This Agreement is entered into by and between the International Organization of Masters, Mates & Pilots (hereinafter referred to as the Union) and Lamont - Doherty Earth Observatory of Columbia University (hereinafter referred to as the Company) covering the Master and Relief Master of the R/V MAURICE EWING, and remains in effect until June 30, 2000 and shall continue from year to year thereafter unless either party hereto shall give written notice to the other of its desire to amend or terminate same which notice shall be given at least sixty days prior to the expiration date. After such notice has been given, negotiations shall commence at such time as shall be mutually agreed upon. If during the sixty day period negotiations are not completed, the parties may by mutual consent extend the agreement for a specific period beyond the expiration date for the continuance of negotiations.

The Company recognizes the Union as the exclusive collective bargaining representative for the Master and Relief Master of the R/V MAURICE EWING employed by the Company during the term of this agreement.

All employees covered by this Agreement who are not already members of the Union shall, as a condition of employment, apply for membership in the Union on or after the thirtieth (30) day following the beginning of their employment or the execution date of this Agreement, whichever is later. All employees who are or who may become members hereafter shall be required to remain in good standing during the life of the agreement.

1. When a vacancy occurs for a Master or Relief Master on the Company vessel, the Company shall consider applicants from the Union along with those of deck officers currently employed by the Company, and other applicants, but the Company shall have the absolute right to select the individual whom the Company considers best qualified for the position.

When two or more applicants are found to be equally qualified in the opinion of the Company, the following order of preference shall be followed in offering the position:

1. Applicants who are current Company officers and MM&P members.
2. Applicants who are current Company officers (but not MM&P members).
3. Applicants who are MM&P members, but not currently officers of the Company.
4. Other applicants.
2. The Company, in addition to its unrestricted right of selection of the Master or Relief of Master, shall have the right to keep in continuous employment such employee for assignment to any rating provided he maintains his membership in good standing in the Union and the Company and the employee desires such employment to continue. Continuous employment shall not be deemed to have been broken if the employee is on leave of absence because of seasonal lay-up, or temporary withdrawals from service, vacations, illness, injury, sickness in the family or other reasons relating to personal affairs, provided such employee does not during such period accept employment with any other Company.
3. The Shipping Rules of the Union as of the effective date of this Agreement, which are not inconsistent with the terms of this Agreement, shall be deemed to be part of and incorporated in this Agreement. It is understood that this provision is not intended to be used to change any of the employment practices and working conditions aboard the vessel established under and pursuant to this Agreement.
4. In the event the Company seeks a replacement through the home port, the Company will pay all necessary transportation expenses, wages and subsistence of the employee provided by the offices of the Union.
5. It is understood that the term "offices of the Union" as used in this Section shall be defined as being the offices of the Union located in the New York City area.

During the term of the Agreement neither Party will discriminate against any employee or applicant for employment because of race, color, sex, age, religion, national origin or disability as provided in the Americans With Disabilities Act. This nondiscrimination policy includes, but is not limited to, employment, promotion, upgrading, transfer, layoff , demotion, termination, pay rates, forms of compensation and testing.

1. There shall be no strikes, lockouts or stoppages of work during the period of this Agreement, provided however that the foregoing provisions shall not be applicable if the Company becomes delinquent in Pension, Welfare, Vacation, or any other MM&P Fund Plan or Committee payments, allotments, or earned wages.

All disputes relating to the interpretation or performance of this Agreement which may arise between the Parties to this Agreement shall be determined by a Licensed Personnel Board consisting of two persons appointed by the Union and two persons appointed by the Company. The Parties shall submit any such dispute for decision by the Board and they agree to be bound by the decision of a majority thereof. The Board shall agree to such rules of procedure as it may deem necessary.

In the event no settlement is reached by the Board, the issue may be referred to the Arbitrator by either Party for arbitration. The cost of the arbitration shall be borne equally by the Union and the Company.

Unless some other place is mutually agreed upon, the Board shall meet in New York promptly upon the written notice from either the Union or the Company.

The Union and the Company may appoint alternates to act in place of the regular members of the Board.

2. The University shall continue to use the services of permanent Arbitrator Arthur Stark. However, should Arthur Stark become unavailable, an arbitrator shall be chosen from a list of seven arbitrators supplied by the American Arbitration Association from its roster of labor arbitrators who have had experience with maritime unions. If the parties cannot agree on an arbitrator, they shall alternately strike one name at a time, and the last remaining person shall be the arbitrator. The order of striking shall be determined by a coin toss.

During the fifteen (15) days before each anniversary date of this Agreement commencing with July 1, 1997, either the Company or the Union shall have the unrestricted right to terminate the appointment of the Arbitrator.

The Parties agree that all questions as to whether a dispute is arbitrable shall be submitted to and decided by the Arbitrator; provided, however, the Arbitrator shall be without authority to amend the terms of the Collective Bargaining Agreement. The Parties agree that all questions concerning the interpretation of an Award made by the Arbitrator shall be re - submitted to the Arbitrator for a decision.

3. The Arbitrator will serve as Chairman of any meeting of the Licensed Personnel Board without vote. If said Board resolves any grievance, either by a majority vote or by mutual agreement, said grievance shall be deemed settled, and the decision shall be final and binding.
4. In the absence of such final disposition by the Licensed Personnel Board, the Arbitrator will then have jurisdiction of the case to render a decision as Arbitrator. Either Party may request a further opportunity to present additional evidence for the purpose of the arbitration proceedings. In the absence of any such request or if the Arbitrator should deny such request, he will proceed to issue an Award without the need of any further hearings.
5. Either Party may have the right, by telegraphic notice to the other Party and to the Arbitrator, to request a convening of the Licensed Personnel Board to consider a grievance the nature of which requires immediate disposition. In such event the Board shall meet as expeditiously as possible but in no event later than twenty - four (24) hours after receipt of said notice. In such case the Award of the Licensed Personnel Board and, where a deadlock of the Licensed Personnel Board occurs, the Arbitrator, if requested by the aggrieved Party, shall issue his decision forthwith and in no event later than five (5) hours after the conclusion of the hearing. In addition, the aggrieved Party may agree to waive this time limitation with respect to all or part of the relief requested.

The award of the Arbitrator shall be in writing and may be issued with or without an opinion. If any Party desires an opinion, one shall be issued, but its issuance shall not delay compliance with and enforcement of the Award.

6. The failure of any Party to attend an arbitration hearing as scheduled by the Arbitrator shall not delay said arbitration and the Arbitrator is authorized to proceed to take evidence and to issue an Award as though such Party were present.
7. It is the desire and purpose of the Parties that all grievances, available for Licensed Personnel Board or Arbitration, be disposed of as promptly and expeditiously as possible.

1. Nothing in this Agreement shall prevent the Company from discharging any employee who is not satisfactory to it but any dispute arising there from shall be settled in accordance with Section 5 and the terms of settlement shall include a provision as to the payment of wages and subsistence and room allowance from the date of discharge.

This paragraph shall also apply in the case of a refusal by the Company to employ an employee duly assigned in accordance with the provisions of this Agreement.

2. An employee who is discharged for cause shall be given on the date of discharge, a written statement advising of the discharge and an explanation of the reasons for the discharge. Such statement may be furnished to the Union if the employee is not available.

1. Authorized representatives of the Union shall have the right to go on board ships covered by this agreement at all reasonable times, subject to military regulations and any other regulations mutually satisfactory to the Union and the Company, for the purpose of consulting with the Master or Relief Master employed thereon.
2. The Union shall take out insurance which will protect the Company and subsidiary or affiliated companies against any claims, loss of life, or injury occurring to a representative of the Union while on the property or while on board a vessel of any of the companies while property or said vessel is owned, chartered, leased, or operated under general agency agreement, and shall furnish satisfactory evidence of such insurance for the benefit of the Company and subsidiary or affiliated companies.

1. The wage rates effective during the term of this Agreement shall be as set forth in APPENDIX "A" . Increases shall be:

Effective July 1, 2000 2.5%
Effective July 1, 2001 2.5%
Effective July 1, 2002 2.3%
Effective July 1, 2003 2.3%
Effective July 1, 2004 2.3%
Effective July 1, 2005 3.0%

In addition, effective January 1, 2001, there will be a 15-year seniority increment equal to 3% more than the 10-year increment, and the 20-year increment will be 3% above the 15-year increment.

2. A sea pay bonus will be paid for each month while on active duty as Master as set forth in APPENDIX "A".

In the event an employee is discharged for medical reasons, the issue as to whether the employee is fit-for-duty or not shall be submitted to a mutually agreed-upon doctor.

THE FOLLOWING SHALL BE RECOGNIZED AS HOLIDAYS:

1. When a vessel terminates a voyage at a port other than the original port of engagement, tourist air transportation, wages and subsistence at $17.00 per day back to the original port of engagement shall be furnished to each employee who terminates his services aboard the vessel; provided, however, that employees on coastwise vessels shall not be furnished transportation to original port of engagement unless the employee has made a complete voyage.
2. The original port of engagement shall be the port in the United States where the employee is first employed by the Company regardless of where ships articles are signed.
3. Transportation in accordance with this subsection of the Agreement will be paid to employees whose services are terminated in a United States port other than the port of original engagement for legitimate illness or injury requiring hospitalization or out-patient hospital treatment.
4. Employees will be reimbursed for air travel as permitted by Federal Travel Regulations.

When in port if board and living quarters are not furnished, reasonable and necessary expenses incurred by an officer for subsistence or room allowance, shall be paid by the Company if vouchers or receipts are submitted. The subsistence allowance will be $30.00 per day, consisting of breakfast at $6.00, lunch at $10.00, and dinner at $14.00. The room allowance will be $40.00. Any reasonable expenses incurred in excess of these amounts shall be paid by Lamont if vouchers or receipts are submitted.

1. Company Information:

1. The names and titles of each trustee of the University
2. The State in which the University is incorporated.
3. The University shall designate a representative authorized to handle and settle disputes and grievances arising under this Agreement. The name of such designated University representative shall be furnished to the organization and kept current.
4. The name and location of office of that individual in the University who is authorized to make policy decisions concerning matters in which the Organization and the University are jointly concerned.
2. Vessel Information:

1. The names, port of registry, call sign and radio telephone ringer numbers (if any) of owned vessels.
2. With respect to vessels other than those by the Company, the following information shall be furnished for other vessels being operated:
1. Name and owner
2. Port of registry and call sign
3. Time and type of charter
3. Copy of Certification of Inspection.

In the event of shipwreck or loss of vessel, compensation not to exceed seven hundred and fifty ($750.00) dollars will be paid to each Master or Relief Master for loss of clothing and personal property under this subsection, provided such loss is not recoverable under war risk agreements, between the Company and the Union.

The Master or Relief Master on active duty shall be provided quarters consisting of a single berth room with private bathing facilities.

1. This Agreement covers the masters and Relief Master aboard the R/V MAURICE EWING.

1. To the best knowledge and belief of the Parties this contract contains no provision which is contrary to Federal or State law or regulations; it is the intent of the Parties that all provisions of the Agreement be interpreted and construed in a manner consistent with all applicable, governing law. Should any provisions of this Agreement be in conflict with Federal or state law or regulation then such provision shall continue in effect only to the extent permitted.
2. If any article or provision of this Agreement shall be declared invalid, inoperative or unenforceable by any competent authority of the executive, legislative, judicial or administrative branch of the Federal or any State government, then, upon ten (10) days notice by the Association of the Company, the Agreement shall be deemed reopened for the negotiation of such amendments and modifications as the Parties see fit. Notwithstanding any other provision of this Agreement or any other Agreement to the contrary, it is expressly understood and agreed that the Association shall have the right to strike or take other economic action in support of its position in such reopened negotiations.
3. If any article or provision of this Agreement shall be held invalid, inoperative, or unenforceable by operation of law or by any of the above mentioned tribunals of competent jurisdiction, the remainder of this Agreement or the application of such article or provision to persons or circumstances other than those as to which it has been held invalid, inoperative and unenforceable shall not be affected thereby.

1. For each thirty (30) days of covered employment the vacation benefits shall be eighteen (18) days at full base pay. Days of vacation shall not be considered days of work for the purpose of computing vacation benefits.
2. The contribution rate to the Vacation Plan will be 65.87% of base wages.
3. A vacation bonus shall be paid to each employee while on vacation, as indicated in APPENDIX "A".

1. The Company hereby agrees to remain a party to the MM&P Welfare Plan and make the necessary contributions to the Plan to cover all costs including but not limited to, the cost of benefits and administrative costs. No payments shall be made for an employee while on vacation and no other payments will be made to any other Master training, education or other such plan except as expressly set forth in this Agreement.
2. The University’s contribution to the MM&P Welfare Plan shall be $43.39 per day of active duty, which includes 1.5% of base wage to cover the co-pay requirement while the individual is on active duty. This rate may change subject to actuarial calculations.
3. The University will contribute $3.00 per day of active duty effective January 1, 1998, for the duration of the agreement.

1. The Company hereby agrees to become and to remain a party to the MM&P Pension Plan, and agrees to contribute to the Plan an amount of base wage and vacation pay (exclusive of any bonus payments otherwise provided for), as determined by the Plan’s actuaries and trustee determinations, for each employee while any such employee is on active duty as Master. No payments shall be made for an employee while on vacation. The contributions and any investments and reinvestments thereof shall be maintained by the Plan in a separate money purchase fund. An individual contribution account in the name of each employee will be maintained by the Plan.
2. (B) IRAP: Effective July 1, 1988 the Company will contribute five percent (5%) of the sum of the base pay and vacation pay to IRAP for each employee.
3. Current employees who participate in the University’s 403(b) plan will remain in that plan if they choose to participate in a tax deferred annuity plan. Employees who are University employees and who participate in the 403(b) plan at the time they are promoted to Master will remain in that plan if they choose to participate in a tax deferred annuity plan.

1. Effective January 1, 2001, the Employer shall provide exemption from tuition as follows:

Full-time Employees: 7 credits per semester (maximum of 2 courses)

In the case of the summer semester, the Employer will retain the right to refuse to offer courses under this tuition exemption plan where such courses are deemed inappropriate or inefficient by the Employer.

2. Tuition Exemption Limits

The spouse and children of any full-time bargaining unit Employee shall be entitled to utilize any unused portion of credit to which the member is entitled under of the collective bargaining agreement, except that there shall be no accrual of any unused portion of credit.

3. Eligible Courses

The spouse and children of a bargaining unit Employee shall be entitled to apply the member's unused portion of credit to any course, graduate or undergraduate, subject to the following modifications:

1. That the course be given by a department or school of the Columbia Corporation. Courses given by Teachers College or Barnard will not be tuition exempt for children or spouses.
2. That, in the case of children, they must be enrolled as candidates for a Bachelor, Professional or higher degree. In cases where the son or daughter is registered as a degree candidate outside the University system but is able to obtain admission as a non-matriculated special student at Columbia, tuition exemption will be granted.
3. That enrollment in summer courses is subject to the language in Section 1.
4. If an Employee who is enrolled in a course and is otherwise eligible for tuition exemption is laid off, such employee will be exempt from payment of tuition for the balance of the semester.
5. If an Employee is hired and begins a course after the beginning of the semester such employee's eligibility for tuition exemption shall be prorated in accordance with guidelines established by the University at the beginning of the semester.
4. Age Limits

There shall be no limitation to the utilization of tuition exemption, as outlined in this Agreement, because of the age of a member's spouse or children.

5. Eligibility

This Agreement shall become effective as of 12:01 a.m. July 1, 2000 and shall terminate as of midnight, June 30, 2006, except as otherwise provided.

/s/_________________________	/s/_________________________
David M. Cohen	Captain Robert Darley
AVP - Employee and Labor Relations	Vice President, Atlantic
/s/_________________________	/s/_________________________
Paul Ljunggren	Richard May
Marine Superintendent	Port Agent - Atlantic
/s/_________________________
Doreen Mocha
Asst. Director - Emp. and Labor Relations

NOTE:

1. During each month that an employee is on active duty as Master, such employee will be paid base pay plus seapay bonus according to the employee’s length of service as indicated in APPENDIX "A".
2. During each month that an employee is on vacation the employee will be paid vacation bonus according to the employee’s length of service as indicated in APPENDIX "A".
3. Vacation pay will be paid to the MM&P Vacation Plan by the Company. The employee will apply to the Plan to receive his net vacation pay (note Section 18).

Effective July 1, 2000

Base Pay	$5,202.	$5,462.	$5,735.	$5,626.	$6,022.	$5,795.	$6,203.	$5,969.	$6,389.	$6,148.
Seapay Bonus	$4,131.	$4,338.	$4,554.	$4,468.	$4,783.	$4,602.	$4,926.	$4,740.	$5,074.	$4,882.
Vacation Pay	$3,121.	$3,277.	$3,441.	$3,376.	$3,613.	$3,477.	$3,722.	$3,581.	$3,833.	$3,689.
Vacation Pay Bonus	$4,131.	$4,338.	$4,555.	$4,468.	$4,783.	$4,602.	$4,926.	$4,740.	$5,074.	$4,882.

Effective July 1, 2002

Base Pay	$5,322.	$5,588.	$5,867.	$5,756.	$6,160.	$5,929.	$6,345.	$6,107.	$6,535.	$6,290.
Seapay Bonus	$4,226.	$4,437.	$4,659.	$4,570.	$4,892.	$4,707.	$5,039.	$4,848.	$5,190.	$4,993.
Vacation Pay	$3,193.	$3,353.	$3,520.	$3,454.	$3,696.	$3,557.	$3,807.	$3,664.	$3,921.	$3,774.
Vacation Pay Bonus	$4,226.	$4,437.	$4,659.	$4,570.	$4,892.	$4,707.	$5,039.	$4,848.	$5,190.	$4,993.

Effective July 1, 2003

Base Pay	$5,444.	$5,716.	$6,002.	$5,887.	$6,302.	$6,064.	$6,491.	$6,246.	$6,686.	$6,433.
Seapay Bonus	$4,323.	$4,539.	$4,766.	$4,675.	$5,004.	$4,815.	$5,154.	$4,959.	$5,309.	$5,108.
Vacation Pay	$3,266.	$3,430.	$3,601.	$3,532.	$3,781.	$3,638.	$3,895.	$3,748.	$4,012.	$3,860.
Vacation Pay Bonus	$4,323.	$4,539.	$4,766.	$4,675.	$5,004.	$4,815.	$5,154.	$4,959.	$5,309.	$5,108.

Effective July 1, 2004

Base Pay	$5,569.	$5,847.	$6,139.	$6,022.	$6,446.	$6,203.	$6,639.	$6,389.	$6,838.	$6,581.
Seapay Bonus	$4,422.	$4,643.	$4,875.	$4,782.	$5,119.	$4,925.	$5,273.	$5,073.	$5,431.	$5,225.
Vacation Pay	$3,341.	$3,508.	$3,683.	$3,613.	$3,868.	$3,722.	$3,983.	$3,833.	$4,103.	$3,949.
Vacation Pay Bonus	$4,422.	$4,643.	$4,875.	$4,782.	$5,119.	$4,925.	$5,273.	$5,073.	$5,431.	$5,225.

Effective July 1, 2005

Base Pay	$5,736.	$6,023.	$6,324.	$6,204.	$6,640.	$6,390.	$6,839.	$6,582.	$7,044.	$6,779.
Seapay Bonus	$4,555.	$4,783.	$5022..	$4,926.	$5,273.	$5,074.	$5,431.	$5,226.	$5,594.	$5,383.
Vacation Pay	$3,442.	$3,614.	$3,794.	$3,722.	$3,984.	$3,834.	$4,103.	$3,949.	$4,226.	$4,067.
Vacation Pay Bonus	$4,555.	$4,783.	$5,022.	$4,926.	$5,273.	$5,074.	$5,431.	$5,226.	$5,594.	$5,383.

(Employees Hired On or After 4/15/93)

Effective July 1, 2001

Base Pay	$5,202.	$5,358.	$5,519.	$5,685.	$5,856.
Seapay Bonus	$4,131.	$4,255.	$4,383.	$4,514.	$4,649.
Vacation Pay	$3,121.	$3,215.	$3,311.	$3,411.	$3,514.
Vacation Pay Bonus	$4,131.	$4,255.	$4,383.	$4,514.	$4,649.

Effective July 1, 2002

Base Pay	$5,322.	$5,482.	$5,646.	$5,815.	$5,989.
Seapay Bonus	$4,226.	$4,353.	$4,484.	$4,619.	$4,758.
Vacation Pay	$3,193.	$3,289.	$3,388.	$3,489.	$3,593.
Vacation Pay Bonus	$4,226.	$4,353.	$4,484.	$4,619.	$4,758.

Effective July 1, 2003

Base Pay	$5,444.	$5,607.	$5,775.	$5,948.	$6,126.
Seapay Bonus	$4,323.	$4,453.	$4,587.	$4,725.	$4,867.
Vacation Pay	$3,266.	$3,364.	$3,465.	$3,569.	$3,676.
Vacation Pay Bonus	$4,323.	$4,453.	$4,587.	$4,725.	$4,867.

Effective July 1, 2004

Base Pay	$5,569.	$5,736.	$5,908.	$6,085.	$6,268.
Seapay Bonus	$4,422.	$4,555.	$4,692.	$4,833.	$4,978.
Vacation Pay	$3,341.	$3,442.	$3,545.	$3,651.	$3,761.
Vacation Pay Bonus	$4,422.	$4,555.	$4,692.	$4,833.	$4,978.

Effective July 1, 2005

Base Pay	$5,736.	$5,908.	$6,085.	$6,268.	$6,456.
Seapay Bonus	$4,555.	$4,692.	$4,833.	$4,978.	$5,127.
Vacation Pay	$3,442.	$3,545.	$3,651.	$3,761.	$3,874.
Vacation Pay Bonus	$4,555.	$4,692.	$4,833.	$4,978.	$5,127.