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

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Section 7. The Employer will provide the Union on a quarterly basis the number of formal andinformal complaints processed at the installation. The Employer agrees to provide Local 2049with copies of the Quarterly Statistical Report that is provided to Headquarters USA TECOM aslong as that report is required, and further agrees to provide the Union a copy of the AffirmativeAction Annual Accomplishment Report and Update.Section 8. The Employer has the right to administer appropriate discipline in instances where anyindividual has been properly found to have engaged in discriminatory acts in accordance withapplicable law and regulation.Section 9. The Employer agrees to evaluate the EEO program against the standards promulgatedby federal statutes and/or policies relating to equal employment opportunities and affirmativeaction programming. The Employer further agrees to allow the Union, through the Union'sparticipation on the Affirmative Action Committee, Hispanic EEO Committee, and the FederalWomen's Program EEO Committee, to submit information and suggestions regarding bargainingunit members' EEO concerns.45
ARTICLE 22PERFORMANCE APPRAISALSection 1. The parties agree that the performance appraisal system shall conform with therequirements of applicable laws, regulations, and the provisions of this Article.Section 2. The parties agree that employee participation in the establishment of the performanceplan is desirable and will be encouraged. The performance plan will be job-related, and will beconsistent with the position description and organizational goals. Employees and supervisorsshall meet at least annually to discuss the performance plan to be applicable for the coming ratingperiod. Responsibilities/objectives shall be in writing and communicated to the employee.Performance expectations will be properly documented in accordance with applicable regulations.Changes may be made by the Employer during the rating period and will be initialed by theemployee and supervisor. If there is no agreement on the performance expectations, theEmployer will decide and will so advise the employee.Section 3. The minimum rating period for an annual performance appraisal is one hundred twenty(120) days. Special appraisals, when available, will be considered by rating supervisors whenpreparing an annual performance appraisal, and will be provided to the Senior Rater forconsideration. If the employee's appraisal is to be postponed and the employee is otherwiseeligible for a within-grade increase in accordance with applicable law and regulations, the increasemust be processed if the employee's current rating is Level 3 or better.Section 4. Annual performance ratings are effective as of the date approved and remain theemployee's current, official rating until replaced by another annual rating.Section 5.a. The appraisals given employees by their supervisors shall be objective and the performanceplans should document expectations based on organizational mission and goals. If the employeebelieves the criteria stated in this section have not been met, he/she may grieve through thenegotiated grievance procedure. All appraisals for bargaining unit employees will be prepared inaccordance with applicable regulations and the following:(1) Supervisors will discuss the employee's job performance with them in privatesurroundings annually or more often as required by applicable regulations or policy.(2) Identified shortcomings in the employee's performance shall be communicated to theemployee. The Employer will suggest ways for the employee to improve his/her performance inorder to satisfactorily perform duties at expected levels.46
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 and 44: Section 5. Bargaining unit employee
Page 45: ARTICLE 21EQUAL EMPLOYMENT OPPORTUN
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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