f ~

~ ~ ~ Y

Unless specifically .noted, ail changes shall be effective and in~plementec~ in pay erioci 1 of 2020. Unless t~therwise noted, ch~tti~es that are indicated to be made iz~ subsequent years shall became effective in the first full pay period of tl~e specified year.

A. Ainn~~ai Structure

1. Adjx~stnzents to thhe Cc~~pc~rate Grade (CC7) bass pay minimums cc~ntint~e t~ be Iia~ked t~ the Federal General S~~ied~rle (GS) pay scale. Fir the duration of this Agreement, the EMPL(~~YER wi11 zalaintain thy, CG base pa~~ n3inimu~ns at 11 ~ pe~•cent of the co~nparabl~ pay range minimums in the GS. The CG base pay rz~aximunis will be increased b~ 0.5 percent each gear until they ec~~.~al 13b ~~ercent of the co~ti~arable pay range maximums in the GS. ~)nc~ the vase pa}r rna~imum~ equal 136 percent of t}ie comparibl.e day range maximums in the GS, they ti~ill be raised on an annual. basis by t ie amount necessary t~ mein#ain 136 percent Qf the ~c~in~z~zable pay range n~axiinums iii the GS.

2. Ifthe minimums of the CG pay scale are a~iji~st~d upwa~•ds, the mii~irnums cif the Wage tirade {W~) pay scale ~~.i11 be adjusted by the average c~fthe adjustments ~~n~de t4 eac13 grade on tl~~ CCU ~aay scale. The ~VG base pay maximums will be increased try Q.5 percent c;ac~~ yeas•,

~3. Annual Vase Pay Ac~jus~ment

1. T}~e arties" Memc~r~ncl~~Y~~ of Ui3derstandiaig ~n the Pe~~f'orr~lance Mana~~e~ilei~t and Re~fl~~ition {I~MR) Prugran~ dated January 23, 20~~ is te~~~l~inated,

The ~~rties agree to in~pl~ment a ne~~~ ~er~'ormat~ce management syst~,m fc~r CCU end ~~ e plt~yees (l~ere~fier, em}~loyees) beginning JanLa~~~y 1, 2020. `I'l~e first iati~~~ pe~~aci trr~d~r the ne~v s3=st~.n~ will b~ Jan~~~i~y 1, 2~Y20 thr<jtigl~ ~l~igust 31, 2 20, a~1d each year tla~re~fter the rati~~g pe~it~d uJill 1~e from Septei~~bei• 1 thrQi~~h the follu~~ing ~ugu~i 31. 'I'he paa~ies agree that the new system will leave t~vo bevels of c~3jc~rall ratings far e~nplc~yec ~erf~rr~~anee: "S~iccessfttl" a~lc~ .`Unsatisfactory.,'

T}je PIv~R T~esign Team r~ferenceci in tees 201719 Ct~rnpensatir~~~ Agreement is tern~inatec~i.

~, ~~or purposes cif the a}~pi•aisa( peric~ci eptemt~er 1, 201 through ~i~~~st 3l, 20:19, eaci~► employee wiil be rated under tie f~~~~r PMR system. In 2020, each ~rnployee r~teci III ~r lubber ~vi]l receive a mezit pay inc~•e~se of ~.6 percetY#. Employees a•a#ed IV Qr V z~ill receive a bonus ~zzc~unt cif 2 or 3 shams expressed as ~. percentage of total pay, respectively, tivith equal bonus funding of t test 1.() percent Qf tat~l -pay for e~cl~ pay po~~. `I'lle basis for ~l~e l .0 percent of tt~tal day allocated to each p~~y pool yvil~ be the suin cif eaell elib ble employee's total pay level i~l thy; day pool on the list clay .of the relevant performance year, as limited by the p~~ameters c~esct-it~ed iii Puragr~~ph II{B){8} of this Agreement. In orc~e~• to be eli~i~rle tt~ receive t ie bonus, an emp2o}gee must be can the p~yfrc~Ii ozi the effect~~~e date Qf the ~ayc~t~t, beginning paY Period 1. Victual a~aaounts cif bonuses by pay pc~c~l for e~nploy~es rated. I~V <}r V will be determined by the aforez~~enti~~~ed share s}3stem until the 1.~ percent bonus budget is fi~lty e~~encfed for each pay poQL In the event additiana7 bonus ii~uding above 1.0 p~z•cent is allocated, ba~itises for tl~e incr~;mental amotrni will lie ciistribi~ted tc~ e~npl~yees in Groups III, IV at~d V according to the shares structt~r~ under the 2017-2019 Compen4atic~n Elgreement,

5. For 2021-2022, alb emplc~ye~;s rated overall "successful" shall receive a 2.3 pe~~cent n~er_it pay ~ncr~;ase. ~ln ~dc~ition~l b~n~~s pool cif at least 1.5 perc~.nt of total pay s11~I1 be distributed to high ~~rPormers based Qn criteria determined by the r~ew perfc~rmanec; management design team refe~•ence~ in P~ra~;raph II(L~)(7} cat this Agreement. T~a~ basis fr~r tl~e bonus pr~~l z3llc~catec~ to each pay pool will be tl-~e suin cif each eligible employee's total pay level iY~ tl~e pay pool can the last days of tie relevatlt performance }~e~r, as lii3Yited b~ the ~~arameters described rn P;:7ragraph II(B)(8) of this Agreement.

6. Em~sloyee~ ~~ha receive performance assessment ratings cif "unsatisfac.t~ryf" in any year will not receive any n7erit pa3~ increase or bonus. For purposes of ?0?C~, "~u~satisfactc~~y" s1~~111~1ean ~n overall rating; of "1 „ c~~ ;`2 "

7. The parties a;ree to form a netiv pe~•f~t~ananc~: i~lana~em~;nt design team c~~lsisti~ig of 4 members rep.resentin~ the El'vIPLOYER and 4 n~~r~~bErs representing tl~e National Treasury Fn~pit~~~ees Ilz~ic~n to develop the ~le~~ t~~%~-level performa~re n~ana~emei~t system, incl~tciing tie factors to be utilized. ~7nd~r the i~e~v perf~r~3~ance b~nu~ system icy he ixnplen~ented effective Tanuary 1, X020, a~ st~on as practicable after tine effective date of this Agreement. however, if'the parties ire cin~~le to come to agzeement ors the parameters of the new design, it is agreed tl-~at the two-level system {as desc;~ril~ed in S~.ctio~~ II{B){2) Qf this ~~-ee~nent) will lie inlpl~ n~e~rtecl effec#ive Ja~~~ary 1, 2~}?0 usi~lg tl~e jr~b stanci3rc~s fc~~~ "Accc~nt~lisl~ed Practitio~Yea•'~ under the former I'MIt system (i.e,, an employee ~r3111iave t~o u~ee~ x~~ "1~ccotnplished Practiti~7~er" sta~~dat~d in each job stan~3a~d in o~~de~~ to acl~i~ve E~ "s~.ic~cessful" rating), and the parties ih~~~eafter will conl:irl~.7~ var~aining a~~ any changes t~ be rr~ac3e ~►ncler the ne~v system.

8. An employee's base salaay n ay nc~t e~ce~d the maxinnti~~ base salary for the employee's pay grade (e.g., CG 15). ~~n ernplo~ree°s total salary (bass pay plus locality day) ~~ili be 1imrt~d tc~ the applicable Total S~lasy Cap; na enlplt~~Jee will receive tiny salary ~Say7~~ent fc~r ~~~y anlaunt that exceeds the Total Salary Cap, as set forth an Section II(B)(71) cif this Agreement.

9. An}~ base ~~ay i~~crease in excess of the salary grade ~n~imu~n will be laid as a I {10 percent lump sum payment, including employees on "saved pay." The applicable localif~ rate will be applied to anyj ~iJei• salary range maYiin~un l~.~m~ sum payment.

1 ~, For 2020, Financial Institution Specialists {FIS) shall receive pay raises t~f 2.6 percent o~~ their anniversary date, prnvi~ed ghat their most recent performance rating vas `'meets eapecEatzons." Fir ~~321-2022, FIS s11aI1 receive pay raises of 2,3 perc~~t o1~ ti~eir anniversary date, provided that their mas# recent performance ratin; was "successful." A I~IS hired pi~ic~r to t211I19 s~a~) receive a $2,OOU bonus at the campleti~n cif three years; a FIS hired on car after 2 2/1I1~.~ ~~ill receive tl~e. ~20U0 bonus u~~n commissioning.

11. Nc~twithst~ilciir~g any other giovision of t1~is ~~•eernent, an ernplc~yee's total salary maY not exceed a specified amount c~eter~nined annually by tl~e Chai.rm~ui (~aia~~;T Cap}. k~or the duration of this Agreemen#, the Salary c~~ will not go bel~~.v $23,50{).

I~. Pay Pc~o1s: 'The pay pouts shall be ~i~fined as the bargaining unit employees in each ~t the gr~~aps itieri~itied belt~~~. The parties agree that the zninimun~ nzirtiber cif b~•~;aining u~~it e~~lployees necessary to constitute a sep~s~te pa3~ pool is T 0. Ar~Y PAY fool with fev~~er fh~n 10 hargai~~in~ unit employees will b~ cambin~t~i ir~tc~ the ~malJ t~ffices Cc~~~solic~latec~ pay pool.

Sall C~ifices ~`c~nsoli~ate~! --j C'o~°~o.rate U£.niversi#}J ~ Division Qf I~d~r3inistrat~o~a --~Cl' and RMS - ~1.tlanta ~ic~n _ —DCP and R~1~S - ~hic~~o Region D~'P ~nc~ I~~~IS - Da11as l~egi~n DCP end ISMS -Kansas Cif Re~ic~n -- DCP and I~IV1S -New York Rebian ~ ---

~D ISMS - S~t~ Francisco Region T~~E' - ~~'ashin~;tt~~l, DC" ~Ieacigt~<xz~ters --I3ivisian cif Finaa~ce --C'hief IrYfc~m~ation Officer C)rg~tliz€~tion, inel~~ding the Divisit~n

j of Informatifl~~ Tecla~ic~togg anti ti~~ Inforr~aation Security at~d Pr~~~~c Stafl I)ivisit~~~ o~ Insur~zce ar~~ IZesea7cl~ _

Division of Resolutiotls aF~c1 Receivership (DRR) - I)al~as Re ion DRR - Was~~on, DC Head__ c~t~art~;rs --- -RMS -Washington, IBC Head ~cuartery -Le ~l Division. Dic7isian ~f Con~~le~ Insti~~.tic~n StX-pervision and P~.esolution

13, Data: Witt~l~~ a reasonable time ~i~er the completion ~f pay deterininatio»s, the E.Iv1P~.(7YER will provide tha LTNtON with an electrQni~ file ide~~tiFying employe pla~e~~e~~t in each of the various pay groups t~~t will provide t ie fol lo~vizi~ tielcis; divisi~~~lc~ffice, position title, paY Plan, _job series, ga•~cie, region, duty station, gender, race/national origin, age {D(JB}, over311 rating ai d ~•atin~ on each p~rtor~n~►3ce staticlard; in 2021, tl~e data will ~Iso include a listing c~feaol3 bai~►us

criterion achi~vec~,

1~. Grievances: Any ~;rievai~ce concerning natters ~;oti~ered by the perfa.rman~e rna~~agement system ~.vill be filed ~u~c~er fhe ~;t~llective bargaining a~reensent. The regular grievance procedures t~f that a~reen~ent will apply, except that t11e ~•ievance »ill be filed at the Ste} Two level. The time period far filing a grievance does not begin t~ ~~un u~itil tie L7NIC)N leas been prc~vide~ with 413 i~~orm~tion it3e~~tifiec~ in Paragraph II(~3)(13} of this Agreement.

C. Locality Pay

1. t~}verview

a, Thy parties agree to co~itinue a 1Qcalityr pad prflgram ~s an adjustal~~~t to base ~a~~ cal(eci tt~e Locality Pay Index ~LPI}, Cost of la6c~r c~i$erences will be the foundation fcr the reality pay syste~n> bc~t adjustments to the cast of labor i~lctea ~~rill thin be r~lade, as described belc~ly, for lcsc~ilities ~,vhere cc>~t cif living differences are significantly greater than cost cif labor differer3ces,

b. The Locality hates fc~r 2Q20, and tl~e 2019 to 20?0 increases, fir et ch 1Qcatic~n are ca~ltainecl i~l ~ttaclime~~t 1~ [TBI~],

c> "I'l~e nxethodolog}f used to calc~~laie these new lr~cality ~r~y rags fc~r ail years crf' this t~greement is ~escribec~ in Section II(~C)('?) of this Agre~rr~et~t. The fi~~~~din~ to be applied to this ci~~.fhc~dalagy ft3r those years will be U.5 ~ereent. ~~Titi~ a cap can a~~y ]Ucatic~.n of 1.3°lo fc~r each year.

2. ~1e:t1ic7dc~lc~gy ~'or CalctalatiY~g I_,ocality I'ay Rates: 'I°he FI~I~ ~.~ill use the ri3etilodo~ogy set ft~rth below to update ~annu~lly tl~e :LPI used tc~ cletermi~~e 1oe~lity ploy ac~justment~ for all FDIC Ic~catiflr~s {all ~;alcul~~io~s u~~il~ be ~natie to the ~iea~•est f~t~.r de~i~tzal places).

a, Using data from the Nat~ox~al Con~p~zisatic~n Survey ("NCS") ~atrblished ai~nu~Ily by tl~e ~3ureau c~#' La1~c~_r Statistics on the target dap fir the Feder~I Government's "Rest of U.S." {:<RUS") locality pay arezi, calc~~l~te a three-year average NCS RI7S target gap fr~in the official published results for the tlir~e most recealt NCS ~znnu~l surveys available (fir 201 Q, the surveys covering the G~ locatity pay for X009-2 11). L)etermine the percentage el~an~;e between this ne~~ three-year a~=erage NCS KT_IS target gap anti the three-ye:lr average NCS RUS target gap fiom the three i~ICS ~~nual surveys 1~3st used as the t~asis fc~r calculating tl~e FDIC"s LPI, ~~si~ig t1~e f~llc~u%ing foY~n~~.il~ (to update tl~e LPI fQr 2Ul t?, use tl~e t~lree-year average NC'S RI1S target gap frflni tl~e official published results from the 200 thrc~~~~h 20U7 NS sltrveys):

(] +mast recent t~~ree-year average N~;S I~US target dap}- {1 + 2005-2007 a~Te~•age NCB RUS target dap) _ Percentage C'h~s7ge frvi~ P~•evio~ts Three-Year Average NCB I~US Target Gap

20l f) EXAMPLE (using 2009-2~ 11 NHS data):

1.2.27'7 ~ 1.1 fi~11 =1.0546

b. Multiply the c~~z~~nt FDIC RUB target dap (for X010, t~se the 3.0 percent target gip previously established bar the ~~I~IC and ~'~TI'EU as tl~e basis for calculating tl~e F:C3IC"s 2 07- X009 IJ~'r) by the percentage calculated in a., abc~~le, xc, clet~rmine a new three-year aversi~;e FDIC; RIDS target dap to 1~~. used as the basis fc~r the ai~nt~al LPI update, usip~g t~~e fallowing fflr ula:

Quo#ietit from Step a. ~~ {1 +current FDIC RUS Target gap} _ ~Te~v FDIC RUS Target Gap

210 F~AMPLE {usi~~g 2009-~~11 1~tCS dataj:

1,0300 a 1.{~~4E~ = 1.0$ti2

c. For each cif the Federal Gn~cT~~~u~nent's nc~n-RUS Ic~cality pay are~~~ ir} wlaic~~ the FDIC curre~ltly ~~as an c~f~ce, calculate three-year azrera~e NC'S target gaps using the r~ffciai pt~blishec3 results frown the Three most recent NCS annual Surveys availably. Ike#ermi~le the r~tic~ cif the three-yeas• average NLS T4~i~get ~;a~~s fc~r each of these lc~c~lity ~av areas to tie three-yeas• average i~IC;S RLTS taF~get gala calc.ulat~cl i71 Sfep ~., i~sz~~g t ie follot~vit~~ fo~•mu1a:

(I + I`hree-Ye~ir NCB 1~vera e `Target Gad for Individual i~Ton-RUS Locality ~'ay As~ea) ~ ~l +Mist Recent Three-~e~r Ave~~age Rt1S Target U~}~)—Ratio (NC'S "I'~r~~t Gap fc~r It~cliviclual Nan-IZUS Lacatiotl to NCB RUS Target Gap)

2010 EXAMPLE {Washington, UC`,~:

1.572 = I.2?77 —1,280

d. Foi~ each of the Federal Gove~-nnlent's no2~-~2~15 iacatity pay areas in ~vl~ieh the FDIC currently has an office, m~.iltiply the ratio calc~~lated in Step c., move, by the new FDIC .RUS Target Gap calculated in Step b., above, tc~ determine a new FDIC target gap for each nan-RUS PDIG lc~~altty pay area, tisin~ the fflllowing forrt~ula:

~P~atio of tl~e I~ICfi Target Gap foz• Individual Nt~n-RUS Location to the NC;;~ RLS Tat~get Gaps x New rDIC RUS Target Gap = I~1e~~ FDIC Target ~a~r for I~Ydivi~ua3 Nan-RUB Lo~aliky Pa~f ~cea

2010 EXAIvfPI~E (~ashin~ton, DC):

1.2808 x L(?862 = 1.391

1.3~ 12 —1 = .3912 or 39.12°l0

e, Cost cif Living f~djust~nent

t7pwaid a~jtistme~lts shall be made to fhe Initial LPI fc~r loc~liti~s where the cast of living t~if~erences are significantly higher than the cosh of labor differences reflected i1~ the Initial. LPI. (Na downward adjustments sh€~11 lie made fir locations where tI-~e cast ~f Ii~Ti~zg is si~nihc~ntl~r lower fan t~~e cast of 1al~c~r.) C1pv,~ard adjustments s}.i~.Il be made in accr~rdaizce with the foll~~ving niethodolc~gy;

Cnr~~~iare the Ru~~l~ein~er cost-of=li~~ing percentage variance from <`STandard City" for ~acli FDIC location to tie ne~v Three-year average FDIC tai•~e# gad for each i~oi~-RUS Io~atic~n. if the Ru~uhei~ner percentage s~ariance froth "S#anc-l<~rd City" exceeds the new t(~~~~~-year avertige FDIC nc»7-~U~ taz~gei ~~p by mo~•e tha~1 10 percent, i~~cr~ase the FDIC' ~zon-RUS tat•~et ;ap by 50 ~er~ent of tl~e difference tc~ determine ail adj~~sted ne~~ FDIC target gap fc~r that ]c~cality pay aret~, using the f~llotiving metl~c~dola~y:

(R~ulzheimer Cost cif I,ivin~ Index far Individual Non-RUS L€~cality Fey ~re~ - 1 D(3} — Ne~~~ FDIC rl~arg~t Gap for I~iclividual N«ra-RlaS Locality Pa3T ~.r~a = ~

~t x :~ ~a.~o:

s

I`~Iew FDIC Target Uap fc~~~ Individual Non-RUS Locality Pay tl~-ea + ((Runzhein~er Cast p1' Liuing Index ft~r .Individual Nan-RUS Locali#y Pay Area - 100}!2) _ Adjusted Ne~v FDIC Target dap for I~~dividual 1~~c~n-R~(JS Locality Pay Area

201 t3 EXAMPLE {Was~~ingtc~i~, DC): (123.9 — l ()0) — 28.09 {4.1~)

Since the difference {negative X1.18) is less than 1 tJ, W~shingto~i does not receive a cast of lining-based ac~j~.~stmenf #o its target ;ap.

2~ i 0 EX~M.PLE (San Francisco, C~):

{160.7— i0()}-30.32 =30.38. 3 .3812+41.56 — 56.75

3. CflnZmu~~icatiot7s

Tile EiVIPLOYEI~ shill past aa~ electronic ec~~y of the locality rates fir each location on t1~e FDIC internal u~ebsite ail the Division of ~1dn~inistration, C~ompensa#ion page,

` " ' ~` ~ ~ ~

r~. Enip7oyees ivhc~ ~~eceive a prom€~tiQn, and are at car below tale zn~xin~um of their grade, wzll nt~rmally receive a 1 t}% increase itY bass pay car be placed at the mini~ilum ~f the higher grade, whicl~eve~• is greater, ~I~~vever, with respect to e~tipio}=ees u~~ao are currently serving, car who p~~eviorrsly served on a temporary pr~motic~n, the follc~~~ing ~rovisic~ns a}~ply:

1. stn employee in a temporary promc~tioil, who is sele~;ted for a consecutive teln~c~r~~i~~ ~7r pe;•rrlar~ent pr~i~lc~tioti i~1to a pt~sitiUn at the wane ~radc. as t11e curc•ent te~nporai~3 f raeie, will ~~ paid the sane t-~ase salary that helshe makes in tine c~.ir~•e~~t tem~c~rary pr~nzotion.

2. An em~l<ayee in a temparar~~ }~rotzic~tian, u~ho is selected for a cc~nsecuti~je temp~r;ary or permanent pr~_mc~#ion il~tc~ a position at a hig~i~r Gracie than the current temporary grade, will .receive ~ 10 percent increase tQ base pay in t}~e ~r~:~v temporary rc~motit~n.

3. If a ~ac~n-co;~secutive ~~~onl~tit~n is at tl~~. ~~e grade level as a pre~~iflus tempora~~y ~srs~~al~ti~n c~a• a~1~r i~~ter~~enin~ ~r~ e ~~i~l meets awl of the fc~ilc~~~~in~ ct~~ditit~~~s:

• `l'll~ employee vas in tl~e preaic~~is terli~c~rary prt~mc~ticsn for ~ year ar r~~c~ie, + Tl~e ~rnplo~T~~ did not retain }pis car lzer tez~3poraz-y ~~x-c~~n~tion incre~~e

(err~plo~;ees wlYc~ ~~ere ~enipc~r~rily ~~~on~oted l~efc~re 1VIav ~ 2, 20I t~ end ~.~e~•e in

7

their positions fc~r a ye<u• o~• ~noie re#wined pay when ret~~rnir g to their ~<3sit~+~n of record if it fell within the salary range); and TI~e employee i~ras not returned tc~ a lower graded positiQr~ ofrecord far re~s~ns of ~;onc~uct car p~c~r ~s~rfarniance.

Then base pay will be set at the highest of

a} r~ 10 percent increase to base salary; b) the employee's ~4.D.IC highest previous rate (~~PR) {b~~se salary} in a related

field; car ej the minim~.~m of the new grade.

~. If the s~~bsec~uent non-consecutive pratnotic+n meets ill the conditions i7i numbci• three, abo~,=e, and is ~t a grade higher than previous ten~~rorary prc~uiotio~~(s) during tli~ current ap~oinhr~ent, base salary e~rill be se# at the ~~igl~est cif:

~) 10 percent i~lcrease to curr~_nt base; sal:~r}f; b) 10 p~r~ent ~~ave FDIC ~-IPR jbase salary} in a,related ~elc~ dLtring caurent

appaint~rY~nt, ar c) the ~ninii~3tr~n of the netiv ~at~e.

5, The FDIC; tivi[1 not cc~~lsicier higlies~ graded positit~ns ~z• higher base salaries ttYat ~~n en~plt~}ree earned outsic~~ of tl~e FDIC, car that were eazz~ed w~rkin~ at the FDIC in a ~rit~r appointment, if the et~lplo~ree had a freak in service of n~c~re than t1~r~e days.

b. Highest Prevzatas Rats (.IIPR) is defined as tl~e highest rate cif base pay earned in a g;~~~~de he~c~ in a pen~~anent pt~sition or an assignment lasti~}g cane year or mv1•e .in a ZIOTi-~3~1'illc~ii~tl~ ~}OSl~lt311,

7, New base salary 1~vill not be set higher than the ma~imt~m cif tl~e gr~.de range.

B. Are-p~•c~~alotic~n is a t~mpora~~~T ter permanent pran~oti~>n to a grad. ~n eil~~loye~ previously field (or any inteivenin~ b acle~, ~~here the employee was able to retain car r~~;ain son~~. or ill of the higher level pay. If an erz~playe~ is r~-promoted within ~ years of serving in a position at the re-prc~~n~tic~r~ level, pay tivlll be set as folla~vs:

l . The en~~lo~Te~'s c~rrreilt rate cif base ~~~y; ~r

2, ~~ae en~plo~Tee's highest FDIC previous HI'Ie {ba~~ salary) iii a related ~ie1d to t11e current a~pc~intmey~t.

C. t~.r~ ~tuplayee may request si vc~lunt~r~l downgrade car cl~an~e to It~r~ter grade.

~ . If~ the employee I~as been .in the hi~3~er graded ~c~~itic~n foz~ a yew• o~• n-~~re, base p€~y wi~1 die set at the lessen ~f the ~;niployee's curretzt rate or t~►e u~a~i~~~t~fl~ of

the lower grade, H~kvever, wl~e~~ ati employee requests a c~ian~e to a la~~er gr~~de solely for ~erson~l reasons, anci not for and t~ei~efit tc~ the Coa-pc~ration, then #I~e ert~ployee's bass, pay vviIl ~e set at the rate i~nme~diateIy px7c~r to the promotion, or the new range tnaxi~ium, whichever is lt~~~er. A.s x~ecessar~~, this rate ~~~iIl be adjusted tv ~~~flLct a~i~ pay adjustment{sj received ixi the hi her-gradec~ jc~b. The sa~~~e pay ac~ju~ment percentage{s) will be ~~.sed to re-compute the permanent base rate of pay= as long as tie resulting; rate does not ~xceecl the netiv range maximum.

~. If the employee has been in the higher graded positron fc~r less than one year, base pay wi1~ be set at t1~e rate immediately prior to the prc~snc~tion, ~~• floe ne~~,I range maximum, whichever• i~ lo~ler, Tlii~ rate ~vii3 be ad~usteci to reflect: any day ~djustn~eYli{s) received in tie higher-graded job. Tie same pay acijustrnent p~;rcentage(s) ~vvill tie used to re-ce~~upute the perm~inent base rate of ~~y as Icing as the resulting rate does nc~t exceed the ne~~v range r~~axi~num.

I~. Employees on retained or "saved pay" as a result of a do~~•ngrade :1'roni a hi~her-grac~ed position 4~hn ~-~ave been in il~eir lo~v~r grade for mare than ~ years and are being re-promoted #c~ a grade previously held, or to ati intervening grad, shall receive a prc~~nc~tion increase ~f 6 percent cif t~je base salary aan~e m:~imum of the grade from which they are being promoted, or will retai~~ their current t~~s~ pay, if greater.

F, Nothing in this l~~ree~~ient will prevent the ElV1~'I,(3~IZ f`rc~m prc~pasii~g changes tc~ tl~e I'ay ~clministratio~~ Directive, Ci~•~,ular 2??~l.l ter the July 22, 2{~~ ~ Mt~U with notice to NT~U and the oppc~rtaanit3~ to bargai~~.

• . ' 1 i ~ ~•i •t

The EMI'I,t~YER ~~rill continr~e ~itl provisions ~f its existing Rewards and Recc~~nitio~~ Yrogranl, c~xlsiste~~t with ~hi~ Agreen-~e~~t.

s

A. ~1 ~~i'112~5 P~13I1

'Tl~e EMPLO'~E~ will rz~aintair~ ~uirel3t retire~~~nt programs, including tl~e FI37C's S~vin~s Plan.

rChe F;MPLC}YER will. match em~3l~yee contributir~~~s i~p to ~ percept of adjusted base p~~T deferred i~~to the P3an, tc~ the extent allowed by la~u. The E11~IPLOYER will co~~trib~.~t~; an anlc~unt ec~t~a1 tcz 1 percent of ~~d~uste~i base pay fc~r ~Il eligible c~npl~ye~s re~;ar~iless of their participation in floe F.t)1C' Savings Plan.

NTEU rill cc~rltinue tv appsa nt ~ rcpresentafi~r~ to serve can tl~e I~DI~ ~iavit~gs Pla~l ~~mmittee.

B. ~+'T3~C F~e~ible ~afeter~a 3ene~a~~ Plan (I+DIC home}

T}~e E1~~PL{~Y~R ~~vill contin~~e to offer a Flexible ~'afeteria ~3enefits Plan. FDIC ~hc~ic~. Tl~e EM~'Lt~YI R 4vili day 80 perce~~t cif the premium for detltal and vision Standard Op#iron. F~`c~.c IIigli (~ptian, the EMPLOYER will day an ama~urt equal to 8C1 percent of the premi~im for ~t~aclard {Jpiit~n. The FDIC Choice bei~e~ts available dt~riug the annual c~pei3 enrc~ltment p~z•ioc~ shall ia~clude the folZc3v~~ing;

a. Dental Insurance t~ptions Standard, High {bud' up), Low (l~~uy dc~tiut~t}, car ~aiv~ caveragc and receive Chbi~a Credits

b. Vision I~~suran~e C)~tions Standard, High (bu~T i~~), ar Waive coverage and receive Choice Credits

c. Life Inst~ranee CJ~tions Basic, or W~~ive Basic and receive ~l~~ice ~:redits {if .not enrt~lled in FEGLI or NTEU Un iTersal Life Insurance}

d. I,on,~-Te~•~n Disat~ility (L,TD) Insur~ai~ee Options St~t~dard (at 6Q°lo), oz~ High (rit '70%)

e. Fle~.ibl~; Spending Accounts {FSAj Health Care I~~A yap tc~ the statutory anaxi~~~u~n Dependent C'~re FSA tip tc~ the statutory n~~;~ii~~um

2. Tl~e F..,MI'LOYER will continue to prt~vide "~hc~ice Credits."

a, Em~lc~yees may lase these "credits" to "purchase" less e:~pensive ~lternafives fc~r one cc~vcrage anci receive a cash credit; c~l~icl~ may he used to ~~urcl~ase altern~~ives (e,g. ~d~itioiial life ins~~rance}. Ha~u~ver, ~lzoice credits are. not available to eanplc~~lees wha elect Lc~~v ~}~tion De~ital coverage.

b, Employees may purchase ~ri113nced t~~nefits using their c~~v~~ fitnds car receive a pr~cleter-niii~ecl Taxable cash payment ira return for any `<excess~,credits.

1~

c. E~1~ployees enrolled i~~ .f~`EGLI or NTF.,U Universal Fife Plan may elect fhe Existing EL7IC.' Life Plan ~iut ~vitl i~ot receive a~iyr credits.

d, Employees may "opt out" of all but the FDIC long=term disability program.

P~e~uced credits will be ~arovided to employees wl~U c~pt out ~f a }~ene~it, except as noted in ~iaragra~l~ {d} above.

f The a~3~€a~al limit o~~ Dental Services (C1ass I, II and IITj will b~ ~3,~1Q0 on ~awlstandart~, and $x,000 t~~~ high o~tian.

g. Tl~e Lifetime limit ft~r Class IV Dental services (tJrt3~c~dantics) far lc~w,standard aptic~n is x2,000, ~~l~i fc~r High O~tiori Dentxil coverage is $4,000.

h. Prior to December 31st cif the find year c~~'this Agreement, the EMI'I,f)YER may contract to extend 'the cafeteria l~~l~efits applicable at that tirrte through Deceztlber 31st Qf t1~e following year.

C, FEHB ~ubsitiy and Pre-T~x lDec3uction o#' 1~m~l~yee P~•emiums

1, 'I`he EMPLO~'ER will ~;ontinue tc~ provide far the deduction of tl~e e.mpZoyee portion of Fedes~a] ~~~~ployee ~~e£ilth Benefits (FEI~3) pretniu~ns can apre-tax basis, to the e:~tent permit#eci by la~~~.

2. .F~r the life ~ft11e Agreenlez~t, the E~1~'L{3YE.R will contz7lue to pay ~5°l~ c~Ft~e total weighted a~=er~ge pxemiiu~z car ~~1~ FEHBP Mans a~ r~etem~in~ti by C)Ps~1, but i~c~t tc~ e~ceec~ ~~.7~°!o fc~r atry individual ~1an; fUr all eligible fi~1i-ti~~~e and part- lime emplt~yees enrc~l7ed in any FE~~B plat.

I). tether Bene~~s Prograin~

1. FDIC Employee Lifs~ In~u~•ance

The EMPLOYER ~.vi11 continue eXisti~~g ct~vei•a~e and practices under tl~e FDIC Life Ii~suran~;e 1'rogran~,

2. i+'lexi le S~aending Acec~un~t (FSr~)

I'.(~e EMPLOY~;R ~~rill continue to provide ~`iexible Spend%~g Accounts (FSA) to em~~Ic~yees in ~ccorda~-~ce ~~ritll Il:~ guidelines, in~l~~cting tli~ "race period" prc~v~s~c~r~s that perrr~it cvntrit~i~tions frt~n~ the pl•eceding }'lan Fear

try r~ir~~ui~s~ eligible expenses incurred fc~r servioes ghat occuf• i~ tl~e 2 it nlantlis following the end of the Pla~z Year.

~. I~~tnestic Partner Program

The E~'vtI'LOYER shall c~ntin~~e to flfter I)am~stic Partner Prt~grat~~ bone#its.

E, Pilvt student Lean Re~a~iment Program

1. The panties agree tc~ establish a pilt~t Student Loan Repayment P~•r~gr~m in 2 20, as ~ot~n as pra~;ticable after the effective date of #his Agreement. There is n~ ~:nti#lenient of inc~ilZidual employees to p~rficipate in the pilt~t pragra~al.

2. `I'l~e pilot program will cover payments can c~irretit student lflaY~ bal~~nces eligii~le ft~i• repa~Znent under 5 C.F.R, Part 537. Gezierally, duly 1~ans fir e~i~acat oral expenses incurred ~arioz• to FDIC emplo~n~ei~t will b~ eli~il~le fflr ~~epayme~~t. S1tlt~ent lt~a~l repayments rnac~e ~y an employes prier to ent~~~in~; this pilot progr~ti~ and repayments of loads tc~ parents for the be~iefit oi' an einployce axe not eligible fflr reimbursement.

3: The Employer will make loan repayments under the pilot prt~~~am by direct p~ye3~ent t~7 the financial services c~r~anizatianlcampany holder of #die lc~a~~ can behalf of the eii~plt~~~~e. Stud~~~t ir~an repayments made can behalf of the employee are table, The em~i~oyee is solely responsible fir any income tax c~bli~ations resulting frr~n~ stude~-~t loin repa~Tnzents.

~, The Empic~yer wi11 select up to 4 t?{3 e1np1~}=ees froa3i among those wlly ap~.ly to participate in the pilt~t prc~ga~am each year ~'ar up to three years. M~nthl}T ~~iym~.i~ts cif up to $500 per month far a maximum cif three years will be made air behalf ~f the e~nplt~yee toward the repa}~~aient of eligible ic~ans. The ~n~xin~u~n tfltal loan repa}~ments fir a~~ ir~divi~3ual e~npioyee ~vi111~e ~ 18,OU0, t~~ithin these 1r~nits, the Erilplc~yer ~~~ay ~•epay mare tl~a~~ cane ~li~ible 1fl~~i for an inriivicll~al e~nplQyee.

5. Elnplo~ees u~ the following pQsitic~ns wi11 initially ba designated as eIibible to participate in the pilot program to assess the i~~~pact cif the ~3r~grat~~ otl c;rnployee rete~~tio~~:

a. ~`inancial Institution Exai~3iners (FIEs~ anti Mini-Career E:~~~n~iners in t ie l~i~~isic~n t~f I~eposit~r and C:onsunler Prc~te~tic~n (DCP) ;a~~~ the Divisi~an of Risk ~Ianz~~e~~ient Supervision. {RMS) who lia~f~ eampleteci acceptable FDIC servic ul each ~f the prior tree years a~~d r~Tere cc~inniissit~nec~ as a Risk ~t~~i~age~a~ent ar Compliance Examiner ~~itl~in tt3e seven Yeats prier to ~~~lication in t1-~e pil~~t prc~~;ra~~~,

b. Tl~e Empla}rer nay ad~l ac~c~itional eligible positions iii DCP, R~r1S, o~~ ether Divisions o~• (3f~ces duii~ng the course c~fthe pilot pt•c~~r~nz,

ii►J

G. Employees selected ft~a• partic;ipativn in foie ~~ilot program i~iust si;n a service agreement that requires the F~i~plt~yce to complete at least tlu~ee years cif service with the Employer following the last ~1~c~r►thly student lt~an repay°zr~ent n~ad~ tan behalf of tl~e e~i~loyee. tin erriplc~yee for whom. lc~a~l repayments are ~a~ac~e, br~~t fails to complete the fiili period of required service because of'eitl~er voluntary se~aratit~n or invc~lunta~y separation due to misconduct car ui~s~tisfactor},~et~c7imance tivi11 be indebted t~ the kDIC end must r~iz~hurse the FDIC fc~r tl~e total amount of all stur3ent load re~~ayine~lts. tVazver of repayment may be granted on a case-try-case basis.

7. The pilot program will terminate an tha expiration of this Agreement at which time t13e Ernplc~yer ~~=i31 co~~di~ct an evaluatio~~ cif t~~~ pilot px~ogran~.

~. Guidelines anc~ pracedu~•es fc~r the administration of the pilot progr~un, including t1~e selectio~~ c~~iteria fnr parti~ip~iits,lvill be ne~c~tiated by tl~e parties Uc~nsisten~ i~-ith this Agreement and with the requirements of applicable laws, Hiles, a~zc~ regulations.

Ii'. Paid Parental Leave

1. As soo~~ as pra~:ticab~e after the effective date cif this Agreement, the FDIC will cre~~te a ne~v leave category called paid .parental lea~%e (PPL).

2. Au einptoyee who }gas been employed by the FDIC co~~~inuousl~> fir the previous 12 nic~~lths may use alp to b weeks (2~0 hQur~) of I'I'L i~~ c~nnecti~n with the l~iriii or adoption or Faster placet~3ent t~f a child {in cases cif atic~ptii3n car ft~ster placement, the child nn~st be age 17 or younger),

3, Req~~e~ts fo~~ PPL should be made by are employee to hislhei• first-.tevel su~ervisc~~• at least 3(? days i~~ advance of inte~ldec~ t~se (ar ~,~it~ as much notice as is prat#icable fc~r ~n ~u~anticipated ~~ew cliil~j. Requests uTill include pt~c~~c~seci d~ites of use and prajectec~ durst#it~n, t~cceptable documentation play b~ requir~c~i.

~. En1pIc~~Tees must use approved I'PL ~rithi~~ fine yeah follQwi.ng t1~e birth, ~~c~ptiUn ~r foster pl~ce~zlent of ~ c~~ild, and 1'PL ma~T be z~sec] consec«tivety nr i~itermittently within the one-year peric~c~. I'PL is not available clt~ri~z~ ~~iegna~~c;y.

S, I'PL shall expire after one yea~~ frflxi~ the birth, adoption car fflster ~laceme~t of a ~,hil~, sll~~.11 have n4 mc~netai•}T v~1ue; anc~ is not eligible fir paya~it ar dQ~~ation.

6. PPL is separate from any entitl~;ment an en~playee may haze to use Ieave pursuant tc~ the Family at1~i Met~[i~.al I,~ave Act (FMLA).

7. PPL is avai]r~ble tt~ FDIC emplo~Te;e parents only {e.g., t~c~t availa~ile to ~and~~arents ~~~ ~tiaes~ ~c~~-parent family meml~~rs),

t~

~. If fiit~rre legislation ~ravides fedLral en~~layees paid ~~reutal a~~ other paid family Ieave that incl~ic~es paid ~arent~l leave, the FDIC will discontinue ~'PL. Hoti~~ever, tl~e p~-ties may renegotiate this prc~c~ision to the exte7~t them are differences between I'PL and t13e e~~acted legislation.

~'. The ~orpc~rate Leave Policy end time and attendance system will be updated to reflect this new leave category.

.E~. .~II ~t"~L~ i1C~lt3 [1

The ~a.~~ies ogee that any provisions of thc: existing General I'raveI Regulatia~ls ~C~ TRs) are supersecleci by this ~,gre~r~aent to the extent t~~ey may be in cc~nfliLt. X11 changes in Section VI of this Agr~ernent shall be effective J4~nuary 1, ~02{~, unless othen~vise~~t~ted.

B. Changes to Regular Duty ravel

I. Frequent Traveler Loc~gin~ Stipend

All e1~ploy~es eligible to participate in the Frequent Traveler Lfldging Stipend Pz'~~;ram (FTL~P) ~vi1i receive ~~ X45 per night sti~~t~d fc~r cacl~ night spent in regula~~ duty travel status in excess of ~0 nights.

2, Ex~mir~er Travel Ti~n~

The "Sl~t~n3way°, pravisic~n, as previously applied tc~ examiners and ori~i~lally c~Lscribed in a ariemorandum fic~n~ farmer Directc~z• I~vbert S}iumway dated October ~, 1984, is terminated.

(3n the f"trst sand list ~iay c~fan exatl2iriatifln ~~,si~;nment employees assigned to air exa~~~inati~n ("Exatz~ Em~~~yee") ~~aill nornaally t~~avel during official d~zty t3n~c~ l~~t~ve~.n isther resirience and the ext~nlinatic~z~ assigrunent minus bus/leer ~iormal c~ni~i~ute time, subject to supervi5~ry app~owral, which ti~~ill be granted u~~less exigenC circua~~stances exist. for example, if ate E:~an~ Employee's reguli~r ~c~~•k day be~uls at ~i a.nl. aid liisil~er normal columute tiTne is 45 mi~~~.ites, tale Exam E~nptr~~~ec; ~~ill leave lusiiser xesidei3ce at 7:1 ~ a.~~i. If the travel. dime tQ the e~a~ni7~atic~n assignment ~s equal to or less ti3an tl~e .Exam E~~Zployee'S normal con~zzlute tine, then the Exam Em lcye~. will leave hislher residence at a tune t}~=it will allow lrizn/her tc~ be present at tl~~ examination assigr~tt~ent by the start of Ilisil~e~~ rebula~• ~~3ark tip}r.

'Travel tv anal from the exa~~~i~3atic~~1 assi~,n~n7ent on at~ier thaia t13e first ~~d last cla}j ` of t1~e e~~inination assigrYr~3er~t is ~eneralt~~ o~~ the Exa~i~ ~rn~~loyee's ow~~ time.

V~Ihen t}~e exa~~~inatic~n assi~ti~n~nt is e~ithin 1Q0 n~ile~ f~~~n7 t}~e permt~nei~t duty

l~

station oi• residence, or if the Exam Employee's return is authorized fc~r busitless reasons, irav~l t~a~ inten~ening wee~Cencis is treated as first and last ~ia~7 t~•avel, anc~ t}~e 90-~~inute rule (GTR Sectic~~f ~~I3.3.) does riot aPP~Y•

Emplt~ye~s can tra~v~l n ay z-eceive Cc~n-~pensatc~ay Time :for Travel ~C i`"I'} in accordance with tale C'"I'T` rules set ~t~rth in gaveri~me~lt-~~-ide regulations.

An eznployc;e eligible for C'TT whc~ is on "ho~~e-based'' telework may, subject tee supervisr~ryr approval, establish hislher normal ec~n~rn~~te time l~as~d tin lusher ave~~•ag~ camm~.~tin~ time to tenl~o~~ary assi~~r~lents ~vifhin the designat~~i cornrn~rti.ng area aiounci tl~e employee°s residency; azid hisfher official duty station not eligible for Iodgin~ (stay-<7ut), as well as trips to the o.~fici~l d~~t33 std~ic~r~, to the extent applicable.

3, Taxable stay ~t}Y~ts

Modif~T GTR Section S.J.3 {an~i atl~eg• affected sectic~~s of tlj~ GTIt) to allow tra~lelers to claim lodging a~lt~ pex diem expenses within tl~e defined ca~nnYutai~le area round their residence ter official duty station on a taxable basis onI~ when tl~~ tenZ~orary assignment is br~tlt:

A) ~It~r~ than I 'Ii l~o~x~•s ~iormal and i°easc~nable travel time frc3m tie e~-~1pl~~~ee's residence, ai d

B) More than 15 air miles from the employee's official duty station,

Nc~ ine~~~l~ tax allc~~~ance Grass-up} will be prc~videti ors reimburseme~~ts n~atle ~~~~~er this pr~~~ision.

Tlie foll~wi~~b lattg~.iage, contained iz~ GTR iection 'I,C.A.1, is deleted:

Yo~ir supervisor r~~~y autht>rize lt~c~ging t~ecause the te~nparary assi~i~~nez~t is nzc~re than 60 driving miles from your residency.

~. T)elete 'Travel Vaucl~er audit ~1c~justment Lades (A~~endix G tv General T~~avel I~~gulations {GTR}.

5. Revise ftae list ~f e~~~p~oyees eligible ft~r 1vlttltiple Regt~l~r.'lace of I~usi~~ess taa~ gross-t~}~ benefits <~s fc~11€~ws:

• The I)1T field office representaiives (F~7Rs} ~~=hc~ care rep oF~sible for tl~e s~ppart of multiple offices;

~ I~edicat~ci exami~~ei•s respo~~sible fog• the oversight of a specific financial iz~stit~atiol~ aver ~n extended peric~ci ~f tune (that is, ~ve~• several yews): at~~

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FDIC personnel izl the l~'e~~ York and Dallas regions with respo~lsibilities covering both -the regional of'iice and the ai•e~ office (New York-13ostan anc~ ~c~~~~S-~~TYi~7~'1TS~.

+C. Chan~e~ to ~Ze(ocation Program

I~elocaii~n benefits wild lie detei~nined by ~ra~c=isic~ns irl ei~'ect at the fi~ile tl~e employee accepts the position, as c~ocumenied by the I~ivisifln ofAdmiy~istzatzQn, H~.im~ri Reso~lrces Bra~~s;h.

1. I~t~m~ Sale Program {ASP)

The following lxornes will be e~cl~~ciet~ from ~articipatiozz in tl~e HAP:

• Humes nt~t located in a ciesi~;nat~d ".High Cast area" c~it1~ an appraised value of $1 n~illic~n car more; and

• Homes located in a desig~zated "Hid ~,'~st Area" with an appraised vatue of ?' milIion or more.

2. Relacafion benefits foa• transferees frc~n~ ot}~er fedei~~ai agencies will be equal to tho~~ offered to new private sector hYres.

T~►. Mi~cel~aneaus Travel Prc3visic~ns

1. Tl~e ~~~rties tivill faintly develop Frequently asked Questions (I'AQs) adciressizig travel changes set forth i~~ this ~green~ent, wl~ch will be ~~sted c~~l the Dt~F trrilfel websi te.

2. NTLU avill be prflvicied a~ivan~e notice of alI ~•evisic~ns anti changes to the ~TT~s, azld tkie uppor~tunit~= tc~ i~argain to tl~e extent rec~uirec~ by law.

3. The FDIC u~iTl provide employee training mate~•ials ~r7 tr~~=el and ans~~~.;•s fa c~uestians {Fi~egt~ently asked Questions (F.~C~s}) posted an the Divisifln cif Finance (D~~} travel w~bsite tc~ t~~e N~Eli). Thee materials till be provided at least t~ wtirkdays iii advance o:f posting to t1~e DOF ts•avel website absent exigent circumstances.

~ ~ s

The I fVIPZt,I'YFR ag~•ees to continue tc~ rein~b~~rse employees for costs oFusin~ p~~blic transportation fir home-ta-~;~c~rk travel throt~~l~ a Public 'Transit subsidy Pio~ra~n. Ei~~plo}=ees ~.vill be reianbursec~ fs~r actual cc~st~ e~~ch month in acc~rda~~ce ~vitl~ the Program, up tt> the .internal Reven~~e Ser~,Fice ta;~-iree unlit.

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I~ It k, ~,

'I'l~e E~~IPL~YER agrees tc~ continue tc~ permit employees to pay fir ~~arl;.ing ~~t a~eneY office locatio~ls on a pre-tax basis, t6 the rnaYirnuni extent permitted under IRS riles.

Tl~e EIVIPLC~YER agrees to continue iv i~ein~burse eniplc~yees for the cc~~t ref mai3~tainic~g professic~na.l licenses, eerti~cations gar ~x7emberships that are required far the employee tc~ quali#y for andl~r re#ain hislher posit~or~ flr t~~~t tie EIV~PI,OYER determines wo~.ilc~ rilateriaily ezi}1~:~~ce the employee's perforci~ance ofhislher assigned duties tied responsibilities, The tfltal reimbursement may nat exceed $600.

A'.. 4C; ~I~14'IV1~I f~TINS

A. In materials publicizing salary a.~~d benefrts, the EIVIPLOYF,.I~ agrees to n~t~ teat any items provided by car referenced in the Agree~ne~~t mere the product of il~e negotiated a~reem~nt uTith NTEU. Copies of#here materials u~i11 be pr~avided tc~ NTEU prig tc~ distribution.

F3. Prier to the inlplement~itian ofazzy sigrli#icant ch~nge~ r~latecl ro this Agreement, the EI~JI~'I,QYER agrees to ~xrt~licize the changes. This nay be accomplished in a varlet}~ of w~~ys s~~ch a~ global e-nails, infUrm~t~an fln the FDIC;ne~, brc~chtues availat~le at tl~e uTc~rk :;ite atrdl~~r n~ai~il~gs to }~on~e addresses.

C. "The Fmplayer agrees to gr~a~lt reas~nttble c>fticral tinge for N~I'EU ~e~resentatives tc~ prepare and participate in group a~~dlo.~~ faint me~;tings coi~d~icted in connectit~n «pith cha~lges set forth iri this Agreement. ~t each such meeting, the I~iTEU representative ~,~rill be given at lest 20 nii~rutes tc~ t3iscuss These benefits and othez- tert~~s cif This Agreement.

D. The EMI'LdYER shall past an electronic cc~~y c~fthis A~reeznent on the FI3IC` internal website can the Division of Aciministrati~in, Compensation page.

~ .,

~. Any disp~~tes ove~~ t11e appli~ati<>~~ ~r i~iter~sretation afthis Abre~ment ~~tay ~Se ~~~i~:.veci through the Collective Bargaining t~~reernent. Howe:~T~;r, the parties mill use the following ~rt~cess wl~eti they ~~isl~ to ale a n~tit~nal level grievance a~c~~r zn ~il~;ged violation ofthis I~~reenient.

17

~3. The intivin~ party must ale the natio~ial grievance within 2~ working; days aft~;r the occurrence of the apt Z~hich gage rise to the i~atianal grievance or 20 w~orki~l~ days after tl~e}T became avv~re v:f the action ~~13ich gave rise tb tl~e natiait~i grievance. Thy UNION shall submit national grievances to:

~lssist~nt 7~irector, Labor anti Employee I~el~tio~as Human Resources Branch F4'ederal Dept~sit Inst~ran~e ~`orpora#ion 3501 Fairfax D~~ive Arlington, ~~ 2226

The Elvg'LOYER shall stibnlit national grievances #o:

National President National Treasury Etnploye~ s Union 1750 H Street, N.W. Washi~igtt~~~, D.C. 2000b

C, Each ~riev~lce filed pursuant to this p~c~vision musf: i~~clude ~~~ ~tccvunt of the inci~~i~t giving rise to ttie grieva~~ce; reference the a~pz~opriat~ contractu~~l provision, la~~~, ruIe, re~ulatian or policy alleged to Have been vialated; anc~ include a statei~~ent of tl~e remedy caught. A grievance wi111~Ut be disposed of stalely because of an i~lcorrect citation.

D. Upon receipt cif the grievance, the parties' representatives (no mire tl~a~ 3 representatives for eae~ party u~iless mutually a~reec~ c~therevise) shall z~leet tivitl~in 10 wanking days to discuss the ~~'ieva~zce. A ~~~ritt~n ~Iecision Fvill b~ ~r~videci to the. n~c~~~ii~g ~~.rty rvithit7 10 working da}rs after the meetuig. If tl~e movi~~g party is nat sa~tis~e~i uritll the deci~ic~n, it may appeal tic decision to arbitgatian, such. s~~peal to b~ made within 2l calendar days der receipt of the tivritten decision.

E. Tl~ezeaft~r, i_ft.t~e parties c~~laiot ~ni~tually agree on an arbitrator tc~ hear ft~e issue, tl~e parties shall utilize tll~ next arbitrrzt~r ail the HQ arbitration panel.

F. The parties will agree c~t~ a ~nut~aal ~~te, t.ime anc~ location fc~r the hearing. Tl~e E1~1PL{~YER ~~aill pay associated travel and per diem expenses cif any bargain.in~ ~~aut erzrplc~~~ees pa~-~ici~atin~ in the grievance a~~~lor arbitratic~~ ~rc~ceeding as rr;~rese~ltatives, technical advisers, car u7itnesses, and approved by the arbitr~~to~•.

~. If a part= wha has referred a grievance tc> arbiiratioiz does nt~t act~iTely ~,iirsue the grievruace tai• a period ~f ~ months, the c~#her party niay thereafter provide ~~-ritte~x notice of ai least ~i0 c~s~ys of its intent to ciecl~~re the grievance tz~~ll end void. If ~ c~ arb~Tration hearing IYas E~een held d~~ril~g tine nc~tic~ perit~d, then the case will be considered clas~d. 'Tlte parties agree tc~ c~c~~er~t~ ~~~z the sc~ied~ilin~ 01 z~rbitratian hearings within any such notice ~~eri~t~.

1~

This 1~greernen# shall remai~~ in effect unit December 3l, 2022. Between May 1 and May 31 in 2022, or any subsec~~~ent year that this 1lgree eB~t remains in effect, either party may ret~pen this ~~f•eement. Gro~u~d rules ai•e to be sui~mitted by tl~e party ~~eopenin~ the ~gre~ment within two weeks flf fllat party rec~per~ing this Agreement, If z3either side reopens ~urin~ the ~vl~y utincic~c~r, then tie Compensation ~gzeen~en# shall ~uton~~~ticall}T roll-ove~~ until December 31 Uf the ~~~llc~~~ng year. If there is nak an ~~eed-upon s~~ccessar agreement by the expiration date, then this A~z•ee~ilen# will continue tc~ tie n effect until si~cll a successor agreement is in effect car until December• 3 ~ of the year ire which the t~greement is reopened, ~~hichever comes fi~•st,

~ -~

Tt~e Ul`~IO.N reser~~es the right to l~ar~;ain c}vei• an}~ iss~ze related tc~ salaries, benefits ~r other cc~mpen~ation car #ra~%el-related niatte~•s .nflt expressly and sped# tally il2cluc~ed under the terns of this Agreer~~ent, 4r otherwise waived during the cou~:se of bargaining.

s

The head of the Age~icy reserves the right, pur~udnt to Section 7114(c} cif the Stat~zte, to disapprove the Agreement in while or in ~ai~t. Sllfluld the head o1'the Agency disapprove the entire cantraci, fhe Union rna3~ elect to reopen the entire Agreement or porfic~ns thereof. Should the 1~ead of the Agency disa~prc~ve car declare i;~valicl a discrete prc~visivn~s) of tl~e tl.~~reernent, a2 the option cif the UNIt)I~1, t~~e p<utie~ will 1} itnple~~~nt those portions o:F t17e f1g~•een~ent tivhich were not disa~pr~ved, or ?) .reaper azicClo~~ renegotiate the Agree~ner~t as a whale or t(~e ~peci~ic provisions whic~~ mere disapproved.

Fc>r tlae Unio~~:

~lnthorry 1!1. Reazdan Da#e Na#ic~~nal President

,,,7 ~y ~ ~y .,fy

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Stepl~en J. ~~~Ier T3ate Cie# NedliaiQr

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F~'or the FDIC:

Jelena McWilliams Date --. Chairi~ran

i ~ ! ~ C'~ v€ f ~F

Jeff Rosenblum Date ~hiefNe~vti~tc~r