New York State Lifeguard Corps Contract Highlights Agreement between UUP and the State of New York,

September 14, 2013 Duration: July 2, 2011 to July 1, 2016 Compensation: Percentage increases apply to salary and hourly rates April 1, 2004 2.5% April 1, 2005 2.75% April 1, 2006 3% April 1, 2007 3% April 1, 2008 3% April 1, 2009 3.0% April 1, 2010 4.0% April 1, 2011 0 April 1, 2012 0 April 1, 2013 0 April 1, 2014 2.0% April 1, 2015 2.0% Eligibility for retroactive increases: Employees must have been in employment status on effective date of the salary or hourly rate increase or during a season that commences during the fiscal year that includes the effective date of a salary or hourly rate increase and must be in employment status on April 1, 2013 or during a season that commences the fiscal year that includes April 1, 2013. Explanation: U.U.U.P. is planning further meetings with The Governors Office of Employee Relations (GOER) to discuss implementation of whom this effects. The 2% increase effective April 1, 2014 will be payable to employees after the State and UUP have reached an agreement on issues of mutual concern included in the Joint Meeting Minutes between Long Island State Park and Recreation Commission and the Jones Beach Lifeguard Corp. Explanation: The final 2% is subject to the conclusion of productive meetings with Long Island Parks. Joint Meeting Minutes and Agreements Labor-Management Agreements concerning the Jones Beach Lifeguard Corps, excluding the agreement for handling lifeguard performance or attendance deficiencies, wash up time, and call in during inclement weather, shall continue through September 30, 2013. The State and UUP will meet to discuss and reach agreement on issues of mutual concern included in the Joint Meeting Minutes between Long Island State Park and Recreation Commission and the Jones Beach Lifeguard Corp. The State and UUP shall begin meeting for this purpose no later than September 30, 2013.

Explanation: Lifeguard Performance, attendance deficiencies, wash up time, rainy day call in will be addressed this year. Inclement weather call in, is calling additional men in on a rainy day. That was given up. Wash up time allowed us to work 7.5 hours in park and get paid for 8. We now will be in the park for 8 hours. The way this will be scheduled is subject to discussions with Agency on Long Island. Labor Meeting Minutes are official meetings with UUP and Long Island Parks. Exit Interview After three years of continuous service of six pay periods on a scheduled half-time or greater basis in each of those three years, employees who receive notice of involuntary separation shall be entitled to an exit interview session. A union representative may accompany the employee at the employees request. The employee may present reasons, arguments and/or evidence, including relevant witness statements as to why the employee should not be involuntarily separated. Explanation: Exit Interview addresses termination of employment. It is the intention to continue with the process we currently have in place on Long Island. Upstate New York has moved from 6 years of service for the interview to 3 years. Deficit Reduction Plan Salary or hourly rate will be reduced by the value of a total of nine days, pro-rated for part-time employees The cash value of up to seven days will be repaid over 39 payroll periods beginning with the final payroll period of Sate Fiscal Year 2015-16. Employees who do not work 39 consecutive pay periods will be repaid any remaining balance as a lump sum after the repayment period has ended. Those who leave State service will be repaid the cash value of what was deducted for these days. Seasonal employees who leave the payroll at the end of a season and are expected to return the following season will not be paid as if they separated from State service, but will be repaid at the end of the contract period. Salary/hourly rate reductions will occur over 52 consecutive pay periods, from approximately September 1, 2013 to August 31, 2015 For those employed during a summer season only, the salary or hourly rate reductions will occur during the summer season during fiscal year 2014-15 and fiscal year 2015-16 Employees who join the bargaining unit after the Deficit Reduction Plan begins will be subject to salary reductions proportionate with the number of payroll periods remaining in the deficit reduction plan from the time they begin working. Explanation: Still needs to be discussed under implementation. Scheduling Job or Shift Assignments No right to be called in during inclement weather No wash up time

Explanation: No getting paid for 8hours and working 7.5. All lifeguards will be in park at pay for 8 hours. When we wash up will be a scheduling discussion and what our sign in and out times will be. We clock 8 hours We cannot call in Lifeguards on a rainy day if we are down guards. Holiday Compensation Employees who work at least 160 hours during the season (at least 20 days) are entitled to additional holiday compensation at their hourly rate, up to a maximum of eight hours, for time worked on each of the first three days during their employment in any seasonal period (April 1 to Sept. 30 or Oct. 1 to March 31) which are observed as holidays by the State. Such compensation shall be paid retroactively upon completion of five weeks of work. Explanation: Unchanged Uniforms Uniforms for seasonal employees will continue to be provided according to the policies in effect in the employing agencies. Explanation: Unchanged Health Insurance Those eligible for New York State Health Insurance are also eligible for the Vision and Dental programs administered by the UUP Benefit Trust Fund Explanation: Applies to the Full Year Lifeguards Staten Island OPWDD, River Bank State Park. Attendance Rules Coverage Seasonal employees who have been continuously employed on at least a 40 hours per pay period basis for 19 pay periods shall be entitled to attendance rules coverage in accordance with Civil Service Attendance Rules. Employees not covered by the Attendance Rules will be allowed leave with pay for injuries sustained in the line of duty. Use of such leave is to be held to a minimum and shall not exceed three days or 24 hours pay per year, whichever is less. Explanation: Applies to Full Year Lifeguards