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

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Section 10. Inclement Weather ConditionsA. If Management must close a facility because of severe weather conditions or an emergencysituation, as determined by Management, administrative leave will be granted to those employeeson official duty in accordance with applicable law and regulation. If this decision is made priorto the start of the business day, a reasonable mechanism will be established to inform employeesat the local worksite.B. When inclement weather conditions exist, a reasonable effort will be made to provide directionto bargaining unit employees at Indian Affairs worksites that is similar to the direction providedto employees of other similarly situated federal, state, or local agencies by their respectivemanagement officials.C. In the event of an early closing of a facility, employees will be notified as promptly as possibleafter the decision is made that they may leave work at no charge to the employee’s personalleave account or loss of pay. The early dismissal will have no effect on the leave or pay ofemployees not in duty status when the dismissal became effective.D. It is recognized that Management is not required to, but may, grant administrative leave pursuantto this Section if an employee residing outside the commuting area is precluded from reachingwork when those residing within the commuting area are able to reach work. This will be fairlyapplied on a case by case basis.Section 11. Religious LeaveIt is agreed that every effort will be given to accommodating the employee in meeting their religiouscommitments in attending various tribal or secular ceremonies by allowing the flexibility in grantingappropriate leave (which may also include a combination of various types of leave). Advancecollaboration between the employee and his/her supervisor will be required in order to address workloadrequirements. An employee may also request the opportunity to perform compensatory overtime workfor the purpose of taking compensatory time off.65
Article 18Merit Promotion and Non- Competitive PromotionsApplies Only to Title 5 EmployeesSection 1. GeneralThe purpose and intent of this Article is to ensure that employees are given full and fair considerationfor advancement and to ensure selection from among the best-qualified candidates. All positions shall besubject to Indian Preference in accordance with United States District Court for the District of ColumbiaCivil No. 04-01215 dated December 12, 2008. Actions under a promotion plan, whether inidentification, qualification, evaluation, or selection of candidates or any other phase of the promotionprocess, shall be made without regard to political, religious, or labor organization affiliation or nonaffiliation,marital status, race, color, sex, national origin, non-disqualifying physical disability, sexualorientation, or age, and shall not be based on any criteria that are not job-related, including favoritismbased on personal relationship, patronage, or nepotism.Section 2. Application of Competitive ProceduresA. Competitive procedures apply to the following actions:(1) Permanent promotion to a higher-graded position or to a position with a higher fullperformance level than previously held on a permanent basis in the competitive service.(2) Temporary promotions for more than 120 calendar days or details for more than 120calendar days to a higher-graded position or to a position with greater promotionpotential than previously held on a permanent basis in the competitive service.(3) Selection for training which is part of an authorized training agreement required beforean employee may be considered for promotion.(4) Reassignment, transfer or change to a lower-graded position with promotion potentialgreater than any position held on a permanent basis in the competitive service.(5) Reinstatement to a permanent or temporary position at a higher grade with a higher fullperformance level than any position previously held on a permanent basis in thecompetitive service.(6) Promotions due to the addition of substantive, new and higher-graded duties when thenew position is not a clear successor to the old position or there are other employeesserving in similar or identical positions within the organizational unit to whom the newduties could have been assigned.B. Competitive procedures do not apply to the following actions:66
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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
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 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 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
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Section 13. Student/Teacher RatiosE
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D. Official Personnel Folder (OPF).
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C. Employees will have an opportuni
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A. Management will provide a list o
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Article 34Negotiation and Supplemen
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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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