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LABOR MANAGEMENT CONTRACT Under Statutory Provisions of

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					       LABOR MANAGEMENT CONTRACT


            Under Statutory Provisions of

    The Civil Service Reform act of 1978, Title VII




                     BETWEEN


     THE COMMANDER, 89th AIRLIFT WING
       ANDREWS AIR FORCE BASE, MD



                        AND



NATIONAL FEDERATION OF FEDERAL EMPLOYEES
               LOCAL 2121



               Effective: 18 May 1998

                Expires: 17 May 2001
                                           TABLE OF CONTENTS

ARTICLE                                    TITLE                                                                          PAGE

   1      Exclusive Recognition and Coverage of Agreement...........................................4
   2      Allotments of Dues.............................................................................................5
   3      Matters Appropriate for Negotiations................................................................. 8
   4      Rights and Obligations of Employees................................................................. 9
   5      Rights and Obligations of the Employer........................................................... 11
   6      Rights and Obligations of the Union................................................................. 12
   7      Union-Employer Cooperation Committee........................................................ 15
   8      Equal Employment Opportunity (EEO)............................................................ 18
   9      Position Classification/Description (PD) and Core Document (CD)................ 19
  10      Annual Leave.....................................................................................................21
  11      Sick Leave......................................................................................................... 23
  12      Excused Absence and Court Leave................................................................... 25
  13      Work Hours and Tours of Duty.........................................................................26
  14      Overtime and "Call Back"................................................................................. 28
  15      Emergency Employees...................................................................................... 29
  16      Hazard Pay.........................................................................................................30
  17      Employee Debts.................................................................................................31
  18      Energy Conservation......................................................................................... 32
  19      Productivity....................................................................................................... 33
  20      Union-Employer Cooperation in Substance Abuse Prevention
          and Control Program......................................................................................... 34
  21      Air Force Civilian Drug Testing Program (AFCDTP)...................................... 35
  22      Facilities and Publicity...................................................................................... 38
  23      Training............................................................................................................. 40
  24      Distribution of Health Benefit Plan Brochures................................................. 42
  25      Charity Drives................................................................................................... 43
  26      Use of Contract Services................................................................................... 44
  27      Special Tools and Clothing............................................................................... 45
  28      Employee Orientation and Information Release................................................46
  29      Health and Safety...............................................................................................47
  30      Temporary Duty, Travel Pay, and Per Diem..................................................... 50
  31      Details and Temporary Promotions...................................................................52
  32      Merit Promotion................................................................................................ 54
  33      Filling Positions.................................................................................................56
  34      Developmental Opportunity Program (DOP)....................................................57
  35      Reduction in Force (RIF)...................................................................................58
  36      Retirement......................................................................................................... 59
  37      Parking...............................................................................................................60
  38      Performance Management Program.................................................................. 61
  39      Performance Award (PA).................................................................................. 62
  40      Actions Based on Unacceptable Performance...................................................63




                                                           2
41       Grievance Procedure......................................................................................... 65
42       Arbitration......................................................................................................... 70
43       Duration and/or Renewal of Agreement............................................................72
44       Air Reserve Technician (ART)......................................................................... 74
45       Discipline and Adverse Actions........................................................................ 76
46       Supervisor's Employee Work Folder (SEWF) and Supervisor’s
         Employee Brief (AF Form 971)........................................................................ 79
47       Wellness Program..............................................................................................80
48       Informal Unfair Labor Practice (ULP) Charge Procedure.................................81
49       Child Development Center................................................................................ 82
50       Furloughs...........................................................................................................83
Appendix A          Glossary........................................................................................... 84
Appendix B           Acronyms........................................................................................90




                                                              3
                                       ARTICLE 1


          EXCLUSIVE RECOGNITION AND COVERAGE OF AGREEMENT

Section A: This Agreement is made and entered into by and between the Commander, 89th
Airlift Wing, hereafter referred to as the "Employer" and National Federation of Federal
Employees (NFFE) Local 2121, hereafter referred to as the "Union."

Section B: The Employer recognizes NFFE Local 2121 as the exclusive representative for all
employees included in the bargaining unit defined in Section C of this Article.

Section C: All professional and nonprofessional General Schedule (GS) employees employed
by the Department of the Air Force on Andrews Air Force Base, and all Wage Grade employees
employed by the Department of the Air Force on Andrews Air Force Base, or at the Brandywine
and Davidsonville facilities, and serviced by the Andrews Air Force Base Civilian Personnel
Flight (CPF).

Section D: Excluded from the Unit covered by this Agreement are the following: firefighters,
guards, management officials, supervisors, temporary employees with appointments of 90 days
or less, and employees described in 5 USC 7112(b) (2), (3), (4), (6), and (7).

Section E: Future references herein to "Employee" and "Employees" will be understood to
apply to the employees of the recognized bargaining unit NFFE Local 2121.

Section F: The Employer and the Union agree that grievances involving interpretation or
application of a specific clause of the collective bargaining Agreement may be submitted to
arbitration. The Arbitrator shall not have the power to add to, modify, amend, or delete any
terms or provisions of the Agreement.




                                             4
                                         ARTICLE 2

                                 ALLOTMENTS OF DUES


Section A: Union Responsibilities

The Union agrees to assume the responsibility for:

     1. Informing and educating its members on the voluntary nature of the systems for the
allotment of dues, including the conditions under which the allotment may be revoked;

    2. Purchasing and distributing to its members Standard Form (SF)-1187, "Request for
Payroll Deductions for Labor Organization Dues";

    3. Notifying the Civilian Payroll Customer Service Representative (CSR) and the Labor
Relations Officer (LRO) in writing of:

      a. The names and titles of officials authorized to make the necessary certification of SF-
1187 in accordance with this Article;

        b. The name, title, and the address of the Union official to whom remittance should be
sent, including how the check should be drawn;

     c. Any change in the amount of membership dues (see Section D-1); and

       d. The name of any employee who has been expelled, suspended, or ceases to be a
member in good standing in the Union within 10 calendar days of the date of such final
determination;

    4. Forwarding original and a copy of properly executed and certified SF-1187 to the LRO
on a timely basis; and

     5. Promptly forwarding an employee's revocation notice (Memorandum or SF-1188,
"Cancellation of Payroll Deductions for Labor Organization Dues”) to the LRO when such
revocation was submitted to the Union.

Section B: Employer Responsibilities

The Employer agrees that it is responsible for:

   1. Permitting and processing voluntary allotment of dues in accordance with this Article;

   2. Withholding dues on a bi-weekly basis;




                                                  5
  3. Notifying the employee and the Union when an employee is not eligible for an allotment
because he/she is not included under the recognition on which this Article is based;

    4. Withholding new amounts of dues upon certification from the authorized Union official
so long as the amount has not been changed more than once during the past 12 months;

    5. Transmitting dues payments to the Union official designated by the Union, together with
a listing of employees for whom deductions were made and a copy of all revocation notices
received in the Civilian Payroll Office;

   6. Providing the following information on the remittance listing:

         a. The name of each employee for whom a deduction is being made or who has
authorized a deduction to be made, and who has no deduction in the current pay period;

      b. For each employee or group of employees, the following information will be given to
the extent applicable:

         (1) Identification of the employee;

         (2) Amount withheld;

           (3) No deduction because employee's compensations are insufficient to permit a
deduction; and

   7. Furnishing the gross amount deducted, the amount of prescribed costs retained, if any,
and the amount remitted.

Section C: Joint Stipulations

    1. The amount of dues to be deducted as allotments from compensation may not be
changed more frequently than once each 12 months.

   2. Administrative errors in remittance checks will be corrected and adjusted in the next
      remittance checks to be issued to the Union. If the Union is not scheduled to receive a
      remittance check after the discovery of the error, the Union agrees to promptly refund
      the amount of the erroneous remittance.




Section D: Effective Date for Actions Under this Article

Action                          Effective Date



                                                 6
1. Change in amounts of dues. Beginning of the first pay period after receipt of certification
                            in the Civilian Payroll Office.

2. Revocation by employee (can be Beginning of the first full pay
   submitted at any time).       period following January 11 of each year.

3. Termination due to loss of          Beginning of first pay period
   membership in good standing.         after date of receipt in the Civilian Payroll Office -
                                      notification will be made to the LRO by the President,
Local
                                       2121 NFFE.

4. Termination due to loss of Unit       Beginning of first pay period
   recognition on which allotment        following loss of recognition.
   was based.

5. Termination due to any type of       If action is effective first date
   separation, transfer, or other   of a pay period, termination of
   personnel action that assigns     allotment will automatically be
   the employee to an area/         at the end of pay period.
   status not covered by this
   Agreement or is terminated by an
   appropriate authority outside of
   Department of Defense.

6. Return of an employee from a            Dues withholding will be
   detail or temporary promotion         reinstated the pay period
   that placed the employee in a        following the identification
   status wherein the employee was         of the employee’s return to
   not covered by this Agreement.         the Unit.




                                                  7
                                        ARTICLE 3

                   MATTERS APPROPRIATE FOR NEGOTIATIONS


Section A: The Employer will provide the Union with advance written notice of not less than 7
work days of any new, or changes to locally established directives, supplements to directives,
pamphlets, any formally documented policy, or past practices which could result in changes to
working conditions. The LRO will provide the Union President with a copy of the proposed
changes. If the topic has an impact only upon a specific portion of the Unit; (e.g., group,
squadron, flight, etc.)the topic should be discussed with a Union official or steward prior to
submission. In the absence of a Union official or steward, the Union President should be
contacted to identify a person to discuss the proposed change prior to formal submission.

Section B: The Union will review the proposal and respond to the Employer within 7 work days
in one of the following ways:

    1. If Union concurs with the proposal, written notification of their concurrence will be
provided. Non-response by the Union within prescribed time-frames will be interpreted as
acceptance, and the Employer may implement the proposal without further recourse.

   2. If the Union wishes additional information or an explanation of the proposed change(s),
the Union will make a written request to the LRO to meet concerning the proposed change(s).
The LRO will arrange a meeting. Normally, the parties will meet within 5 work days after the
request to discuss the issue(s). If after discussion the proposal is not acceptable, the Union,
within 5 work days, will submit written proposals for negotiations to the LRO.




                                              8
                                         ARTICLE 4

                    RIGHTS AND OBLIGATIONS OF EMPLOYEES


Section A: The Union and the Employer recognize that Federal employees have and shall be
protected in the exercise of the right, freely and without fear of penalty or reprisal, to form,
join and assist any employee organization or to refrain from such activity. In addition, this
Agreement does not preclude any employee from bringing matters of personal concern and
general safety to the attention of appropriate officials in accordance with applicable law, rule,
directive or Air Force policy or from choosing his/her own representative in a grievance or
appeal action. If the employee’s representative is not a member of the Unit, the Union will
be given the opportunity to be present at grievance resolution discussions and advise
Management of its concern(s), if any, prior to the resolution of the grievance. The employee
has the right to a Union representative or representative of his/her choice during investigatory
processes when the employee reasonably believes that disciplinary action may result and the
employee requests such representation. The employee is also entitled to Union representation
during formal meetings that may change working conditions.

Section B: Nothing in this Agreement shall require an employee to become or remain a
member of a labor organization, or to pay money to the organization except pursuant to a
voluntary written authorization by a member for the payment of dues through payroll
deductions.

Section C: The Employer shall not discipline or otherwise discriminate against any employee
because he/she has filed a grievance, testified at a grievance hearing, or because he/she has
filed a complaint or given testimony under Chapter 71 of Title 5 or USC.

Section D: The Employer shall take the action required to assure that employees in the
bargaining unit are apprised of their rights under Chapter 71, Title 5, Labor Management
Relations, and that no interference, restraint, coercion, or discrimination is practiced to
encourage or discourage membership in the Union.

Section E: Past practices which are within the law/directives, shall not be abridged as a result
of those privileges not being entered into this Agreement.

Section F: During working hours, employees are required to obtain permission from their
supervisor prior to leaving the worksite.

Section G: Employees are obligated to:

   1. Actively participate in and promote programs designed to improve work methods and
conditions;

   2. Conscientiously perform assigned duties;



                                                 9
   3. Comply with applicable Office of Personnel Management (OPM) and Department of
Defense (DoD) Standards of Conduct;

    4. Participate in Employer provided educational and training programs in order to keep
abreast of changes in job technology and the Employer's policies.

Section H: Whenever an employee is directed to undergo a medical examination or
requested to provide medical documentation to support inability to perform duties in
accordance with the position description (PD) or core document (CD), the employee may
designate a Union representative or other representative of choice to assure the employee's
rights are protected. The employee has the right to choose the medical facility of his/her
choice for physical/mental examinations/evaluations required/requested by the Employer.
Employees are encouraged to use the 89th Medical Group (MDG) facilities for the above.
The above does not apply to occupational physical examinations. In event of differences of
opinion between the employee and the Employer, the Employer will give the employee the
choice of three physicians, board certified in their specialty, to conduct the examination.

Section I: Whenever an employee is directed to undergo a physical examination, e.g.,
periodic physical, disability, etc., the employee will be notified as soon as possible of the
scheduled examination. When requested by the employee, the Employer will provide the
employee with a copy of any and all documents pertaining to his/her examination as soon as
possible.

Section J: The Employer affirms the right of employees to conduct his or her off-duty private
life as he or she deems fit. Employees shall have the right to engage in outside activities and
undertaking of their own choosing not in violation of laws and directives.




                                               10
                                          ARTICLE 5

                   RIGHTS AND OBLIGATIONS OF THE EMPLOYER


Section A: The Employer retains the right in accordance with applicable laws and directives:

    1. To determine the mission, budget, organization, number of employees, and internal
security practices of the Agency;

   2. To hire, assign, direct, layoff, and retain employees in the Agency; or to suspend, remove,
reduce in grade or pay; or take other disciplinary or nondisciplinary actions against such
employees;

   3. To assign work, to make determinations with respect to contracting out, and to determine
the personnel by which Agency operations shall be conducted; and

  4. With respect to filling positions, to make selections for appointments from among properly
ranked and certified candidates for promotions or from any other appropriate source, and to take
actions necessary to carry out the Agency's mission during emergencies.

Section B: The Employer must meet, consult, and bargain on I&I, as appropriate, with the
Union prior to making changes in all personnel policies, practices, and working conditions
which are within the responsibilities of the Employer.

Section C: Management officials and supervisors of the Employer will:

   1. Encourage the achievement of high standards of employee performance and the continual
development and implementation of work practices to facilitate improved employee
performance and efficiency;

   2. Maintain constructive and cooperative relationships between the employees, the Union,
and the Employer; and

    3. Provide training in order to keep all employees abreast of new management policies,
practices, and work concepts to which the employee will be held responsible.

   4. Prior to conducting any formal discussion or examination of employees, Management
should afford the employee the opportunity for Union representation.

Section D: It is agreed that the Employer retains the sole discretion to assign work and to
determine who will perform the function discussed. Whenever language in this Agreement
refers to specific duties or responsibilities of specific employees or management officials, it is
intended only to provide a guide as to whom should perform the specific duties.




                                               11
                                          ARTICLE 6

                      RIGHTS AND OBLIGATIONS OF THE UNION


Section A: The Union shall have the right and obligation to represent all employees in the Unit;
to present its view(s) to the Employer on matters of general concern, either orally or in writing;
to consult regarding the formulation, development, and implementation of civilian personnel
policies and practices; or other matters affecting general working conditions.

Section B: A representative of the Union will be given the opportunity to be present at formal
discussions between management and employees when the discussion involves a change of
personnel policies, practices, and matters affecting working conditions. This opportunity to be
present does not apply to informal discussions of personal problems between an employee and a
supervisor. A representative of the Union will be given the opportunity to be present at the time
of the adjustment of a grievance processed under Article 41.

Section C: The representative of the Union for administration and implementation of this
Agreement will be the President of Local 2121 or the person whom he/she designates in writing
to act in his/her behalf. His/her receipt, acknowledgment, or response of any notice or other
communication from the LRO shall be deemed to be a delivery to the Union.

Section D: The parties agree that the Employer will recognize correspondence signed by the
President of Local 2121 or his/her written designee, concerning Union-Management relations;
this includes cases submitted by the Union under Articles 41 and 48.

Section E: The Union will ensure that internal Union business such as: soliciting membership,
collecting dues, electing officers, posting and distributing Union literature, and attending Union
meetings is conducted during the non-duty hours of employees; i.e., non-paid lunch periods, and
before and after work.

Section F: The Union shall furnish in writing and maintain on a current basis, a list of officers,
representatives, and stewards indicating the organization office symbol and office and home
phone number where each representative and steward may be reached.

Section G: Both the supervisor and the steward have a responsibility for maintaining
constructive relationships with employees. These two must work together in good faith on
problems involving their assigned area of responsibility. The following functions are
understood to constitute the full functions of the appointed stewards:

   1. As requested by employees, make on-the-scene investigations of complaints, assist in the
presentation of grievances to supervisory personnel, and attempt to achieve settlement with
supervisory personnel involved. This may include taking statements from other employees
immediately involved.




                                               12
   2. Assist an aggrieved employee in the written presentation of grievances.

   3. Carry out their functions in accordance with the following standards of conduct:

       a. Meetings will be held in surroundings which are as private as possible and will be
conducted in a quiet and dignified manner.

         b. The stewardship function does not, in any way, relieve him/her from observing all
rules of conduct established by law, directives, or Air Force policy. Management personnel are
required to observe the same rules of conduct and are required to recognize, meet with, and
work with Union stewards in a conscientious effort to obtain settlement of problems at the
earliest possible stage.

Section H: Each steward will normally restrict his/her Union activities to his/her assigned work
area or organizational location in which he/she is appointed to serve. Management recognizes
that there may be times when a steward will be asked to help resolve problems/complaints in
another organization. A steward will be assigned by the Union to represent employees in
organizations that do not have shop stewards. Time to be used by stewards during scheduled
work hours for the performance of his/her steward duties will be requested in advance, from
his/her immediate supervisor or designated management official. The steward will also call the
supervisor of the complainant and arrange for a mutually agreeable time to interview the
employee who has made the complaint. During such absence, which will not normally exceed
20% of the steward's duty hours, the steward will confine his/her activities to the conduct of that
business for which approval of temporary absence was granted; return directly to his/her work
area upon completion of the business at hand; and personally notify his/her immediate
supervisor of his/her return to duty and the amount of official time expended.

Section I: A reasonable amount of official time, normally not to exceed 20% of duty hours, with
the exception of circumstances that may warrant additional time, if otherwise in a duty status,
will be granted to the employee's Union representative for attendance at all required hearings
and meetings with management officials. A reasonable amount of official time will also be
allowed for the representative to meet with employees to discuss, prepare for, and present
grievances, appeals, and complaints. Normally, not more than one representative will be
authorized official time for the same case or complaint. If more than one is needed the request
will be coordinated with the LRO. Official time is not authorized for Union representatives to
represent employees outside of the bargaining unit covered by this Agreement.

Section J: Prior to entry on Andrews AFB (AAFB) for the purpose of conducting Union
business with the Employer or Unit employees, the Union representative who is a non-employee
will contact the LRO.

Section K: The Employer agrees to accept a reasonable number of shop stewards not to exceed
one steward per 60 employees. The distribution of stewards will be distributed among
represented employees as evenly as is practicable.




                                                13
Section L: NFFE, Local 2121, agrees it shall not call or engage in any strike, work stoppage, or
work slowdown.

Section M: The Union agrees to encourage employees to:

    1. Participate in and promote programs (such as Quality Air Force [QAF] designed to
improve work performance, methods, and conditions;

   2. Conscientiously perform assigned duties;

   3. Comply with applicable standards of conduct; and

   4. Participate in Employer provided training programs in order to keep abreast of changes in
job technology and the Employer's policies.

Section N: Union officials and stewards may be granted up to 60 hours of official time for
Union-sponsored training in Labor-Management Relations. Normally, the Union will submit
their request to the LRO no less than 2 weeks in advance of the training. The request will
provide the following information: The address, location, and telephone number where the
training will be held; agenda showing dates and times of training; and the requested
representatives' name, organization, office symbol, and telephone number(s). The individual has
the responsibility for notifying their supervisor that a request has been submitted, normally 2
weeks in advance.

Section O: The Union President and/or his/her representative/designee will be allowed official
time to attend meetings/conferences and other matters that require Union attendance with
management officials, commanders, LRO, etc. This will be coordinated by the LRO with the
Union President.

Section P: The Union President will submit to the LRO, on a monthly basis, a roster with
elected Union officers responsible for manning Union offices/telephones/conducting Union
business on a one day per week basis, to be rotated daily.

Section Q: The Union President, or his/her designated alternate, will be allowed a reasonable
amount of official time (not to exceed 12 hours per week) to accomplish representational duties.
The Union executive officers will be allowed a reasonable amount of official time (not to exceed
8 hours per week) to accomplish representational duties. Any unused time will not be carried
over to a following week. Time used to attend meetings at the request of management will not
be considered use of official time.




                                               14
                                        ARTICLE 7

                UNION-EMPLOYER COOPERATION COMMITTEE


Section A:      Union-Employer Cooperation Committee.         In conformance with the
recommended practice of the Department of the Air Force, it is established that a monthly
meeting, if necessary, may be held between the Employer and Local 2121.

Section B: The Employer will be represented by management officials, while the Union will
be represented by the elected officials of the Unit. Normally, three from each side will be
sufficient, but this number may vary by mutual consent of both parties.

Section C: The representatives will be known collectively as "Local 2121 Union-Employer
Cooperation Committee." A Coordinator will be chosen to serve for the first 6-month period
of this Agreement. Thereafter, during the term of this Agreement, the parties will alternate in
sharing the position of Coordinator for 6-month periods. The Coordinator will have the
functions and responsibilities listed in the sections below.

Section D: The meeting of Local 2121 Union-Employer Cooperation Committee will be
conducted at a mutually agreed upon location.

Section E: Meetings will normally be conducted once a month unless canceled by mutual
agreement of the parties or lack of an adequate agenda. Likewise, emergency meetings may
be called resulting in more than a single meeting in any one month when participants agree
that an emergency exists and such additional meeting or meetings are necessitated by the
emergency. The Committee will normally convene during the fourth week of each month,
normally on a Thursday, which date and time will be made known to the participants by the
Coordinator. A proposed agenda will be prepared by the representative of the Union and/or
by an Employer representative, and submitted to the Coordinator not later than Friday noon
of the third week of each month. After submission of the agenda, should an emergency
matter arise to be considered for discussion, the party raising the matter will inform the
Coordinator not later than the day before the scheduled meeting.

Section F: A review will be made of the adequacy and appropriateness of the agenda by the
Coordinator, who will then notify the parties of the time, date, and place of the meeting and
the agenda thereof. If an agenda is not proposed, the meeting will be automatically canceled.

Section G: If questions develop as to the propriety of any agenda item, a resolution of the
difference between the parties, or between the Coordinator and either the Employer or the
Union, or both, will be accomplished before the meeting is convened.

Section H: The Coordinator will be notified in writing of the anticipated absence of any
person previously scheduled to attend the meeting together with the name of any alternate
and scope of the authority to be vested in the alternate.



                                               15
Section I: When expert testimony is required or the presence of other participants is
necessary for the accomplishment of the business of the Committee at any meeting, the name
and address or organizational designation of the experts or other persons necessary to be
called will be submitted in writing concurrently with the agenda. Objections by one or more
of the regular participants to the presence of any non-regular participant at the regular or
emergency meeting will be registered orally or in writing with the Coordinator not later than
Monday of the third week of the month. Although it is not contemplated that serious
differences will develop with respect to the presence or nonpresence of non-regular
participants, all regular participants will abide by a decision rendered by a third party if
agreement cannot otherwise be achieved. The third party will be designated by the
Installation Commander.

Section J: The meeting will be called to order and presided over by the Coordinator. The
order of business will be as determined by the Coordinator, but non-agenda items will not be
considered or discussed unless there is mutual consent by those present. Issues will be
resolved by vote. Recommendations or suggestions by one party will not be binding upon
members of the other party, present or absent. Impasses, as such, will not be declared by the
Committee, but serious differences of opinion or interpretation which cannot be resolved
after prolonged deliberation should be referred to higher echelons of the Employer or the
Union organization for advice and assistance. To be meaningful, all parties to the meetings
must be willing to examine opinions and views other than their own and enter into
considerations with the sincere intent to adopt and put into practice those practices,
procedures, and measures which can be anticipated to be conducive to greater efficiency,
production and/or enhance worker morale, and which are found to be of tangible and
significant benefit to both the Air Force and the employees. The integrity of the Committee
and its continued usefulness will be seriously undermined if matters appropriate for
consideration or consultation by the Committee are diverted to other channels before or
during Committee deliberations.

Section K: Negotiations of policy involving written agreements will not be within the
authority or responsibility of the Local 2121 Union-Employer Cooperation Committee.
Discussions and consultations of personnel policies, practices, and working conditions, with
attendant interpretation and application will be appropriate for agenda business. Basically,
the meetings will serve the purpose of exchanging information unless otherwise specified on
the agenda as a consultation meeting. Discussions will not include the considerations of
individual grievances, for which appellate processes are provided.

Section L: The Coordinator will have printed summaries of meetings prepared which are to
be distributed to attendees not later than 10 work days after the meeting.

Section M: Any significant changes to these procedures must meet the mutual approval of
the group representatives and the Installation Commander, or his/her designee, before being
adopted and put into use.




                                              16
Section N: The Employer agrees that there shall be no mistreatment by management against
a member of the Union because of the performance of his/her officially assigned Union duties
as outlined in this Agreement.

Section O: Upon written request of the Union to the LRO, a meeting with the Installation
Commander/Vice Commander and the Union officials may be held to promote better
Labor/Management relations. An agenda will be prepared by the Union and submitted within
2 weeks of the scheduled meeting.




                                              17
                                        ARTICLE 8

                   EQUAL EMPLOYMENT OPPORTUNITY (EEO)

Section A: The Union and management agree that no individual will be discriminated
against in employment or conditions of employment because of race, color, religion, sex,
national origin, age, or mental or physical handicap. Policy shall be in strict adherence to
both the letter and the spirit of the Equal Employment Opportunity Act, the Age
Discrimination in Employment Act, and all other applicable directives.

Section B: Through procedures established for Union-Employer cooperation, the parties
agree to advise each other of outstanding EEO problems of which they are aware. Where
appropriate, the Employer and the Union will jointly seek solutions to such problems through
the personnel management procedures and programs of the Air Force, Department of
Defense, and the Office of Personnel Management.

Section C: The Union will be authorized an employee representative and an employee
alternate on the Equal Employment Opportunity Committee. The Union will submit the
names of up to five nominees to the Installation Commander. From this list of nominees, the
Commander or his/her designated representative will select an employee representative and
an alternate.

Section D: The Employer maintains a sufficient number of EEO Counselors so that all
employees who feel they have been discriminated against because of race, color, religion,
sex, age, national origin, or mental or physical handicap will have access to open channels
through which they may air problems and seek solutions. An employee discussing a problem
of alleged discrimination with an EEO Counselor or at any step of the EEO complaint
process has the right to be accompanied by a representative of their choice if desired. The
Employer agrees to consider nominations submitted by the Union for EEO Counselor
vacancies.

Section E: The names and telephone numbers of EEO Counselors will be posted on all
Bulletin Boards so as to be generally available so that employees who feel they have been
discriminated against because of race, color, religion, sex, age, national origin, or mental or
physical handicap will have access to open channels through which they may air problems
and seek solutions.




                                               18
                                           ARTICLE 9

 POSITION CLASSIFICATION/DESCRIPTION (PD) AND CORE DOCUMENT (CD)


Section A: Copies of PDs/CDs will be distributed through channels to the employees and their
supervisors upon completion of official personnel action by organization survey or individual
action affecting the employee's duty assignment.

Section B: An employee in the Unit who believes that his/her position is improperly classified
will first discuss the matter with his/her supervisor to obtain information and guidance as to the
basis for the classification of the position. Consultation may also be arranged for the employee
by the supervisor, as necessary, with appropriate representatives of the Employer in an effort to
resolve the employee's dissatisfaction informally. The employee has the right to Union
representation throughout this process.

Section C: Employees are entitled to review classification standards that pertain to the
classification of their position and to receive an explanation of the application of these standards
to their positions. Any information pertaining to the Office of Personnel Management and Air
Force classification of a position will be made available for review, upon request, through the
immediate supervisor to the employees.

Section D: In the event the employee's dissatisfaction concerning the classification of his/her
position cannot be informally resolved, the employee will be informed by his/her supervisor as
to the appeal channels that are available to him/her as prescribed by applicable and appropriate
directives and procedures. The employee will be informed that he/she may designate, in writing
to the Employer, a representative of his/her own choosing.

Section E: It is agreed that employees will be informed in writing of an official determination to
downgrade positions as a result of a classification action. In the event an official determination
is made to downgrade a position, the employee will be given full and detailed reasons for the
action in writing with an opportunity to make an oral or written reply to the Employer. He/she
may be represented by his/her Union representative and or representative of choosing.

Section F: Each employee is entitled to a complete and accurate PD/CD, which shall be
reviewed annually by the employee and his/her work supervisor. The term "Performs other
duties as assigned" will not be used to require employees to perform duties unrelated to their
PDs/CDs. This sentence is intended to assure the accuracy and completeness of their PD/CD.
Additional duties should be held to a minimum and shared among workers. However,
management retains the right to determine what specific duties are assigned to each specific
employee.

Section G: Any employee in the Unit who feels that he or she is performing duties outside the
scope of the PD/CD or that his or her position is inaccurately described, may request, through
the immediate supervisor, that the PD/CD be reviewed and discussed with the employee and



                                                19
his/her representative. If the employee is not satisfied with the review, he/she may file a
grievance regarding the accuracy of the duties of the position on file. A classification appeal is
the proper approach if the series, title, or grade is at contention.

Section H: From the inception of multi-skilled concepts, e.g., Production Team Maintenance
(PTM), multi-skilled/multi-crafted philosophies, the PD/CD will be expanded to include all
duties upon which the employee will be rated. Management will coordinate proposed
assignment of additional duties with the servicing classification specialist for format and content
prior to discussion with the union. Recognizing that management has the right to assign duties
and responsibilities, this will be a joint effort by management and Union representative prior to
classification. Prior to management's implementing a new program that changes job
requirements, they will ensure each employee has an accurate, properly classified PD/CD. The
employee will not be held accountable for journeyman level duties until properly trained.




                                                20
                                       ARTICLE 10

                                    ANNUAL LEAVE


Section A: The taking of annual leave is a right of the employee subject to the approval of
the supervisor. Annual leave for vacation purposes will normally be scheduled by 30 January
for the calendar year. If the leave cannot be scheduled for the time requested by the
employee, the supervisor will consult with the employee to schedule the leave at an alternate
time. Once an employee schedules annual leave, the supervisor will notify the employee if
the time requested is approved or disapproved not later than 15 February. The annual leave
schedule will be made available to an employee upon request.

Section B: When conflicts in scheduling leave occur, the supervisor will confer with the
employees concerned to obtain mutual agreement to resolve the conflict. If this fails and in
the absence of a valid personal hardship and other things being equal as determined by the
supervisor, the person who has the senior reduction in force (RIF) service computation date
will be given the first choice of the desired time. Exception: Annual leave for vacation
during Christmas week shall be offered on a rotating schedule, if the employee has annual
leave available.

Section C: Once an employee schedules annual leave, any changes requested by the
employee shall be permitted (even if another employee is scheduled in that time period) only
to the extent that the requested change does not disturb the choice of another employee and
subject to mission and workload requirements, except for operational readiness inspection
activities and related deployments. The final determination as to the time and the amount of
annual leave granted at any specific time rests with the supervisor authorized to approve
leave.

           C1. When annual leave has been approved, it will only be canceled by the
squadron commander in coordination with the LRO.

            C2. The final determination as to the time and amount of unscheduled annual
leave granted at any specific time rests with the supervisor authorized to approve leave.

Section D: Approved annual leave will not be canceled to the extent that mission and
workload requirements permit. Approved annual leave may be canceled by the squadron
commander or 459th senior group ART, in coordination with the LRO, in emergency
situations to exclude ORIs and related deployments.

Section E: An employee may request, and may be granted annual leave that may have within
its dates, one or more Federal holidays. This Section will be followed in accordance with
Section B of this Article.




                                              21
Section F: Requests for unplanned non-emergency annual leave will be considered on a case-
by-case basis and a determination made by the supervisor as to whether the employee can be
released. The employee will submit requests for unplanned non-emergency leave using a SF-
71. The supervisor will approve/disapprove the request and return the SF-71 to the employee
within 1 workday. The supervisor will give a reason for denial if he/she chooses to deny the
employee's requested leave.

Section G: Absence for emergency reasons will be reported to the immediate supervisor by
the employee within 1 hour of the start of the duty day. Approval of annual leave for
emergency reasons may be withheld by the supervisor until the return of the employee to duty
and a determination made by the supervisor as to the validity of the emergency. Should a
question arise between the supervisor and the employee as to the supervisor's determination
of the validity of the absence, the employee will not be denied the right to file a grievance.
Employees on shift work will ensure that requests for emergency annual leave are made 1
hour prior to the start of their shift, unless the nature of the emergency precludes a 1-hour
notice. NOTE: Employees of MDG, Nutritional Medicine, who work the early shift (0500-
1330) are not required to call until the start of the shift, 0500, and must call not later than
(NLT) 0530. (It is not possible to obtain permission 2 hours prior to the start of shift as no
one is available prior to 0500.) Requirements for the employees on the second shift are the
same as other shift workers at AAFB. They are to make every reasonable effort to call 2
hours prior to the start of their shift.

Section H: Restoration of annual leave: If an employee has use or lose annual leave and
management has found it necessary to cancel the scheduled use of such leave for an
"exigency of the service," the employee may have such leave restored in accordance with in
accordance with (IAW) applicable directives. If a supervisor finds it necessary to cancel the
use of "use or lose" annual leave, every effort will be made to reschedule the use of the leave
prior to the end of the leave year.




                                               22
                                          ARTICLE 11

                                          SICK LEAVE


Section A: Sick leave is a qualified right of the employee and may be used for the following
absences:

     1. When incapacitated for performance of duties by sickness, injury, pregnancy and
confinement, or illness resulting from immunizations or vaccinations (whether or not required as
a condition of employment).

   2. For medical, dental, or optical examination or treatment, including periodic physical
examination for retention of status in a reserve component of the Armed Forces or National
Guard. (These should be scheduled in advance. See Section C of this Article.)

  3. To participate in drug or alcohol counseling/treatment programs. (Schedule in advance.)

   4. When a member of an employee's immediate family is afflicted with a contagious disease
(see footnote) and requires the care and attendance of the employee, or when through exposure
to contagious disease the presence at work of the employee would endanger the health of others.

    5. To care for a sick family member and to accompany the family member to medical
examinations and for purposes related to the death of a family member, including making
arrangements necessitated by the death and/or attending the funeral as entitled under The Family
Friendly Leave Act (Public Law 103-388).

Section B: The employee shall notify his/her supervisor of his/her incapacitation for duty within
1 hour of the start of the duty day. In unusual circumstances, notification may be later than 1
hour. The employee is required to notify the supervisor at the beginning of each duty day if
he/she requests to be absent due to sick leave/illness unless other arrangements are made with
the supervisor; i.e., the employee tells the supervisor on the first call-in that the doctor has said
he/she will be absent for at least 5 days. NOTE: Shift workers should call 2 hours prior to the
start of their scheduled shift with the exception of the early shift at MDG who need to call
between 0500 and 0530.

Section C: Approval of sick leave for prearranged medical, dental, and optical appointments
must be secured in advance from the employee's supervisor. Such requests may be denied if it is
determined that the employee's services are required. (This should not happen often if the
employee is scheduling appointments and use of leave well in advance. Advance planning
allows the supervisor to schedule work knowing that the employee will be absent.) The
employee will submit requests for unplanned non-emergency leave using a SF-71. The
supervisor will approve/disapprove the request and return the SF-71 to the employee within 1
workday.



                                                 23
Section D: Employees will not be required to furnish medical documentation to support
absences of 3 days or less unless there is reason to believe that the employee is abusing his/her
sick leave privilege and Management has given the employee official written notice that he/she
will be required to furnish a medical certificate covering each absence from work allegedly due
to sickness. The supervisor should inform the employee and Union when a sick leave abuse
problem is suspected. The employee should be counseled prior to a written leave abuse letter
being issued. The counseling will be documented on the employee’s AF Form 971. Procedures
in AFR 40-630 will be followed. Leave abuse problems will be coordinated with the servicing
Employee Relations Specialist in the Civilian Personnel Flight prior to a leave abuse letter being
issued. Supervisors will review the sick leave record of those employees required to present a
medical certificate for each absence due to illness at least every 3 months to determine if the
requirement should continue. The supervisor will inform the employee of his/her determination
and the employee's AF Form 971 will be annotated accordingly.

Section E: Sick leave of more than 3 consecutive work days must be supported by medical
documentation unless the supervisor specifically waives this requirement on a case-by-case
basis; i.e., the employee calls on Monday and states that he/she has the flu. The supervisor is
aware that there is a flu virus that has affected many individuals throughout the job site. The
employee has an excellent leave record and there is no reason to suspect abuse. The supervisor
may waive the requirement for medical documentation.

Section F: Eligible employees may be granted advance sick leave up to 240 hours subject to
approval by the supervisor. The employee will follow the guidance in applicable directives.
Employees on sick leave abuse notice will not normally be advanced sick leave.

Section G: An employee who calls in sick on a day for which annual leave had previously been
requested and disapproved will be required to present a medical certificate for the absence.

FOOTNOTE: If an employee requests sick leave because a family member has a contagious
disease, he/she must present a statement from the attending physician to show that the family
member requires the employee's care and attendance as well as the fact that the disease is subject
to quarantine, isolation, or other similar restriction. (The list of communicable diseases varies
slightly among the states of Maryland, Virginia, and the District of Columbia.)




                                               24
                                         ARTICLE 12

                        EXCUSED ABSENCE AND COURT LEAVE


Section A: Employees who have made donations of blood without compensation will normally
be excused from duty without charge to leave for up to 4 hours or to the end of the duty day if
they feel the need for the time for recuperation.

Section B: An employee may be given time off to register or vote in national, state, and local
municipal elections or referendums without charge to leave IAW applicable directives.
Normally, where the polls are open either 3 hours before or 3 hours after the employee's regular
duty hours, no time off is granted. (This is the case in most jurisdictions.)

Section C: Court Leave. If an employee is summoned for jury duty or to act as a witness for the
Federal, State, or Municipal Courts, he/she will be paid at his/her pay rate for the time required
from his/her normal scheduled tour of duty to perform such duties. The attendance fees received
for jury services and all allowances for meals, transportation or personal accommodations, in
excess of actual expenses will be turned into the Defense Finance and Accounting Service
(DFAS) as required by Air Force directives. When an employee is subpoenaed for jury or court
service, he/she will promptly notify his/her supervisor so arrangements can be made for his/her
absence from duty. If an employee serving as a juror is excused or released by the court prior to
the end of his/her regular work day, the employee should contact his/her supervisor to determine
if he/she is expected to return to work.




                                               25
                                        ARTICLE 13

                         WORK HOURS AND TOURS OF DUTY


Section A: The Employer and the Union agree that the basic 40 hour work week will consist of
5 consecutive 8-hour calendar days, Monday through Friday, except for those employees whose
services are determined by the Employer to require other basic work week. Examples of other
schedules are: Sunday through Wednesday and Saturday, Sunday through Thursday, Tuesday
through Saturday, etc. Organization and tenant Commanders have the authority to establish and
change tours of duty, lunch and rest periods IAW Air Force Instruction (AFI) 36-807. Proposed
changes should be discussed with a Union representative and employee but must be coordinated
with the Civilian Personnel Flight, 89 MSS/DPCE prior to implementation. Employees on other
than a normal work schedule who are scheduled to attend training under provisions of Article
23, Section E, will have their weekly or pay period work schedule changed to ensure the
employee works the appropriate hours for the week or pay period. Submission to the CPF of the
temporary change is not required. Supervisors will ensure that a minimum disruption to the
employee's schedule occurs because of their attendance at training.

Section B: Employees involved in rotational shifts/tours of duty will have their basic work
schedule posted in their work area a minimum of 7 calendar days in advance except when the
Employer determines that the Agency would be seriously handicapped in carrying out its
functions or that costs would be substantially increased, i.e., MDG Nutritional Medicine, Civil
Engineering (CE) Heat Plant.

Section C: The Employer and Union agree that applicable laws and directives relative to
holiday pay will apply.

Section D: The Employer and Union agree that the right to establish, modify, or change
established hours of work or tours of duty to accomplish the mission will be determined solely
by the Employer. The Employer agrees to give employees as much advance notice as possible,
not less than 2 weeks unless the Employer determines that the Agency would be seriously
handicapped in carrying out its functions or that costs would be substantially increased, and
provide the Union the opportunity to negotiate the impact and implementation (I&I) prior to any
changes to the basic work week schedule. (This section does not apply to employees normally
on rotating shifts; i.e., MDG Nutritional Medicine, CE Heat Plants. See Section B above.)

Section E: Lunch Periods: Unless precluded by workload requirement or by mutual consent of
the concerned employee and supervisor, lunch periods will not be scheduled to begin earlier than
3 hours nor more than 5 hours after the start of the shift. When mission requirements permit,
employees may be allowed to change their lunch schedule with concurrence of their supervisor.
If the employee is required to work through their non-paid lunch period, Management will
compensate the employee with the entitled overtime compensation for the lunch period.
Nothing in this Section would prevent the employee from filing a grievance.




                                              26
Section F: The Employer will allow time for the employee to change into work clothes at the
beginning of the workday. This amount of time will be consistent with the nature of work and
should not normally be more than 5 minutes. A reasonable amount of time will be provided to
store and protect government property, equipment and tools and to clean themselves up prior to
the lunch period and the end of the workday. Nothing in this Section will stop an employee
from filing a grievance if he/she feels a proper amount of time is not being given.

Section G: Consistent with mission requirements, 15-minute rest periods in each 4-hour work
period will be granted in accordance with appropriate directives. In no event will rest periods be
longer than 15 minutes. The parties agree that operating officials may, because of mission
requirements, delay or cancel the rest period. When this occurs the supervisor will reschedule
the break as soon as possible unless because of mission requirements this is not possible. (Rest
periods may not be granted immediately prior to or as a continuation of the lunch period;
immediately after the beginning or prior to the end of the workday; nor shall they be
cumulative).

Recognizing that the working situation of General Schedule (GS) employees differs from that of
Wage Grade employees, the provisions of this Section do not normally apply to GS employees.




                                               27
                                          ARTICLE 14

                             OVERTIME AND "CALL-BACK"


Section A: The Union agrees that the administration of any necessary overtime work (including
the nature of the work, the need for special skills, the priority of productive or support efforts,
and the number of employees required) is solely a function of Management. Overtime work will
be accomplished based on a rotational roster by volunteers in the appropriate skills required, as
far as practicable. The supervisor or designated organizational representative will maintain
overtime records for a period of 1 calendar year. In case of a dispute, the records will be made
available to the Union.

Section B: The Union recognizes the right of the Employer to require employees to perform
overtime work when required to accomplish the mission of the activity.

Section C: Employees assigned to emergency or unplanned overtime work will be given as
much advance notice of such assignment as possible. Notification for planned overtime work
will be given to employees at least 24 hours in advance and normally the preceding week.

Section D: A quarter-hour is the minimum period for which overtime required irregularly or
occasionally is paid; periods of less than a quarter-hour are not aggregated, but are dropped on a
daily basis. Supervisors should not keep employees beyond the end of their duty day unless
overtime has been approved.

Section E: An employee is entitled to 2 hours of pay or the overtime entitlement, whichever is
greater, if called back to perform unscheduled overtime on a non-workday, during hours outside
his/her normal work hours, on a holiday falling within his/her regularly scheduled workweek, or
after leaving his/her place of employment on a regularly scheduled workday. Scheduled or
unscheduled overtime continuous with an employee's regularly scheduled tour (either before or
after) of duty is not considered "Call-Back" time. "Call Back" assignments will be rotated when
practicable. Supervisors may take into consideration the distance an employee lives from the
base. Volunteers will be used when practicable.

Section F: Employees may be compensated for irregular or occasional overtime duty by pay or
compensatory time off as prescribed in appropriate directives. (Employees must request
compensatory time in lieu of pay.) If Management is unable to grant the compensatory time off
within 26 pay periods, the employee will be paid for the overtime worked at the rate in effect at
the time it was worked. (The supervisor must follow procedures outlined in the appropriate time
keeper manual).




                                                28
                                       ARTICLE 15

                              EMERGENCY EMPLOYEES


Section A: The designation of "emergency employee" will apply to those individuals having
specialized skills for those functions which must continue to be manned in the event of
adverse weather conditions and other emergency situations; i.e., equipment operators, heavy
equipment mechanics, electricians, heating and air conditioning, cooks, and food service
workers. If the Installation Commander declares a hazardous weather condition or
emergency situation exists or is immediately threatening, emergency employees are required
to remain on duty or to report to work as usual, or as instructed. The Employer agrees that
sound judgment will be used in designating employees as "emergency." Final approval for
the "emergency" designation is vested with the Group Commander. The identification of
employees occupying key positions under AFI 36-507 does not automatically identify
employees under the provisions of this Article.

Section B: During severe inclement weather at AAFB, management will make available
dining facilities and rest quarters on an equitable basis to military and civilian personnel.
Civilian employees designated as emergency will be notified each year, normally by 31
October, in writing by their supervisor of the requirement. If an employee disagrees with the
designation of their position as emergency, he/she may submit a grievance using the
negotiated grievance procedure outlined in this Agreement. Civilian mechanics in Vehicle
Maintenance may be designated "emergency" and told to report to work or remain on duty if
they support the hazardous weather or emergency mission. Management agrees to establish
"on-call" procedures for employees who are not in direct support of the snow/ice removal.
Supervisors will call individuals in on an "as needed" basis during reduced manning or other
unforeseen requirements. Volunteers will be used to the maximum extent possible.

Section C: The Installation Commander will determine as early as possible whether AAFB
will be on reduced operations. Announcements will be made through local news media as
soon as possible as to whether "non-emergency" personnel will be granted delayed arrival or
unscheduled leave. Announcements by OPM for Federal agencies do not apply to AAFB.
OPM’s announcements are primarily for the agencies inside the Washington Capital Beltway.




                                              29
                                        ARTICLE 16

                                       HAZARD PAY

Section A: The Employer will make every effort to minimize environmental or hazard
exposure to environmental or other hazardous situations. The Employer agrees that an
environmental or hazard differential will be paid according to applicable laws, rules, and
directives to employees who are exposed to hazards or physical hardships for which pay
differentials are authorized. The Union will bring to the attention of management specific
work situations that it considers to warrant differential pay. Appropriate action must be taken
on all work situations submitted.

Section B: Employees' complaints of environmental and hazard differential pay will be
discussed between appropriate levels of management and the Union, or through the
negotiated grievance procedure.

Section C: The Employer will ensure that information is disseminated to employees of the
appropriate procedures for requesting evaluation of possible hazardous conditions which
could result in receiving hazard pay.

Section D: The Hazardous/Environmental Differential Committee will include appropriate
officials and the Union President or his/her designee.




                                               30
                                         ARTICLE 17

                                    EMPLOYEE DEBTS


Section A: The Employer will not act as a collection agency in connection with commercial
obligations except as provided by appropriate directives.

Section B: It is the employee's responsibility to promptly pay all just financial obligations.




                                                 31
                                       ARTICLE 18

                               ENERGY CONSERVATION


Section A: The Union recognizes the importance of assisting the Employer in coping with
reduced energy supplies and budget through conservation of fuels, electricity, oil, steam, and
other forms of energy, and the Employer's right to take measures to conserve resources,
recognizing the employee's right to a safe and healthful working environment.

Section B: Employees will cooperate with the Employer and the Union to conserve energy
through conservation measures on all levels encouraged by the Employer.

Section C: When the decision is made to turn on or turn off heat/air conditioning systems at
AAFB, the Employer will ensure that no disparity will exist in regards to units or
organizations within the Employer's responsibility.        This will also include those
units/organizations which have self contained environmental systems.




                                               32
                                      ARTICLE 19

                                    PRODUCTIVITY


Section A: The Union and the Employer agree that increased productivity and efficiency
depend upon the effective use of the QAF concept and other modern and progressive work
practices.

Section B: The Union and the Employer agree to encourage employees to assist in the
identification and implementation of more efficient methods of improving quality in the work
environment to include services, elimination of wasteful practices, and conservation of
material and supplies.




                                              33
                                        ARTICLE 20

  UNION-EMPLOYER COOPERATION IN SUBSTANCE ABUSE PREVENTION
                   AND CONTROL PROGRAM



Section A: The Union recognizes and shares the concern of the Employer for the welfare of
its employees. The Union agrees to actively support and encourage its members to
voluntarily participate in the Department of Air Force's Substance Abuse Prevention and
Control Program if they need or could benefit from this program. Substance abuse includes
the use of any illicit drug or the misuse of any prescribed medication or the abuse of alcohol.

Section B: The Union and the Employer jointly recognize alcohol abuse as an illness which
is treatable. The earlier that an employee's problems relating to alcoholism can be identified,
the more favorable are the chances for a satisfactory solution. In addition, the parties
recognize that personal, financial, marital, family, legal problems, etc., may also create
medical/behavioral problems. Each of these problems may cause poor attendance and
unsatisfactory performance on the job. It is recognized that each problem has its own identity
and will be treated as such.

Section C: Any employee who participates in this program will be entitled to confidentiality
as well as all of the rights and benefits of the program in accordance with appropriate
directives.

Section D: The employee has the right to have the appropriate Union representative(s)
present at each formal counseling in which the employee reasonably believes that disciplinary
action could result. In these instances, the Union representative(s) shall be notified by the
employee at the employee's option.

Section E: An employee who agrees to counseling, medical treatment, rehabilitation
treatment; etc., may or may not be subject to disciplinary/adverse actions, depending upon the
circumstances of each case during their participation in the program.

Section F: Management agrees to publish annually and distribute to supervisors a copy of the
responsibilities of the supervisor in the Civilian Substance Abuse Prevention and Control
Program.

Section G: Employees who self-identify prior to having any performance or conduct
problems, and who voluntarily enter rehabilitation, who successfully complete rehabilitation,
and remain substance-abuse free thereafter shall not be disciplined for such self-identification
as stated in the Federal directives pertaining to employees with disabilities.




                                                34
                                        ARTICLE 21

          AIR FORCE CIVILIAN DRUG TESTING PROGRAM (AFCDTP)


Section A: The purpose of the Air Force Drug Testing Plan is to set forth objectives,
policies, procedures, and implementation guidelines, to achieve a drug-free Federal
workplace, consistent with Executive Order 12564 and Section 503 of the Supplemental
Appropriation Act 1987, P.L. 100-71. The Air Force (AF), as a result of its national defense
responsibilities, as well as the sensitive nature of its work, has a compelling obligation to
eliminate illegal drug use from its workplace. Civilian employees of the AF must refrain
from using illegal drugs whether on or off-duty. Use of illegal drugs is inconsistent with the
high standards of performance, discipline, and readiness necessary to accomplish the AF
mission. The Union recognizes and shares the concern of the Employer to achieve a "drug-
free" workplace.

Section B: The AF plan includes the following types of drug testing:

   1. Applicant testing;

    2. Random testing of employees in sensitive positions identified as "testing designated
position" (TDP);

   3. Reasonable suspicion testing;

   4. Accident or safety mishap testing;

   5. Voluntary testing; and

   6. Follow-up testing after counseling and/or rehabilitation.

Section C: When an employee is selected for "random testing," the immediate supervisor
will notify the employee in writing on the same day the test is scheduled. This will normally
be done within 2 hours of the scheduled test. The supervisor will explain that the employee is
under no suspicion of using illegal drugs and that the employee's name was selected
randomly.

Section D: All urinalysis samples will be taken at MDG, Andrews Air Force Base.

Section E: Bargaining unit employees may request that a Union representative accompany
them to MDG. The Union representative must be available within the 2-hour time frame
after employee notification of testing. Testing will not be delayed due to non-availability of a
Union representative.

Section F: In order to provide a complete sample (at least 60 milliliters) the employee may



                                                35
be required to remain at MDG until 1600 hours of the day sent for testing.

Section G: An employee testing positive shall be entitled to Union representation during any
meeting between the employee, Agency representative, or the Medical Review Officer
(MRO) concerning the test results, if the employee requests Union representation.

Section H: The MRO will inform the Program Coordinator (PC) of verified positive or
negative drug test results regardless of the type of testing. For verified positive test results,
the PC provides written notification to the first level supervisor.

Section I: Reasonable suspicion testing should be based upon a "Reasonable Suspicion" of
drug-related impairment supported by such factors as:

   1. Evidence of specific personal observations concerning job performance, appearance,
behavior, speech, or bodily odors of the employee or

     2. Hearsay information received from an unidentified source or sources supported by
corroborative evidence from a manager or supervisor with training/experience in the
evaluation of drug-induced impairment.

Section J: Requirement for observed testing. Generally, individuals subject to testing under
the AFCDTP will be permitted to provide urine specimens in private. However, collection
site personnel of the same gender as the individual tested may observe the individual provide
the urine specimen when there is reason to believe the individual may alter or substitute the
specimen. The Medical Unit Testing Program Monitor (MUTPM) is responsible for
designating the observer in these situations. The PC must provide the MUTPM written
notice that an observed test is required under the following circumstances:

   1. Reasonable suspicion testing;

   2. Accident or safety mishap testing;

   3. The individual has previously been found by the AF to be an illegal drug user;

   4. The individual has previously tampered with a sample; and

    5. Facts and circumstances suggest that the individual is an illegal drug user. In most
cases, this type of testing would be covered under reasonable suspicion.

Section K: The Union may request a list of bargaining unit employees tested and number of
non-bargaining unit employees tested. Non-bargaining unit employees will be identified by
position only.

Section L: The Union may visit the lab at MDG upon request and coordination with the PC
and MUTPM.



                                                36
Section M: An employee who, upon entering on duty or during the 30-day random drug
testing notice period, self-identifies a drug abuse problem and meets all of the conditions for
"safe harbor" provisions shall be protected from disciplinary/adverse action as governed by
civilian drug testing directives.




                                               37
                                       ARTICLE 22

                              FACILITIES AND PUBLICITY


Section A: Management agrees to provide a facility to be used as Local 2121's Union office.
The Union will sign and honor the Department of the Air Force (DAF) license as written by the
Employer. The Union will provide any and all equipment at no expense to management.
Management agrees to have a phone line installed. The Union agrees to clean the facilities, not
to abuse or misuse the building or items therein contained. The Union may have access to, and
the use of, excess administrative equipment.

Section B: The Employer agrees to provide bulletin board space within designated areas for the
posting of Union material. Such space shall consist of an area sufficiently large enough to
accommodate eight 8 1/2 X 11-inch sheets of paper. Notices will not violate any law, the
security of the activity, or contain scurrilous or libelous material. The Union shall keep
information current and remove outdated material.

Section C: The Employer agrees to distribute the Agreement to all supervisors and management
officials who will be concerned with its administration. The Employer agrees that the
Agreement will be posted on employee bulletin boards for use by the employee. The Employer
will make copies of the Agreement available to new employees at orientation. The Union is
responsible for distributing copies to current employees.

Section D: The Employer agrees to bear the cost of printing the initial 1500 copies of the
Agreement to be split equally between the parties. The parties agree to bear costs of printing
subsequent copies of the Agreement equally. Any amendments or supplements thereto will be
accomplished by the Employer.

Section E: A Union representative will be entitled to privacy when conducting a discussion or
preparing a grievance or an appeal with an employee. For this purpose, a meeting room or
suitable space will be provided for the Union official and employee.

Section F: Quarterly, the Employer will give the Union a list of names, position titles, grades,
and organizations of all employees within the Unit.

Section G: IAW Department of Defense (DoD) policy and AFI 33-111, Telephone Systems
Management, para 16.1, personal telephone calls (such as calls to speak to spouse, minor
children, or to arrange for emergency repairs to residence or automobile, that must be made
during the working hours over the commercial local/long distance network may properly be
authorized by the supervisor as being in the best interest of the government if the call is
consistent with the following criteria:




                                              38
    1. It does not adversely affect the performance of official duties by the employee or the
employee's organization;

   2. It is of reasonably short duration and frequency; and

   3. It could not reasonably have been made at another time.

   4. In the case of long distance calls is:

       (a) Charged to the employee's home telephone number or other non-government number
(Third Party Call);

      (b) Made to an 800 Toll-Free Number;

      (c) Charged to the called party if a non-government number (collect call); or

      (d) To a personal telephone credit card.

Section H: Membership Drives: Upon request and subject to normal security limitations, the
Union will be authorized to conduct 2 membership drives with bargaining unit employees within
a 1-year period. Such drives will be conducted before and after work, during non-paid lunch
hours and other non-duty time. Such drives will be conducted in non-work areas except when
otherwise designated by management. Details regarding space, use of facilities, and other
related matters will be worked out prior to the drive.

Section I: The Union will have access to the personnel directives issued by the OPM, Air Force
instructions, etc. located in the CPF and the Master Reference Library. When funding is
available, the Employer agrees to provide the Union with copies of the above directives.

Section J: The Base Information Transit Center (BITC) will be used to distribute all newsletters,
minutes, and union mailouts.




                                                 39
                                           ARTICLE 23

                                            TRAINING


Section A: The Employer and the Union agree that the training and development of employees
within the Unit is a matter of primary importance to the parties.

Section B: It is Air Force policy to provide the training necessary to ensure the maximum
efficiency of civilian employees in the performance of their official duties. Based on the
availability of funds, full opportunity to participate in training will be given without regard to
race, color, religion, sex, national origin, age, or other factors unrelated to the need for training.

Section C: In recognition of the mutual advantages of QAF, the Employer and the Union agree
to encourage employees to take an active role in the identification and implementation of more
efficient methods of improving quality in the workplace environment through the use of
training.

Section D: The Employer and the Union agree that for employees required to become proficient
in new skill(s) as outlined in the multi-crafted/multi-skilled philosophies, proper training such as
formal classroom instruction may be provided. Upon completion of training, it will be
annotated on his/her AF Form 971. The Employer will consider an employee’s experience and
training when assigning new skills and he/she will only be responsible for new skills after
proper training. Employees’ PDs/CDs and performance plans will include all major tasks
required in their job.

Section E: If the Employer requires job training at the installation to be conducted beyond an
employee’s normal duty day, appropriate compensation will be paid in accordance with
applicable laws, rules, and directives. An employee who desires to participate in a course of
instruction which is job or mission-related and approved by the Employer for presentation on the
installation will submit a request through his/her supervisor for attendance at such a course.
Attendance by an employee at these employer-sponsored course of instruction, approved by the
supervisor, will be on duty time not to exceed the number of hours in the employee’s daily tour.
The parties agree that all training or development by the employee on official time must be
either job, or mission related, or be for the benefit of the Government. Changes to the
employee's tour to attend training will be in accordance with Article 13, Section A.

Section F: Employees may be eligible to attend OPM/United States Department of Agriculture
(USDA) courses and other courses that are job or mission related. The supervisor will ensure
that all qualified employees interested in attending such courses will be afforded the opportunity
to do so when funding is available and the Employer has determined the training to be
necessary. The supervisor will nominate the employee using the DD Form 1556.

Section G: All training received which is significant to an employee's future assignments will



                                                 40
be recorded on the AF Form 971, Supervisor's Employee Brief (Computer Generated).
Employees may review their computerized data at least once per year and may, upon request,
receive a copy.

Section H: The Employer will allow a Union official and/or bargaining unit employee to enroll
in OPM/USDA or other self-development courses if manning level permits (the Union pays
OPM/USDA directly). (This section applies to non-job related training that the Union wishes to
pursue.) (It is understood that time for these courses will be "Duty Time" and recorded on the
time sheet as such.)

Section I. The Employer and the Union agree that Union officials may be granted a reasonable
amount of official time for training purposes, i.e., shop steward training, classes given by NFFE
National Headquarters, etc.). Training time will be allowed IAW Article 6, Section N.

Section J. Management and the Union agree to encourage employees to participate in self-
development activities in order to better qualify themselves in their work or contribute to their
jobs. “Nice to have” training will not be approved unless related to job requirements and may
be on the employee’s own time.




                                               41
                                      ARTICLE 24

            DISTRIBUTION OF HEALTH BENEFIT PLAN BROCHURES


The CPF agrees to distribute an OPM enrollment information guide and plan comparison charts
to all employees covered by the Agreement upon their entrance to employment. The CPF will
furnish the NFFE employees health benefit brochures during open season enrollment periods.




                                            42
                                        ARTICLE 25

                                    CHARITY DRIVES


Section A: The Employer and the Union agree that employee monetary contributions to
charity drives is voluntary and that no form or name taking will be used to obtain their
monetary contributions. The Employer and the Union will encourage employees within the
Unit to volunteer some time, talent, and contribute to charitable organizations as part of their
personal responsibility as citizens in our communities where we work and live.

Section B: The Employer and Union agree to cooperatively participate in fund raising
programs conducted in accordance with current Air Force directives within the Federal
service for voluntary health and welfare agencies.

Section C: The Employer and Union agree that all contributions will be recorded and kept
confidential and be used for accountability only. The Union can participate in certain
activities after coordination with the LRO.




                                                43
                                        ARTICLE 26

                            USE OF CONTRACT SERVICES


Section A: Management will inform the Union within 30 calendar days of receipt of
notification of the possibility of contracting out of bargaining unit work. Management will
extend an invitation to meet with the Union prior to employee notification.

Section B: The Union may have a representative present at the pre-bid and bid opening
conferences.

Section C: Management will consult with the Union, and offer them the opportunity to
bargain over the impact and implementation (I&I) concerning the adverse impact on Unit
employees due to a decision to contract out.

Section D: Management agrees to consult with the Union on a regular basis, no less than
monthly, during the development and preparation of the Performance Work Statement (PWS)
and the Most Efficient Organization Review and will consider the constructive comments of
the Union.

Section E: Management will provide the Union, if requested, a copy of the invitation to bid
(ITB) or request for proposal (RFP); abstracts of bids; correspondence from higher authority
directing the cost study; correspondence from the Department of Labor regarding certification
of wage rate; the PWS, the "milestone" chart, or similar document setting forth the estimated
dates for the contracting out; and all changes to the PWS.

Section F: Management will include a Union representative in the "walk through" by bidders
of the function undergoing a cost study.

Section G: Management recognizes the rights granted under applicable law. Refusing the
right of first refusal because of displacement due to contracting out shall not deny a Unit
employee of any rights he/she might otherwise have under applicable reduction-in-force
(RIF) procedures; however, such refusal may, in accordance with applicable law and
directive, affect the employee's entitlement to severance pay.

Section H: Management agrees to provide the Union a copy of the Management Cost Study
during the public review following the cost comparison.

Section I: Employees whose positions are abolished as a result of the contracting out will
have their rights exercised through RIF. The Employer agrees to take all possible actions to
minimize the impact on employees when a function is contracted out. Affected employees
will be reassigned and/or retained to the maximum extent possible. Maximum retention of
career employees shall be achieved by considering attrition patterns and restricting new hires.




                                               44
                                        ARTICLE 27

                           SPECIAL TOOLS AND CLOTHING


The Employer, as per Air Force Occupational Safety and Health (AFOSH), Occupational Safety
and Health Administration (OSHA), and Bioenvironmental Health or directives, agrees to
provide civilian employees the following at no cost:

    1. Special tools, common hand tools, and equipment required in the various jobs assigned,
during the course of their duties, as per above listed directives.

   2. The Employer agrees to provide at no cost to employees, all protective devices; materials,
such as safety glasses, ear protection, safety toe boots or shoes; and protective clothing. (The
organizational commander may determine the appropriate type/style of shoe.) This Agreement
will be subject to directives governing property accountability. Employees will provide the
normal clothing suitable for weather conditions encountered in the work area.

     3. Air Reserve Technicians are issued all clothing, tools, and equipment necessary to
perform assigned duties. ARTs will not be double-issued items.




                                              45
                                      ARTICLE 28

          EMPLOYEE ORIENTATION AND INFORMATION RELEASE


Section A: Union requests for information under 5 USC 7114(b)(4) will be made in writing
to the Labor Relations Officer.

Section B: In accordance with the Freedom of Information Act (FOIA) and the Privacy Act,
the Employer will provide to the Union, any requested information, material, directives,
supplements, classification standards, etc., if requested through FOIA.

Section C: The Employer agrees that during the new employee orientation time will be
allotted for the new hires to be briefed about the Union by a Union official.




                                            46
                                         ARTICLE 29

                                  HEALTH AND SAFETY


Section A: The Employer agrees to establish and maintain an aggressive occupational safety
and health program that will, as a minimum, meet OSHA standards and other applicable
government directives and laws. All employees are responsible for prompt reporting of
observed unsafe conditions to their supervisor. Hazardous conditions that cannot be corrected at
the unit level will be reported to the base Ground Safety Office.

Section B: The Employer and the Union will cooperate in the continuing effort to eliminate
accidents and health hazards.

Section C: The Union is authorized a representative, who must be an elected Union official, on
the Wing Safety Mishap Prevention Council at AAFB.

Section D: As required by the duties of the position and established by the Environmental
Health and Safety offices, protective clothing and equipment as prescribed by AFOSH standards
will be provided by the Employer. If existing safety and health guidance regarding protective
clothing or equipment required for a specific task is found to be inadequate or questionable,
local safety or bioenvironmental personnel in coordination with management will determine the
protective equipment to be used. Employees will be required to use and maintain items of
protective equipment furnished to them.

Section E: Employee health care will be provided consistent with Agency and OPM directives.
MDG employees will comply with all requirements and aspects of the medical treatment facility
infection control and employee health program IAW AFI 48-105, Control of Communicable
Diseases.

Section F: When an employee suffers an industrial or occupational illness or is injured in the
performance of his/her duties, he/she will report the mishap to his/her supervisor immediately.
The employee will be told the procedures for filing a claim for benefits under the Federal
Employees' Compensation Act (FECA). The Civilian Personnel Flight will provide information
about the types of benefits available.

    1. All Unit employees are covered for workers' compensation under the FECA. When an
employee sustains a traumatic, disabling injury in the performance of duty, the employee or
someone acting on his/her behalf must give a written report on Form CA-1 to the supervisor as
soon as possible but not later than 30 calendar days from the date of injury. The employee will
inform the supervisor if he/she wishes to receive sick or annual leave or whether he/she requests
continuation of regular pay for the period of disability. The Employer shall authorize
examination and appropriate medical care on Form CA-16 when an employee is injured by
accident while in the performance of duty. If treatment is obtained, the employee must ask the
treating physician the earliest date that he/she will be able to return to work. Continuation of



                                               47
Pay (COP) may be denied if notice of injury is not given within 30 calendar days.

     2. Employees will immediately report all injuries or illnesses which occur on the job, no
matter how slight, and will be required to go to MDG to receive initial medical treatment. After
initial treatment, employees are encouraged to use the services of MDG but may use the services
of a private provider if they so choose.

   3. The Employer will, as soon as possible, provide the employee with the name and phone
number of the Employee Relations Specialist in the Employee Relations Section so the
employee may receive counseling on the employee's rights and options under the FECA and
guidance on completing the necessary forms.

   4. When an employee elects to file a claim, the Compensation Administrator shall process
and promptly forward to the Office of Workers' Compensation Program (OWCP), the employee
and Employer documentation required when an employee sustains an on-the-job injury or
contracts an occupational disease.

   5. Employees who are temporarily unable to perform their regularly assigned duties because
of injury or job related illness, but who are capable of returning to or remaining in a duty status,
may be detailed to suitable positions if such assignment is compatible with their physical
condition.

   6. As soon as practicable after official notification to the nearest next of kin, the Employer
shall notify the President of the local of serious on-the-job illness, injury, or death of an
employee in the Unit so that the Union may extend Union benefits to which the employee and/or
the employee's family may be entitled.

Section G: If a Unit employee feels that a condition exists which may be hazardous or dangerous
to his/her health in the operation in question, he/she will report the condition to his/her
supervisor or shop steward. However, the employee must obtain supervisory approval to cease
the performance of the assigned duties. The Employer agrees that an employee has the right to
decline to perform his/her assigned task because of a reasonable belief that, under the
circumstances the task poses a risk of imminent danger with a reasonable belief that there is
insufficient time to seek effective redress through normal hazard and abatement procedures.
Imminent Danger Situations. If a situation exists that could reasonably be expected to cause
death or serious injury at any time, the supervisor or individual in charge will take prompt action
to protect all affected employees. Such hazards must be promptly abated or interim control
measures taken to reduce the risk to an acceptable level. According to applicable directives, a
notice or Risk Assessment Code 1, Imminent Danger, must be posted in the affected work area
near, or on the hazard as applicable. The notice must contain information as shown below and
must remain posted until the hazard has been abated:

   1. A warning and description of the unsafe or unhealthy condition.

   2. Interim control measure in effect.



                                                48
Employees reporting a safety hazard will have the right to have a Union representative present if
he/she so desires.

Section H: The Employer will maintain an effective and comprehensive occupational safety and
health program which is consistent with all applicable laws and directives.

Section I: In the course of performing their normally assigned work, shop stewards will be alert
to unsafe practices and equipment conditions in their area of responsibility. If an unsafe or
unhealthy condition appears to exist it will be reported to the supervisor. If the matter cannot be
resolved at this level, it will be referred to the appropriate level of management. The Safety
Office will, upon request, render a determination of the safety condition in question.

Section J: An employee who is engaged in potentially hazardous duty shall not be permitted to
work alone or beyond the call or observation of other employees in accordance with AFOSH
standards and applicable directives.

Section K: The Employer and the Union agree to strongly encourage employees to become
qualified/certified in cardiopulmonary resuscitation (CPR). At the Employer’s discretion, the
Employer will provide training and certification for all employees interested in becoming CPR
certified. Training will be scheduled by the supervisor. All employees of the MDG must
maintain current certification.

Section L: The Employer agrees that the Union President or his/her designee will be a member
of the Wing Safety Mishap Prevention Council. He/she will be notified of the meetings by the
Safety Office. The Union/Employer may submit agenda items. The Union may also attend the
Washington Area Safety Council meetings.

Section M: The Employer agrees to consult with the Union prior to implementation of new or
changes to existing safety directives, etc.




                                                49
                                         ARTICLE 30

                 TEMPORARY DUTY, TRAVEL PAY, AND PER DIEM


Section A: Employees traveling on official business are expected to exercise the same care
that a reasonable and prudent person would exercise if traveling on personal business.
Unnecessary or unjustified delays, luxury accommodations, or circuitous routes in the
performance of the mission are not acceptable as the acts of a reasonable and prudent person.

Section B: The beginning dates and the number of days of temporary duty (TDY) travel will
normally be shown in the travel orders. All travel orders will be prepared and given to the
employee 2 weeks in advance of his/her travel day, whenever possible. To the maximum
extent practicable, management will schedule necessary travel dates within an employee's
regular scheduled hours of duty in connection with official travel.

Section C: Transportation may be authorized by Government vehicle, ship or aircraft, by
privately owned conveyance, or by common carrier. The desires of the employee as to mode
of transportation to be used in performing official travel will be considered to the extent
allowable by applicable and appropriate directives.

Section D: When authorized travel is performed by privately owned vehicle and not at the
convenience of the Employer, the employee will be reimbursed at the constructive common
carrier travel cost, air or land, or at allowable privately owned vehicle cost, whichever is less.

Section E: An employee scheduled for TDY travel may receive an advance using the
government-sponsored charge card (GSCC) at a local Automated Teller Machine (ATM).
Withdrawals at the ATM using the GSCC card, should be limited to out-of-pocket expenses,
e.g. meals and taxi fares. GSCC will charge the employee a 2.75% ATM fee that is
reimbursable on the travel voucher. ATM receipts are required to determine the amount
withdrawn. Also, the GSCC card should be used to directly charge hotel and rental car
expenses. For TDYs over 30 days, an advance may be obtained through the local Financial
Services Office. This payment will be made by Electronic Funds Transfer (EFT) to an
account of the employee’s choice.

Section F: When an employee is on TDY and the stated approximate or specific length of
days duration in the original TDY orders is extended, the employee will be notified before the
extension begins and, time permitting, copies of his/her amended special orders will be
forwarded immediately to the employee. Upon receipt of the amended orders, travel vouchers
may be submitted at the TDY station by the employee for payment of an additional advance
through EFT. The travel advance will be collected or adjusted upon completion of the travel.

Section G: An employee will normally not be expected to use a carrier that requires boarding
or leaving the carrier between 2400 and 0600 hours if the mission requirements can be met
by earlier or later departure or arrival times.



                                                 50
Section H: An employee will not be authorized to use his/her privately owned vehicle for
official use and claim reimbursement; therefore, unless prior written approval is granted by
the approving authority. When such use is approved, the employee will be reimbursed at the
mileage rate prescribed by appropriate directives.

Section I: Employees placed on TDY to an installation where quarters are available cannot
be reimbursed for commercial lodging unless a certificate of nonavailability of Government
quarters (DD Form 1351-5) is issued to support lodging payment.

Section J: Time spent by an employee in travel status outside his/her regularly scheduled
tour of duty is overtime if the travel involves the performance of work while traveling; is
carried out under arduous conditions; or results from an event which could not be scheduled
or controlled administratively.

Section K: When extensive travel outside of regular scheduled hours of duty is required,
employees may be authorized to be absent from work without charge to leave or loss of pay for a
reasonable time to recuperate from fatigue or loss of sleep. In determining reasonable time the
supervisor considers the adverse affect of work performance, health or well being, and any
safety hazard which might result from working while fatigued. Normally this should not exceed
4 hours. However, when the total elapsed travel time is 20 consecutive hours, as in the case of
travel between the Continental U.S. and Europe or the Pacific, up to 8 hours may be granted.




                                              51
                                         ARTICLE 31

                      DETAILS AND TEMPORARY PROMOTIONS


Section A: The Employer agrees that when an employee is assigned to a higher grade position
and his/her assignment will last for 45 days or more and the employee is fully qualified for
promotion and meets the requirements of the base Merit Promotion Program, he/she will be
temporarily promoted in lieu of a detail. Details and temporary promotions will, where
practicable, be rotated among employees who are fully qualified to perform the duties of the
position requiring detail or temporary promotion. All details and temporary promotions,
regardless of duration, will be recorded on the employee’s AF Form 971. When a detail is to
last for more than 30 consecutive days it will be documented on an SF 50, Notification of
Personnel Action, and placed in the employee's Official Personnel Folder (OPF). The employee
will be provided a copy of the SF 50, which will include a position description or core document
of the duties to be performed. An employee may complete appropriate documentation to be
filed in their OPF when detailed for 30 calendar days or less. The SF 172 must be certified as
true and accurate by the supervisor. If a position is to remain vacant for more than 30 calendar
days, management is strongly encouraged to detail or temporarily promote to the position
immediately, in order that employees may receive experience and/or pay for higher graded
duties.

Section B: An employee serving on a temporary promotion shall receive consideration for
permanent promotion to all positions for which he/she is qualified above his/her permanent
grade level. Service under a temporary promotion shall be counted for all purposes the same as
any other service.

Section C: When a temporary promotion is terminated, the employee shall normally return to
his/her regular position unless the temporary promotion is converted to a permanent promotion
and the time limitation is removed.

Section D: It is agreed that details may be used to meet temporary needs of the workload of the
unit. All details will be made in conformity with appropriate directives issued by OPM,
Department of the Air Force civilian directives, and this Agreement. A detail is a temporary
assignment of an employee to perform duties of another position. A detail is without change in
the employee's pay or status; at the end of the detail the employee returns to his/her regular
position. Details may be made appropriately under circumstances such as the following:

    1. For meeting emergencies occasioned by abnormal workload, change in mission or
organization.

   2. For training purposes, particularly where such training is a part of established promotional
or developmental opportunities.

  3. To provide a substitute for an employee or supervisor who is on extended leave, or who is



                                                52
detailed or on temporary promotion to another position, or provide interim support when a
position has been vacated.

Section E: The Employer agrees that details will normally be kept to the shortest practicable
time limits and that a continuous effort will be made to secure necessary services through
permanent personnel actions.




                                             53
                                         ARTICLE 32

                                    MERIT PROMOTION


Section A: The Employer agrees that all promotions within the Unit shall be in accordance with
the AAFB Merit Promotion Program which will conform to policies and requirements of the
OPM and AF directives. The purpose of the Merit Promotion Program is to provide opportunity
for all interested and qualified employees to be considered for promotion on the basis of merit.
Any promotion made which is found to be in violation of law or directive shall be corrected in
accordance with applicable law or directive. The Employer and Union agree that the policy of
the Employer will be to the maximum extent possible, to utilize all employees' experience and
skills. Both parties agree that the selection and promotion of employees will be on the basis of
qualifications and merit.

Section B: The Employer shall distribute a copy of the Merit Promotion Program to supervisors
of bargaining unit employees.

Section C: The Promotion Certificate will be issued in accordance with the AAFB Merit
Promotion Program.

Section D: A selectee from the Promotion Certificate is free to inquire as to the status of a
promotion whenever there has been an undue delay in completing the action. The inquiry may
be addressed to the supervisor having jurisdiction over the vacancy to be filled.

Section E: Questions about the base Merit Promotion Program should be referred to the Staffing
Specialist servicing the employee's organization. Questions concerning a specific promotion
action may be referred to the supervisor or the Staffing Specialist in the CPF responsible for the
action. The formal means for resolving promotion complaints is through the grievance
procedure. The parties fully understand that the OPM does not accept appeals of promotion
actions, although it may investigate the operation of the Employer's promotion program.

Section F: The following information about a specific promotion action will be made available
upon request by an employee; (1) The Civilian Personnel Flight will advise whether the
employee was considered for promotion and, if so, whether he/she was found eligible on the
basis of the minimum qualification requirements for the position; (2) The selecting official will
advise who was selected for promotion; and (3) The selecting official will advise in what areas,
if any, the employee should improve himself/herself to increase his/her chances of future
promotion.

Section G: When vacancy announcements are used, the announcement will state whether or not
interested candidates, including serviced employees, must submit an AAFB 24, Application for
Announced Vacancy, or one of the optional forms of application for Federal employment, to
receive consideration. The Union will receive a copy of all vacancy announcements.




                                               54
Section H: It is the employee's responsibility to ensure his/her personnel records and career
brief are accurate and up to date. The Union and Employer agree to encourage employees to
review their career briefs annually.




                                             55
                                       ARTICLE 33

                                  FILLING POSITIONS


The parties agree that the Employer has the right to fill vacant positions by promotion,
reassignment, temporary promotion, detail, or other authorized procedures. Management
officials will determine the most effective and efficient method of filling positions, giving
appropriate consideration to filling positions from the serviced workforce and in accordance
with OPM and AF directives.




                                              56
                                        ARTICLE 34

               DEVELOPMENTAL OPPORTUNITY PROGRAM (DOP)


Opportunities for developmental positions will be afforded in accordance with the provisions
of Air Force Manual 36-203, Staffing Civilian Positions. Specifically:

    1. Bridge positions will normally be restructured to GS-4 entry level for target positions
in the GS-5 to GS-8 range, and career positions to GS-5 entry level for target positions in the
GS-9 to GS-12 range. For Federal wage employees entry level WG-5 with target WG-9, 10,
or 11. Progression will normally follow time-in-grade restrictions of one grade per year for
1-grade interval clerical and technical series, and two grades per year for 2-grade interval
administrative series.

   2. Employees must apply, using the appropriately identified forms, during the open period
of the announcement, for consideration for DOP positions. Competition will be limited to
those employees who have applied for consideration before the closing date of a specific
announcement. Applicants who decline to be considered for or to accept a DOP position
when offered will not be referred for a similar position during the following 12 months.




                                               57
                                       ARTICLE 35

                             REDUCTION IN FORCE (RIF)


Section A: The Employer agrees to notify the Union of any proposed RIF affecting Unit
employees and to consult with the Union on local implementation. The Employer further
agrees to notify the Union as far in advance as practicable, giving the approximate number of
employees and competitive level to be affected as known at that time; the date, if known, the
action that is to be affected; and the reasons for the RIF.

Section B: In the event of a RIF, only existing vacancies for which there are no hiring
restrictions will be utilized to the maximum extent to place employees in continuing
positions who otherwise would be separated from the service.

Section C: Any career-conditional employee who is separated because of RIF will be placed
on the reemployment priority list in accordance with the eligibility provisions of applicable
and appropriate directives. It is understood that acceptance of a temporary appointment will
not alter the employee's right to be offered permanent employment.

Section D: The Union retains the right to request impact bargaining in the event of a RIF.
An informational meeting may be held prior to employee notification to allow the Union to
prepare a proposal to negotiate.

Section E: The Employer will provide to the employee all information needed to appeal
his/her release to the Merit Systems Protection Board (MSPB). RIFs will be conducted in
accordance with DoD and applicable directives governing RIFs.

Section F: The specific notice to individual employees will be issued no later than 60
calendar days prior to the effective date of the RIF.

Section G: Employees will receive retention service credit for the last three performance
ratings received during the 4-year period prior to the date RIF notices are issued, or when a
cutoff date is used, the 4-year period prior to that date.




                                              58
                                     ARTICLE 36

                                    RETIREMENT


The Employer recognizes its obligation to inform employees of the bargaining unit of the
retirement benefits for which they may be entitled and to assist them in processing their
retirement applications.




                                            59
                                       ARTICLE 37

                                         PARKING


Section A: Bargaining unit employees shall have free parking for the life of this Agreement,
so long as paid parking for employees is not ordered by executive order, law, or directive. If
paid parking is ordered, the Employer and Union will come together for I&I negotiations.

Section B: Facilities located on AAFB will provide properly marked handicap parking.




                                               60
                                         ARTICLE 38

                     PERFORMANCE MANAGEMENT PROGRAM


Supervisors will discuss and document performance discussions after the 4th, 8th, and 12th
(final) month of the rating cycle. Discussions will be annotated on the AF Form 971. The
performance plan will be discussed in its entirety at the beginning of the rating cycle or within
30 days of assignment to the position. The employee must have a clear understanding of what is
expected of him/her. Specifically, to include how to meet and exceed the standards and
elements. This will be done in writing in the initial discussion. In the periodic feedback
discussions the employee will be told whether he/she is meeting, not meeting or exceeding each
of the elements in the performance plan. The supervisor will use the form developed by the CPF
to document this discussion. The employee shall be entitled to a copy of this form if he/she
requests it. This form will become an attachment to the AF Form 971.




                                               61
                                        ARTICLE 39

                              PERFORMANCE AWARD (PA)


Section A: When an employee receives a superior or excellent performance rating, the
employee may be recognized in accordance with all applicable laws, directives, and instructions.
The rater and reviewing official make recommendations for the PA. Final approval is subject to
approval by the awards approving authority of the appropriate organization.

Section B: The Union may request a performance management and/or performance award
briefing from the LRO each appraisal cycle to keep them abreast of any changes in the program.

Section C: The Union may request a listing from the CPF showing awards distribution.




                                              62
                                        ARTICLE 40

             ACTIONS BASED ON UNACCEPTABLE PERFORMANCE


Section A: An employee may be reassigned, reduced in grade, or removed from Federal
service for unacceptable performance as follows:

When an employee is alleged to be performing at an unacceptable level, the employee will be
notified in writing of his/her unacceptable performance, what action must be taken by
him/her to improve his/her performance to an acceptable level, and what assistance will be
provided by the employer to help the employee to improve his or her performance. The
employee will be given a minimum of 60 days and not longer than 120 days, in which to
bring his/her performance up to an acceptable level. At the end of the opportunity to improve
period, the employee will be reevaluated and informed in writing of his/her performance. If
the performance has not improved and corrective action is necessary, the following
procedures will be applicable:

      1. An employee whose reduction in grade or removal is proposed will be given a
minimum of a 30-day written advance notice, of such proposed action. The notice period may
be extended for no more than 30 additional days if requested by the Union and approved by
the second level supervisor. The notice will include specific instances of unacceptable
performance by the employee on which the proposed action is based and the critical elements
of the employee's position involved in such instances of unacceptable performance.

    2. The employee will be given a reasonable time, but no less than 15 days to answer the
advance notice both orally and in writing and is entitled to Union representation or another
representative of his/her choice.

    3. The decision to retain, reduce in grade, or remove an employee shall be made within
30 days after the expiration of the opportunity to improve period. The decision letter shall
contain the employee's grievance and appeal rights.

Section B: It is agreed that a reduction in grade or removal shall be based on those instances
of unacceptable performance by the employee which occurred anytime during a 1-year period
preceding the date of the rating period on which the advance written notice is based.

Section C: The Employer agrees that if, because of performance improvement by the
employee during the notice period, the employee is not reduced in grade or removed and the
employee's performance continues to be acceptable for 1 year from the date of the advance
written notice provided in this Article, any entry or other notations of the unacceptable
performance for which the action was proposed shall be removed from any Agency record
relating to the employee.

Section D: If an employee feels that there is an item in the performance standard that is not fair



                                               63
and equitable, which does not deal with the substance of performance elements and performance
standards, or identification of the critical elements of a position and establishment of
performance standards, then he/she may request that it be referred to the next level of
supervision for review.




                                             64
                                          ARTICLE 41

                                 GRIEVANCE PROCEDURE


Section A: Introduction: The Employer and the Union recognize the importance of settling
disagreements and disputes promptly, fairly, and in an orderly manner that will maintain the
self-respect of the employee and be consistent with the principles of good management. To
accomplish this, every effort will be made to settle grievances expeditiously and at the lowest
level of supervision. Nothing contained in this Article shall be construed to deprive any
employee or employees of the rights guaranteed to them by provisions of 5 USC 71, Labor-
Management Relations. Employees, their representatives, and witnesses must be free from
restraint, interference, coercion, discrimination, or reprisal in presenting grievances and in
giving testimony. The negotiated procedure shall be the sole procedure to be utilized for the
matters covered therein.

Section B: Scope: A grievance means any complaint:

  1. By an employee concerning any matter relating to the employment of the employee;

  2. By the Union concerning any matter relating to the employment of any employee; or

  3. By any employee, the Union, or the Employer concerning:

     a. The effect or interpretation or a claim of breach, of a collective bargaining agreement;

     b. Any claimed violation, misinterpretation, or misapplication of any law, rule, or directive
affecting condition of employment;

   4. Except that it shall not include a grievance concerning those items listed in Section C
below.

Section C: Exclusions:         The negotiated grievance procedure shall not apply to any
dissatisfaction concerning:

  1. Violations pertaining to prohibited political activities;

  2. Retirement, life, or health insurance programs;

  3. A suspension or removal under Section 7532 (National Security) of 5 USC;

  4. An examination, certification, or appointment;

   5. The classification (title, series, and grade) of any position which does not result in the
reduction of pay of an employee;



                                                 65
  6. The separation of employees during the probationary period;

  7. A notice of proposed disciplinary or adverse action;

    8. Nonselection for promotion from a group of properly ranked and certified candidates or
failure to receive a noncompetitive promotion;

    9. Failure to adopt a suggestion, or a decision to disapprove a quality salary increase, a
performance award, or other type of honorary or discretionary awards;

  10. Personnel actions resulting from reduction in force; and

  11. Complaints of discrimination that could be filed under the 29 CFR 1614.

  12. Application of OMB Circular A76.

Section D: Grievability: Questions as to whether or not a matter is grievable subject to the
terms of this Article shall be submitted to an arbitrator for that threshold determination, subject
to appeal to the Federal Labor Relations Authority.

Section E: Nonintervention: Any employee or group of employees in the Unit may present
grievances arising under this Agreement to the Employer and have them resolved without
intervention by the Union. In such instances, the Union has a right to have an observer present
at resolution discussions and advise Management of its concerns, if any, prior to resolution of
the grievance. Notification by management, on the day prior to the date of the resolution
meeting, of the time and place of the meeting constitutes discharge of the management
obligation.

Section F: Complaint Options: Complaints involving (1) removal or reduction in grade of an
employee for unacceptable performance; (2) suspension for more than 14 calendar days; (3)
reduction in pay; (4) furlough of 30 calendar days or less; or (5) reduction in grade or removal
for reasons other than unacceptable performance may be adjudicated using either the negotiated
procedure or the appellate procedures established in the Civil Service Reform Act of 1978, but
not both. An employee must exercise his/her option by filing a timely notice of appeal under
applicable appeal procedures or by initiating the grievance procedure at Step 3 within 20
calendar days after the effective date of the action. Grievances filed at Step 3 under this option
must be in writing, identifying the employee by name, title, grade, and organizational unit; must
state the Section(s) of this Agreement in dispute (if applicable), the remedial action sought; the
designated representative (if any); and be signed by the employee and submitted in duplicate to
Installation Commander, Attn: Civilian Personnel Officer.

Section G: Group Grievances: An identical grievance, or substantially similar ones, by two or
more employees, will be considered as a single grievance. A decision on such grievances
applies to all employees in the group and each is given a copy of the decision. An employee



                                                66
may withdraw from a group grievance, in writing, any time before a decision is rendered;
however, he/she may not then initiate the same, or a substantially similar, grievance.

Section H: Official Time: One Union official (if the Union is grieving), the employee and a
Union observer (if the employee is grieving and representing himself/herself), or the employee
and his/her Union representative (if the employee is grieving and not representing
himself/herself) will be granted a reasonable amount of official time, if otherwise in a duty
status, to present a grievance under this Article. The Union may request from the LRO approval
to have additional representatives.

Section I: Resolution of disputes: The Employer agrees to work with union official(s) in an
attempt to resolve the complaint/dispute/concern raised by employees. Where appropriate, an
Alternative Dispute Resolution (ADR) process of interest based bargaining (IBB) may be used
to resolve grievances. This technique may include the use of a neutral conciliator, facilitator, or
mediator.

Section J. Grievance Steps: Prior to an employee entering a formal grievance, the Employer
agrees to work with union official(s) in an attempt to resolve the complaint/dispute/concern
raised by the employee. Where appropriate, an ADR process of IBB may be used to resolve
grievances. This technique may include the use of a neutral conciliator, facilitator, or mediator.
The following procedures will apply in processing grievances covered by this Article. Any
grievance not presented within 20 calendar days of the date of the occurrence, from the date the
employee first learns of an incident, or from the effective date of a disciplinary or adverse action
or prior to an approved extension shall not be presented or considered at a later date. Where the
grievance is untimely and the party wishes to file, the employee may submit reasons for
management to consider whether to accept or reject the grievance. Upon request by the Union
and for compelling reasons, the parties may agree to waive time limits. If management fails to
comply with the time limits, and does not ask for an extension of time, the employee may elect
to go to the next step.

   1. Step 1 - The aggrieved employee will notify his/her immediate supervisor in writing that
he/she wishes to present a grievance, unless the grievance concerns an action taken by a higher
level supervisor; in which case, the grievance may be presented to the supervisor who took the
action. The grievance must identify the employee by name, title, grade, and organizational unit
and must state the Section(s) of this Agreement in dispute (if applicable), the remedial action
sought, the designated union representative (if any), and be signed by the employee. The
supervisor will meet and discuss the grievance with the aggrieved employee and the employee’s
representative (if any) within 5 working days after receipt of the grievance. The immediate
supervisor will render a written decision to the aggrieved employee within 5 working days after
conclusion of the Step 1 discussion. However, if the aggrieved employee is grieving a
reprimand, suspension, or denial of within grade increase, the employee will bypass this Step
process and proceed to Step 2 of this Article.

   2. Step 2 - If no satisfactory solution is reached as a result of the Step 1 proceedings and the
grievant chooses to pursue the matter further, he/she must submit two copies of the grievance in



                                                67
writing to the flight chief/next level supervisor within 5 working days after receipt of the Step 1
decision. The grievance must identify the employee by name, title, grade, and organizational
unit and must state the Section(s) of this Agreement in dispute (if applicable), the remedial
action sought, the designated representative (if any), and be signed by the employee. The flight
chief/next level supervisor will meet with the employee and his/her Union representative, if any,
within 5 working days after receipt of the written grievance. Within 5 working days of the Step
2 discussion, the flight chief/next level supervisor will prepare a written decision. Prior to
issuing the written decision, the proposed decision will be coordinated with the organization’s
group commander. The group commander should meet with the union official(s) within 15
working days after receipt of the proposed decision to attempt resolution of the
dispute/complaint. The group commander may also designate an impartial individual to
examine the grievance and make recommendations concerning its disposition. The nature of the
grievance may not be changed nor the requested remedy modified after submission of the
original written grievance at this step.

    3. Step 3 - If the grievant is not satisfied with the decision issued at Step 2, and if he/she
chooses to pursue the matter further, he/she must, within 5 working days after receipt of the Step
2 decision , submit two copies of the written grievance and the Step 2 written decision to the
Installation Commander, Attn: Civilian Personnel Officer. This submission by the grievant at
Step 3 must show which specific aspects of the grievance, if any, were resolved at Step 1 or Step
2. A review will be made of the grievance file, consultation with the parties, unless discussions
would not be appropriate, and a decision will be rendered in writing within 20 working days
after receipt of the grievance by the Civilian Personnel Officer. If the decision of the Employer
is unsatisfactory to the Union, the grievance may be referred to arbitration under Article 42 of
this Agreement. Such notification shall be made in writing to the LRO within 10 working days
after receipt of the Step 3 decision. If the Commander does not reply to the employee or Union
within the time frame prescribed or request an extension of time to reply, the Union may invoke
arbitration.

Section K: Termination of Grievance: If an employee (1) separates from the Unit or dies before
a decision is reached on a grievance being processed and he/she is the sole grievant or the
grievance would not result in back pay, or (2) if he/she fails to meet the time limits imposed by
this Article, action will be stopped and all interested parties will be notified that the case is being
closed without decision and that the grievance is terminated.

Section L: Employer Grievances: Grievances submitted by the Employer will be initiated by
the LRO for the Installation Commander (or designee). Such grievances will be submitted in
writing to the President, NFFE Local 2121, and will state the provision(s) of the Agreement
allegedly violated by the Union and the remedial action sought. The Union, or designee, will
meet with the grieving official within 7 working days of receipt of the grievance and attempt an
informal resolution. The Union will submit a written decision on the matter within 20 working
days after the meeting, unless a mutually satisfactory resolution is reached at the meeting. If the
grievance is not resolved by the Union, the Employer may submit the matter to arbitration under
Article 42 of this Agreement within 10 working days after receipt of the Union's decision.




                                                  68
Section M: Union Grievances: Union grievances are submitted in writing by the Union
President to the Installation Commander, Attn: Labor Relations Officer. The LRO will meet
with the President, Local 2121, or his/her designee, within 7 working days after receipt of the
grievance to discuss it. The Installation Commander, or his/her designee, shall give the Union
his/her written decision within 20 working days after the meeting. (Nothing herein will preclude
either party from attempting to settle such grievances informally at an appropriate lower level.)
If the grievance is not resolved by the Employer, the Union may submit the matter to arbitration
under Article 42 of this Agreement within 10 working days after receipt of the Employer's
decision.

NOTE: Time limits specified in this Article may be extended only by mutual consent of the
parties.




                                               69
                                         ARTICLE 42

                                       ARBITRATION

Section A: If the Employer and the Union fail to satisfactorily settle any grievance under the
procedure set forth in Article 41, it may be referred to arbitration. Arbitration may be
submitted only by the Employer or the Union (the LRO or Union President).

Section B: If the Union or Employer desires to file a request for arbitration, it must do so
within 10 work days after receipt of a final decision. The Union will be advised that
arbitration has been requested by the Employer (the LRO will advise the Union President).

Section C: Within 7 work days of a request for arbitration, the parties will jointly request the
Federal Mediation and Conciliation Service (FMCS) to submit a list of seven impartial
persons qualified to act as Arbitrator.

Section D: If for any reason the Employer or the Union refuses to participate in the selection
of an Arbitrator after it has been determined that a matter is proper for referral to arbitration,
the FMCS will be empowered to make a direct designation of an Arbitrator to hear the case.
The parties shall meet within 10 work days after receipt of the names and each party shall
strike one name from the list and repeat this procedure until only one name remains. The
remaining name shall be the only selected Arbitrator.

Section E: The cost of the Arbitrator's fees shall be borne equally by both parties to include
travel costs, per diem (including transcripts, lodging, and meals), and a court reporter, in
accordance with Section 37 of the Federal Acquisition Regulation.

Section F: The Employer agrees that the grievant and a Union representative will be granted
official time, if otherwise in a duty status, for the time required for the arbitration hearing.
All witnesses required by the Arbitrator will be on official time for the hearing.

Section G: Should either party fail to appear at the arbitration hearing, this shall be just cause
for the Arbitrator to give his/her decision based upon available information. All costs
incurred shall be in accordance with Section E above.

Section H: The Arbitrator will be requested to render his/her decision and remedy to the
Employer and the Union as quickly as possible, but in any event, no later than 30 calendar
days after the conclusion of the hearing, unless the parties otherwise agree. An exception to
the Arbitrator's decision must be filed within time limits prescribed by directives of the
Federal Labor Relations Authority (FLRA). If an exception is filed with the FLRA, the
FLRA decision shall be implemented within 30 calendar days of its receipt.

Section I: Any dispute over the application of an Arbitrator's award shall be returned to the
Arbitrator within 25 work days for settlement, including remanded awards. The Arbitrator's
decision under this Section shall be implemented within 30 calendar days of receipt unless



                                                 70
further appealed under Section H of this Article.

Section J: Prior to invoking arbitration, the parties may mutually agree to request the
services of the Federal Mediation and Conciliation Service in an attempt to effect a solution.




                                                71
                                        ARTICLE 43

                 DURATION AND/OR RENEWAL OF AGREEMENT


Section A: The parties agree to negotiate in full accord with the letter and spirit of the language
set forth in Chapter 71 of 5 United States Code (USC). The parties are obliged to meet at
reasonable times and negotiate in good faith. The objective of such negotiations will be to reach
an agreement by the diligent and serious exchange of information and views, and by avoiding
unnecessary protracted negotiations. The submission of proposals, exchange of counter
proposals, and start of negotiations will be governed by the provisions of Section B.

Section B: This Agreement shall remain in full force and effect for a period of 3 years from
the date of approval by DoD Civilian Personnel Management Service (CPMS). If neither
party gives notice of intent to renegotiate this Agreement by its expiration date, then the
Agreement will automatically be renewed for a 3-year period thereafter, and will be
administered in accordance with any applicable laws and directives in effect at the time of
each renewal. In the event either party intends to renegotiate this Agreement, there will be
notification given by the moving party of their intention to renegotiate no less than 60 nor
more than 105 calendar days prior to its terminal date. Within 30 calendar days of the notice,
the parties will meet and draw up a Memorandum of Understanding which will spell out the
ground rules for negotiations. Once either party notifies the other of their desire to
renegotiate, the Agreement will remain in full force and effect until the renegotiated
Agreement has been approved by DoD CPMS.

Section C: Either party may request to supplement, modify, or amend this Agreement at any
time where renegotiations are not provided for above. Such a request must be accompanied
by a written proposal of the supplementation desired. Negotiations on the supplements will
begin on a mutually agreed upon date by the parties. These articles may be new subjects not
currently included in this Agreement or revisions to existing clauses of this Agreement.
Proposals made under this provision are subject to all the normal requirements of any
agreement proposals, such as negotiability, liability to impasse, etc. Supplements negotiated
to this Agreement require the same approval by DoD CPMS as specified for in this
Agreement in Section A above. Supplements also become effective on the date of DoD
CPMS approval. Supplements also expire upon the expiration date of the Agreement.

Section D: Except through the supplementation process in Section C above, the parties
further agree to conduct all business between them through appropriate informal
communications whether in person, by telephone, or in writing. It is further understood by
both parties, that this Agreement must be brought into conformance with applicable laws and
directives at the time it is renegotiated or before it is extended or renewed, except where
specific exceptions are granted.

Section E: If the contract is reopened for mandatory changes required by law or other
competent authority, only the mandatory changes shall be considered. If in the course of



                                                72
review at DoD CPMS, it is directed that violations of law be corrected, only those items
identified in that review will be addressed by the parties.




                                            73
                                          ARTICLE 44

                            AIR RESERVE TECHNICIAN (ART)


Section A: The Union acknowledges the complexity of the ART Program and the dual-status
requirements of ART employees. In keeping with the previous statement, the Union does not
wish to interfere in any way with the military directives or policies that govern ARTs when they
are in a military status.

Section B: The Employer agrees that while Air Reserve Technicians (ARTs) are performing
duty in a civil service status the choice between wearing civilian attire or military uniform is at
the option of the individual. ARTs are encouraged to wear the uniform when performing duty in
a civil service status.

Section C: ARTs in civilian duty status will be governed by all existing civilian directives, and
this Union Agreement. The Employer will ensure that civilian personnel actions will be
properly defined as civilian in nature and will ensure that the processing of these actions are
done IAW applicable civilian directives.

            1. Traditional (non-ART) reservists make up more than 85 percent of the 459 AW
with many in key supervisor/commander positions in the military structure. With the current
operations tempo of the Air Force Reserve, much of the 459 AW’s business occurs throughout
the month between reservists and ARTs in civil service status. There may be occasions that
reserve commanders/supervisors establish requirements that are necessary for mission
accomplishment.

             2. If there is a situation where conflicting directions are given by a reservist and a
supervisor in a civilian duty status, the employee should discuss the conflicting direction with
the civilian supervisor.

            3. ARTs in civilian status will not be supervised by traditional reservists without
proper coordination through the employee’s immediate civilian supervisor and the employee
being advised.

Section D: Training for ARTs in civilian duty status will be annotated on the employee's AF
Form 971. ARTs are encouraged to submit appropriate documentation to the CPF to document
training received while in military status.

Section E: ARTs in civilian duty status who are called back to work after normal duty hours
will be compensated IAW applicable overtime/call-back provisions as stated in Article 14, of
this contract. This Section does not apply during authorized military re-call.

Section F: While in a civilian duty status disciplinary or nondisciplinary adverse actions that
result from violations of civilian directives will be processed IAW AFI 36-704, Discipline and



                                                74
Adverse Actions, only.

Section G: The Employer agrees that the Union has a right to I&I bargaining prior to a change
in working conditions or personnel practices and policies; e.g., PTM, Certified Mechanic, Rivet
Workforce, etc.

Section H: Whenever a military position is abolished that is related to a civilian position the
employee's rights will be exercised through RIF in accordance with Article 35 of this Agreement
and applicable law and directive.

Section I: ARTs in civilian status will not be required to wear the military uniform to attend
schools or conferences unless it is required by specific schools (e.g., Air Education and Training
Command, professional military education, and Air Force Reserve Command (AFRC)
conferences, TDYs/exercises) and the individual volunteers to accept these conditions. Failure
to accept these conditions would eliminate the opportunity for an individual to participate.

Section J: When an ART is required to perform their annual tour, they must be granted annual
or military leave, if available, for that period covered by the orders calling the employee to duty
for their annual tour.




                                                75
                                         ARTICLE 45

                          DISCIPLINE AND ADVERSE ACTIONS


Section A: AFI 36-704, Discipline and Adverse Actions, establishes AF policy and principles
for maintaining discipline and for taking disciplinary and adverse actions. The parties agree that
constructive discipline is preventive in nature. Its objective shall be the correction and
rehabilitation of the offender, if possible. Employees are expected to respect the administrative
authority of those directing their work. Constructive discipline is intended to encourage
employee acceptance of responsibility.

Section B: Constructive discipline is the responsibility of all parties to this Agreement.
Commanders must maintain a constructive, disciplined work environment in which management
and employees recognize and carry out their responsibilities. The supervisor will maintain a
constructive environment through good supervision, patience, understanding, encouragement,
consistent practices, recognition of the rights and dignity of employees, fair treatment and
acceptance of responsibility. Employees will assist in the development and maintenance of
constructive discipline by observance of established rules, exhibiting self-discipline, and by
cooperating with management efforts. The Union will assist both managers and employees in
achieving this goal.

Section C: When considering and taking disciplinary action, the supervisor:

            1. Investigates the alleged offense and considers all available relevant information.

           2. Ensures that any action taken is fair, timely, and for good cause and that it
complies with applicable law, directives, and policy.

             3. Ensures that disciplinary action contribute to the objective of constructive
discipline (i.e., to develop, correct, and rehabilitate employee; encourage employees to accept
responsibility; and prevents situations where no alternative to taking discipline exists).

          4. Conducts interviews and inquiries and disciplines employees in private to
minimize embarrassment.

            5. Involves the minimum number of people necessary when gathering facts and
coordinating actions.

            6. Makes no information about disciplinary and adverse actions available to those
outside of management circles or those that aren't affected by the action without the employee's
consent.

            7. Observes the employee' right to representation. Employees should be advised of



                                                76
their right to representation.    The employee must be given the opportunity for union
representation if:

                 a. the employee reasonably believes the examination may result in disciplinary
action against him/her and

                 b. the employee requests representation.

            8. Asks no employee to resign or retire to avoid discipline.

            9. Contacts the servicing employee relations specialist for guidance.

Section D: Disciplinary actions and adverse actions are personal matters which will be
accomplished confidentially. Interviews and inquiries will be conducted privately and in such a
manner as to minimize personal embarrassment. The minimum number of persons possible,
consistent with the need for fact-gathering and internal coordination, will be involved in or made
a party to an action. Information relating to such actions may not be routinely made available to
parties not affected by the actions without consent of the employee involved.

Section E: When considering a disciplinary action, a supervisor will neither request that an
employee resign or retire to keep from being disciplined nor shall he/she imply that a resignation
would result in a clean record.

Section F: An employee may be subject to an adverse action even though there is no
delinquency or misconduct on his/her part.            Examples are demotion resulting from
reclassification of the employee's position, demotion or separation because of physical disability,
and furlough for 30 days or less.

Section G: Nondisciplinary adverse actions will be processed so as to assure that their
nondisciplinary character is obvious and that the impact on the employee is minimized to the
extent possible. Action documents prepared by the Employer will be prepared to imply no
connotation of delinquency or misconduct. The Employer will continue efforts to locate a
suitable position while the action is being processed.

Section H: The Employer will provide to the employee all information needed to grieve or
appeal a disciplinary or adverse action either through the negotiated grievance procedure or the
administrative appeal process.

Section I: The employee will be provided two copies of the proposal and/or decision notice in
order that he/she may provide a copy to his/her Union representative.

Section J: The Employer agrees that for adverse actions, which involves removals, suspension
for more than 14 calendar days, furlough without pay for 30 calendar days or less, or reduction
in pay or grade:




                                                77
   1. The Employer will provide the employee at least 30 calendar days advance written notice,
unless there is a reasonable cause to believe the employee has committed a crime for which a
sentence of imprisonment may be imposed. The notice should state the specific reasons for the
proposed action;

   2. The written decision shall advise the employee of the right to appeal an adverse decision
under either the negotiated grievance procedure or to the appropriate office of the MSPB but not
both. The name and duty phone number of the Union President will be provided.




                                               78
                                         ARTICLE 46

    SUPERVISOR’S EMPLOYEE WORK FOLDER (SEWF) AND SUPERVISOR'S
                        EMPLOYEE BRIEF
                           (AF Form 971)


Section A: It is understood that the employee's AF Form 971 is a record kept and used by the
employee's immediate supervisor. It should contain favorable information as well as
information of a derogatory nature when appropriate. It will be maintained IAW Air Force
Pamphlet 36-106, in the Supervisor’s Employee Work Folder.

Section B: Derogatory information placed on the AF Form 971 for first offenses such as leave
abuse, tardiness discussions, or records of incidents which do not lead to formal disciplinary
actions, will be removed after 6 months, or sooner if the supervisor so desires. Subsequent
offenses within a six-month period from initial offense will normally remain for a period of 2
years.

Section C: Employees will be allowed to review their work folder upon request. When the
employee designates in writing a union representative in either an inquiry or grievance situation,
the representative will be allowed access to the employee's work folder. This review must be in
the presence of the employee's immediate supervisor or designee.

Section D: Supervisors will ensure that the AF Form 971 is kept secure and that no employee
will be allowed to view an AF Form 971 that is not his/her own, unless covered in Section C of
this Article.

Section E: The supervisor will not make any negative entries on the employee's 971 without
knowledge of the employee. The supervisor making annotations will also give the opportunity
to the employee to respond to any negative statements entered in the 971. Employees will initial
and date each negative/derogatory entry made by the supervisor in the comment section of the
automated brief. If an employee refuses to sign, the supervisor will annotate the entry by saying,
"discussed with the employee on such and such date, employee refused to sign."




                                               79
                                      ARTICLE 47

                                WELLNESS PROGRAM


The Union and the Employer agree that personal wellness/physical fitness is an individual
responsibility. The right to participate is not an entitlement and is subject to management
discretion.

Leave approving supervisors may approve uncommon tours of duty, flexible work schedules,
annual leave, or leave without pay (LWOP) for employees to participate in health and
wellness activities.

Employees are encouraged to set up regular fitness programs prior to the beginning or
immediately after the work day.




                                             80
                                       ARTICLE 48

     INFORMAL UNFAIR LABOR PRACTICE (ULP) CHARGE PROCEDURE


Section A: The Employer and the Union agree that before either party files a formal unfair
labor practice (ULP) charge against the other with the FLRA, the following procedure will be
implemented in an honest attempt to settle the alleged ULP.

    Step 1 - If the Union is the charging party, the President of the local will present the
alleged ULP in writing to the Labor Relations Officer (LRO) and an information copy to the
Installation Commander. In the event management charges the Union with an alleged ULP,
then the LRO will present the ULP in writing to the Union President.

   Step 2 - An investigation/fact finding committee will meet within 7 work days after receipt
of the ULP. This committee will consist of the Labor Relations Officer, a management
official, the Union President, and normally 1 other Union officer. This committee will have
15 work days from the date of receipt of the ULP by the LRO or Union President to attempt
resolution.

NOTE: If the LRO is named in the informal ULP as a "violator," an appropriate management
official will be designated by the Installation Commander to replace this individual on the
Committee. If the Union President is named as a violator, one of the Vice Presidents, in
descending order, will replace the President on the Committee.

   Step 3 - If at the end of the 15 work days no extension has been requested or granted, and
no resolution has been agreed to, the charging party will be free to file a formal charge with
the FLRA.

Section B: Only the Union President/LRO may file a ULP with the FLRA concerning an
alleged violation by or against either party.




                                               81
                                      ARTICLE 49

                          CHILD DEVELOPMENT CENTER


The Employer agrees to authorize employees to place their dependent children in the base
child development center during their duty hours, provided space is available, the center is
open, and normal fees are paid.




                                              82
                                        ARTICLE 50

                                       FURLOUGHS


Section A: The Employer will take no action to furlough a member of the bargaining unit
until the Union has been notified of the proposed furlough. Employees who are effected will
have the right to contest a furlough of 30 days or less either through MSPB appeal procedures
or the negotiated grievance procedures. The employee will be given the needed information
to file with the MSPB.

Section B: The employee will normally be given a furlough notice not less than 60 days prior
to the effective date of the furlough. The furlough notice will:

   1. State the specific reason for the proposed furlough.

   2. Inform the employee of his or her right to review the material which is relied upon to
support furlough notice.

    3. Make no statements in the advance notice which could be construed as indicating a
decision to furlough has been made.

Section C: The employee will normally have 7 calendar days to respond to the furlough
notice.

Section D: Once the employee has received a written and/or oral reply, the Employer in
issuing a decision will answer the concerns of the employee in writing. The Employer will
issue a decision by regular mail and/or by the supervisor on duty.

Section E: An employee will not lose service credit for furlough time of less than 6 months
per year.

Section F: Employees who had use-or-lose leave canceled because of a furlough may carry
the canceled leave over to the next leave year.




                                               83
                                 APPENDIX A
                                  GLOSSARY

Absent without approved leave (AWOL)        An absence from duty which was not
uthorized                                         or for which leave has been denied.

Administrative leave                        Excused time in a pay status.

Adverse Action                              A removal, suspension, furlough for 30
days
                                            or less, reduction in grade or pay, or
                                            reprimand.
                                            Actions resulting from reduction in force
are
                                            not included. Adverse actions may or may
                                            not be for disciplinary reasons.

Agency                                      Department of Air Force.

Agreement                                   Articles, sections, and appendices agreed
                                            upon by the Parties through collective
                                            bargaining.

All, any                                    Such absolute terms refer to employees in
                                            the bargaining unit unless otherwise
                                            specified. Example “all” vacancies means
                                            the vacancies in the bargaining unit.

Amendment                                   Agreement modification that adds, deletes,
                                            or changes sections, articles, or appendices.

Appeal                                      A written request by an employee to
                                            contest his/her removal; suspension for
                                            more than 14 days; furlough for 30 days or
                                            less; reduction in grade or pay; or
resignation
                                            or employee requested reduction in grade or
                                            pay which the employee alleges was
secured
                                            by duress, intimidation, or deception. An
                                            appeal under this directive is a special type
                                            of grievance, and the Air Force decision to
                                            grant these appeal rights does not confer
                                            entitlements under any other directive.




                                       84
Appraisal Form                         AF Form 860A used to write the results of
                                       the written performance elements and
                                       standards.

Appraisal Period                       The period of time established by the
                                       appraisal system during which an
employee’s
                                       performance is reviewed and rated,
normally
                                       1 year. Minimum rating period, 90 days.
                                       Appraisal period of PIP is 60 - 120 days.

Arbitration                            When a grievance cannot be settled
between
                                       the Parties and a third party decides the
                                       matter.

Area of Consideration                  The area in which employees are considered
                                       for a position (job).

Authority                              Federal Labor Relations Authority.

Bargaining Unit                        As defined in Article 1, Section C.

Calendar Days                          Consecutive days including Saturday,
                                       Sunday, and holidays.

Civilian Personnel Flight (CPF)        The office that handles all civilian
personnel
                                       matters.

Classification                         The title, series and grade assigned to a
                                       position by a position classification
specialist.

Competitive Area                       The area in which employees compete for
                                       retention in a reduction in force (RIF).

Consult/Consultation                          The act of meeting and discussing or
                                       otherwise seeking the idea and/or advice of
                                       another. Consultation is not in lieu of
                                       negotiation.




                                  85
Core Document               A combination of the performance plan
                            and position description in a single
document.



Disciplinary Action:

    Informal                Counseling or oral admonishment

    Formal                  Memorandum of reprimand, suspension, or
                            removal.

Emergency                   This should include, but not be limited to, a
                            sudden, urgent, unexpected set of
                            circumstances. Management retains the
                            right to determine when there is an
                            emergency.

Emergency Employee          One who is required to be at work during
                            hazardous weather conditions to perform
                            crucial work.

Emergency Situation         This should include, but not be limited to, a
                            situation which poses sudden, immediate,
                            and unforeseen work requirements for the
                            Employer as a result of natural phenomena
                            or other circumstances beyond the
                            Employer's reasonable control or ability to
                            anticipate. Management retains the right to
                            determine when there is an emergency
                            situation.




                       86
Employee                                        All bargaining unit employees as described
in
                                                Article 1, Section C.

Employee Appraisal                              A performance evaluation a supervisor
                                                completes on an employee.

Employee Organization                           National Federation of Federal Employees,
                                                Local 2121.

Employer                                        Installation Commander, AAFB

Every                                           See all, any.

Exclusive Recognition                           The bargaining unit as defined in Article 1,
                                                Section C.

Federal Labor Relations Authority (FLRA)        Responsible for administration of labor-
                                                relations program in the Federal sector.

Federal Mediation and Conciliation                      Provides services and assistance to
agencies
   Service (FMCS)                               and the Union in resolution of negotiation
                                                problems.

Federal Services Impasses Panel (FSIP)          Resolves impasses between the parties
                                                (Union and Employer) upon request of
                                                either party when FMCS fails to resolve the
                                                negotiated impasse.

Grievance                                       Any complaint by an employee concerning
                                                any matter relating to the employment of
any
                                                employee; or by any employee, labor
                                                organization, or agency concerning the
effect
                                                or interpretation of a claim of breach, of a
                                                collective bargaining agreement; or any
                                                claimed violations, misinterpretation or
                                                misapplication of any law, rule, or directive
                                                affecting conditions of employment, except
                                                as excluded under Article 41, Section C.

Impasse                                         The inability of representatives of the
                                                Employer and the Union to arrive at a



                                           87
                                            mutually agreeable decision concerning
                                            negotiable matters, through the negotiation
                                            process.

Installation                                Andrews AFB.

Job Title                                   The official title of the position.

Labor Management and Employee Relations     A program to foster a cooperative
                                            relationship between management and
                                            employee organizations in the
                                            administration of personnel policies,
                                            practices, and working conditions.

LWOP                                                Leave without pay - a temporary
status of
                                            absence from duty granted on request of the
                                            employee, for which no pay is received.

Management Official                                 An individual employed by an
agency in a
                                            position the duties and responsibilities of
                                            which require or authorize the individual to
                                            formulate, determine, or influence the
                                            policies of the Agency.

May                                         Likelihood of; possibly.

Meet and Confer                             To meet with the intent of coming to a
                                            binding bilateral agreement, to negotiate.

Merit Promotion                             The system under which the Employer
                                            considers an employee for internal
personnel
                                            action on the basis of merit.

Merit System Protection Board (MSPB)        Responsible for adjudication of certain
types of                                          adverse actions.

Midterm                                     Regarding performance appraisal, halfway.
                                            Regarding bargaining, any time during the
                                            life of the Agreement.

Must                                        A demand word - absolute.




                                       88
Negotiate                              To bargain in good faith regarding changes
                                       in personnel policies, matters affecting
                                       working conditions, or conditions of
                                       employment.

Normally                               Conforming to the standard or usual,
                                       regular, natural, to be adhered to except
                                       in rare circumstances.

Official Personnel Folder (OPF)        The official repository of records and
                                       documents of personnel actions effected
                                       during the employee’s Federal service and
                                       the
                                       documents and papers in connection with
                                       such activities.

Official Time                          Time counted towards the work day
                                       without charge to leave or loss of pay.
                                       Official time may be granted upon request
                                       to perform labor-management functions.


Performance                            The manner in which employees
                                       accomplish assigned duties.

Performance Appraisal                  Comparison of an employee’s
                                       performance of duties and responsibilities
                                       against the written elements and standards
                                       established for that employee.

Position                               Job.

Position Description                   A written statement of duties and
                                       responsibilities comprising the work
assigned
                                       to a position, the grade, series, and title.

Practicable                            Capable of being done, effected or put into
                                       practice with the available means.

Reasonable Amount of Time                      The amount of time that is necessary
to
                                       accomplish the task for which the time was/
                                       is requested.




                                  89
Reduction in Force (RIF)          Process by which management restructures
the                               workforce.

Reorganization/Realignment                The act of moving people or
positions from
                                  one place to another or from one activity to
                                  another.

Reprimand                         A formal memorandum of official censure.
                                  A form of disciplinary action less severe
                                  than that of a suspension.

Resignation                       Separation at an employee’s request.

Retention Register                The record of all employees involved in a
                                  RIF. It is the record of all employees
                                  occupying a position in a competitive level,
                                  arranged by retention groups and subgroups
                                  and by retention credits within subgroups,
in
                                  which some employees are retained,
                                  reassigned, downgraded, or separated.

Retire/Retirement                 Separation from service after attaining
                                  eligibility for the annuity benefits of the
                                  Retirement Act (5 USC 8301).

Shall                             A demand word equal to must.

Shift/Shift Worker                An employee who works an uncommon
                                  tour of duty. Applies to an operation
                                  having more than one shift, which may or
                                  may not overlap.

Should                                    To the extent practicable.

Statute                           Chapter 71 of Title 5 of the United State
                                  Code. Federal Service Labor Management
                                  Relations Statute.

Steward                           One who handles complaints, grievances,
                                  appeals, etc., at the local level for the
Union.

Supervisor                        One who establishes performance



                             90
                                      standards, rates, assigns work, etc.
                                      Supervisor means an individual employed
                                      by an agency having the authority in the
                                      interest of the Agency to hire, direct, assign,
                                      promote, reward, transfer, furlough, layoff,
                                      recall, suspend, discipline, or remove
                                      employees, to adjust their grievances, or to
                                      effectively recommend such action, if the
                                      exercise of the authority is not merely
                                      routine or clerical in nature but requires the
                                      consistent exercise of independent
judgment.

Supplement                            Additional paragraph(s) or article(s)
                                      negotiated and added to the negotiated
                                      agreement.

Tour of Duty                          Work hours as established by management.

Union                                 National Federation of Federal Employees,
                                      Local 2121.

Union Representative                  Elected officers, appointed stewards, or
                                      designated representatives.

Will                                  A demand word equal to must unless
                                      used to indicate future action.

Within Grade Increase (WIGI)          A periodic increase in an employee’s rate of
                                      basic pay from one step of the position’s
                         grade        to the next higher step of that grade.

Work days                             Monday through Friday - excluding
                                      Holidays. (Re: Article 48)




                                 91
                     Appendix B
                    ACRONYMS
AAFB     Andrews Air Force Base
ADR      Alternate Dispute Resolution
AFB      Air Force Base
AFCDTP   Air Force Civilian Drug Testing Program
AFI      Air Force Instruction
AFOSH    Air Force Occupational Safety and Health
AFRES    Air Force Reserve
ART      Air Reserve Technician
BITS     Base Information Transit System
CD       Core Document
CPF      Civilian Personnel Flight
CPMS     Civilian Personnel Management Service
DAF      Department of the Air Force
DoD      Department of Defense
EEO      Equal Employment Opportunity
EFT      Electronic Funds Transfer
FLRA     Federal Labor Relations Authority
FMCS     Federal Mediation Conciliation Service
FOIA     Freedom of Information Act
FSIP     Federal Services Impasses Panel (FSIP)
I&I      Impact and Implementation
IAW      In accordance with
ITB      Invitation to bid
LRO      Labor Relations Officer
LWOP     Leave without pay
MDG      Malcolm Grow Medical Group
MRO      Medical Review Officer
MSPB     Merit System Protection Board




                             92
MUTPM                          Medical Unit Testing Program Monitor
NFFE                           National Federation of Federal Employees
NLT                            Not later than
OPF                            Official Personnel Folder
OPM                            Office of Personnel Management
OSHA                           Occupational Safety and Health Administration
OWCP                 Office of Workers’ Compensation Program
P.L.                           Public Law
PD                             Position description
PTM                            Production Team Maintenance
QAF                            Quality Air Force
RIF                            Reduction-in-force
TDP                            Testing designated position
TDY                            Temporary duty
U.S.                           United States
ULP                            Unfair labor practice
USC                            United States Code
USDA                           United States Department of Agriculture
Within grade increase (WIGI)




                                                93
                                              AUTHENTICATION/APPROVAL
                                                         of
                                                    AGREEMENT



Signed this ____ day of _______________ 1998.


For the Union.................................................................................................................................
.......................................................................................................................................................
.......................................................................................................................................................
.......................................................................................................................................................
.......................................................................................................................................................
........................................................................................................................... For the Employer




.......................................................................................................................................................
.......................................................................................................................................................
TONY JOE....................................................................................................................................
.......................................................................................................................................................
.......................................................................................................................................................
.......................................................................................................................................................
.......................................................................................................................................................
.................................................................................................................... ARTHUR J. LICHTE
President........................................................................................................................................
.......................................................................................................................................................
.......................................................................................................................................................
.......................................................................................................................................................
.......................................................................................................................................................
.............................................................................................................. Brigadier General, USAF
NFFE, Local 2121.........................................................................................................................
.......................................................................................................................................................
.......................................................................................................................................................
.......................................................................................................................................................
....................................................................................... Installation Commander, Andrews AFB




                                                                           94
TY HIGGINS                          E. B. MADDEN
Chief Negotiator                           Labor Relations Officer
NFFE, Local 2121                    Andrews AFB




Approved under 5 USC 7114(c)




                               95

				
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