evolving service demands and technological innovations. However, we commit to doing so responsibly and with respect for our workforce. First, subcontracting will remain a necessary management right in cases where specialized skills are required. But internal employees who meet qualification thresholds will be given priority consideration before external subcontractors are engaged. Secondly, the JCTC will review subcontracting arrangements to ensure they do not result in layoffs when skilled internal labor is available. Lastly, in exchange for not unionizing the subsidiary, CDCI, Central Division will add no new subsidiaries during this three-year contract period. The proposed framework allows Central to manage resources efficiently while honoring our commitment to union labor participation in major operational decisions. Central Division proposes no changes to the core health insurance plan, which has delivered significant value to employees. To further support employee well-being, Central Division proposes yearly benefit payment to employees in the amount of the deductible. Additionally, we are enhancing our maternity leave benefit to 12 weeks total leave, including 6-8 weeks of paid medical leave at 60% wage replacement and up to 4 weeks of unpaid bonding leave. Plus, we will provide full job protection, benefit continuation, and reentry support. This benefit package reflects modern workforce needs and reinforces Central's commitment to being a family-supportive employer