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

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ARTICLE 20JOB DESCRIPTIONSSection 1. Each employee is entitled to a job description which meets the standards of adequacyestablished by applicable Office of Personnel Management and Department of Army regulations.Job descriptions shall be reviewed annually by management and employees for accuracy.Section 2. If a bargaining unit employee questions the accuracy of his/her job description, he/shewill use the negotiated grievance procedure contained in Article 11 to resolve this issue.Section 3. A bargaining unit employee who requests a review of the title, series, grade or paycategory of his/her job is encouraged to present a position classification complaint orally beforefiling an appeal, although not required to do so. If the employee elects to present the complaintorally, appropriate supervisor/representatives of the Employer will discuss the matter with theemployee and explain the basis upon which the job has been evaluated. The employee may have aUnion representative present at this discussion if requested. If the employee is satisfied with thediscussion, no further action will be taken. If the Employer/supervisor determines that there arespecific questions concerning the employee's official job description which might affect the title,series, grade, or pay category of the position, the Employer may conduct an audit of thebargaining unit employee's job in order to determine the proper classification. A Unionrepresentative may be present during a job audit of the classification issues under contention,subject to the following:a. The accuracy of the official job description must have been questioned, andb. The employee must have specifically requested in writing the presence of a representative.Regardless of whether the Employer conducts a job audit of the employee's position, any changesin pay category, title, series, or grade resulting from the oral classification complaint will be madepromptly and the case closed. If the bargaining unit employee is dissatisfied with the results ofhis/her oral classification complaint, he/she may submit a position classification appeal in writing.General Schedule employees may appeal to the Department of Army first and then to the Office ofPersonnel Management if dissatisfied, or may appeal directly to the Office of PersonnelManagement.43
ARTICLE 21EQUAL EMPLOYMENT OPPORTUNITY (EEO)Section 1. The Employer agrees it shall not discriminate regarding employment or conditions ofemployment because of race, color, religion, sex, national origin, age, or handicapping conditionsin accordance with applicable laws and regulations. It has been and shall remain the policy of theEmployer that employment practices of the Employer will demonstrate full adherence to the letterand spirit of federal government policy and laws guaranteeing equal employment opportunity toall persons. The Employer and the Union agree to cooperate in providing equal opportunity inemployment for all persons and in promoting the full realization of equal employment opportunity.Section 2. The Employer agrees that the Union shall have one primary and one alternaterepresentative to the Equal Employment Opportunity Affirmative Action Committee. Thealternate representative shall act for the primary representative in his/her absence. The Unionrepresentative will serve as a full participating member in all activities and deliberations of theCommittee.Section 3. The Employer agrees to select Equal Employment Opportunity Counselors consistentwith Department of the Army regulations and guidance. Consideration for selection of EEOCounselors will include individuals nominated by the Executive Board, Local 2049. TheEmployer agrees to maintain sufficient numbers of EEO Counselors to provide effectivecounseling services, and will attempt to maintain twelve (12) counselors. EEO Counselors shallbe available to employees upon request for the purpose of making inquiry into their complaints ofdiscrimination. The Employer shall insure that EEO Counselors selected shall meet establishedregulatory criteria. EEO Counselors are required to make necessary inquiry into complaints ofdiscrimination. EEO Counselors will be free from restraint, interference, harassment, coercion,discrimination, or reprisal in connection with the performance of their duties. The Employer willinsure that EEO Counselors understand the representational obligations and prerogatives of Local2049 as it relates to EEO matters.Section 4. Allegations of discrimination have been excluded from coverage by the provisions ofthe negotiated grievance procedure in Article 11. Bargaining unit employees may pursueallegations of discrimination through the statutory EEO complaint system.Section 5. An installation Affirmative Action Plan insuring equal employment opportunity in allaspects of employment and personnel practices will be published by the Employer. Two (2)copies of the published Affirmative Action Plan will be distributed to the Union.Section 6. A unit employee discussing a problem of alleged discrimination with an EEOCounselor may have a Union representative present, if the employee so desires.44
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 and 24: ARTICLE 12ARBITRATIONSection 1. If
Page 25 and 26: Section 10. The arbitrator's decisi
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: Section 5. Bargaining unit employee
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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