collective bargaining agreement contract between - Bureau of Indian ...

D. Official Personnel Folder (OPF). Management will notify all affected employees of theimportance of updating their OPFs. It is the responsibility of the employee to ensure that acurrent application or other appropriate documents are on file in his/her OPF which reflects allwork experience, education and qualifications. The employee will also ensure that certificates,diplomas or other acceptable documents are included to support education claimed. [Note:While OPFs are in the physical custody of the employing agency, they are under the control ofthe OPM. The filing of documents in the OPF must be in compliance with 5 CFR Part 293, andthe OPM Guide to Personnel Record Keeping Operating Manual.]E. Notification. When Management makes a decision to send out specific RIF notices, a list ofaffected employees will be sent to the Union including position, grade, location, series, andsummary performance ratings for three (3) years. This list must be delivered to the Union fivecalendar days prior to delivery of notices to employees. In addition, the Union will be providedthe following:(1) Vacancy announcements for all appropriate DOI jobs in the commuting area;(2) A copy of the RIF approval if applicable;(3) Copies of grade and pay retention law and regulations, if requested;(4) Veteran’s preference rights, including those veterans with a service- connected disabilityof 30% or more;(5) Applicable retention registers that are, or become available to Management;(6) Tentative positions to be abolished.F. Implementation. The following constitutes impact bargaining for all positions and precludesfurther negotiations unless the Union provides rationale acceptable to the Union President andManagement that warrants further negotiation. Management will carry out the following actionsto provide effective placement of personnel in the RIF and ensure re-promotion andreemployment rights where applicable under 5 CFR as follows(1) Review all of the following for the purposes of minimizing downgrades and separations:a. Retirement of any employee in the commuting area;b. Resignations, transfers, or other loss of employment in the competitive area;c. Declination of job offers by employees in the competitive area;d. Any other event which creates a vacant position at or below the current grade ofan adversely affected employee for which he/she may qualify in the competitivearea.117