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

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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
(2) In accordance with Indian Preference, where it can be determined that an employee beingseparated fails to fully qualify for a vacant position but has demonstrated the specialtyskills and abilities to perform the duties of that position in a satisfactory manner within90 days, very serious consideration must be given to placing the employee in thatposition including waiving qualification requirements to the extent applicable.(3) Employees will be counseled to the extent practicable to determine if item F(2) aboveapplies to them.(4) Management will consider to the extent possible:a. Placing employees who received no valid job offer in their own competitive areain installations in other competitive areas;b. Freeze appropriate vacancies in the commuting area.c. Approve AWS for affected employees which meet their needs consistent withAgency mission during the RIF process.d. After completion of the placement of permanent employees, Management willattempt to place temporary employees. Temporary employees will be consideredfor any remaining vacant positions. Management will adhere to 5 CFR,Departmental and Bureau regulations in all RIF actions involving temporaryemployees.e. Management will consider, to the extent practicable, restructuring unfilled traineepositions to provide positions for journeymen employees who may adverselyaffected.f. Employees who have been downgraded because of the RIF process will beconsidered for re-promotion in accordance with the provisions in Article 18.G. RIF Competitive Areas. Management agrees to comply with the competitive areas as approvedby the DOI.Section 3. Authorized Official TimeA. The local RIF contact will be permitted to travel and be accorded travel and per diem ifappropriate to assist with a RIF covered by that Union. Use of Government owned/leasedvehicles may be permitted if available, subject to approval by local Management.B. Affected employees will be permitted access to equipment, telephones, copy machines, wordprocessors, typewriters, etc., necessary to prepare applications, resumes and related activities.118
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Section 4. Remittance .............
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Section 7. Recall .................
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Section 2. Representation .........
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Section 4. Uniforms, Weapons and Sa
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Section 11. Exclusions for current
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Article 2Effect of Law and Regulati
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time for the days required to atten
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epresentative being given a copy of
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B. Management will not compel emplo
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Article 5Management RightsSection 1
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Article 6Voluntary Allotment of Uni
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Article 7Information and Publicatio
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Article 8Orientation of New Employe
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Section 4. Avenues of RedressEmploy
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Notice to families of employees inv
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Section 13. Unusual ConditionsA. An
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L. When a testing designated bargai
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Article 11Government Furnished Quar
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(tenant) receives no final decision
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Article 12Travel and Travel Related
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Article 13Workweek and Hours of Wor
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. Compressed Work Schedules: A CWS
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(5) Credit hours must be earned wit
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Article 14TeleworkSection 1. Purpos
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Section 4. Coverage of Office Funct
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Section 7. RecallEmployees particip
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Article 15Overtime/Compensatory Tim
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Section 1. GeneralArticle 16Career
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(2) Address the employees incapacit
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iii. Parent is defined as the emplo
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Section 6. Administrative Leave/Exc
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Section 10. Inclement Weather Condi
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Page 70 and 71: promotions among employees when the
Page 72 and 73: Article 20Position DescriptionsSect
Page 74 and 75: Article 21Performance Standards and
Page 76 and 77: (4) Needed action(s) to obtain mini
Page 78 and 79: Article 23Discipline and Adverse Ac
Page 80 and 81: employee which the employee may pro
Page 82 and 83: B. The parties agree that grievance
Page 84 and 85: Article 25Grievance ProcedureSectio
Page 86 and 87: employees can appeal adverse action
Page 88 and 89: official. If the decision is upheld
Page 90 and 91: Section 18. Time LimitsParties may
Page 92 and 93: Section 6. Hearing SiteAn arbitrati
Page 94 and 95: C. The parties will furnish names o
Page 96 and 97: Section 5. RecordsIt is the respons
Page 98 and 99: Article 29Law EnforcementSection 1.
Page 100 and 101: Article 30Education Personnel Syste
Page 102 and 103: employee will be given ten (10) wor
Page 104 and 105: than one (1) hour from the start of
Page 106 and 107: donated on the basis of the total e
Page 108 and 109: coast defense training. Military le
Page 110 and 111: Section 15. Stipends(2) Employees w
Page 112 and 113: (2) Subsequent to receiving such no
Page 114 and 115: Section 4. School BoardsIn accordan
Page 116 and 117: Section 13. Student/Teacher RatiosE
Page 120 and 121: C. Employees will have an opportuni
Page 122 and 123: A. Management will provide a list o
Page 124 and 125: Article 34Negotiation and Supplemen
Page 126 and 127: Section 6. Local SupplementsA. The
Page 128 and 129: Section 8. Approval of Supplemental
Page 130 and 131: Article 35Strikes and PicketingIt i
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