COLLECTIVE BARGAINING AGREEMENT 

BETWEEN 

DLA DOCUMENT SERVICES SAN DIEGO 

AND 

INTERNATIONAL ASSOCIATION MACHINISTS 

& 

AEROSPACE WORKERS, DISTRICT NO 725 

LOCAL LODGE 726 

NOVEMBER 2011 
á
COLLECTIVE BARGAINING AGREEMENT

BETWEEN

DLA DOCUMENT SERVCES SAN DIEGO

AND

INTERNATIONAL ASSOCIATION OF MACHINISTS

& 

AEROSPACE WORKERS, DISTRICT NO 725

LOCAL LODGE 726

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TABLE OF CONTENTS

PAGE

PREAMBLE 5

RECOGNITION AND UNIT DESIGNATION ARTICLE 1 6

PROVISIONS OF LAW AND REGULATION ARTICLE 2 6

CONSULTATION ARTICLE 3 7

RIGHTS AND RESPONSIBILITIES

OF THE EMPLOYER ARTICLE 4 8

RIGHTS OF THE EMPLOYEES ARTICLE 5 9

RIGHTS AND RESPONSIBILITIES

OF THE UNION ARTICLE 6 10

UNION REPRESENTATION ARTICLE 7 11

CIVIC RESPONSIBILITIES ARTICLE 8 13

HOURS OF WORK ARTICLE 9 14

OVERTIME ARTICLE 10 16

TRAINING ARTICLE 11 17

PROMOTIONS AND DETAILS ARTICLE 12 18

JOB/POSITION DESCRIPTIONS ARTICLE 13 18

REDUCTION IN FORCE ARTICLE 14 19

LEAVE OF ABSENCE ARTICLE 15 20

ANNUAL LEAVE ARTICLE 16 21

SICK LEAVE/FAMILY LEAVE ARTICLE 17 23

SAFETY AND HEALTH ARTICLE 18 27

DISCIPLINARY ACTIONS ARTICLE 19 31

GRIEVANCE PROCEDURE ARTICLE 20 32

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ARBITRATION/MEDIATION ARTICLE 21 39

DUES WITHHOLDING ARTICLE 22 42

UNION FACILITIES ARTICLE 23 45

PERFORMANCE STANDARDS ARTICLE 24 45

BULLETIN BOARDS ARTICLE 25 48

CONTRACTING OUT OF 

BARGAINING UNIT WORK ARTICLE 26 49

BENEFICIAL SUGGESTION 

AWARDS PROGRAM ARTICLE 27 50

GENERAL PROVISIONS ARTICLE 28 50

DURATION OF AGREEMENT AND AMENDMENTS ARTICLE 29 52

OFFICIAL TRAVEL ARTICLE 30 58

TELEWORK ARTICLE 31 59

EXECUTION AND AGREEMENT 61 

NEGOTIATED GRIEVANCE FORM APPENDIX A

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NEGOTIATED AGREEMENT 

This Agreement is made by and between the DLA Document Services, San 

Diego, California, hereinafter referred to as the "Employer" and 

International Association of Machinists and Aerospace Workers, 

District 725, Local Lodge 726, hereinafter referred to as the "Union" 

and collectively known as the "Parties". 

 

PREAMBLE 

Whereas it is the intent and purpose of the Parties hereto to promote 

and improve the efficient administration of the Federal Service and 

well being of employees, to establish a basic understanding relative 

to personnel policies, practices, procedures and other matters 

affecting conditions of employment, and to provide a means for 

harmonious relationships and cooperation through the discussion and 

adjustments of matters of mutual interest between the Union and the 

Employer, the Parties hereto agree, and are bound, to the following 

terms and conditions: 

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ARTICLE 1

RECOGNITION AND UNIT DESIGNATION

SECTION 1. The Employer recognizes that the Union is the 

exclusive representative of all the employees within the Unit 

defined in Section 2 below. It is further agreed that this 

Agreement will be in force for any employees or facilities 

accreted to the Employer.

SECTION 2. The Unit to which this Agreement is applicable is 

composed of all General Schedule (GS), and Wage Grade (WG) 

Employees of the DLA Document Services, San Diego, California, 

including its San Diego Centers located at North Island; Naval 

Station San Diego; Point Lorna Center; NMCSD; and Marine Corps 

Base, Camp Pendleton, California. Excluded are all professional 

employees, supervisors, management officials, employees described 

in 5 U.S.C. 7112 (b)(2), (3), (4), (6), and ( 7).

ARTICLE 2

PROVISIONS OF LAW AND REGULATIONS

SECTION 1. This Agreement is governed by existing or future 

laws and the regulations of appropriate authorities, including 

those set forth in published Defense Logistics Agency policies 

and regulations in existence at the time the Agreement was 

approved; and by subsequently published Defense Logistics Agency 

policies and regulations required by law or by the regulations 

of

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appropriate authorities.

ARTICLE 3


CONSULTATION

SECTION 1. The Employer and the Union are obligated to negotiate

in good faith on appropriate matters with the objectives of

reaching an agreement, by the diligent and serious exchange of

information and views, and to avoid unnecessarily protracted

negotiations.

SECTION 2. If the Employer proposes to make changes in personnel

policies and practices or matters affecting working conditions,

the Union will be notified, in writing, a minimum of ten (10)

calendar days, or as soon as possible, in advance of said changes.

If the Union requests formal negotiation, they shall do so by

written notice, and shall include with the notice, their counter

proposals. The Union shall have seven (7) calendar days to

concur, request additional information and/or request

negotiations. If the Union does not make a written request,

including counter proposals, for negotiation within seven (7)

calendar days of the receipt of the information, it will be deemed

to have waived such right. Negotiation shall be scheduled to

commence no later then five (5) calendar days after the Union's

written notice requesting negotiation.
ARTICLE 4


RIGHTS AND RESPONSIBILITIES OF THE EMPLOYER

SECTION 1. The Employer retains the responsibility and rights of

management in accordance with applicable laws and regulations.

Included in this responsibility are the rights:

To determine the mission, budget organization, number of

employees and internal security practices of the agency,

and

In accordance with applicable laws - 5 U.S.C. 7106

(1) to hire, assign, direct, lay off and retain

employees in the agency or to suspend, remove, reduce in

grade or pay or take other disciplinary action against

such employees.

(2) to assign work, to make determinations with respect

to contracting out, and to determine the personnel by

which agency operations shall be conducted.

with respect to filling positions, to make

selections for appointments from among properly ranked

and certified candidates for promotion or any other

appropriate source.

to take whatever actions may be necessary to carry

out the agency mission during emergencies.

SECTION 2. The Union acknowledges and supports the Employer's

right to reassign employees on either a temporary or permanent

basis, from.one plant to another, within the commuting area. Such

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reassignment may be based on fluctuating workload and/or special

skills/knowledge needed from a specific employee.

ARTICLE 5


RIGHTS OF THE EMPLOYEES

SECTION 1. Each employee shall have the right to form, join, or

assist any labor organization or to refrain from any such

activity, freely and without fear of penalty or reprisal and each

employee shall be protected in the exercise of such right. Except

as otherwise provided in this agreement such right includes the

right:

to act for a labor organization in the capacity of

representative and the right, in that capacity, to present

the views of the labor organization to heads of agencies and

other officials of the executive branch of the Government,

the Congress, or other appropriate authorities, and

to engage in collective bargaining with respect to

conditions of employment through representatives chosen by

employees.

SECTION 2. Each employee shall have the right to bring matters of

concern to the attention of appropriate Union representative

and/or appropriate officials of the Employer, through the

appropriate chain -of -command.

SECTION 3. Employees have a right to have the Union present at

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discussions between themselves and supervisors and/or other

representatives of the Employer when the subject for discussion is

to be a grievance or personnel policy or practice or other general

conditions of employment.

SECTION 4. The Union shall be given the opportunity to be present

at any examination of an employee in the Unit by the Employer in

connection with an investigation if:

The employee reasonably believes that the examination may

result in a disciplinary action against the employee, and

The employee request representation.

The Employer agrees to inform unit employees of the above rights

annually, in writing.

ARTICLE 6


RIGHTS AND RESPONSIBILITIES OF THE UNION

SECTION 1. The Union has the right and responsibility to

represent the interest of all employees in the Unit with respect

to grievances, personnel policies, practices and procedures, or

other matters affecting their general working conditions, without

discrimination and without regard to Union membership.

SECTION 2. The names and duty addresses of employees in the unit

will be provided to the Business Representative of the Union

semi-annually. A copy of this Agreement will be provided to each

employee.

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SECTION 3. When a new employee arrives on board, they will be

given a copy of the Negotiated Agreement. The new employee will

be introduced to the representative either in person or

telephonically.

ARTICLE 7


UNION REPRESENTATION

SECTION 1. The Employer will recognize all designated Union

officials as authorized representatives of the Union. The Union

will furnish the Employer with a list of stewards and officers of

the Union, indicating name, telephone number, organization code

and the supervisor to which assigned. Changes in Union stewards

and/or officers will be communicated to the Employer in writing as

they occur; however, newly appointed Union representatives may not

use official time until one (1) workday after the Employer's

receipt of the written notification.

SECTION 2. Union officers and stewards will be given reasonable

and necessary official time by the immediate supervisor to leave

his/her job during normal working hours to perform the following

functions:

To interview the employee, investigate, prepare for, and

present to a manager/supervisor a problem on behalf of an

employee, group of employees, or the Union;

To meet with appropriate representatives of the Employer;
To participate in face-to-face collective bargaining,

including impasse and mediation proceedings; prepare for and

negotiate with management concerning personnel policies,

practices, and matters effecting working conditions.

Prepare for, and participate in labor/management meetings

called for by the Employer.

SECTION 3. The Union agrees to conduct its business in an

efficient manner, and to guard against the use of excessive time

by its representatives in the conduct of their representational

functions. The parties will cooperate in keeping a minimum time

spent away from the job for investigating, presenting and

adjusting grievances.

SECTION 4. Upon receipt of a request for representation, the

steward will seek permission from the immediate supervisor to

leave the job and inform the supervisor of the nature of the

representation function to be transacted, the destination,

estimated time to return to the job, and telephone number of where

the steward can be reached. If the supervisor cannot release the

steward at the time requested, he/she will provide an alternative

date and time for the release, normally the same day contingent

upon workload requirements.

SECTION 5. Prior to entering a work cite undcr thc control of

another supervisor, the steward will first request permission from

the supervisor to contact the employee. Upon completion of

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business, the employee contacted will notify their immediate

supervisor of their return to work. The Union steward will also

notify their immediate supervisor upon his/her return to the job.

SECTION 6. The Employer will notify the Union fourteen (14)

calendar days in advance of any change in work shifts or work

sites involving Union Stewards, whenever possible, so the Union

may arrange for alternate Union representation of unit members

and/or negotiations as appropriate.

SECTION 7. The Employer agrees that any authorized and properly

identified representative of the Union who is not an employee of

the Employer upon proper notification of the Employer may be

allowed into the facility on official union business. Such visits

shall be covered by applicable regulations.

ARTICLE 8


CIVIC RESPONSIBILITIES

SECTION 1. In the event an employee is under summons to serve on a

jury, he/she shall be granted court leave for the time required to

perform such duties. Employees called for such service shall

promptly notify the Employer in order that arrangements may be

made for their absence from work. At the completion of jury duty

the employee will submit to thc Employcr a signcd jury time card

or other satisfactory evidence of the time served on such duties.

Compensation other than expense allowances for such service

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during duty hours will be turned in to the appropriate official of

the Employer.

SECTION 2. The Parties encourage employees to participate in

worthwhile charity drives; however, in no instance shall the

Employer or the Union exercise undue pressure on any employee to

contribute to a charity to which the employee does not wish to

contribute, nor will any reprisals, coercions or undue pressure be

brought to bear or be made against any employee who refrains from

making such contributions, including the purchase of Savings

Bonds.

ARTICLE 9

HOURS OF WORK

SECTION 1. Normally an employee will be scheduled to work the

same hours each day of the basic work week, and the basic work

week will be five (5) 8-hour days with two (2) consecutive days

off. The Parties agree to continue their participation in the AWS

schedule as observed by the host activity. Should there be any

modification to that policy during the life of this Agreement, the

Parties agree to renegotiate the use of AWS at that time. When

exceptions are necessary, or when it becomes necessary for the

Employer to change the shift of one or more employees, the

Employer will first solicit qualified volunteers for such change.

When soliciting volunteers, thc cmploycc with thc noccooary

qualification as determined by the Employer, and the longest SCD

will be asked first, and employees in descending order of

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 seniority until the requirement is satisfied. If the requirement is not 

satisfied, starting with the least senior qualified employee, the 

requirement will be filled. Involuntary changes to the employees' basic 

workweek or involuntary shift assignments will be rotated every 120 days 

among other qualified employees. 

SECTION 2. Changes in tours of duty will be in compliance with applicable 

regulations and this Agreement. Affected employees will be notified at 

least fourteen (14) calendar days in advance, or as far as possible. 

SECTION 3. Notification of any proposed shift changes will be provided 

to the Union prior to implementation. 

SECTION 4. Time Clocks 

In an effort to promote trust, respect and a better working environment,

employees will not be required to punch in or out using time clocks. 

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ARTICLE 10


OVERTIME

SECTION 1. Overtime work shall be paid for at the appropriate

overtime rates per current pay regulations. Employees shall not

be required to perform any work or duty before or after their

scheduled work hours without compensation.

SECTION 2. It is agreed that the assignment of overtime and

holiday work will be made in such a manner as to ensure equitable

distribution. The Employer will maintain a roster of Center

employees at each Center, in order of seniority as determined by

Service Computation Date. When an overtime assignment becomes

available, it will be offered to the first employee on the list

who is qualified to perform the work in question. That employee

will then be checked off, and the subsequent overtime assignment

will be offered to the next qualified employee on the list.

Assignments shall be made in this manner until a full rotation

through the list has been made. If an employee is offered and

declines an overtime assignment, that assignment will count as

overtime worked for the purpose of his/her rotation, and the

employee shall not be offered additional overtime work until

his/her name is reached on the next rotation. The overtime roster

will be made available to employees upon request.

SECTION 3. Whenever possible, one day's advance noticejwill be

given although under some operational and emergency circumstances,

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little or no advance notice will be possible. Prior to assigning 

overtime the Employer shall consider personal circumstances and 

obligations such as childcare, transportation, etc. Barring 

emergency situations, involuntary overtime assignments shall be 

made in accordance with the rotational listing. 

SECTION 4. Employees called in to return to work outside of and 

unconnected with their basic work week shall be paid a minimum of 

two (2) hours overtime work regardless of whether the employee is 

required to work the entire two (2) hours. 

 ARTICLE 11 

TRAINING

SECTION 1. The Employer may provide training to employees which will assist 

in career development and improve operating 

efficiency. 

SECTION 2. When selecting an employee for training, the Employer will consider 

the value of the proposed training to the accomplishment of the mission of 

the Employer as well as equal opportunity for all qualified employees to 

participate in training without regard to race, creed, color, sex, age or 

national origin. 

SECTION 3. All employees will be allowed up to forty (40) hours of paid time 

for formal training in accordance with current DLA policy. This section may 

be subject to renegotiation should the DLA policy change during the life of 

this Agreement. 

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ARTICLE 12


PROMOTIONS AND DETAIL

SECTION 1. Unit promotions shall be made in accordance with

applicable rules and regulations.

SECTION 2. Promotion complaints may be resolved through Article

,20 and 21 of this Agreement.

SECTION 3. Temporary promotions in excess of 120 days will be

made under Merit Promotion Procedures.

SECTION 4. Temporary promotions rather than details will be used

for assignments of bargaining unit employees to bargaining unit

positions at a higher grade if the assignment will last longer

than 90 days.

ARTICLE 13


JOB AND POSITION DESCRIPTIONS

SECTION 1. An employee may appeal at any time the grade, title or

series assigned their job.

DECTION 2. When an employee fcclo that thcir job hao bccn

improperly classified, and the employee has specific questions, or

wishes to learn how to file a classification appeal, either the

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Union or servicing HRO can provide them the necessary guidance.

ARTICLE 14


REDUCTION IN FORCE

SECTION 1. Reduction-in-force actions shall be governed by

applicable laws and regulations

SECTION 2. The Employer will inform the Union in writing of a

pending reduction-in-force and/or transfer of function prior to

the date it is announced to the work force at large. The Employer

agrees to provide the Union with the following information as soon

as it becomes available:

the reason for the reduction-In-Force or transfer of

function;

the numbers, types and grades of employees involved; and

the anticipated effected date of the action.

The IAM Business Representative will be provided with a retention

register comprised of Bargaining Unit employees once such register

has been finalized by the Human Resources Office, and prior to the

effective date of the Reduction in Force in question.

SECTION 3. If a reduction-in-force is necessary, the Parties

agree to cooperate in communicating to employees the basis and

reason for the reduction.

SECTION 4. .In the event of a reduction-in-force, the Employer may

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use existing vacancies to place employees in continuing positions

to be filled and take other such actions consistent with mission

requirements to minimize adverse actions and reduce separations.

The Parties understand only Federal Civil Servants encumber

General Schedule (GS) and Wage Grade (WG) positions. Thus, any GS

or WG position not presently encumbered by a Federal Civil Servant

is an existing vacancy.

ARTICLE 15


LEAVE OF ABSENCE

SECTION 1. Employees may be granted accrued annual leave or leave

without pay to accept temporary labor organization positions or to

attend conventions or meetings of labor organizations as defined

in the Civil Service Reform Act of 1978 subject to the manpower

requirements of the Employer.

SECTION 2. In accordance with the applicable regulations, the

employee shall be allowed excused time, without charge to leave or

loss of pay, subject to the identified manpower requirements of

the Employer as hereinafter provided.

a) Examinations for promotion or interview for Document

Automation & Production Service, San Diego, California job

opportunities within the commuting area will bc held during

the employees regular work shift.
SECTION 3. Union representatives may be excused to receive

infoimation or orientation as determined by the Employer to be of

mutual concern or benefit to the Employer and Union. Such excusal

shall cover only such portions of the training as specified above

and will not exceed sixteen (16) hours per representative per

annum. By mutual agreement more time may be granted to a

representative.

SECTION 4. Employees will not be charged leave if they are sent

home due to power outages, equipment failures, or natural

disasters.

ARTICLE 16


ANNUAL LEAVE

SECTION 1. Employees shall accrue annual leave in accordance with

regulations. Request for use of annual leave shall be submitted

in advance to, and is subject to the approval of, the immediate

supervisor. The supervisor may deny, modify or cancel the leave

requested based on projected work requirements or other work

related considerations. Employees will be notified promptly of

action taken on their leave requests.

a) An employee who is unable to report to work due to

emergency or unforeseen circumstances is responsible for

notifying his/her immediate supeLvieui wiLhiu the filet huui

after the beginning of their shift. It is clearly understood

by the parties that unless otherwise approved by the

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immediate supervisor, notification will not constitute

approval of such leave. Upon return to work, the employee

shall complete an SF-71 (Request For Leave) and submit it to

the supervisor. The supervisor may require the employee to

submit acceptable evidence of the emergency and/or that such

unforeseen circumstances prevented them from reporting to

work.

SECTION 2. Annual leave is provided and used for two general

purposes:

To allow every employee an annual vacation period of

extended leave for rest and recreation, and

to provide periods of time off for personal and emergency

purposes.

All employees will be given an opportunity to use annual leave in

excess of the amount they may carry forward to the next leave

year. Employees are encouraged to schedule and to take such leave

throughout the year, subject to workload requirements, in order to

prevent disruptions of operations caused by large numbers of

employees taking leave at the same time. The following is also

applicable to scheduling leave:

Extended leave, meaning leave in excess of five (5) work

days, will be scheduled with the supervisor on a case by case

basis by 1 April of each year.

Every rea5onable attempt will be made to adhere to the

established leave schedule. If a conflict arises, management

will make the final decision based on seniority. Seniority

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will be determined by Service Computation Date.

c) To avoid loss of leave, all employees not scheduled for

extended leave in December must have all use or lose leave in

excess of two days scheduled for use by 1 September.

Consequently, each employee should plan accordingly,

otherwise on or about 1 September, an additional schedule

will be made by the Employer with dates set forth for the

remainder of the leave year.

SECTION 3. When the Employer finds it necessary to cancel

previously approved leave, the reasons for such actions will be

explained to the affected employee(s) in writing. Should the

employee not accept the reason(s) for cancellation, the employee

may grieve under the procedure in Articles 20 and 21.

ARTICLE 17


SICK LEAVE/FAMILY LEAVE

SECTION 1. Sick leave is for use when an employee is physically

incapacitated to do his or her job and for dental, medical or

health treatment. It is also for use when exposure to a

contagious disease would endanger the health of coworkers or when

presence of contagious disease in the immediate family would

require personal care. Contagious disease must be a disease or

condition requiring isolation, quarantine or restriction of

movement for a particular period based on rules and regulations

prescribed by local health authorities and/or the Surgeon General

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of the United States.

SECTION 2. Employees who are ill and unable to report for duty

are responsible for notifying their supervisor of their illness

normally not later than one (1) hour after their shift begins.

An employee or significant other shall not be required to notify

their supervisor every day, unless otherwise directed by the

immediate supervisor. An employee suffering a prolonged illness

shall keep the supervisor informed on at least a weekly basis of

the expected date of return to work.

SECTION 3. An employee's absence due to illness in excess of three

(3) work days must be supported by acceptable medical evidence

submitted to the supervisor within two (2) work days upon return

to duty.

SECTION 4. When the Employer believes there is evidence that

there may be abuse of sick leave by an employee, the Employer will

notify and counsel the employee. The Employer may advise the

employee in writing that acceptable medical documentation will be

required to support any future sick leave absence, regardless of

duration. Medical certificate requirements will be reviewed at

least every six (6) months and withdrawn when such review reveals

no evidence that the employee has abused sick leave.

SECTION 5. Employees who are sent home by the proper on-post

medical authority because of illness or injury shall be required

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to furnish a medical certificate to substantiate such sick leave

for the period authorized by such Medical Authority.

SECTION 6. Sick leave may be advanced to an employee up to thirty

(30) calendar days when the request is supported by a medical

certificate which gives reasonable indication of the employee's

likelihood of returning to work for a sufficient period of time to

repay the advanced sick leave. Requests for advance sick leave

will be forwarded through management channels to the activity head

or designated representative for approval/disapproval. The

request will be in writing providing full justification. The

employee's record of sick leave used to his/her credit will be

considered in advancing sick leave.

SECTION 7. The Family and Medical Leave Act (FMLA), enacted by

Public Law 103-3, provides unpaid family and medical leave for

Federal employees covered by the annual and sick leave system

established under Chapter 63 of Title 5, United States Code.

Employees serving under an intermittent appointment or temporary

appointment with a time limitation of one year or less are

excluded from coverage.

a) Consistent with the provisions of the FMLA, an employee

shall be entitled to use a total of 12 administrative workweeks of

unpaid leave (Leave Without Pay) during any 12 month period for

one or more of the followiny

1) The birth of a son or daughter and care of such son

or daughter (within 1 year after birth);

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The placement of a son or daughter with employee for

adoption or foster care (within 1 year after placement);

The care of a spouse, son, daughter, or parent with a

serious health condition; or

A serious health condition of the employee that makes

the employee unable to perform the duties of his/her

position.

FMLA leave may not normally be taken intermittently, or on

a reduced schedule. An employee may elect to substitute other

paid time off, as appropriate, for any unpaid leave under the FMLA

(i.e., Leave Transfer Program). FMLA leave is in addition to

other paid time off available to an employee.

An employee must normally provide 30 days notice of need

for FMLA leave. Medical certification is required with the date

of onset, prognosis, duration, and a statement of need for care

for the employee's spouse, son, daughter, or parent who has a•

serious health condition, or for the serious health condition of

the employee.

SECTION 8. Consistent with the provisions of the Family Friendly

Leave Act (FFLA), enacted by Public Law 103-388, employees who

maintain a sick leave balance of at least 80 hours may use up to a

total of 104 hours of their accrued sick leave each year to:

Provide care for a family member as a result of physical

yL- mental illness, injury, pregnancy, childbirth, or mental,

dental, or optical examination or treatment; or

To make arrangements necessitated by the death of a family

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member, or attend the funeral of a family member.

Employees with less than an 80 hour sick leave balance may be

permitted to use up to 40 hours of sick leave each year for the

same purpose, provided such leave has been accrued.

ARTICLE 18


SAFETY AND HEALTH

SECTION 1. In accordance with applicable laws and regulations, the

Employer will maintain a safe and healthful work environment.

Both the Employer and the Union recognize their respective

obligations to assist in the prevention, correction and

elimination of all hazardous and unhealthy working conditions.

Employees will make every effort to keep the work areas, restroom

facilities and equipment neat, clean, tidy and otherwise take

pride in the appearance of the plant and offices.

SECTION 2. The Employer will meet with Union Representatives, upon

request of either party to discuss and resolve safety and/or

health matters.

SECTION 3. In the course of performing their normally assigned

work, Union Representatives will be alert to observe unsafe

practicco, cquipmcnt and oonditiono, ao wall arm environmontal

conditions in their areas which represent industrial health

hazards. If an unsafe or unhealthy condition is observed, the

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Union Representative should report it to the appropriate supervisor 

for evaluation and resolution. The Employer agrees to fully evaluate 

the unsafe or unhealthy condition, including the need for protective 

devices and safety equipment. If the safety question is not settled, 

the matter will be referred promptly to the DLA Office Director, or 

any one person acting on behalf of the DLA Office Director, for 

resolution. Emergency situations will be handled at the discretion 

of the immediate supervisor, the DLA Office Director, or any one person 

acting on behalf of the DLA Office Director. 

SECTION 4. If an employee has been or is assigned work under conditions 

which he/she believes places them in imminent danger of death, or serious 

physical harm, the employee will notify their immediate supervisor and 

the Union representatives. The Employer agrees to inspect the work job 

to insure that it is safe before requiring an employee to carry out the 

work assignment. If any reasonable doubt regarding the safety of the job 

remains, a ruling shall be obtained from the DLA Office Director before 

proceeding, or any one person acting on behalf of the DLA Office Director, 

to ensure that employees are not required to work in conditions that are 

potentially unsafe or detrimental to health without determining whether 

proper precautions, protective equipment or safety devices are needed. 

When the Employer determines that a Job is sufficiently hazardous, no 

employee will be permitted to work alone outside of call or observation 

of other employees, and sufficient personnel will be assigned to assure 

prompt assistance 

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in the event of accident or injury.

SECTION 5. The Employer agrees to furnish whatever protective

devices and equipment that are necessary for the performance of

assigned work. The Union may, at their discretion, recommend new

protective clothing and equipment and/or modification to existing

equipment for consideration by the Employer.

SECTION 6. Employer will, upon request from the Union, make

available all lost time injury records.

SECTION 7. •Whenever it is determined by the Employer that the use

of safety glasses or ear protection is required, the Employer will

provide employees with the appropriate eye and/or ear protection.

SECTION 8. The Union agrees to cooperate with the Employer in

maintaining and improving safe working conditions and practices.

When needed to avoid eye fatigue, full-time Video Display

Terminal (VDT) operators will be authorized to take periodic

breaks as needed.

Environmental Differential Pay (EDP) shall be paid in

accordance with applicable rules and regulations.

Any claimed occupational illness caused by VDT use shall

be processed through the established Offices of Workers

compensacion Program.

The Employer may offer a medical examination to an

employee;

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 1) When the employee requests his/her physical or mental 

condition be evaluated in relationship to unacceptable 

performance, conduct, or leave problem. 

2) When the employee has made a request for change in 

duty status, assignment or working conditions or other benefits 

based on medical reasons, and the Employer determines he/she 

cannot act further on the request without verification of the 

clinical findings. 

3) Payments of examination expenses and record keeping 

requirements will be in accordance with current regulations. 

4) The Employer shall, upon the findings of the Industrial 

Hygienist, provide for medical examinations of those 

employees identified as being exposed to hazardous 

situations, i.e.; noise, toxic agents, contaminates, etc., or 

as appropriate based on the Safety Inspections. If concerns 

arise as to the safety conditions at any time during the year, 

concerns will be brought to the attention of the Supervisor 

or the Union. 

e) The Employer agrees to consider and whenever reasonably 

possible, furnish the following health services on a periodic 

basis for unit members requesting such services. 

1) Stop Smoking Clinics 

SECTION 9. In the event of a bomb threat, terrorist alert, or a 

natural disaster, the Employer will notify effected employees and follow 

established security procedures. 

-30- 
Section 10. Personal Audio Devices 

The Union and the Employer agree that use of personal audio devices may 

positively affect productivity and employee morale. They may also serve 

to inconvenience or distract other employees and generate dissension in 

the workplace. 

Use of such devices is permitted to the extent that such use does not create 

a safety hazard or inconvenience to other employees or customers. When a 

dispute regarding audio devices arises among employees, the employees will 

attempt to resolve it among themselves. If that is unsuccessful, the

supervisor will render a decision. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 
ARTICLE 19


DISCIPLINARY ACTIONS

SECTION 1. All disciplinary actions shall be taken for just cause.

Disciplinary actions are: letters of reprimand and suspensions of

fourteen (14) days or less. All disciplinary actions may be

subject to the grievance and arbitration procedures of this

Agreement unless excluded by the parties or applicable rules and

regulations. Letters of caution/requirements are not considered

disciplinary actions.

SECTION 2. The parties agree that employees have the right, should

they so request, to Union representation during all phases of

discipline. Should the employee not exercise their right to

representation, the Union has the right to be present at the

adjustment stage.

SECTION 3. The Employer agrees that employee counseling will

normally be carried out in private.

SECTION 4. In the case of any formal written disciplinary action,

the employee will be furnished, upon request, a copy of all

material relied upon to support the action.
ARTICLE 20


GRIEVANCE PROCEDURE

SECTION 1. This Article provides for an orderly and sole

procedure for the processing of Employee, Employer and Union

grievances. A grievance under the terms of this Agreement is

defined as a written complaint by:

any employee concerning any matter relating to the

employment of the employee;

the Union concerning any matter relating to the employment

of any employee; or

any employee, Union or Agency concerning

1) the effect of interpretation, or claim of breach of

this Collective Bargaining Agreement; or

(2) any claimed violation, misinterpretation, or

misapplication of any law, rule, or regulation affecting

conditions of employment.

SECTION 2. This grievance procedure is the exclusive procedure

for resolving grievances of unit employees. The following shall

be excluded from this grievance procedure:

Any claimed violation of subchapter III Chapter 73 of

Title V, U.S.C. (relating to prohibited political

activities).

Retirement, life insurance or health insurance.

A suspension or removal under 5 USC Section 7532

(Adverse actions because of failure to qualify for security .

-32-
clearances).

"d) Removal of probationary employees during the 12-month

probationary period.

Termination of temporary appointments.

A fitness for duty examination.

The classification of any position which does not result

in a reduction in grade.

SECTION 3. It is agreed by both the Union and the Employer that

early and prompt resolutions of problems and complaints is

desirable and attempts for resolution should be initiated at the

immediate supervisor's level. Accordingly, it is agreed that the

following procedures will apply for processing of unresolved

complaints (grievances). Any employee or group of employees in

this unit, may present such grievances to the Employer and have

them adjusted without the intervention of the Union representative

as long as the adjustment is not inconsistent with the terms of

the Agreement, and the Union representative has been given an

opportunity to be present at the adjustment. Employees who are

self-represented in direct adjustments are not entitled to

initiate arbitration.

Step 1. An employee having an unresolved complaint

(grievance) shall initially present the matter in writing to their

immediate supervisor within fifteen (15) calendar days after the

event whic:h 9ave rise tcJ thc srievance, unless c;ircumstances made

it impossible for either the Union or theEmployee to know there

were grounds for the grievance prior to that date, in which case

733-
it must be presented within fifteen (15) calendar days after 

either should have known of such grounds. The grievance must be 

written on the standard negotiated grievance form stating: 

a) The name and signature of the grievant, 

b) the specific complaint, 

c) the date of the occurrence out of which the complaint 

 arose and all other pertinent information including 

1) the name of their designated representative if any, 

2) the law, rule, regulation, or article of this 

Agreement that has been broken and 

3) the specific personal relief sought. The employee 

may be accompanied by a Union Representative. The 

supervisor will meet with the employee and Union 

Steward, if represented, within ten (10) calendar 

days and execute a written decision within five (5) 

calendar days following the grievance meeting. 

Step 2. In the event the resolution is not acceptable, the grievant 

within five (5) calendar days following the reply from the immediate 

supervisor may then submit the written grievance to the Second-level 

Supervisor. The grievance must contain all of the information submitted 

at the Step 1 level, but no additional grievable matters can be added 

that were not presented in Step 1. 

The Second-level Supervisor will meet with the employee and steward, if 

represented, within ten (10) calendar days and issue a 

Written decision within five (5) calendar days following the grievance 

meeting.

 Step 3. In the event the Step 2 resolution is not acceptable 

-34-
the grievant may submit the grievance to the DLA Office Director or his 

designated representative within ten (10) calendar days from receipt of the 

step 2 decision. The grievance must be in writing, must contain all of the 

information submitted at the Step 2 decision. The DLA Office Director (or 

designee) will meet with the employee and Union steward, if represented, and 

render a written decision within ten (10) calendar days of the grievance 

meeting. If either party is not satisfied with the decision, it may, within 

fifteen (15) calendar days from the date of the decision make formal request 

that the unresolved grievance be submitted to arbitration in accordance with 

Article 27 of this Agreement. 

SECTION 4. All time limits specified by the grievance procedure can be extended 

by the mutual agreement of both parties. In the absence of such mutual 

agreement, any grievance that is not filed or appealed within the stated time 

limit shall be considered closed and not subject to further processing. Failure 

of the Employer to meet the time limits prescribed shall constitute cause to 

move the grievance to the next step. 

SECTION 5. Union/Employer grievances over the interpretation or application 

of this Agreement, or over any law, rule, or regulation affecting conditions 

of employment, will be processed in the following manner. Union grievance 

on behalf of individual employees may be processed in accordance with Section 

3 above, but not under the Union/Employer procedure of this article. 

-36- 
a) The aggrieved party shall file a written grievance with the 

other party, provided the grievance is filed within twenty-one (21) 

calendar days after the event giving rise to grievance. The written 

grievance must include the relevant facts and the relief being sought. 

Within ten (10) calendar days after receipt of the grievance by either 

party, the Local Union President (or designee) and the DLA Office 

Director (or designee) shall meet to resolve the grievance. If the 

grievance is resolved, the parties shall execute a memorandum of 

understanding setting forth the resolution. If the grievance is not 

resolved, the party to whom the grievance was submitted shall forward 

its decision to the grieving party within ten (10) calendar days 

following the meeting. If a decision is not issued in ten (10) calendar 

days, or if the decision is unacceptable, the grieving party may submit 

the matter to arbitration in accordance with Article 21. 

SECTION 6. The Union and the Employer agree that when several employees 

have an identical grievance (where no individual variations are 

involved) the Union and the Employer will call the aggrieved employees 

together and the Union will select one (1) case for processing under 

the grievance procedure. The employees will be advised that in 

processing one (1) grievance for the group, the decision on the case 

selected will be binding on all affected employees. Names of all 

employees involved in this procedure will be made a part of the record 

of the case selected for processing and when a decision is made on 

the grievance, each employee will be individually notified. 

-37-
a) The Employer and the Union agree that at the option of the employee, 

they may appeal adverse actions either to the Merit Systems 

Protection Board or through the Negotiated Grievance Procedure, but 

not both. The employee may also elect to process an individual 

complaint of discrimination either through the EEO Complaints 

Procedure or through the Negotiated Grievance Procedure, but not 

both. Should an employee elect to process a complaint of 

discrimination through the Negotiated Grievance Procedure, the 

grievance shall begin at Step 1 of the procedure provided

b) In the event an employee wishes to appeal an adverse action under 

this Negotiated Grievance Procedure in lieu of the appellate 

procedure as set forth in Section 7701 of the Act, the appeal shall 

be reduced to writing on the negotiated grievance form. The grievance 

shall be entered directly at the level above the deciding Supervisory 

level within fifteen (15) calendar days following the employee's 

receipt of the decision in response to the employee's reply to the 

adverse action proposal. On receipt of such grievance the procedures 

and time limits or the appropriate step will apply. 

the employee 

has received counseling and the counselors report from the EEO 

counselor. For the purpose of this article Adverse Actions are 

defined as removals, suspensions of over fourteen(14) calendar days, 

reduction in grade or pay, or furlough for 30 days or less. 

c) In the event that the deciding official is or was the DLA Office 

Director, the grievance will be submitted to the 

-38- 
Director for reconsideration prior to submission to

Arbitration under Article 21. The time limit for the

Director's response will be ten (10) calendar days.

ARTICLE 21


ARBITRATION/MEDIATION

SECTION 1. Subsequent to step 3 of the Negotiated Grievance

Procedure, the parties may pursue resolution of an unresolved

grievance through the mediation process. The specific terms and

conditions of mediation shall be mutually agreed upon by the

parties prior to mediation. If the Employer and the Union fail to

settle any grievance processed under the negotiated grievance

procedure/mediation process, such grievance, upon written request

by either party within fifteen (15) calendar days after issuance

of the Employer's final decision/date of mediation, shall be

submitted to binding arbitration.

SECTION 2. Within five (5) calendar days from the date of receipt

of the arbitration request, the party requesting arbitration shall

request the Federal Mediation and Conciliation Service to submit a

list of seven (7) impartial persons qualified to act as

arbitrators. The parties shall meet within three (3) calendar

days after the receipt of such a list. If they cannot mutually

agree upon one (1) of the listed arbitrators, tnen the Union and

the Employer will each alternately strike one (1) arbitrator's

name, by flip of a coin, from the list of seven (7) and shall then

-38-
repeat this procedure. The remaining name shall be the duly

selected arbitrator.

SECTION 3. The Arbitrator will schedule a hearing after giving

due notice to the parties. At such hearing, the testimony will be

limited to such material facts as are in dispute and to such

material argument as the Arbitrator-considers to be necessary and

proper. All other procedures relating to Arbitration shall be

determined by the Arbitrator.

SECTION 4. The Arbitrator's fees and expenses, if any, shall be

borne equally by the parties. Arbitration hearing will normally

be held on the Employer's premises during regular day shift hours

of the normal basic work week. In the event Employer facilities

are not available or the parties agree to hold the hearing at

facilities not under the control of the Employer, the cost of such

hearing facilities, if any, will be borne equally by the Employer

and the Union.

SECTION 5. A reasonable number of witnesses giving testimony

relevant to the case will be excused from duty to the extent

necessary to participate in the hearing; however, it is understood

and agreed that overtime or compensatory time will not be paid for

time involved in the proceedings.

SECTION 6. The process of Arbitration will be carried out as

expeditiously as possible. The Arbitrator will, whenever

-39-
practicable, render the decision in writing within two (2) calendar 

weeks after fully taking the matter under submission by sending copies 

of the decision to the DLA Office Director and to the Union President 

or his designee. 

SECTION 7. The Arbitrator shall only have the authority to interpret 

those parts of the Agreement applicable to the particular case under 

consideration and shall have no authority to add to, subtract from, 

or modify terms of this Agreement. The parties agree that any questions 

involving the interpretation of published agency policies or 

regulations, provisions of law, or regulations or authorities outside 

the agency at a higher level than the local Command shall not be subject 

to the grievance and arbitration procedures, even though mentioned in 

the Agreement. 

SECTION 8. The Arbitrator's award shall be binding on the Parties. 

However, either party may file exceptions to an award with the Federal 

Labor Relations Authority under their regulations. 

SECTION 9. Any dispute over the application of an arbitrator's award 

shall be returned to the arbitrator for settlement, including remanded 

awards. 

SECTION 10. Should a dispute arise as to the grievability or 

arbitrability of a grievance, that issue shall be submitted to the 

Arbitrator for decision. 

- 41 
ARTICLE 22


DUES WITHHOLDING

SECTION 1. Nothing in the Agreement shall require an employee to

become or to remain a member of a labor organization, or to pay

money to the organization except pursuant to a voluntary written

authorization by the member for the payment of dues through

payroll deduction.

SECTION 2. Union dues shall be deducted by the Employer from the

employee's pay each pay period when the following conditions are

met:

The employee is a member in good standing in the Local;

The employee has voluntarily authorized such a deduction

on the Standard Form 1187, Allotment Form.

The employees' earnings are sufficient, after all other

legal deductions, to cover the full amount of the allotment

and;

Section A of the SF-1187 Allotment Form has been completed

and the form has been received by the servicing payroll

office.

SECTION 3. The Union shall be responsible for insuring that the

allotment t,orm is proviaea ana maae available to tne members ana

shall insure that the employees are fully informed concerning the

program for payroll deduction of Union dues, its voluntary nature,

-4 1 -
the uses of the required form and the procedure for revocation of 

allotments. 

SECTION 4. Bargaining unit members will submit their completed SF-1187 

Form to the designated Union official. This Union official will certify 

the Form, including the amount of dues to be withheld, and forward same 

to the Director, DLA Office, San Diego, CA. The withholding of dues 

will begin on the next full pay period, provided the SF 1187 Form is 

received by the Director at least seven (7) calendar days prior to the 

beginning of that pay period. 

SECTION 5. The amount of Union dues to be deducted each biweekly pay 

period shall remain as originally certified on the allotment form until 

a change in the amount of such dues is certified by the authorized Union 

official. At any time there is a change in dues structure, the Union 

will send an official letter to the Director of the DLA Office, San 

Diego, California, noting the new amount(s) to be deducted. The new 

amounts will be deducted starting the first full pay period following 

receipt by the Director, provided the letter is received by the 

Director at least seven (7) calendar days prior to the beginning of 

that pay period. The Union agrees that changes in dues structure shall 

not be made more frequently than twice (2) in a calendar year. 

SECTION 6. The servicing Payroll Office will forward to the Union 

representative designated by the Union, as expeditiously as 

- 43 - 
possible at the end of each pay period, the following: 

a) A list in duplicate which will contain the name and 

payroll number of each employee member of the Union on 

voluntary allotment, and the amount of such allotment 

deducted for such employee member; 

b) A check-drawn by the servicing payroll office on the 

Treasury of the United States and made payable to the local 

allottee designated by the Union, in an amount equal to the 

total of all such monetary allotment deductions. 

SECTION 7. An employee may not revoke a dues withholding allotment for 

a period of one (1) year from the effective date of the allotment. 

Employees who have a dues allotment in effect for one (1) year may 

revoke such allotment by completing-a SF1188 Form and submitting it 

to the Director, DLA Office, San Diego, California, no earlier than 

two (2) pay periods nor later than one (1) pay period prior to the their 

anniversary date. Upon receipt of a properly executed SF-1188 Form, 

the Employer will forward a copy of same to the Union. The revocation 

will become effective on the first full pay period following the 

anniversary date. The Union agrees to acquire and make readily 

available SF-1188 Forms to bargaining unit members. 

a) A dues withholding allotment may also be terminated when the 

employee leaves the unit, loss of exclusive recognition by the union, 

or when the employee has been expelled or suspended from the Union. 

- 44 - 
SECTION 8. The Union shall furnish the Employer with a

certification of the amount of dues and the name and address of

the official of the Union authorized to certify Section A of the

SF-1187 Form on-behalf of the Union. The Union shall be

responsible for giving the Employer prompt written notification of

any changes in the name or address, or both, of the officials of

the Union.

SECTION 9. The provisions contained in this Memorandum of

Understanding shall be incorporated in a Collective Bargaining

Agreement between the parties. These provisions are also subject

to revision at such time as may be necessary to comply with

changer in law or regulation.

ARTICLE 23


UNION FACILITIES

SECTION I. Union stewards will be allowed to use telephones, fax

machines, and electronic mail of the Employer to make local or DSN

calls necessary in conducting official and authorized

representational functions.

ARTICLE 24


PERFORMANCE STANDARDS

SECTION I. Performance standards will be reflective of duties and

responsibilities assigned the position and constructed in
accordance with applicable law. While the standards themselves are not 

grievable, application of standards and other matters 

related to the performance appraisal program may be grieved through the 

negotiated grievance procedure contained in this Agreement. 

SECTION 2. In the development and setting of performance standards by Management, 

employees will be given a reasonable opportunity to review the proposed standards 

and to provide their input. Each supervisor will give full consideration to 

employee comments before finalizing the standard. 

SECTION 3. Employee signatures on the performance appraisal form signifies only 

that a discussion of the appraisal has taken place and does not constitute their 

agreement with the performance standards established for their position or the 

rating received. 

SECTION 4. A copy of an employee's performance appraisal will be provided to 

the employee at the end of each appraisal period and at the midterm appraisal 

if requested. 

SECTION 5. Management has the responsibility to develop programs, methods, 

procedures, and techniques required to maintain or improve productivity. The Union 

will be informed of programs that have a potential impact on the employees of the 

unit enable their review by the Union during the development phase and 

recommendations for improvement will be submitted for 

- 45 -
consideration. Programs will be directed toward improving the

capability of the work force by training, reassignment and other

action to prevent layoffs when productivity improvements results

from use of labor-saving equipment.

SECTION 6. The Union will participate with Management in the

development of programs aimed at improving productivity. Union

officials will encourage employees of the unit to participate in

programs aimed at reducing costs and improving productivity.

Emphasis should be placed on specific programs that provide

rewards for significant achievements through the Incentive Awards

Program.

SECTION 7. Prior to implementation of changes in conditions of

employment resulting from Total Quality Management activities the

Employer will comply with its obligations to the Union under the

Statute.

SECTION 8. For each employee covered by this system, the

completed official appraisal form shall be maintained within an

Employee Performance Folder (EPF). Appraisers may retain

unofficial copies of performance documents; however, the storage,

access and retention of such documents will be subject to the

rules and regulations governing the Freedom of Information and

PLivac:y Acto. Pca:monal ric,tc, rctaincd by muperviccn:m/managcro

which are for the personal use of the author, are not provided to

any other person and which are retained or discarded at the

-46-
author's sole discretion are not considered a part of the 

performance appraisal file system and are not subject to the 

Privacy Act. However, when such materials are disseminated or 

shown to an employee or to other management officials they lose 

their exempt status and become an agency record. Employees will 

be provided access to such agency records upon request. 

 ARTICLE 25

BULLETIN BOARDS 

SECTION 1. The union may post notices of meetings and other 

similar announcements on the Employers official bulletin boards. 

The Union agrees to furnish the Employer (Labor and Management-Employee 

Relations Division) one (1) copy of all material to be distributed or 

posted. 

 ARTICLE 26 

CONTRACTING OUT OF BARGAINING UNIT WORK 

SECTION 1. Management will consult with the Union when a study 

indicates the possibility of the contracting-out of work being performed 

by unit Employees which could result in reduction in force or employment 

opportunities. 

SECTION 2. There will be a meeting scheduled every two months between the area 

stewards and the division head to advise them of current and predicted workload 

information consistent with 

- 4 8 
security and other legal requirements. Matters of mutual concern such as 

safety, tooling, employee problems, etc., will also be discussed at this 

time. 

ARTICLE 27 BENEFICIAL SUGGESTION AWARDS PROGRAM 

SECTION 1. The parties agree that a well-managed Beneficial Suggestion 

Awards Program is of mutual benefit and can be of significance in the morale 

and well-being of the work force. The Employer will publicize the program 

and the Union will encourage participation. 

SECTION 2. It is agreed that every reasonable effort will be made 

to process beneficial suggestions in an expeditious manner in accordance 

with applicable regulations. Employees who encounter delays in receiving 

a final determination on the adoption or rejection of a submitted 

suggestion may take the matter up with their immediate supervisor and 

the Incentive Awards Coordinator for their organization. If no 

satisfactory answer is received, the employee may take the matter up with 

the Incentive Awards Administrator. 

SECTION 3. Employees are encouraged to discuss prospective suggestions 

with their immediate supervisor/knowledgeable employees to assist them 

in developing their suggestion submission. 

-48- 
ARTICLE 28


GENERAL PROVISIONS

SECTION 1. Copies of Official Personnel Files (OPF) will be made

available to employees upon request. Employees may use a

government computer to access their Electronic Official Personnel

File (EOPF) during break and lunch periods, and before and after

duty hours.

ARTICLE 29


DURATION OF AGREEMENT AND AMENDMENTS

SECTION 1. All provisions of this Agreement shall become

effective following the date of approval by the Secretary of

Defense and the date of approval by the International Association

of Machinists and Aerospace Workers, District 725, Local Lodge

726.

The Agreement shall remain in full force for three (3)

years following the date of approval, providing that the

Union continues to meet the requirements for exclusive

recognition. The termination of this Agreement as provided

herein shall not in and of itself serve to terminate the

exclusive recognition of the Union as long as the Union

continues to be eligible for such recognition under the

applicablc rcgulationa.

It shall be opened for amendment upon written request of

either party made within thirty (30) calendar days after

-49-
receipt of any order, instruction, or regulation of the

Office of Personnel Management, Department of Defense, or the

Defense Logistics Agency, which substantially alters the

discretionary authority of the Employer with regard to any

item dealt with in this Agreement. Request for such

amendments must include a summary of the amendments proposed

and make reference to the appropriate order, regulation or

instructions upon which each such amendment is based. The

Parties shall meet within fourteen (14) calendar days after

receipt of such request to open negotiations on such matters.

No changes shall be considered except those bearing directly

on and falling within the scope of such order, regulation or

instruction and the discretionary area(s) which the same

delegates to the Employer. Such amendments, as agreed to by

the parties, will be duly executed by the parties.

SECTION 2. At least thirty (30), but not earlier than sixty (60)

calendar days prior to the normal expiration date of this

Agreement, representatives of the Employer and the Union shall

meet for the purpose of commencing renegotiation of the Agreement.

Any request for extension of this Agreement will be signed by

both Parties indicating the desired extension period and forwarded

to the Director, Defense Logistics Agency.

bection 3. Thle Ityreement_ muy De upeneU at:. any Lime rur

modification, addition, or deletion of terms by mutual consent of

the parties.

-50-
ARTICLE 30

OFFICIAL TRAVEL

SECTION 1. GENERAL 

A. This Article is applicable to all official travel performed 

by the bargaining unit represented by the Union.

B. The Employer and the Union agree that an employee who is 

authorized official travel shall exercise the same care in 

the incurrence of expenses and accomplishing a mission that 

a prudent person would use if traveling on personal 

business. In this connection, excess costs, circuitous 

routes, delays, or luxury accommodations, which are 

unnecessary or unjustified in the performance of a mission, 

are not considered acceptable as the application of 

prudence by the employee. 

C. Payment of per diem or actual expense allowances (including

additional expenses incurred by disabled employees who are 

required to travel), as well as travel or transportation 

expenses, shall be in accordance with the provisions of the 

Department of Defense Civilian Personnel Joint Travel 

Regulations(JTR). 

D. The Employer will provide training on the use of the 

Defense Travel System and technical assistance as needed. 

SECTION 2. TRAVEL ORDERS 

A. Except for emergency situations, as determined by the 

approving official, temporary duty (TDY) travel orders 

shall be issued in sufficient time prior to the departure 

on TDY so as to permit the employee to make orderly 

arrangements for obtaining transportation requests and 

authorized advance for travel expenses. 

B. The TDY travel orders may authorize an advance of funds to 

the employee for travel and transportation expenses not to 

exceed the maximum amount authorized by the JTR, provided 

that such amount is not less than $50. 

C. Local travel authorizations which approve the use of a 

privately owned vehicle (POV) by the employee as being more 

advantageous to the Government or for the convenience of 

the Government, shall be issued in advance. 

SECTION 3. SCHEDULING TDY TRAVEL 

To the maximum extent possible, travel shall be scheduled so that the 
employee shall perform travel during his/her regularly scheduled work 

hours. Should this not be possible and the resultant travel meets the 

criteria of 5 U.S.C. § 5542 (overtime rates; computation) or the Fair 

Labor Standards Act (as appropriate) the employee shall be paid 

overtime. Employees will be paid overtime in accordance with 

applicable laws and regulations. When the payment of overtime is 

precluded by governing laws and/or Government-wide regulations, the 

approving official who orders such travel shall record the reasons 

therefore and upon request of the employees shall furnish a copy of 

the statement to the employee.

SECTION 4. TEMPORARY DUTY ASSIGNMENTS. When the TDY assignment 

requires the employee to be away from his/her permanent duty station 

for more than 30 days and the assignment does not require the 

employee to remain at the place of TDY on non-workdays: 

A. The approving official may direct, in the TDY orders, that 

the employee return to his/her permanent duty station for 

the non-workdays provided that the cost to the Government 

for round trip transportation and per diem or actual 

expense allowance is less than the per diem or actual 

expense

B. The employee may voluntarily return to his/her permanent 

duty station provided that his/her availability for duty on 

the scheduled TDY workdays is not affected adversely. In 

the instances of voluntary return, the maximum 

reimbursement to the employee for the round trip shall not 

exceed the per diem or actual expense allowance to which 

the employee would have been entitled had he/she remained

at the place of TDY.

C. It is the intent of the parties to provide employees with a 

reasonable rest period upon return from TDY. When an 

employee returning from TDY arrives between midnight and 

0600 due to circumstances beyond their control, the 

employer will consider granting excused absence to provide 

for a reasonable rest period prior to returning to duty.

SECTION 5. MODES OF TRANSPORTATION 

A. The approving official shall determine the mode of 

transportation which is most advantageous to the 

Government In selecting the particular method of 

transportation to be used, the approving official shall 

consider the nature and duties of the employee requiting 

travel, the total cost to the Government, the total 

distance of travel, the number of points to be visited, 

and energy conservation. 
B. If an approving official determines that an automobile is 

required for travel, a Government-owned leased automobile 

shall be used whenever it is reasonably available. The

use of POV may be authorized only if it is more 

advantageous to the Government or for the convenience of 

the Government. 

C. When an employee elects to travel by a method of 

transportation other than that officially approved,

reimbursement to the employee shall be limited to the 

cost on a constructive basis that would have been 

incurred by the Government for the officially approved 

mode of transportation or the actual cost incurred by 

the employee, whichever is the lesser.

SECTION 6. TRAVEL VOUCHERS. Upon completion of official travel, the 

employee shall promptly submit vouchers for reimbursement to the 

appropriate office for processing. The employee shall be permitted to 

resolve any matters concerning financial reimbursement during his/her 

regularly scheduled work hours without loss of pay or charge to 

leave. The Employer will advise the employee of the appropriate

office or point of contact who will provide advice on the processing 

of the travel voucher and financial entitlements. In the event the 

authorizing official is not available to act on a travel voucher 

within a reasonable amount of time, the Employer will designate 

another official to review and act on the voucher. 

SECTION 7. GOVERNMENT TRAVEL CREDIT CARD (GTCC) 

A. The Travel and Transportation Reform Act of 1998, "TTRA" 

(Public Law 105-264) imposes the requirement that official 

travel will be charged on the GTCC and that the Employer 

must have certain procedures in place regarding travel The 

GTCC is an Employer tool to be used in carrying out 

official travel. It is a Government-issued card for 

official business only and is not a personal credit card of 

the employee. Infrequent travelers (those who are not 

required to travel more than twice per year) are exempt

from using the GTCC. The Employer will publish information 

on its web page that explains the purpose of the travel 

card, its proper uses and answers common questions about 

using the card. It will also publish information for those 

who are exempt from using the GTCC. Employees will not be 

required to use their personal credit cards or advance 

their personal funds for Government business. 
B. Any bargaining unit employee who has been issued a GTCC and is 

identified as an infrequent traveler will be notified two weeks 

in advance before their travel card is deactivated provided the 

card issuer gives DLA more than two weeks notice. In the event 

DLA does not receive two weeks' notice, the Employer will 

notify the employee within two workdays of receiving notice. 

The preferred notification method will be by e-mail unless the 

cardholder does not have e-mail access. In cases where the 

bargaining unit member does not have e-mail access, the 

cardholder will be notified in writing that his/her card will 

be deactivated and the date of deactivation. Notification will 

include information on options available to infrequent 

travelers. Such information will also be posted to the DLA 

Travel web page and available in hard copy upon request. 

Trtttttttttttttttttttttttttttt tttttttttttttttttttttttttttt

Credit card debts will be paid by split disbursement with the 

Government forwarding the amount indicated by the employee on 

the claim form directly to the vendor. At a minimum, the amount 

forwarded to the vendor will include the cost of lodging, 

transportation and rental car expenses. Any amount of 

reimbursement due in excess of that paid to the card issuer 

will be remitted to the employee via electronic funds transfer. 

Employees will be responsible for paying all travel card 

charges not covered by the Government's remittance to the card 

issuer under the split disbursement process, including any 

charges made by persons the employee allows to use the card. 

D. Employees who file timely travel claims upon completion of 

travel (defined by the Financial Management Regulation Vol 9, 

Chapter 8, Section 080501 to be within 5 working days of 

return to the Permanent Duty Station) but fail to receive the 

allowable reimbursement in a timely manner by the Employer 

(after 30 days of receipt of the travel claim) AND who incur 

late fees in such cases from the card issuer will be 

authorized to submit a supplemental travel voucher to 

servicing travel pay office for the reimbursement of the late 

fees assessed. Employees will also be entitled to the 

appropriate amount of interest authorized by the Prompt 

Payment Act This reimbursement provision also applies when an 

employee cannot file a timely claim due to actions of the 

Employer (e.g., delays in processing vouchers or issuing 

travel orders.) 

E. In the event an employee's account becomes 45 days delinquent, 

the Employer will contact the employee upon receipt of the 45 

day notice. Employees will be contacted by the Activity 

Program Coordinator (APC) via email (when available) and 

advised that the employee should contact the APC as soon as 

possible to discuss an urgent matter related to their travel 
card. When email is not available, the Employer will advise 

the employee, via telephone or in writing, of the delinquency. 

Written notices or emails will provide the name and phone 

number of the APC or other official the employee should 

contact to discuss the matter. 

F. Prior to an employee becoming subject to salary offset, the 

employee will be notified, in writing, of his/her due 

process rights under the Debt Collection Act of 1982. The 

Employer will provide such employees with the procedures 

used for salary offset and will respond to questions from 

the employee regarding the process. In the event of an 

erroneous salary offset, the Employer will provide 

assistance to the employee to resolve the matter, including 

speaking with and writing to the servicing travel pay office 

on the employee's behalf For purposes of this paragraph, email is a suitable means of communicating in writing. The 

employee will be provided a copy of the written 

communication. 

G. Should the Employer decide to lower the amount of credit 

available to a travel cardholder, the card holder will be 

informed of the change 30 days in advance. Cardholders 

needing additional amounts of credit for valid government 

travel will be advised to contact the APC or designee for 

assistance in obtaining the increased amount of credit. 

H. Employees will not be required to waive any legal rights 

under the Privacy Act or to disclose any personal 

information to any third party vendor or contractor, or the 

vendor's agents or attorneys except as required by 

applicable law, rule, or regulation. 

I. Employees may have a Union representative during conversations 

and meetings regarding disputes involving the GTCC. These

meetings may be in person or by teleconference. 

J. Unresolved disputes may be addressed using the Negotiated 

Grievance Procedure

K. Should either party identify any procedural problem with the 

implementation of Salary Offset process, the parties agree to 

meet, discuss and with mutual agreement of both parties, 

negotiate the problem issue.

SECTION 8. Travel Orders for Union Representatives. Union 

representatives who are employees may travel for official 

representational and training functions in situations where this 

Agreement does not authorize payment of travel expenses. When 

official time or annual leave is authorized for such functions, the 

employees will be issued no cost travel orders. Payment of expenses 
for such orders is the responsibility of the Union or the 

individual. Requests for travel orders under this Section will be 

initiated by the Local Lodge 726 President or designee or District 

Lodge 725 Representative by contacting the servicing Human

Resources Office
ARTICLE 31 

TELEWORK 

SECTION 1. Telework is a voluntary program which may be authorized when an 

employee's officially assigned duties can be performed at an alternate 

location and the criteria specified in this Article can be met. The purpose 

of this Article is to ensure that eligible employees may participate in 

Teleworking to the maximum extent possible. The parties recognize that both 

regular and recurring and ad hoc (intermittent) Telework arrangements 

benefit employees and the Employer by, among other things: 

A. potentially improving the productivity of employees; 

B. assisting in the recruitment and retention of high quality employees; 

C. improving employee morale; 

D. allowing employees to establish a better balance between their work and 

personal lives; 

E. reducing commuting costs and commuting stress; 

F. improving job access and reasonable accommodations for disabled 

employees; 

G. reducing costs for office space and related costs for utilities, 

parking, etc.; 

H. Accommodating employees needs for convalescence from short-term injuries 

or illnesses; 

I. Accommodating work needs when the regular workspace is unavailable 

(e.g., during office renovation); and 

J. promoting the Defense Logistics Agency as an Employer of choice. 

SECTION 2. The parties recognize that some positions are not generally 

eligible for Telework. These positions involve tasks that are not suitable 

to be performed away from the traditional worksite, including tasks that: 

A. require the employee to have daily face-to-face contact with the 

supervisor, colleagues, clients, or the general public in order to 

perform his or her job effectively, which cannot otherwise be 

achieved via email, telephone, fax or similar electronic means; 

B. require daily access to classified information; or 

C. are part of trainee or entry-level positions. 

SECTION 3. DLA and the Union recognize that employees who Telework must be 

available to work at the traditional worksite on Telework days on an 

occasional basis if necessitated by work requirements. Conversely, requests 

by employees to change scheduled Telework days in a particular week or 

biweekly pay period should be accommodated by the supervisor wherever 

practicable, consistent with mission requirements. 

SECTION 4 TYPES OF TELEWORK 

A. Regular and recurring Telework arrangements are approved work 

schedules allowing eligible employees to work at an approved 

alternative worksite at least one day per week (including from home). 

Organizations may not impose blanket or arbitrary restrictions on the 

number of days of telework. The number of days of Telework is based 

upon workload requirements, ability to maintain effective 

communications in the workplace, implement new work processes, and 
accomplish the mission of the Agency. When an employee submits a 

Telework request, he/she will meet with the supervisor to discuss 

these specifics. This discussion will assist the supervisor in 

recommending the number of days per week Telework should be 

authorized. Approving officials have the sole discretion to determine 

the number of days per week (from one to five) a Teleworker is 

approved to work. Approving officials will advise Teleworkers of the 

number of days per week they are authorized to Telework If the number 

of approved days per week is less than that requested by the 

employee, the employer will advise the employee of the 

business/mission reason. Mere generic statements such as "mission 

requirements" are not sufficient reasons. 

B. Ad hoc (intermittent) Telework means occasional, one time, or 

irregular Telework by an employee at an approved alternative worksite 

typically for a day, or a block of days, to work on projects or 

assignments that may be effectively performed away from the 

traditional worksite. Ad hoc (intermittent) Telework provides an 

ideal arrangement for employees who, at infrequent times, have to 

work on projects or assignments that require intense concentration. 

Work assignments in this situation may include a specific project or 

report, such as drafting a local directive, preparing a brief or 

arguments, preparing an organization's budget submission, reviewing 

various types of proposals, or preparing research papers. Such 

situations may occur through the year or be a one-time event. 

SECTION 5. TELEWORK AGREEMENTS 

A. Prior to commencement of regular and recurring Telework arrangements, 

the supervisor and the employee must request approval to Telework 

using DLA Form 1864 (July 2004). Written approval or disapproval 

normally will occur, within 10 (ten) workdays of submission by the 

employee, but no later than 15 workdays. If disapproved, the employee 

will be provided with a written explanation of the reason. If 

approved, the employee must complete and sign a Telework Agreement 

(DLA Form 1865, July 2004) that outlines the terms and conditions of 

the arrangements. The purpose of the Telework Agreement is to 

prescribe the approved alternative worksite, Telework scheduling, and 

to address personnel and security issues. If the agreement is for work 

from home, the employee must designate one area of the home as the 

official workstation, and must sign a self-certification safety 

checklist (DLA Form 1866, July 2004) that proclaims the home safe. DLA 

Form 1866, July 2004 must be completed by the supervisor and employee 

to ensure proper understanding of the Telework Program. 

B. Individual participants may terminate their personal Telework 

agreement by giving advance written notice. 

C. Telework agreements will normally be approved on an annual basis and 

will be extended unless the employee or the employee's position no 

longer meet the eligibility requirements to Telework. The Employer may 

modify or terminate a Telework arrangement if that arrangement is 

having a demonstrated undue adverse impact on work operations or 

performance. When practicable, the supervisor or manager will provide 

written notice prior to the cancellation of participation in order to 
provide adequate time for conversion back to the official duty 

station. New Telework agreements are not required simply because a new 

supervisor or approving official is assigned to an organization. 

SECTION 6. REQUIREMENTS 

Employees who wish to Telework must meet the following requirements: 

A. Be performing at the Fully Successful level. 

B. Not have a disciplinary action in their record during the prior 18 

month period (12 months for reprimands) from the date they requested 

to Telework. 

C. Not be under a letter of leave restriction. 

D. Complete a Telework training course approved by DLA. 

The Telework approving official may waive some or all of the requirements 

above. Situations leading to a waiver may include requests for short term 

Telework because of a documented temporary medical condition or due to 

serious illness of a family member. 

SECTION 7. GRIEVANCES 

A. If an employee disputes the reason given by a supervisor for not 

approving him or her for Telework or for terminating his or her 

Telework Agreement, the employee may submit a grievance using the 

negotiated grievance procedure. 

B. If the Union believes that the Employer is not complying with the 

negotiated policies or applicable laws, rules, or regulations 

concerning Teleworking, the matter may be grieved under the negotiated 

grievance procedure. 

SECTION 8. INFORMATION 

The parties agree to discuss emerging issues related to Telework when either 

party requests it Such updates will include information concerning the 

number of positions designated as eligible by job title, series and grade, 

the number of employees requesting Telework and the number actually approved 

for Telework by Local activity and other information viewed as mutually 

relevant by the parties. 

SECTION 9. FLEXIPLACE 

Flexiplace is a term traditionally applied to Telework when used for 

reasonable accommodation of an employee's disability. An employee requesting 

Telework as a reasonable accommodation will use DLA Form 1864, July 2004, 

and provide the necessary documentation to support the request. Nothing in 

the Article diminishes the obligation of the Employer to provide reasonable 

accommodations. Should the Employer determine the requested accommodation is 

reasonable; the Employer will waive the requirements of Section 6. 

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IAM GRIEVANCE FORM

NATURE OF COMPLAINT:

AGGRIEVED EMPLOYEE

SHOP STEWARD

AGGRIEVED EMPLOYEE OR SHOP STEWARD TS/GNA TURF!

RECEIVED BY

ADJUSTMENTS OFFERED. IF ANY.

DATE

' ID NUMBER

ID NUMBER

TIME

FOREMAN (SIGNATURE)

DISPOSITION RECEIVED BY (SHOP STEWARDUSIONATUREI DATE TINE

COMPLETE STATEMENT OF GRIEVANCE:

REMEDY OR CORRECTION REQUESTED:

SECTION OF CONTRACT OR REGULATION RELIED UPON OR CLAIMED TO HAVE BEEN VIOLATED

EMPLOYEE OR CHIEF SHOP STEWARD (SIGNATURE/

RE-covet) BY (MANCH NEACIIISIGNATURET DATE TIME

SECOND STEP MEETING HELD WITH DATE TTME

DISPOSITION BY (CHIEF SHOP STEWAR0)(SIGNATURE) OATE TIME

COMPLETE STATEMENT OF GRIEVANCE:

REMEDY OR CORRECTION REGUESTED:

SECTION OF CONTRACT OR REGULATION RELIED UPON OR CLAIMED TO NAVE BEEN VIOLATED:

UNIT CHAIRMAN (SIGNATURE)

RECEIVED BY (DEPARTMENT HEAD)(SIGNATURE) DATE TIME

THIRD STEP MEETING WITH DATE TIME

IMPOSITION RECEIVED BY (UNIT CHAIRMAN)(SIGNATURE) DATE TIME

APPEALED BY DATE TIME

PRE-ARBITRATION MEETING HELD: DATE TIME

EMPLOYER REPRESENTATIVES

UNION REPRESENTATIVES

IF SETTLED. DISPOSITION RECEIVED BY (SIGNATURE) DATE TIME

ARBITRATORAGREED UPON DATE

SUBMISSION AGREEMENT SIGNED DATE TIME

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