TABLE OF CONTENTS Article Subject Page 1 Preamble and ...

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Section 4. When the Employer and the Union agree to the facts at issue and believe that anarbitration hearing would be unnecessary, the parties may submit in writing a joint stipulation offacts to the arbitrator with a request that a decision be rendered based upon the facts jointlypresented.Section 5. A submission to the arbitration hearing should be used when a formal hearing isnecessary to develop and establish facts relevant to the issue. In this case, a formal hearing isconvened and conducted by the arbitrator. The arbitration hearing shall be held on the Employer'spremises during the regular day-shift hours of the normal basic work week. The aggrievedemployee, his/her Union representative, and the employee witnesses who have direct knowledgeof the circumstances and factors bearing on the case shall be excused from duty for a reasonableperiod of time without loss of pay or charge to annual leave to prepare for arbitration. Theaggrieved employee and his/her Union representative will be granted official duty time toparticipate in the arbitration proceeding. All witnesses of both parties will be present at thebeginning of the arbitration session. If the arbitrator determines that time will not permitwitness(es) to testify on that day, or that the presence of a particular witness is not otherwiserequired, the employee(s) will return to their worksite. The Employer agrees to assure that allwitnesses otherwise in a duty status will be readily available to testify as required by the arbitrator.Employee participants assigned to tours of duty other than the regular day-shift will betemporarily placed on the day-shift for the day(s) of the arbitration hearing. Travel costs,overtime, and other expenses of employee participants shall not be borne by the Employer.Section 6. In considering grievances concerning actions based on unacceptable performance andadverse actions appealable to the Merit Systems Protection Board, the arbitrator shall begoverned by Section 7701(c)(1) of Title 5, United States Code, as applicable.Section 7. The arbitrator will be requested to render his/her decision as quickly as possible, but inany event not later than thirty (30) calendar days after the conclusion of the hearing unless theparties mutually agree to extend the time limit.Section 8. The arbitrator shall have no authority to add to, change, modify, alter, or delete anyprovision of this agreement. The authority of the arbitrator will extend to the interpretation ofagency regulations, provisions of law, or regulations of appropriate authorities outside the agency.The arbitrator will make no findings of fact, recommendations, or interpretations of thisagreement except to the extent necessary to resolve the issue(s) submitted or determined.Section 9. The arbitrator's fee and expenses shall be borne equally by the parties. The Employerand the Union shall share equally the expense of any mutually agreed upon services in connectionwith the arbitration. The parties shall bear their own individual expenses during the arbitrationproceedings.23
Section 10. The arbitrator's decision shall be binding on the parties. However, either party mayfile exceptions to the arbitration award in accordance with the provisions of Title VII of the CivilService Reform Act and the Rules and Regulations of the Federal Labor Relations Authority.24
Page 1 and 2: TABLE OF CONTENTSArticle Subject Pa
Page 3 and 4: ARTICLE 1PREAMBLEIn accordance with
Page 5 and 6: ARTICLE 3RECOGNITION AND UNIT DESIG
Page 7 and 8: g. Negotiation. Bargaining by repre
Page 9 and 10: ARTICLE 6MANAGEMENT RIGHTSSection 1
Page 11 and 12: ARTICLE 8UNION RIGHTS AND REPRESENT
Page 13 and 14: Section 7. Union officers and stewa
Page 15 and 16: ARTICLE 9UNION-EMPLOYER MEETINGSSec
Page 17 and 18: a. The negotiating teams of each pa
Page 19 and 20: ARTICLE 11GRIEVANCE PROCEDURESectio
Page 21 and 22: initiated within twenty (20) workda
Page 23: ARTICLE 12ARBITRATIONSection 1. If
Page 27 and 28: c. The Union will submit the comple
Page 29 and 30: ARTICLE 14USE OF OFFICIAL FACILITIE
Page 31 and 32: ORIENTATION OF NEW BARGAINING UNIT
Page 33 and 34: d. Where the work is in confined sp
Page 35 and 36: Section 12. An employee whose perso
Page 37 and 38: Section 6. The Employer and the Uni
Page 39 and 40: certificate. Normally, the employee
Page 41 and 42: efore the requested leave is to beg
Page 43 and 44: Section 5. Bargaining unit employee
Page 45 and 46: ARTICLE 21EQUAL EMPLOYMENT OPPORTUN
Page 47 and 48: ARTICLE 22PERFORMANCE APPRAISALSect
Page 49 and 50: ARTICLE 23REDUCTION IN GRADE AND RE
Page 51 and 52: Section 3. When informal corrective
Page 53 and 54: a. Of the specific reasons for the
Page 55 and 56: ARTICLE 25SAFETY AND HEALTHSection
Page 57 and 58: c. The Employer and the Union agree
Page 59 and 60: in which a bargaining unit employee
Page 61 and 62: ARTICLE 27INCENTIVE AWARDSSection 1
Page 63 and 64: Section 1. It is agreed that the Em
Page 65 and 66: Section 1. Through careful planning
Page 67 and 68: f. Bargaining unit employees who su
Page 69 and 70: ARTICLE 33SECURITY GUARDSSection 1.
Page 71 and 72: a. Every reasonable attempt shall b
Page 73 and 74: ARTICLE 35DRUG TESTINGSection 1. Th
Page 75:
ARTICLE 36DURATION OF AGREEMENTSect
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