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

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Section 13. Unusual ConditionsA. An employee, with the exception of those required to provide essential services, may bedismissed from duty, if the employee believes that an extreme temperature is affecting his/herhealth. The employee should report this to Management.B. Management may grant appropriate leave; or, in rare circumstances, administrative leave, to anemployee when Management can reasonably conclude that the extremes of temperature have orwill incapacitate an employee for duty or that the prevailing condition would adversely affecttheir health. Management will make a decision based upon the best available evidence. Ifconditions are serious enough as to actually prevent employees from working, they may bedismissed as a group and placed on appropriate leave.Section 14. Blood Borne Pathogens/Bodily Fluids ProtectionA. Work locations where employees are likely to be exposed to blood borne pathogens/bodily fluidswill be furnished with the following protective equipment:(1) Rubber gloves;(2) Face shields;(3) Eye protection;(4) CPR mouth barrier;(5) Biohazard container;(6) Bleach and containers for mixing with water, one part bleach to 10 parts water.B. Employees shall be required to use protective equipment in keeping with this section. The abovementioned materials will be included in first aid kits at appropriate locations such as; athleticfacilities, schools, dormitories, first aid stations, police vehicles, detention centers, and locationswhere first aid kits are provided to fire fighters, etc.C. No employee will be required to perform CPR or to expose themselves to blood bornepathogens/bodily fluids without the appropriate protective equipment listed above.33
Section 15. Drug Testing ProgramA. There will be no additional or supplemental negotiations at the Area/Agency/ Activity levelexcept as provided in Article 34, of the Master Agreement.B. If urine sampling is to be conducted off-site, bargaining unit employees will be providedtransportation, if necessary, in accordance with applicable travel regulations. A bargaining unitemployee selected for random testing will be notified the same day the test is administered,preferably within two (2) hours of the actual test.C. If the urine sample is to be provided on-site, where the temperature of each sample will be taken,precautions in accordance with Department of Health and Human Services (HHS) guidelines willbe taken to guard against tainted samples.D. If a bargaining unit employee designated for testing is unable to provide sixty (60) milliliters ofurine at the time of testing, the employee may be retained until the sample is provided. If theemployee is kept past his/her normal tour of duty, the employee will be compensated underappropriate laws and regulations.E. If an employee selected for urinalysis wishes to arrange for private testing within twenty-four(24) hours of having provided the sample, the employee may request sick, annual, personal, orleave without pay in accordance with applicable laws, regulations, or this Master Agreement.F. A bargaining unit employee may request Union representation at any meeting with aManagement representative including the Medical Review Officer (MRO) in discussionsconcerning confirmed positive test results. The employee may, in writing, request review of anyrecords relating to his/her drug test in accordance with appropriate HHS Regulations.G. The Union will be given copies of sanitized laboratory performance test results as provided tothe Department.H. If the finding is positive, Management will provide information about and access to drugtreatment and rehabilitation programs as described under DOI, HHS, Employee AssistanceProgram guidelines, and this Master Agreement.I. Personnel who will administer the drug tests will meet the criteria, standards or requirements ofthe HHS guidelines.J. Drug Testing will not be used to retaliate against bargaining unit employees.K. Employees shall not be required to disclose the legitimate use of a specific drug at the outset ofthe program. Employees will have an opportunity to provide medical documentation supportinglegitimate usage upon a confirmed positive test result. Evidence to justify a positive result mayinclude, but is not limited to: a valid prescription or a certificate from the individual’s physicianverifying a valid prescription. The MRO shall have the final determination.34
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 28 and 29: Article 8Orientation of New Employe
Page 30 and 31: Section 4. Avenues of RedressEmploy
Page 32 and 33: Notice to families of employees inv
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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