ARTICLES
PURPOSE & AUTHORITY
PARTIES
LABOR-MANAGEMENT COMMITTEE
UNION REPRESENTATIVES
UNION MEMBERS ON COMMITTEES
UNION USE OF CENTER FACILITIES
PARKING
BLOOD DONATIONS
WORK SCHEDULES
ANNUAL LEAVE
SUBSTANCE ABUSE
CENTURY SQUARE
HOLIDAYS
RETIREMENT COUNSELING
TRAINING INFORMATION
LEAVE FOR UNION OFFICIALS
SEARCH OF LOCKERS
ARTICLE 1 PURPOSE & AUTHORITY
The purpose of this agreement is to supplement the Master Agreement between the VA
and the AFGE (hereinafter referred to as the Master Agreement), as provided for
in Article 5 of the Master Agreement.
ARTICLE 2 PARTIES
The provisions of this supplemental agreement apply only to The Seattle VAMC
(hereinafter referred to as Management) and Local 3197, AFGE (hereinafter
referred to as Union).
ARTICLE 3 LABOR/MANAGEMENT COMMITTEE
1. Once each month, a meeting will be held between the parties to discuss
matters of concern to either party. Any matter requiring specific action will
be reduced to writing and will be given to the other party at least three
(3) workdays prior to the meeting. These meetings may be cancelled by
mutual consent.
2. The Union will be represented by the President or designee, and no
more than two (2) other Union Officials. Management will be represented
by the Associate Director and Personnel Officer or their designees.
3. Management will be responsible for taking minutes. Three copies of
the minutes will be furnished to the Union President.
ARTICLE 4 UNION REPRESENTATIVES
1. Management agrees to recognize the steward system. The steward system
will consist of one Chief Steward, one Steward-at-Large, and stewards not
to exceed 15. All stewards must be bargaining unit members of VAMC Seattle.
2. Each steward except the Chief Steward and Steward-at- Large shall be
assigned responsibility for one or more specific Service(s). Normally,
employees must use the steward assigned to their Service, or the Chief
Steward or Steward-at-Large. Stewards will be assigned in a manner to
allow unit members ready access to a representative.
3. Each steward/union official will be allowed a reasonable amount of
excused absence during each contract year to perform authorized
representational duties as long as these duties do not substantially
interfere with the performance of their official duties.
4. The steward and the employees must obtain permission from his/her
supervisor to leave the worksite relative to conducting authorized
union business. Upon returning, the steward will again check in with
the supervisor. Except in cases of emergencies and/or workloads,
stewards will be granted permission to perform authorized representational
duties on a timely basis.
ARTICLE 5 UNION MEMBERS ON COMMITTEES
1. The Union may have one member and one alternate to serve on the facility
Safety Committee.
2. The Union may have one member and one alternate to serve on the EEO Committee.
3. The Union may have one member and one alternate to serve on the Training
and Development Subcommittee.
4. Attendance at the meetings will be on the clock if these Union members
would otherwise be in a pay status.
ARTICLE 6 UNION USES OF CENTER FACILITIES
1. Management agrees to furnish the Union with a room for the purpose of
conducting matters directly relating to the Civil Service Reform Act and
pertaining to the employees in The unit under these conditions:
a. That the space is not required for the immediate needs of the Center.
b. Management retains the right to terminate the use of the space anytime
a need arises in its operations. Management will advise the Union thirty (30)
days in Advance of termination and provide the Union with alternate space.
c. Such use will not injure the space in question.
2. Office furniture, equipment, and supplies wilt be furnished by the Union
for their own use.
3. An outside telephone line may be installed providing the Union assumes
responsibility for all costs including installation charges, service fees, and
monthly charges. The Center will also provide an in-house phone. The Union
assumes all long distance costs charged to this phone. The Union's in-house
telephone number will be listed in an appropriate section of the Center's telephone
directory.
4. Internal business of the Union, such as solicitation of membership, collection
of dues, election of officers, and other business of this nature, will be conducted
during the non-duty hours of employees.
5. Management will furnish four (4) bulletin boards for the use of the Union; three
(3) to be located at the Center, the fourth at the satellite activity. Mate¬rial posted
will conform to the requirement of VA Manual MP-5, Part 1, Chapter 711.
ARTICLE 7 PARKING
1. Management will consult with the Union on problems and changes in parking, which might
affect members of the unit.
2. Employees who part on the Center's grounds will properly register their vehicles in
accordance with Center policy.
3. Areas will be designated for employee and volunteer parking.
4. Evening and night personnel are authorized to park in any lighted parking area except
areas reserved for wheelchairs, carpools, and government vehicles.
ARTICLE 8 BLOOD DONATIONS
When an employee donates blood without remuneration, three (3) hours of excused absence will
be authorized.
ARTICLE 9 WORK SCHEDULES
1. Management will establish work schedules in accordance with applicable laws, VA policies
and regulations, and the need for the services provided by this health care facility. The basic
work week consists of forty (40) hours, within the administrative week of seven (7) consecutive
days, Sunday through Saturday.
2. The normal work schedule for full-time employees will provide for:
a. No more than seven (7) consecutive days of work.
b. Two (2) consecutive non-duty days each week.
c. Except for emergencies, there will be an interval of not less then ten (10) hours between
shifts. An employee will not be assigned to more than two (2) tours of duty within any basic workweek.
Usually, days off will be given before rotating to the 12:00 p.m. - 8:00 a.m. night tour (and following
the 3:30 p.m. - 12:00 p.m. evening tour). Exceptions to a, b, or c may be made by mutual written agreement
between employees and supervisors.
3. Normally, work schedules will be posted two (2) weeks but in no event, less than 10 (10) calendar
days in advance. In the event of change of normal work schedules, employees will be notified thirty-six
(36) hours in advance. In emergency situations when a change in a posted schedule is made, the supervisor
will explain to the employee at the earliest practicable time why the change is necessary.
4. Where days off are rotated, employees will be usually be scheduled for at least one, two or three-day
weekend out of every six. Individual work units may develop a mutually satisfactory plan for rotating days
off, if they provide for necessary personnel to carry out the essential work of the unit. Special requests
for days off may be granted as staffing permits. Such request will be made four (4) weeks in advance in
accordance with the staffing plans of the work unit.
5. After adequate orientation, extended tours of evening or night duty may be granted on the basis of
employee's preference, qualifications, available openings, and are contingent on the employee's satisfactory
performance, including attendance. Employees assigned to indefinite tours may be reassigned to days to
accomplish training needs.
6. Except for emergencies, one 15-minute rest period is granted during each 4-hour period of work.
Rest periods will not be continuations of the lunch period, and will not be granted immediately after
the beginning of the workday nor immediately before quitting time. Rest periods will be regulated so
as to maintain essen¬tial services.
7. Normally, employees will be scheduled for an 8-hour tour of duty, which shall be divided into two parts by a non-duty lunch period. Employees whose tours of duty include a scheduled lunch. In duty status will eat their lunch at their work place.
8. Time will be allowed, consistent with the nature of work performed, for employees to change and clean up prior to the eating period and at the end of the workday. The supervisor is responsible for determining the amount of time needed.
ARTICLE 10 ANNUAL LEAVE
1. To avoid conflicts, each service will establish a schedule or schedules, which will provide an opportunity for each employee to plan a one or two¬ week vacation providing they have accrued enough time for this leave. Vacations exceeding two weeks duration are permissible with specific approval of the approving official concerned. Employees will submit their leave date preference according to the system established by their particular service but in no case less than fifteen (15) days prior to
2. Conflicts in selection of preferred vacation dates will be resolved in favor of the employee with the most total Federal Service as indicated by their Service Computation Data. If the same conflict arises in consecutive years, the first choice will be rotated. If an employee does not select a vacation Date within the specified time limits, the leave will be scheduled as close as possible to the preferred date, but in No case will be permitted to bump an employee whose dates have been established regardless of the length of service of either employee. Exceptions may be made by mutual consent of all concerned.
3. In cases of unplanned leave, not of an emergency nature, the employee will present the request to the approving official as far in advance of the requested leave date or dates as possible. Where sufficient advance request has been made, the employee will be notified of approval/disap¬proval as possible.
4. Where there is a need for emergency annual leave, the employee will notify his or her supervisor or person in charge either by telephone or in person of the need for emergency leave. The employer will have available a telephone extension and the name or names of persons authorized to approve/disapprove request relative to emergency situations that may arise during the evening /night tour. Each designated official will devise and publicize a method for their employees to be able to reach the official during their off duty hours.
ARTICLE 11 SUBSTANCE ABUSE
1. Management and the Union recognize substance abuse as treatable health problems. For the purposes of this agreement, Substance Abuse (Alcoholism and Drug Abuse) is defined as a health problem in which the employee's job performance is impaired as a direct consequence of the abuse of alcohol or drugs.
2. Management has established an employee substance abuse policy statement.
3. Employees identified a having this health problem will receive the same consideration and offers of assistance that are presently extended to employees with other illnesses.
4. Management's concern with an employee's use of alcohol or drugs is limited to such us as may affect job performance or the efficiency of the service.
5. The Medical/Counseling records of the employee with a substance abuse problem are confidential and will be safeguarded in the same manner as any other medical record.
6. Neither Management no the Union condones employee drug activity, which is contrary to law. When there is good reason to believe criminal conduct is directed towards the person or property of others, the first obligation is to those persons or proper¬ties and then to the employee(s) involved.
ARTICLE 12 CENTURY SQUARE
A clean area will be provided for rest breaks and lunch for Fee Basis Century Square employees.
ARTICLE 13 HOLIDAYS
The number of employees scheduled for duty on holidays will be held to the minimum, consistent with patient care needs and the Medical Center's mission. When scheduling holiday coverage, supervisors will consider the needs of the Service, and job requirements. The personal desires of the employee will be considered insofar as possible. Holiday assignments may be exchanged by mutual consent of all parties involved and approval of the supervisor.
ARTICLE 14 RETIREMENT COUNSELING
Employees who wish to discuss retirement during their working hours with a representative of the Personnel Service will make arrangements through their supervisor. When Retirement Seminars are given by OPM or the VAMC, employees who are eligible for retirement or who are within Three years of becoming eligible, will be afforded the oppor¬tunity to participate once in such Retirement Seminars. Payment of tuition costs is at Management's discretion.
ARTICLE 15 TRAINING INFORMATION
Information on education and training opportunities will be made available to employees on request.
ARTICLE 16 LEAVE FOR UNION OFFICIALS
A requests for Union Officials for Union related purposes will be routed to the Personnel Officer who will coordinate the matter, i.e. discuss the request with the appropriate supervisor, notify the Union regarding approval/disap¬proval, or other arrangements.
ARTICLE 17 SEARCH OF LOCKERS
When Management determines that a search of employee lockers is necessary, employees will be an opportunity to be present. The exception would be in cases of emergency.
