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

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Section 1. The Employer will meet and discuss with the Union any review of a function forcontracting out within the bargaining unit, prior to any such review. The Employer will acceptand consider input and recommendations from the Union regarding data to be included in thePerformance Work Statement (PWS), prior to its finalization, and will consider the views of theUnion regarding other aspects of the contracting out study throughout the process. Throughoutthe contracting out decision process the Employer will provide to the Union material requestedand allowable for release under government regulations and the Freedom of Information Act.Section 2. The Employer agrees that any contracting out of work normally performed bybargaining unit employees will be in accordance with applicable laws.Section 3. The Employer will notify the Union promptly after a final decision has been made oncontracting out of work performed by bargaining unit employees. When a decision is made tocontract out work performed by bargaining unit employees, the Employer will negotiate with theUnion with respect to the impact of the contracting out on bargaining unit employees, and willmake reasonable efforts to minimize the adverse consequences of its decision on those employees.The Employer agrees to consider retraining and reassignment for those bargaining unit memberswho might otherwise be separated under Reduction-in-Force (RIF) procedures, consistent withthe remaining mission requirements and staffing needs of the Employer.ARTICLE 31REDUCTION-IN-FORCE63
Section 1. Through careful planning and use of other administrative techniques, the Employerwill attempt to minimize the adverse impact of a Reduction-in-Force (RIF) on bargaining unitemployees. This agreement and Office of Personnel Management and Department of the Armyregulations covering RIF procedures for employees in the competitive service will be utilized bymanagement in carrying out its responsibilities throughout the RIF process.Section 2. The Employer agrees to inform the Union of an impending RIF affecting bargainingunit employees as far in advance of the RIF notices as practicable. Impact bargaining shallcommence upon request of the Union in accordance with Article 11, Negotiations.Section 3. A specific RIF notice will be given to affected bargaining unit employees not less thansixty (60) days prior to the effective date of the RIF and will include but not be limited to:a. The specific RIF action to be taken.b. The effective date of the action.c. The employee's competitive area, level, sub-group, and service date.d. The place where the employee may inspect the regulation and records pertinent to his/hercase.e. The reasons for retaining a lower standing employee in the same competitive level due tocontinuing exception or temporary exception.f. Grade and pay retention information.g. Why this is the best offer available.h. The employee's appeal rights.i. Information on out-placement programs.Section 4. In the event of a RIF, existing vacancies in the competitive area will be utilized to themaximum extent practicable to place bargaining unit employees in continuing positions whowould otherwise be separated. In addition, adversely affected employees may be considered forvacancies in other competitive areas within the bargaining unit after placement consideration intheir competitive area has been completed.Section 5. At all stages of the RIF process, the Union will have the opportunity to review allapplicable job descriptions and retention registers, including any updated or changed job64
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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
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g. Negotiation. Bargaining by repre
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ARTICLE 6MANAGEMENT RIGHTSSection 1
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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 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: Section 1. It is agreed that the Em
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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