LABOR MANAGEMENT CONTRACT

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LABOR MANAGEMENT CONTRACT Powered By Docstoc
					      LABOR MANAGEMENT CONTRACT

           Under Statutory Provisions of

   The Civil Service Reform Act of 1978, Title VII

                    BETWEEN

          ANDREWS AIR FORCE BASE

                       AND

           FIREFIGHTERS LOCAL 1615

NATIONAL FEDERATION OF FEDERAL EMPLOYEES

               Effective: 7 July 1991

                Expires: 7 July 1994
                            TABLE OF CONTENTS

Article   Title                                        Page

1         Unit Designation                              1
2         Governing Laws and Regulations                2
3         Representation, Consultation, and             3
          Negotiation Rights, Duties and Obligations
4         Rights of Employer                             5
5         Rights and Obligations of the Union            6
6         Use of Official Time                           8
7         Rights of Employees                            9
8         Allotments of Dues                            10
9         Union-Employer Cooperation                    13
10         Occupational Safety and Health               16
11         Physical Exercise Program                    18
12         Employee Compensation                        19
13         Annual Leave                                 20
14         Sick Leave                                   22
15         Court Leave                                  23
16         Excused Absence                              24
17         Training Programs                            25
18         Overtime and Call-Back Overtime              27
19         Hours of Work and Tours of Duty              28
20         Flexitime                                    30
21         Awards Committee                             31
22         Equal Employment Opportunity                 32
23         Facilities and Publicity                     33
24         Uniforms/Protective Clothing                 35
25         Performance Management Program               37
26         Superior Performance Award                   40
27         Actions Based on Unacceptable Performance    41
28         Position Classification                      43
29         Position Descriptions                        45
30         Promotions                                   46
31         Details and Temporary Promotions             49
32         Reduction In Force                            50
33         Temporary Duty, Travel Pay and Per Diem      51
34         Physical Examinations                        53
35         Labor-Management Relations Training          54
36         Disciplinary and Adverse Actions             55
37   Grievance Procedure                               57
38   Arbitration                                       61
39   Informal Unfair Labor Practice Charge             62
     Procedure
40   Supervisor's Record of Employees                  63
     (AF Form 971)
41   Child Day Care Center                             64
42   Employee Orientation and Information              65
     Release
43   Waiver of Overpayments                            66
44   Studies and Surveys                               67
45   Use of Tobacco Products                           68
46   Duration and/or Renewal of Agreement              69
47   Union Booth for Open House                        70
48   Union-Employer Cooperation in Alcohol
     Abuse Control Program                             71
49   Furloughs                                         72
50   Air Force Civilian Drug Testing Program (AFDTP)   73
     Appendix A - Trading of Time Form                 75
     Authentication/Approval of Agreement              76
                                       ARTICLE 1

                                  UNIT DESIGNATION

Section a: Pursuant to the Exclusive Recognition granted Local 1615, National Federation of
Federal Employees (NFFE), by the Commander, Andrews Air Force Base, on 28 February 1969,
this Agreement is made and entered into by and between Andrews Air Force Base, hereinafter
referred to as the Employer, and Local 1615, NFFE, hereinafter referred to as the Union.

Section b: The Unit to which this Agreement is applicable is composed of allnon-
supervisoryGS-081 employees in the Fire Protection Branch, Andrews Air Force Base.
                                          ARTICLE 2

                        GOVERNING LAWS AND REGULATIONS

Section a: In the administration of all matters covered by the Agreement, the Employer and the
Union are governed by existing or future laws and the regulations of appropriate authorities,
including policies set forth in the Federal Personnel Manual, by published agency policies and
regulations in existence at the time the Agreement was approved; and by subsequently published
agency policies and regulations required by law or by the regulations of appropriate authorities,
or authorized by the terms of the controlling Agreement at a higher agency level.

Section b: 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.
                                           ARTICLE 3

  REPRESENTATION, CONSULTATION, AND NEGOTIATION RIGHTS, DUTIES,
                        AND OBLIGATIONS

Section a: In accordance with Title 5, United States Code, Chapter 71, Section 7114, this article
and all its sections shall be administered under, and are limited to those rights, duties, and
obligations as outlined in Section 7114. For purposes of this Agreement negotiation/consultation
shall be an oral or written exchange of views between the Employer and the Union within a
reasonable period of time prior to implementing a change, and for the purpose of arriving at the
most satisfactory solution on any change concerning personnel policies and practices and
working conditions which are within the discretion of the Installation Commander. Either party
may initiate consultation and all recommendations will be considered in good faith.

Section b: For purposes of this Agreement, negotiations shall mean bargaining between
representatives of the Employer and the Union on appropriate issues relating to conditions of
employment, working conditions, and personnel policies and practices, with a view toward
arriving at a formal agreement.

Section c: Matters appropriate for negotiation and/or consultation include, but are not limited to
safety, training, labor-management cooperation, employee services, methods of adjusting
grievances and appeals, granting leave, promotion plans, pay practices, hours of work, and
reduction-in-force practices. The Employer shall not negotiate with the Union about matters
pertaining to the mission of the Unit; its budget; its organization; the numbers of employees; the
numbers, types, and grades of positions, or employees assigned to an organizational unit, work
project, or tour of duty; the technology of performing its work; or its internal security practices.
This does not preclude the negotiation of appropriate arrangements for employees adversely
affected by the realignment of the work force or technological change.

Section d: The Employer will consult and confer with the Union and offer them the opportunity
to bargain over the impact and implementation of any changes (to include Andrews AFB policy
changes) to a personnel policy or practice, working conditions, regulations and/or laws which
will affect the members of the Unit prior to the change being implemented. Changes will not be
implemented until negotiations are completed.

Section e: The Union will submit, in writing, their request to bargain to the Labor Relations
Officer (LRO). Such a request must be submitted normally within five (5) calendar days of
receipt of the notification of any item covered under Section a above. The parties agree that
other suspenses may be established by the LRO based on mission necessity. Failure of the Union
to comply with the established suspense dates is to be interpreted by the Employer as the Union
giving consent and agreeing with the Employer's decision.

Section f: After the Employer and the Union have reached agreement regarding policy changes
that affect the bargaining unit employees, the change will be read to the employees during roll
call and it will be posted on the bulletin board for at least five days. The effective date of
implementation of the change will be specifically identified at that time.

Section g: When negotiation/consultation meetings are taking place, at least one elected official
and one steward of Local 1615, may be present.

Section h: Changes to, revised or new Fire Department Operating Instructions (FDOI's)
concerning personnel policies and practices or matters affecting working conditions of
bargaining unit employees will be given to the Union prior to implementation. The Union will
be given the opportunity for "I & I (Impact and Implementation) Bargaining." This notice will be
given in writing by the Labor Relations Officer. FDOI's are reviewed by-annually by the Fire
Chief for accuracy. The Union may review FDOI's at anytime and submit questions and/or
concerns to the Fire Chief. If this results in changes to the FDOI, the Union will be given an
opportunity to I & I Bargain prior to the change being implemented.

Footnote:
Negotiations = Mutual discussion aiming at agreement conducted between the Labor Relations
Officer (LRO) and the Union President.

Consultation = The act of consulting; conference; informal discussion. (May take place between
Management Officials and Union Officials over day-to-day matters.)

Management = Supervisory and/or Management Officials employed at Andrews Air Force
Base.

Employer      = Installation Commander, Andrews Air Force Base.
                                          ARTICLE 4

                                  RIGHTS OF EMPLOYER

Section a: The Employer retains the rights provided under applicable laws and regulations to (1)
direct employees; (2) hire, promote, transfer, assign and retain employees within the Unit, and to
suspend, demote, discharge, or take other disciplinary action against employees; (3) maintain the
efficiency of the Government operations entrusted to it; (4) determine the methods, means and
personnel by which such operations are to be conducted; and (5) take whatever actions may be
necessary to carry out the mission of the Employer in situations of emergency.

Section b: Nothing in this Agreement shall restrict the Employer or its officials in emergency
situations from taking any actions necessary to accomplish its mission. Whenever the Employer
declares an emergency which results in provisions of this Agreement not being honored or being
suspended, the Union will be informed of the reason for the emergency, provided security
considerations permit release of such information.

Section c: It is fully understood by the parties of this Agreement, that the discussion by a
Management official of a matter relating to Management's retained rights with the Union or an
employee, does not in any manner diminish the Employer's right to take actions described in
Section a.
                                          ARTICLE 5

                      RIGHTS AND OBLIGATIONS OF THE UNION

Section a: The Union shall have the right and obligation to represent all employees in the Unit
without regard to membership in the Union, to present its view 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 37, "Grievance Procedure."

Section c: The representative of the Union for administration and implementation of this
Agreement will be the President of Local 1615, or the person whom he designates in writing to
act in his place. His receipt or acknowledgment of any notice or other communication from
Management 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 1615, or his written designee, concerning Union-Management Relations; this
includes cases submitted by the Union under Article 37, "Grievance Procedure", and Unfair
Labor Practice complaints. Correspondence from other sources will be forwarded to the Local
for action.

Section e: The Employer agrees, upon written request by the Union, to provide once a year while
the Agreement is in effect, a list of names, position titles, grades and duty station of employees
within the Unit.

Section f: The Employer agrees that all new employees assigned to the Unit will be scheduled
for an orientation conducted by the Civilian Personnel Office. During the orientation program
employees will be advised of their right to join or refrain from joining a Union. Employees of
the Unit will also be advised of the recognition granted by the Union and the names and
addresses of its principal officers.

Section g: An identification card will be furnished by the Union and will be used by the Union
representative to gain entry to other than secured areas on Andrews Air Force Base. Prior to
entry on Andrews Air Force Base, for the purpose of conducting Union business with the
Employer, the Union representative who is a nonemployee, will contact the Labor Relations
Officer of the Civilian Personnel Office for the purpose of setting up an appropriate appointment.
This authorization will only be obtainable during operating hours of the CCPO.
Section h: To assure that security and safety precautions are observed by Union representatives,
the Employer reserves the right: (1) to escort Union representatives who are not employees of
the activity during visits to the activity; (2) to require such representatives to advise the Civilian
Personnel Officer (or his/her designated representative) in advance of such visits so that
operating officials may be notified that the scheduled visit is authorized. Union representatives
are assured the right to private consultations with employees.

Section i: The Employer agrees to accept five (5) Shop Stewards appointed by the Union.

Section j: The Union will notify the Employer in writing and maintain on a current basis a list of
the duly elected officers and appointed stewards and the organizational segment to which they
are assigned. The stewards will function normally within the area in which they serve. If for
some reason a steward is not available, an elected Union officer may be contacted.

Section k: The steward understands that his/her stewardship function does not, in any way,
relieve him or her from observing all rules of conduct established by law, regulation, or Air Force
Regulation.

Section 1: The Employer agrees to advise all supervisory personnel of the steward's duties and
responsibilities. Management personnel are required to observe the same rules of employee
conduct and are required to recognize, meet with, and work with the Union stewards in a
conscientious effort to obtain settlement of problems at the earliest possible stage. Stewards will
obtain permission from their supervisors to leave their work areas to bring proper disposition of a
grievance or complaint. This permission will be granted as soon as the work situation allows.
The steward will call the supervisor of the complainant and arrange for a mutually agreeable time
to interview the employee who has made the complaint. The steward will complete his/her
business as quickly as possible and return to his/her work site. The steward will report to his/her
supervisor when he returns to his/her assigned duties.

Section m: It is agreed that internal Union business such as soliciting membership, collecting
dues, electing officers, posting and distributing literature, and attending Union meetings, will be
conducted during nonduty hours of the employees involved.

Section n: Union officials, both elected and appointed, as employees are required to discharge
their assigned duties conscientiously, in the most effective manner possible and to observe in
spirit and action the laws and regulations governing their employment. They are expected to
conduct them-selves in an acceptable manner at all times so that their employment will not
reflect adversely on the Air Force or the public service. They shall confer with line management
officials initially, starting with the immediate supervisor, to discuss matters, obtain information,
or resolve problems related to Unit employees' Air Force employment.
                                          ARTICLE 6

                                  USE OF OFFICIAL TIME

Section a: The Employer agrees to grant the use of official time as specific-cally authorized by
an article of the Agreement, and a reasonable amount for the following additional purposes:

  (1) To be a personal representative of an employee in the Unit, when so designated in writing
by said employee, in a grievance under the negotiated grievance system;

  (2) To consult with supervisors or Management officials;

  (3) To draw up requests or recommendations in connection with Employer officially-
requested or approved consultations, or meetings with supervisors or Management officials.

Section b: The Union agrees that the use of official time authorized above is granted only for
these purposes, and its officers and representatives will guard against the use of excessive time.
Should the Employer feel that there has been an abuse of official time, the matter will be
discussed between the Employer or his/her designated representative (typically the LRO) and the
Union President. If, after discussion abuse of this privilege continues, the Union President will
be so notified in writing.

NOTE: Use of "Official Time" will be coordinated and approved by the Union Official's
immediate supervisor. The supervisor is responsible for recording "Official Time" used on the
employees Time and Attendance sheet.
                                           ARTICLE 7

                                   RIGHTS 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, regardless of Union membership, from bringing
matters of personal concern to the attention of appropriate officials in accordance with applicable
law, rule, regulation or Air Force policy or from choosing his/her own representative in a
grievance or appeal action, except that the employee's representative is restricted to the exclusive
Union when presenting a grievance under the negotiated procedure in Article 37.

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 of the U.S. Code.

Section d: 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
undertakings of their own choosing not in violation of laws and regulations.

Section e: Employee's privileges which are within the law/regulations, and are known past
practices, shall not be abridged as a result of those privileges not being entered into this
Agreement, without advance notification to the Union giving them an opportunity to bargain on
the impact and implementation of the change.
                                          ARTICLE 8

                                    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 system for the
allotment of dues, including the conditions under which the allotment may be revoked;

 2. Purchasing and distributing to its members Allotment Form SF-1187, "Request and
Authorization for Voluntary Allotment of Compensation for Payment of Employee Organization
Dues."

 3. Notifying the Civilian Payroll Office and the Labor Relations Officer in writing of:

   (a) The names and titles of officials authorized to make the necessary certification of
Allotment Form 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 ten (10) days of the date of such final determination;

4. Forwarding properly executed and certified Allotment Forms SF-1187 to the Civilian Payroll
Office and the Labor Relations Officer on a timely basis; and

5. Promptly forwarding an employee's revocation notice (Memorandum or SF-1188,
"Revocation of Voluntary Authorization for Allotment of Compensation for Payment of
Employee Organization Dues") to the Civilian Payroll Office 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;
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 twelve (12) months;

5. Transmitting remittance checks 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 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, during the current pay period, plus the name of each employee for whom
an authorization was applicable in the previous pay period, 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 compensation is insufficient to permit a
deduction; and

          (4) No deduction because employee has been separated, transferred, promoted (except
detail or temporary promotion), or reassigned outside the recognized bargaining unit covered by
the Agreement.

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

Section c: Joint Stipulations

The parties agree that:

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

1. Change in amounts of dues.               Beginning of the first payperiod after receipt of
                                            certification in Payroll Office.

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

3. Termination due to loss of               Beginning of first pay period after date of
membership in good standing.                receipt of notification to be made by the
                                            President, Local 1615, NFFE.

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

5. Termination due to any type of           (a) If action is effective first day of a pay
separation, transfer, or other personnel    period, termination of allotment will be at
action (except temporary promotion or       end of preceding pay period.
detail) to an area/status not covered by
this Agreement or is terminated by an       (b) If action is effective on any day other
appropriate authority outside of the        than first day of a pay period, termination of
Department of Defense.                      allotment will automatically be at the end of
                                            pay period.
                                           ARTICLE 9

                           UNION-EMPLOYER COOPERATION

Section a: Union-Employer Coordinating 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 1615.

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 (3) 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 the "Fire Department's Union-
Employer Coordinating Committee." A Coordinator will be chosen to serve for the first six-
month period of this Agreement. Thereafter, during the term of this Agreement, the parties will
alternate in sharing the position of Coordinator for six-month periods. The Coordinator will have
the functions and responsibilities listed in the paragraphs below.

Section d: The meetings of the Fire Department's Union-Employer Coordinating Committee,
will normally be conducted in the Conference Room, Building 3465. With the mutual consent of
the participants, meetings may be conducted at other locations.

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 were 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
differences 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.
Section i: When expert testimony is required, or the presence of other participants is necessary to
the accomplishment of the business of the Committee at any meeting, the name, 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 nonregular 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. Objectives will be resolved before the meeting. Although it is not
contemplated that serious differences will develop with respect to the presence or nonpresence of
nonregular 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 Base
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 nonagenda 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 enhanced worker morale, and which are found
to be of tangible and ignificant 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 Fire Department Union-Employer Coordinating Committee. Discussions
and consultation 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 consideration 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 not later than ten (10) days prior to the next meeting. Distribution will be made to the
President, Local 1615, and the Base Civil Engineer. Copies will also be posted on the official
bulletin boards in the fire stations by the Coordinator.

Section m: Any significant changes to these procedures must meet the mutual approval of the
group representatives and the Base Commander, or his/her designee, before being adopted and
put into use.
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 Labor Relations Officer (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 two (2) weeks of the scheduled meeting.
                                          ARTICLE 10

                         OCCUPATIONAL SAFETY AND HEALTH

Section a: The Employer agrees to establish a Mishap Prevention Council. Meetings will be
scheduled no less than four times each year, once per quarter, and will be chaired by the
Commander or his/her designee. Membership will include host and tenant organizations and a
Union representative for Unit employees. The Union member may recommend agenda items.
Minutes of meetings will be prepared and a copy furnished to attendees.

Section b: The Employer will prepare and post an annual summary of occupational injuries and
illnesses on the prescribed OSHA form no later than 1 November following the close of the
fiscal year (Sept). The summary will be posted in a conspicuous place, employees will be
notified of its location and it will remain posted from 1 November to 1 December. It will then be
removed and filed in the Employer's Safety Office. Further, the Employer will post a notice
advising employees of the protection offered by the Air Force occupational safety and health
programs. The Air Force and OSHA safety and health standards are available for examination at
the Base Safety Office.

Section c: The Union agrees to vigorously support the Air Force safety and health programs,
through encouragement of employees to conscientiously abide by established safety rules,
regulations and directives. Employees shall report any known hazardous conditions or
procedures to their supervisors. When duties involving special hazards must be performed, the
Employer will provide training or indoctrination to the employees involved, and provide
protective measures and equipment which shall be used. When an employee believes he/she is
being required to work under conditions which are unsafe or unhealthy beyond normal hazards
inherent in the operation in question, he/she shall refer the matter to his/her supervisor. The
supervisor will make an evaluation of the working conditions and make a decision as to whether
it is safe for the employee to proceed with the work. The supervisor may, at his discretion,
contact the Safety Office and/or the Occupational Health Officer for advice.

Section d: Employees may submit a formalized report of a hazardous condition by the
completion of AF Form 457, "Hazard Report," to the Safety Office. The employee will be
informed within ten (10) calendar days, after receipt by the Safety Office, of the action taken or
contemplated.

Section e: The Employer shall furnish medical service and facilities for diagnosis and emergency
treatment for on-the-job injuries. The Union will support management in encouraging employees
to report to Malcolm Grow Medical Center (MGMC) Emergency Room for all injuries suffered
on the job. If the employee has a back injury or other major musculoskeletal condition, and is
being treated at MGMC, he/she will be referred by the Emergency Room physician to the
Physical Therapy Department for treatment and necessary physiotherapy. When follow-up
treatments are prescribed, the injured employee will attend after having notified his/her
supervisor and completing proper forms. These services will be provided in accordance with
existing or future Air Force directives.
Section f: Although employees are basically qualified to perform their duties, the Employer
recognizes the need for specific training and update-training regarding occupational health and
safety to assure employee's safety and a minimum loss of staff-hours due to preventable
injuries/illnesses. The Employer may establish training programs to ensure that all employees
are informed of safe working habits and practices appropriate to their jobs. Manuals and
regulations relating to safety and health will be made available to all employees.

Section g: Training in areas such as CPR, first aid, reproductive hazards in the work place, and
handling stress and its diseases may be provided to Union representatives and employees when
such training is appropriate, needed, and available.

Section h: Hazardous materials teams will be formed within the Fire Department, in accordance
with 29 CFR 1910.120.
                                          ARTICLE 11

                             PHYSICAL EXERCISE PROGRAM

Section a: The fire protection physical exercise program is mandated by AFR 92-1, Fire
Protection Program. The exercise program applies to all bargaining unit employees in
accordance with the provisions in AFR 92-1. Any concerns over the implementation or
operation of the program may be addressed by the Union-Employer Coordinating Committee
established by Article 9 of this agreement.

Section b: It is recommended that the exercises take place between the hours of 0830 to 1600,
Monday through Saturday. However, other times may be appropriate, depending upon mission
requirements. A cool down and clean up period will follow each exercise session. The exercise
program will normally last 40 minutes per session: 5 minutes to warm up, 30 minutes of
continuous group exercises, and 5 minutes to cool down. If interrupted by an emergency, the
exercise session may be resumed after the emergency.

Section c: Each firefighter will be issued gym clothing to perform his/her exercises. Each
firefighter will be responsible for laundering the clothing. The clothing will be replaced as
deemed necessary by the supervisor but not normally before three (3) years from issuance.
Clothing may last longer than three (3) years. The clothing will only be used for the physical
exercise program. The following clothing will be issued for use in the physical exercise
program:

      1. A pair of sport shoes suitable for the program.
      2. Sweatsuit suitable for the program.

Section d: Each employee will sign an AF Form 1085, after completion of the physical exercises
which serves as documentation of his/her training.
                                         ARTICLE 12

                              EMPLOYEE COMPENSATION

Section a: When an employee is injured in the performance of his/her duty, the employee will
immediately report the injury to his/her supervisor. The supervisor will authorize medical
treatment by a physician by issuing a Form CA-16, "Request for Examination and/or Treatment."
When medical evidence indicates a period of disability, and reflects that the employee will lose
time from work, the employee will be notified that his/her pay may continue without charge to
leave for a period not to exceed 45 days. The employee completes the front of Form CA-1,
"Federal Employee's Notice of Injury or Occupational Disease" and returns it to his/her
supervisor for completion. The CA-1 must be filed by the employee or someone acting on
his/her behalf within 30 days of the injury to be eligible for "Continuation of Pay." The Union
agrees to assist the Employer in this matter by encouraging employees to report job connected
injuries or illness to their supervisors immediately and to complete Form CA-1. "Light Duty"
will be provided as soon as the employee's and/or AF physician releases the employee from "light
duty." Supervisors will follow-up with the physician as soon as possible to ensure he/she is
aware that the Employer has "light duty" available. (This will be done in conjunction with the
Civilian Personnel Office, Employee Benefits Unit and/or servicing Employee Relations
Specialist.) The Union agrees to support the Air Force initiative to return on-the-job injured
employees to light duty as soon as possible.

Section b: When a claim for loss of wages is made to the Office of Worker's Compensation
Programs, an employee may elect to be placed on sick or annual leave. However, compensation
may not be paid while an employee receives pay for leave. An employee has the right to elect
whether to receive pay for leave or to be placed on LWOP and receive compensation. The
employee will be advised as to the proper procedures for the "buy back" of all leave used for an
on-the-job injury. The employee making a claim for compensation will be counseled on how to
make this claim and the proper forms to be completed. The parties recognize that the Office of
Worker's Compensation Programs approves or disapproves compensation claims and determines
the amount to be furnished to the employee.

Section c. Prior to going TDY, each employee upon request may have explained to him/her their
rights to medical assistance while on TDY status. Upon request a copy of these rights may be
furnished to the employee.

NOTE: Light Duty is any duties authorized by attending physician. (Should also include number
of hours employee is allowed to work.)
                                           ARTICLE 13

                                        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 the full leave year will normally be scheduled by 30 January. If the
leave cannot be scheduled at the time requested by the employee, the supervisor will consult with
the employee to schedule the leave at an alternate time. The annual leave roster will be reviewed
by the Fire Chief and maintained by the Station Captain normally not later than 28 February of
each calendar year for approval. The annual leave roster 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 all other things being equal, as determined by the
supervisor, the person who has the earlier Federal Service Computation Date will be given the
first choice. Subsequent choices will be based on the same criteria.

Section c: Once an employee has made a selection, he/she shall not be permitted to change their
selection when such change will disturb the choice of another employee or hamper the mission of
the Fire Protection Branch. 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. In so far
as work conditions permit, annual leave will not be denied unless there is a justifiable and valid
reason, such as an emergency workload, the unexpected absence of other employees or alert
conditions, as determined by the Employer.

Section d: Absences for emergency reasons will be reported to the Assistant Chief of Operations
as soon as possible, normally within the first hour after the start of the shift not to exceed two (2)
hours. Final approval of annual leave for emergency reasons may be withheld until the return of
the employee to duty and a determination is made by the Assistant Chief of Operations as to the
validity of the emergency.

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 be
of this article.

Section f: Employees called in to work outside of, and not contiguous to their regular shift hours
shall be compensated for a minimum of two (2) hours in accordance with appropriate regulations
regardless of whether the employee is required to work or not.

Section g: When annual leave has been approved, management will not cancel this leave except
under emergency conditions or to meet urgent operational missions.
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
service", the employee may have such leave restored IAW AFR 40-630, para 2-10.
                                         ARTICLE 14

                                         SICK LEAVE

Section a: Employees shall earn and be granted sick leave in accordance with applicable and
appropriate statutes and regulations. Approval of sick leave will be granted to employees:

  (1) When incapacitated for performance of duties by sickness, injury, 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 as National or
State Guard.

    (3) When a member of an employee's immediate family is afflicted with a contagious disease
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. The
employee shall notify the Assistant Chief of Operations or his/her designated representative of
his/her incapacitation for duty as soon as possible after the start of the employee's shift but
normally within the first hour or two after the shift begins. The employee is required to notify
the Assistant Chief Operations at the beginning of each shift if he/she requests to be absent due
to sick leave/illness unless other arrangements have been made. Approval of sick leave for
prearranged medical, dental and optical appointments may be secured in advance and employees
should secure such appointments outside duty hours when possible.

Section b: Employees will not be required to furnish a medical certificate to substantiate a sick
leave request for three (3) consecutive days or two (2) consecutive 24-hour duty periods unless
there is reason to believe that an 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
will inform the employee and Union representative when a sick leave abuse problem is
suspected. The employee will be counseled prior to a written leave abuse letter being issued.
Procedures in AFR 40-630 will be followed. Leave abuse problems will be coordinated with the
servicing Employee Relations Specialist in the Civilian Personnel Office 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 six (6) months to
determine if the requirement should continue. The Supervisor will inform the employee of
his/her determination.
                                          ARTICLE 15

                                        COURT LEAVE

Section a: If an employee is summoned for jury duty or to act as a witness (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, including regularly scheduled overtime, 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 Accounting and
Finance Office as required by Air Force directives.

Section b: When an employee is subpoenaed for jury or court service, he/she will promptly
notify his/her supervisor so arrangements can be made for their absence from duty.

Section c: If an employee serving as a juror is excused or released by the court, they are expected
to return to duty unless this would be impractical. An employee is not expected to return to work
if less than two (2) hours of the workday remains.

Section d: No employee will lose their overtime entitlements under the Fair Labor Standards Act
when serving on jury duty, or military duty while on active duty or training under the provisions
of Section 502-505 of Title 32 (5 USC 30).
                                          ARTICLE 16

                                     EXCUSED ABSENCE

Section a: Employees who make donations of blood without compensation will be excused from
duty without charge to annual or sick leave. Employees will be excused for such time as
necessary to make blood donations. (Supervisor may grant up to four hours IAW AFR 40-630.)

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 AFR 40-630, para 8-4.
                                           ARTICLE 17

                                    TRAINING PROGRAMS

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: Job training required at the installation by the Employer shall be accomplished on the
Employer's time. The Union agrees to encourage employees to participate in self-development
activities in order to better qualify them-selves in their work or contribute to their overall growth
and development as individuals in relation to their jobs. An employee who desires to participate
in a course of instruction which is job-related and approved by the Employer for presentation on
the installation may submit a request through his/her Station Captain and Assistant Chief to the
Fire Chief for attendance at such a course. Attendance at an approved course of instruction shall
normally be during a period of standby time and will be approved only for instruction which
cannot be accomplished by the Employer by reassignment, job rotation, on-the-job training or
classroom instruction. Attendance by an employee at an on-base course of instruction, approved
by the Fire Chief, will normally be on official time if the employee is otherwise in a present-for-
duty status. Day-to-day attendance shall be based on the operational and mission requirements of
the Employer. The parties agree that all training or development by the employee on official
time must be either related to his/her job or be for the benefit of the government.

Section c: The Union representative may present recommendations to the Assistant Chief of
Training to be considered for inclusion in the monthly training. Training required by the
Employer will normally be conducted during the hours of 0745 to 1700, unless required by
directive or make up time necessitated by weather conditions or operational mission
requirements. When night training is conducted it will be held at a reasonable hour of the night,
normally no later than 2000. Training will not normally be held on a Federal holiday. Outside
Fire Department training will not normally be conducted during periods of inclement weather
(examples; rain, snow, extreme temperatures, or windchill factor). (Note: for guidance
concerning windchill factor, refer to windchill chart in FPM Supplement 990-2, Book 550,
Subchapter S9, Page 550-73.)

Section d: Employees are eligible to attend OPM courses and other courses that are job related.
The supervisor will nominate employees to attend using the SF 1556. The Employer will pay for
the class.

Section e: All training received which is significant to an employee's future assignments will be
recorded on the "Supervisor's Record of Employee" and may be used by the employee to update
the employee training record and be filed in the employee's Official Personnel Folder.
Employees may review their computerized data on site a least once per year and may, upon
request, receive a copy.

Section f: The Employer will allow a Union Official and/or Bargaining Unit Employees to enroll
in an OPM course and other self-development courses if manning level permits and provisions
can be made for the Union to reimburse the Employer for the cost of the class. (It is understood
that time for these courses will either be "Official Time" or "Annual Leave.")

Section g: Employees are eligible to attend OPM courses and other courses that are job related.
The Supervisor will nominate the employee using the SF 1556. The employer will pay for the
class.
                                          ARTICLE 18

                        OVERTIME AND CALL-BACK OVERTIME

Section a: The Union agree 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 Fire Protection Branch will maintain overtime records for a period of one
(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 overtime work will be given as much advance notice of such
assignment as possible. Notification for planned overtime work will be given to employees 24
hours in advance of the scheduled tour whenever feasible.

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.

Section e: An employee is considered as having performed at least two hours overtime if he/she
is called back to perform unscheduled overtime on a regular non-workday, during hours outside
his/her normal work hours on a holiday falling within his/her regularly scheduled work-week, 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 of duty will not be
considered call-back time.

Section f: Employees may be compensated for irregular or occasional overtime duty by pay or
compensatory time off as prescribed in FPM Supplement 990-2, book 550, Subchapter S1-3 and
AFR 40-552. (Employees must request compensatory time in lieu of pay.) If management is
unable to grant the compensatory time off within 12 pay periods, the employee will be paid for
the overtime worked. (The Supervisor must follow procedures outlined in AF Manual 177-372A
Vol II, Time and Attendance Reporting.)
                                          ARTICLE 19

                        HOURS OF WORK AND TOURS OF DUTY


Section a: The Employer agrees that the basic tour of duty for firefighters shall be a 72-hour
week of three alternate 24-hour shifts during each administrative workweek and the shift hours
shall be from 0730 to 0730.

Section b: It is agreed that each 24-hour shift shall include standby and working time. Eating
and sleeping time will be in accordance with appropriate directives.

Section c: The basic workweek for other employees in the Unit will consist of five eight hour
days within the administrative workweek, except for those employees whose services are
determined by the Employer to warrant other basic workweeks. The Employer agrees to offer the
Union an opportunity to negotiate the impact and implementation prior to changes of the work
schedule.

Section d: All employees will be notified two weeks in advance, when feasible, of a change in
duty location from one fire station to another. This notification will apply to a change which is
expected to be of other than short term duration.

Section e: Personnel will be rotated between the Fire Stations #1 and #2, based on need and
qualifications. This will be determined by the Assistant Chief of Operations for each shift.

Section f: Civilian for Civilian early relief may be allowed as long as the two involved are of
equal grade, and approval is obtained from an on-duty Station Captain. This practice of early
relief will not have an effect on the increase or decrease of compensable hours of either employee
and normally may not be practiced before 0700, which is 1/2 hour prior to the start of the next
shift. By special request of the employee, the Assistant Chief of Operations may grant early
relief up to 0645 on a case-by-case basis. The relief person is responsible for performing the
duties of the person who was relieved.

Section g: It is agreed that unit employees may voluntarily trade hours of work within the
following restrictions:

   (1) The two employees desiring the trade will be of equal grade and duties, and will utilize an
established format to submit their request.

   (2) The request will be submitted to the Station Captain at least 2 duty shifts (48 work hours)
prior to the desired change. If both Assistant Chiefs of Operations agree, the time limit may be
reduced.

  (3) Trading time will be paid back no later than the following full pay period.
  (4) Firefighters who abuse this privilege by failing to fulfill the terms of the trade, except in
cases of illness or a bonafide emergency, may be charged AWOL (Absent Without Approved
Leave), have the privilege withdrawn indefinitely, and subject themselves to disciplinary action.

Section h. A minimum of five hours will be set aside for sleeping and shall be continuous and
uninterrupted, unless mission essential or emergency situations arise.
                                          ARTICLE 20

                                          FLEXITIME

Section a: A flexible work schedule is authorized for the Fire Protection Inspectors. Employees
in Technical Services may participate in flexitime if they request such participation and that
request is approved by the Assistant Chief of Technical Services and the Fire Chief.

Section b: The following guidelines are to be used when the flexible work schedule is exercised:

 1. The basic workweek remains the same. Employees must account for 8 hours per day,
Monday through Friday, for a total of 40 hours worked per week.

  2. Flexible Band: The period during which employees may flex. The A.M. flexible band is
0600-0900. The P.M. flexible band is 1500-1800.

  3. Employees must preselect, in writing, an arrival time between 0600 and 0900 which must
be approved by the Assistant Chief of Technical Services and the Fire Chief. Once approved, the
employee must adhere to the fixed schedule. Changes may be requested in writing on a bi-
weekly basis.

   4. Core Hours: The period of time when employees are required to be in a duty status unless
leave/absence has been approved. The core hours will be from 0900-1500, which includes one
hour for lunch.

   5. Employees utilizing flexitime must sign-in their arrival time and sign-out their departure
time in the log book maintained in Fire Station #1.

Section c. The privilege of utilizing a flexible work schedule may be with-drawn by
management due to mission requirements or conduct/performance problems of the employee.
                                           ARTICLE 21

                                    AWARDS COMMITTEE

Section a: The Fire Chief will set up a Fire Department Awards Committee. The Awards
Committee will consist of all the Assistant Chiefs and all the Station Captains. The committee
will meet at the call of the Fire Chief. The current guidelines on selecting the Unit employees
will be used. A union official and an EEO Counselor may attend the committee meetings as an
observer. If any discriminatory practices, criteria, policies or procedures are observed, the
Counselor will report the findings to the Base Civil Engineer for corrective action.

Management will notify the Union of the Awards meeting no later than two days prior to the
meeting. If the Union wants an EEO Counselor present, they will request one from the Chief
EEO Counselor.

Section b: There will be a "Fireperson of the Quarter" award presented in March, June,
September, and December. From these, a "Fireperson of the Year" award will be selected and
he/she will be presented a suitable award. In addition, an assigned parking space will be
designated for those firepersons receiving the awards. This parking privilege will last at least for
thirty (30) days. The "Fireperson of the Year" award will be presented to the individual in
January of the following calendar year. When a person is submitted to the Civil Engineering
Organization for Squadron Civilian of the Quarter, that person will also be submitted within the
Fire Department for fireperson of the Quarter, along with any other recommendations.

Section c: All awards (i.e., 10 year, 20 year, Suggestions, etc.) will be presented to the individual
as soon as possible after their arrival at the base Fire Department.
                                          ARTICLE 22

                          EQUAL EMPLOYMENT OPPORTUNITY

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 regulations.

Section b: Through procedures established for Union-Employer cooperation, the parties agree to
advise each other of outstanding equal opportunity 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 Base Commander. From this list of nominees, the Base 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, or 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 procedure has the
right to be accompanied by a representative of his/her choice if he or she so desires. The
Employer agrees to add a Union nominee for the additional duty of EEO Counselor to the list of
employees who have volunteered to act as an EEO Counselor. When a need arises to appoint a
new EEO Counselor, the Union nominees will be contacted to determine current interest, along
with the other volunteers.
                                          ARTICLE 23

                               FACILITIES AND PUBLICITY

Section a: When available, and subject to security and safety regulations, the Employer agrees to
provide the training room, located in Building 1287, for Union meetings outside the regular
working hours. Meetings will be held to a maximum of four (4) per month, and management
will be notified two weeks prior to Union meetings. The Union will be responsible for cleaning
the room after their meetings.

Section b: The Employer agrees to provide bulletin board space within the Unit for the Union to
post notices to its members. The content of such notices will not violate any law, the security of
the activity, or contain scurrilous or libelous material. Routine notices showing only time, date,
and place of meetings may be posted without prior approval. However, the Union shall keep
information current and remove outdated material. The right to use official bulletin boards or to
circulate material may be suspended or with-drawn, if after consultation with the Union,
continued abuse exists.

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 accessible to all employees in the Unit.

Section d: Seventy-five (75) copies of this Agreement will be furnished to the Union for its use.
The cost of printing this Agreement shall be borne by the Employer.

Section e: The Union may have use of the copy machine in either Building 1287 or 3565. The
Union agrees to supply the paper used. It is understood that the Union Official making the copies
will sign the "log" annotating "for Union use." (The Union agrees to not misuse this privilege.)

Section f: The Union will be given space within Fire Station #1 to be used as a Union Office for
Local 1615. The Union will provide the file cabinets, desk, computer, FAX machine and phone
at no expense to Management. (Management agrees to have the phone line installed.

Section g: IAW DOD Policy and AFR 700-8, Vol I, 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:

  (1) It does not adversely affect the performance of official duties bythe employee or the
employee's organization.

   (2) It is of reasonable duration and frequency, and;

   (3) 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.
                                           ARTICLE 24

                           UNIFORMS/PROTECTIVE CLOTHING

Section a: All Unit employees in the GS-081 Fire Protection and Prevention series shall report to
duty wearing the standard uniform required by AF Directive in an acceptable state of repair, IAW
applicable FDOI.

Section b: The uniform will be worn at times when Fire Department personnel are on official
business that brings them in direct contact with base or public officials or with the general public,
or on off-base and other occasions deemed appropriate by the Base Fire Chief.

                                       TYPE OF UNIFORM

Employees will have the option of wearing a long/short sleeve work/dress shirt between 1
October and 1 April, as long as the under garments do not protrude beyond the arm length of the
outer shirt.

GS-4 and GS-5 - Dark navy blue shirts and pants.

GS-6 - Light blue type shirt, dark navy blue pants.

GS-8 (Non-Supervisory) - White shirt, dark navy blue pants.

Section c: To help defray the cost of purchase, an initial allowance and a replacement allowance
to cover cost of replacing uniform items will be paid in accordance with Title 5, United States
Code, Subchapter I, Sections 5901 and 5902 to each employee required to wear the uniform. The
employees' manager or supervisor will prepare, certify and forward the pay voucher to the
finance office in time for the quarterly replacement allowances to be issued.

   (1) Initial allowance - $400.00

   (2) Quarterly replacement allowance - $100.00 four times per year ($400.00).

The initial allowance will be given to the employee within thirty (30) days of employment. This
will be changed if the applicable law is changed.

Section d: Employer issued equipment will be issued to employees within thirty (30) days of the
employee's hire date, or as soon after as possible. Employer issued equipment is as follows: (1)
metal name tag; (2) a personal locker; (3) five patches per year per new hire as needed, then
patches will be traded one for one; (4) collar insignia; (5) Fire Department badge; (6) sunglasses;
(7) safety toe shoes (when needed); (8) work coveralls (when needed and available); (9) safety
eyeglasses; (10) dark blue baseball cap (in lieu of block uniform cap).
NOTE: Employees may individually procure boots at his/her own expense. It isunderstood that
boots must meet OSHA or ANSI specifications.

Section e: Nomex jumpsuits will be carried on HAZMAT unit so they are available when
needed.

Section f: Semiannually a roll call will be conducted with oncoming shift employees standing
roll call in full standard uniform. Employees shall be given 15 minutes before and after roll call
to change into full standard uniform or working clothes. This roll call will be announced in the
monthly training schedule.

Section g: In order to ensure that a professional image is maintained and observed by visitors
frequenting the Fire Station, the standard uniform is required to be worn at all times within the
Fire Station (including the dining area during official meal hours) except:

  1. when there is down time;
  2. after 1700 hours; and
  3. when performing work in or around the immediate vicinity of the fire station

All activities outside the fire station, including standby runs, require the employee to wear the
standard uniform unless protective clothing is worn prior to departing the station.

Section h: In order to provide uniformity among the Fire Department personnel, a work coat,
which has been approved by the Fire Chief, may be bought and worn by the employee.

Section i: A phase in period of six months will be allowed when a change in uniforms occurs.

Section j: Only OSHA/NFPA approved Firefighter Protective Clothing (gear) will be worn for
crash rescue and structural fire fighting operations.

Section k: When wearing of the uniform is specified, employees will present a neat appearance -
clothes cleaned, pressed, and in acceptable state of repair, shoes shined, cap worn squarely on the
head, and tie neatly tied. During warm weather, requirement for wearing coat and tie may be
waived under circumstances prescribed by the Fire Chief.
                                          ARTICLE 25

                       PERFORMANCE MANAGEMENT PROGRAM

Section a: This article establishes a program that integrates certain performance, pay, and
recognition processes. It implements the requirements of 5 CFR Part 430 (Performance
Appraisal), Part 531 (Within-Grade Increases (WGI)), Part 315 (Probation), and performance
awards under Part 451. It also implements that part of Federal Personnel Manual (FPM)
Supplement 335-1 pertaining to the use of performance appraisals in promotion.

   (1) Performance Management Program: Means a system which provides for establishment of
performance standards; identification of critical and non-critical elements; communication of
standards and elements to employees; Performance Management Program and substantiation of
ratings.

   (2) Performance Element: Describes the actual work to be performed during the appraisal or
observation period. A performance element is a significant requirement of the job, derived by
analysis of the position. Within the context of the organization's goals, the employee's major
duties and responsibilities are specified, including important tasks and projects which contribute
to those goals and for which the employee will be held accountable.

    (3) Critical Elements: A critical element is of such importance to the job that failure to meet
it results in an overall rating of unacceptable.

  (4) Noncritical Elements: A noncritical element is important work performed in the position
which has not been designated critical, but failure to meet it results in an overall rating of
minimally acceptable.

   (5) Performance Standards: They accompany performance elements, and describe the
minimal level of accomplishment necessary for Fully Successful performance. Fully Successful
performance is a level of performance which is neither higher nor lower than would be expected
for a majority of employees in a similar position. It is the level at which standards are written
and a level of performance which results in a Fully Successful rating. Standards are usually
expressed in terms of quantity, quality, and timeliness; and should be observable, measurable,
and exceedable. There must be at least one standard for every performance element.

Section b: Identifying Critical Performance Elements: Each performance plan must contain at
least four (4) performance elements of which three (3) must be critical elements. At least one (1)
noncritical element must be included. As a general guideline, five (5) to nine (9) performance
elements should be a sufficient total number of elements for evaluating performance of most
employees. The critical elements must total more than one-half of the total critical and
noncritical elements. After performance elements have been determined, the critical elements
must be identified.
   (1) Superior Rating: Means the overall rating assigned when the employee has exceeded all
the elements of the performance plan.

 (2) Excellent Rating: Means the overall rating assigned when the employee has exceeded
more than one-half of the critical elements, and meets all other elements.

  (3) Fully Successful Rating: Means the overall rating assigned when the employee meets the
requirements of all the elements of the performance plan.

  (4) Minimally Acceptable Rating: Means the overall rating assigned when the employee does
not meet the requirements of one or more noncritical elements of the performance plan, but
meets the requirements of all the critical elements.

   (5) Unacceptable Rating: Means the overall rating assigned when the employee does not meet
the requirements of one or more critical elements of the performance plan.

  (6) Rating Official: Means the supervisor who evaluates the performance of an employee and
assigns the rating. Normally, this is the first level/immediate supervisor of record. An employee
will be officially notified when his/her supervisor is changed.

  (7) Reviewing Official: Means, normally, the supervisor in the chain of command at the next
higher level to the rating official. The rating official's supervisor of record.

Section c: Employees will cooperate with the supervisors in developing performance elements
and standards, discuss with the supervisor any factors that should be considered in appraising
performance, and participate in the discussion and documentation of accomplishments during
appraisal discussions and meetings.

Section d: Each employee will be given the elements and standards for his/her position in
writing by his/her immediate supervisor before they become effective. If the employee feels an
element or standard unique to his/her position is unreasonable or unfair, he/she may request a
review by the second level supervisor within ten workdays after the performance plan is received.
The decision of the second level supervisor will be final.

Section e: Supervisors and managers in administering the Performance Management Program,
will adhere to the regulatory requirements of AFR 40-452.

Section f: Rating Period:

     (1) When an employee is appointed, reinstated, or transferred to the Air Force from another
federal agency, the employee will receive an initial rating at the end of the first 90 days of
employment.

     (2) If the supervisor of employee departs or changes positions before 4 May, an
"informational" rating will be accomplished and given to the new supervisor. (This is not a
"rating of record".) If the employee or supervisor changes positions or departs on or after 4 May,
the supervisor will accomplish the "official rating of record." (This is done in accordance with
Air Force "Early Close-Out" procedures 4 May - 30 Jun).

     (3) Employees will receive an annual rating in accordance with AFR 40-452.
                                         ARTICLE 26

                          SUPERIOR PERFORMANCE AWARD


Section a: When a employee receives a superior performance rating, the employee will be
recognized in accordance with Air Force Regulation 40-452 and any applicable changes thereto.

Section b: A Performance and Management Awards Committee will be established. The
Committee will review all recommendations for awards and appraisal ratings for technical
accuracies and equitable distribution.

Section c: The Union may request that the Executive Secretary of the Base Awards Committee
(or appropriate designee) be present as an observer during the Committee meetings. The Union
will notify the LRO when this is necessary and the arrangements will be made. (It is understood
that Management will notify the Union at least one week prior to the Committee meeting.)

Section d: 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 e: The Committee will consist of Assistant Chief of Ops, (from each shift), Assistant
Chief of Technical Services and either the Deputy or Fire Chief and the Assistant Chief of
Training.

Section f: The Union may request a listing from the CCPO showing awards distribution.
                                          ARTICLE 27

               ACTIONS BASED ON UNACCEPTABLE PERFORMANCE

Section a: An employee may be reduced in grade, or removed 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
sixty (60) days in which to bring his/her performance up to an acceptable level. At the end of the
sixty (60) day period, employees will be re-evaluated and informed in writing of their
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 thirty (30) day
written advance notice, subject to procedures established by higher authority. 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 fifteen (15) days to answer the
advance notice both orally and in writing.

3. The decision to retain, reduce in grade or remove an employee shall be made within thirty
(30) days after the expiration of the notice period, provided the notice period is not extended
upon request of the employee and approval of the Employer for a period of thirty (30) more days.

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 one (1) year period
preceding the date of the advance written notice.

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 one (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: Performance appraisals prepared under the Article shall be used as one of the primary
bases for training, rewarding, reassigning, promoting, reducing in grade or pay, retaining, and
removing of employees from the service of the Employer.
Section e: If an employee feels that there is an item in the performance standard that is not fair
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.

Section f: Any grievance filed under this Section shall be filed in writing with the second level
supervisor within ten (10) calendar days of the effective date of the action being grieved. The
second level supervisor will issue a final written decision within ten (10) day after the grievance
is filed. If no decision is issued within the ten days period or the employee is dissatisfied with
the decision, the Union may invoke arbitration as provided in Article 38.
                                           ARTICLE 28

                                 POSITION CLASSIFICATION

Section a: An employee in the Unit who believes that his/her position is improperly classified
will first discuss with his/her supervisor to obtain information and guidance as to the basis for the
classification of his/her 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.

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

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

Section d: 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. When an
employee makes an oral reply to the Employer he/she may be represented by a representative of
his/her choice.

Section e: When a draft copy of a classification standard in the 081 series is received from
higher headquarters by the Employer for comment, the Union will be provided a copy for
information purposes only. When the published final copy of 081 series is received, the Union
will be provided a copy in advance of implementation. The Employer will negotiate with the
Union on the impact and implementation of the standard.

Section f: A Unit employee's duties, as reflected in his/her position description, are the assigned
work tasks to be performed. Major or principal duties of the position description are those that
are the reason for its existence and establish the paramount qualification requirements.
Typically, they occupy the majority of the incumbent's time. Minor or incidental duties shall not
be significant to the classification of the position nor in determining qualification requirements.
Generally, they occupy a small portion of the incumbent's time and are not reflected in an
employee's position description.

Section g: When a HQ USAF standardized position description is used for a Unit employee's
position, it will reasonably reflect the position as performed. It is not intended to limit the duties
that may be assigned to a position, nor does it represent a requirement that all duties be placed in
the position description. A HQ USAF standardized position description is defined as a single
description used to cover a number of like positions. The description may be modified by the
Employer if it is otherwise applicable, and the employee is first notified.
                                           ARTICLE 29

                                  POSITION DESCRIPTIONS

Section a: Each employee is entitled to a complete and accurate position description, which shall
be reviewed annually by the employee and his work supervisor. The term "Performs other duties
as assigned" will not be used to require employees to perform duties unrelated to their position
descriptions. "This sentence is intended to assure the accuracy and completeness of their
position description."

Section b: Any employee in the unit who feels that he or she is performing duties outside the
scope of the position description or that his or her position is inaccurately described, may request,
through the immediate supervisor, that the position description be reviewed and discussed with
the employee and his/her representative. If the employee is not satisfied with the review, he/she
may file a grievance regarding the accuracy of the position on file. A classification appeal is the
proper approach if the series, title, or grade is at contention.
                                          ARTICLE 30

                                        PROMOTIONS

Section a: The employer agrees that all promotions within the Unit shall be in accordance with
the base Merit Promotion Program which will conform to policies and requirements of Office of
Personnel Management and Air Force directives. The purpose of the base 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
regulation shall be corrected in accordance with applicable law or regulation.

Section b: The Employer shall permanently post on a bulletin board within each fire station a
copy of the base Merit Promotion Program.

Section c: The Fire Chief shall ensure that a copy of the MPP Cert is posted on a bulletin board
within each fire station and Technical Services. The certificate will be posted for seven (7)
calendar days after receipt by the supervisor. The certificate will contain one of the following
statements:

  a. "Each person will be interviewed before a selection is made," or;
  b. "The selection for this position will be made on the basis of records
available to the selecting official. Interviews will not be held."

NOTE: If interviews are conducted, the questions will be approved by the Staffing/EEO
Specialist prior to interviews being conducted.

Section d: The Promotion Certificate will be issued in accordance with the AAFB Merit
Promotion Plan.

Section e: 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 f: Questions about the base Merit Promotion Program, or a specific promotion action,
may be referred to the supervisor or the Central Civilian Personnel Office for informal handling.
The formal means for resolving promotion complaints is through the grievance procedure. The
parties fully understand that the Office of Personnel Management does not accept appeals of
promotion actions, although it may investigate the operation of the Employer's promotion
program. The following matters are not a basis for a formal complaint: (1) Failure to be selected
for promotion when proper promotion procedures are used, that is, nonselection from a group of
properly ranked and certified candidates, and (2) an action required to be taken by the Employer
under provisions of a statute or instructions of the Office of Personnel Management.

Section g: The following information about a specific promotion action will be made available
upon request by an employee; (1) The Civilian Personnel Office 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 h: Serviced employees in the GS-081 series will be considered for promotions in the
GS-081 series (bargaining unit positions) prior to the area of consideration being expanded. The
Union will be notified by the appropriate supervisor when the area of consideration is expanded.
("Appropriate Supervisor's is defined as the lst level Supervisor of the position being filled.)

NOTE: It is understood and agreed to by both parties that a Merit Promotion Certificate will be
posted IAW Sec C of this Article prior to the area of consideration being expanded.

Section i: 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 an SF171, Application for Federal Employment, to receive
consideration. The Union will receive a copy of all vacancy announcements. Management will
post a copy of the announcements on the bulletin boards located in Fire Stations 1 and 2 and
Tech Services.

Section j: A three person panel will evaluate the candidate using the following criteria:

  1. The last 3 performance appraisals:

     a. Overall rating:                                             Points
        Superior                                                      3
        Excellent                                                     2
        Fully Successful                                              1

     b. Appraisal Factors - Manner of        Rating                 Points
        Performance: Factors 2, 4, 5    9 (Outstanding)               5
        and 8 will be considered when 8 (Far above F/S)               4
        filling the GS-6, Lead          7 (Above F/S)                 3
        Firefighter and GS-8, Fire       6 (Slightly AboveF/S)        2
        Protection Inspector, positions  5 (F/S)                      1

     c. Awards:
        Performance Awards (last 3 yrs)                             Points

       QSI -                                                          2
       PA -                                                           1

Other Awards: (Must be related to Fire Protection and received during the 12 month period
preceding the date the Merit Promotion Cert is issued.
                                                                   Points
       Fire Fighter of the Qtr -                                    1
       Fire Fighter of the Year -                                   2

    d. Self-development (Max 5 pts) (Schools other than provided by the employer that are
related to Fire Protection.)

      Any undergraduate course work or                             Points
      Training seminar/workshop:                                     1

      Degrees:                                                        2

      Associate -                                                     2
      Bachelor -                                                      3
      Master -                                                       4

   f. Leave Record:

      Good -                                                        1
      Slight Problems (Counseling) -                                0
      Documented Leave abuse -                                     - 1 (minus 1 point)

The entire package will be reviewed for accuracy by the Staffing/EEO Specialist prior to
finalization of selection.

NOTE: If vacancy is a GS-6 Lead Firefighter, the panel will consist of the Station Captain with
vacancy, a Supervisor from the opposite shift and the Deputy Fire Chief. If the vacancy is a GS-
8 Inspector, the panel will consist of the Assistant Chief of Technical Services, Deputy Fire
Chief, and an Operation Management Official.
                                          ARTICLE 31

                       DETAILS AND TEMPORARY PROMOTIONS

Section a: 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 in accordance
with the Office of Personnel Management and Air Force directives. The Employer agrees that
when an employee is assigned to a higher grade position and his/her assignment will last for
forty-five (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 regardless of duration will be recorded on the AF Form 971
(Supervisor's Employee Brief). When a detail is to last for more than 30 consecutive days it will
be documented on an SF 50 and placed in the employee's Official Personnel Office. The
employee will be provided a copy of the SF 50, which will include a description of the duties to
be performed. An employee may complete an SF 172 (Amendment to Qualifications Statement)
to be filed in their OPF when detailed for 30 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 days,
management will consider detailing or temporary promotion to the position immediately in order
that employees may receive experience and/or pay for higher graded duties.

Section b: Temporary promotions will not be made for less than thirty (30) days and will not
normally exceed one year and will be made in accordance with the base Merit Promotion
Program.

Section c: 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 d: 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.

Footnote: Days refers to calendar days.
                                          ARTICLE 32

                                   REDUCTION IN FORCE

Section a: The Employer agrees to notify the Union of any proposed reduction in force affecting
Unit employees and to consult with the Union on local implementation. The Employer further
agrees that he will 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 is to be effected and the reasons for the reduction in force.

Section b: In the event of a reduction in force, 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 reduction in force will
be placed on the Reemployment Priority List in accordance with the eligibility provisions of
applicable and appropriate regulations. 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 MSPB. RIFs will be conducted in accordance with FPM, DOD, and Air Force
regulations governing RIF.
                                           ARTICLE 33

                   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 date and the number of days TDY travel will normally be shown in the
travel orders. All travel orders will be prepared and given to the employee 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. When such scheduling is not practicable, travel will not be scheduled to avoid
travel on a non-workday or outside scheduled hours of duty solely for convenience of the
traveler.

Section c: Transportation may be authorized by Government vehicle, ship, or aircraft, by
privately-owned conveyance and 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 regulations.

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 travel costs, whichever is
less.

Section e: An employee scheduled for temporary duty travel may request an expense advance for
the estimated per diem due for the TDY trip, in accordance with paragraph c 1102, Volume 2,
Joint Travel Regulations. The amount of approved advanced payment will be specified in the
order. An advance for estimated mileage allowance can also be requested when the use of
privately-owned vehicle has been authorized.

Section f: When an employee is on temporary duty away from Andrews Air Force Base and the
stated approximate or stated specific length of days duration in the original temporary duty orders
is extended, the employee will be notified before the extension begins and, time permitting,
copies of his 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. 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 if the mission requirements can be met by earlier or
later departure or arrival scheduled times.
Section h: Time spent by an employee in travel status outside his 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 i: 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 effect on work performance, health, or well-being, and any
safety hazard which might result from working while fatigued.

Section j: 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 Base
Commander. When such use is approved, the employee will be reimbursed at the mileage rate
prescribed by appropriate directives.

Section k: Employees placed on TDY to an installation where Quarters are available cannot be
reimbursed for commercial lodging unless a certificate of non-availability of Government
Quarters (DD Form 1351-5) is issued to support lodging payment.
                                          ARTICLE 34

                                 PHYSICAL EXAMINATIONS

Section a: When an Employer gives a (GS-081) firefighter a physical examination, the exam will
consist of the following:

   1. Blood test.
   2. Eye test.
   3. Hearing test.
   4. Chest x-ray (Accomplished during pre-and-past employment examination only).
   5. Urine test.
   6. T.B. test.
   7. Resting EKG test (Accomplished during pre-and-post employment examination and every
two years beginning with the age of 35).
   8. Lung test (Pulmonary Function Test).

The above examinations will be conducted every two years after the pre-employment
examination unless otherwise specified. However, annually, fire fighters will receive an
examination which will consist of an assessment of their health history, a weight check, and a
blood pressure check. Examinations will be conducted during time frames determined by
Malcolm Grow Medical Center.

Section b: After the tests are given to the employee, the employee will be given a written report,
per test, within twenty-five (25) working days, if possible, after the completion of the
examinations. If the employee is disqualified for fire fighting duties, he/she will be given notice,
and the Fire Chief will be notified. The Fire Chief may provide light duty until the medical
problem has been corrected, if the disability is of a temporary nature.

Section c: The Director of Medical Services will designate the physician or practitioner who is
to conduct any directed or offered medical examination. This does not preclude designating the
employee's treating or personal physician when in the judgment of the Director of Medical
Services the employee's physician is in the best position to render an opinion. The Director of
Medical Services will arrange for the payment of the designated physician's fee.
                                         ARTICLE 35

                    LABOR-MANAGEMENT RELATIONS TRAINING

The Employer will, subject to mission requirements, permit total Union representation time on
administrative leave, not to exceed eighty (80) hours total per a twelve (12) month period, to
attend training sessions sponsored by NFFE relating to matters of mutual labor relations concern
to the Employer and the employee. The Union agrees to submit requests for such leave
sufficiently in advance through the supervisors, to the Labor Relations Officer with appropriate
supporting material showing subject matter of the training session. Costs of such training will be
the responsibility of the Union. The Labor Relations Officer will schedule Union Officials to
attend the Civilian Personnel Management Course. This will be done on a "space available"
basis. Each Union Official may attend the basic course and the refresher course one time.
                                           ARTICLE 36

                          DISCIPLINARY AND ADVERSE ACTIONS

Section a: The parties agree that constructive discipline is preventive in nature. Its objective
shall be the development, correction and rehabilitation of employees who fail to discharge their
assigned duties conscientiously. Employees are expected to respect the administrative authority
of those directing their work and observe the spirit as well as the letter of the laws and
regulations governing their conduct. Constructive discipline is intended to encourage employee
acceptance of responsibility and forestalls the development of situations in which there is no
alternative to the imposition of penalties. Constructive discipline shall make the maximum use
of motivators such as those available under the incentive awards and performance evaluation
systems, honors, consultative management techniques, and respect for employees as individuals.
The Employer will use sanctions and penalties only when necessary and then promptly and with
equity.

Section b: Constructive discipline is the responsibility of all parties to this Agreement. The
Employer 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: The Employer will, before initiating any disciplinary action, inquire into an apparent
offense to assure appropriate consideration of all material aspects of the situation, to include
Union involvement when considered appropriate. A disciplinary action will be appropriate only
when there has been an identifiable offense. Any action taken will be:

   1.   For good cause;
   2.   Consistent with applicable law, regulation, and policy;
   3.   Fair; and
   4.   Timely.

The minimum penalty capable of providing the desired correction will be used.

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 should he/she imply that a
resignation would result in a clear 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
thirty (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. The Employer will continue constructive efforts while the action is in process to
locate other suitable assignments which will reduce the employee's financial loss and disruptions
in their career. Action documents prepared by the Employer will be prepared to imply no
connotation of delinquency or misconduct.

Section h: The Employer will provide to the employee all information needed to grieve a
disciplinary or adverse action either through the grievance procedure of the administrative appeal
process, whichever one is applicable. Employee filing grievances on suspensions for more than
14 days, reduction in grade, or removal, should utilize the procedures outlined in Article 37,
section b. Employees filing grievances on oral admonishments or reprimands should utilize the
procedures in Article 37, section c(a). Employees filing grievances on suspensions for 14 days or
less may start the grievance process at Article 37, section c(b).
                                           ARTICLE 37

                                  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 constructed to deprive any
employee or employees of the rights guaranteed to them by provisions of 5 USC 71. 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 thesole 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
regulation affecting conditions 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;

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

   4. An examination, certification, or appointment;

  5. The classification of any position which does not result in the reduction of pay of an
employee;

   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
sustained superior performance cash award, or other type of honorary or discretionary awards;
and

  10. Personnel actions resulting from reduction-in-force.

Section d: Grievability: Questions as to whether or not a matter is a 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.
Notification by management, on the day prior to the date of my meeting, of the time and place of
the meeting constitutes discharge of the management obligation.

Section f: Complaint Options: Complaints involving (a) removal or reduction in grade of an
employee for unacceptable performance; (b) suspension for more than 14 calendar days; (c)
reduction in pay; (d) furlough of 30 days or less; (e) discrimination; or (f) reduction in grade or
removal for reasons other than unacceptable performance; (g) or any pay claim pertaining to Title
5 U.S.C. or FLSA 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 twenty (20) calendar days after the effective
date of the action. Grievances submitted at Step 3 under this option must be in writing,
identifying 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, and the
designated representative (if any),and be signed by the employee.

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 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 if 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.

Section i: Grievance Steps: The following procedures will apply in processing grievances
covered by this article. Any grievance not presented within twenty (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 which is not otherwise appealable to the Merit Systems
Protection Board, shall not be presented or considered at a later date. 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 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 supervisor will meet and discuss the grievance with the aggrieved employee within five (5)
working days after notification. The supervisor will render a decision to the aggrieved employee
within five (5) working days after conclusion of the Step 1 discussion.

   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
writing to the Branch/Fire Chief within (5) working days after receipt of the Step 1 decision. The
written 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,
and the designated representative (if any), and be signed by the employee. The Branch/Fire Chief
will meet with the employee and his/her Union representative, if any, within five (5) working
days after receipt of the written grievance. Within (5) working days of the Step 2 discussion, the
Branch/Fire Chief will issue a written decision. 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 five (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 2. A
review will be made of the grievance file, consultation with the parties, if deemed necessary, and
a decision will be rendered in writing within ten (10) 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 38 of this Agreement. Such
notification shall be made in writing to the Labor Relations Officer within ten (10) working days
after receipt of the Step 3 decision.

Section j: Termination of Grievance: If an employee (a) resigns 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 (b) 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. Time limits specified in this article may be extended only
by mutual consent of the parties.

Section k: Employer Grievances: Grievances submitted by the Employer will be initiated by the
Installation Commander (or designee). Such grievances will be submitted in writing to the
President, Local 1615, NFFE 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 five (5) working days of receipt of the grievance and attempt an informal
resolution. The Union will submit a written decision on the matter with twenty (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, either party may submit the matter to arbitration under
Article 38 of this Agreement within ten (10) working days after receipt of the Union's decision.

Section l: Union Grievances: Union grievances are submitted in writing by the Union President
to the Installation Commander, Attn: Labor Relations Officer. The Labor Relations Officer will
meet with the President, Local 1615, or his/her designee, within five (5) 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 twenty (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, either party may
submit the matter to arbitration under Article 38 of this Agreement within ten (10) working days
after receipt of the Employer's decision.
                                            ARTICLE 38

                                          ARBITRATION

Section a: If the Employer and the Union fail to resolve a grievance under Article 37, "Grievance
Procedure", such unresolved grievance may be submitted for arbitration by either party.

Section b: If the Union desires to file a request for arbitration it must do so within ten (10)
calendar days after receipt of the final decision in Step 3 of Article 37. If the Employer desires to
file a request for arbitration, it must do so within ten (10) calendar days after receipt of final
decision by the President, Local 1615. The Union shall be advised that arbitration has been
requested by the Employer.

Section c: Within five (5) calendar days from the date of receipt of an arbitration request from
the Union, shall request the Federal Mediation and Conciliation Service to furnish a list of seven
(7) persons qualified to act as arbitrators. The parties shall meet within ten (10) calendar days
after receipt of such list and each party shall strike one (1) name from the list and repeat this
procedure. The remaining name shall be the duly selected arbitrator.

Section d: The costs of the Arbitrator's fees shall be borne equally by the parties to include travel
costs, per diem (including lodging, meals), a court reporter, in accordance with Section 37 of the
Federal Acquisition Regulation. However, if a facility contiguous to Andrews AFB is selected,
all of the above enumerated expenses will be borne equally by the parties.

Section e: 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 f: Should either party fail to appear at the Arbitrator's hearing, this shall be just cause for
the Arbitrator to finally terminate the grievance and give his/her decision based upon available
information. All costs incurred shall be paid by the party failing to appear.

Section g: 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 thirty (30) days
after the conclusion of the hearing, unless the parties otherwise agree. An exception to the
Arbitrator's decision must be filed within thirty (30) calendar days following the date the award
is served. If no exception is filed, the Arbitrator's decision and remedy will be implemented
within thirty (30) calendar days. In the event an exception is filed with the Federal Labor
Relations Authority, the FLRA decision shall be implemented within thirty (30) calendar days of
its receipt from the authority.
                                           ARTICLE 39

           INFORMAL UNFAIR LABOR PRACTICE CHARGE PROCEDURE

Section a: The Employer and the Union agree that before either party files a formal unfair labor
practice charge (ULP) against the other with the Federal Labor Relations Authority, 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). 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 investigating/fact finding committee will meet within seven (7) calendar days after
receipt of the ULP. This committee will consist of the Labor Relations Officer, the Fire Chief,
the Union President or designee, and one other Union Officer. This committee will have a
minimum of thirty (30) calendar days from the date of receipt of the ULP by the LRO to attempt
resolution.

NOTE: If the Fire Chief or the Labor Relations Officer are named in the informal ULP as a
"violator", an appropriate Management Official will be designated by the Installation
Commander to replace these individuals on the Committee.

  Step 3 - If at the end of the thirty (30) calendar days, no extension has been requested or
granted, and no resolution has been agreed to, the charging party will then be free to file a formal
charge with the Federal Labor Relations Authority if they wish.

Section b: Only the Union President/Labor Relations Officer may file a ULP with the Federal
Labor Relations Authority.
                                         ARTICLE 40

              SUPERVISOR'S RECORD OF EMPLOYEES (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.

Section b: Derogatory information placed on the 971, such as oral admonishments, disciplinary
discussions, or records of incidents which does not lead to a letter of reprimand or harsher
disciplinary actions, may be removed after six months upon review/discretion of the supervisor.

Section c: Employees will be allowed to review their AF Form 971 upon request. A Local
representative will be allowed to review a Local Member's AF Form 971 with expressed written
consent from the Local member. This review must be in the presence of the Local member's
immediate supervisor.

Section d: Supervisors will ensure that the AF Forms 971 are 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: Employees will initial and date each 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 __________ date; employee refused to sign."
                                         ARTICLE 41

                               CHILD DAY CARE CENTERS

The Employer agrees to authorize employees to place their dependent children in the base child
care center during their duty hours provided space is available, the center is open, and normal
fees are paid.
                                          ARTICLE 42

             EMPLOYEE ORIENTATION AND INFORMATION RELEASE

Section a: Upon request, the Employer agrees to allow reasonable time for the local's shop
steward, to meet and talk with new employees within five (5) working days, or as soon thereafter
as possible of the employees hire date.

Section b: In accordance with the Freedom of Information and the Privacy Act, the Employer
will provide to the Union any request information, material, regulations, directives, supplements,
classification standards, etc.

Section c: Direct Deposit of Pay is the standard method of payment for all newly hired Air Force
civilian employees. However, it will be the option of the employee to have his/her pay sent by
mail to an address specified by the employee. The Employer agrees to provide information on
the Direct Deposit Program to new employees as part of his/her pre-employment package. The
Union agrees to support the direct deposit of Civilian pay and will encourage all employees to
participate in the program.

Section d: Employees electing to receive pay by mail understand that if the pay check is not
received within two mail delivery days from payday, a new pay check will not be issued for
seven days from payday.
                                          ARTICLE 43

                               WAIVER OF OVERPAYMENTS

Section a: When an employee has received an overpayment in pay or allowances, the Employer
under Title 5 USC 5514, is permitted to deduct from the pay of employees without their consent
to satisfy debts caused by erroneous payments. If a valid debt exists, the civilian payroll office
makes an agreement with the employee as to the methods of repayment. The employee may pay
the amount due in cash or by deduction from pay. If payment is by payroll deduction, a
reasonable schedule of deductions is established that does not create hardship for the employee
but protects the interest of the government. If the employee does not propose a repayment rate or
the rate does not adequately protect the interests of the government, or it is apparent the proposal
is a token repayment, the payroll office will establish a reasonable rate and begin deduction. The
rate established should not create undue hardship or amount to more than 15 percent of
disposable pay, except that a greater percentage may be deducted upon written consent of the
individual involved. If separation from Air Force employment is imminent, the entire amount is
collected from any available wages.

Section b: When waiver of recovery action is requested, the AFO determines in each case
whether suspension of collection would be appropriate. The criteria includes the reasonable
possibility that the waiver will be granted, the protection of government interests based on
reasonable assurances for collection if waiver is denied and level of undue hardship caused by
continued collection action.
                                        ARTICLE 44

                                 STUDIES AND SURVEYS

The Employer will notify the Local as soon as possible, of general studies and surveys that may
have an impact on the Fire Department and its personnel. When study results are made available
to and received by the Employer, the Union will be notified of the outcome when it pertains to
fire protection. The above material does not include Air Force or higher level inquires or
investigative type reports such as, IG or Staff Assistance Visits (SAV).
                                          ARTICLE 45

                               USE OF TOBACCO PRODUCTS

"The use of tobacco products" in any form will not be permitted in any of the fire protection
prevention facilities other than during period of inclement weather and between the hours of
2400 and 0600 where the use of tobacco products will be allowed in the upstairs dayroom of
Station #1 and the dayroom of Station #2. Technical Services will remain a non-smoking area.
When a non-tobacco user objects to tobacco use, the conflict will be resolved in the favor of the
non-tobacco user. "Smoking areas outside the facilities will be designated with the approval of
BCE."

NOTE: Station #2 dayroom will not be used for tobacco use during meal time nor training
sessions. It is understood that the tobacco user will ensure that there is no residue of tobacco
products left in the area.
                                           ARTICLE 46

                    DURATION AND/OR RENEWAL OF AGREEMENT

Section a: This Agreement shall remain in full force and effect for a period of three (3) years
from the date of approval by HQ MAC. If neither party gives notice of intent to renegotiate this
Agreement by its expiration date, then the Agreement will automatically be renewed for two (2)
year periods thereafter, and will be administered in accordance with any applicable laws and
regulations in effect at the time of each renewal. In the event either part intends to renegotiate
this Agreement, there will be notification given by the moving party of their intention to
renegotiate no less than sixty (60) nor more than 105 days prior to its terminal date. 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 HQ MAC. Upon notification to
renegotiate, the parties shall meet on a mutually agreed upon date, to establish the ground rules.

Section b: Either party may request to supplement, modify or amend this Agreement not less
than sixty (60) days nor more than 105 days prior to each anniversary where renegotiations are
not provided for above. Such a request must be accompanied by a written proposal of the
supplemention desired, and limited to no more than four (4). 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 HQ MAC as specified for this Agreement in Section a,
above. Supplements also expire on the expiration dates of the Agreement.

Section c: Except through the supplementation process in Section b, above, the parties further
agree to conduct all business between them through the negotiation/consultation procedure
contained in the Labor-Management Relations Article, or 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 published DoD Civil Service
Reform Act, and applicable laws at the time it is renegotiated or before it is extended, except
where specific exceptions are granted or renewed.

Section d: This Agreement, supplements, and memo of understandings agreed to, or negotiated
by the parties will terminate at anytime it is properly determined that the Union is no longer
entitled to exclusive recognition.
                                           ARTICLE 46

                    DURATION AND/OR RENEWAL OF AGREEMENT

Section a: This Agreement shall remain in full force and effect for a period of three (3) years
from the date of approval by HQ MAC. If neither party gives notice of intent to renegotiate this
Agreement by its expiration date, then the Agreement will automatically be renewed for two (2)
year periods thereafter, and will be administered in accordance with any applicable laws and
regulations in effect at the time of each renewal. In the event either part intends to renegotiate
this Agreement, there will be notification given by the moving party of their intention to
renegotiate no less than sixty (60) nor more than 105 days prior to its terminal date. 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 HQ MAC. Upon notification to
renegotiate, the parties shall meet on a mutually agreed upon date, to establish the ground rules.

Section b: Either party may request to supplement, modify or amend this Agreement not less
than sixty (60) days nor more than 105 days prior to each anniversary where renegotiations are
not provided for above. Such a request must be accompanied by a written proposal of the
supplemention desired, and limited to no more than four (4). 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 HQ MAC as specified for this Agreement in Section a,
above. Supplements also expire on the expiration dates of the Agreement.

Section c: Except through the supplementation process in Section b, above, the parties further
agree to conduct all business between them through the negotiation/consultation procedure
contained in the Labor-Management Relations Article, or 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 published DoD Civil Service
Reform Act, and applicable laws at the time it is renegotiated or before it is extended, except
where specific exceptions are granted or renewed.

Section d: This Agreement, supplements, and memo of understandings agreed to, or negotiated
by the parties will terminate at anytime it is properlydetermined that the Union is no longer
entitled to exclusive recognition.
                                         ARTICLE 47

                            UNION BOOTH FOR OPEN HOUSE

Section a: Normally the Employer will allow the Union to have a refreshment booth during
Armed Forces Day "Open House." The booth will not be part of the "Contractor" concessions.
The Union understands that the location of the booth will have final approval of the Employer. It
is also understood that the conditions that apply to all participants will apply to the Union.

Section b: The Union agrees to furnish all equipment and material needed at no expense to the
Employer.

Section c: The Union agrees to donate 10 percent of the profits to the Fire Department to be used
for the benefit of the employees.
                                         ARTICLE 48

 UNION-EMPLOYER COOPERATION INALCOHOL ABUSE 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 Alcohol Abuse Prevention and Control Program if
they need or could benefit from this program.

Section b: The Union and the Employer jointly recognize alcohol abuse as an illness which is
treatable. In addition, the parties recognize that personal, financial, marital, family, and 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. The earlier that an emloyee's problems relating
to alcoholism can be identified, the more favorable are the chances for a satisfactory solution.
Management agrees to publish annually and distribute to supervisors a copy of the
responsibilities of the supervisor in the Civilian Alcohol Abuse Prevention and Control Program.

Section c: Any employee who participates in this alcohol program will be entitled to all of the
rights and benefits of the program in accordance with appropriate regulations.

Section d: The employee has the right to have the appropriate Union representative(s) present at
each formal counseling in which the employee reasonable 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: Employees who agree 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.
                                         ARTICLE 49

                                         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 furloughs. Employee's who are effected will have
the right to contest a furlough of 15 days or more either through MSPB appeal procedures or the
negotiated grievance procedures. The employee will be given the needed information to file with
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 seven (7) days to respond to the furlough notice.

Section d: Once the employer 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 six (6) months
per year.

Section f: Employees who work 24 hour shifts, will have one shift counted as three (3) furlough
days.

Section g: Employees who had use-or-lose leave canceled because of a furlough leave may carry
the canceled leave over to the next leave year.
                                           ARTICLE 50

             AIR FORCE CIVILIAN DRUG TESTING PROGRAM (AFDTP)

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 Appropriations 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
positions" (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: The employer will provide two training sessions for Local 1615, bargaining unit
employees. A Union Official may speak at these sessions. These sessions will be in addition to
the supervisory training required by the Air Force Drug Testing Plan. The training will be
accomplished prior to actual urinalysis testing (during the 30 day specific notice period).

Section d: 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 two 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 e: All urinalysis samples will be taken at Malcolm Grow Medical Center (MGMC),
Andrews Air Force Base.

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

Section g: In order to provide a complete sample (at least 60 milliliters) the employee may be
required to remain at MGMC until 1600 hours of day sent for testing.

Section h: An employee testing positive shall be entitled to Union representation during any
meeting between the employee and Agency representatives concerning the test results, including
the Medical Review Office (MRO), if the employee requests Union representation.

Section i: 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 j: Reasonable suspicion testing will be based upon a "Reasonable Suspicion" of on-duty,
drug-related impairment supported by:

  (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 and experience in the
evaluation of drug-induced impairment.

Section k: 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 l: Union may request list of bargaining unit employees tested and number of non-
bargaining unit employees tested. Non-bargaining unit will be identified by position only.
Section m: The Union may visit the lab at MGMC upon request and coordination with the PC
and MUTPM.

                                      APPENDIX A


Administrative leave                             Excused time in a pay status

Adverse Action                                   A removal, suspension, furlough for 30 days
                                                 or less, or reduction in grade or pay.
                                                 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 regulation is a special type
                                                 of grievance, and the Air Force decision to
                                                 grant these appeal rights does not confer
                                                 entitlements under any other regulation.

Appraisal Form                                   AF Form 860A used to write the results of
                                                 the written performance 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.

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.

AWOL                              Absent without approved leave.

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 including maintaining the Official
                                  Personnel Files and other personnel files.

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

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.

Disciplinary Action,

    Informal                      Counseling

    Formal                        Oral admonishment, letter of reprimand,
                                  suspension, or removal.

Emergency                         A sudden, urgent, unexpected set of
                                         circumstances.

Emergency Situation                      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.

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

Essential Employee                       One who is required to be at work,
                                         regardless of situation, for the protection
                                         of life, limb, and/or property or to perform
                                         crucial operations.

Every                                    See all, any.

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

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.

FLRA                                     Federal Labor Relations Authority

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

Installation                              Andrews AFB.

Job Title                                 The official name of the position.

Labor Management and Employee Relations   A program to foster a cooperative
                                          relationship between management and
                                          employee organizations in the
                                          administrative of personnel policy,
                                          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.

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

MSPB                    Merit System Protection Board.

Must                    A demand word - absolute.

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 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.

OPF                     Official Personnel Folder. 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.

Performance             The manner in which employees
                        accomplish assigned duties.

Performance Appraisal   Comparison of an employee’s
                        performance of duties and responsibilities
                        against the written 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.

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

Reprimand                    A formal letter 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).

RIF                          Reduction in Force.

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.
Supervisor             The employee’s immediate supervisor.
                       One who establishes performance
                       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.

WIGI                   Within-Grade Increase

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

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