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

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or reprisal will be practiced as a result of an employee's reporting of an unsafe practice orcondition.Section 7. The Employer shall make every effort in accordance with law and regulation to insurethat no employee shall be required to perform any work on a machine or in an area whereconditions exist that are unsafe or detrimental to health as determined by either the SafetyDivision or the Occupational Health Office. The Employer also will make every effort inaccordance with law and regulation to insure that no employee shall be required to work alone orwithout a co-worker in any area which has been identified by the Safety Division as an area inwhich it is dangerous to work alone.Section 8. Employees will promptly report conditions which may be detrimental to their healthand safety. If there is any doubt regarding the safety of existing working conditions, the problemwill be referred to the appropriate Safety or Occupational Health official for a ruling. When it isnot possible to obtain Employer concurrence beforehand, an employee may decline to perform hisor her assigned task because of a reasonable belief that under the circumstances the task poses animminent risk of death or serious bodily harm coupled with reasonable belief that there isinsufficient time to seek effective redress through normal hazard reporting and abatementprocedures. In such case the employee will notify the Employer as soon as possible. Theemployee may grieve the decision of the Safety Division or the Occupational Health Office withinfifteen (15) days of the decision, or if no decision has been rendered, within thirty (30) days of theincident, at Step 3 of the negotiated grievance procedure.Section 9. When a health and safety hazard is identified, appropriate disposition of identifiedhazards will be accomplished in accordance with OSHA, 29 C.F.R 1910 and 1960, andDepartment of Army regulations. Posting of notices of hazard will be accomplished inaccordance with 29 C.F.R. 1910 and 1960.Section 10. On-the-job Injury or Illness. Employees will report to their supervisor as soon aspossible regarding all injuries or illnesses which occur on the job. If the employee is physicallyunable to do so, this may be accomplished by a Union representative or personal representative.a. In case of serious on-the-job injury or illness or death of an employee, the employee'ssupervisor shall notify the appropriate Union steward as soon as practicable.b. Upon becoming aware that an employee under his/her supervision has suffered an on-thejobinjury, the supervisor will insure that the employee receives prompt medical treatment asrequired. The employee then will be counseled by his/her supervisor on the procedures for filingclaims for benefits under the Federal Employees' Compensation Act. The supervisor will insure tothe extent possible that forms are properly completed. A Union steward may be in attendance forthis counseling. Additional counseling will be provided by a representative of the Directorate ofHuman Resources if the employee desires to make an appointment for this purpose.55
c. The Employer and the Union agree that bargaining unit employees and their supervisorsshould cooperate in promptly and correctly completing appropriate report forms and any othernecessary documents, and will forward them to the Directorate of Human Resources. TheEmployer shall process and promptly forward to the Officer of Workers' Compensation Programsemployee and Employer documentation required when an employee sustains an on-the-job injuryor contracts an occupational disease and elects to file a claim.d. Every reasonable effort will be made by the Employer to provide work assignments toemployees who have been injured on the job or otherwise disabled, when it has been determinedby the Employer's medical authority that they are able to resume work. The Employer agrees thatwhere differences of medical opinion occur, necessary consultation between the Employer's andemployee's medical authorities will be undertaken, to include consultation with medical specialistsas required.Section 11. Health Services and Preventive Medicine. The Employer agrees to provideimmunization against communicable diseases to all employees requesting it where it is authorizedby the Health Clinic Commander. As required by proper medical authority, complete physicalcheckups will be provided for employees engaged in work that is considered to be hazardous totheir health or safety. The extent and frequency of the exams will be determined by theappropriate medical authority. Employees are authorized all available services and benefitsprovided for in applicable law and regulation.Section 12. Training. Although employees are basically qualified to perform their duties, theEmployer recognizes the need for specific training and update training to promote employeesafety and a minimum loss of staff hours due to preventable injuries. The Employer agrees toconsider training as a means to insure that all bargaining unit employees are informed of safeworking habits and practices appropriate to their jobs. Additionally, supervisors shall instructemployees in safe working habits, practices, and procedures with regard to specific jobassignments and shall insure that manuals and regulations relating to safety and health areavailable to all employeesSection 13. In the event that the parties agree that a particular work situation may warranthazard pay differential, but is not covered by an existing hazard pay category established by theOffice of Personnel Management, action will be taken to request establishment of an additionalcategory.56
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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 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: ARTICLE 25SAFETY AND HEALTHSection
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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