AGREEMENT BETWEEN ALTUS AIR FORCE BASE, ALTUS, OKLAHOMA 73523 by vgt30370

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									                    AGREEMENT

                      BETWEEN

     ALTUS AIR FORCE BASE, ALTUS, OKLAHOMA 73523

                        AND

              APPROPRIATED FUND UNIT

                   LOCAL NO. 2586

AMERICAN FEDERATION OF GOVERNMENT EMPLOYEES (AFGE)

                      AFL-CIO




                          4
                          AFGE LOCAL 2586 AND ALTUS AFB OKLAHOMA

                                      MEMORANDUM OF AGREEMENT

                                                TABLE OF CONTENTS

ARTICLE                                   ARTICLE TITLE                                                                        PAGE

  1       PREAMBLE...................................................................................................................        4
  2       RECOGNITION AND COVERAGE...............................................................................                            4
  3       PUBLIC PURPOSE SERVED BY THIS AGREEMENT.................................................                                           4
  4       MATTERS APPROPRIATE FOR NOTIFICATION & NEGOTIATION.........................                                                        4
  5       EFFECT OF CHANGES IN REGULATIONS ON THIS AGREEMENT.........................                                                        5
  6       MANAGEMENT RIGHTS AND RESPONSIBILITIES..................................................                                           5
  7       EMPLOYEE RIGHTS AND RESPONSIBILITIES.........................................................                                      6
  8       UNION RIGHTS AND RESPONSIBILITIES..................................................................                                7
  9       EMPLOYEE AND UNION REPRESENTATIVES.........................................................                                        8
 10       EMPLOYER-UNION COOPERATION..........................................................................                               9
 11       NEGOTIATED GRIEVANCE PROCEDURES...............................................................                                     10
 12       ARBITRATION..............................................................................................................          12
 13       POV PARKING.............................................................................................................. 14
 14       RESEARCH PROGRAMS AND DEMONSTRATING PROJECTS................................                                                       14
 15       CHARITY DRIVES........................................................................................................             14
 16       EQUAL EMPLOYMENT OPPORTUNITY....................................................................                                   14
 17       SENIORITY....................................................................................................................      15
 18       PERSONNEL RECORDS................................................................................................                  15
 19       CIVILIAN PERFORMANCE AND PROMOTION APPRAISALS (CPPA).....................                                                          15
 20       POSITION DESCRIPTIONS/CORE DOCUMENTS.......................................................                                        16
 21       POSITION CLASSIFICATION.......................................................................................                     16
 22       PROMOTIONS...............................................................................................................          17
 23       EMPLOYEE TRAINING................................................................................................                  19
 24       HOURS OF WORK.........................................................................................................             20
 25       DETAILS........................................................................................................................    23
 26       OVERTIME....................................................................................................................       24
 27       HOLIDAYS.....................................................................................................................      25
 28       LEAVE...........................................................................................................................   25
 29       TRAVEL.........................................................................................................................    28
 30       ADVERSE AND DISCIPLINARY ACTIONS................................................................                                   29
 31       HEALTH AND SAFETY................................................................................................                  29
 32       EMPLOYEE COMPENSATION.....................................................................................                         30
 33       USE OF OFFICIAL FACILITIES...................................................................................                      31
 34       PUBLICITY....................................................................................................................      31
 35       REDUCTION-IN-FORCE...............................................................................................                  32
 36       IMPACT OF REALIGNMENT OF WORK FORCE........................................................                                        32
 37       DRESS CODES..............................................................................................................          33
 38       IMPASSES IN NEGOTIATIONS...................................................................................                        33
 39       FIRE DEPARTMENT.....................................................................................................               33
 40       PAYROLL WITHOLDING OF DUES............................................................................                             34
 41       DURATION OF AGREEMENT......................................................................................                        36




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                                          ARTICLE 1

                                          PREAMBLE

This Memorandum of Agreement is executed pursuant to the exclusive recognition granted Local
2586, an affiliate of the American Federation of Government Employees, AFL-CIO, (hereinafter
referred to as the Union), and Altus Air Force Base, Oklahoma, (hereinafter known as the
Employer).

                                          ARTICLE 2

                             RECOGNITION AND COVERAGE

The Unit to which this Agreement is applicable is comprised of all civilian employees serviced
by the Satellite Civilian Personnel Office working on Altus Air Force Base, excluding
management officials, supervisors, employees engaged in civilian personnel work other than
those in a purely clerical capacity, and professional employees. But, does not preclude any
employee from belonging to the Local Union to which this Agreement recognizes even though
they may not be represented under this Agreement or have payroll deductions.

                                          ARTICLE 3

                  PUBLIC PURPOSE SERVED BY THIS AGREEMENT

The Air Force recognizes: The right of employees to organize and express their views
collectively or to refrain from such activity; that participation of employees in the formulation
and implementation of personnel policies affecting them contributes to effective conduct of Air
Force business; that the efficient administration of the Air Force and the well-being of its
employees require that orderly and constructive relationships be maintained between the Union
and management officials; and that effective labor-management relations in the public service
requires a clear statement of the respective rights and obligations of the Union and the Employer.

                                          ARTICLE 4

        MATTERS APPROPRIATE FOR NOTIFICATION AND NEGOTIATION

Section A. The obligation to meet and negotiate does not include matters with respect to the
mission of an activity; its budget, its organization; its number of employees, or its internal



                                                6
security practices. This does not preclude the parties from negotiating agreements regarding the
impact on employees adversely affected by realignment of work forces or technological changes.

 Section B. Subject to the above section, it is agreed that matters appropriate for notification and
 negotiation between the parties shall include personnel policies, practices, and matters affecting
the working conditions of employees in the bargaining unit. This includes, but is not limited to,
such matters as the safety, labor-management relations cooperation, methods of adjusting
grievances, granting leave, promotion plans, demotion practices, reduction-in-force practices, and
hours of work which are within the discretion of the Employer. Nothing in this Article shall
preclude the parties from electing to negotiate on the numbers, types, and grades of employees or
positions assigned to any organizational subdivision, work project, or tour of duty, or on the
technology, methods, and means of performing work. These matters relate to policy, not day-to-
day operations or individual dissatisfactions.

Section C. This Agreement does not alter the responsibility of either party to meet with the other
to advise or discuss and conscientiously seek mutually satisfactory solutions to other matters not
covered by this Agreement but otherwise appropriate for such discussions.

Section D. The parties will negotiate on the impact and implementation of any matter required
by law or regulation not covered by this Agreement

                                           ARTICLE 5

       THE EFFECT OF CHANGES IN REGULATIONS ON THIS AGREEMENT

Section A. It is understood by both parties that changes are occasionally made in the Office of
Personnel Management and higher headquarters regulations which are binding on the Employer
and employees.

Section B. Both parties agree that nothing in this Agreement will be construed as denying an
employee any right entitled by law or regulation.

                                           ARTICLE 6

                   MANAGEMENT RIGHTS AND RESPONSIBILITIES

Section A. In the administration of all matters covered by the Agreement, officials and
employees are governed by existing or future laws and the regulations of appropriate authorities;
by published agency directives in existence at the time the Agreement was approved; and by
subsequently published agency directives required by law or by regulations of appropriate
authorities, or authorized by the terms of a controlling Agreement at a higher agency level.

Section B. Management officials of the agency retain the right to:




                                                 7
   (1) determine the mission, budget, organization, number of employees, and internal security
practices of the agency; and

   (2) in accordance with applicable laws:

      (a) to hire, assign, direct, layoff, and retain employees in the agency or to suspend,
remove, reduce in grade or pay, or take other disciplinary action against such employees;

       (b) to assign work, to make determinations with respect to contracting out, and to
determine the personnel by which agency operations shall be conducted;

       (c) with respect to filling positions, to make selections for appointments from:

            (i) among properly ranked and certified candidates for promotions; or

            (ii) any other appropriate source; and

      (d) to take whatever actions may be necessary to carry out the agency mission during
emergencies.

Section C. Management will follow the spirit and intent of merit system principles, avoiding any
preferential or derogatory treatment of individuals based on personal relationships, and will avoid
exercise of their management rights in an arbitrary and capricious manner.

Section D. The above rights will not limit an employee’s rights to express dissatisfactions to
appropriate officials concerning procedures employed by management in the exercise of its
rights. It is also understood that the exercise of certain Employer rights may be subject to appeal
procedures where applicable as prescribed in law.

Section E. Where Altus AFB supplements are in conflict with this Agreement, Altus AFB
supplements are subordinate to this Agreement. The Agreement is subordinate to the higher
authority regulation.

Section F. Whenever language in this Agreement refers to specific duties or responsibilities of
specific employees, management officials, or offices, it is intended only to provide a guide as to
how a situation may be handled. It is agreed that the Employer retains the sole discretion to
assign work and to determine who will perform the function discussed.

                                            ARTICLE 7

                      EMPLOYEE RIGHTS AND RESPONSIBILITIES

Section A. The parties to this Agreement 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 a labor organization or to refrain from such activity.


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Section B. The Agreement does not preclude any employee, regardless of labor organization
membership, from bringing matters of personal concern to the attention of appropriate Union or
management officials in accordance with applicable law, rule, regulation, or Air Force policy, or
from choosing his/her own representative in an appeal action.

Section C. The Employer shall take such action, consistent with law, as may be required to
assure that employees are apprised of the rights described in this Article, and that no interference,
restraint, coercion, or discrimination is practiced to encourage or discourage membership in a
labor organization.

Section D. Except as hereinafter expressly provided, the freedom of such employees to assist a
labor organization shall be recognized as extending to participation in the management of the
organization and acting for the organization in the capacity of an organization representative,
including presentation of its views to officials of the Executive Branch, the Congress, or other
appropriate authority.

Section E. Employee rights do not authorize participation in the management of a labor
organization, or acting as a representative of such an organization, by a supervisor or by an
employee when the participation or activity would result in a conflict or apparent conflict of
interest or otherwise be incompatible with law or with the official duties of the employee.

Section F. It is agreed that internal Union business such as soliciting membership, collecting,
dues, electing officers, meetings, and posting and distributing literature will be conducted during
the non-duty hours of the employees involved. Non-duty hours are before or after work hours,
break period, or lunch period.

                                           ARTICLE 8

                         UNION RIGHTS AND RESPONSIBILITIES

Section A. A labor organization which has been accorded exclusive recognition is the exclusive
representative of the employees in the unit it represents and is entitled to act for, and negotiate
collective bargaining agreements covering all employees in the unit. An exclusive representative
is responsible for representing the interests of all employees in the unit it represents without
discrimination and without regard to labor organization membership. The union is not required
to represent non-members on any interests not created by this collective bargaining agreement.

Section B. An exclusive representative of an appropriate unit in an agency shall be given the
opportunity to be represented at:

   (1) any formal discussion between one or more representatives concerning any grievance or
any personnel policy or practices or other general condition of employment; or




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   (2) any examination of an employee in the unit by a representative of the agency in
connection with an investigation if;

       (a) the employee reasonably believes that the examination may result in disciplinary
action against the employee; and

       (b) the employee requests representation.

Section C. Authorized representatives of the Union who are not active employees may, at
reasonable times, subject to national security regulations and existing or future visitor control
procedures, be allowed to visit Altus Air Force Base for the purpose of accomplishing official
Union business. The representative will request the Commander’s representative’s approval for
each visitation as far in advance as possible. Each request will include name of the
representative, status within the Union, purpose of the visit and person(s) or employee group
with whom the visit is desired.

                                           ARTICLE 9

                      EMPLOYEE AND UNION REPRESENTATION

Section A. A reasonable number of stewards shall be designated by the Union, but not to exceed
1 per 10 employees. The Union stewards shall be employees who are in the bargaining unit. The
Union shall supply the Employer in writing and maintain with the Employer on a current basis a
complete list of all elected officers, committees (all other representatives), and all authorized
Union stewards.

Section B. The steward or representative may receive complaints and grievances of employees
on Government time and property. It is agreed there shall be no restraint, interference, coercion
or discrimination against the steward or representative because of the performance of such duties.
Stewards or representatives will not use their offices for matters outside the scope of this
Agreement.

Section C. Should it be necessary for a Union steward or representative to leave his/her work
area to conduct business authorized by this Agreement, he/she shall first obtain permission from
his/her supervisor and the supervisor of the section of the employee to be visited and inform
his/her supervisor of the section he/she intends to visit. Supervisors will not unreasonably refuse
permission. To the extent possible, a steward or representative will advise his/her supervisor in
advance of prescheduled meetings or consultations.

Section D. Reasonable time during work hours will be granted to Union representatives and
aggrieved employees for attendance at meetings with management officials. Reasonable time
will also be allowed for representatives to meet with employees to discuss grievances and other
appropriate matters authorized by this Agreement.




                                                10
Section E. It is agreed that no internal union business will be conducted on official duty time.
Soliciting membership, collecting dues, electing officers, meetings, and posting and distributing
literature may be conducted during the non-duty hours of the employees involved. (Before or
after work hours, break period, or lunch period).

Section F. It is agreed that the president of the Union or his/her designee is authorized to consult
with the Support Group Commander, Altus AFB, or his/her designee in matters which may be of
such gravity that such action is warranted.

                                          ARTICLE 10

                            EMPLOYER-UNION COOPERATION

Section A. The Employer and the Union agree to abide by the spirit and intent of Executive
Order 12871, and agree they will act as partners with joint interests in negotiating issues and
resolving disputes. They agree to use interest-based bargaining when it is appropriate and
constructive.

Section B. The Employer and the Union recognize that they have a common interest in such
matters as elimination of waste; the conservation of materials, supplies, and equipment; the
improvement in quality of workmanship and services; the maintenance of effective supervisor-
employee communications; the maintenance of an atmosphere in which every employee can give
a day’s work for a day’s pay; the correction of conditions making for grievances and
misunderstandings; the encouragement of courtesy in the relations of employees with the public;
the safeguarding of health; the prevention of hazards to life and property; the betterment of
employment conditions; and the strengthening of morale in the service.

Section C. The Employer and the Union agree to establish a Labor-Management Partnership
Council at base level. The primary purpose of the Council will be to continue to improve Altus
Air Force Base to ensure the highest quality of service, to identify problems and craft solutions to
better serve the customers and mission of Altus Air Force Base, and to improve labor-
management cooperation by forming a partnership supportive of the above. To meet this
responsibility, the parties agree to establish a “Good Government” standard to be applied to this
agreement and all future bargaining on labor-management matters. The Good Government
Standard requires that all actions, solutions, or recommendations flowing from this agreement or
as a result of the application of this agreement shall promote increased quality and productivity,
customer service, mission accomplishment, efficiency, and military readiness. Furthermore,
consideration must be given to the quality of work life, organizational performance, and
empowerment of employees.

Section D. The following members shall constitute the Council: one union representative,
appointed by the certified bargaining agent; one management representative, appointed by the
Support Group Commander; the Civilian Personnel Officer, or his/her designated representative;
and a chair appointed by the Support Group Commander. By mutual agreement, a larger
representation may be determined necessary due to the complexity or diversity of agenda items.


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Representatives of the Employer and the Union will meet when the need arises and consider such
matters as: The interpretation and application of this Agreement; the interpretation and
application of rules, regulations, and policies; the correction of conditions making for grievances
and misunderstanding; the encouragement of good human relations in employee-supervisor
relationships, the promotion of education and training; the betterment of employee working
conditions; the strengthening of employee morale, etc. However, it is agreed that individual
grievances will not be taken up during these meetings. Attendance at these meetings will be
without charge to leave.

                                           ARTICLE 11

                         NEGOTIATED GRIEVANCE PROCEDURE

Section A. The purpose of this Article is to provide a mutually acceptable method for prompt
and equitable settlement of grievances.

Section B. A grievance means any complaint;

   (1) by any employee concerning any matter relating to the employment of any 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:

       (a) any claimed violation relating to prohibited political activities; or

       (b) retirement, life insurance, or health insurance; or

       (c) a suspension or removal for national security reasons, Section 7532; or

       (d) any examination, certification, or appointment relating to initial employment; or

       (e) the classification of any position which does not result in the reduction in grade or pay
of an employee; or

       (f) nonselection from a group of properly ranked and certified candidates; or




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     (g) written notices of proposed actions which, if effected, would be grievable under this
Agreement;

       (h) separation of employees during the initial probationary period; or

       (i) termination of temporary employees; or

       (j) a reduction-in-force action appealable under 5 CFR; Part 351-Reduction in Force

       (k) an action terminating a temporary promotion and returning the employee to the
position from which temporarily promoted or to a position equal in grade and pay to the position
from which temporarily promoted.

Section C. This negotiated procedure shall be the exclusive procedure available to the Union and
the employees in the bargaining unit for resolving such grievances, except as provided in Section
D of this Article.

Section D. An aggrieved employee affected by discrimination, a removal or reduction-in-grade
based on unacceptable performance, or adverse action may at his/her option raise the matter
under a statutory appellate procedure or the negotiated grievance procedure, but not both. For the
purposes of this section and pursuant to Section 7121 (e) (1) of the Act, an employee shall be
deemed to have exercised his/her option under this section only when the employee files a timely
notice of appeal under the appellate procedure or files a timely grievance in writing under the
negotiated grievance procedure.

Section E. Disputes on the grievability or arbitrability of an issue shall be resolved in accordance
with the provisions of this Agreement. Any rejection of a grievance on the grounds that it is not
a matter subject to this grievance procedure shall be executed at Step 3. Disputes over
grievability or arbitrability which are not settled at Step 3 will be referred to arbitration as a
threshold issue in the related grievance.

Section F. Most grievances arise from misunderstandings or disputes which can be settled
promptly and satisfactorily on an informal basis at the immediate supervisory level. The
Employer and the Union agree that every effort will be made by management and the aggrieved
party(s) to settle grievances at the lowest possible level. Inasmuch as dissatisfactions and
disagreements arise occasionally among people in any work situation, the filing of a grievance
shall not be construed as reflecting unfavorably on an employee’s good standing, his/her
performance, or his/her loyalty or desirability to the organization. Reasonable time during
working hours will be allowed for employees and Union representatives to discuss, prepare for
and present grievances, including attendance at meetings with employer officials.

Section G. Alternate Dispute Resolution (ADR): In each case before formal grievance
procedures are begun, ADR may be advocated as a preferred option. If ADR techniques are
used, the grievance time line will be extended by 30 days. ADR shall be completed within the 30
day grievance extension time.


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Section H.

                Step 1. The grievance shall first be taken up orally by the concerned employee or
Union representative with the appropriate supervisor in an attempt to settle the matter.
Grievances must be presented within 30 calendar days from the date the employee or Union
became aware of the grievance. The Union representative must be present if the employee so
desires. However, if an employee(s) presents a grievance directly to agency management for
adjustment consistent with the terms of this Agreement, the Local may have an observer present
on official time. The supervisor will give his/her decision within 5 working days after the
presentation of the grievance.

                Step 2. If the matter is not satisfactorily settled at Step 1, the Union
representative may, within 5 working days after receipt of the Step 1 decision, submit the matter
in writing on a standard grievance form to the organizational commander. The organizational
commander will meet with the Union representative and any aggrieved employees within 2
working days after receipt of the grievance. The organizational commander shall give the Union
representative a written answer within 3 working days after the meeting.

               Step 3. If the grievance is not settled at the organizational level, the Union
representative may, within 5 working days, forward the grievance to the Support Group
Commander for further consideration. The Support Group Commander will consider the
grievance and give the Union representative a written answer within 5 working days after receipt
of the grievance.

               Step 4. If the grievance is not satisfactorily settled at Step 3, the Union or the
Employer may refer the matter to Arbitration. All time limits in this Article may be extended by
mutual consent. Failure of the Employer to observe the time limits shall entitle the Union to
advance the grievance to the next step.

Section I. Grievances which may impact across organizational lines and involve more than one
employee may be submitted in writing by the local president (or his/her designee) directly to the
Support Group Commander. The Support Group Commander and the local president will meet
within 5 working days after receipt of the grievance to discuss the grievance. The Support Group
Commander shall give the local president his/her written answer within 10 working days after the
meeting. If the grievance is not settled by this method, the Union may refer the matter to
arbitration. Nothing herein will preclude either party from attempting to settle such grievances
informally at the appropriate level.

                                         ARTICLE 12

                                        ARBITRATION

Section A. If the Employer and the Union fail to settle any grievance processed under the
negotiated grievance procedure, such grievance upon written request by either the Employer or


                                               14
the Union within 30 calendar days after issuance of the final decision shall be submitted to
arbitration.

Section B. Within 5 working days from the date of the request for arbitration, either party shall
request the Federal Mediation and Conciliation Service to provide a list of 7 impartial persons
qualified to act as arbitrators. The parties shall meet within 3 working days after receipt of such
list. If they cannot mutually agree upon one of the listed arbitrators, then the Employer and the
Union will each strike one arbitrator’s name from the list of 7 and will then request this
procedure until one person remains who shall be the duly selected arbitrator. The party to strike
first will be determined by the flip of a coin.

Section C. The Federal Mediation and Conciliation Service shall be empowered to make a direct
designation of an arbitrator to hear the case in the event:

   (1) either party refuses to participate in the selection of an arbitrator; or

   (2) upon inaction of undue delay on the part of either party.

Section D. If the parties fail to agree on a joint submission of the issue for arbitration, each shall
submit a separate submission, and the arbitrator shall determine the issue or issues to be heard.

Section E. The arbitrator’s fee and the expenses of the arbitration, if any, shall be borne equally
by the Employer and the Union. The arbitration hearing will be held, if possible, on the
Employer’s premises during the regular day shift hours of the basic workweek. All participants
in the hearing shall be in a duty status, providing their participation is during a shift when they
would normally be on duty.

Section F. The arbitrator will be requested to render his/her decision as quickly as possible, but
in any event not later than 30 days after the conclusion of the hearing unless the parties mutually
agree to extend the time limit.

Section G. The arbitrator’s award shall be binding on the parties. However, either party may file
exceptions to an award with the Federal Labor Relations Authority, under regulations prescribed
by the Authority and Section 7122 of the Civil Service Reform Act. The filing of an exception is
just basis for delaying implementation of the award until the exception is acted upon by the
Authority.

Section H. Any dispute over the application of an arbitrator’s award shall be returned to the
arbitrator for settlement, including remanded awards.

Section I. If mutually agreed by the parties, arbitration under this Article may be conducted as an
oral procedure with no verbatim transcript and no filing of briefs.

Section J. Absent a negative arbitrator’s decision upon the arbitrability of a grievance, the
arbitrator shall hear arguments regarding both the arbitrability and the merits of the case at the


                                                  15
same hearing. However, the parties may mutually agree otherwise in instances such as highly
complex cases which would involve several days of hearings.

Section K. Only the Union or the Employer will decide who represents them under this Article.




                                            ARTICLE 13

                                          POV PARKING

If a parking fee for privately owned vehicles is directed by higher headquarters, the fee will be
the lowest rate permitted by the implementing directives. There will be no preferential treatment
based on personal relationships.

                                            ARTICLE 14

             RESEARCH PROGRAMS AND DEMONSTRATING PROJECTS

The Employer agrees to keep the Union president or his/her designated representative fully
advised of all research programs and demonstration projects which impact on personnel policies,
procedures, or matters affecting conditions of employees in the bargaining unit. The Union will
be given an opportunity to negotiate, if appropriate.

                                            ARTICLE 15

                                        CHARITY DRIVES

The Union agrees to cooperate with the Employer in truly voluntary charity drives and to lend its
support to these worthy causes. In conducting these drives, the parties will be guided by
appropriate regulations which provide that no compulsion or reprisals will be tolerated. It is
agreed that individual employees will not be contacted a second time after initial contact. It is
further agreed that no lists will be kept showing the names of the contributors and amounts of
their contributions except those that are necessary to properly administer the program.

                                            ARTICLE 16

                          EQUAL EMPLOYMENT OPPORTUNITY

Section A. The Employer and the Union agree to cooperate in promoting equal opportunity for
all qualified persons, to prohibit discrimination because of sex, race, religion, color, age, politics,
marital status, handicapping condition, or national origin, and to promote a full realization of
equal employment opportunity through a positive and continuing effort.



                                                  16
 Section B. The Employer has established an Equal Employment Opportunity and Affirmative
Employment Program (EEO/AEP). A Union representative will serve on the EEO/AEP. The
Committee will meet upon call of the Chairperson. Consideration will be given to problems
arising under Section A as well as establishing affirmative programs to promote equal
opportunity.

Section C. The Chairperson will furnish the Union a copy of minutes of each EEO/AEP
meeting.

Section D. The Union will have a representative on the Federal Women’s Program committee.

                                         ARTICLE 17

                                         SENIORITY

The term seniority as used in this Agreement means computed time for Service Computation
Date (SCD).

                                         ARTICLE 18

                                  PERSONNEL RECORDS

Section A. Where required by regulation, or where personnel documents are so indicated on
copies, employees will be given copies of each document placed in their official personnel folder.

Section B. Subject to the requirements of the Privacy Act and Office of Personnel Management,
an employee or representative designated in writing, or any other person who has the written
consent of the employee, may inspect the employee’s Official Personnel Folder.

Section C. AF Form 971 (computerized version) “Supervisor’s Record of Employee”, is the
supervisor’s record on subordinate employees performance. Access to the AF Form 971 will be
limited to persons having an official need to know. It is recognized that an employee and the
employee’s designated representative have an official need to know. In such instances, review of
the AF Form 971 will be conducted in the presence of the supervisor.

                                         ARTICLE 19

        CIVILIAN PERFORMANCE AND PROMOTION APPRAISALS (CPPA)

Section A. A copy of the performance plan (AF Form 860)/core document will be provided to
each employee at the beginning of the rating period and at the time during the rating period
when performance elements/standards or rating officials change. Each performance plan/core
document must contain sufficient elements to describe performance requirements of the position.
A critical element is defined as an element of an employee’s job that is of sufficient importance
that performance below the minimum performance standard established by management requires


                                               17
remedial action and denial of a within-grade increase. Such performance may become the basis
for removing, reassigning, or demoting the employee, without regard to other performance
elements (Ref AFI 36-1001, dtd 25 Jul 94, Atch 2). A performance standard is a further
refinement or description of the performance element. It describes how the element is to be done
and at what level it should be done to be considered fully successful performance.

Section B. An employee’s performance rating will be the result of application of the
performance standards to the job elements of the position. All performance ratings shall be in
writing with a copy given to the employee. Employees will be notified during the rating period
when their performance does not meet established standards, and management will make a
sincere effort to assist employees in improving minimally acceptable or unacceptable
performance.

Section C. Employees must have a rating of fully successful or higher to be eligible to compete
for promotion or other competitive in-service placement.

Section D. The Union shall be fully informed concerning studies conducted by the Employer
concerning the Civilian Performance and Promotion Appraisal. The Union shall be given an
opportunity to comment and make suggestions as to the method of conducting such studies and
will be provided a copy of the results of any such studies.

                                          ARTICLE 20

                     POSITION DESCRIPTIONS/CORE DOCUMENTS

Section A. Position Descriptions/Core Documents (PD/CD) will be based upon the principal
duties and responsibilities assigned to each position. All identical positions within the same
organizational unit normally will be covered by the same (PD/CD). Any subsequent changes in
the PD/CD will be discussed by the supervisor with the employee, and he/she will be furnished a
copy of the changed PD/CD which may include pen and ink changes.

Section B. PD/CD terminology “other duties as assigned” refers to job related duties but does
not preclude housekeeping duties inherent with all positions. Normally, custodial type duties
will be performed by employees hired for that purpose. It is recognized by management and the
Union that because of manpower shortage of custodial employees, other employees may be
required to perform custodial duties for short periods of time on a rotational basis. Management
will make every effort to minimize this requirement. It is further agreed that no list will be kept
showing names of volunteers or non-volunteers.

                                          ARTICLE 21

                                POSITION CLASSIFICATION

Section A. Should a supervisor be unable to informally resolve a dispute concerning the
description of duties, the employee should present this for decision under the negotiated


                                                18
grievance procedure. The employee may file an appeal on the grade, title, or series assigned to
the position he/she officially occupies in accordance with governing regulations. He/she may
also appeal the coverage of his/her position under GS or FWS in accordance with governing
regulations. In an appeal, the employee has the right to be assisted by a representative of his/her
choosing. Before taking this action, the employee should discuss the case with the supervisor;
and if the supervisor is unable to resolve the employee’s questions, the supervisor will arrange
for an interview between the Position Classification Specialist and the employee, if desired by
the employee’s questions. The SCPO will advise and assist employees on the procedural aspects
of filing appeals as well as providing technical advice and assistance to all supervisors and
employees concerning classification factors of positions.

Section B. Management actions, such as major reorganization brought about by new methods
which could result in position classification changes affecting working conditions of employees,
will be discussed with Union representatives prior to implementation.

Section C. The employee will be furnished an extra copy of notice of any proposed adverse
action resulting from position classification which he/she may furnish to the Union if the
employee so desires.

                                          ARTICLE 22

                                         PROMOTIONS

Section A. It is agreed that the Employer, when filling a position, will utilize to the maximum
extent possible the skills and talents of its employees consistent with the intent of the Federal
Equal Opportunity Recruitment Program (FEORP)

Section B. Promotion announcements will be issued only for trainee or Developmental
Opportunity Program (DOP) positions. All other positions will be filled utilizing Air Force
Promotion and Placement Referral System (PPRS). The announcements will be disseminated via
Category B letter base-wide; notice of the vacancy will also be published in the Base Bulletin one
time during the eight (8) work-day open period. It is the responsibility of employees desiring
competitive consideration for the specific vacancy to file written request during the open period.

   (1) Previously downgraded employees who have repromotion eligibility and are not selected
for a position under the priority consideration provisions as an exception to the competitive
process will automatically be included in the competitive round of consideration, under
provisions of PPRS.

   (2) Employees who are absent because of military service or service with a public
international organization will be identified by the Civilian Personnel Office and included in the
competition because of their entitlement for consideration in absentia.




                                                19
   (3) Employees who are going to be temporarily absent on leave or temporary duty may
request that their supervisor or other individual apply on their behalf should a trainee or DOP
announcement be issued during their absence.

Section C. Announcements will provide a summary statement of duties, qualification
requirements, and promotion evaluation pattern to be used and how to apply. The Union shall be
provided with one copy of vacancy announcements. Significant changes in basic qualifications
will require the position to be reannounced.

Section D. Employees requesting competitive consideration will be informed whether they were
rated eligible or ineligible; and if eligible, informed upon request, of all ranking factors which
established his/her eligibility and rank order. This is accomplished by Sheppard AFB TX CCPO,
our Activity CPO.

Section E. Career promotions will be accomplished in accordance with applicable regulations.

Section F. The AF Form 860A, Appraisal Factors - Manner of Performance, will be used for
ranking employees under the Merit Promotion Program. The total score for an employee may
differ depending on the position for which being considered.

Section G. A promotion certificate will contain up to 10 persons who are best qualified for the
vacancy to be filled. One additional name is certified for each additional vacancy to be filled.
More than 10, not to exceed a total of 15, will be certified when competitors are tied with the
10th certified employee for listing on the certificate.

Section H. Management may or may not interview the candidates referred, with the following
provisions: If one is interviewed, all must be interviewed. If at least one referral is under the
supervision of the selecting official, all will be interviewed. If, when an interview is conducted,
more than the selecting official is to be present, prior approval by the CCPO is required.

Section I. All employees referred will be told by the Civilian Personnel Staffing Specialist, upon
request, their exact rank order. If requested, the selecting supervisor must offer to explain to the
employee reasons for the selection.

Section J. The supervisor is entitled to make the selection from any available candidates on a
promotion certificate. Promotion certificates are to be returned to the CCPO within eight (8)
workdays after issue.

Section K. The selecting supervisor will notify orally or in writing each non-selected candidate
on the promotion certificate of his/her non-selection.

Section L. Employees serviced by the CCPO who have been downgraded without personal cause
and who are currently on grade retention will be afforded mandatory placement rights for
permanent repromotion to their retained grade to positions for which qualified. They receive this
priority through registration in Program R of the DoD Priority Placement Program.


                                                 20
Section M. The Employer agrees that all temporary promotions will be made in accordance with
applicable regulations.

Section N. The selection for competitive temporary promotions will normally be made from
base-wide qualified candidates. If the temporary situation is not expected to become permanent,
the initial area of consideration may be limited to the organization within which the vacancy is
located.

Section O. Competitive promotion procedures will be used in making a temporary promotion
permanent unless the temporary promotion was made initially under competitive procedures and
the fact that it might lead to permanent promotion was made known to all potential candidates.

Section P. Initial complaints should be discussed with the Civilian Personnel Office in an effort
to obtain an informal resolution. Formal complaints are processed under the negotiated
grievance procedure, Article 11 or other appropriate complaint procedures.

Section Q. The Altus Air Force Base Merit Promotion Program shall be a subject for
consultation when substantial revisions are anticipated. Details of the local merit promotion
program are covered by the HQ AETC Merit Promotion Plan and AFR 40-300.

                                          ARTICLE 23

                                   EMPLOYEE TRAINING

Section A. The Employer will plan and provide for training and development of employees as
required to accomplish the mission. This may involve many different types of training, such as
refresher training, technical training, training in new or shortage skills categories, on-the-job
training, computer literacy courses as required by the job or new equipment, etc. Selection for
training will be from employees according to need of training and Merit principles as set forth in
appropriate law and regulation.

Section B. The Union will be consulted prior to retraining of employees as categorized as
retraining in AF Regulations. The Employer agrees to make every reasonable effort, including
retraining if appropriate, to minimize RIF actions resulting from introduction of new equipment
and other causes.

Section C. Employees should discuss with the supervisor available courses and training that may
assist in self-development. If further information is needed, the employee may discuss this with
a CCPO representative.

Section D. If an employee fails to perform satisfactorily after a reasonable period of time in an
assigned position as the result of a retraining program, every reasonable effort will be made to
locate another position at the same grade level to which he/she may be reassigned.



                                                21
Section E. The Union will encourage employees to:

   (1) Keep abreast of changes occurring in their field, craft, trade, profession, or occupation.

   (2) Participate in the development activities in order to perform more effectively in current
and future assignments. These development activities may include reassignment, job rotation,
on-the-job training, classroom training, or computer literacy courses as required by the job or
new equipment.

   (3) Realize that not all training and development are directly related to their jobs and they
have a responsibility for self-development, and for informing their supervisors and Civilian
Personnel Office of their accomplishments.

   (4) Utilize and share with fellow employees new skills acquired through training.

                                          ARTICLE 24

                                       HOURS OF WORK

Section A. The Employer agrees to the following:

   (1) The administrative workweek shall be seven consecutive days, Sunday through Saturday.

   (2) Employees will use the standard workweek and tour of duty, unless mission necessities
require a different workweek or the employee is on an alternative work schedule.

   (3) The occurrence of holidays shall not affect the designation of the basic workweek.

   (4) Duty Free Lunch Period: The lunch period, when an employee is entirely free of duties, is
not considered duty time for which compensation is paid. It will normally not exceed one hour
and shall not be scheduled less than three hours or more than five hours after the start of the
workday without the mutual consent of the employee and the supervisor.

   (5) Paid Lunch Period: Where there is more than one (1) 8-hour shift in a 24-hour period and
an overlapping of shifts to permit time off for lunch is not possible; employees should be
authorized an on-the-job lunch period of 20 minutes. On-the-job lunch periods require that
employees spend their on-the-job lunch at or near their work stations. Under these conditions,
the time covered by the 20 minute on-the-job lunch period is compensable.

   (6) Employees assigned to activities that use a shift rotation plan during the basic workweek
shall normally be assigned to the same shift for a period of not less than 4 weeks.

Section B. Standard shifts and tours of duty already established by the Commander will remain
in effect. Changes to these shifts and tours of duty will be kept to the minimum possible and will
be made only when directed by the Support Group Commander. Before any change is put into


                                                22
effect, its implementation will first be consulted with the Union. Changes in tours of duty shall
be in accordance with applicable laws and regulations and publicized in the work area no later
than one week prior to the change date. When it is not possible to post the schedule in advance,
the appropriate steward will be informed of the reason.

Section C. Employees involved in ROTATIONAL SHIFTS OR ROTATIONAL TOURS of
duty shall have their schedule posted in their work area two weeks in advance. When it is not
possible to post the schedule two weeks in advance, the appropriate steward will be informed of
the reason. Insofar as possible, schedules will be filled on a volunteer basis according to
seniority. After 120 days on a specific shift (or at each 120 day interval thereafter) volunteers
will be allowed to request a shift change. So far as this section is concerned, management retains
the right to assign employees to a particular shift within the rotational shift for health, hardship,
or educational reason regardless of the seniority or volunteer status of other employees.

Section D. Individual temporary changes in the established standard tour of duty will be
distributed and rotated equitable among qualified employees, and the steward may consult with
the supervisor concerning the equity. A record of employees involved in changes of tours shall
be maintained by the supervisor and can be reviewed by the steward. Temporary changes for
educational purposes will be processed in accordance with appropriate regulations.

Section E. Generally employees on an uncommon tour of duty with a 2 or 3 shift operation (7
day week) will have their tours of duty request arranged to allow each employee two consecutive
days off.

Section F. Incidental duties directly connected with the job, such as cleaning the working area,
obtaining and replacing working tools or materials, and undergoing inspections are considered
part of the job requirements, and consistent with the nature of the work performed will be
provided within the tour of duty prior to lunch period and at the end of the work day.

Section G. The Employer and Union recognize that reasonable rest periods will produce higher
quality work from most employees and it is agreed that employees will receive short rest periods
during each four hours of continuous work.

   (1) The total time for all rest periods in any four hour period of continuous work may not
exceed fifteen minutes.

   (2) The rest period will be scheduled by the supervisors and will generally be at the same
time each workday, if possible. The supervisor retains the right to change the time or cancel the
rest period based on workload or other unique factors.

    (3) When a designated rest area is not provided at or near the work site, employees will be
allowed to take their 15-minute rest period at a break area designated by the supervisor.

   (4) When an employee takes a cigarette break during duty hours, the time taken for cigarette
breaks will count against the fifteen minutes allowed during a four hour period for rest periods.


                                                 23
Section H. The Employer will not use reassignment as an act of reprisal to stewards and officers
of the Union for their activity in the Union.

Section I. When preshift or postshift activities are required, the employer will document the
specific work and time requirements. If such time is considered compensable as hours of work
and the total time spent in that activity is more than 10 minutes per daily tour of duty, employees
will receive respective entitlements in accordance with appropriate law and regulations.
.
Section J. Alternative Work Schedule (AWS)

    (1) It is understood that the Employer is authorized by law and regulation to establish
Alternative Work Schedules (AWS), which are made up of flexible or compressed schedules.
The parties to this agreement recognize AWS may enhance productivity and increase employee
morale. It is further recognized that although the use of AWS by employees is permitted, job
and mission requirements must be met with no adverse agency impact. Adverse agency impact is
defined as: a reduction of the productivity of the agency, a diminished level of service
furnished to the public by the agency, or an increase in the cost of agency operations (other than
a reasonable administrative cost relating to the process of establishing a flexible or compressed
schedule.

   (2) The determination to participate in the AWS programs identified in 3 (b) and (c) below
will be made by Squadron Commanders for their squadron or any part of the squadron. The
Squadron Commander can allow one plan, both plans or no plan for the squadron or any part of
the squadron. The reason for not participating in AWS will be based on adverse impact on the
squadron’s mission. If the Squadron Commander determines that a flexible or compressed
schedule has had or would have adverse impact on the squadron, he/she will notify the Union of
the decision to terminate or change the existing AWS prior to taking any action. Employees may
appeal this decision, in writing, directly to their Group Commander, whose written decision shall
be final and binding. The Union agrees not to request assistance from the Federal Service
Impasses Panel (FSIP) for the terms of this Agreement.

   (3) EMPLOYEE PARTICIPATION:

         (a) It is recognized that due to the nature of work and mission requirements, such as
essential services, employees in same positions, as determined by management, must be excluded
from participation in AWS. Employees not assigned to the basic workweek or a special schedule
(e.g., shiftworkers, firefighters, nurses, part-time, etc.) may choose on of the following AWS
plans:

       (b) Flextime Plan. Employees selecting a flextime schedule will work a total of eight (8)
hours per day selected between the hours of 0630 and 1700. Work time must include the periods
of core time 0800 to 1100 and 1300 to 1530, on each day of the basic workweek, unless a
deviation or leave is approved by the supervisor. Employees on this schedule may choose a



                                                24
lunch period of not less than 30 minutes nor more than 60 minutes between 1100 and 1300
hours.

      (c) 5-4/9 Plan. The 5-4/9 plan consists of a total of 80 hours in nine (9) hours per day
during eight (8) days of the biweekly pay period and eight (8) hours on the 9th day to complete
the basic requirement for the two week period. One day during the biweekly pay period shall be
designated as a non-workday. The established workday schedule under this plan shall be
determined by the immediate supervisor. Disputes over days off and reporting time between
employees will be settled by seniority the first time and then by equitable rotation thereafter.
However, work load will be the overriding factor.

       (d) Procedures for Implementing Flextime or AWS. An employee who elects to
participate in AWS during an “open season” period will submit a written request to his/her
immediate supervisor. This request, in turn, will be forwarded through the Flight Chief to the
Squadron Commander for approval/disapproval. When such requests are denied, employees may
appeal, in writing, to their Group Commander, whose written decision is final and binding.

       (4) “Open Season” Employees will be permitted to select a flexible or compressed
schedule only during two “open seasons” in the calendar year. The first “open season” is 1 - 15
September with the effective date being the first full pay period in October. The second “open
season” is 1 - 15 March with the effective date being the first full pay period in April.
Employees participating in AWS will normally remain on the plan elected for a minimum period
of six (6) months. If an employee requests to revert to the basic workweek schedule because of a
personal hardship, a written request must be submitted to the immediate supervisor for approval.
Employees who gain approval and revert to the basic work week shall remain on the basic work
week until the next regularly scheduled open season.

     (5) When mission requirements, training, or temporary duty (TDY) dictate a temporary
change from 5-4/9, the employee will be given an opportunity to return to the 5-4/9 schedule at
the beginning of the first pay period after completion of the training, TDY, etc.

     (6) It is recognized that all personnel included in AWS must understand and accept the
responsibility associated with this program, such as compliance with sign-in/sign-out procedures,
where used, and working without the presence of an immediate supervisor. If an employee fails
to comply with any of the program requirements or undergoes discipline for tardiness, failure to
report or other problems with attendance, he/she will revert to the basic workweek schedule for
the remainder of the six month period and will not be eligible to select AWS during the next
“open season” period.

    (7) Overtime, premium pay and Fair Labor Standards Act (FLSA) provisions will be in
accordance with applicable laws, rules, and/or regulations.

                                          ARTICLE 25

                                           DETAILS


                                               25
Section A. A detail exists when an employee continues in his/her current status and pay and is
temporarily assigned to an established position, or an identical one with a higher or lower basic
pay rate, or one requiring different qualifications from those now required in his/her official
position assignment.

Section B. When an employee is to be detailed, the supervisor will make selection in accordance
with AF Regulations. Supervisor’s selection of an employee for detail will be fair and equitably
in relation to all qualified employees available for detail. Such matters as assignments that
enhance qualifications, offer promotion possibilities, or entail other benefits will be fully
considered.

Section C. Request for detail or extension of detail of over 30 days will be accomplished via
SF-52 with two copies of appropriate position description/core document.

Section D. The Employer assumes the responsibility for keeping details within the shortest
practicable time limits and for a continuing effort to secure necessary services through use of
appropriate personnel actions. All details will be made in accordance with applicable
regulations.

Section E. Details in a different job series or grade level for five consecutive days or more will
be noted on an employee’s AF Form 971. Whenever an employee has accumulated 30 days
experience within a twelve-month period in the same job series or grade which is different from
the one to which he/she is officially assigned, the supervisor will, upon the employee’s request,
certify this information on a supplemental statement and submit the supplemental statement for
inclusion in the employee’s Official Personnel Folder.

                                          ARTICLE 26

                                          OVERTIME

Section A. Authorized and approved hours of work in excess of the basic 40-hour workweek in
excess of eight (8) hours in one day, shall be considered overtime work unless the employee is
participating in an alternate work schedule.

Section B. The Employer agrees that overtime work will be distributed equitably among all
qualified employees in the shop, within their occupational job rating, and nothing in this
Agreement shall be construed or interpreted to permit deviation from this basic principle. While
it is recognized that certain factors, i.e., temporary assigned duty, leave, continuity on jobs of
short duration, peculiar environmental, or additional requirements may cause imbalances in the
equitable distribution of overtime, nothing in this Section shall be construed as alleviating the
continuing intent and responsibility of the Employer to distribute overtime fairly and equitably
during the life of this Agreement.




                                                26
Section C. The Employer will, upon request, relieve an employee from an overtime assignment
provided another qualified employee is available for the assignment and is willing to work. If an
employee is relieved on an overtime assignment at his/her request, the hours of overtime declined
will be considered as overtime hours for purposes of determining the equity of overtime
distribution.

Section D. In the assignment of overtime, the Employer agrees to provide the employee with
advance notice when possible. When possible, any employee designated to work overtime on
days outside his/her basic workweek will be notified no later than the start of his/her scheduled
lunch period on the day next to the last scheduled shift within the basic workweek.

Section E. A rotational system will be established whereby every employee, including those on
loan or detail, within an organizational unit, will be given the opportunity to participate in
overtime work assignments on an equitable basis in accordance with terms of Section B and C
above. Suitable records of overtime worked and refused must be maintained by unit supervisors
to assure that each employee receives substantially the same consideration. An overtime record
shall be maintained by the supervisor and can be reviewed by the steward.

Section F. Employees called in to work outside of and unconnected with their basic workweek
shall be paid a minimum of two (2) hours pay, regardless of whether the employee is required to
work the entire two (2) hours. In addition thereto, any employee called in to work on shifts
outside his basic workweek will be promptly excused upon completion of the job which he was
called in to perform, only if management has no more work for the employee to perform.

Section G. Nonexempt General Schedule employees whose basic pay is at the rate of GS-10,
Step 10, or below, shall have the right to choose either overtime pay or compensatory time off for
irregular or occasional overtime work. The Employee shall be protected from reprisal in this
right. The employee’s choice will not affect consideration for future overtime.

                                          ARTICLE 27

                                           HOLIDAYS

Section A. Employees shall be entitled to all holidays now prescribed by Federal law, any that
may be later added by Federal law, and all holidays that may be designated by Executive Order.

Section B. Holidays will be observed in accordance with applicable Office of Personnel
Management and Air Force Instructions.

Section C. The same requirements of Section B, C, and E of Article 26 of this Agreement will
apply to use of employees on holidays. The Article is not applicable to employees on tours of
duty regularly scheduled on a holiday or observed day for employees engaged in essential
services such as firefighters, hospital employees, or other service personnel.




                                                27
Section D. It is agreed that work on holidays or observed holidays shall be held to an absolute
minimum, subject to the mission requirements, but shall be compulsory only when official
requirements must be met. When work is to be performed on a holiday, every effort will be
made to provide two weeks notice to the affected employees.

                                           ARTICLE 28

                                               LEAVE

Section A. Annual Leave.

   (1) It is agreed that annual leave is a right of the employee. However, the determination as to
the time and amount of annual leave granted at any specific time is the responsibility of the
employee’s immediate supervisor. Decision to approve or disapprove annual leave must be
based upon workload and emergency conditions in relation to the number of employees and types
of skills available to perform work. If for any reason an employee’s request for annual leave
cannot be granted, the supervisor will notify the employee of the reason.

   (2) Supervisors will establish vacation schedules by 15 February of each year and will reverify
them NLT 30 August to ensure that all employees are given a reasonable opportunity for a
vacation and to use any leave they would otherwise forfeit at the end of the leave year. Any
dispute between employees desiring the same time will be resolved by seniority. Exception:
Vacations during Christmas week shall be offered on a rotating schedule, if the employee has
annual leave available.

  (3) Every reasonable attempt consistent with the workload will be made to satisfy the desires
of the employees with respect to approval of annual leave for special vacations, birthdays,
religious holidays, funerals, etc.

  (4) When workload permits and the employee has sufficient annual leave, requests for special
vacations up to 30 days will be approved.

  (5) Subject to mission requirements, LWOP will be granted to members of the Union to serve
with AFGE for periods up to one year. Initial grants of LWOP will not exceed one year.
Extensions beyond one year will be approved only by the Commander or his/her designated
representative. Such extensions must be requested 30 days prior to the expiration date of the
original grant. An employee on LWOP under the provisions of this Article shall be entitled to be
assigned to a position which best utilizes his/her skills. If the employee’s old position still exists,
the Employer will consider placing the employee into this position. If, while employee is on
LWOP, position and/or employee become involved in reduction-in-force action, applicable
regulations apply.

 (6) Leave will be granted for job connected formal education, voting, and voter registration in
accordance with applicable Air Force Instructions.



                                                  28
 (7) Decisions to grant or deny requests for advanced annual leave will be coordinated with the
SCPO.

 (8) The Union agrees that Union requests resulting in approval for administrative leave will not
exceed a total of 50 man days per year. Administrative leave requests will be for the purpose of
attending Union programmed briefings and training relative to matters of mutual concern to
management and the Union. Approval will be in accordance with the provisions of appropriate
regulation.

Section B. Sick Leave.

   (1) A medical certificate will not be required to substantiate a request for approval of sick
leave for three days or less, except for those circumstances involving sick leave abuse in
accordance with regulations. Written notices will be reconsidered after each six-month period.

    (2) Sick leave of more than three consecutive workdays must be supported by a medical
certificate unless the employee was not attended by a physician. If the employee was not
attended by a physician, the employee’s certificate showing satisfactory evidence of incapacity
may be accepted in lieu of a medical certificate.

Section C. The employer recognizes that there may be times when employees will need time off
to attend to the medical and personal needs of their dependents. In appropriate cases, the
provisions of the Family and Medical Leave Act of 1993 and the Federal Employees Family
Friendly Leave Act of 1994, for extended periods of absence, may apply to individual employees.
The Employer recognizes that the death of a spouse, child, parent, or other close members of the
immediate family may result in the incapacitation of the employee and the use of sick leave may
be granted as appropriate under the Federal Employees Family Friendly Leave Act of 1994 or the
Family and Medical Leave Act of 1993. The following sections are subject to these two Acts.

  (1) Advanced sick leave up to 30 days may be granted subject to the following conditions:

      (a) A review of past sick leave usage will be made to determine the probability of the
employee returning to duty for a sufficient period of time to earn the leave.

        (b) The medical status of the employee has been certified by a physician. Certification
must show when and if the employee can be expected to return to duty as well as compliance
with all documentation required as outlined in AFR 40-630.

       (c) The advance is made with the understanding that it will be charged to sick leave
subsequently earned.

       (d) The amount of sick leave advanced is limited to the least amount required.

       (e) To ensure that documentation is adequate, and local leave policies are consistently
applied, decisions to grant or deny advance sick leave will be coordinated with the SCPO.


                                               29
        (f) Employee is serving under career or career-conditional appointment and has been
under the Office of Personnel Management Retirement Act for one year or more under the
current appointment.

  (2) The Employer will allow administrative leave in accordance with the Family and Medical
Leave Act of 1993 and Federal Employees Family Friendly Leave Act of 1994.

Section D. The Employer shall not publicly post individual sick leave records.

Section E. The Employer recognizes that new parents may need time to adjust to a new family
member, develop relationships, and provide for additional responsibilities. To assist employees
in meeting these needs, the employer will give due consideration to requests for annual, sick
leave, or leave without pay when related to the birth or adoption of a child.

Section F. Limited Duty Assignments. It is agreed that as the result of accident or illness, should
an employee become temporarily incapacitated to perform the full range of his/her duties, as
determined by medical authority, management will make every reasonable effort to provide
duties for the temporarily incapacitated employee within the employee’s restricted abilities.
Limited duty assignments will be made only when the incapacitated employee presents
reasonable medical evidence that the impairment will be corrected. Should the employee not
recover, but desire to continue in employment, maximum effort will be made to place them
through the Employment of the Handicapped Program.

Section G. The first level of supervision will be authorized to grant and approve requests for
leave, except for administrative leave.

                                          ARTICLE 29

                                            TRAVEL

Section A. Travel orders issued to employees will conform to those prescribed by the Joint
Travel Regulations.

Section B. Normally, employees shall receive travel orders sufficiently in advance to ensure that
necessary arrangements for obtaining transportation requests and advancements of travel and per
diem allowances can be made during working hours. It is recognized that there will be instances
where these arrangements must be made outside working hours to fulfill mission requirements
and every reasonable effort will be made to ensure that an employee will possess valid travel
orders and appropriate per diem authorized by regulations prior to their scheduled departure date.

Section C. Where a choice is available, the desire of the traveler as to mode of transportation
will be honored. Military aircraft, government quarters, and government messes will be utilized
to the maximum possible extent.



                                                30
Section D. Where meals are not available at the TDY station, reimbursement will be allowed for
the necessary round-trip mileage to the nearest place where suitable meals are available. To be
authorized, a certificate of nonavailability of meals must be submitted with the claim for
reimbursement. If a GSA vehicle is authorized, the above mileage may be included in the
computation of the “official business” use.

Section E. Employees will be briefed on living conditions and recreation facilities, where
known, at the TDY station prior to their departure.

Section F. Where possible, all travel will be scheduled during the basic workweek. If it is
necessary for an employee to travel on days outside of his/her basic workweek, he/she shall
receive compensation as authorized by appropriate regulations.



                                          ARTICLE 30

                        ADVERSE AND DISCIPLINARY ACTIONS

Section A. In all cases of proposed adverse action against any employee in the unit, the
employee is responsible, if he/she so chooses, to notify the Union of such proposed adverse
action. The basic procedures and rights of employees, as described in appropriate regulations
and this agreement, shall apply in handling disciplinary actions and appeals. The Employer
agrees that discipline will be administered in a fair and impartial manner, and that no employee
will be discharged or otherwise disciplined except as provided by laws and regulations.

Section B. The written notice of proposed action to the employee will state all the reasons for the
proposed action, specifically and in detail, so as to enable him/her to understand the charge and
to defend himself/herself accordingly.

Section C. An employee who has received a notice of proposed disciplinary action or adverse
action may obtain advice and assistance in the preparation of his/her reply. In addition, the
employee may be accompanied by a representative of his/her own choosing when making his/her
oral reply. After the employee has replied, if he/she elects to reply, to the proposed action and
the employee has subsequently been furnished the letter of decision, the supervisor will not
discuss the action further with the employee until the employee’s representative is present, if a
representative is desired by the employee.

Section D. In all cases of proposed or disciplinary actions, the Employer will furnish the
employee with an extra copy of the notice which he/she may give to a Union representative if the
employee so desires.

Section E. Notations, letters of caution, warning, admonishment, reprimand, and similar
disciplinary papers or letters of complaint will be purged from AF Form 971 and/or employee’s
Official Personnel Folder in accordance with the provisions of appropriate instructions.


                                                31
                                          ARTICLE 31

                                    HEALTH AND SAFETY

Section A. The employer agrees to provide a safe and healthful work place for all employees and
will comply with applicable laws and instructions relating to the safety and health of its
employees. All employees are responsible for prompt reporting of observed unsafe conditions.

Section B. The Employer agrees that the Union shall be allowed to designate a steward to act as
the Union representative at each squadron, branch, and section safety meeting. The duties of the
designated steward will be to attend the safety meetings, bring unresolved or unreported safety
problems to the attention of the supervisor for discussion, and/or action. The President of Local
2586, or his/her designated representative, shall also serve as a member of the “Wing Accident
Prevention/AFOSH Council”, Wing Ground Safety Officers Meetings, and FECA Working
Group. He/she may submit written problems or recommendations to the secretary or recorder at
the meeting for evaluation and for inclusion at the next scheduled meeting. Action taken will be
reflected in the minutes, and a copy of the minutes will be furnished to the Union.

Section C. The President of Local 2586 or his/her designated representative may submit written
problems or recommendations to the recorder of the Traffic Safety Coordinating Group for
evaluation and/or inclusion in the next scheduled meeting. Action taken will be reflected in the
minutes, and a copy of the minutes will be furnished to the Union.

Section D. The Employer agrees to furnish all special tools, protective clothing and equipment,
including safety prescription glasses that employees are required to use or wear as directed by
appropriate Air Force Instructions and directives.

Section E. Drug and Alcohol Abuse Control Program: The Union and Employer agree that
when drug and/or alcohol affect attendance or performance on the job, it is a matter of mutual
concern. The Union agrees to assist the Employer in meeting requirements of laws, rules, and
instructions dealing with drug and alcohol abuse.

Section F. CRT/VDT Operations: To allow employees to rest their eyes, they will be authorized
a 15-minute break from CRT/VDT machines every hour they work at a CRT/VDT machine, after
the first hour on the machine. Except for rest periods provided to employees generally, these
hourly breaks will be spent performing other assigned work. It will be the employee’s option as
to whether a break of 15 minutes every hour is taken.

                                          ARTICLE 32

                               EMPLOYEE COMPENSATION

Section A. When an employee suffers an industrial illness or is injured in the performance of
official duties, the supervisor will counsel the employee on the procedures for filing a claim for


                                                32
benefit under Federal Employees’ Compensation Act. The counseling will provide information
about the type of benefits available, including specific reference to traumatic injury provisions,
the employee’s option to file a claim for disability compensation, or use accrued annual or sick
leave if disabled for work.

Section B. The Supervisor will notify the Union steward in the event of serious industrial
injury/illness or death after contact has been made with the employee’s emergency addressee.

Section C. An employee and a representative designated by the employee will be permitted to
review documents relating to the employee’s claim for compensation which the Office of
Worker’s Compensation has authorized for the SCPO to make available.




                                          ARTICLE 33

                               USE OF OFFICIAL FACILITIES

Section A. The Employer agrees that, whenever practical, facilities may be made available for
meetings of Local 2586 during non-duty hours of the unit employees involved. A specific
request will be submitted for each meeting.

Section B. Union representatives will be permitted to use government telephones for local use
when necessary in conducting proper labor-management relations activities with management.
Employee and employee representatives will be permitted to use base telephones for local calls in
connection with grievances when the employee has a grievance and the representative has been
named to assist the aggrieved.

Section C. The Union President, Vice-President, and Chief Steward are authorized to make
commuting-area telephone calls from base telephones in conjunction with their official
representational duties. The Support Group Commander shall provide, in writing, to the 97
Communications Squadron the names of these officials and any changes thereto.

                                          ARTICLE 34

                                          PUBLICITY

Section A. A total of 250 copies of this agreement will be furnished to the Union for
distribution. The Union agrees to reimburse the Employer for the cost of publication. The
Employer will only be responsible for furnishing copies to supervisors and management officials.
The Employer agrees to permit union officers to distribute this memorandum of agreement
during rest breaks and/or other agreeable duty time.




                                                33
Section B. It is agreed that employees have the right to read any published regulation affecting
personnel policies, practices, and working conditions.

Section C. The Employer agrees to furnish the Union the following publications:

   (1) AFI 36 Series Instructions, AETC and AAFB Supplements

   (2) AFI 32-2001

   (3) Civilian Personnel Newsbrief

Section D. The Civilian Personnel Office will present the following information to new
employees during group orientation:

   (1) Title VII of the Civil Service Reform Act outlines the program for Labor-Management
relations in the Federal service.

    (2) Section 7102 of Title VII provides that each employee shall have the right to form, join,
or assist any labor organization, or to refrain from any such activity, freely without fear of penalty
or reprisal, and each employee shall be protected in the exercise of such right.

   (3) Altus Air Force Base policy ensures that the above stated individual rights are protected
for all base employees.

   (4) The American Federation of Government Employees, Local 2586, has base-wide
recognition for an exclusive unit of eligible employees.

                                           ARTICLE 35

                REDUCTION-IN-FORCE (RIF) AND REEMPLOYMENT

Section A. Prior to official notification of employees and at the earliest possible date, the Union
will be informed of any pending reductions-in-force (RIF). The notice will include reasons for
the RIF, the number and types of positions affected, and the approximate date the actions will be
taken.

Section B. In the event of a RIF, existing vacancies will be utilized to the maximum extent
possible to place employees in continuing positions, who otherwise would be affected by the
action. All RIFs will be carried out in strict compliance with applicable laws and regulations.

Section C. In the event of separation by RIF, the employer will provide the employees a copy of
Standard Form 8, “Notice to Federal Employee About Unemployment Compensation”, which
contains information about the method and procedures to follow in applying for unemployment
benefits.



                                                 34
Section D. Any career or career-conditional employee who is separated because of a RIF will be
placed on the Reemployment Priority List in accordance with applicable rules and regulations.
Such employees will be given preference for rehiring in temporary and permanent positions for
which qualified as provided by applicable regulations.

Section F. An employee affected by RIF has the right to inspect RIF records pertaining to
him/her. He/she also has the right to designate a representative to assist him/her in an appeal.

                                            ARTICLE 36

                     IMPACT OF REALIGNMENT OF WORK FORCE

Section A. The parties recognize that management officials have the responsibility to determine
the methods, means, and personnel necessary to carry out the mission. However, when a
decision could adversely affect positions within the unit, the Employer agrees to notify the Union
as soon as possible and to consult on how to minimize the effect on unit employees. It is
understood and agreed that this Article is not applicable to the temporary reassignment of
employees due to scheduling problems for short periods of time.

Section B. The Employer agrees that notification to the Union will be in compliance with Article
35 (RIF) and that all local management actions will be carried out in accordance with the
provisions of applicable laws and instructions.

                                            ARTICLE 37

                                          DRESS CODES

Section A. Dress codes will not normally exceed those cited in the 36-series Air Force
Instructions. Civilians using those facilities for social events etc. during or after duty will
conform to all established codes.

Section B. Commanders may establish codes for the wear of name tags within their unit
providing the codes are coordinated with a union representative. If established, such codes shall
not be applied to individuals but shall apply to all employees in a given unit and will not be
optional within the selected unit (squadron, flight, section, or element). Name tags shall be
selected and furnished by the government. Tags selected shall be manufactured professionally,
be uniform in size and provide a positive image.

                                            ARTICLE 38

                                IMPASSES IN NEGOTIATIONS

Impasses in negotiations will be governed by the provisions of Title VII of the Civil Service
Reform Act, implementing regulations published by the FLRA, or appropriate DOD and Air
Force policies.


                                                  35
                                           ARTICLE 39

                                      FIRE DEPARTMENT

Section A. The normal tour of duty for personnel assigned eight (8) hour days will be
established by the Support Group Commander. The tour of duty for shift personnel will remain
0730 through 0730 the year round. Any needed changes will be negotiated with the Union prior
to changing.

Section B. Routine work will normally be performed between the hours of 0730-1630 daily
Monday through Friday. Routine work is defined as that work which is not essential to perform
the Fire Department mission and will include such work as painting tools, polishing and touch-up
of vehicles, scheduled clean-up of Fire Station, or maintenance of outside grounds immediately
adjacent to the Fire Station. Normally, no major station maintenance such as painting, carpentry
work, plumbing, tile work (ceiling and floors), etc., will be required of employees. Routine
cleaning includes sweeping and/or buffing of the day room, dining room, emptying trash, and
cleaning of administrative offices as required. During standby time within the confines of the
Station, employees will be allowed to indulge in such past times as checkers, dominoes, cards,
reading, watching TV, or other similar activities. The above scheduled hours in no way restrict
management to their right to assign and direct personnel as may be deemed necessary to perform
the mission of the Fire Department.

Section C. If training is to be conducted after 1600 and before 0700 hours Monday through
Friday, or on weekends or holidays, it must be negotiated with the Union Representative,
prescheduled as early as possible, and the supervisor must show just cause. Negotiated, as used
in the Section, means to attempt to reach an agreement.

Section D. Aircraft live fire training is recognized as a necessity to maintain currency of skills.
The employer will ensure that scheduling (including a Saturday schedule) will provide each fire
fighter with at least three exercises annually. The Union will be provided the opportunity to
review quarterly schedules and to raise issues at that time.

Section E. Fire Department activities not dealing with firefighting and rescue will be the
minimum required during unsafe weather conditions.

Section F. If there is a dining facility at the Fire Station to feed on duty firefighters and food is
served to the firefighters, the service must be equal to the Main Base Dining Facility in terms of
food variety and preparation.

                                           ARTICLE 40

                            PAYROLL WITHHOLDING OF DUES




                                                  36
Section A. Any employee of Altus Air Force Base, who is a member of the unit and who is a
member in good standing of the Union, may authorize an allotment of pay for the payment of
his/her dues for such membership, provided:

   (1) The employee has voluntarily completed a request for such allotment of his/her pay.

    (2) The employee regularly receives a normal amount of pay on the regularly scheduled
paydays of the base and such pay is sufficient to cover the full amount of the allotment after other
legal deductions have been made.

   (3) The employee has not more than one current allotment for the payment of dues to an
employee organization.

Section B. The Union agrees to acquire and distribute to its members the prescribed allotment
form (SF 1187) to certify as to the amount of its dues, and to inform and educate its members on
the program for allotments for payment of dues and the uses and availability of the required
form. The allotment will be effective at the beginning of the first complete bi-weekly pay period
after receipt of a properly completed and signed SF 1187 in the Civilian Payroll Office. The SF
1187 must have SCPO coordination. An allotment shall be terminated:

    (1) When the employee leaves the unit as a result of any type of separation, transfer, or other
personnel action, the Union and the Employer will ensure that employee’s Health and Life
Insurance Benefits are not adversely affected if temporarily promoted or detailed to a non-
bargaining unit position and the employee is covered under any AFGE benefit plan.

   (2) Upon loss of exclusive recognition by the Union.

    (3) Upon receipt of notice from the Union that the employee is no longer a member in good
standing.

   (4) When this Agreement is suspended or terminated by appropriate authority outside the
Department of Defense.

Section C. Effective date of termination of dues withholding allotment, which is not at the
request of the employee, shall be the beginning of the first pay period following the date of the
action which requires the termination of the allotment. The Union agrees to promptly notify the
Civilian Payroll Office when a member who has authorized dues withholding is suspended or
expelled from the organization, such notice to be given within five (5) workdays.

Section D. The Employer agrees that the Civilian Payroll Office shall promptly notify the Union
when a revocation of an allotment is received from an employee.

Section E. The Employer agrees to maintain a supply of the form provided for use in revoking an
allotment, “Cancellation of Payroll Deductions for Labor Organization Dues” (SF 1188), in the
Civilian Payroll Office, such form to be available to employees upon request.


                                                37
Section F. A member may voluntarily revoke an allotment for the payment of dues by filling out
an SF-1188, Revocation of Voluntary Authorization for Allotment of Compensation for Payment
of Employee Organization Dues, and submitting directly to the payroll servicing office. An
employee may revoke the allotment during the anniversary month in which the allotment was
established. Termination of allotment under this section shall be effective with the first full pay
period following the employee’s revocation.

Section G. The Civilian Payroll Office, acting for the Employer, shall furnish to the Treasurer of
the Union, at the end of each payroll cycle, the remittance for dues. The remittance will be
accomplished by a statement in duplicate giving the following information:

   (1) Identification of office or installation;

   (2) Identification of Local;

   (3) Names of members for whom deductions were made, and amount of each deduction;

   (4) Names of members for whom deductions previously authorized were not made, with
coding to show reason for non-deduction;

   (5) Total amount withheld on the payroll;

   (6) Net amount remitted;

   (7) Copy of any written revocation received by the Employer which is effective with the pay
period in question.

Section H. The Union agrees to forward to the Civilian Payroll Office, within five (5) working
days after receipt, any written revocation of allotment which is received by the Union.

Section I. The Union agrees that the amount to be withheld shall be the amount of the regular
monthly dues, exclusive of initiation fees, assessments, back dues, fines, and similar charges and
fees. Allotment deductions will be made by the Civilian Payroll Office each pay period in the bi-
weekly amount shown on the SF 1188. If the amount of regular dues is changed by the Union,
the Civilian Payroll Office will be furnished written notification signed by the President of
AFGE Lodge, Local 2586 that the membership has approved such change and the amount of new
deductions withheld. The effective date of such change shall be the beginning of the first
complete bi-weekly pay period after receipt of the change notice, unless a later date is specified
by the Union. Only one such change may be made in any twelve month period.

                                            ARTICLE 41

                                  DURATION OF AGREEMENT



                                                   38
Section A. This Agreement will remain in full force and effect for three years from the date of its
approval by the Department of Defense. However, either party may give written notice to the
other, not more than one hundred five (105) nor less than sixty (60) days prior to the first
anniversary date, of its intention to reopen and amend or modify this Agreement.

Section B. When such notice is given, the moving party shall indicate the subject Article(s) in
which changes are sought, together with a copy of the proposed changes. Negotiations on the
proposed changes will begin within fifteen (15) calendar days after receipt of such notice. If, for
good cause and sufficient cause, either party requests an additional extension of time, that
extension shall not exceed fifteen (15) calendar days.

Section C. Either party may give written notice to the other, not more than one hundred five
(105) nor less than sixty (60) days prior to the three-year expiration date, for the purpose of
renegotiating this Agreement. It will be automatically renewed for successive periods of one-
year unless either party gives written notice to the other party of their intent to negotiate a change
in this agreement.

Section D. This Agreement will remain in effect after the expiration date until such time as a
subsequent Agreement is negotiated and approved.




                                                          . CROSS REFERENCE

SUBJECT                                                                         ARTICLE                            PAGE

ADVANCED LEAVE............................................................ 28.....................................27
ADVERSE ACTIONS............................................................ 30.....................................29
ALTERNATE DISPUTE RESOLUTION (ADR)....................11.....................................11



                                                                         39
ALTERNATIVE WORK SCHEDULES (AWS)..................... 24.....................................22
ANNUAL LEAVE.................................................................. 28.....................................25
APPRAISALS.........................................................................19.....................................15
ARBITRATION......................................................................11,12................................11,12
CALLBACK TIME.................................................................26.....................................25
CHARITY DRIVES................................................................15.....................................14
CLEANUP TIME AND MAKE READY................................ 24.....................................21
COMPENSATORY TIME...................................................... 26.....................................25
COMPRESSED WORK SCHEDULE (CWS)..........................24.................................... 22
CONDITIONS OF EMPLOYMENT.........................................4......................................4
CORE DOCUMENTS.............................................................20.................................... 16
DETAILS............................................................................... 25.................................... 24
DISCIPLINARY AND ADVERSE ACTIONS....................... 30.................................... 29
DRESS CODES..................................................................... 37.................................... 33
DRUG AND ALCOHOL PROGRAM.................................... 31.................................... 30
DURATION OF AGREEMENT............................................. 41.................................... 36
EMPLOYEE RIGHTS AND RESPONSIBILITIES................ 7....................................... 6
EMPLOYEE AND UNION REPRESENTATION................. 9....................................... 8
EMPLOYER-UNION COOPERATION..................................10.................................... .9
EQUAL EMPLOYMENT OPPORTUNITY (EEO)................. 16.....................................14
FACILITIES AND SERVICES...............................................33..................................... 31
FAMILY FRIENDLY LEAVE ACT...................................... 28.................................... 27
FAMILY AND MEDICAL LEAVE ACT............................... 28.................................... 27
FIRE DEPARTMENT............................................................ 39.................................... 33
FORMAL GRIEVANCE PROCEDURE................................. 11.................................... 12
FORMAL MEETING............................................................ 8........................................7
GOOD GOVERNMENT STANDARD................................... 10..................................... 9
GRIEVANCES....................................................................... 11.....................................10
HEALTH AND SAFETY....................................................... 31.................................... 29
HOLIDAYS........................................................................... 27.................................... 25
HOURS OF WORK............................................................... 24.................................... 20
INFORMAL GRIEVANCE PROCEDURE............................ 11.....................................11
INJURIES AND OCCUPATIONAL ILLNESSES.................. 32.................................... 30
IMPASSES IN NEGOTIATIONS.......................................... 38.................................... 33
LEAVE (ANNUAL, SICK, ADVANCED)............................. 28.................................... 25
LIGHT DUTY........................................................................ 28.................................... 28
LUNCH PERIODS................................................................. 24.................................... 20, 21, 22
MANAGEMENT RIGHTS AND RESPONSIBILITIES......... .6..................................... 5
MEMBERSHIP DEVELOPMENT......................................... .7..................................... 7
NEGOTIATIONS....................................................................4...................................... 4
NEW EMPLOYEE ORIENTATION.......................................34.....................................31
OFFICIAL PERSONNEL FOLDER (OPF)............................. 18.....................................15
OFFICIAL TIME................................................................... 9, 28................................ 8, 26
OVERTIME........................................................................... 26.................................... 24
PERFORMANCE APPRAISAL..............................................19.................................... 15
PERFORMANCE PLAN........................................................ 19.................................... 15
POSITION CLASSIFICATION..............................................21......................................16
                                                                CROSS REFERENCE

SUBJECT                                                                             ARTICLE                             PAGE

POSITION DESCRIPTION.....................................................20....................................16
PROMOTIONS.......................................................................22....................................17
PROTECTIVE CLOTHING AND EQUIPMENT....................31....................................30



                                                                            40
PUBLICITY............................................................................34....................................31
REALIGNMENT OF WORK FORCE.....................................36....................................32
RECOGNITION AND UNIT DESIGNATION..........................2.....................................4
REDUCTION-IN-FORCE (RIF) & REEMPLOYMENT..........35....................................32
REPRESENTATION.................................................................9......................................8
REST PERIODS.......................................................................24...................................21
SENIORITY.............................................................................17, 28.............................15,26
SICK LEAVE...........................................................................28...................................26
SMOKE BREAKS.................................................................. .24..................................          21
TEMPORARY PROMOTIONS.............................................. .22................................... 18
TRAINING............................................................................. .23................................... 19
TRAVEL/TEMPORARY DUTY (TDY)...................................29................................... 28
UNION DUES WITHHOLDING..............................................40................................... 34
UNION REPRESENTATION....................................................9.....................................8
UNION RIGHTS....................................................................... 8....................................7




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