23.45 23.80 24.16 24.52 24.89 25.26 25.64 26.03 26.42 26.81 27.21 --

June 2008 18.76 19.29 19.84 20.41 20.99 21.59 22.21 22.54 22.88 23.22 23.57 23.92 24.28 24.64 25.01 25.39 25.77 26.16 26.55 26.95 27.35 27.76 28.18 Dec 2008 19.04 19.58 20.14 20.71 21.31 21.91 22.54 22.87 23.22 23.57 23.92 24.28 24.64 25.01 25.39 25.77 26.15 26.55 26.95 27.35 27.76 28.18 28.60

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 43 June 2006 18.29 18.81 19.35 19.90 20.47 21.05 21.65 21.97 22.30 22.64 22.98 23.32 23.67 24.03 24.39 24.75 25.12 25.50 25.88 26.27 26.67 -- -- June 2007 18.66 19.19 19.74 20.30 20.88 21.47 22.09 22.42 22.75 23.10 23.44 23.79 24.15 24.51 24.88 25.25 25.63 26.02 26.41 26.80 27.21 27.61 -- Dec 2007 18.94 19.48 20.03 20.61 21.19 21.80 22.42 22.75 23.10 23.44 23.79 24.15 24.51 24.88 25.25 25.63 26.02 26.41 26.80 27.21 27.61 28.03 --

June 2008 19.32 19.87 20.44 21.02 21.62 22.23 22.87 23.21 23.56 23.91 24.27 24.64 25.01 25.38 25.76 26.15 26.54 26.94 27.34 27.75 28.17 28.59 29.02 Dec 2008 19.61 20.17 20.74 21.33 21.94 22.57 23.21 23.56 23.91 24.27 24.64 25.01 25.38 25.76 26.15 26.54 26.94 27.34 27.75 28.17 28.59 29.02 29.46

Grade 44 June 2006 18.84 19.38 19.93 20.50 21.08 21.68 22.30 22.63 22.97 23.32 23.67 24.02 24.38 24.75 25.12 25.50 25.88 26.27 26.66 27.06 27.47 -- -- June 2007 19.22 19.77 20.33 20.91 21.51 22.12 22.75 23.09 23.44 23.79 24.15 24.51 24.88 25.25 25.63 26.01 26.40 26.80 27.20 27.61 28.02 28.44 -- Dec 2007 19.51 20.07 20.64 21.23 21.83 22.45 23.09 23.44 23.79 24.15 24.51 24.88 25.25 25.63 26.01 26.40 26.80 27.20 27.61 28.02 28.45 28.87 --

June 2008 19.90 20.47 21.05 21.65 22.27 22.90 23.55 23.91 24.27 24.63 25.00 25.38 25.76 26.14 26.53 26.93 27.34 27.75 28.16 28.58 29.01 29.45 29.89 Dec 2008 20.20 20.78 21.37 21.98 22.60 23.25 23.91 24.27 24.63 25.00 25.38 25.76 26.14 26.54 26.93 27.34 27.75 28.16 28.59 29.02 29.45 29.89 30.34

SEA 1832822v2 60056-7 1.15.08

45

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23

Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30 Grade 45

June 2006 19.40 19.95 20.52 21.11 21.71 22.33 22.96 23.31 23.66 24.01 24.37 24.74 25.11 25.49 25.87 26.26 26.65 27.05 27.45 27.87 28.28 -- -- June 2007 19.79 20.35 20.93 21.53 22.14 22.78 23.42 23.78 24.13 24.49 24.86 25.23 25.61 26.00 26.39 26.78 27.19 27.59 28.01 28.43 28.85 29.29 -- Dec 2007 20.09 20.66 21.25 21.86 22.48 23.12 23.78 24.14 24.50 24.87 25.24 25.62 26.00 26.39 26.79 27.19 27.60 28.01 28.43 28.86 29.29 29.73 --

June 2008 20.49 21.07 21.67 22.29 22.93 23.58 24.25 24.62 24.99 25.36 25.74 26.13 26.52 26.92 27.32 27.73 28.15 28.57 29.00 29.43 29.87 30.32 30.78 Dec 2008 20.80 21.39 22.00 22.63 23.27 23.94 24.62 24.99 25.36 25.74 26.13 26.52 26.92 27.32 27.73 28.15 28.57 29.00 29.44 29.88 30.33 30.78 31.24

Grade 46 June 2006 19.98 20.55 21.14 21.74 22.36 22.99 23.65 24.00 24.36 24.73 25.10 25.48 25.86 26.25 26.64 27.04 27.45 27.86 28.28 28.70 29.13 -- -- June 2007 20.38 20.96 21.56 22.17 22.80 23.45 24.12 24.48 24.85 25.22 25.60 25.99 26.38 26.77 27.17 27.58 28.00 28.42 28.84 29.27 29.71 30.16 -- Dec 2007 20.69 21.28 21.89 22.51 23.15 23.81 24.49 24.86 25.23 25.61 25.99 26.38 26.78 27.18 27.59 28.00 28.42 28.85 29.28 29.72 30.17 30.62 --

June 2008 21.10 21.70 22.32 22.96 23.61 24.28 24.98 25.35 25.73 26.12 26.51 26.91 27.31 27.72 28.13 28.56 28.98 29.42 29.86 30.31 30.76 31.22 31.69 Dec 2008 21.42 22.03 22.66 23.30 23.97 24.65 25.35 25.73 26.12 26.51 26.91 27.31 27.72 28.14 28.56 28.99 29.42 29.87 30.31 30.77 31.23 31.70 32.17

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 47 June 2006 20.58 21.17 21.77 22.39 23.03 23.68 24.36 24.73 25.10 25.47 25.85 26.24 26.64 27.04 27.44 27.85 28.27 28.69 29.12 29.56 30.01 -- -- June 2007 20.99 21.59 22.20 22.84 23.49 24.16 24.84 25.22 25.60 25.98 26.37 26.77 27.17 27.57 27.99 28.41 28.83 29.27 29.71 30.15 30.60 31.06 -- Dec 2007 21.30 21.91 22.53 23.17 23.83 24.51 25.21 25.59 25.97 26.36 26.76 27.16 27.57 27.98 28.40 28.83 29.26 29.70 30.14 30.60 31.05 31.52 --

June 2008 21.73 22.35 22.99 23.64 24.32 25.01 25.72 26.11 26.50 26.90 27.30 27.71 28.12 28.55 28.97 29.41 29.85 30.30 30.75 31.21 31.68 32.16 32.64 Dec 2008 22.06 22.69 23.34 24.00 24.68 25.39 26.11 26.50 26.90 27.30 27.71 28.13 28.55 28.98 29.41 29.86 30.30 30.76 31.22 31.69 32.16 32.65 33.14

Grade 48 June 2006 21.20 21.80 22.43 23.06 23.72 24.40 25.09 25.47 25.85 26.24 26.63 27.03 27.44 27.85 28.27 28.69 29.12 29.56 30.00 30.45 30.91 -- -- June 2007 21.62 22.24 22.87 23.52 24.19 24.88 25.59 25.97 26.36 26.76 27.16 27.57 27.98 28.40 28.83 29.26 29.70 30.14 30.60 31.06 31.52 31.99 -- Dec 2007 21.94 22.57 23.21 23.87 24.55 25.25 25.97 26.36 26.75 27.16 27.56 27.98 28.40 28.82 29.25 29.69 30.14 30.59 31.05 31.52 31.99 32.47 --

June 2008 22.38 23.02 23.67 24.35 25.04 25.76 26.49 26.89 27.29 27.70 28.12 28.54 28.97 29.40 29.84 30.29 30.74 31.20 31.67 32.15 32.63 33.12 33.62 Dec 2008 22.72 23.37 24.03 24.72 25.42 26.15 26.89 27.30 27.71 28.12 28.54 28.97 29.41 29.85 30.29 30.75 31.21 31.68 32.15 32.64 33.13 33.62 34.13

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 49 June 2006 21.84 22.46 23.10 23.76 24.44 25.13 25.85 26.24 26.63 27.03 27.44 27.85 28.27 28.69 29.12 29.56 30.00 30.45 30.91 31.37 31.84 -- -- June 2007 22.28 22.91 23.57 24.24 24.93 25.64 26.37 26.77 27.17 27.58 27.99 28.41 28.84 29.27 29.71 30.15 30.61 31.06 31.53 32.00 32.48 32.97 -- Dec 2007 22.61 23.25 23.92 24.60 25.30 26.02 26.76 27.16 27.57 27.98 28.40 28.83 29.26 29.70 30.15 30.60 31.06 31.52 32.00 32.48 32.96 33.46 --

June 2008 23.06 23.72 24.39 25.09 25.80 26.54 27.30 27.70 28.12 28.54 28.97 29.40 29.85 30.29 30.75 31.21 31.68 32.15 32.63 33.12 33.62 34.13 34.64 Dec 2008 23.41 24.08 24.76 25.47 26.20 26.94 27.71 28.13 28.55 28.98 29.41 29.85 30.30 30.75 31.21 31.68 32.16 32.64 33.13 33.63 34.13 34.64 35.16

Grade 50 June 2006 22.49 23.13 23.79 24.47 25.17 25.88 26.62 27.02 27.43 27.84 28.25 28.68 29.11 29.54 29.99 30.44 30.89 31.36 31.83 32.31 32.79 -- -- June 2007 22.94 23.59 24.27 24.96 25.67 26.40 27.15 27.56 27.97 28.39 28.82 29.25 29.69 30.14 30.59 31.05 31.51 31.98 32.46 32.95 33.45 33.95 -- Dec 2007 23.28 23.94 24.63 25.33 26.05 26.79 27.56 27.97 28.39 28.81 29.25 29.69 30.13 30.58 31.04 31.51 31.98 32.46 32.95 33.44 33.94 34.45 --

June 2008 23.75 24.43 25.12 25.84 26.58 27.33 28.11 28.53 28.96 29.40 29.84 30.28 30.74 31.20 31.67 32.14 32.62 33.11 33.61 34.12 34.63 35.15 35.67 Dec 2008 24.11 24.80 25.50 26.23 26.98 27.75 28.54 28.97 29.40 29.84 30.29 30.74 31.20 31.67 32.15 32.63 33.12 33.62 34.12 34.63 35.15 35.68 36.21

SEA 1832822v2 60056-7 1.15.08

46

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23

Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30 Grade 51

June 2006 23.16 23.82 24.50 25.20 25.92 26.65 27.41 27.82 28.24 28.67 29.10 29.53 29.98 30.42 30.88 31.34 31.81 32.29 32.78 33.27 33.77 -- -- June 2007 23.62 24.29 24.99 25.70 26.43 27.18 27.96 28.38 28.80 29.24 29.67 30.12 30.57 31.03 31.49 31.97 32.45 32.93 33.43 33.93 34.44 34.95 -- Dec 2007 23.97 24.65 25.36 26.08 26.82 27.59 28.37 28.80 29.23 29.67 30.11 30.56 31.02 31.49 31.96 32.44 32.93 33.42 33.92 34.43 34.95 35.47 --

June 2008 24.45 25.15 25.86 26.60 27.36 28.14 28.94 29.37 29.82 30.26 30.72 31.18 31.64 32.12 32.60 33.09 33.59 34.09 34.60 35.12 35.65 36.18 36.72 Dec 2008 24.82 25.53 26.25 27.00 27.77 28.56 29.38 29.82 30.27 30.72 31.18 31.65 32.12 32.61 33.09 33.59 34.09 34.61 35.13 35.65 36.19 36.73 37.28

Grade 52 June 2006 23.86 24.54 25.24 25.96 26.70 27.46 28.24 28.67 29.10 29.53 29.98 30.42 30.88 31.34 31.81 32.29 32.78 33.27 33.77 34.27 34.79 -- -- June 2007 24.34 25.03 25.75 26.48 27.24 28.01 28.81 29.24 29.68 30.13 30.58 31.04 31.50 31.97 32.45 32.94 33.44 33.94 34.45 34.96 35.49 36.02 -- Dec 2007 24.71 25.41 26.14 26.88 27.65 28.44 29.25 29.69 30.13 30.58 31.04 31.51 31.98 32.46 32.95 33.44 33.94 34.45 34.97 35.49 36.03 36.57 --

June 2008 25.20 25.92 26.66 27.42 28.20 29.00 29.83 30.28 30.73 31.19 31.66 32.13 32.62 33.10 33.60 34.11 34.62 35.14 35.66 36.20 36.74 37.29 37.85 Dec 2008 25.58 26.31 27.06 27.83 28.62 29.44 30.28 30.73 31.19 31.66 32.14 32.62 33.11 33.60 34.11 34.62 35.14 35.67 36.20 36.74 37.30 37.85 38.42

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 53 June 2006 24.58 25.28 26.00 26.74 27.50 28.29 29.09 29.53 29.97 30.42 30.88 31.34 31.81 32.29 32.77 33.27 33.77 34.27 34.79 35.31 35.84 -- -- June 2007 25.07 25.78 26.52 27.28 28.05 28.85 29.67 30.12 30.57 31.03 31.50 31.97 32.45 32.93 33.43 33.93 34.44 34.95 35.48 36.01 36.55 37.10 -- Dec 2007 25.45 26.18 26.92 27.69 28.48 29.29 30.12 30.58 31.03 31.50 31.97 32.45 32.94 33.43 33.93 34.44 34.96 35.48 36.02 36.56 37.11 37.66 --

June 2008 25.96 26.70 27.46 28.24 29.05 29.88 30.73 31.19 31.66 32.13 32.61 33.10 33.60 34.10 34.61 35.13 35.66 36.20 36.74 37.29 37.85 38.42 38.99 Dec 2008 26.35 27.10 27.87 28.67 29.48 30.33 31.19 31.66 32.13 32.61 33.10 33.60 34.10 34.62 35.13 35.66 36.20 36.74 37.29 37.85 38.42 38.99 39.58

Grade 54 June 2006 25.32 26.04 26.78 27.55 28.33 29.14 29.97 30.42 30.88 31.34 31.81 32.29 32.77 33.26 33.76 34.27 34.78 35.30 35.83 36.37 36.92 -- -- June 2007 25.83 26.57 27.32 28.10 28.90 29.73 30.57 31.03 31.50 31.97 32.45 32.94 33.43 33.93 34.44 34.96 35.48 36.01 36.55 37.10 37.66 38.22 -- Dec 2007 26.22 26.97 27.74 28.53 29.34 30.18 31.04 31.50 31.97 32.45 32.94 33.43 33.94 34.44 34.96 35.49 36.02 36.56 37.11 37.66 38.23 38.80 --

June 2008 26.74 27.50 28.29 29.09 29.92 30.77 31.65 32.13 32.61 33.10 33.59 34.10 34.61 35.13 35.65 36.19 36.73 37.28 37.84 38.41 38.99 39.57 40.16 Dec 2008 27.14 27.91 28.71 29.53 30.37 31.23 32.12 32.61 33.10 33.59 34.10 34.61 35.13 35.65 36.19 36.73 37.28 37.84 38.41 38.98 39.57 40.16 40.77

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 55 June 2006 26.07 26.81 27.58 28.36 29.17 30.00 30.86 31.32 31.79 32.27 32.75 33.24 33.74 34.25 34.76 35.28 35.81 36.35 36.89 37.45 38.01 -- -- June 2007 26.59 27.35 28.13 28.93 29.75 30.60 31.47 31.95 32.42 32.91 33.40 33.91 34.41 34.93 35.45 35.99 36.53 37.07 37.63 38.19 38.77 39.35 -- Dec 2007 26.99 27.76 28.55 29.36 30.20 31.06 31.95 32.43 32.91 33.41 33.91 34.42 34.93 35.46 35.99 36.53 37.08 37.63 38.20 38.77 39.35 39.94 --

June 2008 27.53 28.31 29.12 29.95 30.81 31.68 32.59 33.07 33.57 34.07 34.59 35.10 35.63 36.17 36.71 37.26 37.82 38.38 38.96 39.54 40.14 40.74 41.35 Dec 2008 27.94 28.74 29.56 30.40 31.26 32.15 33.07 33.57 34.07 34.58 35.10 35.63 36.16 36.70 37.25 37.81 38.38 38.96 39.54 40.13 40.74 41.35 41.97

Grade 56 June 2006 26.86 27.63 28.41 29.22 30.06 30.91 31.79 32.27 32.75 33.25 33.74 34.25 34.76 35.29 35.81 36.35 36.90 37.45 38.01 38.58 39.16 -- -- June 2007 27.40 28.18 28.98 29.81 30.66 31.53 32.43 32.92 33.41 33.91 34.42 34.94 35.46 35.99 36.53 37.08 37.64 38.20 38.78 39.36 39.95 40.55 -- Dec 2007 27.81 28.60 29.42 30.26 31.12 32.01 32.92 33.41 33.91 34.42 34.94 35.46 35.99 36.53 37.08 37.64 38.20 38.78 39.36 39.95 40.55 41.15 --

June 2008 28.37 29.18 30.01 30.87 31.75 32.65 33.58 34.08 34.60 35.11 35.64 36.18 36.72 37.27 37.83 38.40 38.97 39.56 40.15 40.75 41.36 41.98 42.61 Dec 2008 28.80 29.62 30.46 31.33 32.23 33.14 34.09 34.60 35.12 35.65 36.18 36.72 37.27 37.83 38.40 38.98 39.56 40.16 40.76 41.37 41.99 42.62 43.26

SEA 1832822v2 60056-7 1.15.08

47

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23

Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30 Grade 57

June 2006 27.66 28.45 29.26 30.09 30.95 31.83 32.74 33.23 33.73 34.24 34.75 35.27 35.80 36.34 36.88 37.43 38.00 38.57 39.14 39.73 40.33 -- -- June 2007 28.21 29.01 29.84 30.69 31.57 32.47 33.39 33.89 34.40 34.92 35.44 35.97 36.51 37.06 37.61 38.18 38.75 39.33 39.92 40.52 41.13 41.75 -- Dec 2007 28.63 29.45 30.29 31.15 32.04 32.95 33.89 34.40 34.91 35.44 35.97 36.51 37.05 37.61 38.17 38.75 39.33 39.92 40.52 41.12 41.74 42.37 --

June 2008 29.20 30.03 30.89 31.77 32.67 33.61 34.56 35.08 35.61 36.14 36.68 37.23 37.79 38.36 38.93 39.52 40.11 40.71 41.32 41.94 42.57 43.21 43.86 Dec 2008 29.64 30.48 31.35 32.25 33.17 34.11 35.08 35.61 36.14 36.69 37.24 37.79 38.36 38.94 39.52 40.11 40.72 41.33 41.95 42.58 43.21 43.86 44.52

Grade 58 June 2006 28.49 29.30 30.14 31.00 31.88 32.79 33.72 34.23 34.74 35.26 35.79 36.33 36.87 37.43 37.99 38.56 39.14 39.72 40.32 40.92 41.54 -- -- June 2007 29.06 29.89 30.74 31.62 32.52 33.44 34.40 34.91 35.44 35.97 36.51 37.06 37.61 38.18 38.75 39.33 39.92 40.52 41.13 41.74 42.37 43.00 -- Dec 2007 29.50 30.34 31.21 32.09 33.01 33.95 34.92 35.44 35.97 36.51 37.06 37.62 38.18 38.75 39.33 39.92 40.52 41.13 41.75 42.37 43.01 43.66 --

June 2008 30.09 30.95 31.83 32.74 33.67 34.63 35.62 36.15 36.69 37.24 37.80 38.37 38.94 39.53 40.12 40.72 41.33 41.95 42.58 43.22 43.87 44.53 45.20 Dec 2008 30.54 31.41 32.31 33.23 34.17 35.15 36.15 36.69 37.24 37.80 38.37 38.94 39.53 40.12 40.72 41.33 41.95 42.58 43.22 43.87 44.53 45.19 45.87

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 59 June 2006 29.35 30.19 31.05 31.93 32.84 33.78 34.74 35.26 35.79 36.33 36.87 37.43 37.99 38.56 39.13 39.72 40.32 40.92 41.54 42.16 42.79 -- -- June 2007 29.94 30.79 31.67 32.57 33.50 34.46 35.44 35.97 36.51 37.06 37.61 38.18 38.75 39.33 39.92 40.52 41.13 41.74 42.37 43.01 43.65 44.31 -- Dec 2007 30.39 31.26 32.15 33.06 34.01 34.97 35.97 36.51 37.06 37.61 38.18 38.75 39.33 39.92 40.52 41.13 41.75 42.37 43.01 43.65 44.31 44.97 --

June 2008 31.00 31.88 32.79 33.73 34.69 35.68 36.69 37.24 37.80 38.37 38.94 39.53 40.12 40.72 41.33 41.95 42.58 43.22 43.87 44.53 45.20 45.88 46.56 Dec 2008 31.47 32.37 33.29 34.24 35.21 36.22 37.25 37.81 38.38 38.95 39.54 40.13 40.73 41.34 41.96 42.59 43.23 43.88 44.54 45.20 45.88 46.57 47.27

Grade 60 June 2006 30.22 31.08 31.97 32.88 33.82 34.78 35.77 36.31 36.85 37.40 37.97 38.53 39.11 39.70 40.29 40.90 41.51 42.14 42.77 43.41 44.06 -- -- June 2007 30.82 31.70 32.60 33.53 34.49 35.47 36.48 37.03 37.58 38.15 38.72 39.30 39.89 40.49 41.09 41.71 42.34 42.97 43.62 44.27 44.93 45.61 -- Dec 2007 31.28 32.17 33.09 34.03 35.00 36.00 37.02 37.58 38.14 38.72 39.30 39.89 40.48 41.09 41.71 42.33 42.97 43.61 44.27 44.93 45.61 46.29 --

June 2008 31.91 32.82 33.75 34.72 35.71 36.72 37.77 38.34 38.91 39.50 40.09 40.69 41.30 41.92 42.55 43.19 43.83 44.49 45.16 45.84 46.52 47.22 47.93 Dec 2008 32.39 33.31 34.26 35.24 36.24 37.28 38.34 38.91 39.50 40.09 40.69 41.30 41.92 42.55 43.19 43.84 44.49 45.16 45.84 46.53 47.22 47.93 48.65

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 61 June 2006 31.13 32.02 32.93 33.87 34.83 35.83 36.85 37.40 37.96 38.53 39.11 39.69 40.29 40.89 41.51 42.13 42.76 43.40 44.06 44.72 45.39 -- -- June 2007 31.75 32.65 33.59 34.54 35.53 36.54 37.58 38.14 38.72 39.30 39.89 40.49 41.09 41.71 42.33 42.97 43.61 44.27 44.93 45.61 46.29 46.99 -- Dec 2007 32.23 33.15 34.09 35.06 36.06 37.09 38.15 38.72 39.30 39.89 40.49 41.10 41.71 42.34 42.97 43.62 44.27 44.94 45.61 46.30 46.99 47.70 --

June 2008 32.87 33.81 34.77 35.76 36.78 37.83 38.91 39.49 40.08 40.68 41.29 41.91 42.54 43.18 43.83 44.49 45.15 45.83 46.52 47.22 47.92 48.64 49.37 Dec 2008 33.36 34.31 35.29 36.29 37.33 38.39 39.49 40.08 40.68 41.29 41.91 42.54 43.18 43.82 44.48 45.15 45.83 46.51 47.21 47.92 48.64 49.37 50.11

Grade 62 June 2006 32.07 32.98 33.92 34.89 35.89 36.91 37.96 38.53 39.11 39.69 40.29 40.89 41.51 42.13 42.76 43.40 44.05 44.71 45.39 46.07 46.76 -- -- June 2007 32.71 33.64 34.60 35.59 36.60 37.64 38.72 39.30 39.89 40.49 41.09 41.71 42.34 42.97 43.61 44.27 44.93 45.61 46.29 46.99 47.69 48.41 -- Dec 2007 33.20 34.15 35.12 36.12 37.15 38.21 39.30 39.89 40.49 41.09 41.71 42.33 42.97 43.61 44.27 44.93 45.61 46.29 46.98 47.69 48.40 49.13 --

June 2008 33.86 34.83 35.82 36.84 37.89 38.97 40.08 40.68 41.29 41.91 42.54 43.18 43.82 44.48 45.15 45.83 46.51 47.21 47.92 48.64 49.37 50.11 50.86 Dec 2008 34.37 35.35 36.36 37.39 38.46 39.55 40.68 41.29 41.91 42.54 43.18 43.83 44.48 45.15 45.83 46.52 47.21 47.92 48.64 49.37 50.11 50.86 51.63

SEA 1832822v2 60056-7 1.15.08

48

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23

Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30 Grade 63

June 2006 33.03 33.97 34.94 35.94 36.96 38.01 39.10 39.68 40.28 40.88 41.50 42.12 42.75 43.39 44.04 44.70 45.37 46.05 46.74 47.45 48.16 -- -- June 2007 33.69 34.65 35.64 36.65 37.70 38.77 39.88 40.48 41.08 41.70 42.32 42.96 43.60 44.26 44.92 45.60 46.28 46.97 47.68 48.39 49.12 49.86 -- Dec 2007 34.20 35.17 36.18 37.21 38.27 39.36 40.48 41.09 41.70 42.33 42.97 43.61 44.26 44.93 45.60 46.29 46.98 47.68 48.40 49.13 49.86 50.61 --

June 2008 34.88 35.87 36.90 37.95 39.03 40.14 41.29 41.91 42.53 43.17 43.82 44.48 45.14 45.82 46.51 47.21 47.91 48.63 49.36 50.10 50.85 51.62 52.39 Dec 2008 35.40 36.41 37.45 38.51 39.61 40.74 41.90 42.53 43.17 43.82 44.47 45.14 45.82 46.50 47.20 47.91 48.63 49.36 50.10 50.85 51.61 52.39 53.17

Grade 64 June 2006 34.02 34.99 35.99 37.01 38.07 39.15 40.27 40.87 41.49 42.11 42.74 43.38 44.03 44.69 45.36 46.04 46.73 47.43 48.15 48.87 49.60 -- -- June 2007 34.70 35.69 36.71 37.75 38.83 39.93 41.07 41.69 42.31 42.95 43.59 44.25 44.91 45.58 46.27 46.96 47.67 48.38 49.11 49.84 50.59 51.35 -- Dec 2007 35.22 36.22 37.26 38.32 39.41 40.53 41.69 42.31 42.95 43.59 44.25 44.91 45.58 46.27 46.96 47.67 48.38 49.11 49.84 50.59 51.35 52.12 --

June 2008 35.92 36.94 38.00 39.08 40.19 41.34 42.52 43.15 43.80 44.46 45.13 45.80 46.49 47.19 47.90 48.61 49.34 50.08 50.83 51.60 52.37 53.16 53.95 Dec 2008 36.46 37.50 38.57 39.67 40.80 41.96 43.16 43.80 44.46 45.13 45.80 46.49 47.19 47.90 48.62 49.34 50.08 50.84 51.60 52.37 53.16 53.96 54.76

Step 1 2 3 4 5 6 7 8 9 10 11 12 13* 14 15 16 17 18 19 20 21 22 23 Yrs Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 25 30

Grade 65 June 2006 35.04 36.04 37.07 38.12 39.21 40.33 41.48 42.10 42.73 43.37 44.02 44.68 45.35 46.03 46.72 47.42 48.13 48.86 49.59 50.33 51.09 -- -- June 2007 35.74 36.76 37.81 38.88 39.99 41.13 42.30 42.94 43.58 44.24 44.90 45.57 46.26 46.95 47.66 48.37 49.10 49.83 50.58 51.34 52.11 52.89 -- Dec 2007 36.28 37.31 38.38 39.47 40.60 41.75 42.94 43.59 44.24 44.90 45.58 46.26 46.96 47.66 48.38 49.10 49.84 50.58 51.34 52.11 52.90 53.69 --

June 2008 37.01 38.06 39.15 40.27 41.41 42.59 43.81 44.46 45.13 45.81 46.50 47.19 47.90 48.62 49.35 50.09 50.84 51.60 52.38 53.16 53.96 54.77 55.59 Dec 2008 37.57 38.64 39.74 40.87 42.04 43.24 44.47 45.14 45.81 46.50 47.20 47.91 48.63 49.35 50.10 50.85 51.61 52.38 53.17 53.97 54.78 55.60 56.43

49

SEA 1832822v2 60056-7 1.15.08

Per Diem* Per Diem* Per Diem* I II III I II III I II III

Grade 21 Grade 22 Grade 23 June 2006 11.62 12.36 13.10 June 2006 11.96 12.72 13.49 June 2006 12.32 13.11 13.90 June 2007 11.85 12.61 13.36 June 2007 12.20 12.98 13.76 June 2007 12.57 13.37 14.17 Dec 2007 12.03 12.80 13.57 Dec 2007 12.39 13.18 13.97 Dec 2007 12.75 13.56 14.38

June 2008 12.26 13.05 13.83 June 2008 12.62 13.42 14.23 June 2008 12.99 13.82 14.65 Dec 2008 12.46 13.25 14.05 Dec 2008 12.82 13.64 14.46 Dec 2008 13.20 14.04 14.89

Grade 24 Grade 25 Grade 26

June 2006 12.68 13.49 14.30 June 2006 13.07 13.90 14.73 June 2006 13.47 14.33 15.19 June 2007 12.93 13.76 14.58 June 2007 13.32 14.17 15.02 June 2007 13.74 14.61 15.49 Dec 2007 13.13 13.97 14.80 Dec 2007 13.52 14.38 15.24 Dec 2007 13.94 14.83 15.72

June 2008 13.39 14.25 15.10 June 2008 13.77 14.65 15.53 June 2008 14.21 15.12 16.02 Dec 2008 13.60 14.47 15.34 Dec 2008 13.99 14.88 15.78 Dec 2008 14.44 15.36 16.28

Per Diem* Per Diem* Per Diem* I II III I II III I II III Grade 27 Grade 28 Grade 29

June 2006 13.86 14.74 15.63 June 2006 14.28 15.19 16.11 June 2006 14.71 15.65 16.59 June 2007 14.14 15.04 15.94 June 2007 14.56 15.49 16.42 June 2007 15.00 15.96 16.92 Dec 2007 14.34 15.26 16.17 Dec 2007 14.78 15.73 16.67 Dec 2007 15.22 16.19 17.16

June 2008 14.64 15.57 16.50 June 2008 15.06 16.02 16.98 June 2008 15.51 16.50 17.49 Dec 2008 14.85 15.80 16.75 Dec 2008 15.30 16.28 17.26 Dec 2008 15.76 16.76 17.77

Per Diem* Per Diem* Per Diem* I II III I II III I II III

Grade 30 Grade 31 Grade 32 June 2006 15.15 16.11 17.08 June 2006 15.61 16.61 17.60 June 2006 16.07 17.10 18.12 June 2007 15.45 16.44 17.42 June 2007 15.93 16.94 17.96 June 2007 16.39 17.43 18.48 Dec 2007 15.68 16.68 17.68 Dec 2007 16.17 17.20 18.23 Dec 2007 16.63 17.69 18.75

June 2008 15.99 17.01 18.03 June 2008 16.49 17.54 18.59 June 2008 16.95 18.03 19.11 Dec 2008 16.24 17.28 18.32 Dec 2008 16.74 17.81 18.88 Dec 2008 17.21 18.31 19.41

Per Diem* Per Diem* Per Diem* I II III I II III I II III

Grade 33 Grade 34 Grade 35 June 2006 16.56 17.61 18.67 June 2006 17.04 18.13 19.22 June 2006 17.56 18.68 19.80 June 2007 16.89 17.96 19.04 June 2007 17.39 18.49 19.60 June 2007 17.91 19.05 20.19 Dec 2007 17.14 18.24 19.33 Dec 2007 17.64 18.77 19.89 Dec 2007 18.18 19.34 20.50

June 2008 17.47 18.59 19.70 June 2008 17.99 19.14 20.29 June 2008 18.54 19.72 20.91 Dec 2008 17.75 18.88 20.02 Dec 2008 18.26 19.43 20.59 Dec 2008 18.82 20.02 21.22

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Per Diem* Per Diem* Per Diem* I II III I II III I II III

Grade 36 Grade 37 Grade 38 June 2006 18.09 19.25 20.40 June 2006 18.64 19.83 21.02 June 2006 19.20 20.42 21.65 June 2007 18.46 19.63 20.81 June 2007 19.02 20.23 21.44 June 2007 19.59 20.84 22.09 Dec 2007 18.74 19.93 21.13 Dec 2007 19.30 20.53 21.76 Dec 2007 19.88 21.15 22.42

June 2008 19.10 20.32 21.54 June 2008 19.67 20.93 22.18 June 2008 20.26 21.55 22.84 Dec 2008 19.40 20.64 21.88 Dec 2008 19.98 21.25 22.53 Dec 2008 20.58 21.90 23.21

Per Diem* Per Diem* Per Diem* I II III I II III I II III Grade 39 Grade 40 Grade 41

June 2006 19.77 21.03 22.29 June 2006 20.37 21.67 22.97 June 2006 20.97 22.31 23.65 June 2007 20.17 21.46 22.75 June 2007 20.77 22.09 23.42 June 2007 21.39 22.75 24.12 Dec 2007 20.48 21.78 23.09 Dec 2007 21.08 22.43 23.78 Dec 2007 21.70 23.09 24.48

June 2008 20.86 22.20 23.53 June 2008 21.49 22.86 24.23 June 2008 22.13 23.54 24.96 Dec 2008 21.21 22.56 23.91 Dec 2008 21.84 23.23 24.63 Dec 2008 22.47 23.91 25.34

Per Diem* Per Diem* Per Diem* I II III I II III I II III Grade 42 Grade 43 Grade 44

June 2006 21.61 22.99 24.37 June 2006 22.25 23.67 25.09 June 2006 22.92 24.38 25.85 June 2007 22.04 23.45 24.86 June 2007 22.70 24.15 25.60 June 2007 23.38 24.88 26.37 Dec 2007 22.37 23.80 25.23 Dec 2007 23.04 24.51 25.98 Dec 2007 23.74 25.25 26.77

June 2008 22.79 24.24 25.70 June 2008 23.49 24.99 26.49 June 2008 24.19 25.73 27.27 Dec 2008 23.16 24.64 26.12 Dec 2008 23.86 25.38 26.90 Dec 2008 24.58 26.14 27.71

Per Diem* Per Diem* Per Diem* I II III I II III I II III

Grade 45 Grade 46 Grade 47 June 2006 23.60 25.11 26.62 June 2006 24.31 25.86 27.41 June 2006 25.04 26.64 28.23 June 2007 24.08 25.61 27.15 June 2007 24.79 26.38 27.96 June 2007 25.54 27.17 28.80 Dec 2007 24.44 26.00 27.56 Dec 2007 25.17 26.78 28.38 Dec 2007 25.91 27.57 29.22

June 2008 24.92 26.51 28.10 June 2008 25.66 27.30 28.93 June 2008 26.42 28.11 29.80 Dec 2008 25.31 26.92 28.54 Dec 2008 26.06 27.72 29.39 Dec 2008 26.84 28.55 30.26

Per Diem* Per Diem* Per Diem* I II III I II III I II III Grade 48 Grade 49 Grade 50

June 2006 25.79 27.44 29.08 June 2006 26.57 28.27 29.96 June 2006 27.36 29.11 30.85 June 2007 26.30 27.98 29.66 June 2007 27.11 28.84 30.57 June 2007 27.91 29.69 31.47 Dec 2007 26.69 28.40 30.10 Dec 2007 27.51 29.26 31.02 Dec 2007 28.32 30.13 31.94

June 2008 27.22 28.95 30.69 June 2008 28.03 29.82 31.61 June 2008 28.88 30.73 32.57 Dec 2008 27.64 29.41 31.17 Dec 2008 28.48 30.30 32.12 Dec 2008 29.33 31.20 33.08

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Per Diem* Per Diem* Per Diem* I II III I II III I II III Grade 51 Grade 52 Grade 53

June 2006 28.18 29.98 31.77 June 2006 29.03 30.88 32.73 June 2006 29.90 31.81 33.72 June 2007 28.74 30.57 32.40 June 2007 29.61 31.50 33.39 June 2007 30.50 32.45 34.39 Dec 2007 29.16 31.02 32.88 Dec 2007 30.06 31.98 33.90 Dec 2007 30.96 32.94 34.92

June 2008 29.73 31.63 33.53 June 2008 30.63 32.59 34.54 June 2008 31.56 33.57 35.59 Dec 2008 30.20 32.12 34.05 Dec 2008 31.12 33.11 35.09 Dec 2008 32.06 34.10 36.15

Per Diem* Per Diem* Per Diem* I II III I II III I II III Grade 54 Grade 55 Grade 56

June 2006 30.80 32.77 34.74 June 2006 31.72 33.74 35.77 June 2006 32.68 34.76 36.85 June 2007 31.42 33.43 35.44 June 2007 32.35 34.41 36.48 June 2007 33.33 35.46 37.59 Dec 2007 31.90 33.94 35.97 Dec 2007 32.84 34.93 37.03 Dec 2007 33.83 35.99 38.15

June 2008 32.51 34.58 36.66 June 2008 33.48 35.62 37.76 June 2008 34.49 36.69 38.89 Dec 2008 33.02 35.13 37.23 Dec 2008 33.99 36.16 38.33 Dec 2008 35.04 37.27 39.51

Per Diem* Per Diem* Per Diem* I II III I II III I II III Grade 57 Grade 58 Grade 59

June 2006 33.65 35.80 37.95 June 2006 34.66 36.87 39.09 June 2006 35.71 37.99 40.27 June 2007 34.32 36.51 38.70 June 2007 35.35 37.61 39.87 June 2007 36.43 38.75 41.08 Dec 2007 34.83 37.05 39.28 Dec 2007 35.89 38.18 40.47 Dec 2007 36.97 39.33 41.69

June 2008 35.50 37.77 40.03 June 2008 36.58 38.92 41.25 June 2008 37.69 40.10 42.50 Dec 2008 36.06 38.36 40.66 Dec 2008 37.16 39.53 41.90 Dec 2008 38.29 40.73 43.17

Per Diem* Per Diem* Per Diem* I II III I II III I II III Grade 60 Grade 61 Grade 62

June 2006 36.77 39.11 41.46 June 2006 37.87 40.29 42.71 June 2006 39.02 41.51 44.00 June 2007 37.50 39.89 42.28 June 2007 38.63 41.09 43.56 June 2007 39.80 42.34 44.88 Dec 2007 38.06 40.48 42.91 Dec 2007 39.21 41.71 44.22 Dec 2007 40.39 42.97 45.55

June 2008 38.81 41.29 43.76 June 2008 39.97 42.52 45.07 June 2008 41.17 43.80 46.43 Dec 2008 39.41 41.92 44.44 Dec 2008 40.59 43.18 45.77 Dec 2008 41.81 44.48 47.15

Per Diem* Per Diem* Per Diem* I II III I II III I II III Grade 63 Grade 64 Grade 65

June 2006 40.18 42.75 45.31 June 2006 41.39 44.03 46.67 June 2006 42.63 45.35 48.07 June 2007 40.99 43.60 46.22 June 2007 42.22 44.91 47.61 June 2007 43.48 46.26 49.03 Dec 2007 41.61 44.26 46.92 Dec 2007 42.85 45.58 48.32 Dec 2007 44.14 46.96 49.77

June 2008 42.41 45.12 47.83 June 2008 43.68 46.46 49.25 June 2008 45.00 47.87 50.75 Dec 2008 43.07 45.82 48.57 Dec 2008 44.36 47.19 50.02 Dec 2008 45.71 48.63 51.54