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(a) Result in a conflict of interest or position,(b) Conflict with priority needs of the government, or(c) Whose release gives rise to unreasonable costs.The employee will designate his or her representative (who may be a Union representative) andany changes in representative in writing to the supervisor.(3) Ten (10) workdays to answer orally and in writing.(4) A written decision as soon as possible, but not later than thirty (30) days after thenotice period expires. The decision must(a) Specify the instances of unacceptable performance on which the action is based.Only instances of unacceptable performance which occurred in the one (1) year period before thedate of the advance notice may be used to support the decision. Only those instances included inthe advance notice may be relied on to support the final decision.(b) Be concurred on by a higher level official than the one who proposed the action.If the decision is not rendered by a higher level official, the higher level official's concurrence mustbe documented. (This requirement does not apply when the action is proposed by the Secretaryof the Army.)(c) State the effective date of the action.(d) Inform the employee of applicable grievance and appeal rights.(e) Inform the employee of his/her right to a Union representative.(f) When a decision to remove an employee based on unacceptable performance hasbeen made by the Employer, the notice of decision will be delivered to the employee before thetime the action will be effective. The Employer agrees that when a decision to reduce anemployee in grade based on unacceptable performance has been made, the employee will be giventen (10) workdays from the date of the letter of decision to reduce his/her grade before the actionbecomes effective.c. Improvement in the employee's performance during the notice period will be taken intoaccount along with the employee's answer in the final decision. If, as a result of the employee'sreply or improvement in his or her performance, it is decided to withdraw or cancel the action, theemployee shall be so notified in writing.49
Section 3. When informal corrective actions do not result in improvement in performance andthere is reason to suspect alcohol or other drug abuse, the supervisor will offer information onavailable services provided for in Article 26 and the Alcohol and Drug Abuse Prevention andControl Program. The procedures of the Department of Army Alcohol and Drug AbusePrevention and Control Program will be made available to any employee who so requests.Actions to reduce in grade or remove bargaining unit employees for unacceptable performanceresulting from alcohol or other drug abuse will be postponed for ninety (90) calendar days forthose employees enrolled in and satisfactorily progressing in an approved rehabilitation program.Section 4. The Employer will consider deferring the action for those individuals who providewritten medical certification of a disability to the Employer which was related to the unacceptableperformance.50
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 and 46: ARTICLE 21EQUAL EMPLOYMENT OPPORTUN
Page 47 and 48: ARTICLE 22PERFORMANCE APPRAISALSect
Page 49: ARTICLE 23REDUCTION IN GRADE AND RE
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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