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									    CONTRACT BETWEEN GREATER BOSTON LEGAL SERVICES STAFF ASSOCIATION
                  GREATER BOSTON LEGAL SERVICES, INC.

1999 with First Amendment

                TABLE OF CONTENTS


                                                                Page

AGREEMENT                                                         1
ARTICLE I:        UNION RECOGNITION                               1
ARTICLE II:       MANAGEMENT RIGHTS                               6
ARTICLE III:      HOURS OF WORK AND OVERTIME                      6
ARTICLE IV:       HOLIDAYS                                        9
ARTICLE V:        VACATION AND PERSONAL LEAVE                    10
ARTICLE VI:       HEALTH AND WELFARE                             11
ARTICLE VII:      NO STRIKE - NO LOCKOUT                         17
ARTICLE VIII:     HIRING, PROMOTION AND TRANSFER                 17
ARTICLE IX:       DISCIPLINE, DISCHARGE AND UNSATISFACTORY
                  JOB PERFORMANCE                                21
ARTICLE X:        LEAVES OF ABSENCE                              22
ARTICLE XI:       SENIORITY                                      28
ARTICLE XII:      LAYOFFS                                        29
ARTICLE XIII:     SALARIES                                       33
ARTICLE XIV:      TRAINING AND SUPERVISION                       39
ARTICLE XV:       NON-DISCRIMINATION AND AFFIRMATIVE
                  ACTION POLICY                                  46
ARTICLE XVI:      GRIEVANCE PROCEDURE                            49
ARTICLE XVII:     LABOR-MANAGEMENT COMMITTEE                     54
ARTICLE XVIII:    UNIT/NEIGHBORHOOD CENTER PROCEDURES            58
ARTICLE XIX:      STAFFING PATTERNS                              61
ARTICLE XX:       WORKING CONDITIONS                             62
ARTICLE XXI:      JOB DESCRIPTIONS                               66
ARTICLE XXII:     RESOURCES AND LIBRARY FACILITIES               84
ARTICLE XXIII:    MISCELLANEOUS                                  85
ARTICLE XXIV:     DURATION AND SAVINGS                           90

EXHIBIT A:        GREATER BOSTON LEGAL SERVICES STAFF
                  ASSOCIATION AUTHORIZATION FOR DUES/
                  ASSESSMENTS CHECK-OFF                          91
EXHIBIT B:        SIDE LETTER                                    92
EXHIBIT C:        EMPLOYEE NOTICE                                95
                                             AGREEMENT

[As amended by First Amendment]

This AGREEMENT entered into this 18th day of May 2000 between GREATER BOSTON LEGAL
SERVICES, INC., a non-profit Massachusetts corporation having a usual place of business in Boston,
Massachusetts (hereinafter referred to as the "Employer") and GREATER BOSTON LEGAL SERVICES
STAFF ASSOCIATION affiliated with NOLSW/District 65-UAW (hereinafter referred to as the
"Union").


ARTICLE I: UNION RECOGNITION

     A.     1.     The Employer hereby recognizes the Union as the sole and
                   exclusive representative for purposes of collective bargaining
                   for all employees covered in National Labor Relations Board
                   Case No. 1-RC-15,718 and as additionally defined in this
                   Agreement in the following classifications: all regular full-time
                   and part-time paralegals, senior paralegals, secretaries,
                   administrative secretary/legal assistants, unit receptionists,
                   database administrators, network support technicians, office
                   assistants, librarians, messengers and long-term temporary
                   employees to the extent defined in §C6b of this Article at the
                   Employer's Boston, and Cambridge Massachusetts locations but
                   excluding administrative office secretaries/confidential
                   employees, other confidential employees, accountants,
                   administrative officers, legislative officers, paralegal
                   supervisors, attorneys, senior aides, temporary employees other
                   than those defined in §C6b of this Article, associate directors,
                   the executive director, guards and supervisors as defined in the
                   National Labor Relations Act.

                   It is understood that wherever the words "Unit(s)" and/or
                   "Neighborhood Center(s)" occur said terms will apply to all
                   bargaining unit members including members who may be
                   located at Waltham, B.U., Suffolk or similar clinical programs
                   that are not specifically identified as either a "Unit" and/or
                   "Neighborhood Center."

                   It is agreed that this Article shall not apply to employees of the
                   Legal Services Center located in Jamaica Plain who are
                   employed in the job classifications set forth in this Article
                   unless a majority of said employees vote by secret ballot to be
                   represented by the Union.

                   This agreement shall also apply to employees of the Employer
                   in job classifications in the bargaining unit described above
                   employed in any extension, expansion or relocation of the

                                                    1
            operation of the Employer, and to employees in any new unit or
            location of the Employer that would constitute an accretion to
            the aforesaid bargaining unit under the National Labor Relations
            Act.

     2.     Sub-contracting: The employer will notify the Union promptly
            whenever the Employer intends to have independent
            contractor(s) to perform bargaining unit work. The Employer
            agrees not to hire independent contractors in such numbers and
            with such frequency as to undermine the bargaining unit.

B.   NOTIFICATION

     At the time of initial hiring, the Employer will advise all new employees in the
     bargaining unit that the Union is their collective bargaining representative and
     shall provide them with a copy of this Agreement.

     The Employer shall notify the Union in writing within 10 business days of
     changes in bargaining unit personnel, including, but not limited to, the
     following:

     1.     Name, address, job title, number of hours, work location, salary
            and hiring date of each new employee;

     2.     Name of every employee who has resigned or been terminated
            and the date of her/his resignation or termination;

     3.     Name of every employee who has taken a leave of absence and
            the dates on which that leave of absence begins and ends.

C.   UNION SECURITY

     l.     It shall be a condition of employment that all employees of the
            Employer covered by this Agreement, who are members of the
            Union on the effective date of this Agreement, shall remain
            members in good standing and all employees covered by the
            Agreement hired on or after its effective date shall, on the 30th
            day following the beginning of such employment, become and
            remain members in good standing in the Union.

            It is agreed that the provisions of this §C1 shall not apply to
            employees covered by this Agreement that were employed by
            the Employer prior to July 21, 1978, unless and until any such
            employee shall have joined the Union.

     2.     In the application of §C1 above, when the Employer is notified
            by the Union, in writing, that an employee is delinquent in the
            payment of Union dues, assessments and/or initiation fees

                                            2
     which are uniformly required as a condition of acquiring and
     maintaining membership, the Employer shall notify such
     employee and if she/he has not complied within 15 days of said
     notification in a manner satisfactory to the Union, and in
     conformity with law, the Employer shall terminate such
     employee.

3.   At the time of initial hiring, the Employer shall provide each
     new employee in the bargaining unit with a copy of the
     Dues/Assessments Check-off Authorization Form (attached
     hereto as "A") and shall offer each such employee the option of
     signing such Authorization Form and submitting it immediately
     to the Employer. The Employer shall provide the Union with a
     copy of each completed Authorization Form within 10 business
     days of receipt by the Employer.


4.   The Employer shall deduct dues/assessments in the amount
     established by the Union from each paycheck of the month of
     the employees who have executed a Dues/Assessments
     Check-off Authorization Form in the form attached hereto as
     "A". The Employer shall remit to the Union within ten (10)
     business days thereafter the total sum so deducted with a
     statement showing the names of the employees, their respective
     salaries and dates and amounts of the dues/assessments
     deducted from their respective salaries.

5.   The Union shall indemnify and hold the Employer harmless
     against liability or economic loss that shall arise out of or by
     reason of action taken by the Employer under the provisions of
     this Article. However, the Union shall have no obligation to
     indemnify the Employer if the Employer: (l) fails to notify the
     Union within 10 business days of any suit brought or claim
     made against the Employer as a result of the operation of this
     Article; or (2) confesses judgment or settles any such claim
     without the Union's consent; or (3) fails to appear or defend in
     good faith any suit brought as a result of the operations of this
     Article.

6.   There shall be two kinds of temporary employees as defined and
     permitted herein:

     a. "Short-term" temporary employees whether paid directly by
     GBLS or by GBLS through an agency shall be hired from the
     outside and for a period not to exceed two months, for the
     following purposes only: l) to perform specific tasks of a
     temporary nature; 2) to fill a vacant bargaining unit position for
     which an active permanent employee search is underway, so as

                                     3
          not to place an undue burden on bargaining unit employees at
          any GBLS location; 3) to fill in for an employee who is sick or
          on vacation. Any extensions of the two-month period must be
          consented to by the Union. The Employer will, on a weekly
          basis, notify the Union of all "short-term" temporary employees
          hired. Such employees are not included in the bargaining unit.

          However, if a "short-term" temporary employee paid directly by
          GBLS is hired to work, or has worked, more than two months,
          s/he shall become a "long-term" temporary employee (as
          defined in §C6b below).

          The Employer and the Union agree that the Employer may hire
          unlimited short-term temporary employees until thirty (30) days
          preceding the date of significant layoffs of bargaining unit
          members. On the thirtieth (30th) day preceding the layoffs, the
          Employer agrees to fill not more than fifteen percent (15%) of
          the bargaining unit positions with "short-term" temporary
          employees. Prior to such a significant layoff any bargaining
          unit employee subject to a layoff may bump any "short-term"
          temporary employee.

          b. "Long-term" temporary employees shall be hired from the
          outside and for a set period of from two to twelve months.
          Long-term temporary employees not paid through an agency
          shall be members of the bargaining unit subject to all the rights,
          privileges, and duties of regular permanent employees, except
          that they may be terminated at the agreed termination date of
          their employment contract without recourse to the provisions of
          Articles IX, XII and XVI. The Employer also agrees, except for
          long term temporary employees hired to fill positions of
          employees on leave of absences, not to fill more than 5% of
          bargaining unit positions with long-term temporary employees.

D.   UNION OFFICERS AND STEWARDS

     1.   The Employer agrees to recognize the Union stewards or their
          alternates and the members of the Union steering committee as
          agents of the Union who will represent the Union in dealings
          with Management. It is understood that Union stewards'
          "alternates" shall, wherever possible, be from the same unit as
          the steward in whose behalf they are acting.

     2.   The Union will keep the Employer currently informed as to the
          identity of the Union officers and stewards, their alternates and
          Union representatives as defined in Article XVI, §G1.

     3.   A reasonable amount of time may be utilized during work hours

                                          4
               by the steward or her/his alternate at each unit to process
               grievances at the informal and first steps of the grievance
               procedure. However, where the grievant is the Union Steward
               or where there is no Union steward or alternate, a Union
               representative from another unit may process the grievance on
               work time, it being understood that the scheduling of any such
               grievance meeting shall have the prior approval of the managing
               attorney of the other unit, and it being further understood that
               the grievance meeting will take place within the prescribed time
               limits and the grievant's rights are in no way prejudiced. Step 2
               grievance meetings will be held during regularly scheduled
               working hours and the grievant, and not more than two (2)
               Union representatives, may attend without loss of pay. At any
               Step 3 grievance procedure held during work hours, the
               grievant, and a maximum of two other Union representatives,
               may attend without loss of pay. It is understood that, depending
               upon the circumstances, the Union may request that more than
               three people attend a level two grievance hearing that involves a
               "class grievance".

       4.      Any member of the bargaining unit who has been elected or
               appointed by the Union as Union representative to a Labor-
               Management Committee or any Committee designated to
               address issues of mutual concern to management and staff shall
               be permitted to attend meetings of such a committee during
               work hours.

       5.      The Union may make reasonable use of the Employer's offices
               for meetings upon approval of the managing attorney of the
               particular office, which approval shall not
               be unreasonably withheld. The offices will be available to the
               Union before 9:00 a.m., during lunch hours, and after 5:00 p.m.
               on week days, and anytime during weekends.

       6.      The Employer shall provide bulletin boards in all locations
               covered by this agreement for notices posted by the Union.

ARTICLE II: MANAGEMENT RIGHTS

Subject to the limitations contained in this Agreement, the Employer shall not be limited in
any way in the operation and management of the locations covered by this Agreement,
including but not limited to the means and methods by which its operation shall be carried on;
to assign and direct the work force; to promulgate rules and regulations; and to determine the
number and placement of its employee work force.


ARTICLE III: HOURS OF WORK AND OVERTIME


                                              5
A.   The normal work week for full-time employees shall consist of five (5) days of
     seven (7) work hours each, Monday through Friday. The normal work day
     shall be from 9:00 a.m. to 5:00 p.m., with one hour for lunch. An employee's
     schedule may be changed by mutual agreement with her/his Managing
     Attorney or managerial designee. Consistent with client need, the Employer
     will make best efforts to accommodate an employee requesting flexible work
     hours. Such an arrangement may be permanent or temporary. If the
     arrangement is temporary, it shall be made at least one day in advance, absent
     extenuating circumstances.

B.   If it becomes necessary for the Employer to change the work hours of any
     location covered by this agreement, the Union will be afforded a reasonable
     opportunity to negotiate the change prior to any adjustment of employee work
     hours by the Employer.

C.   Compensatory time off accumulates during any normal work week when a
     full-time staff member works more than the 35 hour work week at the request
     and with the prior approval of the Managing Attorney or managerial designee.
     Compensatory time will apply only to working before 9:00 a.m. and after 5:00
     p.m., unless these hours constitute part of an employee's seven (7) hour
     working day. Compensatory time will be computed at a rate of straight time
     for hours worked between 35 and 40 and at time and one-half for overtime
     worked during the week in excess of forty (40) hours and for work done on
     Saturday, Sunday, and Holidays. The Employer will continue its past practice
     of granting compensatory time to part-time employees. Part-time employees'
     compensatory time will be computed at a rate of straight time for hours worked
     between their usual work week and 40 hours and at time and one-half for
     overtime worked during the week in excess of 40 hours and for work done on
     Saturday, Sunday and Holidays.



D.   Secretaries, AS/LA's and Receptionists shall have the option of being paid
     overtime at the rate of time and a half for hours worked in excess of forty (40)
     hours per week. Said Employees shall be paid overtime at double time for
     hours worked in excess of forty (40) hours when work is performed on
     Saturday, Sunday or a holiday.

E.   Overtime will first be offered to employees (within the appropriate job
     classification) in the unit in which the work is to be done. If no such employee
     consents to work the overtime, the work shall be offered to an employee from
     another unit who shall be the first available employee on a project wide list of
     employees maintained by the Employer. If no employee volunteers a
     temporary employee will be hired. All compensatory time for an employee
     who works overtime in another unit and/or neighborhood center shall be
     computed at a rate of time and one-half.

F.   All employees who attend program-related events (including trainings) which

                                             6
     have been approved by their manager/managerial designee, that would cause
     the working week to exceed thirty-five (35) hours, excluding non-working
     sessions, shall be eligible for compensatory time under the provisions of §C of
     this Article. Included in such computation shall be all travel time exceeding
     one hour one way. The Employer may require submission of an agenda of the
     event as part of the documentation for the request for compensatory time.

G.   All employees entitled to compensatory leave must take it, upon prior approval
     of the Managing Attorney or managerial designee, and only when it is
     convenient for the unit and/or neighborhood center. Such approval will not be
     unreasonably withheld.

H.   Accumulated compensatory time may be taken during any time within 6
     months of the time that it accrues, unless otherwise arranged with the
     Managing Attorney or managerial designee.

I.   No more than two consecutive days of compensatory leave will be authorized
     at any one time, unless otherwise arranged with the Managing Attorney or
     managerial designee.

J.   Overtime will be distributed as equitably as possible within each job
     classification at each location.

K.   Accurate records will be kept of employee work time.

L.   Except as specifically provided in Article X, §B7c, there must be a mutual
     agreement between the Employer and the employee as to specific hours per
     work week in order for any employee to decrease his or her work hours below
     the 35 hours per week. After reaching such mutual agreement the employee
     who later wishes to increase his/her work hours or to alter his/her work
     schedule at the agreed upon reduced work hours, must reach an additional
     mutual agreement with the Employer to do so.

M.   Paragraphs C - I of this Article shall not apply to employees at the Cambridge
     office. Instead, consistent with CASLS past practice, each full-time paralegal
     and senior paralegal at the Cambridge office shall receive an hour
     compensatory time for each hour worked over 35 hours per week and each
     part-time paralegal and senior paralegal shall receive one hour of compensatory
     time for each hour worked over their normally scheduled work week.

     Consistent with CASLS past practice, each full-time employee at the Cambridge office
     who is not a paralegal or senior paralegal and who works in excess of 35 hours up to
     40 hours per week shall be compensated by compensatory time off, with one hour of
     compensatory time for each hour of work in excess of 35 hours per week. Hours
     worked in excess of 40 hours per week with the approval of the managing attorney of
     the Cambridge office shall be compensated as paid time at one and one half times the
     employee's regular hourly rate. Any such part-time employee who works more than
     seven (7) hours on a regularly scheduled day shall be compensated by compensatory

                                            7
           time off or, subject to the approval of the managing attorney, shall receive pay at time
           and a half rate for those hours in excess of seven (7). In the event that an employee
           who is not a paralegal or senior paralegal is requested to work on an unscheduled day
           with less than twenty-four hours of notice the employee shall be entitled to choose
           either pay or compensatory time at a time and a half rate.

           In all job capacities, such compensatory time must be used within two months of when
           it is earned or it is lost. In all job capacities, compensatory time may be earned only on
           the basis of time actually worked. Time spent at full-day conferences and trainings
           shall count as 7 hours/day. Such compensatory time for any day shall not be
           calculated for any time less than fifteen (15) minutes. Any employee may reasonably
           refuse to work overtime if her/his needs dictate.

    N.     Following the signing of this Agreement, the Employer and GBLSSA shall bargain
           regarding the issue of allowing members to be paid for translation and interpretation services
           after hours at the rate paid to outside translation and interpretation service providers. If no
           agreement is reached within three months, the $150 increase for bilingual employees in
           Article XIII (G) shall be increased to $300.


ARTICLE IV: HOLIDAYS

    A.     Permanent salaried full-time and part-time employees shall receive their
           regular daily pay for the following days:

    l. New Year's Day                            January l
    2. Martin Luther King's Birthday             Federal observance day
    3. Washington's Birthday                     3rd Monday in February
    4. Patriot's Day                             3rd Monday in April
    5. Memorial Day                              Last Monday in May
    6. Independence Day                          July 4
    7. Labor Day                                 1st Monday in September
    8. Columbus Day                              2nd Monday in October
    9. Veterans Day                              November 11
    10. Thanksgiving Day                         4th Thursday in November
     11. Friday After Thanksgiving
     12. Christmas Day                           December 25

    B.     In the event any of the regular designated holidays occur during an employee's
           vacation, that day shall be recorded as a holiday and not deducted from the
           employee's accumulated vacation.

    C.     If a holiday occurs on a Saturday or Sunday, the Employer may in its discretion
           have the holiday observed on either the preceding Friday or the following
           Monday.

    D.     To be eligible for holiday pay, an employee must be on the active payroll
           during the payroll period in which the holiday falls. Employees on unpaid

                                                   8
     leaves of absence will not be eligible for holiday pay.

E.   If a holiday falls on a day that a part-time employee does not work, the
     employee will be entitled to time off that same week on a pro-rata basis.




                                             9
ARTICLE V: VACATION AND PERSONAL LEAVE

    A.   All permanent salaried full-time and part-time employees shall accumulate
         vacation time in accordance with the following schedule:

                                                         Accrual Rate/Month

         During first year                     15 days                 1.25 days

         During second and sub-
         sequent years                         20 days                 1.67 days

    B.   Requests for vacation should be submitted to the Managing
         Attorney/managerial designee at least three weeks prior to the requested date of
         the vacation, (although permission may be granted on shorter notice) and to the
         Employer's Accounting Department at least two weeks prior to the date of
         vacation. Vacations must be taken at times which are convenient to the unit
         and/or neighborhood center in which the employee works and are subject to the
         approval of the Managing Attorney/managerial designee.

         Vacation pay will be paid to the employee prior to the start of the vacation if
         the employee has made a request for such payment to the Employer's
         accounting department at least three weeks before the start of the vacation.

    C.   [As amended by First Amendment] Vacation time shall carry over annually if
         not used by the employee but in no event can unused vacation be accumulated
         to more than forty (40) days at the end of the calendar year. Any employee
         with more than forty days accrued vacation time at the end of the calendar year
         will forfeit all days in excess of forty days. At least quarterly, the employer
         will provide each employee information on accrued vacation. An employee
         with less than one year of service and who has exhausted all sick days shall
         have the option of using accumulated vacation/personal/compensatory leave
         days in lieu of forfeiting the equivalent salary.

    D.   Unused accrued vacation time will be paid upon resignation or termination, up
         to a maximum of forty (40) days accrued time. Any employee who resigns or
         is terminated and has used excess vacation time will have such excess vacation
         time deducted from the final pay check. Any employee who resigns or is
         terminated and has used excess sick leave time will have such periods reduced
         from unused vacation time and, if she or he has none, the periods will be
         deducted from the final pay check.

    E.   An employee who terminates employment after four years and who is
         reinstated or reemployed by the Employer within 12 months shall have her/his
         prior service included in determining the applicable rate of accumulation of
         vacation time.

    F.   To be eligible for vacation leave with pay, an employee must have completed

                                                10
         the probationary period and be on the active payroll in the thirty (30) calendar
         day period preceding the time in which vacation is requested.

    G.   Vacation time will be converted to sick leave if an employee becomes ill while
         on vacation.

    H.   In addition to the authorized annual vacation time listed above, each employee
         is entitled to four days off for personal business which shall accrue at the rate
         of one day per quarter. These days shall carry over annually to the extent not
         used by the employee but in no event can unused accrued personal days be
         accumulated to more than 4 days at the end of each quarter nor shall they be
         reimbursed upon the termination or resignation of any employee. Unless good
         cause is shown, employees shall give notice to their managing attorneys or
         managerial designee prior to taking off any personal time.

    I.   In the event that any vacation leave and/or personal leave benefit is improved
         for any employee of the Employer, as the result of collective bargaining, such
         improvement shall be extended to the bargaining unit members.

ARTICLE VI: HEALTH AND WELFARE

    A.   Sick Leave

         1.     A permanent employee will be entitled to 15 sick days per year,
                which will accrue at the rate of 1 1/4 days per month.

         2.     Sick time shall carry over annually if not used by the employee
                but in no event can unused sick time be accumulated to more
                than thirty (30) days at the end of each quarter. Any employee
                with more than thirty (30) days at the end of each quarter will
                forfeit all days in excess of thirty (30) days. The Employer shall
                perform a quarterly review of accrued sick time as of March 31,
                June 30, September 30, and December 31 of each year.

         3.     An employee may use her/his sick leave for illness of another
                member of her/his family, including domestic partner, and/or
                members of her/his immediate household.

         4.     After all sick days have been exhausted, an employee, if he/she
                has more than one year of service, may borrow from the sick
                days from the next year. Upon termination of employment or
                upon commencement of a leave of absence, other than illness or
                injury leave, an employee who has overdrawn sick days will
                have that time deducted from his/her vacation time, and if the
                employee has no vacation time the time will be deducted from
                his/her final pay check.

         5.     An employee will notify her/his unit and/or neighborhood center

                                                11
            by 9:30 a.m. of the first day of illness and keep the unit and/or
            neighborhood center apprised of progress during the course of
            the illness. In situations where there is a suggestion of a pattern
            of individual or group abuse, employees may be required to
            furnish evidence of illness to the managing attorney or designee.

     6.     If an employee has exhausted all of his/her sick leave, vacation,
            compensatory and personal time , the employee shall, upon
            request, receive up to an additional 20 days of sick leave for the
            sole purpose of bridging the gap before the employee qualifies
            for long or short term disability as the result of an illness, injury,
            or disability.


            The employee must present medical evidence demonstrating an inability to work and
            a good faith claim for short term or long term disability insurance.

            No employee shall be eligible for this benefit while subject to his or her probation
            period.

     7.     Federal Family Medical Leave [As amended by First Amendment]

     Employees shall have any rights granted under the Federal Family Medical Leave Act that
     are greater than those otherwise granted in this Article. Domestic partners of GBLS
     employees shall be deemed spouses for the purpose of determining rights granted by GBLS
     under the Federal Family Medical Leave Act. The Employer shall continue to pay all
     insurance benefits to anyone on unpaid leave under the Federal Family Medical Leave Act.
     Seniority shall continue to accrue during leaves under the Federal Family Medical Leave
     Act.

     For leaves based upon a serious health condition of the employee, or the son, daughter,
     spouse, domestic partner, or parent of the employee, that qualify for leave under the Family
     Medical Leave Act, the following notice requirements will apply:

            a. In instances of a foreseeable leave, where possible, the employee will provide the
            program with thirty days notice, except where the dates of treatment requires the
            leave to begin in less than thirty days, and where the dates of treatment begin in less
            than thirty days the employee shall provide such notice as is practicable.

            b. In instances where the employee needs to take time off on an intermittent basis as
            allowed under the Family Medical Leave Act, the thirty day notice requirement
            applies to the intent to use the Family Medical Leave benefit and not to the notice of
            the individual treatment dates. The employee will give notice of the individual hours
            or days needed off in these situations as soon as is practicable.

B.   Employee Insurance Benefits

     GBLS will purchase dental, basic life insurance and long and short term disability

                                             12
insurance with benefits comparable to or greater than that provided during 1991 so
long as such insurance is commercially available. GBLS will purchase and provide
employees the option to enroll in one of the following medical insurance plans:

       A. Blue Cross/Blue Shield Blue Care Elect plan offered during 1997.

       B. Blue Cross/Blue Shield HMO Blue

       C. Harvard Pilgrim Health Plan

If any of these medical insurance plans are not available the employer will offer a plan with
comparable coverage if such insurance is commercially available at rates comparable to that
paid in 2000. If such insurance is not available at comparable rates the employer will
negotiate with the union about the provision of substitute coverage.

The Employer has no control over the benefits offered by the various medical insurers.
Changes which the insurers may make from time to time in the health benefits which the
employer purchases will be communicated by the Employer to the affected employees as
soon as the Employer is notified of such changes. Affected employees will be notified of
such changes at least 30 days prior to the effective date of such changes. In the event of such
changes, the Employer shall make its best efforts to arrange with the insurers for employees
affected by such changes to be permitted to transfer to other plans for which they would have
been eligible during the open enrollment period or upon their employment as set out above.

If Harvard Community Health Plan incorporates into its standard benefit plan
reimbursement for prescription drugs in January, 1982 or anytime thereafter,
GBLS shall provide that benefit to bargaining unit members with Harvard
Community Health Plan coverage.

The Employer will pay the full costs of the premium for the aforesaid plans for
all permanent full-time employees and on a pro-rata basis for all permanent
part-time employees. For a permanent part-time employee to be eligible for
coverage, the employee must have a regular work schedule of at least 21 hours
per week (an employee is eligible if, prior to October l, 1983 that employee
worked at GBLS at least 17 l/2 hours per week). The part-time employee will
pay the cost of the insurance premiums on a pro-rata basis and the Employer
will pay the remainder of the premium.

 Notwithstanding the previous paragraph, employees may elect to pay premiums for long
term disability by having the premiums deducted from their salary, in which case the
employer shall increase the employees' salary by the amount of the long term disability
premium.



For any employee who waives coverage under the medical insurance plans provided by
GBLS, GBLS will reimburse that employee for premiums and deductibles paid for the
employee for coverage under another medical insurance plan purchased by the employee up

                                       13
       to the maximum amount that GBLS would have paid for premiums under any plan offered
       by GBLS, for which the employee would have been eligible. The employee must provide
       GBLS with evidence of payment of the premium and deductible amounts

C.     Welfare

       1.     Worker's Compensation - The Employer will provide worker's
              compensation insurance coverage as required by law.

       2.     Unemployment Compensation - The Employer will provide
              unemployment compensation coverage as required by law.

       3.     Life Insurance Extension - Employees will be permitted to
              purchase additional insurance at their own expense to the extent
              permitted under the relevant insurance contract.

       4.     Health Administrator.

              a. The Employer's Health Administrator and/or the designee shall schedule a
              meeting within one week of the employment to meet with a new employee. At that
              time the Health Administrator shall give an explanation of all plans available. The
              Health Administrator shall also provide that new employee with a full written
              explanation of all plans.

              b. The Health Administrator shall make at least one visit per
              year to each unit.

              c. The Health Administrator and/or her/his designee will, at the
              request of a unit, make an additional visit(s).


       5.     Child Care - The Employer will offer employees with
              dependents the option of a salary reduction program to pay for
              dependent care services so long as such a program is approved
              by the Internal Revenue Service.

D. Pension

1. Governing Laws & Regulations

        GBLS is establishing a Defined Contribution Pension Plan (Plan). The Plan is governed by
the rules, regulations and laws of the United State’s tax code of the Internal Revenue Service and
the Employee Retirement Income Security Act of 1994 (ERISA) and any other applicable laws and
any future amendments or changes to them. If any provision of the Plan is rendered invalid by these
laws, the provision will not be binding and will be subject to renegotiation.

2. Employee Eligibility


                                             14
       All permanent GBLS employees, including persons not members of the bargaining unit, are
       eligible to participate in the Plan two years after their date of hire, except any employee(s)
       classified under ERISA laws as “Highly Compensated Employee” (HCE) who will not be
       eligible to participate in the Plan.

3. Distribution Formula

        In any year which the Employer makes a contribution to the Plan, the amount to be
distributed to eligible employees will be the amount agreed to by the Employer and the Union less
the share based on the distribution formula described below for any employee(s) classified under
ERISA laws as “Highly Compensated Employee”.

       The amount of funding agreed to by the Employer and the Union will be divided equally into
       two tiers.

       TIER ONE will be distributed by the following calculation:

       C      Each full-time, eligible employee employed for a full year will receive a full credit.
       C      Part-time employees employed for a full year will receive a fraction of a credit in
              proportion to the percentage of time they work. For example, an employee employed
              60% time will receive a .6 credit.
       C      If after January 1st of a year an employee becomes eligible or leaves GBLS’
              employment, the eligible employee will receive 1/12th credit for each eligible month
              of employment. The employee must be employed at GBLS for 16 or more days of a
              month to receive the 1/12th credit for that month. For example, if a full-time
              employee becomes eligible on May 17th, the employee will receive 7/12th of a credit.
              An employee working 60% time becoming eligible on the same date would receive
              60% of the 7/12th credit.
       C      An eligible employee’s share of Tier One will be the value of the credit determined
              by dividing the aggregate amount of credit points of all eligible employees and those
              credit points of any HCE who have been excluded from the Plan into the amount of
              funds available under Tier One.

       TIER TWO will be distributed by the following calculation:

       C      Each eligible employee will receive one service credit point for each year of
              employment in non-for-profit agencies, including governmental agencies, as
              determined by GBLS’ Personnel Director. Service credits for each member of the
              GBLS Attorneys Union will be the same as their experience level as assigned for
              placement on the Attorneys Union’s salary scale less any years working as an
              attorney in a for-profit organization. Service credits for GBLS Staff Association
              members will be the same as their experience level assigned for placement on the
              Staff Association Union’s salary scale less any years for which they received credit
              working in a for-profit organization. Employees who are not member of a collective
              bargaining unit will be assigned by the Personal Director comparable service credits
              for relevant experience in not-for-profit work. Any fractional service credit will be
              rounded up or down to the nearest whole number. The exclusion of for-profit
              experience from service credit points for Tier Two is grievable under Article 27 of

                                              15
               the contract.
       C       When this plan is implemented and thereafter when a person is hired for a permanent
               position at GBLS, the Personnel Director will inform the employee of the number of
               years of service credits they will receive.
       C       After that assignment of service credit, one additional service credit will be given for
               each year of additional service at GBLS.
       C       Part-time employees will receive a full service credit for the year.
       C       Staff becoming eligible for the Plan subsequent to January 1st of any year will receive
               a full service credit for the year.
       C       Staff leaving GBLS before the distribution date will not be entitled to any share
               under Tier Two, except those who leave GBLS due to retirement, permanent
               disability or are involuntarily laid-off.
       C       An eligible employee’s share of the amount of funding available under Tier Two
               will be the value of a Tier Two service credit for that year times the number of the
               employee’s service credits. The value of a Tier Two credit will be determined by
               dividing the amount of funding available for Tier Two by the aggregate amount of
               service credit points for all eligible employees and those credit points of any HCE
               who have been excluded from the Plan.

4 Vesting

      An eligible employee will be 100% vested once a contribution to the Plan is made by the
Employer on the employee’s behalf.

5 Date of Annual Contribution

       In any year in which the Employer commits to making a contribution to the Plan, it will
make the contribution for each eligible employee as close as possible to December 31st but no later
than January 15th of the following year. If the Plan offers eligible employees a choice of investment
options and by the date of distribution an employee has not informed the Employer of the
employee’s choice of investment option, then the Employer will invest the contribution on behalf of
that employee in the Founder Balance Fund or, if that fund is no longer available under the Plan, in
a fund offered under the Plan which, as close as possible, reflects a balanced fund investment
approach.

.6 Amount of Contribution

       The employer shall set aside $50,000 in 2000, $55,000 in 2001, and $60,000 in 2002 as a
contribution to a pension fund for all employees including those not members of the bargaining unit.
The funds shall be deposited in accordance withe the terms and conditions of the pension fund
agreed to in this Article.



E.     Extension of Improvements

       In the event that any health and/or welfare benefit is improved for any
       employee of the Employer, such improvement shall be extended to bargaining

                                              16
           unit members.

ARTICLE VII: NO STRIKE - NO LOCKOUT

    Neither the Union, nor any of its agents or any employee represented by it shall induce or
    engage in any strikes, slowdowns, work stoppages, mass absenteeism, or induce any mass
    resignations during the term of this agreement.

    The Employer shall not lock out its employees during the term of this agreement.

                                                                                                 ARTICLE
VIII: HIRING, PROMOTION AND TRANSFER

    A.     HIRING AND PROMOTION

           l.      Job Posting/Notice

                   On all job postings, the Employer shall include a description of
                   significant responsibilities and qualifications germane to the
                   job.

                   The Employer will give notice of the availability of job
                   vacancies within the bargaining unit to bargaining unit members
                   simultaneously with outside advertising and at least fourteen
                   (14) days prior to outside hiring. Such notice will be given to
                   the Union Secretary as well as being mailed to each unit and
                   neighborhood center to be placed on union bulletin boards.

                   Notice will also be given simultaneously to those places cited by
                   the Union as prime potential sources of minority employees and
                   will adhere to the requirements as set forth in Article VIIB of
                   the Affirmative Action Plan.

           2.      Filling of Vacancies

                   The Employer will continue its current policy of encouraging
                   the promotion of bargaining unit employees.

                   Bargaining unit employees who apply for a position within the
                   posting period shall be interviewed prior to filling the position
                   from either the inside or the outside. Where practicable, the
                   Employer will interview bargaining unit applicants prior to
                   outside applicants. Promotions or permanent transfers shall be
                   based upon the seniority, experience, and qualifications
                   germane to the job of those who apply, but such vacancy shall
                   be filled by a bargaining unit employee if her/his experience and
                   qualifications are equal to outside applicants. As between two
                   applicants from the bargaining unit with approximately equal

                                                  17
     experience and qualifications, seniority shall be controlling.

     If principles of affirmative action require, applicants of color
     who possess qualifications and experience equal to other
     applicants shall be given preference for the position.

     The Employer will make best efforts to fill vacancies in the
     mostly severely understaffed offices/units first, or as the
     principles of affirmative action require.

3.   Permanent Employees/Temporary Positions

     The Employer may fill a temporary position with a permanent
     employee, however, such position shall be posted and filled in
     accordance with §Al and 2 of this Article.

     Such positions shall be filled for a period not exceeding the time
     period specified in the posting. Upon mutual agreement with
     the employee, the Employer, and the Union, an extension for a
     then specified period of time may be granted. The salary paid
     during this selection shall be at the rate established in Art. XIII,
     §§A and C. When the time limits and extensions, if any, have
     expired, the employee will then return to his/her previous job
     classification and location. The employee's salary shall return to
     the prevailing and appropriate rate on the Experience Ladder, as
     defined in Article XIII, §§A and C.

4.   Selection/Promotion

     A bargaining unit employee who is selected to fill a position in
     a higher job classification pursuant to §§A2 or 3 of this Article
     may rescind the selection/promotion within thirty (30) days, in
     which case the employee will return to his/her original
     classification. During said period the Employer may rescind the
     selection/promotion. The sole basis
     for such rescission shall be unsatisfactory job performance but
     the Employer's decision shall not be grievable beyond Step 2.

5.   Right to Notification

     a. Paid leaves: Any bargaining unit member who is on a paid
     leave of absence, who has completed the "Job Notification
     Request Form" and who has submitted it to the Employer, shall
     receive written notification of vacancies that occur during such
     leave. Such notice shall be pursuant to §§Al, 2, and 3 of this
     Article.

     b. Unpaid leaves: Any bargaining unit member who is on an

                                     18
            unpaid leave of absence, who has informed the Employer of
            his/her intent and prospective date to return to work, who has
            completed the "Job Notification Request Form" and who has
            submitted it to the Employer, shall receive written notification
            of vacancies that occur during such period. Such notice shall be
            pursuant to §§Al, 2, and 3 of this Article.

            c. The Union Secretary shall continue to receive notification
            from the Employer of new hires and changes in status of current
            bargaining unit members. Included in that notice is salary
            information.

B.   TRANSFERS

     l.     Voluntary: A voluntary transfer may occur upon mutual
            consent between the employee and the Employer.

     2.     If, due to physical disability, an employee is rendered unable to
            perform her/his job, she/he may transfer to a job vacancy in the
            same classification in a different location, or to a vacancy in a
            different job classification if she/he has had previous experience
            in the job classification and continues to be qualified to perform
            the work.

     3.     Transfers caused by the merger, consolidation, allocation or
            reallocation of positions in the offices and units covered by this
            agreement may be made by the Employer. If the Employer has
            more than one location available for transfer, the employee may
            choose the placement location, and if more than one employee
            is affected, the choice of placement location shall be governed
            by seniority.

            Transfers caused by lay-offs will be subject to the procedures
            set forth in Article XII.

C.   The Employer may pay non-bargaining unit employees entering bargaining unit
     positions at the same salary level said employee was receiving in a
     non-bargaining unit position if said salary was higher. However, the salary
     shall remain constant until her/his salary as computed under this Agreement
     equals her/his pay in the former position. Unless otherwise specified in this
     Agreement, all other terms and conditions of employment will be covered by
     this collective bargaining agreement.

D.   Bargaining unit members shall be notified of any available staff attorney
     position or positions by the employer if the members have graduated from law
     school or are due to graduate prior to the filling of such position. Such
     bargaining unit members who apply for such position(s) and meet the
     qualifications for the position shall have the right to be interviewed and given

                                            19
     due consideration by the Hiring Committee.

     Subject to approval by the Attorneys Union, any bargaining unit member who
     is hired for a staff attorney vacancy and whose current salary is greater than
     his/her salary would be as a staff attorney will be paid at his/her current salary
     level, or at $2,000 above the staff attorney scale, whichever is less, as provided
     for in the Attorneys Union contract. If such bargaining unit member is paid
     above the staff attorney scale, his or her salary shall remain frozen in
     accordance with the provisions of the Attorneys Union contract for staff
     attorneys who are initially paid above the scale.



ARTICLE IX: DISCIPLINE, DISCHARGE, AND UNSATISFACTORY JOB PERFORMANCE

A.   The Employer shall not discipline or discharge employees without just cause.
     Upon the taking of such personnel action, the Employer shall notify both the
     Union President and the employee.

     The Employer may discharge an employee for cumulative misconduct which
     occurs three or more times within any 12 month period and which has resulted
     in disciplinary actions pursuant to this section.

B.   During the period of discipline the facts of discipline or facts giving rise to
     discipline shall not be disclosed to clients, courts, agencies, opposing counsel,
     or parties, unless, in the judgment of the person who assumes representation,
     such disclosure is necessary to protect a client's interest or to inform the client;

C.   If any employee who is disciplined pursuant to this Article is not the subject of
     further disciplinary actions within twelve months, any record of such discipline
     shall not be referred to or raised in any subsequent disciplinary or other
     personnel evaluation or action;

D.   All records of disciplinary actions shall be kept in the employee's personnel file
     and the fact of such discipline shall not be disclosed by the Employer to any
     person unless waived in writing by the affected employee.

E.   Where an employee's job is in jeopardy due to unsatisfactory work
     performance, the employee shall be advised in writing of his/her deficiency.
     The staff member shall then be granted an opportunity to rebut any deficiency
     in writing, and to discuss the matter with her/his Managing Attorney. No
     document containing negative information about an employee's job
     performance shall be placed in the employee's personnel file without following
     the above procedure.

     A Performance Improvement Plan will be developed for each employee
     described above who has been advised in writing of her/his deficiency. To the
     extent appropriate, this will include a listing of the areas of inadequate

                                             20
         performance, a plan for skills development, and a time limit for
         implementation, which shall normally be thirty (30) days. If successfully
         completed, no further disciplinary action shall be taken on that particular
         complaint. If the employee is unsuccessful in completing the Plan, the
         Employer may terminate the employee. In cases of partial success at the
         conclusion of the Plan, the Employer may opt to terminate the employee,
         extend the time limit for implementation, or devise a new Plan.

         In cases of termination due to unsatisfactory job performance an employee
         shall receive two weeks' notice of intention to dismiss, or two weeks' pay in
         lieu thereof at the Employer's option.

ARTICLE X: LEAVES OF ABSENCE

    A.   Paid Leaves of Absence

         Any employee who is on paid leave of absence shall continue to accrue all
         benefits, including salary increases, she/he would usually be entitled to and
         will continue to accrue seniority. An employee who is on a paid leave of
         absence has a right to return to her/his job at the end of the leave in the same
         unit and/or neighborhood center and position in which the employee was
         previously employed.

         1.     BEREAVEMENT LEAVE OF ABSENCE

                a . An employee who suffers the death of a spouse, household
                member, domestic partner, parent, sibling, child, grandparent,
                grandchild, brother-in-law or sister-in-law; spouse or domestic
                partner of a child; or parent, sibling, child, grandparent, brother-
                in-law, sister-in-law, grandchild of a spouse or domestic partner,
                shall be entitled to three days leave of absence with pay.

                b. An employee who suffers or whose spouse or domestic
                partner suffers the death of an aunt, uncle, niece or nephew shall
                be entitled to one day leave of absence with pay.

                c. Two additional days shall be added to the bereavement leave
                specified above if the deceased individual lived or is being
                buried outside the state of Massachusetts.

         2.     JURY DUTY

                Any employee who is called for jury duty will be paid a salary
                differential between the employee's straight time rate and jury
                pay. Differential pay will not be granted if the jury duty is
                performed while on a previously authorized leave of absence,
                layoff, or if laid off while on jury duty.


                                                21
       3.      EMERGENCY WEATHER CONDITIONS

               When, as determined by the Executive Director, weather
               conditions force the closing of a location, employees will
               receive full pay for days of work missed. If the Executive
               Director shall determine that some locations shall be closed
               while other locations shall be open, employees may be assigned
               to work in those locations which are open, unless weather
               conditions or personal hardships prevent the employee from
               getting to the other office.

       4.      MILITARY RESERVES

               An employee who is required to participate in annual training as
               part of a military reserve program will be paid the difference, if
               any, between the employee's straight time rate and the pay s/he
               receives for reserve training for a period not exceeding four (4)
               weeks.

       5.      Sabbatical leave

Secretaries, receptionists, AS/LA's and Office Administrators , messengers and librarians are
entitled to five days of paid leave and network support technicians, data base administrators,
paralegals, senior paralegals are entitled to ten days of paid leave as a sabbatical leave, in
addition to other leaves and vacation, after completion of every seven years of service at
GBLS and/or CASLS beginning January 1990, subject to the following conditions:

       a. Sabbatical leave must be taken within the seven years from the first date of eligibility
       unless it has been requested and denied.

       b. Sabbatical leave may not be taken after an bargaining unit member has announced his or
       her intention to resign and unused accrued sabbatical time shall not be paid upon termination
       or resignation.


       c. In general, no more than seven sabbatical leaves shall be granted to paralegals and senior
       paralegals in any two consecutive quarters and no more than one in any unit in any two
       consecutive quarters provided that the employer way waive the limitations in this subsection.

       d. Sabbatical leave shall be applied for and approved in the same manner as vacation under
       Article 19.1(c).



B.     Unpaid Leaves of Absence

       1.      MILITARY LEAVE


                                              22
     An employee who is drafted, if s/he wishes, has a right to return
     to her/his former job, where possible, at the end of the enforced
     period of military service. Seniority shall accrue during the
     unpaid military leave.

2.   DISCRETIONARY LEAVE

     Upon request, the Executive Director may grant a leave of
     absence without pay. If the leave is granted, a date shall be set
     for the end of the leave, and the employee shall have the right to
     return to employment on that date. If return on the prearranged
     date is impossible, and reasonable notice is given, the employee
     may return to work up to two (2) weeks later. If the employee's
     former position is vacant, he/she may return prior to the
     termination of the leave. The employee must give notice to the
     Employer of the availability of early return. Approval of
     requests for discretionary leaves of absence shall not be
     unreasonably withheld. It is understood that one ground for
     refusal of discretionary leaves may be staffing problems in the
     employee's unit and/or neighborhood center, but not the fact that
     all legal services units or neighborhood centers need additional
     staff. Another ground for refusal may be that the Employer is
     persuaded under the circumstances that the employee is not
     likely to return to work at GBLS.

3.   PARENTHOOD LEAVE (MATERNITY/PATERNITY)

     a. Any woman employee shall be entitled to a maternity leave
     of absence not to exceed nine months unless her physician shall
     state in writing that her illness or disability will exceed nine
     months, in which case the terms of this contract relating to
     disability leave shall apply. One month of such leave shall be
     with pay. She shall give reasonable advance notice to the
     Executive Director of the date she proposes to begin her
     maternity leave.

     b. Upon two (2) months' notice of intent and upon three weeks'
     notice of the proposed starting date, a male employee shall be
     entitled to a leave of absence not to exceed nine months for the
     sole purpose of remaining at home to care for a new child of
     that employee. One month of such leave shall be with pay.

     c. Parenthood leave shall be available to parents of newly
     adopted infant children. A parent of a newly adopted infant
     child shall be entitled to a leave of absence not to exceed nine
     months for the sole purpose of remaining at home to care for
     that child. Reasonable notice will be given as to starting date of
     this leave. One month of such leave shall be with pay.

                                    23
     d. Unless waived by the employee, the Employer shall continue
     to provide full health, life and disability benefits then applicable
     to that employee while on parenthood leave under §§B3 a, b,
     and c of this Article. The same shall be provided under the
     Employer's present contract of insurance but where the
     employee can obtain any such coverage through another family
     member which is substantially equivalent in all respects, the
     Employer shall not be required to pay for any such coverage.

     e. The cost of such insurance as provided for in paragraph d
     shall be reimbursed to the Employer by the employee should
     he/she fail to return to employment on the expiration of the
     parenthood leave or fail to work an additional eighteen (18)
     months, not including unpaid leave, following return from
     parenthood leave, unless such failure is a result of layoff by the
     Employer, disability or death.

     f. It is understood that the Employer will pay the full cost of
     benefits if the employee leaves and returns as a full-time
     employee; and the pro rata share applicable at the beginning of
     the leave if the employee is a part-time employee at the
     beginning of the leave. In the event a full-time employee
     returns to work as a part-time employee, that employee will be
     responsible for the pro rata share of coverage equivalent to their
     pro rata share as a part-time employee (unless such part-time
     employment is the result of the Employer reducing the hours of
     the employee) paid for by the Employer during the time-period
     the employee was on leave.

     g. Employees may also use any accrued sick, personal, vacation, or other
     compensated time for the purpose of caring for a newborn or newly adopted child.


4.   SABBATICAL LEAVE

     After 7 years of service, an employee shall be entitled to take an
     unpaid leave of absence, not to exceed 6 months, subject to the
     following conditions: No more than 6 employees may take a
     sabbatical leave in any given year, with no more than one
     employee on sabbatical leave per unit per year. Sabbatical
     leaves must be approved by the Managing Attorney, who will
     consider the staffing needs of the unit.

5.   ILLNESS OR INJURY LEAVE

     a. An employee shall be granted a leave of absence without pay
     for personal illness or injury effective for the entire duration of
     the employee's disability, but not to exceed two years.

                                     24
     b. An employee shall be granted a leave of absence without pay
     for illness or injury of a family member or for a related
     emergency, but not to exceed six months.

6.   UNION LEAVE

     Union leave, without pay, will be granted for a maximum of
     three union members in any contract year for a maximum of one
     month per person.

7.   HEALTH INSURANCE WHILE ON LEAVE OF ABSENCE

     The Employer will continue to provide health insurance
     coverage for employees on any unpaid leave of absence at
     employee's expense to the extent allowed by the insurance
     contract except as otherwise required by law.

     The employer will continue to provide, at the employer's
     expense, health insurance coverage for any employee during
     leaves of absence for which the employee is receiving short
     term disability benefits. The employer will continue to provide
     health insurance coverage, at the employer's expense, for any
     employee during leaves of absence for which employees are
     receiving long term disability benefits for the lesser of twenty-
     four months or until the employee begins to receive either
     Supplemental Security Income benefits or alternative health
     insurance coverage.

8.   REINSTATEMENT RIGHTS

     a. An employee on any kind of unpaid leave of absence has a
     right to return to her/his job at the end of the leave at the same
     rate of pay in effect when the leave commenced, plus all
     applicable increases except seniority increases.

     b. An employee on a maternity/paternity or illness or injury
     leave not exceeding nine months, or union leave not exceeding
     one month will have the right to return to the same unit and/or
     neighborhood center in which the employee was previously
     employed so long as there is only one bargaining unit member
     on such leave at any one time. In the event the employee's
     former unit and/or neighborhood center has relocated,
     consolidated or merged with other units and/or neighborhood
     centers of the Employer, the employee will be offered his/her
     job in the new unit and/or neighborhood center (if there is an
     opening for her/his job at that new unit and/or neighborhood
     center), or the employee may select an alternative location if an
     opening exists.

                                     25
                c. Any full-time employee who returns to work on a part-time
                schedule, following any kind of unpaid leave of absence, retains
                the right to resume a full-time schedule at any time within one
                year of his or her returning from leave. Not less than two
                months prior to returning, the employee must reach mutual
                agreement with the Employer as to total hours per week and the
                working schedule. Within one month following such return, the
                employee must state his/her intention to resume a full-time
                schedule and the intended date of such resumption. Such
                resumption shall not be sooner than one month from the
                notification date. Upon mutual agreement between the
                Employer and the employee, this one month period may be
                waived.

                d. If the employee would have been laid off but for the fact of
                the employee's absence on leave, the employee shall not be
                entitled to return to employment but shall be entitled to recall in
                accord with Article XII, as if the employee had been laid off in
                accord with that employee's seniority. In such case the
                employee will be entitled to severance pay as of the day he or
                she would have returned to work pursuant to Article XII.

                e. If the employee's seniority is such that the employee would
                not have been laid off but for the fact of absence on leave, the
                employee shall have full right to reinstatement, whether or not
                such reinstatement will cause the least senior employee to be
                laid off.

                f. The Employer shall provide the Union with a list of all
                bargaining unit members on a leave of absence.

ARTICLE XI: SENIORITY

    A.   Seniority means length of continuous employment from the last date of hire,
         and ends when:

         l.     the employee quits or is discharged for good cause;

         2.     the employee is laid off for a period in excess of two (2) years;

         3.     the employee is recalled to work after a layoff and fails to notify
                the Employer or his/her intention to return within five (5)
                scheduled working days after receipt of notice of recall, or,
                having given such notice, fails to return to work within
                seventeen (17) working days (or such longer period as the
                Employer and the Union may mutually agree upon) after receipt
                of notice of recall.


                                                26
    B.     Seniority will revert to the original date of hire if an employee terminates in
           good standing after working at least 4 years, and is reemployed within twelve
           (12) months of termination of employment.

    C.     Seniority shall accrue in the following situations and as otherwise specified in
           this Agreement:

           1.      involuntary leave of absence, (illness, disability, or emergency
                   leaves), seniority will accrue for a period of up to three years;

           2.      voluntary leave of absence (discretionary), seniority accrues for
                   duration of leave up to a maximum of twelve (12) months.

    D.     No employee will lose seniority due to any change in job classification.

    E.     Employees shall have no seniority rights or other tenure until after completing
           a probationary period of three months satisfactory service, during which period
           she/he may be terminated or disciplined for reasons related to job performance
           without said termination or discipline being subject to either the
           discipline and discharge, or the grievance and arbitration provisions of this
           Agreement. If remaining in the employ of the Employer after completing such
           probationary period, a new employee's seniority shall be computed from the
           date of her/his hiring.

ARTICLE XII: LAYOFFS

    The Employer will use its best efforts to avoid personnel cuts. In the event layoffs become
    necessary, the following shall apply:

    A.     Each employee is obligated to notify the Employer promptly in writing of any
           change of address or telephone number. The Employer in any case in which it
           is obligated, pursuant to the provisions of this Agreement, to communicate
           with an employee, may rely upon the last known address or telephone number
           of such employee appearing on the Employer's records. Any notice required to
           be given to an employee will be deemed given when mailed, postage prepaid,
           by Registered or Certified Mail, return receipt requested, to him/her at such last
           known address.

    B.     In the event of a reduction in the work force, the Employer will justly and
           equitably redistribute the remaining work load.

    C.     The Employer must notify the Union as soon as any reduction of the bargaining
           unit by layoff is being considered. This notice must be a minimum of thirty
           days prior to such intended layoff. In the event of significant layoffs, i.e.,
           affecting, over any consecutive 90-day period, at least either twenty-five
           percent (25%) of the bargaining unit membership or 25% of the units at which
           bargaining unit members are employed, notice will be a minimum of sixty (60)
           days, unless the funding loss or other development requiring such layoffs does

                                                   27
     not afford time for such 60-day notice.

     After giving notice involving significant layoffs, as above defined, the
     Employer will do the following prior to any notice of layoff to individual
     employees pursuant to §F:

     1.     Provide to the Union project-wide fiscal and budgetary records
            consistent with past practice;

     2.     Call a GBLS staff meeting, pursuant to Article XVII, 7;

     3.     Provide to the Union an outline of projected layoffs of
            bargaining unit employees and enter into negotiations with the
            Union to resolve questions concerning the order of layoffs and
            transfer of existing employees at least (7) days prior to notice to
            affected employees pursuant to §F.

D.   In the event of a layoff, the Employer reserves the right to determine which
     classifications and locations are to be reduced in the work force. In
     determining the order of layoffs and recalls, receptionists, secretaries,
     administrative secretaries/legal assistants, data base administrators, office
     assistants, senior paralegals and paralegals shall be considered separate
     seniority units and seniority shall apply on a program wide basis. The order of
     layoff shall be governed by seniority provided that the remaining senior
     employees in the classification in which the layoff occurs are qualified to
     perform the work remaining. An employee adversely affected by a reduction
     or elimination of position shall be transferred to the position in her/his
     classification where the layoff has occurred. If two or more employees are
     adversely affected, the choice of placement locations will be governed by
     seniority. An employee subject to layoff may displace junior employees in
     another classification if she/he has had prior experience in said classification
     with the Employer and continues to be qualified to perform that work or can
     become qualified during the thirty (30) day notice period.

     If any transfers pursuant to this section result in any unit having no bargaining
     unit employees of color and if there is an employee(s) of color who wish(es) to
     join that unit, then the most senior of any employee of color who so wishes
     may transfer to that unit. If this transfer makes that unit overstaffed in the
     employee's job classification, the least senior employee in that job
     classification shall transfer to the position from which the employee of color
     transferred.


     An employee who accepts layoff rather than exercising displacement rights, either in her/his
     classification or another classification, shall be recalled only to the position from which laid
     off, unless she/he has notified the Employer of her/his desire to be considered for recall to
     other positions. Upon receipt of such notice from an employee, she/he will be considered
     for such recall as vacancies arise.

                                            28
     An employee who is recalled to work in the job classification the employee had at the time
     of lay-off and fails to notify the Employer of his/her intention to return within five (5)
     scheduled working days after receipt of notice of recall, or, having given such notice, fails to
     return to work within fourteen (14) days (or such longer period as the Employer and the
     Union may mutually agree upon) after receipt of notice of recall has no further recall rights.

     An employee who is recalled to work in a job classification for which the employee
     had displacement rights and who had notified the employer of his/her desire to be
     considered for recall to that job classification who fails to notify the Employer of
     his/her intention to return within five (5) scheduled working days after receipt of
     notice of recall, or, having given such notice, fails to return to work within fourteen
     (14) days (or such longer period as the Employer and the Union may mutually agree
     upon) after receipt of notice of recall has no further recall rights in that job
     classification.

     Employees on recall status who accept or decline temporary positions are still entitled to
     recall with the rights and obligations set out above.

     Prior to the institution of the change in recall rights as set forth in this section, the employer
     must notify all employees on recall status of the change by sending notice of this change
     using certified mail to the last known address of those members.




E.   For purposes of this Article, the term "qualified" or "qualification" shall mean
     the ability to perform the minimum job duties set forth in the job description
     for the classification in question.

F.   In the event of a layoff an employee, including employees on paid leaves of
     absence, will receive thirty (30) days notice of his/her layoff. An employee
     will be allowed up to 21 hours time off with pay during this notice period to
     seek other employment. The scheduling of time-off will be subject to the prior
     approval of the employee's Managing Attorney/managerial designee, provided
     that such approval shall not be unreasonably withheld.

G.   The Employer agrees to provide seminars of instruction in job-hunting and
     career-change skills to all employees facing layoff by a person trained in job
     counseling.

H.   In the event of a layoff, an affected employee's health insurance will be
     continued for thirty days from layoff at the Employer's expense.

I.   An employee subject to layoff with less than three years employment with the
     Employer will receive three weeks severance pay; all employees with three or
     more years employment shall receive four weeks severance pay.

J.   If a person transfers from a non-bargaining unit position to a bargaining unit

                                             29
     position, for the purposes of this article, the person's seniority shall be counted
     from the date of original employment with the Employer.

K.   No new employees shall be hired in a job classification until laid off employees
     in that job classification are recalled.

L.   In reinstating employees, the last person laid off from the bargaining unit shall
     be the first reinstated.

M.   If the Employer merges with, consolidates or assumes another program
     essentially engaged in providing legal services to the poor and there are layoffs
     of bargaining unit members within the subsequent six months, then 50% of the
     bargaining unit employees previously employed by such other program who
     would otherwise not be subject to layoff will be laid off. If, within the six
     months preceding such a merger, consolidation or assumption of another
     program, there had been layoffs by the Employer of bargaining unit members,
     then laid off bargaining unit members will be reinstated until 50% of the
     bargaining unit employees acquired from such other program, who would
     otherwise not be laid off, are laid off.




                                             30
ARTICLE XIII: SALARIES [As amended by First Amendment]

     A.    Salaries payable to employees during the term of this Agreement shall be as
           follows:

           l.     As of January 1, 2000 the Employer will recompute the
                  experience level of each employee to reflect his or her
                  experience during the prior year and his or her pay will be raised
                  according to the following scale:


Yr. of     Secretary,   AS/LA         Database      Sr. Paralegal    Network
Exper.     Messenger,                 Admin;                         Support
           Receptionist               Librarian                      Technician
                                      Office
                                      Administrator
                                      & Paralegal
0           $18,800       $19,800     $20,950         $21,950        $25,950
 1          $19,650       $20,650     $21,800         $22,800        $26,950
 2          $20,500       $21,500     $22,650         $23,650        $27,950
 3          $21,350       $22,350     $23,500         $24,500        $28,950
 4          $22,200       $23,200     $24,350         $25.350        $29,950
 5          $23,050       $24,050     $25,200         $26,200        $30,950
 6          $23,900       $24,900     $26,050         $27,050        $31,950
 7          $24,800       $25,800     $26,950         $27,950        $32,950
 8          $25,700       $26,700     $27,850         $28,850        $33,950
 9          $26,600       $27,600     $28,750         $29,750        $34,950
10          $27,500       $28,500     $29,650         $30,650        $35,950
11          $28,400       $29,400     $30,550         $31,550        $36,950
12          $29,300       $30,300     $31,450         $32,450        $37,950
13          $30,300       $31,300     $32,350         $33,350        $38,950
14          $31,300       $32,300     $33,250         $34,250        $39,950
15          $32,050       $33,050     $34,150         $35,150        $40,950
16          $32,800       $33,800     $35,050         $36,050        $41,950
17          $33,550       $34,550     $35,950         $36,950        $42,950
18          $34,300       $35,300     $36,850         $37,850        $43,950


                                                 31
Yr. of        Secretary,   AS/LA       Database      Sr. Paralegal    Network
Exper.        Messenger,               Admin;                         Support
              Receptionist             Librarian                      Technician
                                       Office
                                       Administrator
                                       & Paralegal
 19           $34,800       $35,800    $37,850         $38,850        $44,950
 20           $35,300       $36,675    $38,850         $39,850        $45,950
 21           $35,800       $37,675    $39,850         $40,850        $46,950
 22           $36,300       $38,675    $40,850         $41,850        $47,950
 23           $36,800       $39,175    $41,850         $42,850        $48,950
 24           $37,300       $39,675    $42,850         $43,850        $49,950
 25           $37,800       $40,175    $43,850         $44,850        $50,950
 26           $38,300       $40,675    $44,850         $45,850        $51,950
 27           $38,800       $41,175    $45,850         $46,850        $52,950
 28           $39,300       $41,675    $46,850         $47,850        $53,950


and thereafter.

              2. Bonus

                    As soon as practicable after the execution of this Agreement, the employer shall pay
                    a bonus to each bargaining unit member who was on the GBLS payroll as of January
                    1, 2000, all members hired between January 1, 2000 and the date of the execution of
                    this contract, all members on parental leave and all members on unpaid leave if they
                    return to work during the year 2000. The amount of the bonus shall be $250 for full
                    time employees and a pro rated amount for part time employees.


               3. As of January 1, 2001 the Employer will recompute the experience level of each member
to reflect his or her experience during the prior year and his or her pay will be raised retroactively
according to the following scale.

Yr. Of       Secretary     AS/LA       Data Base      Senior       Computer
Exper.       Messenger                   Admin;      Paralegal      Support
            Receptionist               Librarian;              Training Specialist
                                         Office
                                      Administrator;
                                        Paralegal



                                                  32
Yr. Of    Secretary     AS/LA      Data Base        Senior         Computer
Exper.    Messenger                  Admin;        Paralegal        Support
         Receptionist              Librarian;                  Training Specialist
                                     Office
                                  Administrator;
                                    Paralegal
    0      $19,680      $20,680     $22,280        $23,280          $27,280
    1      $20,530      $21,530     $23,130        $24,130          $28,280
    2      $21,380      $22,380     $23,980        $24,980          $29,280
    3      $22,230      $23,230     $24,830        $25,830          $30,280
    4      $23,080      $24,080     $25,680        $26,680          $31,280
    5      $23,930      $24,930     $26,530        $27,530          $32,280
    6      $24,780      $25,780     $27,380        $28,380          $33,280
    7      $25,680      $26,680     $28,280        $29,280          $34,280
    8      $26,580      $27,580     $29,180        $30,180          $35,280
    9      $27,480      $28,480     $30,080        $31,080          $36,280
   10      $28,380      $29,380     $30,980        $31,980          $37,280
   11      $29,280      $30,280     $31,880        $32,880          $38,280
   12      $30,180      $31,180     $32,780        $33,780          $39,280
   13      $31,180      $32,180     $33,680        $34,680          $40,280
   14      $32,180      $33,180     $34,580        $35,580          $41,280
   15      $32,930      $33,930     $35,480        $36,480          $42,280
   16      $33,680      $34,680     $36,380        $37,380          $43,280
   17      $34,430      $35,430     $37,280        $38,280          $44,280
   18      $35,180      $36,180     $38,180        $39,180          $45,280
   19      $35,680      $36,680     $39,180        $40,180          $46,280
   20      $36,180      $37,555     $40,180        $41,180          $47,280
   21      $36,680      $38,555     $41,180        $42,180          $48,280
   22      $37,180      $39,555     $42,180        $43,180          $49,280
   23      $37,680      $40,055     $43,180        $44,180          $50,280
   24      $38,180      $40,555     $44,180        $45,180          $51,280
   25      $38,680      $41,055     $45,180        $46,180          $52,280
   26      $39,180      $41,555     $46,180        $47,180          $53,280
   27      $39,680      $42,055     $47,180        $48,180          $54,280
   28      $40,180      $42,555     $48,180        $49,180          $55,280
   29      $40,680      $43,055     $49,180        $50,180          $56,280
   30      $41,180      $43,555     $50,180        $51,180          $57,280
   31      $41,680      $44,055     $51,180        $52,180          $58,280
   32      $42,180      $45,555     $52,180        $53,180          $59,280




                                              33
and thereafter.

      4.      On January 1, 2002 the Employer will recompute the experience level of each member to
              reflect his or her experience during the prior year and his or her pay will be raised according
              to the following scale.

             Secretary;      AS/LA       Data Base      Senior       Computer
            Messenger;                     Admin;      Paralegal      Support
            Receptionist                 Librarian;              Training Specialist
                                           Office
                                        Administrator;
                                          Paralegal

     0            $20,480   $21,480        $23,580        $24,580         $28,580
     1            $21,330   $22,330        $24,430        $25,430         $29,580
     2            $22,180   $23,180        $25,280        $26,280         $30,580
     3            $23,030   $24,030        $26,130        $27,130         $31,580
     4            $23,880   $24,880        $26,980        $27,980         $32,580
     5            $24,730   $25,730        $27,830        $28,830         $33,580
     6            $25,580   $26,580        $28,680        $29,680         $34,580
     7            $26,480   $27,480        $29,580        $30,580         $35,580
     8            $27,380   $28,380        $30,480        $31,480         $36,580
     9            $28,280   $29,280        $31,380        $32,380         $37,580
    10            $29,180   $30,180        $32,280        $33,280         $38,580
    11            $30,080   $31,080        $33,180        $34,180         $39,580
    12            $30,980   $31,980        $34,080        $35,080         $40,580
    13            $31,980   $32,980        $34,980        $35,980         $41,580
    14            $32,980   $33,980        $35,880        $36,880         $42,580
    15            $33,730   $34,730        $36,780        $37,780         $43,580
    16            $34,480   $35,480        $37,680        $38,680         $44,580
    17            $35,230   $36,230        $38,580        $39,580         $45,580
    18            $35,980   $36,980        $39,480        $40,480         $46,580
    19            $36,480   $37,480        $40,480        $41,480         $47,580
    20            $36,980   $38,355        $41,480        $42,480         $48,580
    21            $37,480   $39,355        $42,480        $43,480         $49,580
    22            $37,980   $40,355        $43,480        $44,480         $50,580
    23            $38,480   $40,855        $44,480        $45,480         $51,580
    24            $38,980   $41,355        $45,480        $46,480         $52,580
    25            $39,480   $41,855        $46,480        $47,480         $53,580
    26            $39,980   $42,355        $47,480        $48,480         $54,580
    27            $40,480   $42,855        $48,480        $49,480         $55,580
    28            $40,980   $43,355        $49,480        $50,480         $56,580

                                                     34
        Secretary;     AS/LA       Data Base          Senior         Computer
       Messenger;                    Admin;          Paralegal        Support
       Receptionist                Librarian;                    Training Specialist
                                     Office
                                  Administrator;
                                    Paralegal
29       $41,480       $43,855      $50,480          $51,480          $57,580
30       $41,980       $44,355      $51,480          $52,480          $58,580
31       $42,480       $44,855      $52,480          $53,480          $59,580
32       $42,980       $45,355      $53,480          $54,480          $60,580


 And thereafter.




 B.     NEW EMPLOYEES

        l.     New employees who have prior legal employment shall receive
               100% credit for each year of such employment.


        2.     New employees with prior job related employment which was
               not legal employment shall receive 100% credit for each year of
               such employment through the tenth year and 90% credit for the
               next three years, 75% for the next three years and 50% credit for
               years thereafter.

        3.     New employees who have completed a course of study to
               prepare them for the job to which they have been hired shall
               receive 100% credit for each year for such job related
               education, except that for years in which the employee is
               credited for job related employment, study credit shall be given
               at the rate of 100% for study equivalent to one year at full time
               and 50% for additional study equivalent to full years.

        5.     New employees shall be given a copy of this subsection along
               with a copy of the notice attached as Exhibit D and a copy of the
               employer's determination of any experience or education credits
               the employee may have received.


 C.     Employees who change job classifications from a lower paying to a higher
        paying classification shall receive the higher of the base annual salary for the
        new position, or their salary in their old position plus a sum equal to the dollar
        difference in the base annual salary between the two job classifications. An

                                                35
         employee who changes job classifications from a higher paying to a lower
         paying job classification shall be paid at the rate for the lower job
         classification, provided, however, that no such employee shall have her/his
         salary reduced, said salary to remain constant until the employee receives salary
         increases under Section A above equal to the dollar difference in the base
         annual salary between the two job classifications.

    D.   Those employees who are not full time employees shall receive a pro-rated
         share of the appropriate salary and increases based upon the number of hours
         worked per week.

    E.   Any employee may elect to receive the above salary, or if less, the maximum
         amount allowable under the Social Security Act without subjecting him or her
         to a reduction in retirement benefits.

    F.   The Employer may pay employees hired as a result of a merger, consolidation,
         or assumption of another program the salary as above computed or the salary
         that the employee was receiving from her or his former Employer, if higher. If
         the Employer chooses the latter option, the salary shall remain constant until
         her or his salary as above computed equals her or his pay in the former
         position. In such cases the seniority of such employees shall also be computed
         as of the date of their hire by such predecessor program except as modified by
         Article XII, Section M. Unless otherwise specified in this Agreement, all other
         terms and conditions of employment of such employees will be covered by this
         collective bargaining agreement.

    G.   Employees who are required to use bilingual skills as part of their job shall
         receive, in addition to their salary as determined by the scale, salary of $150 per
         year.


ARTICLE XIV: TRAINING AND SUPERVISION

    A.   Statement of Purpose

         1.     The Employer recognizes necessary training for all bargaining
                unit members as its responsibility.

         2.     Bargaining unit members recognize their obligations to
                participate fully and completely in opportunities offered or
                provided by the Employer and to cooperate in the planning of
                said training.

         3.     Training opportunities include, without limitation, events
                sponsored by the Employer, or by or in conjunction with outside
                groups or organizations, and on the job training or supervision.

    B.   Implementation/Governance

                                                36
l.   The Training Committee will be responsible for advising the
     Employer as to the implementation of the training and
     supervision section of this contract. The committee will consist
     of 4 Union members and 4 members appointed by the
     Employer, one of whom will be the person in GBLS responsible
     for training. These numbers will be reduced pro rata to the
     extent that the size of the bargaining unit is reduced, but in no
     event shall it be smaller than 2 members from each group. The
     committee will meet once a month, though meetings may be
     changed by consent of the committee members in accordance
     with need.

2.   The committee will be responsible for advising the Employer in
     the formulation and evaluation of training policies and plans for
     bargaining unit employees in the following areas:

     a. Assessment of program wide training needs of bargaining
     unit members;

     b. Development of training events;

     c. Recommendation of assignment of bargaining unit members
     to training events;

     d. Evaluation of training events that are conducted;

     e. Development, or overseeing the development, of training
     materials, including handbooks;

     f. Develop various models of training and supervision that will
     address the needs of efficiency in units and neighborhood
     centers and enhance the employees' options for career
     development and mobility. The committee will address itself to
     the following areas, without limitation:

     1.     Community education;

     2.     Administrative skills development;

     3.     Skills development related to case work;

     4.     Skills development related to intake work;

     5.     Skills development related to training;

     6.     Other issues related to career mobility
            and development.


                                    37
C.   General Operation

     1.     The GBLS Casework, Supervision and Training Plan is
            incorporated by reference, and will apply to all bargaining unit
            members engaged in casework.

     2.     Notice of Planned Events - for all Employer, MLAC or MLRI
            sponsored training events for bargaining unit members, the
            Employer will make every effort to give at least 10 business
            days notice thereof by posting on a bulletin board within each
            office.

     3.     Attendance Policy - the Employer will select, or recommend the
            selection, of individual bargaining unit members to
            participate in training opportunities. In making these
            determinations, the Employer will take into account training
            needs, experience levels, numerical limits, personal career
            development, office coverage needs, and funds available for
            training. Time spent during normal work hours by bargaining
            unit members selected by the Employer shall be considered
            work time. The bargaining unit member will cooperate in
            disseminating information obtained from the training to other
            employees and the Employer.

D.   Orientation Training

     Each new employee will be provided orientation training for the purpose of a
     smooth and rapid integration into the service delivery plan of the Employer.

     1.     Within one week of hiring, each new employee will receive
            initial orientation training, to be provided by staff members in
            the unit and/or neighborhood center. This orientation will
            include, but not be limited to, the following:

            a. A discussion of the employee's written job description;

            b. An explanation and discussion of the new employee's duties
            within the unit and/or neighborhood center and GBLS;

            c. An explanation of the structure and operation of the unit
            and/or neighborhood center;

            d. A familiarization with the community which the unit and/or
            neighborhood center serves and community resources;

            e. An introduction to the types of cases which the unit and/or
            neighborhood center handles;


                                           38
     f. An introduction to the courts in which the unit and/or
     neighborhood center practices;

     g. An introduction to the unit and/or neighborhood center intake
     procedure and client selection process;

     h. An introduction to the concept of legal ethics and a
     discussion thereof; and,


     i. Anything else necessary to aid the new employee in the
     performance of her/his job.

2.   Within three weeks of hiring, each new secretary and
     receptionist shall receive training, to be provided by staff
     members in the unit and/or neighborhood center, including, but
     not limited to, the following areas:

     a. Responding to phone or walk-in requests for assistance:
     How to use the GBLS eligibility guidelines; how to make
     appropriate referrals for legal assistance and/or other services
     (including explanations of available referral resources);

     b. Explanation of intake interview procedures;

     c. Explanation of other duties that secretaries or receptionists in
     the unit and/or neighborhood center perform (e.g. bookkeeping,
     time sheets, ordering supplies, library maintenance, etc.); and,

     d. Legal secretarial duties: laying out letters, memoranda, and
     legal pleadings (including complaints, answers, motions,
     interrogatories, briefs, etc.); opening/closing cases; use of
     Lawyer's Diary as a resource.

3.   Within three months of hiring, each new employee will receive
     a more substantial initial training which will include at least the
     following:

     a. History, structure, and operation of the Legal Services
     Corporation;

     b. History, structure and operation of GBLS (including but not
     limited to, the GBLS Board of Directors, administrative
     personnel and their functions, a description of the specialized
     units, opportunities to participate in GBLS committees,
     introduction to the members and functions of the Training
     Committee);


                                     39
            c. Survey of the main areas of law which are practiced within
            GBLS; and,

            d. Anything else necessary to aid the new employee in the
            performance of her/his job.

E.   Ongoing Training

     The Employer shall use its best efforts, with the advice of the Training
     Committee, to plan for additional continuing education of bargaining unit
     members in the skills relevant to their job performances. Training will be
     provided in the following areas to the extent feasible, taking into account fund
     availability, unit and/or neighborhood center needs, the training needs of other
     GBLS staff, and the need to provide such training to the broadest possible
     group of participants in a timely fashion:

     1.     General

            a. Production of training materials, including handbooks, for
            distribution to bargaining unit members;

            b. Design and delivery of training events which will be open to
            all bargaining unit members, consistent with the attendance
            policy, in:

            1.      crisis intervention techniques;
            2.      interviewing skills;
            3.      supervision skills; and,
            4.      training of trainers.

     2.     Secretarial and Receptionist Training

            a.      introduction to areas of substantive law which
                    the unit and/or neighborhood center handles;
            b.      referrals;
            c.      law library coordination and maintenance;
            d.      intake and screening skills;
            e.      crisis intervention techniques;
            f.      interviewing skills;
            g.      word processor training.

     3.     AS/LA Training

            a.      introduction to all office-wide systems;
            b.      word processor training;
            c.      introduction to areas of substantive law which
                    the unit and/or neighborhood center handles;
            d.      referrals;

                                            40
                   e.      law library coordination and maintenance;
                   f.      intake and screening skills;
                   g.      crisis intervention techniques;
                   h.      interviewing skills;
                   i.      supervision skills; and,
                   j.      training of trainers.

            4.     Paralegal Training

                   a.      client advocacy;
                   b.      legal research;
                   c.      legal reasoning;
                   d.      selective substantive law areas;
                   e.      introduction to all office-wide systems relevant
                           to the paralegal job description;
                   f.      introduction to areas of substantive law which
                           the unit and/or neighborhood center handles;
                   g.      referrals;
                   h.      law library coordination and maintenance;
                   i.      intake skills;
                   j.      crisis intervention techniques;
                   k.      interviewing skills;
                   l.      community legal education.

            5.     Senior Paralegal Training

                   a.      client advocacy;
                   b.      legal research;
                   c.      legal reasoning;
                   d.      selective substantive law areas;
                   e.      introduction to all office-wide systems relevant
                           to the Senior Paralegal job description;
                   f.      introduction to areas of substantive law which
                           the unit and/or neighborhood center handles;
                   g.      referrals;
                   h.      law library coordination and maintenance;
                   i.      intake skills;
                   j.      crisis intervention techniques;
                   k.      interviewing skills;
                   l.      supervision skills;
                   m.      training of trainers; and,
                   n.      community legal education.

            The Employer will annually budget for each unit a minimum of $125 per bargaining unit
member in each unit for job-related education or professional training.

     F.     Supervision


                                                  41
1.   Secretaries and receptionists - Each managing attorney or
     her/his designee will arrange a suitable method of regularly
     meeting with secretaries and receptionists in the unit/location to
     review and discuss their job performance and to provide
     assistance and advice on ways to make such performance more
     effective;

2.   Administrative Secretaries/Legal Assistants - AS/LAs shall meet
     with the managerial designee at mutually convenient times to
     discuss job-related concerns and training needs;

3.   Senior Paralegals and Paralegals - Each senior paralegal and
     paralegal bargaining unit member will have his/her individual
     client casework subject to supervision as provided in the then
     existing GBLS casework supervision plan and his/her units
     supervision plan. Non-casework activities, such as community
     education, legislative work, or other special projects, shall be
     conducted under the regular supervision of the Managing
     Attorney or other appropriate GBLS staff, as designated by the
     Employer who is in charge of said project or activity; and,

4.   Every bargaining unit member shall have at least one evaluation
     conference with her/his supervisor not later than the end of the
     second month of her/his probationary period. Thereafter, each
     employee shall be provided such an evaluation conference with
     his/her supervisor at least once every twelve (12) months. An
     evaluation conference shall include:

     a. an assessment of the employee's performance as compared to
     prior evaluations and to the relevant parts of the job description
     which pertain to that employee's position;

     b. a discussion of progress in targeted areas;

     c. an identification of skills that need to be developed or
     improved;

     d. a plan of training to aid in the development of those skills;

     e. an evaluation of working conditions, including work load;

     f. a discussion of the adequacy of training and supervision,
     including the supervisory relationship.

     The specific activities of individuals within the same job
     category may differ due to the different demands of
     units/locations, in some cases the requirements of a funding
     source, and assigned responsibilities including administrative

                                     42
                tasks.

                The supervisor shall put the results of the conference in writing.
                The supervisee may respond or comment in any other way in
                writing. All of the foregoing written material shall be placed in
                the employee's file. The supervisor's summary is not equivalent
                to a Performance Improvement Plan but may constitute, if it so
                states, a notice of deficiency pursuant to Article IX §E.

ARTICLE XV: NON-DISCRIMINATION AND AFFIRMATIVE ACTION POLICY

    1.   The Union and Employer shall not discriminate against any applicant or
         employee because of Union activity or affiliation, political opinion, race, creed,
         color, religion, national origin, sex, age, sexual orientation, military service, or
         handicap (except those interfering with bona fide requirements of the job).

    2.   The Employer shall employ an Affirmative Action Compliance Officer,
         hereinafter AACO, whose duties shall include:

         a.     Making an annual evaluation of all Affirmative Action and
                Equal Employment Opportunity goals, guidelines, and plans
                covered by this article for the preceding year, and of the efforts
                made by the Employer to achieve the purposes of this Article.
                The AACO shall distribute a summary of each annual
                evaluation to all staff.

         b.     Making a quarterly statistical analysis of the work force
                employed by the Employer, to determine the number and
                percentages of employees of color in the work force.

         c.     Compiling and making accessible materials for recruitment of
                personnel of color, including colleges, law schools, employment
                agencies, community or ethnic organizations and the like, as
                well as media throughout the nation which have significant
                numbers of Third World students, clients, membership, or
                audience or readership, and revising and updating the materials
                as needed, but not less than annually.

         d.     Making appropriate recommendations, proposals, or critiques
                regarding the employment practices of the Employer with
                respect to Affirmative Action or Equal Employment
                Opportunity.

         e.     Recommending amendments to the Affirmative Action Plan to
                the Affirmative Action Committee for implementation as set
                forth in section 8 below.

         f.     Acting as liaison and contact person to ethnic and racially based

                                                 43
            community groups and organizations in the Greater Boston area
            on behalf of the Employer in matters pertaining to Affirmative
            Action, Equal Employment Opportunity, civil rights, and related
            matters.

     g.     Compiling and making accessible materials of minority or
            female owned or controlled business or enterprises from which
            the Employer may order supplies or services.

     h.     Consult regularly with, and affirmatively seek the advice of, the
            Affirmative Action Committee in matters covered by this
            Article.

     i.     Updating and amending the Plan, using the most recent census
            data to compute new minority employment percentage goals.

3.   If the Affirmative Action Officer is a member of the bargaining unit, he or she shall be paid
     an additional $2,500 per year for performance of those duties.

4.   There shall be an Affirmative Action Committee of four members, one chosen
     by the GBLSSA, one chosen by the GBLS Attorney's Union, and two chosen
     by the Employer. Pursuant to Article XVII, the Committee may be expanded to
     include one additional member who shall be a employee of color who is not a
     member of either union.

5.   The Affirmative Action Committee and the AACO shall jointly recommend to
     the Employer the amount or percentage of the AACO's time which shall be
     required to effectively carry out the job responsibilities specified in section 3
     above. In the event that this amount or percentage is less than full-time or
     100%, it is understood that the AACO with the consent of the Employer, may:

     a.     Accept outside employment, or;

     b.     Accept additional job duties from the Employer.

6.   The Executive Director and the Affirmative Action Committee shall jointly
     interview applicants for the position of AACO, as future vacancies occur, and
     the Affirmative Action Committee shall recommend candidates to the
     Executive Director after such interviews, and the Executive Director shall
     employ the Affirmative Action Compliance Officer only from among a list of
     persons recommended by this committee. An affirmative effort will be made
     to employ a person of color for this position.

7.   The Affirmative Action Plan shall include steps to recruit, retain, and promote
     people of color, women and other disadvantaged individuals for employment in
     all positions at all levels within the various Employer units. The plan shall
     include a thorough review of all past and present GBLS policies, regulations
     and practices and shall include recommendations for the improvement, change

                                            44
      or deletion of any such policies, regulations or practices which further the
      purposes of this Article.

8.    Proposed amendments to the Affirmative Action Plan may be presented by any
      interested employee of GBLS to the AACO in writing. The AACO shall
      present any proposed amendment, whether from the AACO or any other
      employee, in writing to the Affirmative Action Committee, together with the
      AACO's recommendation or commentary regarding the proposed change. The
      Committee shall then decide whether to recommend amendment of the Plan by
      a majority vote, each member including the AACO having a single vote. In the
      event that the Committee votes to amend the Plan, the AACO shall prepare a
      revised text of the Plan, or the pertinent sections thereof, and make available
      copies of the proposed revision to all employees, and deliver copies to the
      Employer and the Union. The proposed amendment shall then be placed on the
      agenda for the next meeting of the Labor Management Committee pursuant to
      Article XVII, provided that at least the minimum advance notice requirements
      applicable to Committee meetings be met regarding the proposed change in the
      Plan. The proposed amendment shall be placed on the agenda for the following
      Committee meeting in the event that said minimum advance notice of the
      Committee agenda is not met. The procedures of Article XVII shall then be
      followed to determine the result.

9.    The Affirmative Action Compliance Officer shall be responsible to the
      Executive Director for the successful implementation and monitoring of the
      Plan and for completing and filing all reports or documents relating to
      affirmative action, equal employment opportunity or civil rights required to be
      filed by state or federal agencies. Copies of all such reports or documents shall
      be:

      a.     Collected in one place and open for examination and copying by
             employees;

      b.     Simultaneously sent to the Union and to each member of the
             Affirmative Action Committee.

10.   The Employer shall not discriminate against minority or female owned or
      operated enterprises which seek to provide it with supplies or services. The
      Employer shall affirmatively seek to include minority and female owned or
      operated enterprises among those enterprises which provide it with supplies or
      services.

11.   The provisions of this Article which shall be subject to the grievance procedure
      are the following:

      a.     failure of the Employer to maintain in effect an Affirmative
             Action Plan;

      b.     failure of the Employer to comply with the requirements of

                                             45
                 sections 2, 3(a), 3(b) and 3(h) above;

       c.        failure of the Employer to comply with the procedural
                 requirements imposed on it by section 6 above pertaining to the
                 interviewing and selection of candidates for the position of
                 AACO;

       d.        failure of the Employer to comply with the procedural
                 requirements imposed on it by section 8 above pertaining to the
                 procedure by which proposed amendments to the Affirmative
                 Action Plan shall be handled;

       e.        failure of the Employer to make copies of all reports and
                 documents referred to in section 9 above available for inspection
                 and copying by employees, or to send such copies to the Union
                 and its member on the Affirmative Action Committee.




                         ARTICLE XVI: GRIEVANCE PROCEDURE

A grievance under this agreement shall mean any controversy or claim arising out of or
relating to the interpretation, meaning, application, or alleged violation of a provision of this
agreement. Grievances shall be disposed of as follows:

A.     Informal Resolution

       The parties recognize that many problems will be discussed and resolved
       between the employee, the Union Representative, and the aggrieved employee's
       Managerial Designee. Such informal settlements are encouraged. If a problem
       is not resolved in this informal manner, the procedure outlined in §B of this
       article will be followed.

B.     Grievance Procedure

       Step l:

       The aggrieved employee, with or without a Union Representative(s), shall
       present the grievance, in writing to the Managerial Designee of the Unit. In the
       case of an organization-wide policy or a decision made at a level other than
       Managerial Designee's, the grievance shall be presented in writing to an
       Associate Director. All grievances shall be presented within fifteen (15)
       business days of the occurrence of alleged contract violation, or of the date
       when the aggrieved employee knew or should have known of the alleged
       contract violation. The Managerial Designee shall provide the Grievance

                                                46
     Coordinator with a copy of the grievance prior to the meeting with the
     employee. The Managerial Designee/Associate Director shall meet with the
     employee and shall respond in writing to the employee within ten (10) business
     days of submission of the grievance.

     Step 2:

     If the grievance is not resolved at Step l, the grievance, in writing, shall be filed
     by the employee, with or without a Union Representative(s), with the
     Executive Director within five (5) business days of receipt of the prior (Step l)
     decision. The Executive Director shall provide the Grievance Coordinator with
     a copy of the grievance prior to
     meeting with the employee. The Executive Director and/or his designee shall
     meet to discuss the grievance within five (5) business days after presentation of
     the grievance. The Executive Director shall respond within ten (10) business
     days following the conclusion of the meeting.

     Step 3:

     If the grievant is not satisfied with the Executive Director's written response,
     the Union may, within twenty (20) business days of the receipt of such
     response of denial submit the grievance either to arbitration or to the Board of
     Directors in accord with the procedure set forth below. It is agreed that the
     election by the Union of one of the procedures set forth in §§C and D below
     shall constitute the sole and exclusive method of determination and decision
     and adjustment or settlement between the parties of any and all grievances and
     the parties agree that pending the raising, processing and resolution of a
     grievance and during the term of this Agreement, they will abide by all
     provisions of Article VII of this Agreement.

C.   Arbitration

     If arbitration is elected, the Union and the Employer shall attempt to agree on
     an arbitrator or arbitration panel which may include the State Board of
     Conciliation and Arbitration. If no agreement can be reached within ten
     business days, then the Union may file the grievance with the American
     Arbitration Association or the State Board of Conciliation and Arbitration,
     except that, during the term of the contract, the Union shall not file any
     grievance with the State Board unless, at the time of such filing, it has already
     filed an equal or greater number of grievances with the American Arbitration
     Association. Whenever any grievance is filed with the State Board, the
     Employer may remove such grievance to the American Arbitration
     Association. A grievance so removed to the American Arbitration Association
     shall count as a grievance filed by the Union at the State Board. In the case of
     such a removal the Employer shall pay the full cost of arbitration, excluding
     attorney fees and any cost which would have been paid by the Union had the
     removal not occurred. In all other cases the cost of
     arbitration, excluding attorney fees and the cost of a transcript ordered by a

                                             47
     single party, shall be borne equally by the Union and the Employer. The cost
     of a transcript ordered by one party and attorney's fees shall not be shared.

D.   GBLS Board of Directors

     If under Step 3 above, the Union chooses to submit the grievance to the GBLS
     Board of Directors, the Executive Committee of the Board of Directors shall
     meet with the grievant and the Union Representative(s), review the action of
     the Executive Director, and render a written decision within 20 business days
     of the meeting with the grievant. The Executive Committee may delegate its
     authority under this Section to a subcommittee which shall be composed of no
     fewer than 3 committee members, one of whom shall be a client or
     client-eligible individual. If the grievant is not satisfied with the Executive
     Committee's written response, the Union may, within five business days of the
     receipt of said response, request that the full Board of Directors review the
     grievance in open meeting assembled. The full Board may grant or refuse such
     review at its discretion.

E.   Except as set forth in §F below, the decision of the arbitrator or the Executive
     Committee (or, where applicable, the Board of Directors) shall be final and
     binding upon the parties and the grievant.

F.   Governing Principles

     The function of the arbitrator is to determine the interpretation and application
     of specific provisions of this Agreement. There shall be no right of arbitration
     to obtain, and no arbitrator shall have any authority or power to award or
     determine any change in, modification or alteration of, addition to, or
     detraction from, any of the provisions of this Agreement.

     If either party contends that the arbitrator has violated the foregoing provisions
     and governing principles, it may move or commence an action, as the case may
     be, to vacate the award in any court of competent jurisdiction which shall
     resolve that question, and only that question, according to the words used in
     this Agreement given their customary meaning in general usage.

G.   Miscellaneous

     1.     Grievance meetings at all steps may be attended by the grievant
            and by a Union representative or representatives as stated in
            Article I, §D3. A copy of the reply to the grievance by the
            Employer at each step shall be delivered to the employee and to
            the Union representative, if any. In the absence of a Union
            representative, a copy shall be delivered to the Grievance
            Coordinator. For purposes of this Article, the term "Union
            Representative" shall mean those persons in the bargaining unit
            designated by the Union to process grievances. At Steps l, 2, or
            3 of the grievance procedure the Union reserves the right to

                                            48
     have outside assistance if it so desires.

2.   A grievance not initiated within the time specified shall be
     deemed waived. Failure of the moving party to appeal a
     decision within the time limit specified will mean that the
     grievance shall be considered settled on the basis of the decision
     last made and shall not be eligible for further appeal. Failure of
     a party to answer an appeal may be taken to the next step
     immediately. Any of the specified time limits may be extended
     by mutual agreement.

3.   All arbitration hearings shall be open to Employees.

4.   Whenever a grievance or response is filed or delivered by mail,
     the date of mailing shall be considered to be the date of filing
     and the date of receipt shall begin the applicable time for
     response. (The date of receipt shall be assumed to be three [3]
     business days from the date of mailing.)




                                     49
ARTICLE XVII: LABOR-MANAGEMENT COMMITTEE

   1.   General

        The Employer and the Union, having recognized that cooperation between
        management and employees is indispensable to the accomplishment of sound
        and harmonious labor relations, do hereby establish a Labor-Management
        Committee.

   2.   Composition and Meetings

        The Labor-Management Committee shall consist of two members appointed by
        the Greater Boston Legal Services Attorneys Union (GBLSAU), two members
        appointed by the Greater Boston Legal Services Staff Association (GBLSSA),
        and up to four members appointed by the Employer from managerial and/or
        administrative staff. The committee shall meet once each month unless the
        parties agree to some other schedule, with the time and place of meetings to be
        agreed upon by the Executive Director and the designated representatives of the
        two Unions. Each meeting shall be no longer than two hours in length, and
        union representatives shall be given release time for such Committee meetings
        or such duly authorized subcommittees of the Labor-Management Committee
        as may, from time to time, be established. The Labor-Management Committee
        shall publish and distribute throughout the program, at least one week in
        advance of its meetings, a notice with the date, time, place and agenda items
        proposed for such meeting. Upon prior notice, the members of the Labor-
        Management Committee may invite additional staff members to attend and
        have the opportunity to be heard for good cause shown; approval for such
        attendance shall not be unreasonably withheld by the parties.

   3.   Issues to be Discussed

        The Labor-Management Committee shall discuss issues of program-wide
        significance to facilitate the decision-making of the Executive Director,
        including problems arising in the administration of this Contract and the
        Attorney's Union collective bargaining agreement, as well as the issues
        included in the following list:

        a.     The creation, consolidation, closing or relocation of an office or
               unit;

        b.     The expansion or contraction of the catchment areas or
               specialized areas of law served by the program;

        c.     The creation of attorney, staff, or administrative positions of
               program-wide responsibility;

        d.     The distribution of attorneys fees won in project cases;


                                               50
e.     Lay-offs or other forced reductions in staffing;

f.     Economic transfers;

g.     Changes in the Affirmative Action Plan;


h.     Program budgeting (including major capital expenditures);

i.     Staffing, budgeting, maintenance and acquisition policies for
       program libraries, and adequacy of access to library and copying
       facilities outside of regular working hours;

j.     Child care options for employees;

k.     Significant changes in program-wide staffing patterns;

l.     The number and placement of senior attorneys in the program;

m.     Program-wide training policies and practices;

n.     Problems of overspecialization and the need to understand the
       interrelationship between the various areas of substantive law
       handled by the program;

o.     Changes in the GBLS Practice Manual or similar casehandling
       policies;

p.     Proposed changes in program policy or procedures necessitated
       by changes in the LSC Act, the MLAC Act, and/or any related
       rules and regulations promulgated pursuant thereto;

q.     The transfer of a staff member, or the hiring or transfer of a
       senior attorney or managing attorney, over the objections of the
       majority of the staff of an affected unit pursuant to Article
       XVIII;

r.     Other action taken by a Managing Attorney over the objections
       taken by the majority of the staff of an affected unit;

s.     Proposed substantial changes in past practices of program-wide
       significance.

Any of the parties may ask that an issue of program-wide significance be
placed on the agenda for discussion. The Employer shall submit proposed
changes in the pre-existing policies, practices, or structure of the program
which are of program-wide significance to the Labor-Management Committee
for discussion prior to implementing such changes.

                                      51
4.   Executive Director Decision-Making

     The Labor-Management Committee may vote on recommendations for the
     resolution of the issues submitted to it for discussion. In the event that the
     Executive Director makes a decision which is not in accord with the view of
     one half or more of the Committee members present, then the Executive
     Director shall, within 10 days of making the decision, provide a brief written
     statement of his/her reasons to the staff.

5.   Quarterly Income and Expenditures

     Consistent with its present practice, the Employer shall provide the members of
     the Labor-Management Committee with a summary of current program income
     and expenditures on a quarterly basis. The Employer shall also make quarterly
     reports to the Committee on GBLS' fundraising efforts.

6.   Individual Grievances

     Except by consent of the affected Union(s), pending individual grievances shall
     not be appropriate items for consideration by the Labor-Management
     Committee.

7.   Staff Meetings

     The parties agree that regular program-wide staff meetings are an important
     way to foster communication and creativity in the program. Such staff
     meetings shall occur on at least a semi-annual basis, and more frequently as the
     Employer may choose. The Employer is free to use such meetings to
     communicate information of a program-wide nature to all staff and/or solicit
     staff opinion on topics of a program-wide nature; however, such staff meetings
     shall not be a substitute for the deliberations of the Labor-Management
     Committee.

8.   Scope of the Article

     The provisions of this Article will in no way be construed as broadening the
     scope of other Sections of this Agreement or broadening the application of this
     Agreement as a whole, nor will these provisions make any matter a grievance
     that would not be a grievance in the absence of these provisions, nor shall any
     provision of this article except those specified in §9 be subject to the grievance
     procedure, nor make any matter a mandatory subject of discussion at any time
     other than at the consultations described in this Section that would not be a
     mandatory subject of discussion in the absence of the provisions of this Article.

9.   Grievability

     The only matters which shall be grievable under this Article are the procedural
     steps listed below. No grievance taken based on the matters listed below shall

                                            52
           stay or adversely affect any decision made by the Executive Director. The sole
           remedy for a grievance under this provision shall be a finding that the
           Employer failed to follow the proper procedure and an order that the Employer
           follow the proper procedure in the future:

           a.     Refusal to meet with the Union representatives of the Labor-
                  Management Committee at a time convenient for all parties on a
                  monthly basis;

           b.     Failure to submit Employer-initiated changes in policy,
                  structure, or procedures of program-wide significance to the
                  Labor-Management Committee prior to their implementation by
                  the Employer;

           c.     Failure to discuss issues presented on the agenda for the Labor-
                  Management Committee, pursuant to whatever procedural rules
                  are adopted by the Committee;

           d.     Failure to hold program-wide staff meetings on at least a semi-
                  annual basis;

           e.     The utilization of staff meetings as a substitute for the
                  deliberations of the Labor-Management Committee;

           f.     Failure of the Executive Director to provide a brief written
                  statement of her/his reasons for making a decision not in accord
                  with the Labor-Management Committee, as described in
                  §XVII(4);

           g.     Failure to grant Union representatives release time for the time
                  spent in Labor-Management Committee meetings or in any duly
                  authorized subcommittees or ad hoc groups of the Labor-
                  Management Committee; or
           h.     Unreasonably withholding approval for attendance of staff
                  members invited by the Unions for good cause shown in the
                  circumstances described in §XVII(2).

ARTICLE XVIII: UNIT/NEIGHBORHOOD CENTER PROCEDURES

    The parties agree that there will be no substantial change from the general program-wide past
    practices under Article XVIII.

    A.     On an annual basis the Managing Attorney of each unit shall schedule a special
           staff meeting for the entire staff to reflect upon and produce a written appraisal

                                                  53
         of the needs of the unit and the goals and objectives for meeting the needs in
         the future. Such matters as the following shall be considered:

         1.     Comparison of unit practices to current program policies
                concerning intake, emergency services, supervision, training,
                co-counseling, affirmative action, community education, and
                existing local and program-wide priorities;

         2.     Administrative and support policies, practices, and procedures
                and their effect upon the unit.

         Based on this appraisal the unit shall, and any staff member who desires may,
         formulate recommendations for unit and for program-wide policy changes to be
         discussed under Section B below and Article XVII.

B.       Each unit and neighborhood center shall hold regular staff meetings to discuss
         substantial issues of unit or center operations. These issues shall include unit
         intake and referral policies, supervision and training activities, resource
         allocations within the unit, unit staffing (e.g. hiring or transfers1), unit or
         location work schedules or any other matter that substantially affects the
         operation of the unit or center. These staff meetings will be convened by the
         Managing Attorney in order to facilitate her/his decision-making or, in the case
         of the neighborhood centers, by a managerial designee in order to facilitate the
         Employer's decision making. In gathering ideas and making decisions the
         Managing Attorney, or in the case of the neighborhood centers, the Employer,
         shall also consider the seniority and experience of each bargaining unit
         member. The Managing Attorney or managerial designee will also prepare and
         distribute in advance, as soon as practicable, the agenda. Additions to this
         agenda can be made prior to or at the staff meeting by the Managing Attorney,
         managerial designee or by a staff member. Nothing herein will prevent any
         employee from adding to the agenda a discussion of an alleged past practice of
         local office significance. The process under this Article will then be followed
         to determine what the future practice will be. The Managing Attorney or
         managerial designee will, to the extent feasible, convene such meetings on a
         monthly frequency, but no less than eleven per year, on a regularly scheduled
         day so as to facilitate attendance. More frequent meetings may be scheduled as
         necessary.

C.       Where practicable, the Employer will discuss with the directly affected
         employees, pursuant to this Article, proposed substantial issues of unit or

     1
                As an aid to the discussion, the Employer will where practicable, schedule a
                time at which any staff member may meet with proposed candidates and/or
                transferees.

                                                     54
     neighborhood center operations or past practices prior to implementation.

D.   On any substantial matter discussed under Section B of this Article, if the
     Managing Attorney or, in the case of the neighborhood centers, the Employer,
     shall make a decision which is not in accord with the position of the majority of
     the regular salaried permanent staff present at the meeting when the matter was
     discussed, then the Managing Attorney or Employer shall, if requested in
     writing by any such staff member, provide a brief written statement of his/her
     reason for the decision. The Executive Director or her/his delegate shall
     review such reasons whenever such review is requested by the staff or any
     individual staff member of the particular unit or neighborhood center involved.
     If a majority of the staff continue to disagree after such review, the matter can
     be submitted to the Labor-Management Committee pursuant to Article XVII if
     it is of project-wide significance.

E.   The decision of a Managing Attorney or the Employer concerning the hiring or
     transfer of a staff member shall be stayed pending review by the Executive
     Director when such review is sought under Section D.

F.   Whenever a majority of the salaried permanent staff, meeting and voting
     pursuant to Section B and D, objects to the selection of a particular Managing
     Attorney or managerial designee, the Executive Director shall, prior to making
     a final selection, consult with the staff and, when requested to do so in writing,
     provide a brief written statement of her/his reasons for the selection.

G.   The provisions of this Article will in no way be construed as broadening the
     scope of other Sections of this Agreement or broadening the application of this
     Agreement as a whole, nor will these provisions make any matter a grievance
     that would not be a grievance in the absence of these provisions, nor shall any
     provision of this Article, except those specified in Section H, be subject to the
     grievance procedure nor make any matter a mandatory subject of discussion at
     any time other than at the consultations described in this Section that would not
     be a mandatory subject of discussion in the absence of the provisions of this
     Section.

H.   The only matters which shall be grievable under this Article are the procedural
     steps listed below. No grievance taken based on the matters listed below shall
     stay or adversely affect any decision made by the Employer. The sole remedy
     for a sustained grievance under this provision shall be a finding that the
     Employer failed to follow the procedural steps listed below:

     1)     failure to schedule, hold the annual meeting for the entire staff,
            and produce the written appraisal required by Section A;


                                            55
2)   failure to hold regular staff meetings, to circulate the agenda as
     soon as practicable, to permit additions to the agenda and to
     discuss the issues listed in the second sentence of Section B on
     the agenda, as required by Section B;

3)   preventing any employee from adding to the agenda a discussion
     of an alleged past practice of unit significance and, in
     connection therewith, the failure to follow the process under this
     article to determine what the future practice will be;

4)   failure of Employer to comply with Section C;

5)   the failure of the Managing Attorney or the Employer to render
     a brief written statement in the circumstances described in
     Section D;

6)   the failure of the Executive Director to make the review
     required by Section D or to consult with the staff or provide a
     brief written statement under the circumstances described in
     Section F; or

7)   the failure of a unit manager to follow the general program-wide
     past practices in implementing this article.




                                     56
ARTICLE XIX: STAFFING PATTERNS

    The Employer shall provide the following minimum support services:

    A.     Secretarial Staffing Pattern

           The employer intends to maintain a minimum ratio of secretarial support staff (including
           secretaries, administrative secretaries/legal assistants and office managers) to case handlers
           to approximately that planned for March 1, 1995 after final transfers necessitated by the
           1994 layoffs. Substantial changes in the ratio of secretarial-support staff to casehandlers
           from that planned for March 1, 1995, will be subject to discussion pursuant to Article XVII
           sections 1-9, the Labor-Management Committee.

    B.     Paralegal Staffing Pattern

           Paralegal resources on a program-wide average in the ratio of 1/4 time of one
           paralegal per attorney.

    C.     AS/LA Staffing Pattern

           1.     Each unit with four or more attorneys will be entitled to at least
                  one AS/LA at the unit's request. The Employer, in its
                  discretion, may also place AS/LAs in units of less than 4
                  attorneys. An AS/LA will count as one secretary in fulfillment
                  of the secretarial allotment under §A above.

           2.     In each neighborhood center, where there is only one secretarial
                  allotment, that allotment will be designated as an AS/LA
                  position.




                                                  57
ARTICLE XX: WORKING CONDITIONS

    A.   It is the Employer's intention to provide an adequate work space, including
         adequate lighting, for each employee.

    B.   The Employer will use its best efforts to ensure that the heat in each employee's
         work space is maintained within the range of 65o - 85o. In the event the heat in
         any work space falls below 62o continually for two work hours, an employee
         so affected, upon her/his request, shall be allowed to continue her/his work
         from another work space in the office or in another location of the Employer.

    C.   The employer will provide adequate air quality and ventilation to all employees
         throughout all offices. In the event that the failure to comply with this section
         causes or aggravates a medically identified illness or condition or causes a
         health hazard determined by an appropriate authority, upon his or her request,
         the employee shall be allowed to continue his or her work from another work
         space in the office or in another location of the employers. Continuation of
         work in other office or location shall be the exclusive remedy for violation of
         this section under this contract and then only if the conditions set out in the
         previous sentence are met. Nothing in this section shall be interpreted to limit
         an employee's right to file a claim for workman's compensation or for disability
         insurance resulting from air quality or ventilation conditions.

    D.   The Employer will use its best efforts to ensure that hot and cold running water
         are available to employees in each office.

    E.   The Employer will provide a refrigerator and a water cooler or drinking
         fountain in each office.

    F.   The Employer will use its best efforts to ensure the availability of clean and
         sanitary bathroom facilities for every office.

    G.   The following will be provided by the Employer:

         1.     In the event any paralegal does not have her/his own private
                office, the use of a private office shall be made available
                temporarily to the paralegal when it is necessary to perform an
                interview.

         2.     Private office space shall be made available temporarily to any
                secretary when it is necessary for performing intake interviews.

    H.   The following will be among the priorities when changes in office layout are
         being planned:

                                                58
     1.     Private office space for each paralegal handling cases, or at least
            construction of floor to ceiling partitions for those employees;
            and

     2.     In offices where secretaries perform intake interviews a private
            office will be available for those interviews.

I.   Every secretary will be provided with a self-correcting typewriter or a
     technological equivalent.

J.   Computer Monitor Terminal (CMT) Health and Safety Standards:

     The following health and safety standards only apply to work assigned by the
     Employer to any member of the bargaining unit:

     1.     Limitation On Number Of Hours On Machine In Each Day:

            Every attempt will be made to limit each employee's work time
            to four hours per day (not including break time) on the CMT. It
            is recognized that on occasion workloads will necessitate that an
            employee will be required to work more than 4 hours at the
            CMT in a given day.

     2.     Breaks:

            Every employee operating a CMT should take a 15 minute break
            away from the machine after every hour of work on the
            machine, or a 30 minute break after every two hours of work on
            the machine. During this break, other duties within the job
            description will be performed.

     3.     Physical Set-Up For The CMT:

            When GBLS acquires new CMT word processing equipment,
            efforts will be made to acquire CMT word processing machines
            which have:

            a. detachable screens, adjustable for angle, distance and height
            by the individual operator;

            b. "High Resolution" screens with 3/16" letter size;

            c. Screens on which the operator can adjust brightness and
            contrast.

                                            59
     d. The furniture and computer set-up should be appropriately
     designed ergonomically so as to minimize potential injury from
     computer use.

     When arranging the placement of the CMT in the office, efforts
     will be made to:

     a. reduce glare, taking into consideration paint color and
     window coverings;

     b. provide adequate ventilation;

     c. provide chairs adjustable for height.

     There will be regular maintenance and annual testing, if
     available, of the CMT's being used at GBLS. If such tests show
     that there are any radiation emissions in excess of generally
     accepted industry standards, the Employer will correct the
     situation and no employee shall be required to work on such
     defective machines until such corrections have been made.

4.   Eye Care:

     The Employer will pay for eye examinations for any permanent
     employee who is otherwise eligible for GBLS group insurance
     benefits and who regularly works on the CMT at least 16 hours
     each week. The employee should arrange for the first eye
     examination within one month after assignment to the
     equipment, as defined above, and the first of these eye
     examinations should occur within a month of the original
     3/22/82 adoption of these standards for those employees then
     working on the CMT, as defined above. After the employee's
     initial eye examination, the Employer will pay for eye
     examinations arranged by the employee after each subsequent
     12-month period as long as the employee continues to regularly
     work on the CMT for at least 16 hours each week. If the
     employee experiences visual problems relating to work at the
     CMT between annual eye examinations, he/she may, with prior
     notice to the Employer, arrange for an eye examination to be
     done at that time. The responsibility of the Employer under this
     section is limited to payment for the eye examination in the
     manner described below.

     If the employee is insured under the Harvard Community Health

                                     60
Plan, the eye examination will be as provided by Harvard
Community Health Plan.


If it is diagnosed at the first eye examination that the employee
requires prescription eye glasses, the employee will purchase the
eye glasses and lenses at his/her own expense. If at the
subsequent eye examinations, as defined above, it is diagnosed
that the employee requires a change in lens prescription, the
Employer will pay for the new lenses, as defined below, unless
the eye examination report indicates that the need for
prescription lenses is due to causes other than GBLS related
CMT usage. The Employer will not pay for the replacement of
lenses which are lost, broken or stolen. The employee will
provide the Employer with all eye examination reports upon the
request of the Employer.

If, as defined above, the employee requires a change in lens
prescription, the Employer will reimburse the employee up to
the following maximum amounts:

Single vision prescription    $29.00 per pair
Bi-focal vision prescription $66.00 per pair
Tri-focal vision prescription $75.00 per pair
Lenticular             $95.00 per pair

To obtain such reimbursement, the employee must provide the
Employer with the receipted invoice of the lens provider and a
copy of the optometrist's prescription report.




                               61
ARTICLE XXI:        JOB DESCRIPTIONS

A.   RECEPTIONIST JOB DESCRIPTION

     The receptionist will be responsible for performing the following tasks:

     1.     Answering incoming telephone calls and notifying staff members when they
            receive a call.

     2.     Taking messages and leaving them in the appropriate place for staff members.

     3.     Greeting each prospective client or visitor who enters the unit and/or
            neighborhood center, and determining the nature of the visitor's business with
            the unit and/or neighborhood center. Notifying staff member when they
            receive a visitor.

     4.     Determining initial financial eligibility for prospective clients who have legal
            problems which fall within the unit's intake policy and, when asked to do so by
            the Managing Attorney, determining initial eligibility based upon the unit's
            intake policy.

     5.     Making certain referrals, as determined by the Managing Attorney, of those
            prospective clients who cannot be served by the unit. In the case of more
            complex referrals, as determined by the Managing Attorney, ensuring that a
            referral is made by a secretary, paralegal or lawyer, as is appropriate in the
            circumstances.

     6.     Scheduling appointments and meetings.

     7.     Sorting, date stamping and distributing incoming mail and other material.

     8.     Stamping and posting outgoing mail.

     9.     Occasional filing.

 10. Limited intra-unit maintenance responsibilities.

 11. Performing other duties as are reasonably related to the function of a receptionist as described
     in this job description as assigned by the Managing Attorney or his or her designee.

     The following duties may be assigned on occasion when the receptionist is not needed to
     perform the above functions:

 12. Gathering information by phone for attorneys and paralegals.

                                                    62
 13. Assisting with overload typing.

 14. Opening and closing cases and assembling unit forms and statistics and filing and transmitting
     said forms and statistics to others as appropriate.

 15. Copying and collating.

 16. Assisting with on-the-job training for new staff.

B.   OFFICE ASSISTANT

     1.     Mail

            a.      Daily Incoming Mail - sorting, date stamping, mail on daily
                    basis.

            b.      Outgoing Mail - posting and taking out the mail.

            c.      Requesting postage when stamp supply is low from AS/LA.

     2.     Copy Work

            a.      All staff large copy work projects, with proper notice.

            b.      All staff memos, copying and distribution.

            c.      Delivery and pick-up of outside copy print work when
                    necessary. (P.O.'s required)

     3.     Copier Maintenance

            a.      Supplying copier with paper and chemicals on daily or as
                    needed basis.

            b.      Special maintenance functions for copiers, such as, periodic
                    cleaning of glass, etc.

            c.      Daily shutting off copier at end of day.

            d.      Checking out of copier problems before service call is made.

            e.      Meter readings of copier at end of every month, to be submitted
                    to AS/LA.


                                                   63
     f.     Request paper order from AS/LA when supply is low.

4.   Messenger Request

     a.     Special Delivery Request - approved by Managing Attorney or
            AS/LA.

5.   Supplies

     a.     Distributing weekly supply requests made by AS/LA for staff.

     b.     Assist in stocking and maintenance of central supply closet.

     c.     Water Coolers: Switching empty bottles with full bottles on as
            needed basis.

     d.     Requesting that supplies be ordered for water coolers when they
            are low from AS/LA.

6.   Building Maintenance

     a.     Requesting service for building such as: air conditioning,
            electric, trash, through office AS/LA, or Office Manager in
            Administration, depending on situation, when aware of
            problems.

7.   Telephones & Intake

     a.     Provide coverage for office secretaries as required for
            telephones and initial intakes.

8.   Special Projects

     a.     Hanging up of bulletin boards and pictures for staff. This task
            will be ongoing for a few months and also when new staff come
            on board.

     b.     All special work requests will be written and approved through
            Managing Attorney or AS/LA. These special work requests will
            encompass all move related projects,



            arranging of conference rooms, assistance in board mailings and

                                           64
                    general handy person items.

     9.     Supervision

            a.      The Managing Attorney or AS/LA will be supervisor on an
                    ongoing basis.

 10. Office Security

            a.      Open office at 9:00 a.m. every morning.

            b.      Check operation of alarm systems on weekly basis. Arrange for
                    maintenance of system in the event of a problem.

            c.      Change alarm system code when necessary and communicate
                    new code to staff.

            d.      Provide security assistance to staff on as needed basis.

            e.      Provide necessary assistance to alarm system company during
                    non-office hours.

C.   STAFF SECRETARY JOB DESCRIPTION

     The staff secretary will be responsible for performing the following tasks:

     1.     In units/offices without a receptionist, a secretary will be responsible for tasks
            l-8, 10, and 14 in the receptionist job description.

            In units where there is a receptionist, the responsibilities will be divided
            according to mutual consent between the secretaries and receptionist, where
            possible. The Managing Attorney shall make final decisions as to the division
            of responsibilities.

     2.     Opening files, closing files, keeping up general office filing, maintaining all
            office filing systems.

     3.     Typing accurately at 55-60 wpm on word processing equipment if available in
            that office, or on typewriters; proofreading and correcting all typed copy.

     4.     Duties relating to computerized data systems.

     5.     Transcribing properly taped material from a dictaphone or dictation (taken at
            100 wpm), accurately and efficiently. Transcribing records of judicial or

                                                    65
            administrative proceedings, when asked to do so. Any dispute over improperly
            taped material shall be resolved by the Managing Attorney in consultation with
            the senior secretary not involved in the dispute, prior to the transcription of said
            material. Secretaries shall not be required to transcribe material dictated by law
            students. Each secretary may have her/his own set of earphones.

     6.     Scheduling appointments when asked to do so.

     7.     Translating, if language skills permit. Employees who use a second language
            regularly in the course of their work will have their other responsibilities
            adjusted accordingly.

     8.     Duties outside unit: a secretary will transact routine unit business, such as
            banking, purchasing supplies and post office business. Occasionally, and only
            if needed, a secretary will deliver or pick up documents or other material,
            engage in fact gathering, and assist at depositions. Any such assignment will
            be made with due regard for the personal safety of the employee.

     9.     Gathering information by phone for attorneys and paralegals, and photocopying and
            collating.

 10. A secretary may be assigned the following administrative tasks by the Managing Attorney or
     her/his designee (who may be the Administrative Secretary): ordering supplies, acting as
     librarian, maintaining records or checking accounts and other financial records, maintaining
     petty cash, keeping accurate statistics, acting as unit or neighborhood center timekeeper and
     other administrative tasks as they arise.

 11. Laying out properly and typing letters, briefs, motions, memoranda, draft documents and other
     documents.

 12. Composing and completing letters, forms, memos, and routine legal documents with
     proficiency in spelling, punctuation and grammar when asked to do so.

 13. Assisting with on-the-job training for new staff.

 14. Performing other duties as are reasonably related to the function of a secretary as described in
     this job description as assigned by the Managing Attorney or his or her designee.

D.   ADMINISTRATIVE SECRETARY/LEGAL ASSISTANT JOB DESCRIPTION

     The Administrative Secretary/Legal Assistant shall be a person who has demonstrated skills
     which shall include the ability to (l) perform secretarial tasks as defined in the Staff Secretary
     Job Description; (2) train and supervise clerical staff, (3) develop, implement, and coordinate
     unit/office procedures; (4) coordinate the assignment of administrative and clerical tasks; and

                                                     66
(5) perform a variety of legal assistant functions related to client representation and
community education. The Administrative Secretary/Legal Assistant shall be primarily
responsible for the following functions:

1.     Administrative Functions:

       a.       The Administrative Secretary/Legal Assistant will assist the
                Managing Attorney or the managerial designee in the
                development, implementation and coordination of project-wide
                systems including but not limited to:

                l.      Bookkeeping and financial reporting;

                2.      Case and administrative file maintenance;

                3.      Intake and referral;

                4.      Library;

                5.      Office maintenance;

                6.      Implementation within the unit/office of
                        project-wide overload and coverage systems and
                        assignments, as specified by the Employer;

                7.      Scheduling unit/office meetings;

                8.      Maintaining time records;

                9.      Overseeing unit/office schedule;

            10. Identifying and reporting problems to the appropriate
                administrative staff;

            11. Working on special projects related to specific needs of the
                unit/neighborhood center as determined by the managerial
                designee.

            12. Administration of computerized data systems.

                The administrative tasks to be performed relating to the above
                systems shall be determined from time to time by the Managing
                Attorney or managerial designee in consultation with the
                Administrative Secretary/Legal Assistant.

                                               67
          b.     Training and supervision of secretarial and receptionist staff:
                 this shall include direct involvement in:

                 l.      the provision of training described in Article
                         XIV, §§D1 and 2, §§E2 and 3;

                 2.      the identification of training needs based on
                         individuals job performance and professional
                         interests.

          c.     Attending program-wide meetings or meetings of subject matter
                 committees or groups when assigned to or consented to by the
                 Managing Attorney or managerial designee.

          d.     The Administrative Secretary/Legal Assistant shall have no
                 disciplinary role or function. The responsibility for disciplining
                 staff and the ultimate responsibility for supervision of
                 secretarial and receptionist staff rests with the Managing
                 Attorney or managerial designee.

     2.   Legal Assistant Functions

          Assisting attorneys and paralegals in some or all of the following tasks: client
          representation, including, for example, intake interviews and follow-up, legal
          writing and research, strategy planning, attending and assisting at hearings and
          assistance with caseload management, community outreach, and training.

     3.   Neighborhood Center AS/LAs: In addition to the above responsibilities,
          AS/LAs in the neighborhood centers will serve as the main administrative
          liaison between neighborhood centers and the Administrative Unit at Essex
          Street.

     4.   In general, the Administrative Secretary shall perform:

          a.     Secretarial duties as needed in the unit or neighborhood center,
                 to be determined by the Managing Attorney or managerial
                 designee.

          b.     Such other duties as are reasonably related to the duties set forth
                 in this job description, as may be assigned from time to time by
                 the Managing Attorney or the managerial designee.

E.   PARALEGAL JOB DESCRIPTION


                                                 68
Paralegals can be expected to handle all functions related to client service and casework,
including, but not limited to, initial screening and intake, advice and referrals, representation
of clients at administrative hearings, community outreach and education, and assistance to
attorneys on their cases. The employer may assign paralegals to perform some or all of these
functions. Paralegals will work under the supervision of an attorney and abide by his/her
supervising attorney's determination of the extent of the authority conferred upon the paralegal
in the handling of cases or client service functions. A more particular description of possible
paralegal functions includes:

1.     Direct Client Representation

       In general, the paralegal is responsible for a regular screening and intake
       schedule. The paralegal may also be responsible for solving the problems of
       clients accepted in intake. In so doing, the paralegal will be under the general
       supervision of her/his supervising attorney and be subject to all applicable
       provisions of the GBLS casework supervision and training plan.
       Responsibilities include: initial fact gathering, preliminary factual and legal
       research, devising the preliminary strategy for going forward, implementation
       of the strategy, reviewing and revising the strategy, and resolving the client's
       problem in timely manner. The Manager may assign any case to a paralegal
       within the unit substantive priorities. Paralegals assigned to neighborhood
       centers will generally serve clients from the geographic areas served by the
       respective neighborhood centers, but their Manager may assign them cases
       from other geographic areas, provided, however, that such assignment does not
       make the acceptance of cases from within their own geographic areas
       impossible.

       Other casework duties, without limitation, include the following:

       a.      Consultation with supervising attorney as to proper course of
               action.

       b.      The paralegal's duty to his/her clients, in such matters as
               preserving the confidence of clients, avoiding conflicts of
               interests, competent vigorous pursuit of clients' interests,
               accounting for clients' moneys and other responsibilities are the
               same in dimension and importance as the ethical standards of
               conduct required of attorneys.

       c.      The paralegal should provide high quality representation to the
               client which shall include, but not be limited to, efficient
               performance of the following tasks: interviewing, initial fact
               gathering, factual and legal research, devising the preliminary
               strategy for going forward, implementation of the strategy,

                                               69
            reviewing
            and revising the strategy, preparing a case for hearing, drafting
            legal papers, negotiating, presenting evidence, interrogating
            witnesses, oral advocacy, resolving the client's problem in
            timely manner, obtaining the best result possible, and properly
            dealing with the client.

2.   Paralegals may be expected to work together with attorneys on preparing cases
     for trial or on special case-related projects, including work on the paralegal's
     cases as well as the attorney's cases. These tasks may include, but are not
     limited to:

     a.     Co-counseling cases and administrative hearings;

     b. Investigation and research;

     c.     Preparation of depositions, discovery materials, pleadings, briefs
            and other legal materials.

3.   Advice and Referrals

     The paralegal will, in accordance with unit policy, provide advice and referral
     to individuals not accepted as clients as to how the individual may handle and
     solve his/her own legal problem. Paralegals will also make appropriate
     referrals for clients whom they represent to additional or alternative legal
     services, as well as to necessary social services. The paralegal shall follow up
     referrals to determine whether they are effective.

4.   Community Relations and Training

     The paralegal will participate in maintaining good community relations by
     acting as a liaison between community groups and the unit and/or
     neighborhood center. This typically happens through meetings with
     community groups, training sessions, etc. Tasks include, without limitation:

     a.     Outreach and community education to client groups and social
            service agency personnel;

     b.     Advocacy training in legal rights and entitlements to
            above-named groups;

     c.     Training of GBLS staff, and other groups, when assigned to or
            consented to by the Managing Attorney;


                                            70
            l. in-house (unit and/or neighborhood center)
            2. project-wide
            3. state-wide
            4. Legal Services Corporation back-up
               centers (e.g., Mass. Law Reform)
            5. Legal Services Corporation regional
               and national training
            6. Local schools, colleges and universities.

5.   Maintaining Skills

     The paralegal will maintain and improve the skills necessary to perform her/his
     job. This will include, but will not be limited to:

     a.     Receiving and maintaining accurate and up-to-date resource
            materials in subject matter areas of relevance to the paralegal's
            work;

     b.     Developing a regular reading schedule to keep informed about
            developments in the law affecting the paralegal's work;

     c.     Attending training sessions when assigned to or consented to by
            the Managing Attorney.

6.   Other Responsibilities May Include:

     a.     Proper application of eligibility standards, both financial and
            subject matter, in determining which clients will be accepted for
            service;

     b.     Preparing reports and statistics related to cases and other
            projects being worked on;

     c.     Entering unit/office case data into computerized data systems,
            generating standardized case-related correspondence and
            documents, and other duties or projects relating to the effective
            use of computerized systems.

     d.     Occasionally, and only if needed, performing general office
            work such as answering telephones, receiving visitors, xeroxing,
            and picking up and delivering materials;

     e.     Regular attendance at unit and subunit meetings unless excused
            by the Managerial Designee;

                                            71
            f.       Such other duties that are reasonably related to the paralegal's
                     job functions and which may be assigned from time to time by
                     the Managing Attorney or his/her designee.

F.   SENIOR PARALEGAL JOB DESCRIPTION

     The Senior Paralegal shall work under the direction and supervision of the Employer,
     specializing in an area(s) of law as determined by the Employer. The Senior Paralegal shall
     satisfy all the duties and requirements of the paralegal job description and shall, in addition,
     have the following duties and skill requirements:

     1.     Duties

            a.       Assisting in developing and handling law reform complex
                     matters and innovative case handling in their area(s) of
                     specialization, including litigation, permissible legislative,
                     administrative, and community education activities;

            b.       Assisting in the administration and coordination of the legal
                     work in her/his specialty unit;

            c.       Assisting in the training of staff and community in the
                     substantive area(s) of his/her specialty;

            d.       Assisting in the evaluation of other staff with respect to the
                     specific projects and/or cases on which they have worked with
                     the Senior Paralegal;

            e.       Commensurate with the nature and needs of major projects or
                     cases under (a), and the experience of those participating,
                     non-managerial supervision of staff efforts on said major
                     projects and cases;

            f.       Being reasonably available to provide consultation and advice at
                     the request of other staff members with regard to substantive or
                     procedural law, strategy, tactics or other matters within her/his
                     specialty;

            g.       Assisting in the design and implementation of plans and policies
                     for improving the quality of practice in their area(s) of expertise;

            h.       Keeping abreast of legal developments in her/his specialty
                     area(s) and reporting regularly on developments;


                                                     72
            i.      A Senior Paralegal shall have reduced case handling, emergency
                    and intake responsibilities.

     2.     Skill Requirements

            A Senior Paralegal must have practiced as a paralegal for at least two years,
            and shall have had extensive experience in the subject area covered by that
            position. He/she must be self-motivated, imaginative and aggressive in
            identifying, responding to and pursuing legal issues on behalf of the poor, and
            be a highly competent paralegal. A Senior Paralegal must demonstrate mature
            judgment and responsibility in completing projects undertaken, be good at
            working on cases with other persons or alone and be capable of providing
            effective supervision and consultation. Prior expertise in the area(s) of the
            specialty and good writing skills are highly desirable. The Employer in its
            discretion may waive these qualifications if the applicant is prepared to gather
            the requisite knowledge and skills as soon as possible and demonstrates
            proficiency in other areas.

            The hiring process for applicants for Senior Paralegal positions shall follow the
            same procedures outlined under Article VIII, §§A and B, and may not be
            waived by the Employer. If the Employer is considering a candidate from
            outside the program, the Employer may appoint an advisory hiring group which
            shall include a bargaining unit paralegal.

G.   DATABASE ADMINISTRATOR JOB DESCRIPTION

     The Database Administrator's overall responsibility is to administer and serve as primary staff
     person in the implementation of one or more GBLS database systems.

     Skills necessary for this position include: strong computer, keyboard and office system skills;
     ability to work independently; strong interpersonal skills; ability to train and supervise various
     staff; ability to respond creatively to the demands of a system which is new and in the process
     of development; programming ability where appropriate to the specific position.

     Duties may include:

     1.     Data collection and processing: Overseeing the flow of forms from and to
            appropriate staff; inputting data (and/or supervising the input of data) into a
            database; consulting with staff to insure correct and timely flow of forms;
            maintaining appropriate manual back-up filing systems.

     2.     Production of reports, notices, statistics, ticklers, appeal forms, correspondence
            or other case-related documents for computerized high volume appeal and/or
            case tracking systems.

                                                    73
3.   Preparation of periodic statistical analyses and other reports of case data
     information.

4.   System maintenance: Ensuring the timely and effective flow and permanent
     storage of case data; serving as primary contact person for technical support
     agencies in so far as the daily workings of the case data computer system is
     concerned.

5.   Programming and development of computer applications:

     a.     Writing application programs in source code;

     b.     Testing and debugging computer programs on a regular basis
            and creating new ones as needed to insure optimum level of
            system operation, including but not limited to multi-user PC
            networks.

     c.     Designing input screens for end users of system.

6.   Evaluation and implementations of other changes as required by programmatic
     or systemic needs, in conjunction with Manager or his/her designee.

7.   Training and supervision:

     a.     Orienting new staff to their responsibilities vis-a-vis the
            database system; working with current staff to address problems
            and/or needs relevant to the database system.

     b.     Documenting the operation of the computer system in writing.

     c.     Training new end users in the operation of the system.

     d.     Training and supervising new staff/volunteers assigned to assist
            the Database Administrator in all aspects of the system, under
            supervision of the Manager or his/her designee.

8.   In conjunction with the Manager or his/her designee, working on other special
     data management projects as the need arises.

9.   Seeking to maintain and increase her/his skills consistent with the demands of
     the position. Particular training areas might include: advanced computer
     systems training; data management training; management and supervisory
     skills training.


                                            74
H.          OFFICE ADMINISTRATOR JOB DESCRIPTION



     The Office Administrator will be responsible, under the direction of the Managing Attorneys, for
     overseeing all non-legal administrative functions of the office. The Office Administrator shall
     satisfy all the duties and requirements of the Administrative Secretary/Legal Assistant job
     description, and shall, in addition, have some or all of the following duties:


     1.     Managing the secretarial staff, including central responsibility for their job
            assignments, training and supervision; assisting in hiring and evaluation of
            secretarial staff; arranging temporary secretarial coverage.

     2.     Delegating and ensuring proper discharge of all secretarial and administrative
            duties in the office, such as telephone coverage, typing and word processing,
            copying and filing, library maintenance, grant-related statistics and case
            tracking, maintenance of checking and petty cash accounts.

     3.     Performing a share of the above secretarial duties, as needed.

     4.     Handling building, service and equipment matters (either by making
            arrangements directly, or by communicating with main office), including
            utilities, equipment service and purchase, consumable supply purchase,
            parking, file storage, security.

     5.     Overseeing computer functions, such as training, system supervision and
            maintenance, and servicing.

     6.     The Office Administrator shall have no disciplinary role or function. The
            responsibility for disciplining and the ultimate responsibility for supervision of
            secretarial and receptionist staff rests with the Managing Attorney or
            managerial designee.

     7.     Liaison with grant services.

     8.     Intake, outreach, generating and completing reports to funding sources,
            maintaining private attorney referral and mailing community educational
            materials, desktop publishing of community education materials.

     9.     Data entry and maintenance of unit/office database.

     10.    Performing other duties as are reasonably related to the function of an office administrator as
            described in this job description as assigned by the Managing Attorney or his or her

                                                    75
              designee.

I.            Network Support Technician Job Description


The Network Support Technician (NST) provides program-wide technical support and training to
managers, staff, and students using software applications and network products. The NST also provides
technical direction on matters involving desktop, laptop, Internet, and intranet technology.

Duties may include:

1. Evaluating, installing and supporting software applications, operating system components, network
products, and hardware;

2. Training, liaison to units, and technical supervision of database administrators with respect to GBLS
case management system;

3. Programming and development of customized functionality in a wide variety of software applications,
such as e-mail, word processing and databases, in use at GBLS;

4. Configuring and trouble shooting hardware and software components;

5. Performing as liaison to third party vendors;

6. Designing, developing and maintaining user documentation in electronic and paper form;

7. Coordinating daily priorities with other support staff; Offering tutorials on use of technology;

8. Assessing staff training needs, developing curriculum and training materials; scheduling and performing
formal and informal training with staff;

9. Assisting managers in performing their staff training functions with respect to technology;

10. Keeping skill level consistent with the demands of the position;

11. Acting as technology liaison to the New England legal services community; and,
12. such other duties as are reasonably related to the duties set forth in this job description as may be
assigned from time to time by the Managing Attorney or the managerial designee.

J.            Librarian Job Description

The librarian will be responsible for performing the following tasks:

Maintenance of the main GBLS Library.

                                                      76
1.    Mend and reshelve books

2.    Clean shelves, tables and other areas when necessary

3.    Work with publishers and GBLS Accounts Payable in solving             subscription, purchasing and
      billing problems

4.    Inventory books on a regular basis and maintain two up to
      date lists of all publications.

5.    Assist staff and students with research

6.    Attempt to retrieve missing publications

7.    Replace missing publications

8.    Maintain up to date card file of all incoming subscriptions

9.    File revisions and supplements

10.   Organize and map book moves within the library

11.   Maintain complete up to date files of library activities and publishers information

12.   GBLS liaison for the Social Law Library; maintain up to date membership department staff list.

13.   Maintain and assist staff in use of computerized research material.

Purchasing

1.    Receive library requests from staff for approval and sign off

2.    Order library materials using library purchasing system

3.    Maintain subscriptions

4.    Monitor program library spending using purchase log

5.    Analyze library spending and budget for entire program and prepare yearly report for Director of
      Business

6.    Responsible for setting long term purchasing goals and maintain budget limits for program

                                                    77
        Neighborhood and unit libraries

1.      Assist staff in maintaining orderly libraries

2.      Assist staff with legal research

3.      Assist staff with filing materials, through demonstration
     or assistance over the phone

4.     Be a resource for information regarding purchasing,
     publishers and publications

5.      Work with the appropriate staff to maintain subscriptions

6.      Assist staff in solving problems with library purchasing, subscriptions and billing


Other
        Perform other duties as are reasonably related to the function of a librarian as described in this
        job description as assigned by the Managing Attorney or his or her designee.

K. Messenger/Assistant Procurement Manager

        The Messenger/Assistant Procurement Manager may be assigned the following duties:

MAIL

1. Daily Incoming Mail: picking up the mail at the post office, sorting all the mail into the appropriate
mail slots, opening all of Administrations mail.

2. Centralized Outgoing Mail: posting and taking out all the mail for the entire program at Friend Street.

3. Replenishing the postage meter as needed. Periodically bringing the postage meter to the post office for
inspection.

COPY WORK

1. Copy work, vello-bind, and distribution of all projects.

2. Deliver and pick-up of all outside special copy projects.


                                                        78
3. Special copy work brief's or projects for neighborhood offices.

4. Provide training for staff/students.

COPIER MAINTENANCE

1. Meter readings of all copiers at the beginning of each month,

2. Request paper, staples and toner when supplies are low.

3. Review all problems associated with copiers before service call.

4. Supplying all copiers with paper and chemicals on a regular        basis.

MESSENGER REQUEST

1. Delivery and pick-up request in Downtown Boston area.

2. Special Delivery Request -
  (CASLS, and Courts outside the Downtown Boston area)

3. Serve summons and subpoena's to public officials in the           Downtown Boston area including
testifying in court if needed.

4. Bank/Mortgage/Real Estate Tax payments deposited                   daily/monthly.

SUPPLIES

1. Bi-monthly replenishing of all Friend Street supplies request by AS/LA's in each unit.

2. Inventory and restocking of Centralized supply room.

3. Unpacking and checking deliveries of all supplies; all packing slips are to be forwarded to the
accounting dept.

4. Replacing water cooler bottles when requested or needed.

TELEPHONES

1. Provide coverage for Administrative Unit as required.

2. Provide back-up coverage for other units when requested

SPECIAL PROJECTS

                                                    79
1. all move related projects, equipment repairs if possible, assembly of furniture, arranging of conference
rooms, assistance of board mailings, security, general handy person items, at Friend Street and any
neighborhood office.

2. GBLS Files Project - Assist and provide back-up in maintenance and retrieval of closed client file, and
general documents.

3. Cash log - provide back-up

4. Assist with purchasing

5. Inventory of new and used furniture and equipment.

6. Index and filing.

Other          Perform other duties as are reasonably related to the function as described in
               this job description as assigned by the Facilities Director or his or her designee.


ARTICLE XXII: RESOURCES AND LIBRARY FACILITIES

        The Employer will provide at its central office adequate library facilities. The Employer shall
        maintain in each neighborhood center a basic library consisting of a current set of the
        following materials:

        A.     Massachusetts Regulations pertaining to and regularly used in poverty law
               practice, including but not limited to all Department of Public Welfare and
               Department of Social Services regulations and the State Sanitary Code,

        B.     Code of Federal Regulations volumes as specified in 9.2 of the Attorneys
               Union contract,

        C.     M.G.L. c.186 and c.239,

        D.     Mass. Practice, Volumes 9 and 9A,

        E.     Such other materials as may be required for the particular community-based
               practice of an individual neighborhood center, including, but not limited to,
               copies of relevant statutes, MCLE Counseling Low and Moderate Income
               Clients, and Legal Tactics, practice guides, manuals, case reporters, specialized
               periodicals, etc. Such specialized materials shall be provided upon the request
               of a substantive unit Managing Attorney after she/he determines they are
               necessary in a given neighborhood center.


                                                       80
    F.     Annual Lawyer's Diaries or similar volumes,

    G.     Federal Rules of Civil Procedure,

    H.     Massachusetts Rules of Civil Procedure,

    I.     Massachusetts Rules of Evidence (when published),

    J.     Federal Rules of Evidence, upon request and when needed,

    K.     All local rules of relevant Massachusetts courts,

    L.     Local rules of Federal courts, upon request and when needed,

    M.     Clearinghouse Review to the maximum extent available, and one per unit if a
           subscription should become necessary.

    Further the Employer agrees to continue to provide personalized business cards to
    casehandlers and general business cards to all other bargaining unit members.

ARTICLE XXIII: MISCELLANEOUS

    A.     Employees may be asked to fill in for other individuals, including the Friend
           Street receptionist, if there is an emergency, or when an employee is at lunch,
           or on leave of any other kind. It is understood, however, that when a person is
           filling in, she/he is not expected to perform both her/his own job, and the fill-in
           job concurrently. Any employee shall have the option to decline any request to
           fill in for the Friend Street receptionist which exceeds a total of three hours per
           month for that employee. The Union shall appoint a designee whom the
           Employer shall notify in a timely fashion when any employee has filled in for
           the Friend Street receptionist. Non-bargaining unit secretaries shall also be
           responsible for filling in three hours per month each.

    B.     The Union and the Employer will make every effort to increase
           communications. A copy of any notice sent to all non-supervisory employees
           will be sent to the Union.

           Employees will be guaranteed representation on all committees of the
           Employer to the extent that other non-supervisory, non-lawyer employees are
           represented on such committees.

           Employer will provide advance notice to employees of meetings and forums to
           the extent possible.


                                                   81
C.   1.    Employees personnel files shall only be kept in one central
           location in the Employer's administrative office. The Employer
           shall designate one member of the administrative staff to be the
           personnel records custodian and shall notify the Union of the
           individual assigned to serve in this capacity.

     2.    On any occasion when any person other than the Executive
           Director, Associate Directors, or an employee's managing
           attorney or the confidential secretary of the personnel records
           custodian, is granted access to an employee's personnel file, the
           personnel records custodian shall enter the date, name of the
           person, and the purpose of the access on an access sheet listed in
           the file.

     3.    The employer shall not provide access to any personnel file to
           any third party, except with the express written consent of the
           employee, under legal process, if access is required by law. If
           the employer is requested to produce the file under legal
           process, the employee will be informed of the demand as soon
           as is practicable in order to permit the employee to challenge the
           release of the information in the appropriate forum.

     4.    All medical information will be maintained in a separate
           personnel file. No information shall be placed into this file
           without the express consent of the employee. No individual,
           except the personnel records custodian and the employee, shall
           have access to any information contained in this file without the
           express written consent of the employee. The file shall contain
           a record of all disclosures so permitted.

     5.    An employee will have access to her/his own personnel file by
           appointment with the personnel office. The employee will have
           the right to obtain copies of all material in her/his file.

     6.    If any document in an employee's personnel file contains
           information which the employee considers to be false or
           misleading, the employee may at any point insert into her/his
           personnel file a written rebuttal thereof. Said document may be
           removed by mutual agreement.

D.   Travel Reimbursement

     l.    Bargaining unit members shall be reimbursed for local travel
           expenses if the travel is directly related to their employment, but

                                           82
            not for travel to and from work.

     2.     Local public transportation facilities and the cheapest mode of
            transportation should be used wherever possible. For any
            bargaining unit member with a T-pass, or
            similar travel arrangement, there will be no reimbursement for
            travel covered by that pass. In all other cases, the bargaining
            unit member will be reimbursed for all subway and bus fares.
            Taxis should be used only in emergency cases and only upon the
            approval of the Managing Attorney.

     3.     Reimbursement for automobile expense can be made only when
            the car is required for business, in which case mileage may be
            charged at the rate approved in federal travel regulations. Any
            required downtown parking up to the rate generally charged at
            city garages will also be reimbursed.

     4.     Mileage is not to be charged from the bargaining unit member's
            home to any point of official business. Mileage is computed
            from the office to which an individual is assigned, unless the
            bargaining unit member's business is of such nature as to
            officially begin elsewhere.

     5.     Reimbursement for local travel expenses must be reported on
            the required forms.

     6.     Reimbursement for local travel expenses must be submitted
            monthly to the Bookkeeper.

E.   The Employer shall continue the practice of reimbursing employees for
     authorized litigation expenses, provided proper documentation is submitted to
     the Employer.

F.   (1) The Employer agrees to deduct from the pay of each employee voluntary contributions to
     UAW V-CAP, provided that each such employee executes or has executed the following
     "Authorization for Assignment and Checkoff of Contributions to UAW V-CAP" form
     (hereinafter "V-CAP form"), as set forth in paragraph below. The Employer will continue
     to deduct the voluntary contributions to UAW V-CAP from the pay of each employee for
     whom it has on file an unrevoked V-CAP form.

     (2) Deductions shall be made only in accordance with the provisions of and in the amounts
     designated in said V-CAP form, together with the provisions of this section of the
     Agreement.


                                           83
(3) A properly executed copy of the V-CAP form for each employee for whom voluntary
contributions to UAW V-CAP are to be deducted shall be delivered to the Employer before
any such deductions are made, except as to employees whose authorizations have heretofore
been delivered. Deductions shall be made thereafter, only under the applicable V-CAP
forms which have been properly executed and are in effect.

(4) Deductions shall be made pursuant to the forms received by the Employer, from the
employee's first Union dues period in the first month following receipt of the V-CAP form
and shall continue until the V-CAP form is revoked in writing.

(5) The Employer agrees to remit said deductions promptly to "UAW V-CAP," care of the
International Union, United Automobile, Aerospace and Agricultural Implement Workers of
America (UAW). The Employer further agrees to furnish UAW V-CAP with the names and
addresses of those employees for whom deductions have been made.

(6) The proposed check-off form includes the following information:

Authorization for Assignment and Checkoff of Contributions to UAW V-CAP.


To: Greater Boston Legal Services

       I hereby assign to UAW V-CAP, from any wages earned or to be earned by me as
your employee, the sum of (check one):

$1.00          $3.00          $5.00          Other $

each and every month. I hereby authorize and direct you to deduct such amounts from my
pay and to remit same to UAW V-CAP at such times and in such manner as may be agreed
upon between you and the Union at any time while this authorization is in effect.

        This authorization is voluntarily made. I understand that the signing of this
authorization and the making of payments to UAW V-CAP are not conditions of
membership in the Union or of employment with the Company, that I have the right to refuse
to sign this authorization and contribute to UAW V-CAP without any reprisal, that UAW V-
CAP will use the money it receives to make political contributions and expenditures in
connection with federal, state and local elections, that all UAW members may be eligible for
V-CAP raffle drawings, regardless of whether they make a contribution to UAW V-CAP,
and that monies contributed to UAW V-CAP constitute a voluntary contribution to a joint
fundraising effort by the UAW and the AFL-CIO.

       I also understand that the guidelines for contributions to UAW V-CAP set forth
above are merely suggestions, that I can contribute more or less than the guidelines suggest,
and that the Union will not favor or disadvantage me based on the amount of my

                                      84
            contribution or any decision not to contribute.

                    Contributions or gifts to UAW V-CAP are not deductible as charitable contributions
            for federal tax purposes.

            Name:                                                Dated:          SSN:
            Address:                                                      Signature

            Local          Plant          Dept.

            UAW V-CAP is an independent political committee created by the UAW. This committee
            does not ask for or accept authorization from any candidate and no candidate is responsible
            for its activities.

G.          Cross Unit Assignments

            a. If the employer determines a need in a unit for significant work on a
            temporary basis, the Litigation Director will write up the work to be done and
            the minimal skills necessary to do it and seek a volunteer from another unit to
            fulfill this need. If the Litigation Director cannot find a volunteer, the
            Litigation Director will make a program-wide request for a volunteer. The
            Litigation Director can choose among volunteers.

            b. The work being assigned must include a corresponding reduction in the employee's other
            work.


            c. If the process in paragraph "a" does not result in a reassignment because the Litigation
            Director determines that the volunteer does not meet have the minimal skills or is from a unit
            that cannot spare the resources, then the reassignment shall be done by seniority among
            employees meeting the minimal skills required for the task within a unit selected by the
            Litigation Director.

            d. This cross-unit assignment of work shall be limited in scope to the completion of a
            particular major case or for no more than six months for other projects or assignments. The
            employee and the Litigation Director may agree to extend the six month limit. No one shall
            be so reassigned more than once every 18 months from the date of the last assignment.

H.    The side letter to this agreement, executed this same date, and marked as attachment "B" is
     incorporated in this agreement by reference.




                                                   85
ARTICLE XXIV: DURATION AND SAVINGS


      A.     If a provision of this Agreement shall be declared invalid, such invalidity shall
             not impair the validity or enforceability of the remaining provisions of this
             agreement. The parties shall promptly meet to negotiate a replacement for the
             invalid provision.

      B.     This agreement shall be effective from January 1, 2000 until September 30,
             2002 and from year to year thereafter, unless either party by written notice 60
             days prior to the aforesaid expiration date, or any anniversary thereof, indicates
             its intention to terminate the agreement as of the expiration thereof.




      In witness whereof, the parties have executed this Agreement the day and date first set forth above.



Greater Boston Legal Services Staff Association        Greater Boston Legal Services, Inc.

By:                                                    By: _____________________
      Karen Dobak,                                        Robert Sable,
      President                                           Executive Director




                                                    86
                                                    "A"

                   GREATER BOSTON LEGAL SERVICES STAFF ASSOCIATION
                    AUTHORIZATION FOR DUES/ASSESSMENTS CHECK-OFF


To Greater Boston Legal Services, Inc.:

       The undersigned hereby authorizes and directs you to deduct from the weekly wages earned and to
be earned by me as your employee such amounts as the Greater Boston Legal Services Staff Association
shall, from time to time, duly establish as its membership dues/assessments and initiation fees for
membership in the Association, and to remit the amounts so deducted to the Association.

      I submit this authorization and assignment with the understanding that it will be irrevocable for a
period of one (l) year from the date hereof or until the termination of the current collective bargaining
agreement between the Employer and the Union, whichever occurs sooner. This authorization and
assignment shall continue in full force and effect for yearly periods, unless revoked by me within ten (10)
days prior to the expiration of any expiration period hereof. Such revocation shall be effected by written
notice to the Employer and the Union within such ten (10) day period.


Signature _______________________________________

Print Name ______________________________________

Social Security No. _____________________________

Date ____________________________________________




                                                    87
                                                   "B"


     This side letter supplements the collective bargaining agreement executed on this day between
     Greater Boston Legal Services and Greater Boston Legal Services Staff Association.

     It is agreed that:

1.   The application and interpretation of the terms "strikes", "slowdowns", "work stoppages",
     "mass absenteeism" and "mass resignation" as used in Article VII of this Agreement shall
     apply to all sympathetic strikes or other conduct (as above described) taken in support of other
     labor organizations.

2.   Because the Union has chosen to take additional salary in place of the benefit of an employer
     payment to the cafeteria plan, payment to the cafeteria plan for other employees shall not be
     considered an improvement for the purpose of Article VI. Section D. Extension of
     Improvements of this contract.


3.   Bargaining Unit members agree to keep the following time records:

     a.      Upon the unit manager's request the unit shall keep estimated time records solely in the form
             of total number of hours spent on various funding sources. It is recognized that individual
             case constraints may require that in any given week, the casehandlers percentage and time
             spent on a grant may differ from that which is allocated but that this should even out over a
             longer time period. If the percentage of time allocated to each grant source differs from the
             actual percentage of time spent by the casehandler working on the grant source, it is the
             managing attorney's responsibility to appropriately balance the casehandlers work load to
             correct that imbalance, and ensure that grant obligations are met. No casehandler shall be
             disciplined for the imbalance resulting from the assignment of work, and the content of
             timekeeping shall never be used as the sole basis of a disciplinary action.

     b.      Upon the Executive Director's request all casehandlers in a particular unit or funded by
             a particular source may be required to keep time records for up to one month in any 12
             month period on a case by case basis. Such timekeeping will consist of recording the
             aggregate amount of time spent on each case in that month. No casehandler will be
             required to keep case by case time records for more than one month in a 12 month
             period, regardless of the number of sources funding that casehandler. The content of
             time records kept pursuant to this paragraph shall never be used as a basis of a
             disciplinary action.

     c.      Casehandlers shall also keep time records, only to the extent required, for tax returns,
             government agency reports, by specific funding sources or for obtaining attorneys fees.

                                                   88
     d.     The employer shall not submit a funding proposal which proposes timekeeping except as
            provided for in a. or b. above unless the funder has made such timekeeping a condition of
            receiving the funds.

4.   The collective bargaining agreement shall not be construed to prohibit secretarial work
     assignments on a floor wide basis. The AS/LA will continue to supervise the secretaries, and
     coordinate the assignment of administrative and clerical tasks based upon the unit or floor wide
     solution. One managing attorney, as designated by the Executive Director, shall be primarily
     responsible for supervising the AS/LA to ensure the AS/LA is assisting the managing attorneys in
     the development, implementation, and coordination of secretarial, administrative, and unit/floor
     wide systems.


5.   Network Support Technician

            a. The Employer has an obligation to recruit for the computer support training specialist
            position on scale. In addition, the Employer has an obligation to do appropriate advertising
            for this position at computer schools, in computer publications, and local newspapers in a
            manner consistent with Affirmative Action. In filling this position the Employer will give
            special consideration to promotion of present bargaining unit members.

            b. The entry level salary will be based upon years of experience utilizing skills needed in
            this position, or upon relevant education as set out in Article XIIIB. The expectation is that
            a candidate shall be paid on scale, and the candidate who possesses the skills necessary to
            perform the job and is willing to be paid on scale or closest to scale will be the preferred
            candidate. When in the reasonable judgement of the Executive Director this position
            cannot adequately be filled on scale and should a candidate for the position have more than
            five years of experience utilizing technical computer skills, the Executive Director will
            consult with the Union, prior to offering the position at a higher point on the scale. In the
            event that the Executive Director makes a decision about salary which is not in accord with
            the view of the union, then the Executive Director shall, within 10 days of making the
            decision, provide a written statement of the Executive Director's reasons to the Staff
            Association. The statement shall describe the efforts to the fill the position and explain
            why the position could not be filled on scale. No more than five positions in this job
            category may be paid off scale at a time.

            c. The provisions of the previous paragraph do not apply to candidates with between 0 and
            5 years of employment experience utilizing technical computer skills. For these candidates
            salary shall always be paid in accordance with the scale set out in Article XIII of this
            agreement.




                                                 89
6.     In addition to any other increases to which they may be entitled under this Agreement, as of
       January 1, 2000, the following employees shall have their salaries increased by an annual amount
       of $2,000:

       William Ayala
       Alexandra Bachetti
       Martiza Gomez
       Samnang Marn
       Mercer Edwards
       Lisa Siegal
       Cecilia Sosa-Patterson
       Jeremy Tisme
       Thuy Tran

7.     The provisions of Article I §C1 shall not apply to the person holding the librarian position prior to
       January 1, 1997, unless and until that employee shall have joined the Union, or transfers to another
       position covered by this Agreement.

8.     Under emergency circumstances, the employer, in its sole discretion, may grant paid leave to staff
       who are eligible for leave under the Federal Family Medical Leave Act and are not eligible for paid
       leave under any other provisions of this Agreement.

9.     In implementing the paid parental leave under Article X (B) (3), only members on parental leave as
       of January 1, 2000 and members applying for periods thereafter shall be eligible.




 Greater Boston Legal Services Staff Association       Greater Boston Legal Services, Inc.


 By:____________________________________                 By: _____________________________
       Karen Dobak                                             Robert Sable,
       President                                               Executive Director




                                                    90
                                                    "C"


{DATE}


Dear {Employee Name}:

      The Greater Boston Legal Services Staff Association (GBLSSA) congratulates you on your new
employment and welcomes you to our Union. The Union would like to take this opportunity to advise you
on some very important contract issues that could affect your salary scale for the duration of your
employment with GBLS.

      During the hiring process, your education and experience was evaluated by the program.
Frequently, the employer relies solely upon your resume in computing salary credits.

        The Union has found that not all experience or education credits are thoroughly explored and the
new hiree ends up with a lower salary than he/she may be entitled to. This is not necessarily intentional
but results from the fact that a new employee is not familiar with the Union contract and how salary credits
are established based on prior work experience or education.

        The Union strongly advises you to contact a shop steward or the Union President during the first
few weeks of employment to have your experience and education history reviewed. The Union will then
let you know if you should have received more credits based upon its evaluation.

        If the Union determines that you should be at a higher salary level, you have the right to dispute
(grieve) your experience and education levels. However, THE GRIEVANCE MUST BE FILED NO
LATER THAN THREE WEEKS, FOLLOWING THE SATISFACTORY COMPLETION OF
YOUR THREE MONTH PROBATIONARY PERIOD. Please refer to Article XIII, B and Page ,
SIDE LETTERS "C" of the GBLSSA contract. (Attached)

       If you do not grieve your salary credits within the above time-frame, you forego the right to dispute
your salary level. Your salary level will remain permanently set according to the original evaluation,
whether or not that evaluation accurately reflected your experience or education.

        YOU CANNOT BE TERMINATED FOR GRIEVING YOUR ENTRY LEVEL SALARY.
During the first three months of your employment you are a "Probationary Employee". This means that
you get all of the benefits and protection of the Union contract. However, during this time you do not have
the right to grieve termination of employment. Consequently, the UNION RECOMMENDS THAT
ALL GRIEVANCES RELATING TO DISPUTES ON ENTRY LEVEL SALARY BE FILED AT
THE END OF THE SATISFACTORY COMPLETION OF THE THREE MONTH
PROBATIONARY PERIOD BUT NOT LATER THAN THREE WEEKS (15 BUSINESS DAYS)
AFTER THE END OF YOUR PROBATIONARY PERIOD.

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        The Union is here for your benefit and you should utilize your Union in every way possible. We
will be happy to discuss your rights under the Union contract and are available at all times for our Union
membership. We encourage you to read your Union Contract carefully and to call with any questions;
especially during the first three months of your employment.

       Attached is a list of Union Officers and Shop Stewards.

       Again, welcome to our Union!

                                                Greater Boston Legal Services Staff
                                                Association, by its President,




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