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

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Article 8Orientation of New EmployeesManagement will disseminate to new employees a Union informational packet, which will be providedto Management by the Union. The Union is responsible for ensuring the information in the packet iscurrent and up-to-date. The local Union representative will be allowed up to 30 minutes to speakprivately about the Union’s representational role with new employees during the new employees’ firsttwo weeks of employment.Link to the FISE website: http://fise-aft.org27
Article 9Equal Employment Opportunity (EEO) and Sexual HarassmentSection 1. PolicyWithin the scope of Indian Preference, Management shall not in any way discriminate for or against anindividual regarding employment or conditions of employment because of race, color, religion, sex,national origin, age, sexual preference, or handicapping conditions. This policy shall be in the strictestadherence to both the letter and the spirit of Title VII of the Civil Rights Act of 1964, the RehabilitationAct, the Equal Pay Act, and all other applicable anti-discrimination laws and regulations.Section 2. Nomination of CounselorsA. The Union may nominate employees to serve as EEO counselors. However, conflicts of interestshould be considered when making these nominations, i.e., Union Representatives.B. Management retains the right to select EEO counselors from among employees nominated by theUnion or others, including employees outside the bargaining unit.Section 3. Sexual HarassmentA. Management acknowledges that sexual harassment undermines the integrity of the FederalGovernment and will not be condoned. Merit System principles require that all employees beallowed to work in an environment free from sexual harassment. Further, sexual harassment is aprohibited personnel practice when it results in discrimination for or against an employee on thebasis of conduct not related to performance, such as the taking, or refusal to take, a personnelaction, including promotion of employees who submit to sexual advancement or refusal topromote employees who resist or protest sexual overtures.B. Definition. Sexual harassment is defined as unwelcome sexual advances, requests for sexualfavors, and other verbal or physical conduct of a sexual nature that constitutes sexual harassmentwhen:(1) Submission to such conduct is made either explicitly or implicitly a term or condition ofan individual’s employment; or(2) Rejection of such conduct by an individual is used as the basis for employment decisionsaffecting such individual; or(3) Such conduct has the purpose or effect of unreasonably interfering with an individual’swork performance or creating an intimidating, hostile, or offensive working environment.28
Page 3 and 4: Section 4. Remittance .............
Page 5 and 6: Section 7. Recall .................
Page 7 and 8: Section 2. Representation .........
Page 9 and 10: Section 4. Uniforms, Weapons and Sa
Page 11 and 12: Section 11. Exclusions for current
Page 13 and 14: Article 2Effect of Law and Regulati
Page 15 and 16: time for the days required to atten
Page 17: epresentative being given a copy of
Page 20 and 21: B. Management will not compel emplo
Page 22 and 23: Article 5Management RightsSection 1
Page 24 and 25: Article 6Voluntary Allotment of Uni
Page 26 and 27: Article 7Information and Publicatio
Page 30 and 31: Section 4. Avenues of RedressEmploy
Page 32 and 33: Notice to families of employees inv
Page 34 and 35: Section 13. Unusual ConditionsA. An
Page 36 and 37: L. When a testing designated bargai
Page 38 and 39: Article 11Government Furnished Quar
Page 40 and 41: (tenant) receives no final decision
Page 42 and 43: Article 12Travel and Travel Related
Page 44 and 45: Article 13Workweek and Hours of Wor
Page 46 and 47: . Compressed Work Schedules: A CWS
Page 48 and 49: (5) Credit hours must be earned wit
Page 50 and 51: Article 14TeleworkSection 1. Purpos
Page 52 and 53: Section 4. Coverage of Office Funct
Page 54 and 55: Section 7. RecallEmployees particip
Page 56 and 57: Article 15Overtime/Compensatory Tim
Page 58 and 59: Section 1. GeneralArticle 16Career
Page 60 and 61: (2) Address the employees incapacit
Page 62 and 63: iii. Parent is defined as the emplo
Page 64 and 65: Section 6. Administrative Leave/Exc
Page 66 and 67: Section 10. Inclement Weather Condi
Page 68 and 69: (1) Upgrading of a position resulti
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 118 and 119:
D. Official Personnel Folder (OPF).
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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