NEGOTIATED AGREEMENT 

BETWEEN THE 

NA VY PUBLISHING AND PRINTING 

SERVICE DETACHMENT OFFICE 

POINT MUGU, CALIFORNIA 

AND THE 

NATIONAL ASSOCIATION OF 

GOVERNMENT EMPLOYEES 

LOCAL R12-33 

1MARCH1988 

Article 

TABLE OF CONTENTS 

Title Page 

Preamble 1 

1 Recognition and Unit Description 2 

2 Provisions of Law and Regulations 2 

3 Matters Appropriate for Discussions and 

Negotiations 3 

4 Rights and Responsibilities of the Employer 4 

5 Rights of Employees 5 

6 Rights and Responsibilities of the Union 6 

7 Union Representation 7 

8 Grievance Procedures 8 

9 Arbitration 11 

10 Employer-Union Meetings 12 

11 Informal Discussions 13 

12 Personnel Policies 13 

13 Equal Employment Opportunity Programs 14 

14 Reduction-In-force 14 

15 Position Description 15 

16 Promotions and Details 16 

17 Performance Appraisals 17 

18 Training 17 

19 Hours of Work 18 

20 Travel 19 

21 Overtime 19 

22 Annual Leave 20 

23 Sick Leave 21 

24 Leave of Absence 22 

25 Holidays 23 

26 Theft 23 

27 Alcohol and Drug Abuse 23 

28 Civic Responsibilities 24 

29 Employee Morale 25 

30 Health and Safety 25 

31 Union Dues Withholding 25 

32 Publicized Agreement 28 

33 Duration of Agreement and Amendments 28 

NEGOTIATED AGREEMENT 

This Agreement is made by and between the Navy Publishing and Printing Service Detachment Office, Point 

Mugu hereinafter referred to as "Employer" and Local 

R12-33, National Association of Government Employees, hereinafter referred to as "Union" or "Labor Organization", collectively referred to as "Parties". 

PREAMBLE 

In accordance with the Provisions of the Civil Service Reform Act of 1978, hereinafter referred to as "Act", and 

in consideration of the mutual covenants herein set forth, 

the Parties hereto intending to be bound, hereby agree as 

follows: 

WHEREAS,· it is the intent of both Parties to promote, 

preserve and improve the efficient administration of the 

Federal Service and the well being of the employees 

within the meaning of the Act; to establish a basic understanding relative to personnel policies, practices and procedures and matters affecting working conditions, and to 

provide a means for amicable and reasonable discussion 

and adjustment of various matters of mutual interest at 

the Navy Publishing and Printing Service Detachment Office, Point Mugu, California. 

NOW, THEREFORE, the Parties hereto agree as follows: 

1 
ARTICLE 1 

RECOGNITION AND UNIT DESCRIPTION 

SECTION 1. The Union is the exclusive representative 

of all the employees within the unit defined in Section 2, 

below. The Union recognizes its responsibility to represent the interest of all unit employees regardless of their 

organizational affiliation and membership with respect to 

grievances, personnel policies, practices, procedures, or 

other matters affecting general working conditions. 

SECTION 2. The unit to which this Agreement applies 

is composed of: all permanent, non-supervisory employees of the Navy Publishing and Printing Service Detachment Office, Point Mugu (including the Point Mugu and 

CBC Plants). Excluded from the unit are managers, supervisors, professional employees, and persons performing Federal personnel work except in a purely clerical ca-

'pacity. Subsequent references herein to "Employees" 

shall be understood to apply only to those employees 

within the recognized unit. 

SECTION 3. The Employer will provide a copy of this 

Agreement to each unit employee. 

ARTICLE 2 

PROVISIONS OF LAW ANO REGULATIONS 

SECTION 1. The Parties agree that the administration 

of all matters covered by the agreement will be governed 

by: 

(a) existing or future laws; 

(b) existing Government-wide rules and regulations; 

(c) existing agency rules or regulations in accordance with the law; and 

(d) future Government-wide or agency rules or 

regulations which are in accordance with law 

and do not otherwise conflict. with the terms of 

this agreement. 

2 
ARTICLE 3 

MATTERS APPROPRIATE FOR DISCUS· 

SIONS AND NEGOTIATIONS 

SECTION 1. The Employer will give the Union an opportunity to negotiate with respect to personnel policies, 

practices, or matters affecting working conditions in accordance with the Act. 

SECTION 2. Prior to implementing or making changes 

in personnel policies, practices, or matters affecting 

working conditions of employees in the unit, the Employer will provide to the Union a copy of the proposed 

new policy or change. The Union will have five (5) work 

days from the date of delivery of the proposal to request 

negotiations. If within five (5) work days the Union has 

not requested negotiations or has indicated negotiations 

will not be requested, the Employer may implement the 

new policy or change. 

SECTION 3. Should a dispute between the Parties occur 

over the negotiability of a matter, either Party may request a determination be made in accordance with the 

Act. 

SECTION 4. Meetings may be held as the need arises 

and/or as mutually agreed by the Parties, between representatives of the Employer and the Union to discuss personnel policies and practices and other matters affecting 

working conditions of the unit employees and any questions which may arise concerning the interpretation and 

application of this Agreement. 

SECTION S. The Parties recognize that a free flow of 

information is necessary to resolve issues at the lowest 

possible level and agree to encourage open discussion between appropriate Union representative and first line supervisors for that purpose. 

3 
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 which include: 

(a) To determine the mission, budget, organization, number of employees and internal security practices of the Employer; and 

(b) In accordance with applicable laws: 

(1) to hire, assign, direct, layoff, and retain 

employees in the agency, or to suspend, 

remove, reduce in grade or pay, or take 

other disciplinary actions against such employees; 

(2) to assign work, to make determinations 

with respect to contracting out, and to determine the personnel by which Employer 

operations shall be conducted; 

(3) with respect to filling positions, to make 

selections for appointments from: 

(a) Among properly ranked and certified 

candidates for promotion; or 

(b) any other appropriate source, and 

(4) to take whatever actions may be necessary 

to carry out the Employer's mission during 

emergencies. 

SECTION 2. Nothing in this Article will preclude the 

Employer and the Union from negotiating. 

(a) At the election of the Employer, on the number, types, and grades of employees or positions assigned to any organizational sub- division, work project or tour of duty, or the technology, methods and means of performing 

work. 

4 
(b) Procedures which officials of the Employer will 

observe in exercising any authority under this 

article; or 

(c) Appropriate arrangements for employees adversely affected by the exercise of any authority 

under this article by such officials. 

SECTION 3. The Employer will annually inform all 

employees in writing of their rights to representation under Article VI, Section 2.b, (1) and (2) of this agreement (Weingarten Right). 

ARTICLE 5 

RIGHTS OF EMPLOYEES 

SECTION 1. Each employee will 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. Each employee will be protected in the exercise of such rights. Each member of the unit will have the 

right: 

(a) to act for a labor organization in the capacity of 

a representative and the right~ in that capacity, 

to present the views of the labor organization to 

the heads of Agencies and other officials of the 

executive branch of the Government, the Congress, or other appropriate authorities; and 

(b) to engage in collective bargaining with respect 

to condition of employment through representatives chosen by the employees of the unit. 

SECTION 2. The terms of this Agreement do not preclude any employee from bringing work related matters of 

personal concern to appropriate officials of the Employer, normally by the chain of command, and to engage in discussion with management officials, with or 

without the presence of a representative from the Union. 

SECTION 3. An employee covered by this Agreement 

has the right to .have both the Employer and Union apply 

ill! provisions of this Agreement fairly, equitably and 

without discrimination. 

s 
SECTION 4. An employee, or a representative of the 

Union who has been authorized in writing by the employee, may review the contents of the employee's personnel folder. Such review is subject to the provisions established by law and Government wide rules and regulations. 

SECTIONS. Nothing in this Agreement will require an 

employee to become or remain a member of the Union, 

or to pay money to the Union except pursuant to a voluntary written authorization by the employee for payment of 

dues through payroll deductions. 

ARTICLE 6 

RIGHTS AND RESPONSIBILITIES OF THE 

UNION 

SECTION 1. The Union is the exclusive representative 

of the employees in the bargaining unit and is entitled to 

· act for and negotiate collective bargaining agreements 

covering all employees in the unit. The Union is responsible for representing the interest of all employees in the 

unit without discrimination and without regard to labor 

organization membership. 

SECTION 2. The Union will be given the opportunity to 

be represented at: 

(a) any formal discussion between one or more representatives of management and one or more 

employees of the unit or their representatives 

concerning any grievance or any personnel policy or practice, or other general condition of 

employment; 

(b) any examination of an employee in the unit by a 

representative of the Employer in connection 

with an investigation if; 

(1) the employee reasonably believes that 

the examination may result in disciplinary action against the employee, 

and 

(2). the employee requests representation. 

6 
SECTION 3. The Union has the right to post Union notices of meetings and other appropriate material on designated bulletin boards subject to its prior review by the employer. 

SECTION 4. Union representatives will be granted reasonable and necessary official time for negotiations, arbitration and representational duties consistent with this 

Agreement and the Law. 

ARTICLE 7 

UNION REPRESENTATION 

SECTION 1. The Employer agrees to recognize duly 

designated Union officers and two stewards. The Uhlon 

will provide to the Employer a current list of all elected 

officers and authorized stewards. 

SECTION 2. Those activities concerned with the internal management of the Union or membership meetings, 

such as solicitation of membership, collection of dues, 

campaigning for Union offices and distribution of literature, will be conducted outside of working hours. 

SECTION 3. Appropriate Union officials must request 

permission from their immediate supervisor in advance to 

leave their work site for the purpose of conducting labor 

management business,. indicating the nature of the business to be transacted (e.g., grievance, hearing, appeal, 

appointment with management officials, etc.), destination/location of the area to be visited, and the anticipated 

time of return. If contact with a unit employee is necessary, permission must be obtained from the supervisor of 

the employee to be contacted. If the supervisor denies 

such request due to workload considerations, the supervisor will provide the representative with an alternative date 

and time of when they may be released. Union representatives will inform their immediate supervisor as soon as 

they return to their work site. Union representatives will, 

whenever practical, attempt to obtain information and 

answer questions by telephone. In all cases, Union representation duties will be conducted promptly. 

7 
SECTION 4. Negotiations and discussions between 

management officials and the Union will normally be 

conducted during regular working hours. 

SECTION S. Official time may be granted to each Union representative to attend Union endorsed labor/management training not to exceed sixteen (16) hours annually, provided the subject matter of such training is of 

mutual benefit to the Detachment Office and to the representative. Advance notice is required and approval must 

be obtained from the Director, NPPSDO. 

SECTION 6. The Employer agrees that national representatives of the National Association of Government 

Employees will be permitted to visit Union officials at 

reasonable times and on appropriate business, subject to 

applicable security regulations. The Union agrees to notify the Employer in advance of intended visits with the 

Employer and/or Union officials to specify the purpose 

thereof. 

SECTION 7. No Union officer or duly designated steward will be reassigned from their current shift or work 

center without advising the Union. This requirement will 

not apply to actions necessary . to satisfy work requirements of three (3) days or less o'r in cases of emergency. 

ARTICLE 8 

GRIEYANCE PROCEDURES 

SECTION 1. This Article establishes the exclusive procedure available to the employees in the unit, the Union, 

and the Employer for resolving all grievances which fall 

within its scope. The scope of this grievance procedure 

will include any matter relating to employment of employees excluding EEO complaints, non-selection for promotion from a group of properly certified candidates, and 

that which is prohibited by the Act. Grievances prohibited 

by the Act include: 

(a) prohibited political activities, 

(b) retirement, life and health insurance, 

(c) a suspension or removal affected in the interest 

of national security, 

8 
(d) any examination, certification or appointment, 

or 

(e) the classification of any position which does not 

result in the reduction in grade or pay of an 

employee. 

SECTION 2. Except where contrary to Jaw and limited 

by the exclusions above in Section l, the following types 

of grievances may be presented and processed by: 

(a) an employee in that employee's own behalf, 

(b) an employee with representation, 

(c) any group of employees, 

(d) the Union in its own behalf; and 

( e) the Employ~r. 

SECTION 3. Any employee or group of employees in 

the unit may present a grievance to the Employer and 

have it adjusted as long as the adjustment is consistent 

with the terms of this agreement and the exclusive representative has been given the opportunity to be present at 

the adjustment throughout the grievance proceeding. Employee grievances (a, b, c) will be processed beginning 

with Step 1, Union grievances will be processed beginning 

at Step 3, and Employer grievances be filed in writing 

with the Local Union President. 

SECTION 4. Employees using this procedure may be 

represented by the Union as provided in steps l, 2, and 3 

of this Section. The following procedure will apply in 

processing grievances. 

Step 1. An employee with a grievance will first inform 

the immediate supervisor, first level of authority in the 

chain of command, of the nature of the grievance. At 

this step, the grievance is informal and not in writing. 

The grievant may present the grievance alone or with a 

union representative. The informal grievance must be addressed within fifteen (15) workdays after the grievant is 

aggrieved or becomes aware of a grievable situation. An 

inquiry into the matter will be made by the Employer. 

The grievant and the Union representative, if any, will be 

9 
informed of the f"mdings within seven (7) workdays from 

the date upon which the grievant presented the grievance. 

Step 2. If the grievant is dissatisfied with the solution 

arrived at through Step l, the grievant may present the 

grievance in writing to the next level of authority in the 

chain of command within five (5) workdays. The written 

grievance will contain: (a) identity of the grievant; (b) 

specific nature of the grievance; (c) the corrective action 

desired; and (d) the identity of the representative, if any. 

This official will meet with the grievant and the representative (if one has been designated) within five (5) workdays from the date the grievance is received. Other employees having direct knowledge or information bearing 

on the grievance may be interviewed by the parties during 

this meeting. This official will then give a written decision 

of the grievance to the grievant within five (5) workdays 

after the closing of the grievance meeting. 

Step 3. If the grievance is not satisfactorily resolved at 

Step 2, the grievant may refer the written grievance to the 

Director within five (5) workdays after receipt of the Step 

2 decision. The Director or his designated representative 

will consider the merits of the grievance and, within ten 

(10) workdays after receipt of the grievance, render a 

written decision on the matter to the employee. If the Union is dissatisfied with the decision of the Director, the 

Union may pursue the matter to Arbitration in accordance with Article 9 of this Agreement. 

SECTION 5. The time limits in this article may be extended by agreement between the Union and the Employer. A grievant may withdraw the grievance at any 

time. Failure of the Employer to observe the time limits 

for any step in the grievance procedure will entitle the 

grievant to present the grievance to the next step. Failure 

of the grievant or the representative to observe the time 

limits for any step in the grievance procedure will entitle 

the Employer to reject the grievance for being untimely. 

SECTION 6. Except group grievances, if the 

grievant(s) resigns, dies, or is separated from the unit by 

any action other than removal before a decision is 

10 
reached on the grievance, and no compensation issue is 

involved, action will be stopped and all interested Parties 

will be notified that because of the separation, the case is 

being closed without decision. The Union reserves the 

right to pursue any grievance that is in the common good 

for other employees of the unit. 

SECTION 7. The grievant, the Union representatives, 

and any employee called as a witness in grievance procedures will be granted official time to the extent necessary 

to participate in the proceedings. 

SECTION 8. A grievance may be initiated by the Union 

or the employer concerning a dispute over the interpretation and application of this Agreement or published policy and regulations. To receive consideration, the grievance must be submitted in writing to the President of the 

Union or the Director, as applicable, within fifteen ( 15) 

workdays after the Act or occurrence which gave rise to 

the dispute. If the matter is not satisfactorily resolved 

within fifteen (15) workdays, arbitration may be invoked. 

ARTICLE 9 

ARBITRATION 

SECTION 1. Arbitration may be invoked only by the 

Union or the Employer. Within thirty (30) work days: 

(a) after receipt of the Step 3 decision or (b) from the last 

day allowed for the rendering of the Step 3 decision, the 

Party invoking arbitration will notify the other Party of the 

intent to have the matter resolved through arbitration. 

Representatives of the Parties may meet and attempt to 

resolve the disputed issue(s), including questions of 

grievability and arbitrability,at any mutually agreed upon 

time(s) prior to the arbitration hearing. The representatives may also attempt to resolve matters of stipulation(s) 

and joint submission(s) including material fact(s) and 

the Parties' position with respect to the grievance and 

may make submission(s) to the Arbitrator within ten (IO) 

work days prior to the arbitration hearing. If the Parties 

are unable to reach agreement upon any submission(s), 

each Party may make its own submission(s) and will pro11 
vide the other Party a copy thereof. Service, if any, to the 

Arbitrator or the other Party will be made personally or 

by registered mail, return receipt requested. 

SECTION 2. If the matter remains unresolved, either 

party may request the Federal Mediation and Conciliation 

Service to provide a list of seven (7) impartial persons 

qualified to act as arbitrators. The Parties will meet 

within ( 5) workdays after receipt of such list. The Parties 

will alternately strike an arbitrator's name from the list of 

seven (7) until one name remains, who will be the duly 

selected arbitrator. The first Party to strike a name will 

be decided by the flip of a coin. 

SECTION 3. The arbitration fee and any additional expenses, including travel and subsistence, will be shared 

equally by the Parties. 

SECTION 4. The arbitration hearing will be held, if 

possible on the Employer's premises and during the regular day shift hours. The Union representative, the 

grievant, or any employee called as a witness will be 

granted official time to the extent nec;essary to participate 

in the official proceedings. 

SECTION 5. The arbitrator will be requested to render 

a decision within thirty (30) calendar days following the 

conclusion of the hearing. 

SECTION 6. The arbitrator's decision is binding on the 

Parties; however, either Party may file an exception to 

the decision with the Federal Labor Relations Authority 

in accordance with the Act. 

SECTION 7. The arbitrator will not change, modify, 

alter, delete or add to the provision of this Agreement. 

Such right is the prerogative of the Parties only. 

ARTICLE 10 

EMPLOYER-UNION-MEETINGS 

SECTION 1. The Employer encourages Union representatives to meet with those management officials designated by the Employer to discuss personnel policies and 

practices of the Employer or matters affecting working 

conditions of the Unit employees. Such meetings will be 

held by mutual agreement. 

12 
SECTION 2. The Parties agree that in addition to the 

meetings mentioned in Section 1 above, the heads of departments and/or their designated representatives will 

meet with the officers of the Union as need arises to discuss matters of common interest, with a view to establishing and maintaining labor management cooperation 

between the Employer and the Union. 

ARTICLE 11 

INFORMAL DISCUSSION 

SECTION 1. Employees and supervisors are encouraged to carry out informal discussions with each other. 

Such discussions, may include but are not limited to matters of personal concern to the employee, technical aspects of the employee's job, and minor performance 

problems. Nothing in this article nor this Agreement will 

prevent the employee from exercising the rights contained 

herein concerning formal discussions and/or representation. 

ARTICLE 12 

PERSONNEL POLICIES 

SECTION 1. The Employer agrees earned sick leave 

may be used by employees for bonafide instances of illness, incapacitation or doctor's appointment. No reference will be made on a performance appraisal, except 

where it is known that used sick leave has materially affected the employee's ability to perform .their job task. 

SECTION 2. An employee will be provided, upon request, a copy of any materials placed in their personnel 

file as entitled under the Federal Personnel Manual 

(FPM). 

SECTION 3. Material having a specified time limit for 

retention in an employee's personnel jacket will be removed and disposed of in the manner provided in the 

FPM. 

13 
ARTICLE 13 

EQUAL EMPLOYMENT OPPORTUNITY 

PROGRAM 

SECTION 1. The Union and the Employer recognize 

the necessity for an Equal Employment Opportunity Program. The Parties affirm the President's policy on Equal 

Employment Opportunity and agree to actively support 

and pursue those objectives. 

ARTICLE 14 

REDUCTION-IN-FORCE 

SECTION 1. Applicable laws and regulations will govern reduction-in-force actions. 

SECTION 2. The Employer agrees to notify the Union 

when it is determined that reduction-in-force within the 

unit is necessary. The Employer agrees to provide the 

Union with the names and the number of affected employees in the competitive levels involved, the retention 

register and details as to how such employees were selected when such information becomes available from the 

servicing CPO. 

SECTION 3. During periods of reduction-in-force, the 

Union agrees to cooperate with the Employer in communicating to employees the reason for the reduction. 

SECTION 4. Any career or career conditional employee 

who is separated as a result of reduction-in-force, and 

who has not declined placement equal in grade to the position held, will be placed on the Re-employment Priority 

List, and such employee will be given preference for re-

, employment in accordance with applicable regulations. 

SECTION S. The Employer will counsel eligible employees on retirement options available during the notice 

period and before the effective date of the reduction-inforce. 

14 
ARTICLE 15 

POSITION DESCRIPTION 

SECTION 1. The Employer will be responsible for the 

accuracy and completeness of an employee's position description. The employee may prepare a draft of the position description. 

SECTION 2. Employees may request supervisors to review the duties and description of their position for content, title, series and grade when the employee believes 

the position description is not in agreement with duties 

assigned and performed. 

SECTION 3. Where a determination has been made 

that a position description does not reflect current duties 

and responsibilities, the Employer will take corrective action promptly to ensure that the position description accurately reflects the duties and responsibilities of the position. 

SECTION 4. Where a disagreement exists, an employee may be represented or assisted by a Union representative in discussing: 

(a) Any primary duty assignment that is not in 

agreement with the employee's position description, 

(b) While reviewing classification standards used to 

evaluate the employee's duties, or 

( c) In pursuing an appeal. 

SECTION S. The employee may obtain from the Civilian Personnel Office information relative to classification 

appeals and the regulatory procedures. The employee 

may be accompanied by a Union representative. The 

Employer assures. the employee of the right to appeal the 

correctness of the position classification action without 

restraint, prejudice, or reprisal. 

15 
ARTICLE 16 

PROMOTIONS AND DETAILS 

SECTION 1. Selections for promotion will be made 

from the best qualified applicants. 

SECTION 2. An employee appeal or complaint concerning prohibited personnel practices under the Act relating to Merit Promotion violations, ranking and/or 

qualification determinations will be processed in accordance with the contract grievance procedures or the statutory procedure, but not both. 

SECTION 3. Proposed changes to the Merit Promotion 

Plan will be subject to provisions of Article III, Sections 

1, 2, and 3 of this agreement. 

SECTION 4. The Employer will maintain, in a central 

location, a copy of vacancy announcements made available to NPPSDO for review by employees. 

SECTION 5. The Employer agrees to provide advice 

and guidance to employees for improving work related 

skills. 

SECTION 6. An employee's use of approved annual or 

sick leave will not be a factor in evaluation and selection 

for promotion, except where such leave record would materially affect the employee's ability to perform the job 

effectively. 

SECTION 7. The selectee will be notified as soon as 

possible after selection has been made. 

SECTION 8. Factors of age, sex, race, color, creed, 

national origin, religion, political affiliation, or labor organization affiliation will not be considered in the selection process. 

SECTION 9. When the employer designates an employee to assume temporarily the duties of a higher grade 

level position for a period of two (2) consecutive weeks or 

more, and that employee has the qualifications for the 

higher grade level position, such action will be accomplished by a temporary promotion. Competitive promotion proceedings shall be used if a temporary promotion 

will last more than 120 days. 

16 
ARTICLE 17 

PERFORMANCE APPRAISALS 

SECTION 1. All employees performance will be appraised against established standards set forth in accordance with current regulations. 

SECTION 2. The Employer agrees that performance 

evaluations and ratings will be based on identified performance elements and standards established by the supervisor for the position occupied by the employee. 

SECTION 3. An employee's signature, after review of 

the performance evaluation, indicates that he or she has 

reviewed the performance rating and appraisal record and 

that it has been discussed. The employee's signature will 

not be taken to mean agreement with any of the information or forfeiture of any rights of review or appeal. 

SECTION 4. An emp.Ioyee may request to see any performance appraisals submitted by any past and present 

supervisors. Supervisors will ensure appraisals are submitted to the Civilian Personnel Office in a timely manner. 

SECTION 5. Any employee not appraised within the 12 

month appraisal period will receive a presumptive rating 

of satisfactory. The immediate supervisor will inform 

each employee of the employee's performance level in 

each critical element at least once every six months during the appraisal year. In the event an employee's performance is considered marginal or unsatisfactory, the 

immediate supervisor will: 

(a) counsel each employee regarding the deficiencies. 

(b) document the counseling and advise the employee. 

(c) afford the employee a reasonable opportunity to 

improve performance. 

ARTICLE 18 

TRAINING 

SECTION 1. It is mutually agreed that the training of 

employees is of vital interest to the Employer and the Un17 
ion. The purpose of training is to develop necessary skills 

of employees as the needs and mission of the Employer 

may require. 

SECTION 2. The Employer and Union agree to encourage employees to take advantage of training and educational opportunities. 

SECTION 3. Employees are encouraged to seek available outside educational opportunities to increase individual proficiency in their chosen occupation or trade. The 

Training Division of the Civilian Personnel Department 

will, upon request, provide the employee with information 

concerning such outside training programs. Training approved and directed by the Employer will be consistent 

with Employer needs, course Criteria, qualifications and 

work experience of the employee involved. 

. ARTICLE 19 

HOURS OF WORK 

SECTION 1. It is agreed that the basic workweek for 

full time employees is 40 hours. The normal workweek 

will be five (5) consecutive eight (8) hour days, such that 

the employees shall normally have two (2) consecutive 

days off. It is agreed that changes to the employee's work 

week is subject to impact bargaining. 

SECTION 2. When it is necessary for the Employer to 

revise employees' scheduled work hours, the Employer 

will notify the affected employee(s), of the change. 

When it is necessary for employees to work irregular 

hours, the Employer agrees to notify the Union of the 

reason(s) for the change. 

SECTION 3. If the Employer determines that irregular 

work hours are necessary, employees may express a preference or volunteer for a given shift and such preference 

will be given consideration in assignment of shifts. 

SECTION 4. When extreme weather conditions cause 

widespread delay in reporting to work, the Employer 

may, at its discretion, grant administrative leave in accordance with regulations applicable to employees in the 

unit. 

18 
ARTICLE 20 

TRAYEL 

SECTION 1. Employees will be reimbursed for authorized travel expenses in accordance with applicable regulations. 

ARTICLE 21 

OVERTIME 

SECTION 1. Overtime work will continue to be paid for 

pursuant to current pay laws and regulations including all 

shift differentials and premium pay where applicable. 

SECTION 2. The Employer will determine when overtime is to be performed. Overtime work will be distributed 

fairly and equitably among employee classifications consistent with mission requirements and the experience and 

qualifications of the employees to do the work. 

SECTION 3. Employees will be notified of all scheduled 

overtime as far in advance as possible. Advanced notice 

will be given where practicable. In cases of unscheduled 

overtime, it is recognized that little advance notice will be 

possible because of unforeseen mission requirements. If 

an employee is called back to work to perform unscheduled overtime work, such overtime performed will be considered to be at least two (2) hours in duration for overtime pay purposes. 

SECTION 4. Time for clean up will continue to be allowed where applicable prior to the end of overtime 

shifts. 

SECTION S. Each employee who is required to work 

overtime, without prior notice, will be allowed one telephone call home at government expense. 

19 
ARTICLE 22 

ANNUAL LEA VE 

SECTION 1. Employees shall accrue and be granted 

annual leave in accordance with applicable laws and 

regulations. Annual leave will be granted when the Employer determines that the workload/manpower balance 

will so permit. Leave approved for a portion of a day will 

be charged in increments of one fourth (1/4) hour (fifteen minutes) . 

SECTION 2. Annual leave, including leave that will accrue to an employee during the year, may be granted at 

any time during the year, at the request of the employee 

and with Employer approval. 

SECTION 3. The employee is responsible for notifying 

the supervisor of any annual leave usage not previously 

approved by the supervisor. Notification must be made as 

soon as practical but not later than one (1) hour after the 

shift begins. If the supervisor is not availabkl, the employee will inform the acting supervisor of the need for 

emergency annual leave and. the telephone number where 

the supervisor can contact the employee. Failure of the 

employee to make such notification may result in the employee being placed on AWOL (absent without leave) 

status. 

SECTION 4. Previously approved annual leave will only 

be rescheduled for good cause or in the event of an emergency workload. Such cause will be orally explained by 

the individual causing the change. Written explanation 

will be given if specifically requested by the employee. 

When two or more employees request leave for the same 

period of time (in whole or part), and if it is impractical 

to schedule both employees as requested, the supervisor 

will attempt to resolve the scheduling problem with the 

employees concerned. If the problem cannot be resolved, 

resolution will be made in the favor of the employee with 

the greatest seniority with NPPS. 

20 
SECTION 5. Consideration will be given to granting annual leave upon request in circumstances such as, but not 

limited to the following: 

(a) Death in the employee's immediate family. 

(b) Religious observances. 

( c) Attendance at conventions of veteran's organizations or other organizations of which the employee is a member. 

(d) Employee's birthday. 

ARTICLE 23 

SICK LEAVE 

SECTION 1. Employees will accrue sick leave in accordance with applicable laws and regulations. The Union 

and the Employer recognize the insurance value of sick 

leave, so it will be available for extended illness. Sick 

leave will be chargeable in increments of one fourth (1/4) 

hour (fifteen minutes). 

SECTION 2. Sick leave is for use when an employee is 

physically incapacitated to perform assigned work and for 

dental, optical, or medical treatment. It is also for use 

when exposure to a contagious disease (a contagious disease means a disease requiring isolation, quarantine, or 

restriction of movement of the employee, as prescribed by 

appropriate health authorities) would endanger the health 

of co-workers were they to report to work. 

SECTION 3. The employee who is ill and unable to report for duty is responsible for notifying his/her supervisor 

of the illness as soon as practicable but not later than one 

(1) hour after the shift. If the supervisor is not available, 

the employee will inform the acting supervisor of the illness and the telephone number where the supervisor can 

contact the employee. Failure of an employee to make 

such notification may result in the employee being placed 

in AWOL (absent without leave) status. Upon return to 

duty or upon official notification, the employee will indicate the reason for the absence to their supervisor. If the 

supervisor determines the absence is reasonably justified, 

the leave will be approved. Otherwise the final decision to 

21 
approve or disapprove a request for sick leave in each 

case rests with the Employer. 

SECTION 4. An employee's absence due to illness in 

excess of three (3) consecutive workdays must be supported by a medical certificate or a statement signed by 

the employee submitted to the supervisor within fifteen 

(15) days of his/her return to duty. The employee's 

signed statement explaining the nature of his/her illness 

will be accepted in lieu of a medical certificate when it is 

unreasonable to require a medical certificate because the 

illness does not require the services of a physician. The 

statement must be submitted in sufficient detail to permit 

a reasonable evaluation of the circumstances. If the supervisor determines the absence is reasonably justified, 

the leave will be approved. Otherwise the final decision to 

approve or disapprove a request for sick leave in each 

case rests with the Employer. 

SECTION 5. When the Employer reasonably believes 

there is evidence of sick leave abuse by an employee, the 

Employer must first advise the employee in writing of the 

suspected abuse and that a complete medical certificate 

may be required for any future period of sick leave absence within the next 120 work days for which sick leave 

may be requested. 

ARTICLE 24 

LEAVE OF ABSENCE 

SECTION 1. Employees may be granted leave without 

pay in accordance with applicable laws and regulations. 

SECTION 2. Consistent with the Employer's needs, 

when given adequate advance notice in writing, an employee in the unit who has been elected or appointed to 

serve as a delegate to any Union activity requiring leave 

of absence, upon request, will normally be granted annual leave and/or leave without pay. 

SECTION 3. The Employer will recognize the bumping 

and retreat rights of an employee on leave of absence in 

situations where the employee is affected by reductionin- force action during such leave of absence. 

22 
SECTION 4. Employees who are absent on extended 

leave without pay will continue to have coverage under 

the Federal Employees Group Life Insurance and Federal 

Employees Health Benefits Program, in accordance with 

applicable regulations. 

ARTICLE 25 

HOLIDAYS 

SECTION 1. Employees will be entitled to holiday 

benefits consistent with applicable regulations, in connection with all Federal holidays now prescribed by law 

and any that may be added by law. Holidays designated 

by Executive Order shall be observed as legal holidays. 

Holidays will be observed as non-workdays. 

SECTION 2. Pay for holiday work will be computed in 

accordance with applicable laws and regulations. 

ARTICLE 26 

THEFT 

SECTION 1. The Parties recognize that the theft of 

Government property .is a violation of law, the United 

States Code and a serious breach of employee conduct. 

Therefore, the Parties agree to cooperate with the Employer's efforts to maintain an adequate physical security 

program and to eliminate theft. 

ARTICLE 27 

ALCOHOL AND DRUG ABUSE 

SECTION 1. The Union agrees to support the Employer's program on Alcohol and Drug Abuse. The abuse of 

alcohol and drugs is a recognized problem in which both 

parties. have an obligation. Therefore, the parties agree 

that counseling and commitment to medical treatment 

may be required of an employee identified as having such 

a problem. However, the employee's efforts towards 

counseling would not foreclose the Employer from imposing discipline in appropriate circumstances. 

SECTION 2. The Employer agrees to make available 

professional counseling services to assist those employees 

in need. 

23 
SECTION 3. It is agreed that alcohol and drug abuse is 

an illness and subject to sick leave provisions as provided 

for in Article 23· of this agreement. 

ARTICLE 28 

CIVIC RESPONSIBILITIES 

SECTION 1. Since jury duty is a civic responsibility, 

the supervisor shall not request an employee to be released from jury . service unless it is determined by the 

Employer that the public interest would be better served 

by the employees remaining on the job. 

SECTION 2. Court leave will be granted in accordance 

with current regulations. 

SECTION 3. The Parties recognize that local and national health, welfare, and emergency relief organizations 

depend largely upon voluntary contributions for successfully achieving their objectives, and encourage employees 

as individual citizens and as members of a community to 

contribute voluntarily to worth-while organizations as 

part of their personal responsibility as citizens. To the 

end that campaigns will be conducted in the spirit of true 

voluntary giving, the Parties agree that: 

(a) "Fair Share" suggestions may be used for guidance and education, but the assignment of a 

dollar quota to an individual employee is prohibited. 

(b) When envelopes are used, individuals who desire to keep their gift private may use any envelope without a name being placed thereon. 

(c) Supervisors will not solicit subordinates. 

SECTION 4. Employees who volunteer as donors under 

the Employer's Blood Donor Program may be excused 

from duty without charge to leave for a period not to exceed four (4) hours. 

SECTION S. Employees on duty on the date of any National or State election and who are eligible to vote in 

such elections may be granted time off without loss of pay 

or charge of leave for the purpose of voting consistent 

24 
with applicabie regulations. Employees who do not intend 

to vote, are not entitled to such time off. 

ARTICLE 29 

EMPLOYEE MORALE 

SECTION 1. The civilian personnel ceiling and on 

board count of employees will be made available to the 

Union, upon request. 

SECTION 2. As soon as possible, the Employer will 

notify the Union of serious illness, injury, or death of a 

unit employee. 

SECTION 3. The Union agrees that the employees of 

the unit should individually and collectively perform the 

work assigned to them loyally and efficiently. The Union 

will use its influence and best efforts to maintain the high 

morale and professional standards of the unit's employees and to safeguard the integrity of their performance to 

the maximum extent possible. 

SECTION 4. The Employer will furnish two (2) copies 

of the Civilian Personnel Bulletin to the Union. 

ARTICLE 30 

HEALTH AND SAFETY 

SECTION 1. The Employer will provide and maintain a 

safe and healthy place of employment in accordance with 

applicable laws and regulations. 

SECTION 2. The Employer will exert every reasonable 

effort to provide expeditious medical treatment by competent, trained medical personnel to injured/sick employees. 

ARTICLE 31 

UNION DUES WITHHOLDING 

SECTION 1. An employee of the unit may make a voluntary allotment for payment of Union dues by completing Standard Form 1187 and submitting it to the Payroll 

Office via the Union representative and the Director 

NPPSDO. The allotment to be effective the first full pay 

period after Standard Form 1187 has been received in the 

25 
Payroll Office, provided the form is received by the Payroll Accounting Branch, five (5) working days prior to 

the beginning of the pay period. 

SECTION 2. The Union is responsible for procuring 

Standard Form 1187, distributing the form to its members, certifying to the amount of the dues, delivering the 

completed forms to the Director NPPSDO and educating 

its members on the program for allotment for payment of 

dues, its voluntary nature, and the uses and availability 

of Standard Form 1187. 

SECTION 3. An allotment will be terminated when the 

employee leaves the unit as a result of resignation, retirement (or other separation from the rolls of the activity), 

or other personnel action (except temporary promotion or 

detail); when dues withholding agreement between the 

activity and the labor organization is suspended or terminated; or when the employee has been suspended or expelled from the labor organization, or upon request by the 

employee. 

SECTION 4. The Union will notify the Director 

NPPSDO, in writing when a member who has authorized 

dues withholding is suspended or expelled from the Union. 

SECTION S. An employee may not revoke a dues withholding allotment for a period of one year from the effective date of the allotment. Employees who have had a 

dues allotment in effect for one year may revoke their voluntary authorization for allotment of compensation for 

payment of Union dues by completing Standard Form 

1188 and submitting it to the Civilian Personnel Office by 

March 1st. The revocation will become effective the first 

pay period following March 1st after Standard Form 1188 

is received by the Civilian Personnel Office. Standard 

Form 1188 may be obtained by calling the Civilian Personnel Office. 

SECTION 6. Whenever a revocation Standard Form 

1188 is received by the Civilian Personnel Office, the Union will be notified. 

SECTION 7. The Payroll Office will forward to the 

Comptroller, Fiscal Office, National Association of Gov26 
emment Employees, 285 Dorchester Avenue, Boston, 

Massachusetts 02127, within three (3) workdays after 

each payday all 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 deduction made for 

such employee member. A copy of the list will 

also be sent to the Union President. 

(b) A check drawn by the Finance Office on the 

Treasury of the United States and made payable to the Comptroller, Fiscal Office, National Association of Government Employees, 

in an amount equal to the total of all such 

monetary allotment deductions. 

(c) At least three (3) workdays prior to the start of 

a new pay period, the Union will notify the 

Employer of any error which it believes has 

been made in the amount of dues previously 

transmitted. Upon verification of an error reported by the Union or discovered by the Employer, the Employer will make an appropriate 

adjustment in the amount transmitted for such 

new pay period. An explanation of any such 

adjustments will accompany the check in which 

such adjustment is reflected. 

SECTION 8. This Article is subject to revision at such 

times as may be necessary to comply with changes in 

Navy or OPM Instructions. It is also subject to revision at 

such time as the Union will change the address to which 

remittance checks are to be sent or if the Union will 

change the amount of dues to be allotted. In the latter 

case, the Union will give all employee members notice of 

such change in the amount of the dues. Any such change 

iri the amount of an employee• s regular dues, with consequent change in the amount of the allotment of such employee per biweekly pay period, will become effective with 

the deduction made on the first pay period after the notice 

has been received by the Employer. 

27 
, 

SECTION 9. If this Agreement cannot be renegotiated 

by its termination date because of impasse, third Party 

proceedings involving a negotiability dispute, or a unit 

representation question, dues withholding arrangements 

as set forth in this Article will continue until the matter is 

resolved. Failure by the Parties to agree on an extension 

of the Agreement will not terminate the dues withholding 

arrangements. 

ARTICLE 32 

PUBLICIZED- AGREEMENT 

SECTION 1. The Employer will reduce this Agreement 

to a pocket size booklet and furnish a copy to each unit 

employee. Amendments will also be published and distributed. 

SECTION 2. The Union may post a copy of the Agreement on approved bulletin boards. 

ARTICLE 33 

DURATION OF AGREEMENT 

AND 

AMENDMENTS 

SECTION 1; All provisions of this Agre_ement will become effective on the date of approval by the Department 

of the Navy or in accordance with the Act. All provisions 

of this Agreement will remain in full force and effect unless replaced by new provisions or the Union is no longer 

the Exclusive Representative. 

SECTION 2. This Agreement will remain in full force 

and effect for a period of three (3) years from the date of 

approval. Thereafter, the Agreement will be updated to 

conform to law and regulation and be submitted for approval as provided for in Section 1 of this. Article to extend for periods of one (1) additional year, unless either 

Party submits to the other Party a written request to 

renegotiate this Agreement. This request must be submitted not more than ninety (90) days and not less than sixty 

(60) days prior to the terminal date of the Agreement. 

SECTION 3. This Agreement is subject to modification 

or amendment as follows: 

28 
(a) Amendment(s) may be necessary after the effective date of this Agreement because of 

changes in applicable laws or Executive Orders. When this occurs, the Parties will meet to 

bring the contract in conformance with the requirements of such laws or Executive Orders. 

(b) This Agreement is subject to modification or 

amendment(s) by mutual consent of the Parties. Request for amendment(s) by either Party 

must be in writing and must include a summary 

of the proposed amendment(s). The Parties will 

meet within fourteen (14) calendar days after 

receipt of the proposed amendment(s) to discuss the matter. 

(c) If the Parties agree that modification(s) or 

' amendment(s) are warranted, they will proceed to negotiate the matter(s). 

(d) Either Party may initiate mid term bargaining 

over subjects not previously addressed and 

agreed upon in this Agreement. 

SECTION 4. Amendment(s) as agreed to under Section 

3 will, upon acceptance by both Parties and approval in 

accordance with Section 1 of this Article, become a part 

of and subject to the same terms as this basic agreement. 

SECTION 5. When renegotiation is in progress, but will 

not be completed by the terminal date of the existing 

Agreement, the Agreement may be extended for a specific period by the mutual consent of the Parties. THIS 

AGREEMENT, executed on the first day of February 

1988, by the Parties hereto as evidenced by the following 

signatures. 

29 
ror t11e OftJon1 

30 
This Agreement was approved by·"Alt Secmtarl)'):of1 the 

Navy on March 1, 1988, effectie Marchi lJ,. 19Ba<.