Between 

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Administrative Support 'C.enter East 

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International Association of Fire Fighters 

Local F-221 

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GLOSSARY

ARTICLE PAGE

1 - Recognition and.Unit Designation 1

2 - Precedence ofLaw and Regulations . 2

3 - Employer-Union Cooperation 3

4 - General Provisions 4

5 - Safety and Health 6

6 - Hours ofWork and Tours ofDuty 8

7 - Overtime/Compensatory Time 10

8 - Training 14

9 - Appointments, Promotions and Details 16

10 - Disciplinary Actions 18

11 - Position Management and Classification 19

12 - Reductions-In-Force 20

13 - General Provisions 22

14 - Union Representation 24

15 - Allotment for Payment ofDues 27

16 - General Provisions 30

17 - Equal Employment Opportunity 31

18 - Facilities and Equipment 32

19 - Uniform, Protective.Clothing and Uniform,

Allowance 34

20 - Leave 36

21 - Negotiated Grievance Procedure 46

22 - Arbitration 52

23 - Unfair Labor Practices 54

24 - Bargaining Requirements and Procedures 55

ARTICLE 1

RECOGNITION AND UNIT DESIGNATION

Section 1. The Employer recognizes the Union as the

exclusive bargaining representatives of all employees in the unit

as defined in Section 2 ofthis Article.

Section 2. The recognized bargaining unit includes and

this Agreement is applicable to, all GS-081 nonsupervisory Fire

Fighters employed at Defense Distribution Region East, Headquarters.

Employees oftenant and attached activities at DDRE and other depot 

employees are excluded from coverage by the provisions ofthis 

Agreement.

1
ARTICLE 2

PRECEDENCE OF LAW AND REGULATIONS

Section 1. It is agreed and understood by the

Employer and the IJnion that in the administration of all

matters covered by this Agreement, The Employer, the Union and 

employees are governed by existing laws (e.g., Public Law

95-454,13 October 1978, The Civil Service Reform Act of

1978), or future laws and the regulations of appropriate

authorities, including Department ofDefense and Defense

Logistics Agency policies and regulations required by

law or by the regulations of appropriate higher authorities,

or authorized by the terms of a controlling Labor-Management

Agreement at a higher agency level, unless the agency informs

the Federal Labor Relations Authority (FLRA) that there is no

compelling need or the Union challenges and the FLRA finds no

compelling need for the agency regulations.

2
ARTICLE 3

EMPLOYER-UNION COOPERATION

Section 1. The Employer and the Union recognize that

the Combined Federal Campaign depends largely on voluntary

contributions from the employee and consequently encourage

employees as individual citizens and as members ofthe

community to contribute voluntarily as part oftheir personal

responsibility as citizens. To that end it is agreed that

fund-raising campaigns shall be conducted in the spirit of

true voluntary giving.

Section 2. The Employer and the Union agree that the

employees participation in U. S. Savings Bond campaigns is

entirely voluntary. The Union and the Employer do however

agree to support the participation in U. S. Savings Bond

campaigns.

Section 3. The Employer and the Union agree to take

all reasonable steps to encourage the reduction ofthe

consumption of gasoline, natural gas, and electricity at

DDRE.

Section 4. The Union agrees to encourage its unit

members to participate in the DDRE Blood Donor Program.

Section 5. The Employer, the Union and medical and

public health authorities recognize alcoholism and drug abuse

as diseases. The Employer and the Union agree to promote and

support those programs designed to keep all employees informed

ofthe inherent dangers of alcohol and drug abuse, promote

early identification and counseling facilities available in

the local community.

Section 6. The Union agrees to promote and support

within the bargaining unit, improvements in work methods

and equipment or processes, reduce operating costs and improve

working conditions and employee morale.

Section 7. The Union agrees to support, approved,

programs established by the Employer to reduce waste, conserve

materials, safeguard employees health, prevent accidents and

encourage on-the-job improvements.
ARTICLE 4

GENERAL PROVISIONS

Section 1. The Employer (Management Officials)

retains the right in accordance with applicable laws and

regulations (a) to direct the work force, (b) to hire,

promote, transfer, assign, and retain employees in the agency,

(c) to suspend, demote, discharge, layoff, remove, reduce in

grade or pay, or take other disciplinary action against 

employees, (d) to relieve employees from duties because of

lack ofwork or for other legitimate reasons, (e) to maintain

the efficiency ofthe operations entrusted to them, (f) to

determine the methods, means and personnel by which such

operations are to be conducted, (g) to take whatever actions

may be necessary to carry out the mission ofthe Employer in

situations of emergency, (h) to make determinations with

respect to contracting out, (i) to make selections for

appointment from any appropriate source, and (j) to assign

work.

Section 2. The right to make reasonable rules and

regulations is an acknowledged function ofthe Employer. In

making rules and regulations relating to personnel policy,

procedures, and practices.and matters, ofworking conditions,

the Employer shall give due regard and consideration to the

obligations imposed by this Agreement and the provisions of

the Civil Service Reform Act of 1978

Section 3. The Employer shall assure that each

employee shall have the right to form, join, and participate

in die accomplishment ofUnion duties, as well as to refrain

from such activity. Each employee shall be protected in the

free exercise ofthat right without fear ofpenalty or

reprisal.

Section 4. The Employer agrees to provide the Union

with advance information on the following types ofpersonnel

actions:

Reductions-in-Force

Transfers-of-Function

Reorganizations

Changes in tours of duties (except when taken with

employees concurrence)

Reductions-in-Grade (except when taken at employees

request or with employees

concurrence)

4
Section 5. The DDRE file of DDRE, OPM, DLA and other

higher headquarters regulations relating to personnel

policies, practices and procedures, will be available for the

Unions use. One copy of each DDRE Regulation and changes 

thereto shall be forwarded to the union upon publication or

republication.

Section 6. It is agreed that the Employer will

initially print and distribute to the Union 30 copies ofthis 

Agreement at no charge to the Union. Any additional copies

requested by the Union will be provided by the Employer at a

cost to the Union.

5
ARTICLE 5

SAFETY AND HEALTH

Section 1. The Employer agrees to make every

reasonable effort to provide and maintain safe working and

sanitary conditions and facilities and the Union will

cooperate to that end by encouraging the employees to work in

a safe manner. Each Supervisor will take prompt and

appropriate action to correct an unsafe condition or action

which is reported or observed.

Section 2. The Union recognizes that it is the

primary responsibility of each employe to observe safe work

practices; therefore, the Union will promote the maintaining

of an effective and continuous accident prevention program by

requiring unit employes to obey all safety rules,‘to work in a

safe manner, and to report promptly any unsafe work practices

or conditions to Supervisors.

Section 3. The Union shall have the right to

designate one (1) representative who shall be the Union

President or alternate to serve as a member ofthe Central 

Safety and Health Committee. Acting through its designated 

representative on the labor organization panel to the DDRE_

Central Safety and Health Committee, the Union may nominate

individuals from the bargaining unit to the standing list of

civilian employees for appointmentto Boards ofInquiry

appointed to investigate accidents occurring within the

bargaining unit. Each Board ofInquiry appointed by the

Commander isto include on (1) member from each standing list.

Nominees to the standing list will be selected based upon

their objectivity and preferable practical experience with 

related work environment.

Section 4. The Employer shall notify the Union in a

timely manner of all reportable accidents which occur within

the bargaining unit.

Section 5. The Employer agrees that all emergency

motorized fire fighting equipment will receive top priority

for maintenance, to insure that the emergency vehicles will be

in a safe operating condition as outlined in appropriate

technical manuals for each vehicle.

Section 6. Emergency Medical Service will respond to

all fire calls and be available at all times. The injured 

employee shall remain in the care of, as a minimum, an

Emergency Medical Technician, as determined by the Employer

while being transported by ambulance.

6
Section 7. A yearly physical examination will consist

ofthe following:

a. CBC Triglycerides, Chloresterol and Bloodborne

Pathogens.

b. Vision Exam

c. Audiometric

d. Baseline chest x-ray whenever deemed necessary by

the Medical Officer

e. Urinalysis

f. Baseline EKG prior to appointment and annually, or

when deemed necessary by the Medical Officer

g. Pulmonary Function Test (PFT)

After the tests are given to the employee, the employee will

be given a follow-up appointment as soon as all results are

available. Ifthe employee is disqualified for fire fighting

duties, the employee will be given notice, the Fire Chiefwill

be notified, and consideration for assignment to other duties

will be in accordance with Article 20, Section 2 F(2) ofthe

Agreement.

Section 8. The Employer agrees to give Hepatitis ”B"

inoculations to all the unit employees, upon their consent,

and also all booster inoculations as is necessary or required.

Section 9. When regulatory standards are not

available, NFPA 1500 standards will be reviewed for

applicability.

Section 10. Management and Union agree to develop a

physical fitness program, within six (6) months ofthe signing

ofthis amendment, that will require participation of all

bargaining unit members. The intent ofthe program, unless

superseded by regulation/law, is to maintain or improve good

physical condition in employees engaged in strenuous

activities thereby reducing risks to employees.

7
ARTICLE 6

HOURS OF WORK AND TOURS OF DUTY

Section 1. The Employer agrees upon the following

basic tour of duty:

a. For Fire Fighters whose positions require a

substantial amount ofstandby time, the tour of duty shall be

a 72-hour week ofthree alternate 24-hour shifts. Normally,

each 24-hour period will consist of eight (8) hours ofwork

and sixteen (16) hours ofstandby time as defined in 5 CFR

Subsection 550.143(e) except for unscheduled work

requirements.

b. For Fire Inspectors, the tour of duty shall be

four 8-hour shifts and one 24-hour shift or an approved

compressed work schedule.

c. Mealtimes will be allotted in accordance with

paragraph la., above.

Section 2. It is agreed that each 24-hour shift shall

include eating and sleeping time, standby time and actual hours

ofwork. Actual work may include, but not limited to,

inspection and first echelon maintenance services on fire

apparatus, housekeeping, fighting fires, HAZ/MAT activities

(i.e., responses to, evaluation of and appropriate action to

alleviate emergency conditions arising from incidents

involving hazardous materiels), inspection of buildings,

structures, storage areas and fire protection facilities,

installing and maintaining fire extinguishers, alarm desk

watch, preparation ofreports and records, training auxiliary

fire brigades, area personnel and building occupants, fire

watch ofhazardous operations and places ofpublic assembly, 

emergency rescue standby in connection with aircraft

activities, proficiency training, drills, classroom studies,

emergency medical services (EMS), and other assigned duties.

Section 3. The tour of duty is promulgated by

management in accordance with current Defense Logistics Agency

and other applicable regulations. The normal workday shall be

established by management for the station as a whole. The

Union will be informed regarding changes in the normal workday

starting and quitting time.

8
Section 4.. When Reserve/National guard units are on

duty for annual training and are housed on the installation,

they will maintain the responsibility ofraising and lowering

the installation Americal Flag, unless activities require off

post travel.

9
ARTICLE 7

OVERTIME/COMPENSATORY TIME

Section 1. Assignment and Control

a. The Employer reserves the right to assign overtime. Prior to

assigning overtime the Employer will determine if any employee is

willing to voluntarily switch a "Kelly Day" or a 24-hour tour of

duty in the case ofthe Fire Prevention Personnel.

b. Scheduled overtime is defined as overtime which is known

about 48 hours prior to the shift requiring the overtime.

c. Assignment of overtime shall be done fairly, on a rotating

basis to all participating employees with the appropriate skills 

required to fill the overtime as determined by the Employer.

(1) Scheduled Overtime

(a) First consideration will be offered to employees

scheduled for a "Kelly Day" on the same shift or in a case for

"swing" employees their two (2) day break, on a rotating basis.

(b) Second consideration will be offered to employees 

from the opposite shift who are scheduled for a "Kelly Day" or two

(2) day break on either the day before or the day after the overtime

requirement day, on a rotating basis.

(c) Third consideration will be offered to employees ofthe 

opposite shift or swing employee on a rotating basis.

(d) Ifthe overtime requirement cannot be met with

volunteers by one ofthe preceding methods, then the employee at

the top ofthe overtime rotation list, with the appropriate skills 

required as determined by the Employer and based upon the

employees most recent service computation date for leave purposes

will be directed to work.

(2) Unscheduled Overtime

(a) First consideration will be given to employees on the

opposite shift that are starting their two (2) or three (3) day break,

on a rotating basis.

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(b) Second consideration will be offered to employees of

the opposite shift on a rotating basis.

(c) Ifthe overtime requirement cannot be met with

volunteers by one ofthe preceding methods, then the employee at

the top ofthe overtime rotation list, with the appropriate skills

required as determined by the Employer and based upon the

employees most recent service computation date for leave purposes

will be directed to work.

d. Employees who are scheduled for overtime duty which does

not follow a scheduled tour of duty and who are unable to report

for duty are required to notify the immediate supervisor within

fifteen (15) minutes prior to the start oftheir scheduled overtime.

e. It is understood that when an employee has volunteered to

work overtime or has been directed to work overtime, his failure to

report and work may subject him/her to disciplinary action.

f. The Employer will maintain and display an overtime rotation

list.

Section 2. The Employer will provide as much advance

notification as is possible under the circumstances when employees

are required to work overtime.

Section 3. Entitlement. The Employer and the Union agree that

all leave should be scheduled so that it does not conflict with

planned overtime.

a. When an employee is in a pay status, said employee is

eligible to work overtime during that administrative work week.

b. Employees in an approved leave without pay (LWOP) status

are eligible to work overtime during the administrative work week

in which LWOP occurs. However, employees will not be entitled

to the overtime pay rate until the regulatory requirements are met

to receive such overtime pay.

c. When an employee is directed to work overtime, the

employee may contact a replacement to work in place ofthe

employee as long as the employer determines said replacement has

11
the appropriate skills required. The employee will remain on duty

until their replacement reports for duty.

Section 4. Ineligibility.

a. Employees on light duty will only be allowed to work

overtime performing the same duties that the employee performs

on light duty, when overtime is required for such duties.

b. Exceptions may be made by the Employer (Supervisor) to the

above situations based on individual case circumstances.

Section 5. The Employer agrees that records of overtime work

or refused will be maintained by the Employer and that such

records will be made available for review by local representatives

ofthe Union upon request in connection with a complaint or

grievance.

Section 6. Termination of Overtime. If during overtime duty an

employee requests to be released from duty for good cause and the

Employer (Supervisor) determines that additional overtime is not

required, the Employer (Supervisor) will release that employee.

When employees are to be released from overtime they will be

released in reverse ofthe order in which they were selected. Upon

release from duty the overtime status is terminated and the

employees are in a non-duty/non-pay status.- Employees who

volunteer for overtime and who are involuntarily released from

duty at the convenience ofthe Employer (Supervisor), having

worked less than halfofthe hours offered to them, are reinstated al

the top ofthe overtime list.

Section 7. Overtime pay will be based on actual overtime hours

worked except where an employee works irregular or occasional

overtime (i.e., when the employee is required to return to duty

from a non-duty status). In such cases, the overtime pay will be

based on a minimum two (2) hours overtime period.

Section 8.

a. Employees who work irregular or occasional overtime may

be compensated by either overtime or compensatory time off.

Advanced compensatory time offfor religious observances, i.e.,

compensatory time used before it is worked, will be repaid by an

12
equal amount oftime, but no later than one (1) pay period after the

pay period during which the employee used such time off.

b. "Trading ofTime”. The act oftwo employees "trading”

working shifts, who are qualified to perform the duties ofthe shift.

Requests for "Trading ofTime” will be requested by the

employee(s) involved no later than 48 hours prior to the desired

change to allow review and approval by management. Exceptions

to the 48 hours advance may be granted in emergency situations.

In all cases, both segments ofthe traded time must be completed

within the same pay period.

c. Requests for "trading oftime" may be disapproved if

modifications in work schedules interfere with the efficient

accomplishment ofthe mission or cause the employer to use

additional overtime to meet minimum staffing requirements.

d. When Federal employees are granted an excused absence for

a special event, i.e., Christmas, Presidential funerals, etc., (e.g.,

two hours early release on the day prior to Christmas), and

essential personnel must remain on duty, they will be granted an

equal amount of excused time at an alternate time.

Section 9. Early reliefis a system wherein an employee is

relieved by another employee on the following shift for a period of

less than one (1) hour before the end of a tour of duty. Normally,

employees will not be required to request early reliefin writing,

unless requested by the supervisor. All early relief exchanges will

be accomplished within the same pay period. When shifts are

above the minimum manning level, extra consideration should be

given to employees for excused absence rather than utilizing the

early procedure.

Section 10. Recall ofFire Department Personnel. Recall is of a

voluntary basis. Recall rosters will be for a one month period.

Employees may place themselves on the Recall roster on a

permanent basis. The first recall will be for all employees within a

10 mile radius ofDDRE. The second recall will be for all

employees within a 20 mile radius of DDRE. The third recall, if

necessary, will be for all employees beyond a 20 mile radius of

DDRE. The senior fire officer will determine the number of

personnel to be recalled, e.g., need three fire fighters. If

insufficient volunteers respond to a recall, then mandatory callback

will be initiated.

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ARTICLE 8

TRAINING

• Section 1. It is agreed between the Employer and the

Union that an annual training needs survey will be conducted

by the Employerto determine individual training requirements

to:

a. Meet the needs ofthe position;

b. Keep abreast oftechnological advancement and the

state ofthe art;

c. Develop employee potential;

d. Improve performance.

Section 2. The Employer and Union agree that adequate 

job-related training will be provided to all Fire Department

personnel. The Employer and Union further agree that every

reasonable effort within the budget limitations,will be made 

to allow attendance at training off-site, and that there is no

comparable training at a lesser cost. Approvedtraining will

be at no cost to the employee. Employees have the

responsibility to take full advantage, ofthe training made

available and for applying the learning to theirjob.

Section 3. The Employer agrees to maintain a

current training library.

Section 4. The Employer agrees to meet with the Union

at times mutually acceptable to both parties to make or

consider recommendations concerning training.

Section 5. The Employer agrees to provide facilities

necessary for support ofthe approved training program.

Section 6. When an employee is assigned to duties in

which they have no previous experience, they shall be allowed

a reasonable break-in training period.

Section 7. As determined by the Employer, outside

drills will not normally be held on Federal Holidays. As

determined by the Employer, outside training will not

normally be conducted during periods of.severe weather.

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Section 8. The Employer agrees to grant recognized

Union Officers/Stewards official time to attend Union

sponsored training provided the subject matter ofsuch

training is ofmutual concern to the Employer and the Union

and the Employer's interest will be served by the attendance

ofthe Union Representative(s). Official time will be

authorized to cover only those portions of a training session 

which will meet the foregoing criteria. Exceptions to this

policy may be made on a case by case basis with mutual

consent. At no time will the mission be impeded. Requests

for such training must be received by the Labor Relations

Specialist at least fifteen (15) working days in advance of

the training session and be accompanied by sufficient

documentation as will permit an evaluation ofthe Union

sponsored training program with the foregoing criteria.

Section 9. Normally, the Employer will notify

employees thirty (30) days in advance of any specialized

internal Fire Department training that would be beneficial to

the employees, to allow modification ofwork schedules, where

possible.

15
ARTICLE 9

APPOINTMENTS, PROMOTIONS AND DETAILS

Section 1. The Employer reservesthe right to fill

vacant positions by selections from any appropriate source. 

One such option is the assignment of employee(s) from one

shift or work schedule (i.e., "Kelly Day") to another shift or

work schedule without a change injob series, grade or title.

The Employer agrees to consider tins option prior to direct

recruitment action. When the Employer chooses to exercise

this option, the following procedure will be used:

a. Volunteers for changes in shift or work schedule

will be solicited from within the Division.

b. Where volunteers exist, the Employer agrees to

assign the most senior volunteer based on Employes Service

Computation Date for Leave Purposes.

c. Where no volunteers exist, the Employer agrees to

assign employees with the least seniority based on Employee's

Service Computation Date forLeave Purposes.

d. Normally, except for unforseen mission

requirements, the employer agreesto notify-‘each employee

with at least fourteen days advance notice when changes in

shift and/or work schedule are required.

Exceptions to this procedure may be requested by an employee,

in writing, and exception may be granted by the Employer with

the concurrence ofthe Union.

Section 2. The Employer and the Union agree that

bargaining unit position vacancies will be filled in

accordance with the installation Merit Promotion Plan. Every

effort will be made to use the skills and potentials of

bargaining unit employees for the best interest ofthe

activity.

Section 3. The Employer agrees to consult with the

Union on changes in the Merit Promotion Plan.

Section 4. In the absence ofa current referral list,

announcements ofnew vacant positions in the bargaining unit

will be placed on the Division bulletin board for at least

seven days before the announcements closing dates. These

announcements will contain a brief description ofthe duties

ofthe position and required qualifications.

Section 5. A bargaining unit employee who had been

referred for promotional opportunity within the bargaining

16
unit, but not selected, will be given, in writing, the reasons

the selectee was selected for the vacancy, ifthat employee

requests the reason in writing.

Section 6. The parties agree that temporary

assignments to higher-grade position vacancies included in the

bargaining unit inay be made by detail or temporary promotion,

and that insofar as is practical, full-time permanent

vacancies will be filled on a permanent basis. Employees may

be non-competitively temporarily promoted over one hundred

twenty (120) days and up to five years ifthe employee

previously held the higher grade on a permanent basis.

Competitive temporary promotions may be up to one year in

length. Details for a higher grade can be made

non-competitively in increments ofone hundred twenty (120) 

days for up to five years.

Section 8.

a. The Fire Chiefwill assemble a panel to compare

and evaluate each applicant referred for appointment, lateral

and promotion consideration. The panel will consist ofthe

selecting supervisor, Assistance Chiefs and Captain of

receiving shift, the Assistant ChiefofCaptain ofthe

opposite shift, and two bargaining unit members. When the

action involves a Fire Prevention Section employee, the panel

will consist ofthe selecting supervisor, both Assistant

Chiefs and two bargaining unit members. Employees applying

will be prohibited from participation on the panel. The panel 

members will have full participation during deliberations.

The final decision for selecting an individual rests with the

selecting official. The deliberations ofthe interviewing

panel will be treated as confidential and will not be

discussed by members outside the panel meeting.

b. The Employer will establish guidelines by which

the panel will use to evaluate each candidate and make such 

guidelines available to the Union.

17
ARTICLE 10

DISCIPLINARY ACTIONS

Section 1. The Employer and the Union agree that

primary emphasis will be placed on preventing situations

requiring disciplinary actions through effective employee

management relations. Disciplinary action will be taken for

cause and forthe purpose ofcorrecting problem situations,

and maintaining discipline and morale among other employees.

Section 2. Supervisors shall advise employees when

entries are made in their Official Personnel Folder ("201

File") which have an adverse effect on the employee.

Sections, It is agreed that prior to the receipt of

a formal appeal or grievance.from the effected employee, the

Employer may hold any information relative to a proposed

disciplinary action to be privileged and a private matter

between Employer and employee, except as provided in the

preceding Section 2, although the employee may divulge such

information at their own discretion.

Section 4. Under normal circumstances'the employee

will receive a letter ofproposal noflaterthan forty-five \

(45) calendar days afterthe conclusion ofthé employer’s

(supervisor’s) investigation and submission ofthe SDSNC Form

1625 when the disciplinary action proposed falls under

Negotiated Grievance Procedures. Under normal circumstances

the employee will be given a decision letter not later than

Twenty-One (21) calendar days following the receipt ofthe

employees reply to the proposed letter. Employee(s) will be

notified when an extension ofthese time fiâmesis necessary

as determined by the Employer. Notification will include

reason for delay. Failure to meet these time frames does not

preclude the Employer from taking disciplinary action. However,

all efforts will be made to meet the time frames.

Section 5, Nothing contained in this article or

agreement shall preclude an employee from exercising a

grievance or appeal rights granted him by law, Executive

Order, rule, regulations or DLA policy.

18
ARTICLE 11

POSITION MANAGEMENT AND CLASSIFICATION

Section 1. Job Descriptions. The Employer will

assign duties to positions and assure that major duties

are described in job descriptions. Also the Employer will

discuss with employees the accuracy ofthe employee'sjob

descriptions. Employees will be provided procedures for

securing review ofwhat they consider to be inequities in the

classification oftheir positions at any time and will be

given a reasonable amount oftime, through prescribed

channels, to submit their views concerning any changes in

theirjob descriptions.

Section 2. Classification Standards, The Employer

will inform the union concerning receipt of any new and 

revised classification standards affecting unit members.

The Employer will afford the union the opportunity to

review draft classification standards covering unit employees1

positions. The Employer will consider union comments on

draft standards for inclusion in submissions to higher echelons.

19
ARTICLE 12

REDUCTIONS-IN-FQRCE

Section 1. The Employer and the Union agree that

circumstances may arise necessitating employees in the unit to

be separated, downgraded or reassigned through

reductions-in-force (RIF) procedures. The Union recognizes

that the decision to implement a RIF is non-negotiable. This 

however, does not bar negotiations concerning the procedures

involved and the impact ofthe decision on the employees

adversely affected to the extent consonant with law and

regulations and to the extent that it does not interfere with

the Employer's right to implement the RIF.

Section 2. The Employer agrees that after it is

determined that a RIF is necessary the Union will be informed

as early as possible considering the time constraints involved

in plotting a RIF and the impact ofdecisions from higher

authority. The notification will include the reasons for the

RIF, the number of employees, the types ofpositions and the 

effective date the action is to be taken. Such notification

will allow the Union the opportunity to consult with the

Employer making its views and recommendations known and

enabling the Employer to respond before final implementation.

The Union will be notified of changes in implementation dates.

Section 3. All RIF actions will be implemented in

accordance with applicable laws and regulations. Any career

or career-conditional employee who is separated as a result of

RIF shall be placed on an appropriate reemployment priority

list and such employee shall be given preference for

reemployment to vacancies within the unit and shall be

considered for other vacancies outside the unit to the extent

the employee meets existing qualification requirements.

Section 4. Acceptance oftemporary positions by an

employee will not affect their eligibility for reemployment in

a permanent position.

Section 5. In order for the Union to facilitate and

intelligently fulfill its responsibilities to the bargaining

unit, the Employer, upon written request by the Union, agrees

to provide access to copies,ofthe following as applicable to

the Unit:

a. "From-to" placement list applicable to the

bargaining unit.

20
b. A copy ofthe retention register applicable to the

employees ofthe unit.

c. A current, approved Table ofDistribution and

Allowances for the unit.

21
ARTICLE 13

GENERAL PROVISIONS

Section 1. The Union, as the exclusive representative

of employees in the unit, is entitled to act for and to

negotiate agreements covering all employees in the unit, and

is responsible for representing the interests of all such

employees without discrimination and without regard to labor

organization membership.

Section 2. The Employer and the Union agree to

consistently strive for improved communication between all

employees and Supervisors, to promote efficiency, and to

improve the morale ofall employees.

Section 3. Interpretation ofpublished requirements

relating to personnel policies, practices and procedures, and

matters ofworking conditions and the application ofsame in

dealings with the entire bargaining unit or segments thereof,

as well as with individual unit employees, are proper matters

in which the Union shall presentthe views of employees to the

Employer, as a basis for negotiation.

Section 4. The Union shall be given the opportunity

to be represented at:

a. Any formal discussion, which is a meeting between

one or more representatives ofthe Employer and one or more

employees in the bargaining unit, or their representatives,

concerning any grievance or any changes in personnel policies

or practices or other general conditions of employment. Some

examples offormal discussions are: (1) impending Reduction

in Force or Transfer ofFunction, (2) changes in an

organizations' work schedules, (3) changes in Merit Promotion

Procedures, (4) changes in safety requirements, (5) resolution

of grievances processed under the Negotiated Grievance

Procedure, and (6) development of group job performance

standards for an occupational series and grade, etc.

b. Any examination of an employee in the bargaining

unit by a representative ofthe Employer in connection with an

investigation ifthe employee has reason to believe that the

examination may result in disciplinary action against the

employee and ifthe employee requests representation.

Some examples ofsuch examinations are: (1) investigation of

22
AWOL, (2) investigation offighting on duty, (3) investigation

ofinsubordination, (4) investigation oftheft, (5)

investigation ofdrinking on duty, (6) Reports of Survey, (7)

locally directed and conducted investigations under provision

of appropriate DLA Regulation.

Section 5. The Union is not entitled to be

represented at meetings such as (1) performance counseling

sessions, (2) work assignment discussions, (3) developing

personal job performance standards, (4) presentation of

disciplinary action proposal and decision letters, (5)

resolution of grievances filed under other then the Negotiated

Grievance Procedures, (6) normal day-to-day work operations

and functions.

Section 6. The Union agrees that solicitation of

membership or dues, electing officers or stewards, posting and 

distributing literature, Union meetings and other internal

Union business shall be conducted only during employees'

nonduty hours or during "standby" periods when employees are

not engaged in “unscheduled" work.

Section 7. Membership in the Union will be accepted

without discrimination.

Section 8. The Union agrees that it shall not call or

participate in a strike, work stoppage, or slowdown, or picket

the Employer in a Labor-Management dispute ifsuch picketing

interferes with the Employer's operations, or condone such

activity by failing to take action to prevent or stop it.

23
ARTICLE 14

UNION REPRESENTATION

Section 1. The Union will be represented by the Union

President or a designated Vice-President with respect to

day-to-day relationships with the Employer (Region Commander

or designated representatives). This extends to exchange of

information and/or discussion regarding current work problems,

changes to policies and regulations in the area ofpersonnel

management, and any other matter included under this Agreement

Section 2. Stewards will be restricted to

representing only those employees in their designated Area of

Representation (i.e., shift). Each Steward will be allowed a

reasonable amount oftime to receive and investigate

inquiries, complaints and grievances of employees in their

Area ofRepresentation. The Union reserves the right to

substitute any Steward to represent employees in an Area of

Representation outside that Steward's normal Area of

Representation where specific expertise is required and the

designated Steward cannot provide that expertise.. If an

employee believes a Steward is unsuitable to represent their

interests, the employee may contact the Union President and

request a replacement. In such cases, the .substituted Steward

will be identified by the Union President who will provide

advance written notice thereofto the Employer (Supervisor of

the shift being visited).

Section 3.

a. Official Labor-Management Business between

Stewards and employees will be conducted in private, if

possible, in the immediate vicinity ofthe later's work area.

In all cases, the Union Representative must request the

Employer's (Supervisor's) approval prior to using Official

Time for Official Labor-Management Business.

b. The Union Representative shall request supervisory

approval to use Official Time. That request shall include the

Official Time required for the Official Labor-Managemnet

Business and the purpose.

c. Prior to granting approval for the use of Official

Time, the Supervisor ofthe Union Representative shall

determine the following:

24
(1) That the workload permits release ofthe

Union Representative.

(2) That the Official Time is requested for

Official Labor-Management Business. The Union

Representative's statement to that effect will be considered

adequate.

(3) That the employee to be visited (when

appropriate) is available and will be released from duty by

their Supervisor. The Union Representative's statement to

that effect will be considered adequate.

(4) The amount of Official Time which will be

approved in connection with the request.

d. .When approval is granted, the Union Representative

will:

(1) Provide the Supervisor with adequate

information regarding where the Union Representative may be

reached (not required ifthe Official Labor-Management

Business will be conducted at the Union Representative's duty

location).

(2) Immediately upon arrival, report their

presence to the Supervisor ofthe area being visited.

(3) Make productive use of Official Time by

performing only Official Labor-Management Business.

(4) Upon completion ofthe Official

Labor-Management Business, return immediately to the assigned

duty location and report their return to the Supervisor.

(5) Ifthe Union Representative must visit

another area or requires additional time prior to return to

the assigned duty location, the Union Representative must

request additional Official Time, ifnecessary, and must

provide their Supervisor with adequate information regarding

where the Union Representative may be reached. This may be

accomplished by telephone.

e. In any complaint covered by the Agreement, an

employee may be represented by only one Steward except as

otherwise provided for in this Article.

Section 4. The Union shall supply the Employer the

following:

25
a. A list ofUnion Officials in the Unit by:

(1) Union Title

(2) Name

(3) Telephone extension

b. A list ofUnion Stewards in the unit by:

(1) Name

(2) Shift

(3) Telephone extension

The Union shall notify the Commander, in writing, of any

appointments ofUnion Representatives within five (5) work

days from date of appointment. Copies furnished to the

Director and the Labor Relations Specialist.

Section 5. Matters appropriate for consultation

between the Employer and the Union shall include

personnel policies, practices, and matters, whether

established by rule, regulation, or otherwise, affecting

working conditions. It is understood that once consultation

is initiated either party may ask for discussion and

clarification ofthe issues.

Section 6. In order to resolve day-to-day issues at

the lowest possible level, the Union and Employer agree that

initial contact for discussions between Employer

Representative(s) and Union Representative(s) shall be as

follows:

‘Assistant Fire Chiefs-Union Stewards

Fire ChiefTDivision Level-Union Vice Presidents/

Union President

Director/Special StaffLevel/Commander/Deputy

Commander-Union President or Designated Representative

In unusual or extreme circumstances, both Union and Employers'

officials, or their designated representatives, may initiate

contact at any level.

26
ARTICLE 15

ALLOTMENT FOR PAYMENT OF DUES

Section 1. Employees covered by this Agreement may

voluntarily authorize an allotment ofpay for the payment of

Union dues. Dues withholding procedures and arrangements

between the Employer and Union will be as follows:

Section 2. Union dues (i.e., the regular, periodic

amounts required to maintain an employee in good standing in

the Union) shall be deducted by the Employer from an

employee's pay each biweekly pay period when the following

conditions are met:

a. The employee is a member ofthe bargaining unit.

b. The employee has voluntarily authorized such a

deduction by executing IAFF 1187, "Request and Authorization

for Voluntary Allotment ofCompensation for Payment of

Employee Organization Dues."

c. The employee's earnings are sufficient, after all

other legal deductions, to cover the full amount ofthe

allotment.

d. Section A ofthe allotment form has been completed

and signed by the President or the Treasurer ofthe Union, and

the form has been received by the Chief, Finance Services

Division/Planning and Resource Management, Defense

Distribution Region East, Headquarters, New Cumberland, PA

17070.

Section 3. The Union shall be responsible for

insuring that the allotment form is purchased and made

available to eligible members and shall insure that the

employees are fully informed and educated concerning the

program for payroll deduction ofunion dues, its voluntary

nature, the uses ofthe required form, and the procedure for

revocation of allotments.

Section 4. Deductions shall begin with the first pay

period which commences after receipt ofthe completed

allotment form by the Chief, Finance Services Division.

27
Section 5. The dues withholding program will be

provided by the Employer at no charge to the Union. The dues

withheld will be transmitted by the Defense Finance and

Accounting Service (DFAS), Columbus, Ohio, by check to IAFF

Local F-221, following each biweekly pay period. With each

remittance the Finance Services Division will provide the

Union with two copies ofthe following information:

a. Names of employees for whom deductions were made

and the amount of each deduction.

b. Total amounts withheld.

c. Net amount remitted.

d. Names of employees separated since date oflast

remittance, employees entering LWOP status and adjustments.

Reasons for employee separations will be provided upon

request.

Section 6. An employee may initiate action to change

their allotment at any time by completing and submitting an

appropriate form to the Chief, Finance Services Division prior

to the intended effective date. Upon receipt ofthe change

request, Finance Services Division will adjust the withholding

of dues from the employee's pay in one ofthe following ways:

a. To revoke dues, the Standard Form 11-88,

"Cancellation ofPayroll Deductions for Labor Organization

Dues," may be used. The effective date ofthe change will be

as follows:

(1) For employees who have been on dues

withholding for less than one year the effective date will be

the first day ofthe first full pay period after their

anniversary date, but no sooner.

(2) For employees who have been on dues

withholding for more than one year the effective date will be

the first day ofthe first full pay period on or after 1

September of any calendar year.

b. To reduce the amount withheld the Standard Form

1188, "Cancellation ofPayroll Reduction for Labor

Organization Dues" may be used. The effective date ofthe

change will be the first day ofthe first pay period following

receipt ofthe request.

28
c. To increase the amount withheld (e.g., optional

Union Life Insurance Plan) the IAFF form 1187, "Request and

Authorization for the Voluntary Allotment ofCompensation for

Payment ofEmployee Organization Dues" may be used. The

effective date ofthe increase will be the first day ofthe

first pay period following receipt ofthe request.

The Finance Services Division will notify the Union of all

such revocations or changes received by forwarding the carbon

copy ofthe change form or reproduced copy ofrequest to the

Union with the transmittal referred to in Section 4 above.

Standard Form 1188 will be maintained by the Employer (Finance

Services Division) and furnished to an employee on an

individual basis.

Section 7. The Union may initiate action to change

allotments for all employees in the Bargaining Unit as the

result of changes in dues. The effective date ofsuch 

change(s) will be agreed to by the Union and the Employer.

Section 8. Federal employees who are not members of

the Bargaining Unit are not entitled to have Union dues

withheld by way ofpayroll deduction. Employees may, however,

retain Union membership, by paying direct dues, to retain

benefits. When an employee is to be released from the

Bargaining Unit, and yet retained as a member ofthe

Employer’s work force, the employee will be notified by the

Employer (Civilian Personnel Officer) no later than one pay 

period prior to cancellation of dues withholding by the

Employer.

Section 9. The Union agrees to notify the Chief,

Finance Services Division, in writing, when and employee with 

a current allotment authorization is expelled, or for any

other reason ceases to be a member in good standing.

29
ARTICLE 16

GENERAL PROVISIONS

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 ofpenalty or

reprisal, and each employee shall be protected in the exercise

ofsuch right. Except as otherwise provided underthe Civil

Service Reform Act, such right includes 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 ofthe labor organizations to heads of agencies and 

other officials ofthe Executive Branch ofthe Government, the

Congress or other appropriate authorities and;

b. To engage in collective bargaining with respect to

conditions of employment through representatives chosen by.

employees.

Section 2. Any employee has the right, regardless of

Union membership, to bring matters ofpersonal concern to the

attention ofappropriate officials, in accordance with

applicable laws, regulations, or established policies and to

choose their own representative in a grievance or appeal

action not subject to review under the Negotiated Grievance

Procedure. An employee or group of employees in the unit may

be represented only by the exclusive Union or by a person

approved by the Union in filing a grievance under the

Negotiated Grievance Procedure.

Section 3. The rights described in this Article do

not extend to participation in the management of an employee

organization, or acting as a representative of any such

organization, where such participation or activity would

result in a conflict or apparent conflict ofinterest or

otherwise be incompatible with law or with the official duties

of any employee.

30
ARTICLE 17

EQUAL EMPLOYMENT OPPORTUNITY

Section 1. The Employer and the Union mutually

recognize the importance of equitable treatment for all

employees in all aspects of employment. The Employer and the

Union agree to cooperate in actively promoting the concept and 

implementation ofEqual Employment Opportunity for all

bargaining unit employees. Such cooperation will extend to

the development and administration ofthe DDRE EEO Affirmative

Employment Plan.

Section 2. The Employer will solicit input for DDRE's

Affirmative Employment Plan from the Union prior to its

publication.

Section 3. The union will review the Affirmative

Employment Plan, meet with EEO staff officials to discuss its

contents and offer recommendations to the new plan. However,

nothing in this Article will constitute grounds for DDRE's

failure to comply in a timely manner, with nondiscretionary

directives issued by the Equal Employment Opportunity

Commission.

Section 4. The Union agrees to support the Selective

Placement Program which is designed to assist qualified 

individuals/veterans with a disability in obtaining Federal

employment consistent with their level ofskills and abilities

and their capacity for safe and efficient job performance; and

to provide equal opportunity for such employees in retention,

training, upward mobility and merit promotion. Emphasis is on

ability rather that disability and on training and rehabilitation

efforts, and the elimination ofbarriers to job opportunities

and advancement.

31
ARTICLE 18

FACILITIES AND EQUIPMENT

Section 1. The Employer agrees to cooperate with the

Union in allowing the use ofDDRE telephone and mail delivery

facilities for the purpose ofinternal, on-depot

communications related to Labor-Management business. The use

oftelephone resources does not extend to long distance calls

involving commercial numbers.

Section 2. The Employer will make the training area

ofthe firehouse available to the Union for the purpose of holding

regularly scheduled meetings among employees during their nonduty

or "standby’' hours. The Union agrees to inform the Employer at

least one week in advance ofsuch meetings. The Union will be

responsible for leaving the building in the same condition as it was

when the meeting began.

Section 3. The Employer agrees to provide adequate

sleeping and cooking facilities and equipment.

Section 4, In the event ofmalfunction ofthe heating

equipment or other utilities, the Employer shall promptly

initiate repairs. •

Section 5. The Employer agrees to establish, in

writing, a standard operating procedure containing the.station

house rules.

Section 6. Driver/Operator shall not be charged with

responsibility for the condition oftheir vehicles until the

driver/operator has been given time to inspect the vehicle.

Section 7. The Employer agrees to furnish an office

desk and chair for the use by the Union President.

Section 8. The Employer agrees to provide

approximately 42 square feet ofwall space for the Union

bulletin board and Union charter.

Section 9. The Employer agrees to supply the required

physical training gear, as determined by the Employer, for the

bargaining unit members.

a. All external physical training gear (i.e., sweat

suit, sweat shirt, T-shirt) except gym shorts, and running

shoes will have Defense Distribution Region East (DDRE), Fire

Department logo on them.

32
b. All physical training gear will remain at the duty

station and will be the exclusive uniform while performing

physical training.

c. Replacements will be accomplished through existing

uniform allowance (except the sweat suit, the sweat shirt and 

the running shoes which will be replaced when worn out.)

d. For new employees, physical training gear

procurement action shall be initiated within the first thirty

(30) days ofhire ofthe employee.

Section 10. The Fire Station will be included in any

service contract for custodial services for the restrooms and 

carpet cleaning "semi-annually”.

33
ARTICLE 19

UNIFORM, PROTECTIVE CLOTHING AND UNIFORM

ALLOWANCE

Section L The Employer agrees to furnish all

fire fighting protective clothing and equipment, including

safety boots and safety glasses ofboth regular or

prescription types to include sunglasses, ifprescribed by an

optometrist/ophthalmologist.

Section 2. Uniform Allowance

a. It is agreed that the clothing allowance request

will be made out in September of each year. To be paid by the

end ofOctober for that fiscal year. Employees will be

provided a Lump Sum Uniform Allowance in accordance with

applicable laws, rules, and regulations governed by Title 5

United States Code, Subchapter 1, Sections 5901, 5902, and 

5903. Wheneverthe provisions ofTitle 5 United States Code,

Subchapter 1, Sections 5901, 5902, and 5903 .are changed the

Employer shall ensure that the Uniform’Allowance will be

adjusted accordingly. The Initial Uniform Allowance shall be

requested for newly hired employees within fourteen (14) days

after they have been hired. . . ........

b. This authorization will be used for employees who

are expected to remain on the job through the year effected by

the lump sum payment. Those employees retiring, resigning, or

leaving the job for other reasons, will be responsible for

notifying Civilian Pay Section ofthe advance uniform

allowance. Management will also advise the Pay Section ofthe

advance pay and tihe need for recovery of any portion not

covered by employment.

c. The rate ofrecovery for employees separating will

be based on the initial payment divided by Four (4) quarters.

An employee must work at least One (1) day of each quarter to

qualify for payment of advanced clothing allowance. Recovery

for any overpayment will be through the employee's final

paycheck, retirement fund, or lump sum annual payments.

Section 3. Uniforms worn by GS-081 employees will be

in accordance with DLAR 1418.1. Athletic Gear for

firefighters will be provided since firefighters are required

to maintain a certain standard of physical fitness and are

expected to participate in fitness conditioning while on duty.

NOTE: This is not part ofthe uniform allowance and will be

paid for out ofthe Public Safety budget.

34
Section 4. Safety Shoes.

a. Supervisors will verify the need for employees

to obtain/replace safety shoes. Authorization for more than one

pair per year for an employee will be justified in writing by IOM.

A list of employees authorized to receive shoes via IOM will be

sent to the Base Supply Division five (5) work days prior to the

shoe mobile visit. Attached to this list will be individual DLA

1304s for each employee. DLA Form 1304 must be signed by a

person authorized to request supplies. Employees not listed on

the IOM will not be able to purchase shoes. Management will

ensure funds are available for the purchase ofsafety shoes prior

to the shoe mobile visit. Employees will be released to travel

to the shoe mobile in limited numbers. Hours of operation for the

shoe mobile will be from 8:00 a.m. to 11:00 a.m. and from 12:00

p.m. to 3:30 p.m. NOTE: This does not apply to employees on

other than 1st shift who are reporting at either the beginning or

ending oftheir shift. An employee may change his/her shift for the

purpose ofobtaining shoes ifthe hours ofoperation for the shoe

mobile does not coincide with the employee's hours ofwork.

b. Employees will present their badge to shoe mobile

attendant for verification ofshoe mobile purchases. Employees are

responsible for any payment exceeding the $72.00 limit for the

purchase ofshoes to the vendor.

35
ARTICLE 20

LEAVE

. Section 1. Annual Leave.

a. Employees shall earn annual leave in accordance

with applicable laws and regulations.

b. Employees must obtain approval for annual leave

before taking such leave except for emergency annual leave which

may be approved by the supervisor after receiving proper notice

as provided herein.

c. Unscheduled Annual Leave. When an employee is

unable to report at the beginning ofthe scheduled work shift, for

unforeseen reasons, approval ofunscheduled annual leave must be

requested by the Employee through personal telephone contact with

the Employer (Supervisor or designated alternate) prior to the

beginning ofthe work shift. In extreme circumstances where the

employee is actually incapacitated or otherwise prevented from

making the contact, or where the employee's absence from the scene

could threaten loss oflife or limb or result in unnecessary severe

hardship to others, another individual may contact the employee's

supervisor. The Employer will ensure that supervisors or designated .

alternates, who are authorized to act on unscheduled leave requests,

will be available to receive incoming, calls.

d. Minimum charge for annual leave is 15 minutes.

e. Any employee applying for leave on a work day which

occurs on a religious holiday associated with the religious faith ofthe

employee will be granted such leave provided subject employee's absence

will not interfere with the carrying out ofthe mission ofthe organizational

elements to which assigned. Any employee may elect to work

compensatory overtime in lieu oftaking leave or overtime pay when

personal religious beliefs require that the employee abstain from work

during certain periods ofthe normal work day or workweek.

f. Scheduling, Requesting, and Approving Leave.

(1) Employees shall submit their tentative

schedules for annual leave to their Supervisor by the first of February

and should be notified by their Supervisor oftentative approval or

disapproval by the first ofMarch. In those cases where competition

exists for desirable leave periods and not all requests for leave can be

tentatively approved, and after the supervisor has met with the employees

involved to attempt to resolve the matter, the following priorities will be

used to determine the order in which employee's requests for leave will

be approved:

36
leave.

(a) Employees with recorded excess annual

(b) Employees with earliest Service

Computation Date for leave purposes.

(2) Employees shall request annual leave by

completing two copies ofthe SF-71. Application for Leave and

submitting them to the Employer (Supervisor) sufficiently in advance

ofthe requested annual leave dates and times to permit convenient

consideration and approval or disapproval thereof by the Employer

(Supervisor).

(3) The Employer (Supervisor) shall ensure

expeditious consideration anti approval or disapproval ofthe

Employee's requests for annual leave. The Employer's (Supervisor's)

decision shall be indicated on the SF-71 and the SF-71 shall be

countersigned by the Employer (Supervisor).

(4) A signed copy ofthe Employee's request,

approved or disapproved and countersigned by the Employer

(Supervisor) shall be furnished to the Employee for the. Employee's records.

(5) Employees who have scheduled and have

had approved two or more consecutive calendar weeks of annual leave

for vacation purposes, and who can show that they have committed

significant personal financial resources to that leave period, shall be

granted such leave provided the employee making such request has

sufficient annual leave credits to cover the absence. The Employer

will not cancel approved leave except to meet emergencies or extreme

circumstances.

(6) In the event of a conflict in the scheduling or

approval of annual leave, based on circumstances beyond an employee's

control or where an employee has already committed significant personal

financial resources to the leave period, the Supervisor and the Employee

shall meet for the purpose ofresolving such conflict. Ifnot resolved, the

employee may call in their Union Representative.

(7) Ifthe Employer finds it necessary to cancel

scheduled and approved leave, the affected employee shall be given a

written explanation and an opportunity to select an alternative leave period.

g. Scheduling Excess Leave.

(1) Employees shall submit their tentative schedules

for annual leave to their Supervisor by the 1 st ofFebruary and shall be

notified by their supervisor oftentative approval or disapproval by the

1st of March. In the event of a conflict in the scheduling of annual leave,

the Supervisor and the employee shall meet for the purpose ofresolving

such conflict. Ifnot resolved, the employee may call in a Union Representative.

37
(2) All annual leave earned in a leave year which is

in excess ofthe maximum allowable accumulation (normally 432 hours) will

be scheduled by the employee and granted by the Supervisor as workload

pennits, to avoid forfeiture ofsuch excess annual leave at the end ofthe

leave year.

(3) The excess annual leave schedule will

be made available for review by the submitting employee and the Union.

(4) Ifan employee is unable to use excess

annual leave by the end ofthe year, that employee may apply for

restoring ofthat leave in accordance with local procedures.

h. Advance ofAnnual Leave.

(1) Advances of annual leave are limited to

deserving cases when such need is required. An employee’s request

for an advance ofannual leave is subject to the following:

(a) All available accumulated annual leave

must be exhausted.

(b) The amount of annual leave advanced

to an employee's account will not exceed the amount which will be

earned during the balance ofthe leave year in which approved- .

• •(c) Where it is known, or reasonably

assured, that an employee is to be separated or retired during the

year, the total advanced may not exceed the amount that will accrue

prior to the anticipated date ofseparation or retirement.

(d) For employees serving under a

temporary appointment or under a probationary or trial period,

advanced annual will not exceed an amount which it is reasonably

assured will be subsequently earned.

(e) A refund will be required for any

negative annual leave balance remaining at separation during that

year. No refund will be required ifthe employee separated because

ofdisability.

(2) The procedures for requesting an

advance of annual leave are:

(a) The employee will submit a

written request, through supervisory channels within the organization,

indicating the reason(s) for the request, the total number ofhours

requested, and the date(s) covered by the request.

(b) Supervisors will forward the request

with their recommendations, through channels, to the Director.

38
(c) The Director will notify the employee,

in writing and through channels, ofthe final action on the request.

The Civilian Payroll Office will be provided specific information'

on requests that have been approved.

Section 2. Sick Leave.

a. Sick Leave is a benefit provided by law. Employees

are entitled to such leave when they are incapacitated for the

performance oftheir duties for reasons ofillness, injury, or other

reasons provided for by leave regulations ofthe Employer

(DLAR regulatory guidance, FMLA, or any other law, rule or

regulation). The Unionjoins the Employer in recognizing the

insurance value ofsuch leave and agrees to encourage employees

to conserve sick leave so it will be available to them when needed.

b. Employees shall accrue sick leave in accordance

with statue and regulations ofthe Office ofPersonnel Management.

c. The Employer (Supervisor) retains the right to

approve the use ofsick leave.

d. Planned Sick Leave.

(1) Employees have the right to use sick

leave for medical, dental, optical, or similar examinations or

treatments when appointments for such examinations or treatments

cannot be arranged outside the work hours.

(2) Employees shall request sick leave by

completing two copies ofthe SF 71, Application for Leave, and

submitting them to the Employer (Supervisor) sufficiently in

advance ofthe requested leave date to permit convenient consideration

and approval or disapproval thereofby the Employer (Supervisor)

who determines whether workload permits.

(3) The Employer (Supervisor) shall ensure

expeditious consideration and approval or disapproval ofthe

employee’s request for sick leave. The Employer’s (Supervisor's)

decision shall be indicated on the SFs 71, and the SFs 71 shall be

countersigned by the Employer (Supervisor).

(4) A signed copy ofthe employee's request,

when approved or disapproved and countersigned by the Employer 

(Supervisor), shall be furnished to the employee for the employee's records.

e. Sudden Illness (Incapacitation).

(1) Employees not reporting for work

because ofincapacitation shall personally notify the Employer

39
(Supervisor or designated alternate) by telephone within two (2)

hours after the beginning oftheir scheduled work shift to request

sick leave. In extreme circumstances or emergencies, when an

employee's incapacitation prevents the employee from making the

contact personally, another individual may contact the Employer

(Supervisor). The employee's request for sick leave shall include

an estimate ofthe expected length of absence but, in accordance

with the provision ofthe Privacy Act of 1974, the employee will

not be required to explain the nature ofthe employee's illness.

(a) The Employer (Supervisor) shall

approve sick leave unless the Employer (Supervisor) has reason

to believe that leave abuse is a factor in the employee's request.

The employer's (Supervisor's) approval shall include the specified

amount oftime approved.

(b) When such reported absence continues

beyond the period ofsick leave approved at the time ofthe initial

request, the employee will contact the Employer (Supervisor) prior

to or on the first scheduled workday after such period to request

additional sick leave.

(2) In cases ofsudden illness or other

medical emergency incurred during duty hours, employees may be

either released from duty on sick leave by their Supervisor or,

when appropriate or when abuse is suspected, may be referred to

the DDRE Medical Officer who shall determine whether the .

employee is incapacitated for the duty hours remaining in the

scheduled workday. Ifthe employee elects not to be examined by

the DDRE Medical Officer, the employee may request sick leave

for the hours remaining in that scheduled work day with approval

contingent upon the employee's showing evidence ofincapacitation

on that day i.e., medical certificate from the examining physician.

(3) When employees are directed to the

DDRE Medical Officer, or referred there because of an illness, they

shall be carried in a duty status while under observation or examination.

However, ifthey are recommended to be released from duty by the

Medical Officer, they shall request appropriate leave for the duty

hours remaining in their scheduled work day. Ifthe employee

is unable to do so because ofincapacitation, the Medical Officer will

notify the Employer (employee's Supervisor), accordingly.

(4) Where sick leave is requested by the

employee, but where the employee was not able to complete the

SF 71, the Employer (Supervisor) shall initiate the SF 71,

immediately, to document the date and time ofthe employee's

request and the period ofsick leave actually approved. The

employee shall countersign the approved request, if correct,

immediately upon return to duty from sick leave.

40
f. Collateral Benefits.

(1) An employee who is injured or becomes

ill at work and is unable to provide their own transportation to

receive medical care, will be provided such transportation by the

employer. The Employer is also responsible for transporting the

employee upon completion ofmedical treatment to their work area

or place ofresidence, ifnecessary, arrangement for transportation

and/or monitoring ofthe employee's status will be made by the

Employer (employee's immediate Supervisor) prior to the Employer

(Supervisor) departing at the end ofthe tour ofduty. If an employee

requires transportation, the employee must contact the work site and

request it from the Employer (Supervisor ofthe shift in progress or the

Security Shift Supervisor).

(2) Employees returning to duty from a serious 

injury or illness shall be considered for assignment to limited or lighter

duties ifthe employee's personal physician recommends return to duty

on less than a full-time or full-performance basis. The employee will

be required to report to the DDRE Medical Officer for the purpose of

determining fitness for return to duty. The recommendation ofthe

employee's personal physician must be in written form, i.e., a medical

certificate, which must specify estimates ofthe following:

(a) When the employee will be able to return

on a full-time basis.

(b) When the employee will be able to

perform the full scope of assigned duties as specified in the job

description.

A medical certificate providing less than the above will not be honored

by the Employer. In such cases, determination ofthe employee's fitness

for duty that day will be made by the DDRE Medical Officer, with

the employee's personal physician and Supervisor.

g. Certification.

(1) Normally, employees shall not be

required to furnish a medical certificate to substantiate period of

sick leave unless such leave exceeds two (2) consecutive twenty-four

(24) hour tours ofduty.

(2) Periods of absence on sick leave in

excess oftwo (2) consecutive twenty-four (24) hour tours of duty

must ordinarily be supported by a medical certificate, which attests

to the employee's incapacitation, to be submitted by the employee to

the Employer (employee's Supervisor) within four (4) calendar days

after the employee's return to duty.

41
(3) A medical certificate may also be required

where sick leave abuse is indicated. Usually, the employee is provided

written notification (i.e., Letter ofUnderstanding) that a medical

certificate will be required on future occasions.

(4) Ip, lieu of a medical certificate, the employee's

signed statement shall be accepted under the following conditions:

(a) The statement includes reasonable

. explanation ofthe nature ofthe illness.

(b) The statement includes the reasons that

a physician's services were not used, e.g., shortage of physicians,

remoteness oflocality, illness did not require the services of a physician, etc.

(c) The statement is provided to the Employer

(Supervisor) on the day the employee returns to duty.

(d) The employee is not accused of

participating in a "Sick-Out" or "Job-Action".

In cases supported only by an employee's statement, the employee

may be referred to the DDRE Medical Officer to insure the

employee's return to duty will notjeopardize the employee's

health or the health ofothers.

h. Sick Leave Abuse. ; ;

(1) In individual cases, there may be

sufficient reason to believe an employee may be abusing sick leave.

Among the indications or evidences ofsick leave abuse are the following:

(a) Prior leave patterns.

(b) Excessive sick leave exclusive ofmajor

illness or surgery.

(c) Frequency ofsick leave.

(d) Results of observation, investigation or

inquiry.

(e) Inadequate justification of prior instances

ofsick leave which required certification.

(2) When sick leave abuse is indicated, the

Employer (Supervisor) may disapprove the employee's request for

sick leave and may direct the employee's to report to the Medical

Officer for examination. In extenuating circumstances, where the

42
employee is unable to comply with that directive, the Employer

(Supervisor) may require that the employee show evidence of

incapacitation for that day, i.e., medical certificate from an examining

physician.

(3) Continued sick leave abuse may form the

basis for disciplinary action taken by the Employer (Supervisor) against

the employee. Where sick leave abuse is indicted, the Employer (Supervisor)

shall first counsel the employee regarding the reasons that a medical

certificate may be required for subsequent sick leave absences regardless

ofduration and that such requirement is being considered. Ifsuch a

requirement is effected, the employee will be notified by a Letter of

Understanding that all future sick leave absences, regardless of duration,

must be supported by a medical certificate which is to be provided to the

Employer (Supervisor) on the day the employee returns to duty. The

Letter ofUnderstanding will specify the reasons for requiring medical

certification and will be reviewed at least twice a year. When the

employee's record has significantly improved, the requirement will be

rescinded in writing. The period to be used for determining sick leave

abuse will be the immediate past six-month time frame from the date ofreview.

i. Advances of Sick Leave.

Advances ofsick leave are to be limited

to deserving cases ofserious disability or ailments when, in the

opinion ofthe Employer (Commander or designated representative),

such need or necessity is required. Prior to an advance ofsick leave,

it is required that all available accumulated sick leave and all annual

leave that otherwise might be forfeited, be exhausted. The cumulative

advance ofsick leave may not exceed four hundred thirty-two (432)

hours at any time, except under extraordinary circumstances, and there

must always be reasonable assurance that the employee will return

to duty.

Section 3. Excused Absences.

a. General

(1) Consistent with the Employer's mission,

equity oftreatment shall be provided to all employees when excused

absences are appropriate, to the maximum extent consistent with

applicable regulations issued by appropriate authorities. The

Employer (Commander) reserves the right to decide the types of

employees who may be excused under various conditions. The

Employer (Commander) reserves the right to make the determination

on the granting of excused absences when circumstances warrant.

The Employer agrees to discuss with the Union and keep the Union

informed ofthe Employer's (Commander's) decision.

(2) On an individual basis, brief absences

for less than an hour, may be excused for unavoidable absences.

43
(3) The effect of daylight saving time changes

in April and October will be accomplished as follows: Employees

working the twenty-four (24) hour shift when daylight saving time

begins will be required to take annual leave for this shortened

(23-hour) shift; pay will be based on actual hours worked. Similarly,

employees will be awarded one (1) hour overtime for the shift

worked (25 hours) when standard time goes back into effect; pay

will be based on actual hours worked.

b. Adverse Conditions.

(1) The Employer (Commander) retains the

right to close the installation, in accordance with the Depot's Plan of

Action, and place employees on excused leave during adverse weather

conditions such as, but not limited to, ice and snow covered roadways,

severe winter storms, flooding, hurricanes or other acts of God and for

declared local, state and national emergencies.

(2) Employees engaged in activities involving

security, preservation ofhealth, welfare and safety ofpersonnel or

government property may, at the discretion ofthe Employer, be required

to work during periods when the Depot is otherwise closed due to

climatic conditions.

(3) The Employer agrees to comply with 

applicable regulations and recommendations ofthe Medical Officer

or Safety Officer in granting additional rest periods or early dismissal

in situations where high fatigue or physical exertion is required, or

where hot or cold weather conditions exist.

c. Blood Donations

(1) DDRE employees are encouraged to serve

as blood donors and may be excused from work without charge to leave

for the time necessary to donate the blood, for recuperation immediately

following blood donation, and for necessary travel to and from the

donation site. The maximum excusable time will not exceed 4 hours,

except in unusual cases. When the employee must travel a long distance,

or when unusual need for recuperation occurs, up to an additional 4 hours

may be authorized. Supervisory approval for the use of official time must

be obtained prior to employees departing the work site to donate blood.

d. Leave Without Pay.

(1) Employees may be granted leave 

without pay in accordance with applicable laws and regulations.

Normally, grants ofleave without pay will not exceed one (1) year.

44
(2) Employees in the Union who are elected

or appointed as delegates to Union conventions or other such functions, 

or who are serving temporarily as representatives ofthe parent

Union (IAFF) at district or higher levels may be granted leave

without pay upon written requests, in accordance with governing

regulations.

(3) Employees who are absent on leave

without pay are entitled to benefits of employment subject to the

provisions of applicable laws and regulations.

(4)' Female employees may be granted leave

without pay for maternity reasons in accordance with the Employer's

regulations. Male employees may be granted leave without pay for

purposes of assisting or caring for their minor children or the mother

oftheir newborn child while she is incapacitated for maternity reasons.

Adoptive parents, either female or male employees, may be granted

leave withoutpay when a period oftime offwork is necessary to make

family adjustments and to make arrangements for child care.

(5) All accrued excess annual leave that

otherwise might be forfeited must be exhausted before leave without

pay may be granted.

45
ARTICLE 21

NEGOTIATED GRIEVANCE PROCEDURE

Section 1. The Employer and the Union recognize and endorse

the principle ofresolving and-adjusting grievances promptly and at the

lowest possible level ofboth the Employer and the Union.

Section 2. The purpose ofthis Article is to provide a mutually

satisfactory procedure for the settlement of grievances over the interpretation

or application ofthis Agreement. The following procedure is designed to

provide an orderly and equitable means for resolving grievances and is the

only procedure available to the parties and the employees in the bargaining

unit for consideration ofgrievances regarding the interpretation or application

ofthe Agreement. Grievances on all other matters as stated in Section 3 of

this Article are excluded from coverage under this procedure.

a. Nothing in this Article shall be interpreted so as to require the

Union to represent an employee ifthe Union considers the grievance to be

invalid orwithout merit

b. If at any step ofthe grievance procedure set forth herein the

aggrieved employee decides to accept the decision rendered by a responsible

official ofthe Employer,, the grievance shall be terminated. However, ifthe

Union feels that a significant issue of general nature still requires resolution,

the Unionmay consult with the Employer on the matter.

Section 3. A grievable issue is any matter of concern or

dissatisfaction to an employee, the Union, or the Employer for which

personal reliefis sought and which is subject to the control ofthe party to

which the Grievance is addressed. Personal reliefis a specific remedy

directly benefiting the Grievant, but, it may not include a request for

disciplinary/adverse action affecting another employee or management

official. Excluded from coverage by this procedure are grievances

regarding the following:

a. Matters relating to prohibited political activities.

b. A suspension or removal in the interest of national security.

c. Retirement, life insurance, or health insurance.

d. The classification of any position which does not result in the

reduction of grade or pay of an employee.

e. Any examination certification or appointment.

46
f. Suspensions offifteen (15) calendar days or more, removals, 

demotions for cause and furloughs of30 days or less.

g. Removal or reduc ion in grade or pay where an employee has

failed to perform one or more ofthe critical elements ofthe performance

standards.

h. Violations ofreemployment priority rights where appellant is

not a member ofthe unit.

i. Reemployment rights following details or transfers to

international organizations (appellant not a member ofthe unit.)

j. Procedural aspects and merits of actions resulting in an employee’s

separation during a probationary or trial period.

k. Nonadoption of a suggestion or disapproval ofquality salary

increase, performance award, or any other discretionary award.

1. Reemployment rights based on movement between Executive

agencies during emergencies (appellant not a member ofthe unit).

m. Separation during a probationary period for pre-employment

reasons (first year of employment).

n. Any matter concerning the Interpretation and application of

policies and procedures as stated in DDRE, DLA, and OPM regulations

and/or guidance from other governing agencies/bodies, and any

supplements or changes thereto.

o. Separation from or termination of a temporary or intermittent

appointment, on or before the expiration date ofthe appointment. (NOTE:

lliis includes all separations and terminations oftemporary or intermittent

employees "for cause".)

p. Nonselection from a group ofproperly ranked and certified

candidates, including from a career program referral list.

q. Any matter initiated by bargaining unit member(s) involving

an allegation of "mismanagement" on the part of one or more supervisors

or administrative officials, which both impacts on more than one bargaining

unit member and does not fall under the purview of Section 7116 ofthe

Civil Service Reform Act of 1978.

r. Grievances stemming from reduction-in-force action.

s. Complaints of discrimination based on race, color, handicap,

religion, sex, national origin and age.

t. Failure of employee to fulfill the responsibilities of "Trading

ofTime" and "early relief".

47
Section 4. An employee filing a grievance under this procedure

is not required to have a representative. Adjustment ofthe grievance will

not be inconsistent with the terms ofthis Agreement, and the Union shall

be given the opportunity to be present at the final judgment.

Section 5. Disagreements between the Union (President or

designated representative) and the Employer (Commander or designated

representative) regarding grievability or arbitrability issues will be

referred to an arbitrator for decision.

Section 6. Not more than four (4) hours of official duty time

will be allowed for employees to discuss, prepare for and present grievances,

excluding meetings with the.Employer's representatives. Employees will

be allowed one (1) hour after each subsequent step where the employee

is required to make a decision.

Section 7. The following procedures will be adhered to in

resolving employee grievance of a nondisciplinary nature subject to the

provisions ofthis article. An employee should read all sections ofthis 

article prior to submitting a grievance.

a. Step 1. The Grievant and representative, as appropriate,

will request an appointment with the immediate Supervisor, stating

reasons for the meeting. This request must be made within 21 calendar

days ofthe occurrence ofthe action causing the grievance. At the

beginning ofthe meeting the Grievant will submit a completed Grievance

form to the immediate Supervisor. The form should reflect the specific

issues not resolved at the informal step and remedial action sought. Upon

conclusion ofthe meeting, the immediate Supervisor will deliver a

statement (within 7 calendar days) which addresses remedial actions that

the immediate Supervisor is prepared to take. Ifthe Grievant is not

satisfied with the decision rendered the Grievant may submit the

Grievance within 7 calendar days to the next level ofsupervision.

b. Step 2. When preparing the form for Step 2 consideration,

the Grievant should address why the Step 1 decision was unsatisfactory.

Within 14 calendar days ofreceipt, the Supervisor will meet with the

Grievant and representative, as appropriate, and first-level Supervisor

to discuss the issues. Upon conclusion ofthe meeting, the Supervisor

will provide a response within 7 calendar days. Ifthe Grievant is not

satisfied with the decision rendered, the Grievant may submit the Grievance

within 7 calendar days to the next level of Supervision.

c. Step 3. The parties as stated above are committed to

encouraging efforts to resolve and/or prevent disputes. In order for this

to be accomplished this step must have official agency support at the

highest level. We are committed to accessing out current relationship

and processes. We have jointly developed the framework as outlined

below and will devote as much education as is required to ensure that

both union stewards/employees and managers will be able to resolve

48
and/or prevent their own disputes, without outside assistance, such as

this committee. In order to ensure our success we will continually revise

and/or reevaluate this step to ensure that the parties are satisfied with the

process, results, time spent, and number of grievances resolved.

(1) Objectives:

(a) To resolve disputes outside the traditional litigation process.

(b) To avoid more costly, protracted adversarial methods.

(c) To resolve disputes in a timely, creative manner, with

a sensitivity to the long term relationship.

(d) To not only render decisions/recommendations, but

to educate as well.

(2) Scope:

(a) The joint dispute resolution committee will comprise

ofthree union officials and three management officials. An LMER

Specialist will serve as the technical advisor, when required. In order

for the committee to meet there must be a quorum of at least five. Two

from the union and two from management must be there at all times.

Two alternates from both sides may participate as observers. While the

alternates may have no active voice in the process, questions, concerns,

and comments are welcome during the meetings.

(b) The committee will determine if a grievance will be

handled by the committee or returned to the parties for traditional negotiated

grievance procedures. All grievances that involve adverse actions,

(i.e., performance based actions, removals, 30-day suspensions, etc.), legal

interpretation (i.e., asbestos, uniform allowance, etc.), and in accordance with

Article 21, Section 3, are excluded from this step and must follow the negotiated

agreement/applicable rules and regulations. NOTE: The committee may

determine that a grievance is inappropriate for the committee to handle for

a number ofreasons, i.e., both management and the union are entrenched in

their positions, the issue is complex and would involve in-depth analysis 

and research, etc.

(3) Procedures:

(a) The negotiated grievance procedure will be followed

through the Division Chief. Ifthe Division Chiefs decision is unacceptable

to the Union, the Union must submit the grievance, except those grievances

which are excluded, to the JDR committee, within (7) calendar days of

receipt ofthe Division Chiefs decision. The LMER Division will act as

the central point of contact for all grievances to be submitted or for requests

for extensions.

(b) All grievances that are accepted by the committee will

be handled as such:

49
(1) Disciplinary actions (non-adverse actions) and 

performance appraisal grievances.

The committee will render a recommendation, in writing,

for acceptance/rejection by the union/management. Neither the union or

management will be required to accept the committee's recommendation.

Ifboth management and the union accept the recommendation,.,this becomes

the final step ofthe grievance. If either management or the union rejects the

recommendation, the grievance proceeds to the next step in the negotiated

grievance procedure.

(2) All other grievances, except those excluded above.

The committee will render a binding decision. The

committee will provide, in writing, the rationale behind the decision.

The committee will also verbally explain the decision, ifrequested by

either the union or management. This is the final step ofthe grievance.

(c) The committee will meet as often as needed but no

less than once a month.

(4) Supplementation: This step may not be supplemented

unless specifically requested by either ofthe parties.

d. Step 4. Subsequent considerations, up through and including

the Commander, shall be handled under the time frame and conditions

stipulated in Step 2. However, there is no requirement that the

Commander meet with the Grievant.

Section 8. Grievances resulting from disciplinary actions

will be processed directly to the Employer (Supervisor ofthe Deciding Official).

Grievances must be submitted within 21 calendar days after receipt ofthe

disciplinary action decision letter. Follow Steps 1 - 3 of Section 7.

Section 9. Ifthe decision rendered to a Grievant by the

Commander is not acceptable to the Grievant, the Union may refer the

Grievance to arbitration as outlined in this Agreement.

Section 10. Grievances initiated by either the Employer

or the Union shall be submitted by letter, to either the Employer

(Commander/or designated representative) or Union (President or

designated representative), as appropriate. Submission ofthe written

Grievance must be accomplished with 21 calendar days following the

date ofthe incident. A meeting to discuss the Grievance will be arranged 

by the party receiving the Grievance with 7 calendar days ofreceipt.

Within 14 calendar days following the meeting, the receiving party shall

provide the grieving official a written response. Ifthe decision rendered

is not acceptable to the grieving party they may refer the grievance to

arbitration as outlined in this Agreement.

50
Section 11. All time limits herein may be extended, in

writing, by mutual agreement ofthe employee or representative and the

Employer. Failure ofthe employer to observe the time limits for any step

in the Negotiated Grievance Procedure shall entitle the employee to

advance the Grievance to the next step. Failure ofthe employee or

representative to observe the time limits provided for herein shall constitute

a basis for denial ofthe Grievance by the Employer.

Section 12. At any step ofthe Negotiated Grievance

Procedure, during which ameeting is held, both parties shall have the

right to call relevant witnesses. Witnesses who are employees ofthe

Activity shall suffer no loss ofpay or leave for the time spent in attendance

at such reviews/hearings. Obtaining relevant witnesses who are not

employees ofthe Activity will be the responsibility and at the expense

ofdie party calling such witness.

Section 13. The Employer and the Union agree that in the

case of a Grievance involving two or more employees who have identical

Grievances, a single employee's Grievance shall be submitted by the Union

for processing and all decisions for that single Grievance will be binding

on die other Grievants.

Section 14. At any formal step ofthis procedure, the

Employer shall, upon request, produce payroll and other pertinent records

for the purpose ofsubstantiating the contentions or claims ofthe parties

insofar as permissible without violating Government regulations (e.g.,

Privacy and Freedom ofInformation Acts).

Section 15. If an employee who has filed a Grievance

resigns, dies, or is separated for any reasons other than a related removal

before decision is reached on a Grievance being processed, and no question

ofpay is involved, action will be stopped and all parties will be notified that,

because ofthe separation, the case is being closed without decision. A copy

ofthis notification will be made a part ofthe case record.

51
ARTICLE 22

ARBITRATION

Section 1. Ifthe Employer and Union fail to settle

any Grievance processed under the negotiated grievance

procedure, such Grievance shall, upon written notice by either

party be submitted to arbitration within 30 calendar days from

date ofthe final decision rendered in the Negotiated

Grievance Procedure. It is agreed that the interpretation of

policies and regulations (other than those issued by DDRE)

rendered by the Agency proponent as a result of a Grievance

will not be subject to arbitration. Arbitration may only be

invoked by either the Union or the Employer.

Section 2. Written request for arbitration must be

served within 30 calendar days following the conclusion ofthe

last step ofthe grievance procedure. Within seven (7)

calendar days from the date ofthe request for arbitration,

the parties will jointly request the Federal Mediation and

Conciliation Service provide a list offive (5) impartial

persons qualified to act as arbitrators. Within seven (7)

calendar days after receipt ofthe list, the Employer and the

Union shall meet to select an arbitrator from the list. If

they cannot mutually agree upon one (1) ofthe listed

arbitrators, then the Employer and the Union will each delete

one (1) arbitrator's name from the list offive (5) and repeat

this procedure until one (1) name remains on the list. The

remaining person shall be the duly selected arbitrator. The

party requesting arbitration shall have the first opportunity

to delete a name.

Section 3. The arbitrator's fee and the expenses of

the arbitration, if any, will be borne equally by the Employer

and the Union. The arbitrator shall bill each party for only

their portion ofthe expenses incurred. The arbitration

hearing will be held at DDRE. Hearings will be held during

the regular day sliift hours ofthe basic workweek, unless the

arbitrator so directs or otherwise requires. All employees

who are required to participate in the hearing while in a duty

status shall not be charged leave; however, no overtime or

compensatory time shall be authorized under this section for

participants called on behalf ofthe Union.

Section 4. The arbitrator will be requested to render

a decision as quickly as possible. The arbitrator shall not

change, modify, alter, delete or add to the provisions ofthis

52
Agreement, as such rights remain with the contracting parties,

and any award will be limited to the issue or issues presented

for arbitration. The arbitrator's award shall be binding on

the parties.

Section 5. Either party may file exceptions to the

arbitrator's award with the Federal Labor Relations Authority,

under regulations, provisions oflaw, or regulation of

appropriate authorities outside the Defense Logistics Agency.

Section 6. Any dispute ofthe application of an

arbitrator's award shall be returned by the parties to the

arbitrator for settlement.

Section 7. Time limitations set forth in this Article

may be extended by mutual agreement ofthe Employer and the

Union.

53
ARTICLE 23

UNFAIR LABOR PRACTICES

Section 1. Both the Union and Employer prior to filing an

Unfair Labor Practice charge with the Federal Labor Relations

Authority, except for an alleged violation of 5 USC

7116(b)(7), will notify the other party against whom the

charge is directed ofthe specific complaint and meet within

seven (7) calendar days in an attempt to informally resolve

the matter.

54
ARTICLE 24

BARGAINING REQUIREMENTS AND PROCEDURES

Section 1. It is recognized that this Agreement is a "living"

document which may be subject to amendment or supplementation upon the mutual consent ofboth the Union and the Employer.

The fact that certain understandings have been reduced to writing

herein does not preclude the Union and the Employer from

meeting or conferring either on matters not covered by this

agreement or on specific issues already covered by this Agreement but which no longer meet the needs ofboth parties.

Section 2. The Employer and the Union recognize their

mutual obligation to engage in collective bargaining.

Section 3. Bargaining by the Employer and the Union may

result in either changes or additions to this agreement. Both parties

agree that all bargaining shall be approached in good faith.

Therefore, the existence of "past practices" (i.e., the way things

have been done or have not been done in the past) will not be

considered a compelling argument to resolve differences during the 

life ofthis agreement, nor will past practices apply during the

bargaining described in this article.

Section 4. Procedures for bargaining are as follows:

a. The Employer agrees to notify and provide implementation

plans to the Union, in writing, thirty (30) calendar days in advance

ofimplementation ofthose proposed changes as identified below.

b. The Union will notify the Employer, in writing, ofits intent

to bargain within seven (7) work days following receipt of

notification of change. Failure ofthe Union to request bargaining

will allow the Employer to implement the change without further

negotiation.

c. Negotiations shall begin at the earliest date acceptable to

both parties.

55
Section 5. The negotiation committee will consist ofnot more

than three (3) people for each side. Official time for Union

officials in the bargaining unit shall be granted for negotiations

only during the time they would normally be in a duty status.

Section 6. Impasse Procedures. In the event Impasse is

declared during negotiations, the declaring party must initiate a

request for the services ofthe Federal Mediation and Conciliation

Service (FMCS) within five (5) work days following declaration.

A copy ofthe request must be provided to the other party. The

present Agreement will remain in effect pending resolution ofthe

Impasse by the FMCS or Federal Service Impasse Panel (FSIP),

except in the case ofimpact and implementation negotiations

where it is understood that the Employer may implement its last

best offer pending resolution.
This Agreement is executed and binding upon the parties as of 6 February 1995.

FOR THE DEFENSE DISTRIBUTION

REGION EAST:

FOR THE INTERNATIONAL

ASSOCIATION OF FIRE FIGHTERS,

LOCAL F-221:



IAFF

DDSP

MOL'S

AGREEMENT BETWEEN IAFF LOCAL F-221 AND MANAGEMENT PERTAINING TO DDRE

FIREFIGHTER UNIFORM AND GROOMING STANDARDS APRIL 26,1997

Note: This agreement in no way amends any portion of Article 19 ofthe existing Labor Management

agreement. It is simply intended to clarify and provide guidelines for Article 19, Section 3.

A. The Employer and the Union agree that all GS-O81 personnel will be required to maintain and wear a

uniform which will provide ready identification to the nature offire protection and prevention work.

B. The GS-U81 employees uniform as described herein will be worn in four (41 modes: The Dress

uniform mode, the Standard uniform mode, the Work uniform mode and the Physical Training (PT)

: miform mode.

i DRESS UNIFORM MODE: This uniform shall consist ofjacket trousers, dress shirt, cress cap.

uc. belt shoes or bools, socks and accessories as described below. This uniform shall be worn while doing

official fire department business or functions (funerals, parades, ceremonies, etc.)

2. STANDARD UNIFORM MODE: This uniform shall consist ofjacket wind breaker or sweater,

trousers, dress uniform shirt (Open collar), shoes, boots or sneakers, socks and accessories as described

below. This uniform shall be worn while doing official fire department business or functions that brings

employees in direct contact with installation or public officials or with the general public, i.e. building

inspections, public relations, pre-fire planning, meetings, special details, etc.

3. WORK UNIFORM MODE: This uniform shall consist ofjacket wind breaker, sweater or sweat

shirt, trousers, golfshirt T-shirt. job sweat or Ruben shirt, coveralls, shoes, boots or sneakers, socks and

accessories as described below. This uniform shall be worn for roll call, while doing work assignment

details, training exercises, classes, valve house inspections, hose testing, emergency responses, etc.

4. PHYSICAL TRAINING UNIFORM: This uniform shall consist of the physical training uniform

issued to employees and is to be worn during physical training. It may also be worn on weekends.

holidays and during stand by time as casual wear. A complete physical training uniform must remain in

station and serviceable at ail times.

C: Uniform Descriptions:

I. Jacket - The jacket may be n^y blue, uniform in appearance throughout the department waist or 

hip length, zipper front, water repellent snag resistant material, nylon, dacron or combination thereof,

resistive to sparks and static electricity, removable pile collar and liner, with a badge tab attached. The \

employer agrees to provide and/or replace as needed the jacket to all GS-081 employees.

2. Wind breaker - The wind breaker will be navy blue, with either plain or IAFF logo. Federal Fire

Department in white letters is permitted across the back.

3. Sweater - The sweater will be navy blue, with either plain or IAFF logo. Federal Fire Department

;n w nite letters is permitted on the back. Commando style is permitted.

4 Sweat shirt - The sweat shirt will be iiav oluc. cjther standard or hooded, with cither plain of IAFF

logo. Federal Fire Department in white letters is permitted across the back.

5. Job Sweat or Ruben shirt. This shin may be denim or navy blue, with plain or IAFF logo. Federal

Fire Department in white letters is permitted across the back.

6. Dress Shirt - The dress shirt will be a uniform type with two (2) flap pockets, badge lab. banded

collar and collar stays. The color will be light blue for all bargaining unit employees.

7. Uniform shirt is exactly the same as #6 with an open collar. The shirt sleeve length is option for

both dress and uniform shirts.

S. Golfshirt - The golfshin shall be light or navy blue with plain or IAFF logo.

‘J. T-Shirt - The T-shin will be navy blue, crew neck or V-Neck with plain or JAFF logo. Federal Fire

Department in white letters is permitted across the back.

10. Trousers - The trousers will be navy blue, conventional type, slack style, without cutis. Navy blue

BDU’s are authorized in the standard and work modes.

11. Dress Cap - The dress cap will be navy blue, round firefighters type with suitable sweat band,

black visor. and eyelet hole in the front for attaching the cap badge. The riser band may be either solid or

ventilated, as appropriate, but will be uniform throughout the department. Cap straps will be black leather

without insignia for all firefighters and inspectors. Captains will be silver face without insignia. The

employer agrees to provide and/or replace, as needed, the dress cap to all GS-081 employees.

12. Work cap - The work cap is optional, but if worn will be navy blue, baseball type with either a

solid or ventilated top as appropriate, but will be uniform throughout the department. Identification on

(he front may either be plain or IAFF.

13. Tic - The tic will be plain black. The tie may be either standard or clip on.

14. Socks - Exposed socks will be black. Unexposed socks may be either black or white of

conventional style, appropriate for individual wear.

15. Shoes/Sneakers - Shoes/Sneakers will be black plain toe. conventional style with standard heels,

with a puncture resistant device and an impact and compression resistant toe cap permanently attached.

The employer agrees to provide one pair ofshoes/sneakers to all GS-081 employees. Shoes/sneakers to be

replaced by employer when worn out.

16. Boots - The boots will comply and meet the standards of NFPA 1974 and 1500. The standards

establish minimum design and performance cnicnn for protective footwear designed to mitigate adverse

environmental effects lo the feet and ankles during routine and emergency operations. The following

criteria for boots will be met:

a. Boots will be black in color

b. Boots will not be less than eight (8) inches in height.

e. Boots will consist of a sole with heel, upper with lining, insole, w ith a puncture, resistant toe cap

permanently attached.

d. Metal parts shall not penetrate from the outside into the lining or insole at any point. No metal

parts, including but not limited to nails screws. shall be present or utilized in the construction or

attachment ofthe sole (with heel) to the puncture resistant device, insole or upper. The 

employer agrees to provide one pair ofboots to all GS-081 employees. Boots to be replaced by

employer when worn out or damaged.

17. Accessories - Accessories for the Fire Dept uniform shall consist of one (1) Hat badge, one (1)

breast badge, two (2) name tags and ten (10) shoulder patches. The employer agrees to provide these

accessories to ail GS-081 employees. The employer further agrees to allow Union Members to wear one 

IAFF pin and one length ofsendee pin.

18. Coveralls - The employer agrees to provide one set of coveralls to all GS-081 employees.

19. Rain gear - The employer agrees to provide several sets of rain gear forjoint use of all GS-081

employees.

D, The employer agrees that there will be no change in these requirements without prior

consuitation/negoiiation with the Union.

E. All merit award emblems, safety awards, length ofservice awards or any other type of emblem

attached to the uniform orjackets, not already covered in this section, will be appiwed by the employer

and the union prior to display.

F. The employer agrees that bargaining unit employees shall not be required to wear the GS-081 uniform

to or from work.

G. The employer may conduct semiannually, an inspection ofthe dress mode uniform with oncoming

shift personnel. Employees shall be given fifteen (15) minutes before and after inspection to change in

and out of respective uniforms. The inspection will be announced in the monthly training schedule.

H. Fire department Supervisors reserve the right to make reasonable adjustments to the uniform to allow

for the safety and comfort of all employ ees during periods of inclement weather and emergencies.

1 .APPEARANCE .AND GROOMING STANDARDS:

1. APPEARANCE - Al all times when wearing the uniform, GS-081 personnel will present a neat

appearance, clothes cleaned, pressed and in a acceptable state ofrepair.

2. GROOMING - In the interest of personal safely for all Fire Department Personnel during

emergency operations, the following standards shall apply:

a. Hair Style - Hair shall be neatly trimmed to a degree that it does not create a safety hazard.

b. Facial Hair - Facial Hair will be in compliance with NFPA 15(X) 5-5.9 which states: A growth

of beard or facial hair at any point where the SCBA facepiece is designed to seal with the face, regardless

ofthe specific fit test measurement that can be obtained, or hair that could interfere with the facepiece

valve functions shall be prohibited for members required to use the SCBA.

c. The wearing offlame proof wigs by Fire Dept Personnel when on duty is permitted to cover

baldness or physical disfigurement but must conform to the hair standards outlined above.

Agreed to This Date: 5/7/97

(L Common sense should prevail in all cases, however in the event of a particular instance/problem,

the Fire Chief, after investigation, observation and consultation with the Union shall make the final

determination concerning alterations to the Appearance and Grooming Standards

Memorandum of Understanding Between DDSP and IAFF Local F-221 January 31,2001

Subject: Impact and Implementation Bargaining on DoD 6055.6M and DoDI6055.6

1. The undersigned parties mutually agree to the following:

a. The DoD Fire and Emergency Services Certification Program is in the best interest of DLA

Fire and Emergency Services and DDSP Fire Department (DDSP-LF).

b. All DDSP Fire Department personnel are fully qualified for the present position they hold at

the time ofthis implementation.

c. All positions filled after implementation ofthis memorandum of Understanding must meet

DoD 6055.6M, however, certification requirements will not effect employees until all

necessary certification training classes have been made available on two occasions.

d. It is agreed between parties that every effort will be made to provide funding and training to

acquire the required certifications. Employees will make every effort to make themselves

available within reason to attend training provided by management to the next target level.

e. Normally, in as much as practical, training classes and time periods for the next target level will

be mutually agreed upon between Management & the Union before the training is scheduled.

f. Management will pay the cost for certification in each specific Course offered

only once per individual. At the discretion ofmanagement, exceptions can be

made due to circumstances beyond the employees control (i.e. temporary

crippling injury, long term illness, etc.), and to which can not be resolved by the

employee by any other means.

g. Priority ofselection for class slots will be:

1. Those employees currently occupying a position in which the subject class is a requirement.

2. Those employees who need the subject class for advancement to the next target level.

3. Those employees who have all the classes required for the next target level and wish to

pursue their qualifications further and/or are eligible for promotion to a higher level due to

previously held GS Grades.

4. Government training funds will not be expended on any course to which an employee

already possesses DoD Certification to that specific level.

h. This memorandum only addresses the training requirements, courses, and concerns required by

DOD 6055.6M and DODI 6055.6, and will not be construed as effecting, or applying to. any other

type training, official or selfdevelopment, formal or not.

This Memorandum of Understanding becomes effective upon signature by the undersigned.

  Woward/A bheerey/K

Director, DDSP Office of Public Safety