AGREEMENT 

between 

Defense Construction 

Supply Center 

and 

International Federation 

of Professional and 

Technical Engineers 

Local No. 7 

(AFL-CIO AFFILIATE)
INDEX 

ARTICLE TITLE PAGE

Preamble iii 

VII Use of Official Facilities 7-7.1 

VIII Hours of Work and Overtime 8-8.1 

XV Promotions and Assignments 15-15.1 

XVIII Personnel Movements in Reduction 

XXIII Grievance and Arbitration 23-23.5 

I Recognition and Unit Designation 1 

II Purpose and Matters Subject to

Consultation or Negotiation 2 

III Governing Consideration 3 

IV Rights of Employers 4 

V Rights of Employees 5 

VI Employee-Employer Cooperation 6 

IX Holidays 9 

X Annual Leave 10 

XI Excused Absence 11 

XII Sick Leave 12 

XIII Leave Without Pay 13 

XIV Tardiness and Absence Without Leave 14 

XVI Performance Appraisals 16 

XVII Disciplinary Actions 17 

In-Force Situations 18 

XIX Job Descriptions 19 

XX Training 20 

XXI Safety 21 

XXII Publicity 22 

i 
INDEX 

ARTICLE TITLE PAGE 

XXIV Resolving Disputes and Impasses 24 

XXV Union Representation 25-25.1 

XXVI Travel Pay 26 

XXVII Voluntary Allotment of Union Dues 27-27.1 

XXVIII Distribution of Agreement 28 

XXIX Duration 29 

ii 
PREAMBLE 

In accordance with the provisions of PL 95-454, this

Agreement is made by and between the Defense Construction Supply

Center, hereinafter referred to as the “Employer”, and the

International Federation of Professional and Technical 

Engineers, Local #7, hereinafter referred to as the “Union”. 

The intent and purpose of this Agreement is to promote and improve

the effectiveness and efficiency of the Defense Construction Supply

Center and the well being of its employees within the meaning of PL 95-

454. 

iii 
ARTICLE I 

RECOGNITION AND UNIT DESIGNATION 

Section 1. The Employer recognizes IFPTE Local #7 as the exclusive

representative, under the provisions of PL 95-454, for all employees as

described in Section 2. The Union recognizes the responsibility of and

agrees to represent fairly and equitably the interests of all employees

within the Unit with respect to grievances, personnel policies, and

procedures so far as may be appropriate under applicable laws and

regulations or other matters affecting their working conditions, without

regard to Union membership, sex, race, color, age, creed, or national

origin of the employee. 

Section 2. The Unit to which this Agreement shall apply is composed of

all non-professional technical employees located at the Defense

Construction Supply Center holding career or career-conditional

appointments in the classifications of Equipment Specialists (Series GS1670) and Quality Assurance Specialists (Series GS-1900) but excluding

supervisors and management officials. 

Section 3. Whenever an employee becomes eligible to become a member of

IFPTE Local #7, he/she will be so advised and given a copy of the

Negotiated Agreement by the Office of Civilian Personnel. The Union 

shall be notified at least quarterly of such employee's name, grade and

office symbol by the Office of Civilian Personnel. 

1 
ARTICLE II 

PURPOSE AND MATTERS SUBJECT TO 

CONSULTATION OR NEGOTIATION 

Section 1. The Employer and the Union agree to the establishment of

orderly procedures, as herein provided, for joint consultation or

negotiation on matters of proper mutual concern. 

Section 2. It is agreed and understood that matters appropriate for

consultation and/or negotiation between the parties are personnel

policies, practices, and procedures so far as may be appropriate under

applicable laws and regulations and other matters related to general

working conditions of employees in the Unit which are within the

discretion of the Employer, including but not limited to such matters as

safety, training, labor-management cooperation, employee services,

methods of adjusting grievance appeals, leave, promotion plans, demotion

practices, pay regulations, reduction-in-force practices and hours of

work. The Employer agrees to consult with the Union before making

changes to existing personnel policies, practices and matters affecting

working conditions and to negotiate when such changes are negotiable

under PL 95-454. 

Section 3. The Employer and the Union shall meet at a mutually

agreeable time, for the purpose of negotiating and discussing changes to

existing personnel policies, practices, procedures and working

conditions as described in Section 2 above. The Union shall be 

represented by not more than three (3) officials and the Employer shall

be represented by not more than three (3) persons as appointed by the

Commander. 

2 
ARTICLE III 

GOVERNING CONSIDERATIONS 

Section 1. In the administration of all matters covered by the

Agreement, officials and employees are governed by existing or future

laws and the regulations of appropriate authorities, including policies

set forth in the Federal Personnel Manual, by published DoD and DLA

policies and regulations in existence at the time the Agreement was

approved, and by subsequently published policies and regulations

required by law or by the regulations of appropriate authorities outside

of DLA or authorized by the terms of a controlling agreement at a higher

agency level. 

Section 2. Nothing within this Agreement will be, or is intended to be,

in conflict with laws, existing regulations and published policy of DLA

and other appropriate authorities; and that if there is an appearance of

such conflict, the laws, regulations and published policy prevail over

the terms of this Agreement. 

Section 3. The Employer agrees to make available to the Union current

regulations affecting employees, including but not limited to those

referenced herein. The Employer further agrees to provide the Union

with copies of DCSC Bulletin, DCSC Regulations and Staff Memorandums

affecting employees in the IFPTE Unit. A current copy of the Federal

Personnel Manual and other regulations will be made available in the

DCSC Library for use by all employees. 

3 
ARTICLE IV 

RIGHTS OF EMPLOYER 

Section 1. It is agreed that the rights, functions, and authority to

manage activity operations are vested in the Employer. Included in this 

responsibility are the rights in accordance with applicable laws and

regulations to direct employees; to hire, promote, transfer, assign and

retain employees in positions and to suspend, demote, discharge, and to

take other disciplinary action against employees; to relieve employees

from duties because of the lack of work or for other legitimate reasons;

to maintain the efficiency of operations entrusted to the Employer; to

determine the methods, means and personnel by which such operations are

to be conducted and to take whatever actions may be necessary to carry

out the mission of the Employer in situations of emergency. 

Section 2. In exercising authority to make rules and regulations

relating to personnel policies, practices and working conditions, the

Employer shall have due regard for the obligation imposed by this

Agreement and PL 95-454. Such obligation to meet and confer does not

include matters with respect to the mission of the Employer, its budget,

organization, the number of employees, and the numbers, types, and

grades of positions or employees assigned to an organizational unit,

work project, or tour of duty; the technology of performing its work; or

its internal security practices. This does not preclude the

arrangements for employees adversely affected by the impact of

realignment of work forces or technological change(s). 

4 
ARTICLE V 

RIGHTS OF EMPLOYEES 

Section 1. The Employer and the Union agree that employees shall have,

and shall be protected in the exercise of, the right to freely and,

without fear of penalty or reprisal, to form, join and assist any

employee organization or refrain from such activity; or remain a member

of the Union, or pay money to the Union except pursuant to a voluntary,

written authorization by a member for the payment of dues through

payroll deductions. 

Section 2. A bargaining unit employee, as a member of the Union, may

participate in the management of the Union end represent the Union in

presentation of the Union views to officials of the Executive Branch,

the Congress, or other appropriate authority so long as such

participations does not constitute a conflict of interest or apparent

conflict of interest 

Section 3. The following individuals may join the Union but may not act

as a representative or participate in the management of the Union:

Management officials and supervisors; employees engaged in personnel

work in other than a purely clerical capacity; and employees whose

assigned duties require that they represent Management in consultations

or negotiations with the Union. 

Section 4. The Employer shall continue to take such action consistent

with law or with directives as may be required in order to assure

employees are apprised of their rights described in PL 95-454 and this

Article and that no interference, restraint, coercion, or discrimination

is practiced within the Defense Construction Supply Center to encourage

or discourage membership in any labor organization. 

Section 5. All bargaining unit employees, regardless of Union

membership, may bring matters of personal concern to the attention of

appropriate officials of the Employer and/or the Union. The employee's

right to choose a representative under the negotiated grievance

procedure of this Agreement is set forth in Article XXIII. In any

instance where a member of the bargaining unit chooses to represent

himself, the Union reserves the right to have a Union representative sit

as an observer in all formal hearings or meetings relative to said

grievance or appeal, unless the employee objects on the grounds of

privacy and the hearing examiner sustains the objection. Management

officials may deal with employees on matters affecting them as

individuals. 

Section 6. A representative of the recognized Union shall be

given an opportunity to be present at any examination of an employee in

connection with an investigation if: (1) the employee reasonably

believes that the examination may result in a disciplinary action

against him/herself; and (2) the employee requests such representation.

When such examination is held, every reasonable effort will be made to

schedule it at a time and site which is acceptable to all of the

participants. 

5 
ARTICLE VI 

EMPLOYEE-EMPLOYER COOPERATION 

Section 1. The Employer and the Union shall meet at a mutually agreed

upon time, date and place, as required, for the purpose of discussing

and or resolving problems or matters governing personnel policies,

practices and procedures or matters affecting general working

conditions. Said meeting shall be held to promote improvement of

communications, understanding and cooperation between employees and the

Employer. The Union shall be represented by not more than three (3(

officials and the Employer by not more than three (3) persons appointed

by the Commander. 

Section 2. Union Officers, Chief Steward and Stewards are granted

permission for up to one (1) hour for a monthly meeting for purposes of

scheduled management presentations affecting Unit members and for

presentation on any other matters of mutual concern to the Employer and

the Union. 

Section 3. Each Directorate/Office may hold monthly or quarterly

meetings with the Stewards and Officers of their Directorate/Office to

discuss unresolved problems related to Labor-Management Relations on the

basis of an agenda prepared by the Union or the Directorate. When a 

record of matters discussed at Directorate level meetings is made in

writing, by either party, all parties will be furnished a copy. 

Section 4. The Union will have representation on each of the following

committees and councils as indicated below: 

(a) Parking Committee (1 member) 

(b) Equal Employment Opportunity Committee (1 member) 

(c) Restaurant Council (1 Representative as an Observer) 

Section 5. The Union will have representation at Command Staff Meetings

at the discretion of the Commander. 

Section 6. If any employee-management committee is established which

concerns itself with making recommendations on personnel policies and

regulations or working conditions of employees in the Bargaining Unit,

the Union will be afforded the opportunity for membership on such

committee(s). 

Section 7. Union members of the committees listed in this article will 

be subject to the approval of the Commander. 

6 
ARTICLE VII 

USE OF OFFICIAL FACILITIES 

Section 1. The Employer agrees to make available space and water for

use by the Union as an office subject to: 

a. Evacuation of the premises within thirty (30) days from receipt

of a notice of evacuation from the Employer. 

b. The general supervision of the Employer and such rules and

regulations as may be prescribed by the Employer. 

c. No alterations, modifications or changes being made to such

space without the approval of the Employer. 

d. Approved alterations, modifications or changes made to such

space will be at the expense of the Union. 

e. The Union upon termination of its use and occupancy of such

space will, if so directed by the Employer, remove at its expense the

approved alterations, modifications and changes and restore such space

to its original condition. 

f. The Union, at its expense, performing normal preventive

maintenance and maintaining such space in a clean and satisfactory

condition at all times. 

g. The Employer agrees to provide the Union with Class "A" phone.

Any additional telephone service desired by the Union shall be the sole

responsibility of the Union. The Union agrees to pay for all long

distance telephone calls made. 

h. Space shall not be used for social or political purposes. 

i. Space provided will be for the private use of the Union. Keys

will be provided only to Union officials or their designees and

protective forces for security purposes. 

j. The Union agrees that abuse of the Union office for unauthorized

activities or internal Union business during duty hours will result in

the immediate revocation of the Union office. 

Section 2. The telephone number of the Union office and of the

Union president will be listed in the Official DCSC Telephone

Directory. 

Section 3. The Employer agrees that the Union may publish meeting

announcements in the Unofficial section of the DCSC Bulletin. Such 

announcements will be reviewed and approved by the Civilian Personnel

Office prior to publishing. 

7 
Section 4. When a member of the bargaining unit desires to discuss a

personal matter in private with the Union, existing space suitable for a

private discussion will be made available as near the work site as

possible and as soon as practicable. Arrangements for such space will

be made by the Union with the supervisor(s) concerned. 

Section 5. The Employer will attempt to make space available for the

Union's use for the purpose of meetings, conducting Union business and

Employer-approved affairs outside of regular working hours. In the 

event permission has been granted and it is necessary to withdraw such

permission, the Union will be notified as soon as practicable. 

7.1 
ARTICLE VIII 

HOURS OF WORK AND OVERTIME 

Section 1. The hours of work and basic work week for employees shall be

established by the Employer as stated in the Employer's regulation

entitled, "Hours of Duty." Hours of work other than Monday through

Friday may be established by the Director or Office Chief when the needs

of the U. S. Government require it. 

Section 2. State Labor Laws are not binding on Federal Agencies;

however, the Employer will apply to the fullest extent possible State

Labor Standards relating to the employment of minors. 

Section 3. Employees required to perform authorized overtime services

shall be compensated in accordance with applicable rules and

regulations. Overtime shall be assigned fairly, and with reasonable

notice where possible, among qualified employees in accordance with

their skills and familiarity with the work. An employee may, upon

request, be released for an overtime assignment without prejudice to

future consideration provided his reasons are valid. Both the request

and reply to be released from overtime must be in writing for each

overtime period involved The Employer will make existing record of

overtime for employees of the Unit available to the Union, upon its

request, to aid in settling grievances concerning the assignment of

overtime subject to the Privacy Act. 

Section 4. When an employee is assigned to work unscheduled overtime in

excess of four (4) hours and food is not available at the job site, the

Employer must allow a lunch period of sufficient time to permit the

employee to obtain food at the employee's expense from the nearest

available source. 

Section 5 Employees will not be required to commence work before the

start of their authorized shift or continue to work beyond their eight

(8) hour shift without payment of overtime or authorized compensatory

time in accordance with applicable regulations. 

Section 6. Emergency change in the Center's work schedule may be

required because of severe weather conditions or hazardous work

situations. If the above occurs during nonduty hours, management agrees

to provide notifications in a timely manner by means of an Emergency

Work Schedule Information telephone number: 238-2181 or 2182. 

Management will use its emergency telephone system to officially notify

the work force as a whole. Employees assigned emergency work duties

will be notified personally. An attempt will also be made to broadcast

the emergency work schedule information over television stations WBNS,

WTVN and WCMH, as well as radio stations WBNS, WTVN and WCOL. 

Section 7. The use of annual leave or sick leave by an employee during

a pay period will not be sufficient cause to exclude that employee from

working overtime that pay period. 

8 
Section 8. In accordance with governing regulations, Alternative Work

Schedules may be established subject to negotiations and must conform to

the following: 

a. The primary concern in determining whether or not an AWS is to

be established must be the specific need of the organization. 

b. AWS work days/hours, breaks, lunch periods and regular days off

(RDO) will be established for each organization. 

c. Dependent on the needs of the organization, RDOs will he

assigned with the most favored RDOs being offered to employees by

service computation date (SCD). Senior persons get first choice.

Normally, newly assigned employees will not displace an employee who has

an established RDO unless by mutual agreement. 

8.1 
ARTICLE IX 

HOLIDAYS 

Section 1. All Unit employees shall be entitled to all holiday benefits

which are now or will be in the future prescribed by law or Executive

Order. 

Section 2. Whenever any holiday occurs on a calendar Saturday or

Sunday, the holiday shall be observed on the day specified by existing

laws, rules and regulations. 

Section 3. This policy is subject to the right of the Employer to

determine work which must be accomplished on holidays, and to require

that employees report for work in accordance with such determination and

to be compensated accordingly. 

9 
ARTICLE X 

ANNUAL LEAVE 

Section 1. Employees shall accrue and schedule annual leave in

accordance with existing applicable laws and regulations. Annual leave

for emergency reasons will be approved on an individual case basis. 

Section 2. The Employer agrees to schedule annual leave, workload

permitting, for up to two continuous weeks duration. The Union agrees to

assist in the scheduling of leave, if determined necessary. If more 

employees choose the same leave period than can be spared, the Employer

retains the right to determine, on an equitable basis, which employee

will be scheduled for the leave. Adjustments to previously scheduled

leave which are requested by employees may be made with the consent of

all parties involved, providing it does not interfere with essential

services as determined by the Employer. Employer and employees should

insure that annual leave is scheduled for use so as to prevent any

unintended loss at the end of the leave year. 

Section 3. In case of transfer of an employee from one supervisor to

another, previously scheduled annual leave shall be discussed by the

employee with the new supervisor for approval. Approval will be

granted, workload permitting. 

Section 4. A liberal leave policy will be observed for those persons

requesting leave for religious holidays of their faith, subject to

urgent work requirements. Such absences of employees who can be spared

will be charged to annual leave. If no annual leave is available, such

absences will be charged to leave without pay. 

10 
ARTICLE XI 

EXCUSED ABSENCE 

Section 1. An employee is entitled to funeral leave for a period of

three (3) days to make arrangements for, or attend the funeral of, or

memorial service for an immediate relative who died as a result of 

wounds, disease or injury incurred while serving as a member of the

Armed Forces in a combat zone. 

Section 2. Employees who are veterans may be excused up to four (4)

hours in any one day without charge to leave to enable them to

participate as pallbearers or as members of firing squads or guards of

honor in funeral ceremonies for members of the Armed Forces of the 

United States who lost their lives while on active duty. 

Section 3. Such requests for excused absences for any of the foregoing

reasons will be made in writing for approval in accordance with

applicable laws and regulations. 

Section 4. Union officials or representatives may be excused without

charge to their leave in conjunction with attendance at a Union

sponsored training session, provided the subject matter of such training

is of mutual concern to the Government and the employee in his capacity

as an organization representative and the Government's interest will be

served by the employee's attendance. At least seven (7) workdays in

advance of the commencement of such training, a written request will be

submitted to the Employer for approval within the 1imits of the

applicable laws and regulations. 

11 
ARTICLE XII 

SICK LEAVE 

Section 1. Employees shall accrue and be granted sick leave in

accordance with applicable statues and regulations. Employees are

responsible for assuring their absence is reported in accordance with

existing regulations, policies, and procedures. 

Section 2. Requests for sick leave for medical, dental or optical

examinations must be made as far in advance as possible. Such 

examination should be scheduled on non-workdays and non-duty hours

whenever practicable. 

Section 3. Periods of absence on sick leave in excess of three (3)

consecutive workdays must be supported by a medical certificate to be

filed within seven (7) calendar days after return to duty. In cases of 

extended illness, medical certificates may be required periodically, if

necessary to establish the employee’s continued inability to return to

duty due to health reasons. In individual cases, if there is reason to

believe the employee is abusing sick leave privileges, the supervisor

will advise the employee in writing that he/she has a questionable sick

leave record and why the employee is suspected of abusing sick leave

privileges, and he/she will also be advised that if his/her record does

not improve a medical certificate may be required for each future

absence on sick leave. If this does not bring about an improvement in

his/her sick leave record, the employee will be notified in writing that

all future requests for sick leave must be supported by a medical

certificate and will also be advised in the same written notice, fully

and factually, the reasons therefore subject to the provisions of the

Privacy Act. 

Section 4. It is agreed that such cases requiring a medical certificate

for such absence shall be reviewed by the Employer at the request of the

employee or the Union with the approval of the employee involved, after

a six (6) month period from the date of issuance. When the Employer

determines that the restriction is no longer necessary, the employee

shall be notified in writing. The Employer agrees to keep the

employee's sick leave record as confidential as practicable. 

Section 5. Subject to the provisions of the Federal Personnel Manual,

sick leave may be advanced to a career or career-conditional employee. 

12 
ARTICLE XIII 

LEAVE WITHOUT PAY 

Section 1. Leave without pay to employees shall be granted in

accordance with applicable laws and regulations. 

Section 2. The Employer agrees to grant annual leave or leave without

pay to not more than two (2) employees, selected by the Union, to attend

Union conventions and conferences, and to conduct Union affairs when

advance notice is given and their services can be spared from their

work. Granting of such leave will not unreasonably be withheld. 

Section 3. An employee on authorized leave without pay shall retain all

benefits and rights as provided by present and future rules and

regulations. 

Section 4. Annual leave or leave without pay for reasonable periods

will be granted upon request in case of a death in the employee's

immediate family. 

13 
ARTICLE XIV 

TARDINESS AND ABSENCE WITHOUT LEAVE 

Section 1. Tardiness and brief absence up to one (1) hour may be

excused by the employee's supervisor for adequate reasons. The absence

may also be compensated for any additional work equal to the actual

period of tardiness or may be charged to annual leave, absence without

leave. The supervisor will counsel each employee when he or she is

tardy. When employees are chronically tardy, the absence may become the

basis for disciplinary action. 

Section 2. The minimum charge against annual/sick leave or absence

without leave (AWOL) shall be 15 minutes, unless otherwise agreed to in

a negotiated regulation. Periods of annual leave or AWOL cannot be 

added together since leave is not charged on any day other than for the

day the employee is absent. The employee will be informed that he or

she is not to perform work for any part of the leave period charged

against his or her account. 

14 
ARTICLE XV 

PROMOTIONS AND ASSIGNMENTS 

Section 1. The Employer agrees that all promotions will be made in

accordance with the DCSC Merit Promotion Program. Employer agrees to

post all internal Job Opportunity Announcements for competitive

promotion on all official Bulletin Boards for a minimum of ten (10)

calendar days to allow full and free competition. All internal vacancy

announcements will be published in the DCSC Bulletin at least once. 

Section 2. A copy of all Job Opportunity Announcements covering

positions in the Union will be delivered to the Union at the time Job

Opportunity Announcements are posted. 

Section 3. The Employer agrees that a member of the Bargaining Unit

will be a member on all ranking panels pertaining to or targeted to

positions in all GS Series represented by this Unit, including all

Upward Mobility and trainee positions. 

Section 4. Upon completion of the ranking by the ranking panel or

official, the names end scores will be placed on the register according

to their numerical ratings. Each applicant will be notified of their

qualification or disqualification in accordance with the Merit Promotion

Regulation. The Employer agrees that members of the Unit who are on

temporary duty may designate a Union official or steward to receive

notices of rating in conjunction with Merit Promotion competition. Said 

designation shall be in writing and shall include a waiver of relevant

Privacy Act protection. 

Section 5. If any employee in the Unit fails to receive proper

consideration in a promotion action as a result of procedural,

regulatory or program violations, the employee selected may be retained

in the position only if reconstruction of the promotion action shows

that he/she could have been selected had the proper procedures been

followed at the time the action was taken. If the action taken was to 

correct a regulatory violation of Office of Personnel Management

requirements and it involved vacating the position, an employee who was

not promoted or given proper consideration because of the violation will

be considered for promotion to the vacated position before candidate

under a new promotion or other placement action are considered. 

Section 6. The Employer agrees in conjunction with the Union to review

the Merit Promotion Program at least annually to assure that the program

is responsible to management and employee needs. The Employer agrees

that when problems arise out of administration of the program, it will

review with the Union the overall program to determine jointly if the

magnitude of these problems warrant negotiation of a written change. 

15 
Section 7. The Employer and the Union agree that any and all stages of

the promotion process will be kept as confidential as possible so as not

to create a climate to affect morale and productivity or have a serious

impact on personnel management. 

Section 8. The Employer agrees to develop a reasonable system of

quality control to minimize errors in the overall promotion process. It 

is further agreed that program violations will be brought promptly to

the attention of the responsible officials and that appropriate

corrective action will be taken by the Employer to avoid repetitions of

such violations whenever possible. 

Section 9. The Employer and the Local agree that the employee or

his/her representative, after filing a grievance, shall be permitted to

review promotion records, not otherwise restricted by law or regulation,

used as a basis for rating and/or selecting employees for promotion.

For these purposes, Crediting Plans are considered examination materials

and are not available for review. 

Section 10. The Employer agrees to notify the Union of the name of any

person selected for a vacancy within the Unit. 

Section 11. Assignments within the Unit will be made at the discretion

of the Employer. The Employer agrees, however, to notify the Union in

advance of permanent changes in assignment of Union officials to

position outside the Bargaining Unit after the affected employee has

been notified. 

Section 12. Employee should advise supervisors or co-workers of the

types of job opportunities they are interested in and arrange that they

be notified if such opportunities are advertised while they are absent

on leave, detail, TDY or at training course. 

Section 13. Employer agrees that details to any position will be kept

to a minimum and that no detail will be effective for more than a period

of 120 days without prior approval by the Office of Civilian Personnel.

Any details in excess of thirty days to duties not described in the

employees current job description will be recorded in the employee's

Official Personnel Folder. If an extended detail to a higher grade is

necessary to maintain essential operations, the detail will be rotated

among employees in comparative job and grade status to the extent

practicable. If an employee is assigned without competition to a higher

grade position for more than 30 days, the Employer agrees to temporarily

promote that employee if he is otherwise eligible and qualified. 

15.1 
ARTICLE XVI 

PERFORMANCE APPRAISALS 

Section 1. Performance standards must be fair, equitable, valid,

objective and consistent with duties and responsibilities of the

position. 

Section 2. Performance appraisals of employees in the Unit will reflect

a consistent approach to realistically evaluating actual work performed

during the rating period. The employee shall he free to sign the form

or make appropriate comments in his or her behalf for consideration in

the promotion procedure. Assessments of potential will be used only for

supervisory positions and certain other promotions, such as career

ladder positions below the journeyman level or positions covered by the

Upward Mobility Program or other training programs. 

Section 3. Regardless of who has the burden of proof in a performance

appraisal grievance, supervisors should always be able to substantiate

their appraisal whether above or below the Fully Acceptable level. 

Section 4. Absent other pertinent considerations, the immediate

supervisor will propose an award for an employee who is appraised at the

Exceptional level on a majority of the critical job elements with none

rated below Highly Successful. This section is not to preclude the

supervisor from proposing an award to any employee is rated below these

levels. 

16 
ARTICLE XVII 

DISCIPLINARY ACTIONS 

Section 1. In all cases of written disciplinary action taken by the

Employer against any employee covered by this Agreement, the employee

will be provided an original and one copy which he/she may furnish to

any party from which he/she asks advice or counsel. 

Section 2. The Employer agrees that disciplinary action must be based

on good cause and consistent with applicable laws and regulations. The 

Table of Offenses and Penalties published as Enclosure 1 to DLAR 1406.1,

“Maintaining Discipline,” will be used as a guide by supervisors in

imposing disciplinary action. 

Section 3. Before disciplinary actions are effected, the employee will

receive a notice of proposed action with a right to reply. The 

employee's answer will be considered before a notice of decision is

issued to the employee. At such time disciplinary action is initiated,

the employee will be apprised of his right to Union representation or

outside counsel. 

Section 4. The Employer agrees to advise employees of the right and the

avenue by which to appeal or grieve disciplinary actions. 

17 
ARTICLE XVIII 

PERSONNEL MOVEMENTS IN REDUCTION-IN-FORCE SITUATIONS 

Section 1. The Employer agrees to notify the Union as soon as the

necessity for a reduction-in-force, involving any of the Unit employees,

is recognized. Employees will be kept fully informed of any actions

affecting them. The notice will include the approximate date and reason

for the reduction-in-force. 

Section 2. Reduction-In-Force actions shall be accomplished in

compliance with existing statutes, rules and regulations. Whenever 

possible, employees in excess positions will be reassigned to other

positions for which they are qualified. In accordance with applicable

regulations, when the PLFA is unable to offer an assignment to an

employee who will be separated due to reduction-in-force, the PLFA may

waive qualifications for vacant position which do not contain selective

placement factors, provided the PLFA determines the employee is able to

perform the work of the position without undue interruption to the

mission of the Agency and the employee meets any OPM established minimum

education requirement. 

Section 3. In instances where changes in function, organization, or

mission will result in a Surplus of employees, the Employer agrees

whenever feasible, to make every reasonable effort to assign permanent

employees to vacant positions by waiving qualifications. It is agreed

that the Employer will, under such circumstances, provide reasonable

training in accordance with applicable rules and regulations. 

Section 4. The Employer agrees that if an employee in a reduction-inforce action accepts a temporary appointment, he/she shall not thereby

lose his/her right to be considered for permanent employment. 

18 
ARTICLE XIX 

JOB DESCRIPTIONS 

Section 1. The Employer agrees to maintain current and accurate

descriptions for positions in the Unit in accordance with existing

regulations. When an employee is regularly performing duties above or

below the level of the job to such an extent as to constitute

misassignment and they are not covered by a "detail" or are not

adequately described in the current job description, the supervisor will

prepare a written description of new duties and request a job audit.

DLA and OPM position classification appeal channels will be used to

resolve differences concerning classification of positions. 

Section 2. The union may make representations and present supporting

evidence to the Employer regarding the adequacy or equity of position

classification standards. The Employer agrees to furnish the Union with

information regarding the classification impact resulting from

application of new or revised position classification standards and

guides. 

Section 3. It is agreed that the Employer will take prompt action to

classify positions. 

Section 4. Each employee covered by this Agreement will be furnished a

copy of his/her current position description. The Employer agrees to

provide the Union with a copy of all job descriptions for each position

in the Unit and any subsequent changes or revisions that may develop. 

19 
ARTICLE XX 

TRAINING 

Section 1. In recognition of the mutual advantages to both parties, the

Union's committee on training will make recommendations to the Employer

relative to the training of Unit employees. Any recommendations

approved by the Employer will be implemented within available funds and

resources. 

Section 2. The Employer and the Union may consult on matters pertaining

to formalized training or retraining of employees prior to

implementation of a training program. The Employer agrees to make every

practical effort to retain employees whose positions are abolished by

the introduction of new equipment and/or processes. 

Section 3. The Employer shall make every reasonable effort to provide

training identified on the employee's Individual Development Plan (IDP)

when such training is related to the employee's official job duties. In 

regard to training related to the IDP, the supervisor and the Civilian

Personnel Office (CPO) will be responsible for providing counseling and

for scheduling training. The CPO will assist the supervisor and the

employee in the development of the IDP, upon request, and will provide

access to lists and catalogs on local training and educational resources

for employees and their supervisors. 

20 
ARTICLE XXI 

SAFETY 

Section 1. The Employer will provide a safe and healthful place to work

for all employees in accordance with applicable laws and regulations.

The Union agrees to encourage its member to work safely, by following

the safety regulations and wearing approved safety equipment. The Union 

also agrees to encourage its members to report any observed unsafe acts

or condition immediately to the appropriate supervisor. The supervisor,

in turn, will submit such reports to the Safety Office through proper

channels and advise the employee as to the final disposition of such

reports. 

Section 2. The Employer agrees to compile and maintain a record of all

reported accidents required by the applicable laws and regulations. The 

nonprivileged portions of the records maintained the Safety Office may

be inspected by no more than two Union representatives between the

fifteenth and twentieth days of each month. 

Section 3. The employee or a group of employees will not be required to

work under conditions which are unsafe or unhealthy beyond those

inherent hazards which cannot be eliminated by standard safety practices

and procedures, in accordance with provisions of DLAM 1000.0, DLA Safety

and Health Manual. 

Section 4. Ambulance service and first aid to injured and ill employees

will he made available on all shifts in accordance with procedures

outlined in Change 1 to DCSC Supplement 1 to DLAM 1000.1, Chapter VIII. 

Section 5. For safety reasons, normally no fewer than two employees

will be allowed to work in an area or operation officially designed as

hazardous without periodic checks being made by the supervisor, or other

designated employee in the area, the Security Forces or by two-way radio

contact. 

21 
ARTICLE XXII 

PUBLICITY 

Section 1. The Employer agrees to erect a three (3) foot by four (4)

foot bulletin board for the exclusive use of the Union for posting of

approved notices relating to Union business in each Directorate of Staff

Office having employees in the Unit. 

Section 2. The Employer will publish in the activity newspaper, the

Defense Construction Supply Center "Supply Line" and in the Defense

Construction Supply Center Bulletin, approved notices or on a space

available basis, other appropriate news items of a general interest

which the Union may present. 

Section 3. Any literature, bulletins, or notices distributed within the

installation or posted on bulletin boards in the space provided by the

Employer will not violate any law, the security of the activity, or

contain scurrilous, inflammatory or libelous material, or be critical of

management personnel or DCSC. 

22 
ARTICLE XXIII 

GRIEVANCE AND ARBITRATION 

Section 1. The purpose of this Article is to provide a mutually

acceptable procedure for the prompt and equitable settlement of

grievances. The procedure shall be the exclusive procedure available to

the parties and the employees in the Unit for resolving grievances. 

Section 2. For the purpose of this Agreement, a grievance is defined as

a request for relief in a matter of concern and dissatisfaction relating

to general working conditions or arising over the interpretation of

application of personnel policies, practices or procedures including

official reprimands, suspension, and adverse actions. 

Section 3. An employee or a group of employees may present a grievance

under this Article. The employee or group of employees may present such

grievances without intervention of the Union. However, if the employee

or the group of employees desire outside representation in the

presentation of his/her or their grievance, the representative must have

the approval of the Union. In the event an employee presents his/her or

group of employees present their grievance without Union representation,

the Union will be given an opportunity to be present at the formal steps

of the grievance procedure, but not at the informal steps of the

procedure, as both parties agree that all grievances should be settled

as expeditiously as possible and it is not practicable to give the Union

an opportunity to be present at all adjustments made on an informal

basis. However, all adjustments must be consistent with the terms of

this Agreement. It is also agreed that a grievant or grievants may

withdraw his/her or their grievance at any time without the consent of

the Union. 

Section 4. Matters Excluded from the grievance procedure are: 

a. Any claimed violation of Subchapter III or Chapter 73 of Title

5, U.S.C. (relating to prohibited political activities). 

b. Retirement, life insurance or health insurance. 

c. A suspension or removal under Section 7532 or Title 5 U.S.C.

(related to national security). 

d. Any examination, certification or appointment. 

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

reduction in grade or pay of an employee. 

f. Nonselection for promotion from a group of properly ranked or

certified candidates. This does not apply to the right to grieve or

improper procedures used during the selection process. 

23 
g. Termination of temporary promotion. 

h. Separation of an employee serving a probationary or trial period

under an initial appointment. 

i. Nonadoption of a suggestion. 

j. Preliminary notice of a proposed action which, if effected,

would be covered by this Article or excluded by this section. 

Section 5. Disputes involving interpretation or application of the

Federal Personnel Manual or DLA Regulations will be referred to the DLAK for an advisory clarification prior to accepting any such matter for

processing under the provision of the negotiated grievance procedure.

Interpretations rendered by DLA-K will be considered binding on the

parties in resolving informal or formal grievances. Any delay resulting

from a request for an interpretation by DLA-K shall not be the basis for

rejecting a grievance as untimely if it would otherwise have been timely

filed. 

Section 6. Representation. Both parties to this Agreement strongly

support the concept of stewards handling the grievance at the initial

stages and that employees should normally request the steward assigned

to his or her work area. The Union agrees to encourage elected

officials to refrain from becoming involved in grievances during the

initial stages. 

Section 7. Procedure - Employee Grievances. 

Step 1. (Informal) A grievance concerning a particular act or

occurrence shall be presented within fifteen (15) calendar days of the

date of that act or occurrence, or the date the employee becomes aware

of that act of occurrence. The grievance will be presented orally or in

writing to the employee's supervisor or other appropriate management

official who will act promptly on the grievance, seeking advice from a

Office of Civilian Personnel representative, and holding discussions

with his/her next level supervisor, if necessary, to resolve the

grievance quickly and effectively. He/she will give the employee

his/her decision within seven (7) workdays after the presentation of the

informal grievance. However, the employee may request another meeting

with the supervisor prior to rendering a decision by the supervisor or

within two (2) workdays after the decision is given to him/her. If the 

employee is not satisfied, he/she may submit a formal grievance for

consideration in accordance with the procedural steps set forth below.

An employee must seek informal resolution of the grievance before he/she

may request relief through the formal grievance process. 

23.1 
Step 2 (Formal) 

a. If the employee is or a group of employees are dissatisfied with

the solution arrived at in Step 1, he/she or they may within five (5)

workdays, alone or through his/her or their Union representative,

present his/her or their grievance for further consideration in writing

to the next level of supervision above the level specified in Step 1.

The signed written grievance will contain as a minimum the following: 

(1) The grievant's name, duty assignment, work and home telephones,

if any. If a group of employees are grievants, the same information

must be given for each of the grievants. 

(2) Designate his/her or their representative. An employee who

wishes to represent himself/herself will so state or where a group of

employees has selected one of their members as a representative, that

grievant will be shown as representative. 

(3) The specific section(s) of the Article(s) of the Agreement that

are the subject(s) of the grievance. 

(4) The specific acts(s) or occurrence(s) and dates that are the

basis or bases of the grievance. 

(5) The corrective action desired and a statement by the employee or

a group of employees that he/she or they have elected to use the

grievance procedure set forth in the Article and that such an election

is irrevocable. 

(6) A statement that discrimination based on race, color, religion,

age, sex, marital status or national origin is not an issue in the

grievance. 

b. The Employer will promptly furnish the union a copy of the

grievance where the Union has not been named as the employee's

representative. 

c. The Union, where it has been designated as the representative,

shall at all times keep the Employer informed in writing of the person

selected by the Union to represent the employee(s). 

d. The supervisor will send to the grievant(s) a letter notice

arranging a meeting with the grievant or grievants within five (5)

working days from receipt of a formal grievance. A copy of the letter

notice of the proposed meeting will be furnished the Union where it has

not been selected as the representative for an employee or a group of

employees. The receipt of a copy of the notice of the proposed meeting

with the grievant(s) by the Union constitutes an invitation to the Union

to be present at the meeting. 

23.2 
e. The supervisor will give his/her written decision on the

grievance(s) within five (5) working days after the date of the meeting

with the grievant(s). The Employer agrees to make a reasonable effort

to insure that a written decision is delivered to the employee in a

timely fashion. A copy of this decision will be furnished the Union

when it is not the representative of the employee(s). 

f. At any step in this procedure, where a group of employees are

grievants, the group will be bound by the decision of the employee

selected as representative for the group (see a (2) above). 

g. If the deciding official in Step 1 was the Division Chief, the

employee(s) shall proceed directly to Step 3 and furnish a signed

grievance containing the information and statements required in (1)

through (6) above and subject to the condition stated in “f”, if

applicable. 

h. If the grievance concerns a decision to issue an official

reprimand or a suspension, no informal grievance will be filed, but the

employee shall file a formal grievance with the supervisor of the

official who issued the reprimand or suspension. The processing of the

formal grievance will then be initiated at either Step 2, 3, or 4,

depending on the position occupied by the official with whom the

grievance is filed. 

Step 3. If the grievant(s) is/are dissatisfied with the decision

rendered in Step 2, the grievant(s) or their representative, if any, may

forward the request within five (5) working days from the receipt of

such decision in writing to the Director/Office Chief stating the reason

for his/her/their dissatisfaction. The Director/Office Chief or his/her

designee shall arrange for a meeting with the grievant(s), his/her/their

representative and concerned supervisor(s) within five (5) working days

from receipt of the grievance. The Union, if not the representative,

will be notified in writing of the date, time and place of the proposed

meeting and will be invited to attend. The Director/Office Chief of

his/her designee shall give his/her written decision within ten (10)

working days after the meeting. 

 Step 4. 

a. If the grievance is not resolved to the grievant(s) satisfaction

at Step 3, the grievant(s), through his/her or their representative (if

any) may make a request in writing to the Commander for further

consideration of the grievance within five (5) working days from receipt

of the written answer from the Director/Office Chief. The Commander or 

designated representative will review the grievance and, if he/she

desires, meet with the Director or Office Chief and the grievant(s) and

his/her/their representative (if any) within five (5) working

days from receipt of the request. The Union will 

23.3 
receive a written notice of the time, date and place if the Commander

desires to meet with the grievant(s) in those instances where the Union

has not been designated the grievant(s) representative. The Commander 

shall give the grievant(s) and his/her or their representative (if any)

a written decision within ten (10) workdays after the meeting, if held,

or within ten (10) workdays after receipt of their grievance. 

b. Either party, for good cause, may request a reasonable extension

of time frames set forth herein provided such request is submitted prior

to the expiration of the specified time frame. However, if the

grievance involves continuing financial liability on the part of the

Employer, the period to time extension requested by the grievant(s) and 

agreed to by the Employer shall not be counted in determining financial

liability. 

c. Decisions rendered in each step, and properly signed by

appropriate persons, shall be final and binding upon the parties, unless

appealed to the next step of the procedure in accordance with the time

limits set forth in this Article. 

Section 8. Procedure for Arbitration. 

a. If the grievance is not resolved satisfactorily under Step 4,

Section 6, such grievance shall upon written notice by the party

requesting arbitration to the other party be referred to arbitration.

However, arbitration may be invoked only by the Employer, or by the

Union with the consent of the grievant(s). 

b. The written notice requesting arbitration must be served not

later than thirty (30) calendar days after receipt of the Commander's

decision under Step 4, Section 6. 

c. Within five (5) working days after the receipt of the

arbitration notice, the parties shall jointly request through

appropriate channels the Federal Mediation and Conciliation Service to

provide a list of five (5) impartial persons to act as arbitrators. If 

the arbitrator cannot be selected by mutual Agreement, The Employer and

the Union will each strike on arbitrator's name from the list. The 

Union shall have the first choice in striking an arbitrator's name from

the list and the parties shall then proceed in turn until only one name

remains. 

d. The parties may submit individual statements to the arbitrator

The burden of proof in the arbitration proceedings rests on the party

requesting arbitration. A hearing may be held at the discretion of the

arbitrator. Normally such hearings shall take place on the Employer's

premises. The testimony and argument during the hearing shall be

limited to relevant and pertinent issues as formed by their individual

statement in each party's submission. 

e. Either party may cross-examine any witness of the other party

and the arbitrator may question any witness at any time. 

23.4 
f. Either party may have the arbitration proceedings reported and

transcribed at their own expense without obligation to furnish the other

party a copy of the transcript unless the other party agrees to pay for

half of the original cost. 

g. The arbitrator may investigate, in person, the Employer's

premises relating to the matter under dispute. The Union and the 

Employer's designated representative for the hearing shall accompany the

arbitrator on such an investigation. 

h. The decision of the arbitrator cannot add to, subtract from or

modify the Agreement. 

i. The arbitrator will be requested to render his decision in writing

as quickly as possible, but in any event, not later than thirty (30)

days after the conclusion of the hearing, unless the parties mutually

agree to extend the time limit. A copy of the arbitrator's decision

will be furnished each party. 

j. The arbitration award will be final unless either party files

exceptions to the arbitrator's award with the Federal Labor Relations

Authority under regulations prescribed by the DLA, DoD and the

Authority. If no exceptions are filed within thirty (30) calendar days

after receipt of the arbitrator's award, the arbitrator's award shall be

final and binding on both parties. 

k. The fee and expense of the arbitrator shall be borne by the

party losing the case. The arbitration hearing shall be held during the

regular daytime tour of duty during the basic workweek (Monday-Friday).

Union participants and the grievant(s) in the hearing shall be on

official time during any formal arbitration proceedings if they are DCSC

employees. 

1. Disputes over whether a matter is subject to the negotiated

grievance procedure shall be the initial issue considered by the

arbitrator as a threshold issue prior to consideration of the grievance

submitted for arbitration. 

23.5 
ARTICLE XXIV 

RESOLVING DISPUTES AND IMPASSES 

(Revised under MOA 1-07) 

Section 1. After negotiating sessions on existing personnel policies, 

practices and procedures in which all proposals and issues have been 

discussed and diligent efforts have been exerted on the party of both parties 

to reach agreement, the Employer or Union may request assistance on the 

Federal Mediation and Conciliation Service in the resolution of any 

negotiation impasse. Disputes over the negotiability of any proposal will be 

referred in writing to the Director, Defense Logistics Agency, in accordance 

with Part VIII of DoD Directive 1426.1. 

Section 2. The parties agree to a 5-work day delay in submission of any 

unfair labor practice (ULP) charge during which time management and union 

representatives will communicate their interests related to the subject at 

issue and work to reach an accord acceptable to both DSCC and IFPTE Local 7. 

24 
ARTICLE XXV 

UNION REPRESENTATION 

Section 1. The Employer agrees to recognize of officers, stewards and

acting stewards of the Union. In order that the Union may properly

represent and have ready access to the employees in the Union, one (1)

chief steward and three (3) stewards will be recognized and permitted to

function as hereinafter provided. Alternate stewards appointed by the

Union will be recognized by the Employer as acting stewards only when

the regularly appointed steward is absent or otherwise unavailable. 

Section 2. In the interest of promoting career development of the

employees concerned, the Union agrees that new employees and employees

promoted or reassigned into their positions will normally not actively

serve as stewards until they have completed the prescribed training

period of their new positions. 

Section 3. The Union shall supply the Employer, in writing, and shall

maintain with the Employer on a current basis, a complete list of duly

elected or appointed union officers, stewards, and alternate stewards

and their locations. No Union officer or steward shall function as a 

representative of the Union or be recognized by the Employer unless

his/her name is on the list. 

Section 4. Union officer, steward (or acting stewards) engaged in

appropriate representational activities authorized by applicable

regulations will be permitted reasonable time off without loss of pay

and benefits, exclusive of any overtime payment. Official activities 

during working hours without charge to leave will be limited to such

matters as investigation of employee grievances, any problems, working

conditions, work schedules, performance ratings, adverse action appeals,

consultation with Employer representatives on personnel policies, review

and preparation of negotiable regulations for the mutual benefits of the

Employer and employees. The Union agrees to urge employees to pursue

resolution of routine personnel problems with their immediate supervisor

prior to seeking Union intervention. Activities concerned with the 

internal management of the Union, such as membership meetings,

solicitation of membership collection of dues, campaigning for Union

officers, conduct of elections for Union office, and distribution and

posting of Union literature are nonofficial duties and will be conducted

outside of regular working hours. During working hours Union officers

and steward will secure permissions from their immediate supervisor

prior to conducting any authorized Union business on official time which

will require them to leave their work area. Prior to discussing

authorized matters with an employee, the Union officer or steward will

report to the employee's immediate supervisor and state the purpose of

his/her visit. The supervisor will make the employee available for

discussion as soon as possible. 

25 
Section 5. The Employer agrees that officers and stewards in

the Union will not be reassigned to other work areas in an

indiscriminate manner. 

Section 6. The Employer agrees that officers or duly designated

representatives of the Union or its National Office, who are not active

employees of the Defense Construction Supply Center, may be admitted to

the Defense Construction Supply Center for the purpose of meeting with

the officers of the Employer or the Union upon approval of the Employer

of a request by the Union. Such visits shall be subject to all

regulations and procedures applicable to visitors, including national

security regulations. 

25.1 
ARTICLE XXVI 

TRAVEL PAY 

Section 1. The Employer agrees, whenever it is economically

advantageous and administratively feasible to do so, within applicable

regulations, to schedule travel during regular duty hours. 

Section 2. Members of the Unit required to perform authorized overtime

services beyond the regularly scheduled workday while on temporary duty

shall be compensated in accordance with applicable rules and

regulations. Such overtime payment must be approved in advance. 

Section 3. Employees authorized per diem and travel allowances will be

paid in accordance with applicable rules and regulations. 

26 
ARTICLE XXVII 

VOLUNTARY ALLOTMENT OF UNION DUES 

Section 1. The Employer will withhold the regular and periodic Union

membership dues from the pay of members who make voluntary allotments

for that purpose. 

Section 2. Allotments of Union dues will be made on Standard Form 1187,

Request and Authorization for Voluntary Allotment of compensation of

Payment of Employee Organization Dues. The form, completed, signed by

the employee and certified by an authorized official of the Union, will

be forwarded to the DLA Finance Center. The Union will be responsible

for supplying the form to its members and educating its member on the

program for allotment for payment of dues, and the uses and the

availability of the required for. Changes in the amount of the

allotment will not be more frequent than once a year. 

Section 3. Dues will be withheld in equal installments each biweekly

pay period, in the amount certified by Union on Standard Form 1187. The 

amount withheld will not be changed unless the Union certifies to the

Chief, Payroll Branch, that the dues have been changed. A change will

take effect beginning the first full pay period following receipt of the

certification of a change. 

Section 4. Union dues will not be withheld if an employee's net salary

for the pay period is insufficient to cover the dues when other legal

and required deductions have been made, including any indebtedness to

the Government. 

Section 5. An employee may revoke his/her allotment by submitting to

the Payroll Office one copy of Standard Form 1188, Revocation of

Voluntary Authorization for Allotment of Compensation for Payment of

Employee Organization Dues. The form may be obtained from the Union

steward or Office of Civilian Personnel. A written request for the

revocation of allotment otherwise in order, dated and signed by the

employee, will be accepted in lieu of the form. The effective date of a 

revocation will be the first full pay period commencing on or after 1

September of each year and only after the allotment has been in effect

for one year. The Payroll Office will notify the Union in writing of

the revocation of an allotment by an employee. 

Section 6. As soon as practical after each pay period, the Chief,

Accounting and Finance Division, will remit to the designated Union

representative the total amount of dues withheld. With this remittance 

will be sent a list of the names of participating employees, the amounts

withheld, and the pay period for which the deductions were made. If the 

wrong amount is remitted for any reason, the next remittance will be

increased or decreased or correct the error. 

27 
Section 7. The termination of allotments will be automatic when an 

employee leaves the Unit as a result of any type of separation,

reassignment, transfer or other personnel action (except temporary

promotion or detail); upon loss of exclusive recognition by the labor

organization; when the agreement providing for dues withholding is

suspended or terminated by an appropriate authority outside of DoD; or

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

Union will notify the Chief, Payroll Branch, within five (5) workdays

when a member who has authorized dues withholding has resigned or has

been suspended or expelled from the Union. All allotments discontinued 

pursuant to this section will terminate effective with the beginning of

the first pay period after the event requiring discontinuance. If there 

is a delay in effecting the termination of dues withholding for any

reason, the termination will be made retroactive to the appropriate date

and a corresponding adjustment will be made in the amount remitted to

the Union and the employee. 

27.1 
ARTICLE XXVIII 

DISTRIBUTION OF AGREEMENT 

The Employer will furnish the Union with sufficient copies of this

Agreement, and any subsequent amendments, for all employees in the Unit. 

28 
ARTICLE XXIX 

DURATION 

Section 1. This Agreement shall remain in full force and effect for a

period of three (3) years from the date signed by both parties and will

be extended form year to year thereafter unless either party shall give

the other party notice of its intention to terminate this Agreement

within 30 days prior to its anniversary date. Extension of this 

Agreement is subject to challenge as provided in rules and regulations

of the Federal Labor Relations Authority. However, this Agreement may

be terminated if and when it is established that the Union is no longer

entitled to exclusive recognition by the Federal Labor Relations

Authority. 

Section 2. This Agreement may be opened at any time for amendments by

mutual consent of the parties. Any request for amendment shall be in

writing and must be accompanied by a summary of the proposed amendment

or amendments. The complete test of the proposed amendment or

amendments will be submitted within 15 calendar days of any mutual

assent to reopen the Agreement for amendment. Representative of the

Employer and the Union will meet to negotiate the matter, and

negotiations will be limited to those proposals covered in the summary.

Agreements shall be evidenced by written amendment duly executed by both

parties. No other type of change to this Agreement shell be recognized. 

Section 3. Amendment to this Agreement may be required because of

changes in applicable laws or Executive Orders or by rules, regulations

or policies issued by OPM, DoD or DLA after the effective date of this

Agreement. In this event, the parties will meet for the purpose of

negotiating new language that will meet the requirements of such laws,

regulations, etc. Such amendments will be duly executed and will become

effective on a date determined to be appropriate under the

circumstances. 

29 
IN WITNESS WHEREOF THE PARTIES HERETO BY THEIR AUTHORIZED REPRESENTATIVES HAVE 

EXECUTED THIS AGREEMENT ON THIS 11th DAY OF APRIL 1989 

International Federation Defense Construction Supply

of Professional and Center 

Technical Engineers Columbus, Ohio 43216-5000 

BY: __- Signed -____________ BY: __- Signed -_______ 

JAMES R. MURPHY JOHN P. DRESKA 

President Major General, USA

Commander 

30 
Memorandum of Agreement 

1-07 

The following constitutes an agreement between Defense Supply Center, Columbus (DSCC) and 

the International Federation of Professional and Technical Engineers (IFPTE), Local 7, to amend 

the DSCC-IFPTE Local 7 Agreement, Article XXIV, Resolving Disputes and Impasses. 

Specifically, this agreement modifies Article XXIV to add an additional section concerning a 5-day 

cooling off period prior to filing of any unfair labor practice charge. Accordingly, the present 

paragraph in Article XXIV is titled Section 1 and the following paragraph is added: 

Section 2. The parties agree to a 5-work day delay in submission of any unfair labor 

practice (ULP) charge during which time management and union representatives will 

communicate their interests related to the subject at issue and work to reach an accord 

acceptable to both DSCC and IFPTE Local 7. 

Based on this Memorandum of Agreement, attached is the updated Article XXIV. 

 __---Signed---_____________ ____--Signed--_______________ 

 C. PHILIP HENRY JAMES M. MCCLAUGHERTY 

 PRESIDENT DEPUTY COMMANDER 

 IFPTE Local 7 DSCC 

 23 Feb 2007____ __23 Feb 2007___

 Date Date 

31