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Preamble ....................................................................................................................... 1
Article 1 - Recognition ................................................................................................. 2
Article 2 - Joint Labor Management Relations Meetings .............................................. 3
Article 3 - Governing Regulations ................................................................................ 5
Article 4 - Relationship of This Agreement to Bureau Policies,
Regulations and Practices ........................................................................... 7
Article 5 - Rights of the Employer ................................................................................ 8
Article 6 - Rights of the Employee ................................................................................ 10
Article 7 - Rights of the Union ...................................................................................... 16
Article 8 - Union Dues by Payroll Deduction ................................................................ 19
Article 9 - Negotiations at the Local Level .................................................................... 21
Article 10 - Union Representation on Committees ......................................................... 24
Article 11 - Official Time ................................................................................................ 26
Article 12 - Use of Official Facilities ............................................................................... 31
Article 13 - Questionnaires ............................................................................................ 32
Article 14 - Employee Performance and Ratings ........................................................... 33
Article 15 - Outside Employment ................................................................................... 35
Article 16 - Position Description and Review .................................................................. 36
Article 17 - Employee Personnel Files ........................................................................... 37
Article 18 - Hours of Work ............................................................................................. 38
Article 19 - Annual Leave ............................................................................................... 44
Article 20 - Sick Leave ................................................................................................... 47
Article 21 - Training ....................................................................................................... 49
Article 22 - Equal Employment Opportunity ................................................................... 50
Article 23 - Upward Mobility ........................................................................................... 51
Article 24 - Employment of Relatives ............................................................................. 52
Article 25 - Reduction in Force, Transfer of Function, and Reorganization ................... 53
Article 26 - Retirement and Resignation ........................................................................ 55
Article 27 - Health and Safety ........................................................................................ 56
Article 28 - Uniform Clothing .......................................................................................... 59
Article 29 - Work Site Conditions ................................................................................... 62
Article 30 - Disciplinary and Adverse Actions ................................................................. 63
Article 31 - Grievance Procedure ................................................................................... 65
Article 32 - Arbitration .................................................................................................... 68
Article 33 - Merit Promotion ........................................................................................... 71
Article 34 - Employee Assistance Program .................................................................... 72
Article 35 - Priority Placement Program ......................................................................... 74
Article 36 - Human Resource Management ................................................................... 75
Article 37 - Sexual Harassment ..................................................................................... 76
Article 38 - Qualified Handicapped Employees .............................................................. 77
Article 39 - Furloughs .................................................................................................... 78
Article 40 - Asbestos ...................................................................................................... 80
Article 41 - Publication and Distribution of This Agreement ........................................... 82
Article 42 - Effective Date and Duration of This Agreement .......................................... 83
Appendix A - Ground Rules for Negotiation of Supplemental Agreements ........................ 84
Appendix B - Quarterly Employee Performance Request Form ........................................ 86
Index ................................................................................................................................. 87
Signature Page ................................................................................................................... 92


Federal Bureau of Prisons


Council of Prison Locals

American Federation of Government Employees

March 9, 1998 - March 8, 2001

PREAMBLE Union" or "exclusive representative," do
hereby agree to:

The Federal Bureau of Prisons (A) focus on problems and ways to

acknowledges that the participation of its deal with them;
employees in providing input into the (B) recognize the needs of the other
development of personnel policies, party;
practices, and procedures which affect (C) consider collective bargaining as
conditions of employment, and their an opportunity to improve the
assistance in the implementation of relationship between the Agency
policies, practices, and procedures, and the Union; and
contributes to the effective operation of (D) recognize that the employees are
Bureau facilities. The Bureau of Prisons the most valuable resource of the
will develop and maintain constructive and Agency, and are encouraged, and
cooperative relationships with its shall be reasonably assisted, to
employees, through their exclusive develop their potential as Bureau of
representative, where applicable, the Prisons employees to the fullest
Council of Prison Locals and the extent practicable.
American Federation of Government
Employees. The parties respect the rights This Agreement and such
granted to Management, employees, and supplementary agreements and
the Council of Prison Locals by the Civil memorandums of understanding by both
Service Reform Act of 1978, as amended. parties as may be agreed upon hereunder
from time to time, together constitute a
The parties recognize that efficient collective agreement between the Agency
and effective service is a paramount and the Union.
requirement and that public interest
requires the continual development and
implementation of modern and
progressive work practices to facilitate
improved employee performance and

Moreover, the parties recognize

that the administration of an agreement
depends on a good relationship. This
relationship must be built on the ideals of
mutual respect, trust, and commitment to
the mission and the employees who carry
it out. Therefore, the Federal Bureau of
Prisons and Federal Prison Industries,
Inc., hereinafter referred to as "the
Employer" or "the Agency," and the
Council of Prison Locals and the
American Federation of Government
Employees, hereinafter referred to as "the

ARTICLE 1 - RECOGNITION using predetermined entry procedures, to
properly represent bargaining unit
employees located in contract/privatized
Section a. The Union is recognized as facilities, in accordance with this
the sole and exclusive representative for Agreement and applicable laws, rules,
all bargaining unit employees as defined and regulations.
in 5 United States Code (USC), Chapter
71. The Agency will provide a list of all
bargaining unit employees working in a
Section b. The Employer recognizes contract facility to the Council of Prison
theUnion as the exclusive bargaining Locals President and appropriate
agent under the provisions of the Federal Regional Vice President upon request, but
Service Labor Management Relations no more frequently than every six (6)
Statute, 5 USC, Chapter 71, 7101 et. seq., months.
hereinafter referred to as "the Statute,"
and the Civil Service Reform Act of 1978,
of all of the employees in the unit, as the
recognized Union for bargaining purposes
with respect to conditions of employment
of employees represented by the Union.
The Union has the full authority as
provided by Statute to meet and confer
with the Agency for the purpose of
entering into negotiated agreements,
concerning changes in conditions of
employment covering bargaining unit
employees, and to administer this
Collective Bargaining Agreement.
Section c. The former Director, Bureau of
Prisons, Commissioner, Federal Prison
Industries, Inc., Myrl E. Alexander, in a
letter dated January 17, 1968, said letter
being issued in accordance with
Executive Order 10988, did certify the
Council of Prison Lodges (currently known
as the "Council of Prison Locals")
exclusive recognition as the
representative of all employees employed
by the Federal Bureau of Prisons, with the
exception of the employees of the Central
Office. The term "employee" as used in
this Agreement means any employee of
the Employer represented by the Union
and as defined in 5 USC, Chapter 71.

Section d. The Union will have access,

ARTICLE 2 - JOINT LABOR discussion will be limited to those placed
MANAGEMENT RELATIONS MEETINGS on the agenda in a timely fashion.
Exceptions may be made for pressing
Section a. Representatives of the issues which arise after the agenda has
Employer and ten (10) representatives of been established and which should be
the Union, or the number of Employer discussed before the next meeting.
representatives, whichever is greater,
shall meet in person at least four (4) times Section d. The Employer will prepare
per year to resolve and/or negotiate, as minutes (summary) of the items
applicable, on issues regarding personnel discussed, agreements reached, and/or
policies, practices, conditions of suspense dates set for follow-up action.
employment, and working conditions. The minutes will be reviewed and
approved by the parties upon conclusion
These meetings may be initiated by of discussion of each issue. A final copy
either party, but may only be dispensed of the minutes will be reviewed and
by mutual consent. signed by the parties prior to the
conclusion of the meeting, and a copy will
The duration of these meetings will be provided to each participant.
normally be two (2) days; however, by
mutual agreement, they may be extended Section e. Management will provide the
or shortened as determined by both Union with updates on issues raised at
parties. The expense of such meetings these meetings in accordance with agreed
will be borne by the Employer. upon time frames. Should the Union be
asked to provide the Agency with an
Union representatives shall be on update on any issues raised at national
official time. meetings, the responding Union
representative will be afforded the use of
Section b. An agenda will be required for that amount of official time that both
all meetings. Each party will exchange parties at the meeting agree to be
agenda items not less than twenty-one reasonable and necessary.
(21) calendar days prior to the scheduled
meeting. Section f. The parties at the national level
endorse the concept of regular labor
The Union may revise the number management meetings at the local level.
of their representatives, to achieve equal It is recommended that such meetings
numbers with the Employer, if the number occur at least monthly, that there be an
of agency representatives exceeds ten established method of written minutes,
(10). and that there be suspense dates for
responses or corrective action. The
The party placing an item on the actual procedures for local labor
agenda shall describe the issue, concern, management meetings will be negotiated
or problem in sufficient detail to allow locally.
others to understand the situation and
prepare for discussion.

Section c. Generally, the issues for

ARTICLE 3 - GOVERNING 1. when national policy issuances are
REGULATIONS proposed, the Employer will ensure
that the President, Council of
Section a. Both parties mutually agree Prison Locals, each member of the
that this Agreement takes precedence Executive Board of the Council of
over any Bureau policy, procedure, and/or Prison Locals, and each local
regulation which is not derived from President receives a copy of the
higher government-wide laws, rules, and proposed policy issuance within
regulations. thirty (30) calendar days that the
proposed policy issuance is
1. local supplemental agreements will completed. This will be
take precedence over any Agency accomplished by the policy
issuance derived or generated at issuance being sent, by certified
the local level. mail, to the appropriate Union
official at the institution/location
Section b. In the administration of all where the Union official is
matters covered by this Agreement, employed;
Agency officials, Union officials, and
employees are governed by existing 2. after the last Council of Prison
and/or future laws, rules, and government- Locals Executive Board member
wide regulations in existence at the time receives the proposed policy
this Agreement goes into effect. issuance, the Union, at the national
level, will have thirty (30) calendar
Section c. The Union and Agency days to invoke negotiations
representatives, when notified by the regarding the proposed policy
other party, will meet and negotiate on issuance. The date on the signed
any and all policies, practices, and “Returned Receipt” card will serve
procedures which impact conditions of to verify the date that the last
employment, where required by 5 USC Council Executive Board member
7106, 7114, and 7117, and other was notified;
applicable government-wide laws and
regulations, prior to implementation of any 3. should the Union invoke their right
policies, practices, and/or procedures. to negotiate the proposed policy
issuance, absent an overriding
Section d. All proposed national policy exigency, the issuance and
issuances, including policy manuals and implementation of the policy will be
program statements, will be provided to postponed, pending the outcome of
the Union. If the provisions contained in the negotiations;
the proposed policy manual and/or
program statement change or affect any 4. should the Union, at the national
personnel policies, practices, or level, fail to invoke the right to
conditions of employment, such policy negotiate the proposed policy
issuances will be subject to negotiation issuance within the time required
with the Union, prior to issuance and above, the Agency may issue and
implementation. implement the proposed policy
issuance; and

5. when locally-proposed policy
issuances are made, the local
Union President will be notified as
provided for above, and the
manner in which local negotiations
are conducted will parallel this

Section e. Negotiations under this section

will take place within thirty (30) calendar
days of the date that negotiations are
invoked. Negotiations will take place at a
location that is mutually agreeable to the
parties, and the Agency will pay all
expenses related to the negotiations.


Section a. In prescribing regulations

relating to personnel policies and
practices and to conditions of
employment, the Employer and the Union
shall have due regard for the obligation
imposed by 5 USC 7106, 7114, and 7117.
The Employer further recognizes its
responsibility for informing the Union of
changes in working conditions at the local

Section b. On matters which are not

covered in supplemental agreements at
the local level, all written benefits, or
practices and understandings between
the parties implementing this Agreement,
which are negotiable, shall not be
changed unless agreed to in writing by the

Section c. The Employer will provide

expeditious notification of the changes to
be implemented in working conditions at
the local level. Such changes will be
negotiated in accordance with the
provisions of this Agreement.

ARTICLE 5 - RIGHTS OF THE during emergencies.
EMPLOYER Section b. Nothing in this section shall
preclude any agency and any labor
Section a. Subject to Section b. of this organization from negotiating:
article, nothing in this section shall affect
the authority of any Management official 1. at the election of the Agency, on
of the Agency, in accordance with 5 USC, the numbers, types, and grades of
Section 7106: employees or positions assigned to
any organizational sub-division,
1. to determine the mission, budget, work project, or tour of duty, or the
organization, number of technology, methods, and means of
employees, and internal security performing work;
practices of the Agency; and
2. procedures which Management
2. in accordance with applicable laws: officials of the Agency will observe
in exercising any authority under
a. to hire, assign, direct, layoff, this Agreement; or
and retain employees in the
Agency, or to suspend, 3. appropriate arrangements for
remove, reduce in grade or employees adversely affected by
pay, or take other the exercise of any authority under
disciplinary action against this section by such Management
such employees; officials.

b. to assign work, to make Section c. The preferred practice

determinations with respect whenever Bureau of Prisons positions are
to contracting out, and to announced under Section a(2)(c). above
determine the personnel by is to select from within the Bureau from all
which Agency operations qualified applicants. This shall not be
shall be conducted; construed as limiting the recruiting
function or any other rights of the
c. with respect to filling Employer.
positions, to make selections
for appointment from: In accordance with 5 Code of
Federal Regulations (CFR) Section
(1) among properly 335.103, while the procedures used by an
ranked and certified agency to identify and rank qualified
candidates for candidates may be proper subjects for
promotion; or formal complaints or grievances,
nonselection from among a group of
(2) any other appropriate properly ranked and certified candidates
source; and is not an appropriate basis for a formal
complaint or grievance.
d. to take whatever actions
may be necessary to carry
out the Agency mission

ARTICLE 6 - RIGHTS OF THE addressed at the lowest possible
EMPLOYEE level; however, this does not
preclude the employee from
Section a. Each employee shall have the exercising the above-stated rights;
right to form, join, or assist a labor
organization, or to refrain from any such 2. to be treated fairly and equitably in
activity, freely and without fear of penalty all aspects of personnel
or reprisal, and each employee shall be management;
protected in the exercise of such right.
Except as otherwise provided by 5 USC, 3. to be free from discrimination
such right includes the right: based on their political affiliation,
race, color, religion, national origin,
1. to act for a labor organization in the sex, marital status, age,
capacity of a representative and handicapping condition, Union
the right, in that capacity, to membership, or Union activity;
present the views of the labor
organization to heads of agencies 4. to direct and pursue their private
and other officials of the executive lives without interference by the
branch of government, the Employer or the Union, except in
Congress, or other appropriate situations where there is a nexus
authorities; and between the employee's conduct
and their position. This does not
2. to engage in collective bargaining preclude a representative of the
with respect to conditions of Employer or the Union from
employment through contacting bargaining unit staff for
representatives chosen by legitimate work-related matters;
employees in accordance with 5
USC. 5. to become or remain a member of a
labor organization; and
Section b. The parties agree that there
will be no restraint, harassment, 6. to have all provisions of the
intimidation, reprisal, or any coercion Collective Bargaining Agreement
against any employee in the exercise of adhered to.
any employee rights provided for in this
Agreement and any other applicable laws, Section c. The Employer agrees to
rules, and regulations, including the right: distribute to all employees its
understanding of legal protection that can
1. to bring any matters of personal be furnished to employees. Updates will
concern to the attention of any be provided as necessary. Distribution
Management official, any other will be in handout form and provided to
officials of the executive branch of current employees upon the effective date
government, the Congress, and of this Agreement, and to new employees
any other authorities. The parties at the time they are hired.
endorse the concept that matters of
personal concern should be
Section d. If an employee has a problem or situation which the employee desires to

discuss with the Union during working Union's right to appoint and designate the
hours, upon request to their supervisor in Union representative of its choice.
advance and workload permitting, the
employee may report to the Union official Employees will be notified of their
as approved. If the employee cannot be right to a Union representative by the
made available at that time, the Employer if an official examination
supervisor will inform the employee when authorized and/or initiated by the Warden
he/she can be made available. Perceived or higher authority of the Bureau of
abuse of this section will be discussed Prisons could potentially lead to
and resolved at the local level. Frequent disciplinary action of said employee. This
and repeated requests by the same notification will be given prior to
employee may not be approved if examination or submission of any written
perceived as abusive. When this occurs, report by the employee. This is not
the local Union President or designee will intended to interfere with the routine
be informed. questions supervisors ask employees in
the normal course of a workday nor the
Section e. Preferences regarding routine memorandums that employees are
hairstyle and facial hair are a matter of asked to submit. The failure of the
individual concern. Employees will Employer to so inform the employee shall
maintain a neat appearance and dress, not affect the Employer in taking
considering the correctional environment, administrative action against the
and such appearance and dress will not employee.
interfere with the security or safe running
of the institution. The wearing of jewelry Section g. The Employer recognizes its
is a gender neutral issue. In the event of statutory duty to annually inform its
disputes, and prior to an employee being employees of their rights under Section f.
required to change their dress or This requirement is found in Section 7114
appearance, alternatives will be explored. of 5 USC.

Section f. Unit employees, including Section h. If the employee requests a

probationary employees, have the right to Union representative under Sections f. or
a Union representative during any g., no further questioning will take place
examination by, or prior to submission of until the representative is present,
any written report to, a representative of provided that if the representative is not
the Employer in connection with an available within a reasonable period of
investigation if: time, the questioning and/or submission of
a written report may proceed without the
1. the employee reasonably believes representative being present.
that the examination may result in Questioning and/or submission of a
disciplinary action against the written report without a Union
employee; and representative may go forward only where
urgent circumstances could interfere with
2. the employee requests the safe and orderly running of the
representation. institution. Such questioning may
proceed only when these urgent
The Employer recognizes the circumstances are documented and

presented to the employee and/or his
Reasonable time is defined as that preparation for action involving a third
time necessary for the designated party hearing, the Employer will provide
representative from the local Union to certain safeguards to protect the
travel to the site of the examination. The employee's rights under 5 USC.
Union will promptly designate its
representative and make reasonable 1. the Employer must inform the
efforts to avoid delay. employee who is to be questioned
of the purpose for the questioning,
For those locations which have no assure the employee that no
representatives (i.e., CCM offices, new reprisal will take place if the
BOP facilities, etc.), reasonable time is employee refuses, and obtain the
the time necessary for the Union employee's participation on a
designated representative to travel to the voluntary basis;
examination site.
2. the questioning will occur in a
Section i. Employees being questioned context which is not coercive in
by representatives of the Employer will be nature; and
informed of the identity of the investigator,
unless already known by the employee, 3. the questions will not exceed the
and the investigator will present their scope of the legitimate purpose of
credentials to the employee being the inquiry or otherwise interfere
interviewed and their Union with the employee's statutory
representative, if applicable, prior to the rights.
commencement of the face-to-face
questioning. Section k. Any follow-up interviews
conducted under Section f. above will be
1. investigations/examinations under subject to the same requirements as
Section f. above will not take place outlined in that section.
at the residence of the employee
without the consent of the Section l. In the interest of respect for all
employee; staff, the parties agree that reprimands
and counseling sessions will be handled
2. time spent in in a private setting whenever possible.
investigations/examinations will be Both parties further agree that the
compensated in accordance with Employer and its representatives have the
applicable pay regulations; and responsibility to instruct, advise, direct,
and correct employees in a work setting in
3. no employee will be required to a manner that promotes a good working
sign statements or affidavits that relationship.
the employee believes to be
inaccurate or incorrect. Section m. Procedures for serving
warrants or subpoenas at the employee's
Section j. When the Employer interviews work site/institution are negotiable at the
employees to ascertain necessary facts in local level. During local negotiations

regarding the service of warrants or are an important consideration.
subpoenas by local authorities (sheriffs,
etc.), the privacy concerns of employees
Section n. There are occasions when it is Those employees who do not
necessary for the Employer to remove receive salary payments by the
employees from their work site or facility established payday will, at the affected
for safety or security reasons. When such employee’s request, receive the salary
an escorted departure is necessary, payment through a draft issued by the
efforts will be made wherever possible to Financial Management office. The draft
ensure that such actions are handled in a payment will be for the employee’s base
discrete manner. salary, including premium, less normal
Section o. Any employee covered by this
Agreement may, without fear of penalty or Section q. The Employer and its
reprisal, exercise their rights under the employees bear a mutual responsibility to
Whistleblower Protection Act, which review documents related to pay and
includes the right to disclose gross allowances in order to detect any
mismanagement, a gross waste of funds, overpayments/underpayments as soon as
an abuse of authority, or a substantial and possible.
specific danger to public health or safety.
This act is codified in 5 USC, Section 1. should the Employer detect that an
1213. employee has received an
overpayment/underpayment, the
Section p. The parties fully endorse the Employer will notify the affected
electronic fund transfer method of employee in writing;
payment and strongly recommend that all
staff utilize this method. 2. should an employee realize that
he/she has received an
Employees entering on duty after overpayment/underpayment, the
the effective date of this Agreement will employee will notify their first line
be required to receive their salary supervisor in writing;
payment through electronic fund transfer
as a condition of employment. 3. once it has been determined that
an employee has received an
Employees on duty prior to the overpayment, the Employer will
effective date of this Agreement may elect inform the employee of the
to receive their pay in one of three ways: procedure for applying for a waiver
of repayment of funds and, upon
1. hand-delivered at the duty station; the employee's request, the
Employer will assist the employee
2. delivered through the U.S. mail to in completing and submitting the
an address of their choice; or proper forms. All waivers are
evaluated on a case-by-case basis
3. by electronic fund transfer to a in accordance with applicable laws,
financial institution of their choice. rules, and regulations;

4. the employee will not be required 5. if the waiver is denied, employees
to make any payment on any may avoid paying interest on the
overpayment of funds until the debt if full payment is made prior to
completion of the waiver process, if the sixtieth day after the initial
the waiver is denied; written notification; and

6. both parties agree that any financial obligation acknowledged

repayment by the employee of a by the employee or reduced to
salary overpayment will be made to judgement by a court. In good faith
the National Finance Center (NFC) means an honest intention to fulfill
with the assistance of the Employer any just financial obligation in a
in accordance with existing timely manner. In the event of a
regulations. This repayment may dispute between an employee and
be made through payroll an alleged creditor, this section
deductions or a cash payment for does not require an agency to
the full amount. This will be done determine the validity or amount of
to ensure that all adjustments, i.e., the disputed debt or to collect a
taxes, FICA, etc., are made in a debt on the alleged creditor's
timely fashion. behalf."

Section r. If a supervisor maintains an

informal file about an employee, the
employee shall be given an opportunity to
see any notation as soon as practicable,
and before the notation is used officially,
but no later than fifteen (15) working days
after the notation is made.

Section s. All contributions to charities,

causes, and functions are to be a matter
of personal concern and strictly voluntary
in nature.

Section t. In matters relating to

employee's indebtedness, the parties
agree to abide by the provisions of 5 CFR,
Section 2635.809, which states:

"Employees shall satisfy in good

faith their obligations as citizens,
including all just financial
obligations, especially those such
as Federal, State, or local taxes
that are imposed by law. For
purposes of this section, a just
financial obligation includes any

Section e. Union representatives will be
Section a. There will be no restraint, permitted to leave their work sites to
interference, coercion, or discrimination perform and discharge their
against any employee in the statutory representational responsibilities after
exercise of any right to organize and being properly relieved. This will be done
designate representatives of their own in accordance with the following:
choosing for the purposes of collective
bargaining, presentation of grievances, 1. local Union representatives
labor management related activity, desiring to perform and discharge
representation of employees before the their responsibilities must request
Employer, or upon duly designated Union the time from their supervisor prior
representatives acting as an agent of the to leaving the work site. When
Union on behalf of an employee or group Management initiates the need for
of employees in the bargaining unit. a representative, Management will
coordinate with the affected
Section b. In all matters relating to supervisor and secure the
personnel policies, practices, and other representative's relief. If initiated
conditions of employment, the Employer by the Union, the representative
will adhere to the obligations imposed on will inform the supervisor of the
it by the statute and this Agreement. This anticipated time that the
includes, in accordance with applicable representative will be away from
laws and this Agreement, the obligation to the work site, where the
notify the Union of any changes in representative may be contacted,
conditions of employment, and provide the and the general nature of the
Union the opportunity to negotiate function to be performed (i.e.,
concerning the procedures which meeting, complaint, etc.). It is
Management will observe in exercising its understood that specific individuals
authority in accordance with the Federal or problems will not be discussed;
Labor Management Statute.
2. for the purpose of representation
Section c. The Union will notify the (i.e., investigatory examinations, to
Employer of the identity of its officers and assist an employee with a problem,
representatives in writing. When disciplinary meetings, etc.), the
additions/deletions to this list are made, supervisor will ensure that the
the Union will notify the Employer at its designated representative is
earliest convenience. expeditiously relieved. If the
representative is unable to be
Section d. Union representatives are relieved, the function that the
authorized to perform and discharge the representative requested to be
duties and responsibilities which are relieved for will be rescheduled to a
assigned to them by the Union in time when the representative is
accordance with applicable laws, rules, able to attend.
regulations, this Agreement, and
applicable supplemental agreements.
For the purpose of pre-scheduled meetings to which the Union has

membership, the Employer will admission to the facility will be allowed
provide the Union with a list of access as follows:
scheduled meetings for the month.
If the Union designates a 1. employees of the Agency who are
representative for these meetings, representatives of the Union will be
the supervisor will ensure that the allowed access to any Bureau of
designated representative is Prisons managed facility in the
relieved to attend the meeting; and same manner as any visiting
3. upon returning to the work site,
representatives will notify their 2. Union representatives who are not
supervisor. The supervisor shall employees of the Agency will be
calculate the amount of time used allowed access to Bureau of
and forward it to the timekeeper for Prisons managed facilities in the
the time and attendance record. same manner as other official
visitors; and
Section f. The Employer and the Union
agree to the scheduling, at the local level, 3. it shall be the responsibility of the
of at least one Union representative, local Union to advise the Employer,
designated by the Union, to daytime hours in advance and in writing, when
of work. Daytime hours of work is defined visits by Union officials described
as those hours between 6:00 a.m. to 6:00 in (1) and (2) above are planned,
p.m., Monday through Friday. This will be whenever possible.
done in accordance with the Employer's
rotation policy, if applicable, provided that Section i. Council representatives, when
this does not adversely affect the Union's scheduled to meet with representatives of
ability to provide representation. the Employer in pre-arranged meetings,
will have their work week adjusted, upon
Section g. Provided that there is no written request, if it conflicts with the
significant disruption of departmental scheduled meeting.
operations, the work schedule of the local
Union President and at least two other Section j. In accordance with 5 USC,
local Union officers will be adjusted, at the 552a (Privacy Act):
Union's request, to allow these individuals
to attend Union meetings. The Union will 1. the local President will be notified
coordinate the schedule change with the of any proposals or decisions
appropriate supervisor(s), and the Union regarding disciplinary or adverse
will address any concerns of employees action against bargaining unit staff,
affected by the change. and such notification will include
the charge(s) and the
Section h. Union representatives who are proposed/decided upon corrective
not employees of a specific local Bureau action; and
of Prisons managed facility who desire
2. In cases where a disciplinary action been filed, the Union will be
or adverse action has been notified of the terms of the
proposed, but no grievance has settlement between the Employer

and the employee. This notice will also include a brief description of
include reference to the date the the topic(s) to be discussed.
proposal was issued, but will not
include individual identifiers, except The Union will inform the Employer
as outlined in Section j (1). This of who will represent the Union at the
will not affect the Union’s discussion/meeting.
entitlement to data pursuant to the
statute. Relief for the Union representative
will be accomplished in accordance with
Section k. The Union and the Employer Section e. of this article.
recognize the role of the Union at the
local level. The Union's participation in Section m. The Union has the right to
local Institutional Familiarization Training refer allegations of misconduct by any
may be a subject for local negotiation. other employee, including representatives
Regardless of Union participation, the of the Employer, to the Office of Internal
Agency will inform new employees at Affairs.
Institutional Familiarization Training of the
specific local Union designation and Section n. The parties agree that they
identify the officers of the local Union. and their representatives will not make
statements or post notices in inmate
Section l. The Union will be given the access areas which would endanger staff
opportunity to be present at formal or the security of the institution.
discussions and meetings between the
Employer and employees covered by this
Agreement concerning grievances,
personnel policies and practices, and any ARTICLE 8 - UNION DUES BY
other matter affecting general working PAYROLL DEDUCTION
conditions of employees covered by this
Agreement. Section a. The Employer and the Union
agree that unit employees who are Union
The following procedures will be members in good standing may have
used in providing notice of a formal allotments deducted from their regular
discussion/meeting to the Union: paychecks for the payment of Union dues
for the term of this Agreement in
1. whenever possible, the Employer accordance with applicable regulations.
will notify the local Union president, This article may be amended when
or his/her designee, at least required by any changes in such
twenty-four (24) hours prior to the regulations.
scheduled discussion/ meeting;
and Section b. Any such allotment shall be
strictly voluntary on the part of each
2. notification will include the date, employee and nothing in this Agreement
time, and location of the may be construed to require any
discussion/meeting. Whenever employee to become or remain a member
possible, the notification should of a Union or to pay dues in any manner

to a Union, except as required by 5 USC,
Chapter 71, 7115 et. seq.
Section c. An eligible employee may only NFC, shall take appropriate action to
initiate an allotment for the payment of correct errors in dues deductions
Union dues by the local Union submitting committed by either the Employer or the
a properly completed SF-1187 to the NFC.
servicing Human Resource Manager
(HRM). The HRM shall process the SF- Section f. Any changes made in the
1187 as a routine payroll allotment amount of dues deducted on a national
change unless the HRM questions the level will only be made pursuant to a
accuracy of the information submitted or written request from the
the eligibility of the employee for dues Secretary/Treasurer of the Council of
allotment, in which case the HRM shall Prison Locals. Changes affecting any
meet with the local President to resolve specific local dues may be completed by
any questions. the local Secretary/Treasurer by a written
request to the institution HRM.
The Employer will order and
maintain a sufficient amount of SF-1187's Section g. An employee may terminate a
and SF-1188's for distribution to the Union Union dues allotment in accordance with
as needed, upon request. 5 USC 7115(a) by the local Union
submitting a properly completed SF-1188
Section d. The Union shall ensure that: to the Human Resource Office at any time
during a forty-five (45) day period
1. all SF-1187's submitted by following the employee's Union
employees correctly reflect the membership anniversary date. A Union
amount of dues to be deducted official will verify the employee's
from the pay; and anniversary date and note it on the SF-
1188. The completed form must be
2. all employees submitting SF-1187's received in the Human Resource Office
are eligible for payroll allotments within a forty-five (45) day period following
for the payment of Union dues. the anniversary date. The request will be
processed within two (2) pay periods of
Section e. A multilevel dues structure will receipt.
be utilized. Dues will be withheld on a
biweekly basis conforming to the regular For the purpose of this section, the
pay period. Deductions will begin no later anniversary date referenced above will be
than the second full pay period following the anniversary date on the AFGE roster.
receipt of a properly completed SF-1187
by the Human Resource Office. Dues Whenever dues deductions are
erroneously omitted, after receipt by the terminated by the Employer, the Union will
Employer of a SF-1187 or notification of be notified of the reasons for such
dues increase pursuant to Section f. of actions.
this article, shall be retroactively deducted
by the NFC through written notification of Section h. The Employer will request that:
the Employer. The Employer, through the

1. remittance of dues withheld by the 2. the NFC continue providing the
NFC will be electronically tape listing of each remittance by
transferred direct to the banks of local to the AFGE National Office,
the AFGE National, biweekly; and 80 F Street, NW, Washington, D.C.

Section I. Employees who meet the

eligibility requirements for dues
withholding and who have a current dues
withholding agreement in effect on the
date this Agreement is approved need not
execute a new SF-1187 to come under
the provisions of this Agreement provided
that this Agreement does not necessitate
any changes being made in their current

ARTICLE 9 - NEGOTIATIONS AT THE conflict with the provisions of the
LOCAL LEVEL Master Bargaining Agreement, or
changes in any policies,
The Employer and the Union agree regulations, or laws, the parties at
that this Agreement will constitute the the local level may mutually elect to
Master Collective Bargaining Agreement execute new signatures and dates,
between the parties and will be applicable if neither party desires to
to all Bureau of Prisons managed facilities renegotiate the local supplemental
and employees included in the bargaining agreement.
unit as defined in Article 1 - Recognition.
This Master Agreement may be Section b. Notwithstanding the provisions
supplemented in local agreements in of this article, the parties may negotiate
accordance with this article. In no case locally and include in any supplemental
may local supplemental agreements agreement any matter which does not
conflict with, be inconsistent with, amend, specifically conflict with this article and
modify, alter, paraphrase, detract from, or the Master Bargaining Agreement.
duplicate this Master Agreement except
as expressly authorized herein. 1. local supplemental agreements
may be negotiated provided either
Section a. One supplemental agreement party serves notice of intent to
may be negotiated at each negotiate within sixty (60) days of
institution/facility. Supplemental receipt of the Master Agreement.
agreements covering shared services will The receipt date will be the date
be negotiated at the local level by the this Agreement is provided to the
concerned parties. local Union President;

1. it is understood that local 2. the sixty (60) day limitation will not
supplemental agreements will apply to newly established locals of
expire upon the same day as the the Council of Prison Locals. The
Master Agreement, except as noted parties at the local level are
in a(2) below. If the Master encouraged to complete
Agreement's life is extended negotiations of the supplemental
beyond the scheduled expiration agreement within one (1) year;
date for any reason, local
supplemental agreements will also 3. the parties must begin meaningful
be extended; and and substantive negotiations within
six (6) months of the notice of
2. provided that nothing in the local intent to negotiate;
supplemental agreement is in
4. a standard set of ground rules are reach agreement on ground rules
contained in Appendix A to this during the five (5) months following
Agreement. The local parties may the date the notice of intent to
negotiate their own ground rules; negotiate is served, they must
however, if they are unable to adopt the standard set of ground

rules contained in Appendix A. In resolve contract issues. When the
such cases, negotiations must contract questions are resolved,
commence within thirty (30) any questions of negotiability under
calendar days after the expiration law or government-wide regulation
of the five (5) month period, and shall be submitted to the FLRA for
specific proposals for negotiation resolution.
must be exchanged at least
fourteen (14) calendar days prior to If, during local negotiations, there
the beginning of negotiations; and is a dispute between the parties on
whether a proposal is in conflict with the
5. any matter which the parties at the Master Agreement, they must seek
national level have presented to guidance from their respective parties at
the Federal Labor Relations the national level before referring to a
Authority (FLRA) or the Federal third party. Such consultation with
Service Impasses Panel (FSIP) national officials will not serve to extend
may not be negotiated at the local any established time limits for referral to
level until such time as decisions third parties.
are rendered and/or the parties at
the national level have resolved the Section d. Once an agreement has been
dispute. reached at the local level, it will be
reduced to writing within fifteen (15)
Section c. Disputes as to whether a calendar days from the conclusion of
matter is improper for inclusion in a negotiations. The local will then have
supplemental agreement will be resolved thirty (30) calendar days to complete the
as follows: ratification process. If the contract is
ratified as written, the parties will meet
1. matters rejected solely as violating within seven (7) calendar days to sign and
the Master Agreement will be date the entire agreement.
resolved through arbitration;
If ratification fails, the parties will
2. matters rejected solely as violating return to the table within fourteen (14)
law or government-wide regulations calendar days to reconsider those articles
will be submitted to the FLRA for or provisions which blocked ratification.
resolution as a negotiability Once this process is completed, the local
dispute; or will then have thirty (30) calendar days to
complete ratification. If ratified, the
3. matters rejected as violating both parties will meet within seven (7) calendar
the Master Agreement and law or days to sign and date the entire
government-wide regulations will agreement.
first be submitted to arbitration to
1. once the supplemental agreement Management Relations and
has been ratified, signed, and Security Branch by local
dated, the proposed agreement will Management and another copy will
be forwarded to the Labor be forwarded by the local Union to

its Regional Vice President. appropriate appeal
Incomplete, unsigned, or undated procedures, as outlined in
agreements will be returned to the Section c. of this article.
parties without action. The parties
at the national level will have forty
(40) calendar days from the date
that the proposed agreement was
signed to independently review the
agreement and determine if the
proposed agreement complies with
the provisions of this Agreement
and applicable laws and
regulations; and

2. the parties at the national level will

independently notify their
counterparts at the local level of
the results of their reviews before
the expiration of the forty (40) day
time limit. The reviewing parties at
the national level will serve on
each other copies of their reviews
as they are sent to the local level.
At the end of the forty (40) day
review period, the local
supplemental agreement will go
into effect, except for those
provisions which have been found
by either party to be in conflict with
this Agreement or applicable laws
and regulations. Such conflicting
provisions will be returned to the
parties at the local level with
explanations, at which time the
local parties will do one of the

a. implement the agreement as

modified by the review;

b. renegotiate the stricken

provisions; or

c. contest the striking through

ARTICLE 10 - UNION Union designated alternate to serve when
REPRESENTATION ON COMMITTEES the representative is unavailable.
Both parties recognize the Union
Section a. The Union at the appropriate will, on occasion, need to train some of its
level will have membership on at least representatives on the operation and
the following committees, where they functions of committees, work groups, and
exist, which are charged with making task forces. With the Chief Executive
recommendations to the appropriate Officer's approval and workload
authorities on specific issues. These permitting, the Union will be permitted to
committees are: have one (1) other representative attend
the meeting in a training, nonparticipatory
1. Health and Safety, in accordance role. The Agency, at its option, may pay
with Article 27; any expenses or grant official time for this
second attendee.
2. Incentive Awards (to help oversee
the system and review suggestions Both the Union and Management
only); agree that smaller committees, work
groups, and task forces are preferred, in
3. Affirmative Action; that they are generally more productive.

4. Staff Housing (whenever members If the Union representative

of the unit are being considered); participating on the committee, work
and group, or task force so desires, the
chairperson of the committee, work group,
5. Commissary. or task force, in preparing the final report,
will accept and specifically include the
When committees, work groups, or Union representative's concerns that were
task forces are formed to make voiced at the meeting. The Union
recommendations on matters directly representative will be provided a copy of
affecting working conditions of bargaining the final committee, work group, or task
unit employees, the Employer will fill a force report at the same time through the
position on the committee, work group, or same applicable distribution procedures
task force with a representative as other committee, work group, or task
designated by the Union at the force members.
appropriate level. A Union representative
selected to participate on these The Union at the appropriate level
committees will be a working member with will be provided the same advance
the same rights and responsibilities as notification of the committee, work group,
other members. This includes an or task force meeting at the same time as
adequate opportunity to present their any other member of the committee, work
thoughts and ideas on whatever subject is group, or task force. This notification will
being discussed. Each Union allow for sufficient travel time.
representative so selected will have a
Section b. In order to avoid the payment of overtime to Union representatives as a

consequence of local committee executives.
participation, one of these enumerated
procedures will be followed: Section d. If the Union representative
participating on the committee, work
1. (preferred) the committee will meet group, or task force so desires, the
during the day shift on a week day chairperson of the committee, work group,
that is also the Union or task force will accept and specifically
representative's regular workday include the Union representative's
and time; concerns that were voiced at the meeting,
without change, and forward them to the
2. the meeting time may be shifted to appropriate authority (deciding official).
outside the day shift to fit the Union The Union representative will be provided
representative's work schedule a copy of the final committee, work group,
(e.g., if on the evening watch); or task force report at the same time
through the same applicable distribution
3. Union representatives, with procedures as other committee, work
supervisory approval, may shift group, or task force members.
work schedules to earlier or later
hours in order to overlap part of the Section e. For those locations where a
day shift; or local Union has not yet been formed, such
as new institutions, the Union at the
4. if none of the three (3) methods appropriate level will be contacted by
above is feasible, the Union will Management to arrange for appropriate
appoint an alternate representative, and expeditious representation on these
or the parties may formulate an committees, work groups, or task forces.
arrangement that is appropriate at
the local level and agreed to by the

Section c. It is the expectation that

participation of the Union on committees,
work groups, or task forces will be
beneficial to both parties. Participation on
committees, work groups, or task forces
entails a responsibility and obligation on
all participants to hold in confidence
matters discussed as requested by the
chairperson. Confidentiality does not
preclude national Union participants from
discussing issues solely with national
Union Executive Board members. Local
work group participants may, if necessary,
discuss the work group issues with local
or national Council of Prison Locals

ARTICLE 11 - OFFICIAL TIME affected Wardens and supervisors;

Section a. Official time is defined as paid 3. for other situations, such as

duty time used for various labor relations performing Union activities at an
and representational obligations in institution/facility not within the
accordance with laws, rules, regulations, same local and/or region, approval
and this Agreement. may only be granted by the
Regional Director or designee. To
1. reasonable official time will be initiate this process, the Union
granted to elected/appointed Union representative should submit
officers, designated stewards, and his/her request through his/her
other representatives authorized by supervisor, who will forward the
the Union, in accordance with this request through the Warden for
article and to the extent that official concurrence, to the Regional
time falls within the duty hours of Director or designee; and
the Union officer, steward, and/or
representative affected; 4. the above procedures will not apply
to any Union representative
2. the Union and the Agency utilizing 100% official time. For
recognize that the granting of purposes of notification, the
official time may ultimately lead to procedures set forth in Article 7,
improved labor management Section h. will be followed.
relations. Such a relationship is in
the interest of all parties, including Section c. It is understood that official
the public; and time for designated Union representatives
can be granted using the procedures set
3. except when specifically agreed to forth in Article 6(h), 7(e), and 11(b) of this
in advance, travel-related Agreement for the following purposes:
expenses for the Union's use of
official time will not be paid by the 1. for formal discussions, as outlined
Employer. in Article 7, Section l., and any
other meeting with Agency
Section b. The procedures for approval of (Management) officials concerning
official time will be: personnel policies, practices, or
other general conditions of
1. for locals covering one employment or any other matter
institution/facility, procedures covered by 5 USC, Chapter 71;
outlined in Article 6 and 7 will be
followed; 2. for unfair labor practice charges
(ULP's) or any other proceedings
2. for locals covering more than one before the FLRA in accordance
institution/facility, approval must be with Section 7131(c) of 5 USC;
obtained from the appropriate
supervisor, who will coordinate with 3. when an employee elects to have a

Union representative in the
following circumstances:
a. at oral responses for organization to heads of agencies
probationary bargaining unit and other officials of the executive
employees when such branch of the government, the
responses are applicable; Congress, or other appropriate
authorities, when such matters may
b. to present oral and/or written affect conditions of employment of
responses to bargaining unit employees as
disciplinary/adverse actions defined by 5 USC, Section 7103;
or unacceptable
performance actions 7. to travel to and attend training that
proposed against non- is mutually beneficial to the parties.
probationary bargaining unit The Agency at its option may pay
employees; any travel-related expenses;

c. to present a response to the 8. to assist an employee in all steps

reviewing official after of the grievance process;
receiving notice from the
rating official on a denial of 9. to review and/or respond to
a within-grade increase; memoranda, letters, new
instructions, manuals, notices, etc.
d. to represent an employee at which affect personnel policies,
an appropriate third party practices, and/or conditions of
hearing, as well as appeals employment;
(to include interviewing
witnesses scheduled to 10. to complete necessary reports and
testify); and forms to meet requirements
imposed by federal agencies upon
e. in Weingarten the Union to disclose certain
(investigatory) meetings in information about its operations;
accordance with Article 6,
Section f. of this Agreement; 11. to confer with national staff
representatives of the Union in
4. to participate in committee connection with a grievance,
meetings and/or work groups as arbitration, and/or unfair labor
authorized under Article 10 of this practice charge; and
12. for any other purpose agreed to by
5. to participate with representatives the parties.
of Management in negotiations at
all levels; It is understood that preparation
time can be granted for the circumstances
6. to present the views of the labor stated above after proper approval as

stated in this section. internal Union business, as stated in 5
USC, 7131(b).
Official time will not be used for
Section d. The Council President will be 3. allocations from the time bank are
on 100% official time. He/she will also be not to be used for internal Union
entitled to a bank of two thousand and business. If a national officer
eighty (2,080) hours of official time on a desires to engage in such
yearly basis, beginning with the effective business, the time for conducting
date of this Agreement. These hours may same must be from his/her own
be allocated to the six (6) Regional Vice bank of annual leave or leave
Presidents and the one (1) national without pay. It is understood that
Secretary/Treasurer for the purposes such forms of leave are subject to
outlined in Section c. These hours may approval by the employee's
not be carried over if not used. supervisor.

1. no later than the fifteenth of each The President of the Council of

month, the Council President will Prison Locals may request additional
provide the Chief, Labor hours for the bank in increments of forty
Management Relations and (40) hours based upon demonstrated
Security Branch, with a written need. Any such request will be made in
report of the proposed time bank writing to the Chief, Labor Management
allocations for each national officer Relations and Security Branch.
for the following month. Within ten
(10) days of receiving this request, Section e. Any Union representative not
the Chief of the Labor Management on 100% official time will be granted
Relations and Security Branch will official time in accordance with Section c.
approve or disapprove such of this article.
allocations. Normally, these
allocations will be approved; Section f. Those national representatives
utilizing official time from the time bank
2. use of the time bank will be will be assigned to the day shift, Monday
required for all instances of official through Friday, while using this time.
time used by the national Union
officers with the exception of Section g. When an employee is elected
training time which is covered in or appointed to a national officer's
Section h. of this article, and to position, there will normally be no delay in
attend meetings called by his/her ability to begin utilizing time from
Management officials at the the time bank. Conversely, those
national level. This time does not representatives who are no longer in
cover any Union official other than office, either through election or
the six (6) Regional Vice appointment, will be removed from this
Presidents and the one (1) status as soon as practicable.
Secretary/Treasurer; and

Section h. Employee Union Management Relations and Security
representatives will be excused from duty, Branch, and the respective institution
workload permitting, to attend training Chief Executive Officer, in writing. The
which is designed to advise Chief of the Labor Management Relations
representatives on matters within the and Security Branch will also be provided
scope of 5 USC, and which is of mutual with a quarterly report by the Council
benefit to the Employer and the Union. President itemizing the current use and
The employee Union representative balance of such training. Such reports
wishing to attend such training will will be submitted no later than the fifteenth
present a vendor's written description of calendar day following the end of a
the course to the Employer which quarter. Failure to submit such reports in
demonstrates which portion of the training a timely manner will result in the
is mutually beneficial. Union discontinuance of these training hours.
representatives attending training
authorized under this section shall be The President of the Council of
assigned to the day shift, Monday through Prison Locals will be allocated a one time
Friday, while attending training. bank of 2,080 hours of official time to
distribute as he/she sees fit to assist in
The parties agree that training the training of Union officials concerning
under this section is generally of mutual this Agreement. As allocations are made
benefit when it covers areas such as by the Council President for this purpose,
contract administration, grievance a report will be made to the Chief, Labor
handling, and information related to Management Relations and Security
federal personnel/labor relations laws, Branch.
regulations, and procedures. Training is
not mutually beneficial when it deals with Section I. Once the term of office of
matters related to internal Union business. employees elected or appointed to full
time Union representative positions
Each local will be entitled to eighty expires, said employees will return to work
(80) hours per calendar year of official in the position of record, or a
time for such training during the term of
this Agreement.

Forty-two hundred (4200) hours per

calendar year will be authorized to the
President, Council of Prison Locals, to
meet additional training needs under this
section. These hours will be automatically
increased by an additional fifty (50) hours
each time the Employer opens a new
institution. For the purposes of
accountability for this time, as such
allocations are made, the Council
President will notify the Chief, Labor

comparable position determined by
Management, at the same grade level and
location as the position of record,
whenever possible.

ARTICLE 12 - USE OF OFFICIAL labor management relations. Under no
FACILITIES circumstances will Employer manpower or
supplies be used in support of internal
Section a. The Employer agrees to permit Union business. Internal Union business
distribution of notices and circulars is defined as: any activities performed by
sponsored by the Union to all employees any employee relating to the internal
in the unit through regular internal business of a labor organization
distribution procedures provided that they: (including the solicitation of membership,
elections of labor organization officials,
1. are reasonable in size; and collection of dues).

2. are signed by the local President or Section d. Copies of Office of Personnel

designee; Management (OPM), Federal Bureau of
Prisons, Department of Justice, and
3. contain nothing that would seem to institution issuances, as well as
identify them as official Employer BOPDOCS disks, will be made available
material or imply that they are from appropriate officials for reference
sponsored or endorsed by the during normal office hours. Any other
Employer; requested information will be provided in
accordance with 5 USC, Section 7114(b).
4. are limited to matters of direct
concern to employees in relation to Section e. For national Council Union
the Union or the Employer, which representatives [one (1) National
will not endanger staff or the President, six (6) Regional Vice
security of the institution; and Presidents, and one (1)
Secretary/Treasurer], office space and
5. require no significant staff time. access to currently available office
equipment will be provided at the
Section b. The Employer agrees to institution of the national officer, where
provide available meeting facilities upon possible. Should the local institution be
request. Such facilities may be used by unable to provide the office space, the
the locals during non-duty hours for Union Council officer may establish an office off-
official business providing such facilities site at no expense to the Employer. It is
are left in a sanitary condition and do not understood that office equipment at such
interfere with any institution programs. off-site locations will not be provided by
This matter may be negotiated in detail at the Employer.
the local level.

Section c. The use of Employer bulletin

boards, office space, and office
equipment is negotiable at the local level. ARTICLE 13 - QUESTIONNAIRES
It is understood that such use of these
items is expected to promote efficient
Section a. Unless required by appropriate higher authority, the administration of

questionnaires among employees shall be Security Branch, or their designees, will
subject to prior consultation, and copies discuss the problem prior to the filing of a
will be made available for review by the formal complaint.
Union, prior to their use. Nothing in this
article shall limit the Employer's right, after
consultation with the Union, to distribute
questionnaires which are strictly voluntary
and on duty time. However, in the event
that the name or identity of an employee
is required, the employee shall be so
notified in advance. The parties agree
that they and their representatives will not
take reprisal actions against employees
for their participation or non-participation
in the completion of such questionnaires.

1. all questionnaires will be submitted

to the President and Executive
Board of the Council of Prison
Locals at least two (2) weeks prior
to distribution to the field. The
President of the Council, or
designee, will submit a response
on behalf of the Council to the
Chief of the Labor Management
Relations and Security Branch,
prior to the distribution date; and

2. the Union will have the right to

review the language of the
questionnaires and make
suggestions prior to distribution to
the field.

Section b. A copy of all final reports

received by the Employer using data
gathered under Section a. above, which
will impact bargaining unit employees, will
be provided to the President of the
Council of Prison Locals. In case of a
dispute in the application or interpretation
of this article, the President of the Council
of Prison Locals and the Chief of the
Labor Management Relations and

ARTICLE 14 - EMPLOYEE 1. the Employer and its
PERFORMANCE AND RATINGS representatives are committed to
Section a. The Employer's performance following Agency policy regarding
evaluation program as applied to the performance appraisal
bargaining unit employees is intended to program. This policy will be
increase the efficiency of operations, available for the employee's review
foster good employee morale, strengthen upon request. This policy states
employee-Management relationships, and that the following time frames will
evaluate work performance based upon be adhered to in relation to
established elements and performance performance log entries:
standards. These standards and
elements will be developed and a. rating officials must record
communicated to each employee, and as specific incidents in the
they are applied to an employee, will be performance log within
fair and based upon objective criteria and fifteen (15) working days of
job-relatedness. In the event that becoming aware of the
employees do not understand portions of incident;
their performance requirements, it is the
employees' responsibility to bring those b. after an entry has been
specific areas to the attention of their made in the performance
supervisors. log, the employee will be
given an opportunity to see
Section b. Bargaining unit employees the entry as soon as
shall have the right to appeal their practicable and before the
performance ratings through the entry is used officially, but
negotiated grievance procedure with or no later than fifteen (15)
without the Union. It is understood that working days after the entry
only the Union or the Agency can pursue is made; and
the matter to arbitration.
c. these time requirements may
Section c. The parties to this Agreement be adjusted, if necessary,
endorse the concept that evaluations because of the rating
should be completed by supervisors who official's or employee's
have knowledge of an employee's absence.
performance. Where employees serve
subject to multiple supervision, it is Section d. The Employer agrees to
recommended that, where practicable, provide information requested by the
such employees' ratings be completed by Union regarding the performance
the supervisors for whom they worked evaluation program and distribution of
during the rating period. This ratings if a valid request is made under
endorsement is not intended to waive any the provisions of 5 USC, Chapter
rights employees may otherwise have to 7114(b)(4).
grieve their performance ratings.

ARTICLE 15 - OUTSIDE EMPLOYMENT Section c. Employees who perform
voluntary service involving church,
Section a. Outside employment, including employee's club, credit union, or union
self-employment, must not result in, or activities, which do not conflict with their
create the appearance of, a conflict of official duties or with the mission of the
interest with official duties or tend to Federal Bureau of Prisons, will be
impair the employee's mental or physical exempted from the requirement to request
capacity to perform official duties and approval for these activities. Employees
responsibilities. Approval of such outside who have questions regarding such
employment may only be denied or conflicts are encouraged to contact their
withdrawn in writing and for good cause. Chief Executive Officer and/or the
Probationary status alone shall not be Bureau's Ethics Officer.
considered good cause for denying

Section b. An employee who wishes to

engage in outside employment must
receive the appropriate approval before
commencing the other employment.
Furthermore, if and when the employee
changes duty stations, with the exceptions
of "complexes," the employee must again
receive appropriate approval for outside

1. for outside employment where the

final approving official is the local
Chief Executive Officer, the
employee's request will be
responded to, in writing, within ten
(10) working days. If the
employee's request is disapproved,
the Employer will give the affected
employee the specific reason(s) for
the disapproval, in writing, at the
time that the employee is notified of
the disapproval; and

2. an employee who has their request

disapproved may grieve the
disapproval action, in accordance
with the negotiated grievance


Section a. When an employee alleges

inequities in his/her position classification,
the Employer will provide information on
statutory appeal rights and procedures set
forth in applicable regulations. The
employee may elect to be represented or
assisted by a Union representative in
discussing the matter with supervisory or
Management officials.

Section b. The Union at the local level

shall be notified in advance when a
position action is to be taken that will have
an adverse effect on the unit employee's
pay or status.

Section c. In regard to the phrase "other

duties as assigned," or its equivalent, as
used in position descriptions, it is
understood that it will not be used to
regularly assign work to an employee that
is not reasonably related to the
employee's basic job description. This
does not preclude the Employer from
detailing employees to other assignments
in accordance with applicable laws. In the
assignment of any work, the Employer will
comply with applicable laws, including 5
USC and the decisions of the Federal
Labor Relations Authority.


Section a. No derogatory material of any

nature which might reflect adversely upon
the employee's character or career will be
placed in any official personnel file,
written or electronically maintained,
without the employee's knowledge. This
excludes investigative files and those
matters for which disclosure is prohibited
by applicable laws and regulations.
Disciplinary and adverse action files are
not considered investigative files.

Section b. Personnel records will be

made available to the employee upon
request, or to the employee's
representative if authorized by the
employee in writing, except for those
matters prohibited by applicable laws and
regulations. The Official Personnel File
cannot be removed from the Human
Resource Management Office by the
employee or the representative and must
be reviewed with a member of the Human
Resource Management Office present.

1. in compliance with the procedures

outlined above, and at the request
of the employee or his/her
representative, the Employer will
copy, or permit the employee to
copy, any and all files pertaining to
the employee as discussed in this

ARTICLE 18 - HOURS OF WORK lunch break. For the purposes of
accountability, the employee leaving the
Section a. The basic workweek will institution/facility will leave word with
consist of five (5) consecutive workdays. his/her supervisor.
The standard workday will consist of eight
(8) hours with an additional thirty (30) Section b. The parties at the national
minute non-paid, duty-free lunch break. level agree that requests for flexible
However, there are shifts and posts for and/or compressed work schedules may
which the normal workday is eight (8) be negotiated at the local level, in
consecutive hours without a non-paid, accordance with 5 USC.
duty-free lunch break.
1. any agreement reached by the
Employees on shifts which have a local parties will be forwarded to
non-paid, duty-free lunch break will the Office of General Counsel in
ordinarily be scheduled to take their break the Central Office who will
no earlier than three (3) hours and no coordinate a technical and legal
later than five (5) hours after the start of review. A copy of this agreement
the shift. It is the responsibility of the will also be forwarded to the
Employer to schedule the employee's President of the Council of Prison
break, taking into consideration any Locals for review. These reviews
request of the employee. The Employer will be completed within thirty (30)
will notify the affected employee of the calendar days from the date the
specific anticipated time that the agreement is signed;
employee will be relieved for his/her lunch
break. Any employee entitled to a non- 2. if the review at the national level
paid, duty-free lunch break who is either reveals that the agreement is
required to perform work or is not relieved insufficient from a technical and/or
during this period will be compensated in legal standpoint, the Agency will
accordance with applicable laws, rules, provide a written response to the
and regulations. The Employer will take parties involved, explaining the
the affected employee's preference into adverse impact the schedule had
consideration in determining the manner or would have upon the Agency.
of compensation (i.e., overtime versus The parties at the local level may
compensatory time or early departure), elect to renegotiate the schedule
except in cases where compensation is at and/or exercise their statutory
the election of the employee. appeal rights; and
Management will not, without good
reason, fail to relieve employees for a 3. any agreement that is renegotiated
duty-free lunch break. will be reviewed in accordance with
the procedures outlined in this
There will be no restraint exercised section.
against any employee who desires to
depart the institution/facility while the Section c. Every reasonable effort will be
employee is on a non-paid, duty-free made by the Employer:

1. to ensure that all administratively preference requests. Normally,
controllable travel is performed in a there will be no changes to the
paid duty status; blank roster after it is posted;
a. employees may submit
2. should an employee be required to preference requests for
travel outside of his/her regularly assignment, shift, and days
scheduled workday and/or off, or any combination
workweek, such employee will be thereof, up to the day before
compensated to the extent the roster committee meets.
allowable by applicable laws, rules, Those who do not submit a
and regulations; and preference request will be
considered to have no
3. to ensure that authorized travel and preference. Preference
extensions to authorized travel will requests will be made on the
be made sufficiently in advance to Employee Preference
ensure that the affected employee Request form in Appendix B
can receive advance travel funds, or in any other manner
should the employee desire. agreed to by the parties at
the local level. The
Section d. Quarterly rosters for Employer will ensure that
Correctional Services employees will be sufficient amounts of forms
prepared in accordance with the below- are maintained to meet the
listed procedures. needs of the employees;

1. a roster committee will be formed b. employee preference

which will consist of requests will be signed and
representative(s) of Management dated by the employee and
and the Union. The Union will be submitted to the Captain or
entitled to two (2) representatives. designee. Requests that are
The Union doesn't care how many illegible, incomplete, or
managers are attending; incorrect will be returned to
the employee. In order to
2. seven (7) weeks prior to the facilitate Union
upcoming quarter, the Employer representation on the roster
will ensure that a blank roster for committee, the employee is
the upcoming quarter will be posted also encouraged to submit a
in an area that is accessible to all copy of this request to the
correctional staff, for the purpose of local Union President or
giving those employees advance designee;
notice of assignments, days off,
and shifts that are available for c. if multiple preference
which they will be given the requests are submitted by
opportunity to submit their an employee, the request

with the most recent date will considered; and
be the only request
d. the roster committee will
consider preference 7. the completed roster will be posted
requests in order of seniority three (3) weeks prior to the
and will make reasonable effective date of the quarter
efforts to grant such change. Copies of the roster will
requests. Reasonable be given to the local President or
efforts means that designee at the time of posting;
Management will not and
arbitrarily deny such
requests. (Seniority is 8. the Employer will make every
defined in Article 19). reasonable effort, at the time of the
quarter change, to ensure that no
3. the roster committee will meet and employee is required to work
formulate the roster assignments sixteen (16) consecutive hours
no later than five (5) weeks prior to against the employee's wishes.
the effective date of the quarter
change; Section e. Nothing in this article is
intended to limit an employee from
4. the committee's roster will be requesting and remaining on a preferred
posted and accessible to all shift for up to one (1) year. In this regard,
Correctional Services employees no employee may exceed one (1)
no later than the Friday following continuous year on a particular shift, and
the roster committee meeting; all officers are expected to rotate through
all three (3) primary shifts during a three
5. once the completed roster is (3) year period. This means, for example,
posted, all Correctional Officers will that it is possible for an employee to work
have one (1) week to submit any one (1) year on the day shift, followed by
complaints or concerns. one (1) quarter on the morning shift, then
Correctional Officers will submit a second year on the day shift, then two
their complaints or concerns in (2) quarters on the evening shift, and then
writing to the Captain or designee. a final quarter on the day shift, or any
The employee may also submit a combination thereof.
copy to the local President or
designee. No later than the Section f. Roster committees outside the
following Wednesday, Correctional Services department will be
Management and the Union will formed to develop a roster unless
meet to discuss the complaints or mutually waived by the department head
concerns received, and make any and the Union. It is recommended that
adjustments as needed; the procedures in Section d. be utilized.
These rosters will be posted three (3)
6. the roster will be forwarded to the weeks prior to implementation. Copies
Warden for final approval; will be given to the local President or

designee at the time of posting. procedures will be handled in accordance
with the following:
Section g. Sick and annual relief
1. when there are insufficient Section i. Employees, while serving on
requests by employees for federal, state, or local jury duty, shall be
assignment to the sick and annual considered as being assigned to the day
relief shift, the roster committee will shift with Saturdays and Sundays off until
assign employees to this shift by the completion of such duties. The
chronological order based upon the change in work schedule shall be for the
last quarter the employee worked weeks during which such duties are
the sick and annual relief shift; performed.

2. sick and annual relief shift is a Section j. No employee will be required to

quarterly assignment that will not stand roll calls except on duty time.
impact upon the rotation through Where roll calls are not used, the
the three (3) primary shifts; Employer will provide other means of
alerting oncoming employees to unusual
3. no employee will be assigned to or dangerous situations of which the
sick and annual relief for employees should be made aware.
subsequent quarters until all
employees in the department have Section k. If a change in a job assignment
been assigned to sick and annual involving a change from an inside position
relief, unless an employee to an outside position or vice versa is
specifically requests subsequent necessary, and the employee has not
assignments to sick and annual been properly advised in advance, and
relief; adverse weather or conditions of the
assignment warrant, the employee will be
4. employees assigned to sick and given an opportunity to obtain and change
annual relief will be notified at least into appropriate clothing while on duty
eight (8) hours prior to any change status. Other options may be explored,
in their shift; and including the assigning of another
employee to the position.
5. reasonable efforts will be made to
keep sick and annual relief officers Section l. The Employer is committed to
assigned within a single shift its responsibility regarding the health of all
during the quarter. employees. Toward that end, the
Employer may require that the health
Section h. Ordinarily, the minimum time condition of employees requesting
off between shifts will be seven and one- assignment changes for medical reasons
half (7½) hours, and the minimum elapsed be reviewed by the Chief Medical Officer.
time off on "days off" will be fifty-six (56) If employees wish, medical evidence from
hours, except when the employee their private physicians may be provided
requests the change. to the Chief Medical Officer, who will fully
consider this information before making

reports to the supervisors with appropriate
1. employees suffering from health Section o. Employees shall be given at
conditions or recuperating from least twenty-four (24) hours notice when it
illnesses or injuries, and is necessary to make shift changes,
temporarily unable to perform except for employees assigned to the sick
assigned duties, may voluntarily and annual leave roster [as specified in
submit written requests to their Section g(4).], or when the requirement for
supervisors for temporary prior notice would cause the vacating of a
assignment to other duties. Such post. For the purpose of this Agreement,
employees will continue to be a shift change means a change in the
considered for promotional starting and quitting time of more than two
opportunities for which they are (2) hours. Work assignments on the
otherwise qualified; same shift may be changed without
advance notice.
2. the Employer will continue to
accommodate employees who Section p. Specific procedures regarding
suffer a disability in accordance overtime assignments may be negotiated
with applicable laws, rules, and locally.
regulations; and
1. when Management determines that
3. employees must report any it is necessary to pay overtime for
planned or anticipated requests for positions/assignments normally
leave due to medical or psychiatric filled by bargaining unit employees,
hospitalization, treatment, or qualified employees in the
recuperation as early as possible bargaining unit will receive first
so that necessary staffing consideration for these overtime
adjustments may be planned. assignments, which will be
distributed and rotated equitably
Section m. Employees may request to among bargaining unit employees;
exchange work assignments, days off, and
and/or shift hours with one another.
Supervisory decisions on such requests 2. overtime records, including sign-up
will take into account such factors as lists, offers made by the Employer
security and staffing requirements and will for overtime, and overtime
ensure that no overtime cost will be assignments, will be monitored by
incurred. the Employer and the Union to
determine the effectiveness of the
Section n. The Employer agrees to overtime assignment system and
consider the circumstances surrounding ensure equitable distribution of
an employee's request against overtime assignments to members
reassignment when a reassignment is of the unit. Records will be
necessary. retained by the Employer for two
(2) years from the date of said

record. employee to work overtime after making a
reasonable effort to obtain a volunteer, in
Section q. The Employer retains the right accordance with Section p. above.
to order a qualified bargaining unit
Section r. Normally, nonprobationary
employees, other than those assigned to
sick and annual relief, will remain on the
shift/assignment designated by the
quarterly roster for the entire roster
period. When circumstances require a
temporary [less than five (5) working days]
change of shift or assignment, the
Employer will make reasonable efforts to
assure that the affected employee's days
off remain as designated by the roster.

Section s. Notification of shift or

assignment changes for employees not
assigned to sick and annual relief will be
confirmed in writing and signed by the
Employer, with a copy to the employee.

Section t. Ordinarily, scheduled sick and

annual relief assignments will be posted
at least two (2) weeks in advance.

Section u. Except as defined in Section d.

of this article, the words ordinarily or
reasonable efforts as used in this article
shall mean: the presumption is for the
procedure stated and shall not be
implemented otherwise without good

ARTICLE 19 - ANNUAL LEAVE practice will not be feasible;
however, the Employer will not
Section a. The Employer and the Union arbitrarily deviate from the above
agree that annual leave is the right of the practice.
employee and not a privilege, and should
be used by employees. All employees will Section c. Employee requests for
be allowed utilization of their annual leave unscheduled leave will be handled in
at least to the extent that annual leave accordance with applicable laws, rules,
carry-over will not exceed the statutory and regulations, including the Family and
limitation for each individual. Any Medical Leave Act and the Family
employee who wishes to accumulate up to Friendly Leave Act.
the maximum, statutory carry-over will be
allowed to do so. Annual leave will be 1. requests for annual leave, sick
scheduled as requested by employees in leave, and/or leave without pay, for
accordance with the provisions of this the purposes of adopting a child,
article insofar as it does not decrease the will be handled in accordance with
safety, security, or mission applicable laws, rules, and
accomplishments of the organization. regulations.

Section b. All departments will use total- Section d. Annual leave/sick leave,
leave year scheduling. whichever is appropriate, should be
granted to an employee in the case of
1. all departments will apply the death in the employee's family. A family
features outlined in Section l. of member is defined as a spouse or
this article in scheduling annual spouse's parents, son and daughter,
leave for all bargaining unit including adopted sons or daughters and
employees unless mutually waived their spouses, parents, brothers and
by the department head and the sisters and their spouses, and any
Union; and individual related by blood or affinity
whose close association is the equivalent
2. in leave scheduling, both parties of a family relationship. Annual leave may
agree that an employee's annual be granted to an employee to attend the
leave will, whenever possible and funeral of a law enforcement/firefighter
to the greatest extent possible, killed in the line of duty. Annual leave
begin on the first day of their may be granted to an employee to attend
workweek and end on the last day the funeral of a co-worker.
of their workweek. Both parties
agree there will be times when this
Section e. In the event of a conflict Federal Bureau of Prisons. Seniority for
between unit members as to the choice of Public Health Service (PHS) employees
vacation periods, individual seniority for will be defined as the entrance date for
each group of employees will be applied. the PHS employee being assigned to a
Seniority in the Federal Bureau of Prisons Federal Bureau of Prisons facility. It is
is defined as total length of service in the understood that, as the Bureau of Prisons

absorbed the U.S. Public Health Service employee will be allowed to express any
facilities located at Lexington, Kentucky personal concerns. In making the
and Fort Worth, Texas, agreements were decision, the Employer will consider
made to give those PHS staff seniority for potential disruption to the employee's
leave purposes based on their entire PHS family or personal financial loss.
Section h. The Employer recognizes that
Section f. In accordance with applicable participation in internal Union business is
laws, rules, and regulations, the Employer a legitimate use of annual leave. The
may grant administrative leave or other Employer will make every reasonable
appropriate leave during emergency effort to grant leave to employees
situations in the local area for affected engaged in such activities.
employees. These may include, but are
not limited to, extreme weather conditions, Section i. Employees within the same
serious interruptions in public department may request to trade
transportation, and disasters such as fire, approved annual leave periods. After an
flood, or other natural phenomena. In employee has been selected for transfer
metropolitan areas, the heads of Federal from his/her department/facility, such
Executive Boards are responsible for the requests will not be allowed except when
development and dissemination of special the employee is subject to losing annual
adverse weather leave notices and leave at year's end. Vacated leave
procedures for their locales. In areas not periods will be offered in accordance with
covered by Federal Executive Boards, the the provisions of this article.
Chief Executive Officer will consider
information from local, county, and/or Section j. When annual leave periods
state law enforcement officials, become available by virtue of employee
Department of Transportation officials, transfers, retirements, resignations, or
and weather services, who often other causes, these leave period(s) will be
disseminate information concerning posted for interested employees in
hazardous traveling conditions in various accordance with the provisions of this
localities. This information will be used in article.
the decision process as to whether or not
to grant appropriate forms of leave. Section k. Employees may request
cancellation of scheduled annual leave.
Section g. Leave must not be denied for Requests for such cancellation shall be
arbitrary or capricious reasons. Denial or made in writing as soon as possible.
cancellation of leave should be based on
work-related reasons. Section l. Total leave-year scheduling
procedures may be negotiated locally
When cancellation appears to be provided that:
necessary, the Employer agrees to notify
the employee as far in advance as 1. a leave committee of at least one
possible that his/her approved scheduled (1) supervisor and at least one (1)
annual leave is to be canceled. The Union representative, the number

to be negotiated locally, will be regarding total leave-year
responsible for implementing the scheduling; and
seniority requirements of this article
2. after considering the views and
input of the Union, the Employer
will determine the maximum
number of employees that may be
on scheduled annual leave during
each one (1) week [seven (7)
consecutive days] period, and
when scheduled annual leave will
be curtailed because of training
and/or other causes such as
military leave. To the extent
possible, such determination will be
made and announced prior to
setting up the annual leave

Section m. Total leave-year scheduling

does not prohibit employees from
requesting leave for various lengths and
reasons throughout the leave year. The
Employer will consider the employee's
needs for an expeditious response, and
such leave requests will normally be
approved or denied within twenty-four (24)
hours of the request.

ARTICLE 20 - SICK LEAVE absent due to illness or injury will
notify the supervisor, prior to the
Section a. Employees will accrue and be start of the employee's shift or as
granted sick leave in accordance with soon as possible, of the inability to
applicable regulations, including: report for duty and the expected
length of absence. The actual
1. sick leave may be used when an granting of sick leave, however, will
employee receives medical, dental, be pursuant to a personal request
or optical examinations or by the employee to the immediate
treatment; is incapacitated for the supervisor, unless the employee is
performance of duties by sickness, too ill or injured to do so, for each
injury, or pregnancy and day the employee is absent, up to
confinement; is required to give three (3) days, provided the
care and attendance to a member supervisor has not approved other
of his/her immediate family who is arrangements. If the supervisor is
afflicted with a contagious disease unavailable, the employee will
(as defined by applicable contact the next available
regulations); or would jeopardize supervisor in the chain of command
the health of others by his/her to request sick leave;
presence at his/her post of duty
because of exposure to a 4. employees returning from sick
contagious disease; leave will so notify their supervisors
as far in advance of the start of
Additionally, if appropriate, sick their shifts as possible. In the case
leave requests will be handled in of an extended illness of more than
accordance with the provisions of three (3) days, employees will
the Family Friendly Leave Act, and periodically update their
the employee may also elect leave supervisors as to their ability to
under the Family and Medical return to work; and
Leave Act;
5. the Employer may require the
2. the Employer may require the employee to submit a medical
employees to submit requests for, certificate or other administratively
or substantiate, sick leave on acceptable evidence, i.e., written
Standard Form 71, Application for statement, of the reason for an
Leave. The Employer will make the absence for family care purposes.
SF-71 available for completion and The requirements for
signature by employees; documentation will be the same as
that required in Section c. of this
3. except in an emergency situation, article.
any employee who will be or is
Section b. Employees will not be required However, in cases of questionable sick
to furnish a medical slip to substantiate leave usage of any length, the employee
sick leave for three (3) days or less. will be given advance notice, in writing,

that all future absences due to sickness
must be substantiated by a medical
certificate. This requirement will be
reviewed every three (3) months by the
Employer and the determination of
whether to continue will be forwarded to
the employee in writing. When the
decision to require or continue to require
a medical certificate is discussed with the
employee, the Employer will notify and
give the Union the opportunity to be
present. Sick leave records will be
provided to the Union in accordance with
Section e. of this article.

Section c. In those instances where an

employee was on sick leave in excess of
three (3) days and did not require medical
attention, the Employer may accept a
written statement from the employee in
lieu of a medical certificate.

Section d. When required by the

exigencies of the situation and when the
employee can be expected to return to
duty, sick leave, up to a total of thirty (30)
days, may be advanced for disability or
ailment. Advance sick leave because of
pregnancy may be granted for medical
reasons. The Chief Executive Officer may
grant the advance sick leave as requested
or may modify or deny the request.
Denials will be forwarded to the employee
in writing.

Section e. Upon request of the employee

concerned, sick leave records will be
made available to the employee and/or
the employee's representative.

2. whenever possible, appropriate
Section a. The Employer and the Union training will be conducted prior to
agree that the training and development certification testing which is
of employees within the unit is a matter of required by the Employer; and
primary importance to the parties and that
through the procedures established for 3. when assignments change or if
employment-Management cooperation the new technology or equipment is
parties will seek the maximum training introduced, and the employee
and development of employees. requests training, the Employer will
provide such training to the
Section b. The Union will be afforded maximum extent feasible, provided
membership on the training committee the Employer determines that
and will be entitled to express its views, training is needed for affected
make recommendations, and otherwise employees.
participate, except in the selection of
participants for training, determining the Section e. The Employer will provide
content of training, and determining how copies of locally-generated training
the training budget will be spent. announcements to the Union as they are
Section c. Requests for annual leave for
education and training purposes will be Section f. A record of the employee's
handled in accordance with the provisions detail to other departments will be
of Article 19. documented and placed in his/her
personnel file to be used as a reference
Section d. Mandatory training at the for qualification for future job openings.
institution level will be conducted while
the employee is on duty, during the Section g. The Union may request to
employee's duty hours. This training is participate in Annual Refresher Training
distinguished from training which the at the local level.
employee initiates and/or elects on his/her
own in which to participate.

1. if the Employer requires employees

to obtain licenses or certification for
basic job requirements beyond
those required to meet the basic
requirements for appointment in
their position (specialized technical
training), the Employer will pay for
any training that may be required
for such licenses or certification,
which will normally take place while
the employee is in a duty status;

ARTICLE 22 - EQUAL EMPLOYMENT determining attitudes of and toward
OPPORTUNITY minorities and women at the facility.
These committees will participate in the
Section a. The Employer and the Union development and implementation of the
agree to cooperate in providing equal Employer’s local Affirmative Action Plan
opportunity for all qualified persons; to and Federal Equal Employment
prohibit unlawful discrimination because Opportunity Recruitment Plan. Further,
of age, sex, race, religion, color, national these committees will give program
origin or physical handicap; and to guidance and support for the special
promote full realization of equal emphasis programs and will monitor
opportunity through a positive and activities such as the Upward Mobility
continuing effort. The Union agrees to Program, recruitment, hiring, retention,
become a positive force in this endeavor and other employment programs to
and to become a partner with the ensure that no prohibited barriers to equal
Employer in the exploration and employment exist.
implementation of ideas and programs
whereby equal employment opportunities Section d. The committee will have
will be achieved. access to all records and documents
necessary to discharge its responsibilities.
Section b. The Employer and the Union
will continue to cooperate in supporting all Section e. EEO counselors will inform
affirmative action programs. employees of their right to representation
during the EEO process.
1. in order to fulfill the goals in
Sections a. and b. of this article,
the Council of Prison Locals will be
entitled to send one (1)
representative to the LULAC,
NABCJ, and FEW national
conferences attended by the
Employer, provided the Employer is
not responsible for any of the costs
associated with this attendance.
The Employer will grant official time
for this attendance.

Section c. Each institution will establish

an Affirmative Action Committee
consisting of membership from the
Employer and the Union. These
committees normally will meet monthly for
the purpose of advising Management on
the status of the EEO program and
serving as a sounding board for

ARTICLE 23 - UPWARD MOBILITY Prison Locals will be provided a copy
within fifteen (15) calendar days of the
Section a. Each institution will have an submission of the report. This information
Upward Mobility Program designed to will be provided in compliance with the
allow employees to successfully cross provisions of the Privacy Act.
over from low skill occupations with
limited potential to higher skill
occupations offering greater opportunities
for growth and development.

Section b. Vacancies which are to be

filled under the Upward Mobility Program
will be identified as such on the vacancy
announcement and employees wishing to
be considered for the vacancy must make
application in accordance with the merit
promotion plan in order to receive

Section c. Shortly after a selection is

made, the employee and the supervisor
should jointly develop a career
development plan which clearly outlines
the training, both formal and on the job,
that the employee will receive.

Section d. If the employee selected for an

upward mobility position fails to
successfully perform the technical
responsibilities of his/her position, every
reasonable effort will be made to return
unsuccessful participants to their former
position, grade, and pay or to other
positions of similar duties and grades.
Such placements do not ensure return to
any geographic location. The employee
so moved will be entitled to a pay rate in
accordance with all applicable laws, rules,
and regulations.

Section e. If a report on the Upward

Mobility Program is required by a higher
authority or is otherwise generated by the
Employer, the President of the Council of


Section a. There will be no prohibitions to

the employment of a relative (including
spouse) of an employee provided that:

1. there is no evidence of advocacy of

employment, either orally or in
writing, by the relative (including
spouse) already employed; and

2. there is no situation created in

which one relative is in the
supervisory chain of command over
the other.

Section b. For purposes of this article,

the definition of "relative" includes the
specific relationships stated in 5 CFR,
Section 310.102 (i.e., father, mother, son,
daughter, brother, sister, uncle, aunt, first
cousin, nephew, niece, husband, wife,
father-in-law, mother-in-law, son-in-law,
daughter-in-law, sister-in-law, brother-in-
law, stepfather, stepmother, stepdaughter,
stepson, stepbrother, stepsister, half
brother, or half sister).

Section c. If employees are selected or

designated for reassignment or promotion
to a new duty station, relatives, including
spouses, may be considered for possible
selection by the Employer for a position at
the same new duty station subject to the
restrictions of Section a., above.

ARTICLE 25 - REDUCTION IN FORCE, functions already being performed
TRANSFER OF FUNCTION, AND in the other competitive area(s)
REORGANIZATION affected; or the movement of the
competitive area in which the
Section a. The Agency and the Union function is performed to another
jointly recognize that occasions may arise commuting area; and
where adjustments of the workforce may
be necessary either by reduction in force, 3. for the purposes of this article,
transfer of function, or reorganization. reorganization means the planned
elimination, addition, or
Section b. Definitions: redistribution of functions or duties
in an organization.
1. reduction in force procedures are
invoked when a competing Section c. Prior to the effective date of
employee is released from his/her any reduction in force or transfer of
competitive level by furlough for function within the control of the Bureau of
more than thirty (30) days, Prisons, the Union will receive at least
separation, demotion, or nine (9) months advance general notice.
reassignment requiring This notice, in writing, will include the
displacement, when the release is reasons for the action, the approximate
required because of lack of work, number and types of positions affected,
shortage of funds, insufficient and the approximate date of the action.
personnel ceiling, reorganization, Both the President of the Council of
the exercise of reemployment rights Prison Locals and the concerned local
or restoration rights, or President will receive this notice. This
reclassification of an employee's notice will also include an invitation to the
position due to erosion of duties local Union to attend a meeting with local
when such action will take effect Management to discuss the planned
after an agency has formally action and answer relevant questions.
announced a reduction in force in The Union will be kept informed should
the employee's competitive area any changes occur in this planned
and when the reduction in force will activity; however, informing the Union of
take effect within one hundred and such changes will not trigger a new notice
eighty (180) days; period to the Union.

2. transfer of function means the After the notification to the Union,

transfer of the performance of a affected employees will be advised of the
continuing function from one (1) impending organizational change.
competitive area and its addition to Employees will be notified of the pertinent
one (1) or more other competitive details and their rights related to the
areas, except when the function planned activity.
involved is virtually identical to
Section d. The Employer, to the extent force procedures. This may involve
feasible, will avoid invoking reduction in achieving the reductions through attrition

or other alternatives. The Employer will technological changes such as
adhere to all applicable laws, rules, and automation and reengineering are
regulations in regard to reduction in force, desirable for the efficient operation of the
transfer of function, and reorganization. Agency. The parties will negotiate the
impact of technological changes with the
Section e. The Employer agrees to Union.
provide affected employees at least ninety
(90) calendar days notice before the
effective date of release under reduction
in force procedures. All such notices will
contain any information required by
regulation, to include appeal rights, and
any other information agreed to by the
parties at the national level.

Employees whose positions are

affected by a transfer of function will be
provided sixty (60) calendar days notice
before the effective date of the transfer of
function. Employees will have ten (10)
calendar days to respond regarding their
intention to accept or decline to move with
the transfer of function.

Section f. Reorganizations, as defined in

Section b(3)., which affect the working
conditions of bargaining unit employees,
are subject to bargaining, as appropriate.

Section g. In accordance with

regulations, the Employer will maintain the
records needed to determine the retention
standing of employees affected by
reduction in force procedures. Employees
may inspect the retention registers and
related records to the extent that the
registers and records have a bearing on a
specific action taken, or to be taken,
against the employee. Affected
employees will have the right to the
assistance of the Union when reviewing
this information.

Section h. The parties agree that


Section a. Retirement information shall

be provided by the Human Resource
Management Office to employees upon
request. Approximate computations of
annuities shall be provided by the HRM or
designee upon request, normally no more
frequently than every six (6) months, and
only when the employee is nearing
retirement eligibility. All requests for
retirement information shall be kept
confidential if the employee so requests.

Section b. Employees are free to resign

at any time, to set the effective date of the
resignation, and to have the reasons for
resigning entered into their official
records. The Employer may decline a
request to withdraw a resignation before
its effective date only when the Employer
has a valid reason and explains that
reason to the employee. A resignation
may not be withdrawn after its effective

Section c. The Employer will provide an

informational package for employees
nearing retirement, which will deal with
general retirement issues and special
retirement considerations of employees
retiring under 50/20. This information will
be provided at no cost to the employee.

The training committee at each

institution will review the retirement
assistance needs of its employees and
seek to obtain such training either through
in-house, OPM, nearby federal agencies,
or other sources (such as, but not limited
to, adult education courses).

ARTICLE 27 - HEALTH AND SAFETY recognizes that the Employer employs
Safety and Health Specialists whose
Section a. There are essentially two (2) primary function is to oversee the safety
distinct areas of concern regarding the and health programs at each institution.
safety and health of employees in the
Federal Bureau of Prisons: 1. it is understood by the parties that
the Employer has the responsibility
1. the first, which affects the safety for providing information and
and well-being of employees, training on health and safety
involves the inherent hazards of a issues. The Union at the
correctional environment; and appropriate level will have the
opportunity to provide input into
2. the second, which affects the any safety programs or policy
safety and health of employees, development; and
involves the inherent hazards
associated with the normal 2. although the Employer employs
industrial operations found Health and Safety Specialists
throughout the Federal Bureau of whose primary function is to
Prisons. oversee the health and safety
programs at each facility,
With respect to the first, the representatives of the Occupational
Employer agrees to lower those inherent Safety and Health Administration
hazards to the lowest possible level, (OSHA), Environmental Protection
without relinquishing its rights under 5 Agency (EPA), Centers for Disease
USC 7106. The Union recognizes that by Control (CDC), and other
the very nature of the duties associated regulatory and enforcement
with supervising and controlling inmates, agencies that have a primary
these hazards can never be completely function of administering the laws,
eliminated. rules, regulations, codes,
standards, and executive orders
With respect to the second, the related to health and safety matters
Employer agrees to furnish to employees are the recognized authorities
places and conditions of employment that when issues involving health and
are free from recognized hazards that are safety are raised.
causing or are likely to cause death or
serious physical harm, in accordance with Section c. The Employer will establish a
all applicable federal laws, standards, safety and health committee at each
codes, regulations, and executive orders. institution. The committee will serve in an
advisory capacity to the Chief Executive
Officer and be composed of equal
Section b. The parties agree that numbers of representatives of the
participation in and monitoring of safety Employer and the Union. The primary
programs by the Union is essential to the duties of the safety and health committee
success of these programs. The Union shall be to:

1. develop and recommend specific activities referenced in this article
goals and objectives designed to will be reimbursed by the Employer
reduce the number and severity of in accordance with the Federal
on-the-job accidents and Travel Regulations.
occupational illnesses;
Section e. Unsafe and unhealthful
2. review reports of on-the-job conditions reported to the Employer by
accidents, injuries and the Union or employees will be promptly
occupational illnesses, to identify investigated. Any findings from said
specific hazards and adverse investigations relating to safety and health
trends, and to formulate specific conditions will be provided to the Union, in
recommendations to prevent writing, upon request. No employee will
recurrences; be subject to restraint, interference,
coercion, discrimination, or reprisal for
3. review findings of inspections, making a report and/or complaint to any
audits, and program reviews to outside health/safety organization and/or
assist in the formulation of the Agency.
recommendations for corrective
action; and Section f. When a safety and health
inspection is being conducted by an
4. review plans for abating hazards. outside agency such as OSHA, the
National Institution for Occupational
Safety and health committees will Safety and Health (NIOSH), or a private
meet quarterly. More frequent meetings contractor, the Union will be invited and
may be held at the discretion of the Chief encouraged to have a local representative
Executive Officer. participate.

Written minutes of each meeting Section g. Material Safety Data Sheets

will be maintained and made available to for all hazardous materials in use will be
all committee members. All information maintained in the Safety Office.
necessary for the effective conduct of the
safety and health committee will be made Section h. If an employee is injured in the
available to the committee. performance of duty, the employee will be
informed of the procedures to be followed
Section d. Official time will be granted to for filing a claim for benefits under the
the Union representative(s) to attend the Federal Employees' Compensation Act.
safety and health committee meetings and The employee will be informed of the
to participate in any health and safety leave options available, including sick
activity under laws, rules, regulations, leave, annual leave, leave without pay,
executive orders, and this Agreement. etc.

1. any costs incurred to participate in 1. when an employee is injured, the

any local area meetings or Employer will provide him/her with

the appropriate forms for filing for Employees Compensation Act;
benefits under the Federal
2. at the employee's request, a
representative of the Employer will Section k. When an employee receives
assist the employee with filing for inoculations for hepatitis, the Employer
benefits under the Federal will test the employee to determine if the
Employees Compensation Act; and inoculation had the desired effect. If the
desired effect was not achieved, the
3. when an employee files a claim employee will be treated again, at the
under the Federal Employees employee's request.
Compensation Act, the Employer
will review the forms to ensure that
they are properly completed and
will file these forms, as appropriate,
in a timely manner [no later than
ten (10) working days after receipt,
in accordance with 20 CFR

Section i. Employees will be provided:

1. emergency diagnosis and first aid

treatment of injury or illness, as
necessary, that occurs or is
aggravated during working hours
and that are within the competence
of the professional staff and
facilities of the health services unit;

2. administration of treatment and

medications, furnished by the
employees and prescribed in
writing for them by their personal
physicians, at the discretion of the
Chief Medical Officer; and

3. preventive services within the

competence of the professional
health staff at their discretion.

Section j. Repetitive requests by

employees for medical records may be
denied unless the file has changed since
the last request.

ARTICLE 28 - UNIFORM CLOTHING foul weather clothing provided it
complies with provisions of Article
Section a. For uniformed employees, 6, Section e., is distinguishable
adequate foul weather gear and/or from that issued to inmates, and no
clothing will be provided and worn if the adequate Employer-owned foul
employee is required to work an outside weather gear is available for
assignment or post in inclement weather. issuance; and
This foul weather gear will be issued to
employees for the duration of the 3. the wearing of personal foul
assignment to the outside post or for the weather clothing sold by Bureau of
duration of the foul weather season, Prisons related organizations is at
whichever is more practical, and will then the discretion of the Chief
be returned to the Employer to be Executive Officer. All employee
cleaned, if necessary, prior to reissuance. organizations, including the Union,
(Duration of assignment means: the will be treated the same in this
employee's quarterly, weekly, or daily regard. Furthermore, any such
assignment.) The type of foul weather items may display no more than the
gear and/or clothing may be negotiated employee's name, name/logo of the
locally. organization, identifies the Bureau
of Prisons, and/or the official name
1. uniformed employees who are not of the institution.
assigned to an outside post but
who occasionally are assigned Section b. The Employer will ensure that
outside in inclement weather in the adequate supplies of security and safety
performance of their duties, and for equipment are available for issue to
which no Employer-owned foul and/or use by employees during the
weather gear is available for routine performance of their duties. This
issuance, may wear their personal includes, but is not limited to, whistles,
foul weather clothing provided it key chains, key clips, belts for equipment,
complies with the provisions of disposable resuscitation masks and
Article 6, Section e., is rubber gloves, handcuffs, two-way radios,
distinguishable from that issued to body alarms, flashlights, hand-held metal
inmates, and is in compliance with detectors, weapons, ammunition, etc.
the policy on employee uniforms Cases or holders, whichever is
and allowances [except as modified appropriate, to carry such equipment will
in Section a(3). below]; also be available for these particular items
of equipment normally using such cases
2. non-uniformed employees or holders. Employees receiving such
assigned on a temporary or items will be accountable for them until
emergency basis to a post that is they are returned to the Employer.
outside or when the weather is
inclement may wear their personal
Section c. The Employer will provide and health reasons when necessary due
additional equipment or clothing for safety to the nature of the assignment and as

prescribed by the Safety Officer. The and
Safety Officer will consider input from the
safety committee as appropriate. This 3. employees who transfer or are
equipment or clothing will be in a size reassigned from a non-uniformed
identified by the employee and will not be position to a uniformed position will
charged to the employee's uniform receive an allowance, in the full
allowance. amount, within the first week of
assuming uniformed duties.
Section d. On armed posts, if the wearing
of a bullet-proof vest is mandated or Section g. Safety-toed footwear for
requested, there will be a sufficient supply uniformed and non-uniformed employees
of such vests provided by the Employer. (when such employees work in a
The Employer will ensure that adequate designated foot hazard area) will be
numbers and sizes of such vests are shoes or boots at the discretion of the
available, including vests sized for female individual employee. The cost and quality
employees. The cleaning of these vests of said footwear will be negotiated locally.
may be negotiated locally.
1. safety shoes will be worn by all
Section e. If any equipment issued to an employees who work in areas
employee becomes unserviceable, it is designated as foot hazard areas by
his/her responsibility to inform the the institution supplement; and
Employer so that the item can be repaired
or replaced, as appropriate. 2. each eligible employee is entitled
to two (2) pairs of shoes and/or
Section f. The Employer will pay an boots on initial issue and one (1)
allowance each year to each employee pair every nine (9) months
who is required by policy to wear a thereafter.
uniform in the performance of their official
duties. The allowance for each Section h. Uniforms for all staff will be in
prescribed uniform will be no less than accordance with policy, and only those
$400.00 per year, per uniformed staff occupying positions outlined in policy
employee. will be eligible for a uniform allowance.
Policy will not be changed or implemented
1. employees who are entitled to a until negotiated with the Union.
uniform allowance will be paid the
allowance each year, which will be Section i. Any additional uniform items,
provided to the employee on or when appropriate for health and safety
before the anniversary of his/her reasons, will be negotiated at the local
entry on duty with the Bureau of level.
1. the dress uniform will be worn on
2. new employees covered by this specified posts agreed to by the
section will be issued an allowance parties at the local level. On all
within the first week of employment; other uniformed posts, ties will be

worn with the long-sleeved shirt, when wearing the short-sleeved
sweater, or blazer. Employees will shirt; and
have the option of wearing a tie
2. for posts where the
uniform/personal clothing may
become excessively soiled,
additional uniform/clothing items
may be negotiated at the local

Section j. The Employer agrees that

uniformed employees will be allowed to
wear the following adornments on official

1. one (1) official Council of Prison

Locals lapel pin, approximately the
size of a dime; and

2. a pocket protector imprinted with

the Union logo.

Section k. The Union may attempt to

locate additional suppliers of uniform
clothing. If such suppliers are located and
can certify that they are able to supply
uniform items which meet all
specifications applicable to the authorized
uniform, they will be added to the list of
approved suppliers. Any additions must
be approved by the Employer.

Section l. No employee will be required to

have his/her first name on his/her official
Bureau of Prisons name tag.


Section a. Vehicles will be maintained in Provisions for those towers

a roadworthy condition with all safety constructed temporarily for construction
equipment in good operating condition. supervision, recreation supervision, etc.
will be negotiated locally.
Section b. Employees will be provided
with clean and sanitary toilet facilities Section d. Shelter for outside posts for
which are readily accessible and which use of employees during inclement
are separate from those used by inmates. weather will be negotiated locally.
Specific toilet facilities for taking of
inmate urinalysis testing will be negotiated Section e. The Employer agrees to
locally. provide, maintain, or repair all equipment
for staff to fulfill their duties.
1. all toilet facilities will be capable of
being locked by the employee while
the employee is utilizing them;

2. employees who are assigned to

perimeter patrols will be provided
access to toilet facilities.
Recognizing that institutions vary in
size and layout, relief will be
provided in an expedient manner.
Normally, this will take place within
ten (10) minutes; and

3. all toilet facilities will be equipped

with a toilet and sink.

Section c. The Employer agrees to

provide, at a minimum, all permanent,
active institution towers with the following

1. suitable armchairs for observation;

2. heaters/air conditioning;

3. permanent type toilet;

4. sink; and

5. other items may be negotiated

ARTICLE 30 - DISCIPLINARY AND Section c. The parties endorse the
ADVERSE ACTIONS concept of progressive discipline
designed primarily to correct and improve
Section a. The provisions of this article employee behavior, except that the
apply to disciplinary and adverse actions parties recognize that there are offenses
which will be taken only for just and so egregious as to warrant severe
sufficient cause and to promote the sanctions for the first offense up to and
efficiency of the service, and nexus will including removal.
Section d. Recognizing that the
1. in exceptional circumstances, the circumstances and complexities of
President, Council of Prison individual cases will vary, the parties
Locals, may immediately request endorse the concept of timely disposition
that the appropriate Regional of investigations and disciplinary/adverse
Director or designated official actions.
consider a stay of a removal or
suspension in excess of fourteen 1. when an investigation takes place
(14) days until a decision is on an employee's alleged
rendered by an arbitrator under misconduct, any disciplinary or
Article 32, or an initial decision of adverse action arising from the
the Merit Systems Protection Board investigation will not be proposed
is issued. Such requests must be until the investigation has been
made prior to the effective date of completed and reviewed by the
the contested action. Stay of Chief Executive Officer or
actions will not apply to: designee; and

a. probationary actions; or 2. employees who are the subject of

an investigation where no
b. actions taken under 5 USC disciplinary or adverse action will
7513, where there is be proposed will be notified of this
reasonable cause to believe decision within seven (7) working
that the employee has days after the review of the
committed a crime for which investigation by the Chief
a sentence of imprisonment Executive Officer or designee.
can be imposed. This period of time may be adjusted
to account for periods of leave.
Section b. Disciplinary actions are
defined as written reprimands or Section e. When formal disciplinary or
suspensions of fourteen (14) days or less. adverse actions are proposed, the
Adverse actions are defined as removals, proposal letter will inform the affected
suspensions of more than fourteen (14) employee of both the charges and
days, reductions in grade or pay, or specifications, and rights which accrue
furloughs of thirty (30) days or less. under 5 USC or other applicable laws,
rules, or regulations.

1. any notice of proposed disciplinary orally or in writing. Approval or denial of
or adverse action will advise the extension requests must be provided
employee of his/her right to receive within two (2) working days. These time
the material which is relied upon to frames do not apply to probationary
support the reasons for the action employees or actions taken under the
given in the notice. crime provision.

Section f. Employee representational Section k. Employees making false

rights are addressed in Article 6. complaints and\or statements against
other staff may be subject to disciplinary
Section g. The Employer retains the right action.
to respond to an alleged offense by an
employee which may adversely affect the
Employer's confidence in the employee or
the security or orderly operation of the
institution. The Employer may elect to
reassign the employee to another job
within the institution or remove the
employee from the institution pending
investigation and resolution of the matter,
in accordance with applicable laws, rules,
and regulations.

Section h. When an employee exercises

his/her right to orally respond to a
proposed disciplinary or adverse action,
the reply official will allow ample time for
the employee to respond at this meeting.
Although the reply official may ask follow-
up questions, nothing requires the
employee to answer such questions
during this meeting.

Section i. Supervisors are not required to

annotate oral counseling sessions in an
employee's performance log.

Section j. When disciplinary action is

proposed against an employee, the
employee will have ten (10) working days
to respond orally or in writing. When
adverse action is proposed, he/she will
have fifteen (15) working days to respond

PROCEDURE 3. the Union has the right to be
notified and given an opportunity to
Section a. The purpose of this article is to be present during any settlement or
provide employees with a fair and adjustment of any grievance; and
expeditious procedure covering all
grievances properly grievable under 5 4. the Union has the right to file a
USC 7121. grievance on behalf of any
employee or group of employees.
Section b. The parties strongly endorse
the concept that grievances should be Section d. Grievances must be filed
resolved informally and will always within forty (40) calendar days of the date
attempt informal resolution at the lowest of the alleged grievable occurrence. If
appropriate level before filing a formal needed, both parties will devote up to ten
grievance. A reasonable and concerted (10) days of the forty (40) to the informal
effort must be made by both parties resolution process. If a party becomes
toward informal resolution. aware of an alleged grievable event more
than forty (40) calendar days after its
Section c. Any employee has the right to occurrence, the grievance must be filed
file a formal grievance with or without the within forty (40) calendar days from the
assistance of the Union. date the party filing the grievance can
reasonably be expected to have become
1. after the formal grievance is filed, aware of the occurrence. A grievance can
the Union has the right to be be filed for violations within the life of this
present at any discussions or contract, however, where the statutes
adjustments of the grievance provide for a longer filing period, then the
between the grievant and statutory period would control.
representatives of the Employer.
Although the Union has the right to 1. if a matter is informally resolved,
be present at these discussions, it and either party repeats the same
also has the right to elect not to violation within twelve (12) months
participate; after the informal resolution, the
party engaging in the alleged
2. if an employee files a grievance violation will have five (5) days to
without the assistance of the Union, correct the problem. If not
the Union will be given a copy of corrected, a formal grievance may
the grievance within two (2) be filed at that time.
working days after it is filed. After
the Employer gives a written Section e. If a grievance is filed after the
response to the employee, the applicable deadline, the arbitrator will
Employer will provide a copy to the decide timeliness if raised as a threshold
Union within two (2) working days. issue.
All responses to grievances will be
in writing;

Section f. Formal grievances must be grievance. This grievance must be
filed on Bureau of Prisons “Formal filed with the Chief, Labor
Grievance “ forms and must be signed by Management Relations and
the grievant or the Union. The local Security Branch, Central office; and
Union President is responsible for
estimating the number of forms needed 5. grievances filed by the Employer
and informing the local HRM in a timely must be filed with a corresponding
manner of this number. The HRM, Union official.
through the Employer’s forms ordering
procedures, will ensure that sufficient Section g. After a formal grievance is
numbers of forms are ordered and filed, the party receiving the grievance will
provided to the Union. Sufficient time have thirty (30) calendar days to respond
must be allowed for the ordering and to the grievance.
shipping of these forms.
1. if the final response is not
1. when filing a grievance, the satisfactory to the grieving party
grievance will be filed with the and that party desires to proceed to
Chief Executive Officer of the arbitration, the grieving party may
institution/facility, if the grievance submit the grievance to arbitration
pertains to the action of an under Article 32 of this Agreement
individual for which the Chief within thirty (30) calendar days
Executive Officer of the from receipt of the final response;
institution/facility has disciplinary and
authority over;
2. a grievance may only be pursued
2. when filing a grievance against the to arbitration by the Employer or
Chief Executive Officer of an the Union.
institution/facility, or when filing a
grievance against the actions of Section h. Unless as provided in number
any manager or supervisor who is two (2) below, the deciding official's
not employed at the grievant’s decision on disciplinary/adverse actions
institution/facility, the grievance will will be considered as the final response in
be filed with the appropriate the grievance procedure. The parties are
Regional Director; then free to contest the action in one (1)
of two (2) ways:
3. when filing a grievance against a
Regional Director, the grievance 1. by going directly to arbitration if the
will be filed with the Director of the grieving party agrees that the sole
Bureau of Prisons, or designee; issue to be decided by the
arbitrator is, "Was the
4. in cases of violations occurring at disciplinary/adverse action taken
the national level, only the for just and sufficient cause, or if
President of the Council of Prison not, what shall be the remedy?"; or
Locals or designee may file such a

2. through the conventional grievance wishes to have the arbitrator
procedures outlined in Article 31 decide other issues.
and 32, where the grieving party
Section I. The employee and his/her
representative will be allowed a
reasonable amount of official time in
accordance with Article 11 to assist an
employee in the grievance process.

4. if they do not agree upon one of
Section a. In order to invoke arbitration, the listed arbitrators from the
the party seeking to have an issue second panel, then the parties
submitted to arbitration must notify the must alternately strike one (1)
other party in writing of this intent prior to name from this list until one (1)
expiration of any applicable time limit. name remains; and
The notification must include a statement
of the issues involved, the alleged 5. the arbitrator selected shall be
violations, and the requested remedy. If instructed to offer five (5) dates for
the parties fail to agree on joint a hearing.
submission of the issue for arbitration,
each party shall submit a separate Section c. The grieving party will be able
submission and the arbitrator shall to unilaterally select an arbitrator if the
determine the issue or issues to be heard. other party refuses to participate, only if
However, the issues, the alleged the grieving party:
violations, and the remedy requested in
the written grievance may be modified 1. gives written notification to the
only by mutual agreement. HRM of its intent to unilaterally
select an arbitrator; and
Section b. When arbitration is invoked,
the parties (or the grieving party) shall, 2. allows a time period of two (2)
within three (3) working days, request the workdays for the HRM to
Federal Mediation and Conciliation participate in the selection after the
Service (FMCS) to submit a list of seven written notification.
(7) arbitrators.
Section d. The arbitrator's fees and all
1. a list of arbitrators will be expenses of the arbitration, except as
requested utilizing the FMCS Form noted below, shall be borne equally by the
R43; Employer and the Union.

2. the parties shall list on the request 1. the Employer will pay travel and
any special per diem expenses for:
requirements/qualifications, such
as specialized experience or a. employee witnesses who
geographical restrictions; have been transferred away
from the location where the
3. the parties shall, within five (5) grievance arose;
workdays after the receipt of the
list, attempt to agree on an b. employee witnesses who
arbitrator. If for any reason either were temporarily assigned to
party does not like the first list of the location where the
arbitrators, they may request a grievable action occurred;
second panel; and

c. employee witnesses where Agency during the arbitration
the parties mutually agree to hearing. If any of these
hold the hearing at a site representatives are Bureau of
outside the commuting area; Prisons employees, they will be on
official time;
2. the Employer will determine the
location of the arbitration hearing; 2. the Union is entitled to have one
however, in the event that the (1) observer in attendance at the
Union, in good faith, advises the hearing. If Management has an
Employer that the designated observer, the Union's observer will
location is unacceptable, the be on official time.
hearing will then be held at a
mutually agreed upon neutral site; Section f. The Union and the Agency will
and exchange initial witness lists no later than
seven (7) days prior to the arbitration
3. in Council-level grievances, the hearing. Revised witness lists can be
Employer will determine the exchanged between the Union and the
location of the hearing. The Agency up to the day prior to the
Employer will pay the travel and arbitration.
per diem expenses for the Union
witnesses and one (1) Council Section g. The arbitrator shall be
representative. The Employer will requested to render a decision as quickly
not be responsible for the travel as possible, but in any event no later than
and per diem expenses of more thirty (30) calendar days after the
than five (5) Union witnesses conclusion of the hearing, unless the
unless mutually agreeable to the parties mutually agree to extend the time
parties or ordered by the arbitrator. limit. The arbitrator shall forward copies
of the award to addresses provided at the
Section e. The arbitration hearing will be hearing by the parties.
held during regular day shift hours,
Monday through Friday. Grievant(s), Section h. The arbitrator's award shall be
witnesses, and representatives will be on binding on the parties. However, either
official time when attending the hearing. party, through its headquarters, may file
When necessary to accomplish this exceptions to an award as allowed by the
procedure, these individuals will be Statute.
temporarily assigned to the regular day
shift hours. No days off adjustments will The arbitrator shall have no power
be made for any Union witnesses unless to add to, subtract from, disregard, alter,
Management adjusts the days off for any or modify any of the terms of:
of their witnesses.
1. this Agreement; or
1. the Union is entitled to the same
number of representatives as the 2. published Federal Bureau of

Prisons policies and regulations.
Section I. A verbatim transcript of the
arbitration will be made when requested
by either party, the expense of which shall
be borne by the requesting party. If the
arbitrator requests a copy, the cost of the
arbitrator's copy will be borne equally by
both parties. If both parties request a
transcript, the cost shall be shared equally
including the cost of the arbitrator's copy.


The Merit Promotion plan is herein

incorporated as part of this Agreement.
These procedures will not be changed, to
the extent they are negotiable, for the life
of this Agreement except in writing and in
accordance with Article 42.

ARTICLE 34 - EMPLOYEE ASSISTANCE Immediate families of employees
PROGRAM who have alcohol, drug, or
emotional problems, and
Section a. The parties recognize alcohol, employees with immediate family
drug abuse, and emotional problems as members with alcohol, drug, or
treatable illnesses which may impair an emotional problems, are also
employee's attendance and/or job eligible for this program.
performance. Accordingly, the Employer Employees who are concerned that
agrees to provide, on a confidential basis, they or a family member may have
a counselor for employees who voluntarily an alcohol, drug, or emotional
acknowledge alcohol, drug abuse, and/or problem which has an adverse
emotional problems and seek counseling effect on their performance and
or referral assistance. personal well-being are
encouraged to voluntarily seek
The Employer further agrees that: assistance, referral, and/or
information on a confidential basis;
1. employees having an alcohol, drug and
abuse, and/or emotional problem
will receive the same consideration 5. an employee can request
and offer of assistance that is protection under safe harbor
extended to employees having any provisions of the Drug-Free
other illness; Workplace Program. To participate
in this program, an employee must:
2. records of employees with alcohol,
drug abuse, and/or emotional a. voluntarily identify
problems will be maintained himself/herself as a user of
confidentially as are other medical illegal drugs prior to being
records; identified through other
3. sick leave may be granted for the
purpose of treatment or b. obtain counseling or
rehabilitation as in any other rehabilitation through an
illness; Employee Assistance
Program; and
4. alcoholism and/or drug
dependency may be considered c. thereafter refrain from using
under certain circumstances to be illegal drugs.
treatable illnesses and/or
handicapping conditions in This self-referral option allows an
accordance with applicable laws, employee to step forward and identify
rules, regulations, and case cites. himself/herself as a user of illegal drugs
The Employee Assistance Program for the purpose of obtaining counseling or
(EAP) is a confidential program rehabilitation. Employees who make false
available to all Bureau employees. statements about illegal drug use during

background investigations will not be
eligible for safe harbor protections.
Section b. A request for counseling
and/or referral services will not, in itself,
jeopardize an employee’s job security or
promotion opportunities. However, it is
understood that the presence of a
treatable disorder and willingness to
accept counseling does not prevent the
Employer, except as limited by law, case
law (firm choice), rule, or regulation, from
taking appropriate administrative action
on misconduct unrelated to the disorder or
on misconduct which is influenced by the
disorder. It is the intent of the parties to
provide an opportunity for employees to
resolve their personal problems.

Section c. The President of the Council of

Prison Locals or designee will be notified
of and have the right to participate in the
national EAP meetings, when held.

Section d. Management and the Union

share a commitment to the safety of
employees through the identification and
prevention of workplace violence.

ARTICLE 35 - PRIORITY PLACEMENT writing. Copies of the written justification
PROGRAM will be placed in the promotion file and
forwarded to the employee concerned.
Section a. A Priority Placement Listing
(PPL) will be maintained for the purpose
of giving priority consideration in filling
positions to Federal Bureau of Prisons
employees who have been assigned to
lower-graded positions through reduction
in force procedures, or correction of
classification error actions. Additionally,
the PPL will be used to give the same
consideration to employees who are
granted such priority consideration rights
as a result of grievance decisions and
settlements or other complaint decisions
and settlements.

Section b. In order to be placed on the

PPL, eligible employees must make
application on the prescribed forms for
those positions for which they wish to be
considered and for which they are eligible.

Section c. Employees normally will be

maintained on the PPL until they are
selected for a position such as they
requested or until they have been on the
PPL for three (3) years, whichever comes
first. However, employees placed on the
PPL as the result of grievance or
complaint decisions or settlements will
receive the number of priority
considerations required under the terms
of decisions or settlements, not to exceed
three (3) years on the PPL.

Section d. The PPL will be consulted

prior to the filling of a unit position, and all
qualified employees on the listing for that
position will be considered. If an
employee on the PPL is considered but
not selected for a vacancy, the selecting
official will justify the non-selection in


The Union and the Employer

endorse the philosophy that people are
the most valuable resource of the Federal
Bureau of Prisons. We believe that every
reasonable consideration must be made
by the Union and the Employer to fulfill
the mission of the organization.

This will be achieved in a manner

that fosters good communication among
all staff, emphasizing concern and
sensitivity in working relationships.
Respect for the individual will be foremost,
whether in the daily routine, or during
extraordinary conditions. In a spirit of
mutual cooperation, the Union and the
Employer commit to these principles.


The Union and the Employer

recognize that a positive working
environment is conducive to fostering
good employee morale and serves to
promote staff efficiency and productivity.
Both parties endorse the prevention of
sexual harassment in accordance with all
laws, rules, and regulations.


The Employer agrees to abide by

all laws, rules, and regulations regarding
the employment of individuals with
disabilities. In this regard, the Employer
will reasonably accommodate qualified
employees with disabilities.

ARTICLE 39 - FURLOUGHS essential functions;
2. employees who wish to be
Section a. This article sets forth furloughed will be given priority,
procedures to be followed if the Employer provided they fall within a group of
determines it to be necessary to furlough employees scheduled for furlough.
bargaining unit employees for thirty (30) If there are an insufficient number
days or less due to a lack of work, funds, of volunteers, and Management
or operating authority. These procedures has no legitimate work-related
will be carried out in accordance with reason to retain some employees
laws, rules, and regulations. in the group and furlough others,
employees in the group will be
1. the procedures to be followed for selected for furlough in an
furloughs of more than thirty (30) equitable manner; and
days are contained in applicable
portions of 5 USC, 5 CFR, and in 3. employees who will be furloughed
Article 25 of this Agreement. on less than a full-time basis will be
allowed to submit a preference for
Section b. Unless unforeseeable furlough days, and will have those
circumstances present themselves, such preferences considered in
as sudden breakdowns in equipment, acts developing the roster of furloughed
of God, or sudden emergencies requiring employees.
immediate curtailment of activities,
Management will notify the Union at the Section d. An employee who is to be
appropriate level, in advance and in furloughed for thirty (30) days or less is
writing, of the need to furlough entitled to at least thirty (30) days
employees. This notice will contain: advance written notice. This advance
notice is not required if unforeseeable
1. the reason(s) for the furlough; circumstances arise as discussed in
Section b. and in applicable laws, rules,
2. the organizational segment(s) and regulations.
affected by the furlough; and
Section e. If a furlough is necessary due
3. the estimated number of to lapse in appropriations, and the
employees to be furloughed. regulations allow, employees will be
permitted to request placement in a
Section c. When a furlough is necessary, furlough status for an absence that was
and Management decides to furlough previously approved as annual leave or
some, but not all, employees: sick leave. Employee requests to be
placed in furlough status will considered
1. the Agency will determine the insofar as they do not decrease the
number and types of positions safety, security, or mission
which will be vacated in accomplishment of the organization, and
consideration of the workload and as long as the approval would be in line
staffing levels needed to perform with appropriate regulations.

Section f. When appropriations allow,
employees who were furloughed, or who
were required to work during the furlough,
will be compensated.

Section g. In accordance with laws, rules,

and regulations, health benefits will
continue during a furlough period for
those employees who opt for continued
coverage, and basic life insurance will
continue for the time periods specified in
applicable laws, rules, and regulations.

ARTICLE 40 - ASBESTOS initial notification during Institution
Section a. The Agency will continue to
conduct asbestos containing material Section e. When all of the conditions as
(ACM) surveys of targeted facilities to specified in applicable laws, rules, and
determine the presence of asbestos regulations are met for hazardous duty
and/or lead-based paint, as funding is pay or environmental differential pay,
available. employees will be compensated as
1. these surveys will be conducted by
a qualified professional contractor; Section f. Asbestos containing material
will be stored, labeled, and disposed of in
2. when conducting the survey, the accordance with EPA and state regulatory
Union will be invited and agency guidelines, as appropriate.
encouraged to have a local
representative participate in Section g. The Employer will initiate a
accordance with Article 27; and maintenance program in all facilities that
contain asbestos. Such maintenance
3. the Union will have the opportunity programs will include, but not be limited
to receive or review copies of the to:
final report or survey completed for
ACM/lead-based paint by the 1. periodic examinations of asbestos
Agency in accordance with Article containing materials to detect
27. deterioration;

Section b. Qualified staff will only work 2. written procedures for handling
with asbestos during emergencies, clean- asbestos containing materials;
up/repair, renovation, and maintenance to
include encapsulation. The area or 3. written procedures for asbestos
quantity allowed for those operations will disposal; and
not exceed one (1) glove bag.
4. written procedures for dealing with
Section c. Where it has been determined asbestos-related emergencies.
that asbestos exists in a facility, the
Employer will ensure that the staff Section h. In areas where asbestos is
exposures are controlled in accordance being abated, warning signs will be
with the action levels set forth in 29 CFR displayed which clearly detail the danger
1926.1101. of asbestos and the restrictive entry
procedures to anyone except qualified
Section d. The Employer recognizes its workers, and will also denote the
responsibilities involving staff notification requirements for the use of proper
of suspected or asbestos contained protective equipment. These signs will be
material. This notification will be given in a location to alert personnel so that
yearly at annual refresher training with proper protective steps can be taken

before staff proceed into a restricted area.
Section I. Protective clothing and
equipment will be issued to all employees
required to work with asbestos in
accordance with 29 CFR 1926.1101.

Section j. In accordance with 29 CFR

1926.1101, the Employer shall institute a
program for all employees who, for a
combined total of thirty (30) or more days
per year, are engaged in Class I, II, or III
work or are exposed at or above the
permissible exposure limit for a combined
thirty (30) days or more per year.

1. when the employee is assigned to

an area where exposure to
asbestos may be at or above the
permissible exposure limit for thirty
(30) or more days per year, or
engage in Class I, II, or III work for
a combined total of thirty (30) or
more days per year, a medical
examination must be given within
ten (10) working days following the
thirtieth (30th) day of exposure.


Section a. This Agreement will be

published by the Employer, at no cost to
the Union or any bargaining unit

Section b. The Agreement will be printed

in an 8½" x 11" format.

Section c. This Agreement will be

published and distributed as soon as
possible, but within seventy-five (75) days
of the completion of the ratification
process and Agency head review.

Section d. The Employer will provide a

copy of this Agreement to all current
employees at each institution/facility
within the time frame set in Section c.
above. New employees will receive
copies of the Agreement during their
orientation. The Employer will maintain a
supply of this Agreement at each facility
and will honor replacement requests from

Section e. Should any revision of this

Agreement be necessary, all expenses
related to revising this Agreement will be
borne by the Employer. Distribution will
be made in accordance with Section d.,

Section f. The Employer will provide the

President of the Council of Prison Locals
six hundred (600) copies of this
Agreement. If this Agreement is revised,
six hundred (600) copies of the revised
Agreement will be provided to the Council
of Prison Locals President.

ARTICLE 42 - EFFECTIVE DATE AND amendments will remain in force for the
DURATION OF THIS AGREEMENT remainder of the Agreement. Local
supplemental agreements may be
Section a. This Agreement will take effect reopened by mutual agreement of the
upon completion of the Union ratification parties at the local level.
and Agency head review process in
accordance with 5 USC, Section 7114(c).

Section b. This Agreement will be in full

force and effective for three (3) years from
the effective date, but may be extended in
one (1) year increments thereafter by
mutual consent of the parties. Written
notice may be given by either party to the
other not less than sixty (60) days but not
more than ninety (90) days prior to the
expiration date that it desires to amend
the Agreement. In the event notice is
given, the parties will begin negotiating
within thirty (30) days. If negotiations are
not completed by the expiration date, the
Agreement will be automatically extended
until a new Agreement is mutually agreed

Section c. If neither party desires to

renegotiate this Agreement, the parties
will execute new signatures and date.

Section d. Amendments to this

Agreement may be negotiated at any time
by mutual agreement of the parties. The
Agreement will be reopened upon the
request of either party to revise or amend
as required by new laws or regulations of
appropriate higher authorities.

At the end of the eighteenth month

following enactment of this Agreement,
either party may request to reopen the
Agreement at which time each party may
select no more than two (2) articles for
renegotiation. Any revisions or



1. Contract negotiations will take place at a mutually agreed upon site.

2. Negotiations will commence on an agreed upon Monday morning and continue, on

consecutive days, through Friday, if necessary. If additional time is needed to conclude
negotiations, the same Monday through Friday schedule will be used for consecutive
weeks. Proposals will be exchanged no less than fourteen (14) days prior to
commencement of negotiations.

3. Negotiations will be conducted during the regular day shift hours

(typically 7:30 am - 4:00 pm).

4. Members of the Union negotiating team will be assigned to day shift hours, with a
Monday through Friday schedule, for the duration of actual negotiations.

5. Union negotiators will be on official time during the course of negotiations, to exclude
mutually agreed upon breaks.

6. Shift changes and up to eighty (80) hours of official time will be granted to the Union to
prepare for negotiations.

7. Management will notify the Union at least fourteen (14) calendar days prior to the
beginning of negotiations of the number of negotiators assigned to the Management team.
The Union will be entitled to a minimum of five (5) negotiators on official time or the number
of Management negotiators, whichever is greater.

8. Negotiators may be replaced by alternates who will have the same rights to speak for
and bind their principals as the members they replace. The chief negotiators will give
advance notice of a substitution so as to allow for appropriate reliefs, if possible.

9. The chief negotiators may designate any members of their teams to make appropriate

10. Articles for negotiation will be considered in numerical order. Either party may move to
table an article, or any part of an article, but the tabling of an article will only be done by the
mutual consent of the parties. Any article, or part of an article, that is tabled will be brought
from the table prior to the conclusion of the negotiations. Either party may move to bring an
article, or part of an article, from the table; however, the bringing of an article or part of an
article will only be done by mutual consent while other articles are still pending, in
numerical order. When all articles have been initially addressed, and the parties cannot

agree as to bringing which tabled articles from the table, tabled articles will again be
addressed in numerical order.

11. Either party may call a caucus. The party calling the caucus will leave the negotiating
room and will meet in another suitable location.

12. Copies of needed laws, rules, regulations, or policies will be made available to the
Union by the Agency upon request.

13. As proposals are agreed upon, the chief negotiator for each party will initial the final
language, thereby certifying the agreement.

14. Either party may request the services of the Federal Mediation and Conciliation

15. The Union negotiating team has the authority to speak for the local membership;
however, the local supplemental agreement will not be binding upon the Union unless
ratified by the membership.

16. Review of the local supplement will be conducted in accordance with Article 9, Section
d. of the Master Agreement.

17. By mutual agreement, any provisions of the ground rules may be altered or modified at
any time.



Article 18, Section d(2)(d): The roster committee will consider preference requests in order of
seniority and will make reasonable efforts to grant such requests. Reasonable efforts means
that Management will not arbitrarily deny such requests. (Seniority is defined in Article 19).





Article 18, Section d(2)(a): Employees may submit preference requests for assignment, shift,
and days off, or any combination thereof,...

My first choice request is:

Shift_________________Days off_________________Assignment____________________

My second choice request is:

Shift_________________Days off_________________Assignment____________________

My third choice request is:

Shift_________________Days off_________________Assignment____________________

--------------------------------to be completed by the Roster Committee--------------------------------

Action by the Committee:


Days off


cc: Union, Employee

5 CFR, 78 Section 310.102, 52
Section 335.103, 9 Caucus, 85
Section 2635.809, 15 Certification testing, 49
5 USC, 2, 10, 12, 26, 29, 36, 38, 64, 78 Chief
552a Privacy Act, 18 Labor Management Relations and Security, 28,
1213, 13 29, 32, 66
7101, 2 Chief Executive Officer, 24, 29, 35, 45, 48, 56, 57,
7103, 27 59, 63, 66
7106, 5, 7, 8, 32, 56 Chief Medical Officer, 42, 58
7114, 5, 7, 11, 31, 34, 83 Circulars, 31
7115, 19 Classification error, 74
7117, 5, 7 Clean and sanitary, 62
7121, 65 Codes, 56
7131, 27, 28 Coercion, 10, 16, 57
7513, 63 Collective agreement, 1
20 CFR Collective bargaining, 1, 2, 10, 16, 21
Section 10.102, 58 Color, 10, 50
29 CFR Committee(s), 24, 25, 27, 39, 40, 41, 46, 49, 50, 55,
Section 1926.1101, 80, 81 56, 57, 60, 86
Commuting area, 53, 69
Absent, 5, 47 Compressed work schedules, 38
Administrative action, 11, 73 Conditions of employment, 1, 2, 3, 5, 7, 10, 16, 18,
Administrative leave, 45 26, 27, 56
Administratively controllable travel, 39 Confidential, 55, 72
Advance sick leave, 48 Confidentially, 25, 72
Adverse action(s), 18, 27, 63, 66 Conflict of interest, 35
Affirmative Action Plan, 50 Congress, 10, 27
Age, 10, 50 Consultation, 22, 32
Ailment, 48 Contagious disease, 47
Alcohol, 72 Controlling inmates, 56
Alleged violation(s), 65, 68 Conventional grievance procedures, 67
Allotment, 19, 20 Correctional Service, 39, 40, 41
Amend the Agreement, 83 Council Officers, 31
Annual leave, 28, 42, 44, 45, 46, 49, 58, 78 Council President, 28, 29
Appearance and dress, 11 Council representative, 17, 69
Applicable laws, 2, 8, 10, 14, 16, 23, 36, 37, 38, 39, Counseling, 13, 64, 72, 73
42, 44, 45, 51, 54, 64, 72, 78, 80 Counselor for employees, 72
Arbitration, 22, 28, 33, 66, 68, 69, 70 Co-worker, 44
Arbitration hearing, 69
Arbitrator, 63, 66, 67, 68, 69, 70 Dangerous situation, 41
Arbitrator's fees, 68 Dates for a hearing, 68
Asbestos, 80, 81 Day shift, 25, 28, 29, 40, 41, 69, 84
Asbestos Containing Material Survey, 80 Days off, 39, 41, 42, 43, 69, 86
Attendance, 17, 47, 50, 69, 72 Daytime hours of work, 17
Audits, 57 Death, 44, 56
Dental, 47
Bargaining unit, 2, 10, 16, 18, 21, 24, 27, 32, 33, 42, Department head, 41, 44
43, 44, 54, 78, 82 Derogatory material, 37
Basic, 36, 38, 49 Development of employees, 49
Benefits, 7, 57, 58, 59 Diagnosis, 58
Breakdowns in equipment, 78 Directly to arbitration, 66
Bulletin board, 31 Disability(ies), 42, 48, 77
Disasters, 45
Captain, 39, 40 Disciplinary action(s), 8, 11, 63, 64
Career, 37, 45, 51 Disciplinary or adverse actions, 18, 63
Career development plan, 51 Discipline

purpose of, 63 Distribution, 11, 19, 24, 25, 31, 32, 33, 43, 53, 82
Discrimination, 10, 16, 50, 57 Documents, 14, 50
Drug abuse, 72 Flood, 45
Dues, 19, 20, 31 FLRA, 22, 27
Duplicate, 21 Formal grievance, 65, 66
Duty hours, 26, 31, 49 Formal grievance form, 66
Duty-free, 38 Foul weather clothing and/or gear, 59
Free from recognized hazards, 56
Education, 49, 55 Funeral, 44
EEO Counselors, 50 Furlough(s), 53, 63, 78, 79
EEO Program, 50
Effective date Geographic location, 51
of Agreement, 11, 14, 28, 83 Glove bag, 80
of contested action, 63 Grievance, 10, 17, 19, 28, 30, 34, 36, 66, 67, 68, 69,
of quarter change, 40 70, 75
of reduction in force or transfer of function, 53, remedy, 68, 69
54 Grievance procedure, 33, 35, 65, 66, 67
of resignation, 55 Grievant, 65, 66, 69
Effectiveness, 43 Grieve, 33, 35
Efficiency of the service, 63 Grieving party, 66, 67, 68
Egregious, 63 Growth and development, 51
Emergency(ies), 8, 45, 47, 58, 59, 78, 80
Emotional problems, 72 Hairstyle, 11
Employee behavior, 63 Handicapped employees, 77
Employee morale, 33, 76 Hazardous duty pay, 80
Employee preference request, 39 Hazards, 56, 57
form, 39, 86 Hazards associated with the normal industrial
Encapsulation, 80 operations, 56
Environmental differential pay, 80 Hazards of a correctional environment 56
EPA, 80 Health, 13, 24, 42, 44, 45, 47, 56, 57, 58, 60, 61, 79
Equal employment opportunities, 50 Higher authority, 11, 32, 51
Equipment, 31, 49, 59, 60, 62, 78, 81 Higher skill occupations, 51
Equitable distribution of overtime, 43 Hiring, 50
Evening shift, 40 Hospitalization, 42
Examination, 11, 12, 13, 16, 47, 80, 81 Housing, 24
Exchange, 3, 22, 42, 69, 84
Exclusive representative, 1, 2 Illness(es), 42, 47, 57, 58, 72
Executive Orders, 56, 57 Incentive Awards, 24
Expense, 3, 6, 24, 26, 27, 31, 68, 69, 70, 82 Inclement weather, 59, 62
Expiration date, 21, 83 Indebtedness, 15
Informal resolution, 65
Facial hair, 11 Informally, 65
Family, 44, 45, 47, 72 Informational package, 55
Family and Medical Leave Act, 44, 47 Injury(ies), 42, 47, 57, 58
Family Friendly Leave Act, 44 Inspections, 57
Federal Employees' Compensation Act, 57 Institution Chief Executive Officer, 29
Federal Equal Employment Opportunity Institution supplement, 60
Recruitment Plan, 50 Institutional Familiarization, 18
Federal Labor Relations Authority, 22, 36, 67 Interference, 10, 16, 57
Federal laws, 56 Internal Union business, 28, 29, 31, 45
Federal Mediation and Conciliation Service, 68, 85 Investigated, 57
Federal Service Impasses Panel, 22 Investigation, 11, 12, 13, 57, 63, 64, 73
Federal Service Labor Management Relations Investigator, 12, 16, 27
Statute, 2 Invoke arbitration, 68
First aid, 58 Issue, 3, 22, 24, 25, 55, 56, 67, 68 schedule, 38 Issues involved, 68

Jury duty, 41
Job assignment, 41 Just and sufficient cause, 63, 66
Job Performance, 72 (see also Work Performance)
Occupational illnesses, 57
Labor Management meetings, 3, 4 Office space, 31
Labor Management Relations and Security Officer, 16, 17, 18, 28, 31, 35, 40, 41, 42
Branch, 23, 28, 29, 32, 66 Official duties, 35, 60
Lapse in appropriations, 78 Official records, 55
Laws, 2, 5, 8, 10, 13, 14, 16, 21, 23, 26, 29, Official time, 3, 26, 28, 29, 50, 57, 67, 69, 84
36, 37, 38, 39, 42, 44, 45, 51, 54, 56, 57, 64, On-the-job accidents, 57
72, 76, 77, 78, 79, 83, 85 OPM, 31, 55
Lead-based paint, 80 Optical, 47
Leave without pay, 28, 44, 58 Order, 14, 19, 25, 39, 40, 41, 43, 50, 57, 68,
Legal protection, 10 74, 84, 85, 86
Local negotiation Ordinarily, 38, 41, 43
requesting, 40, 42, 46, 70 Organize, 16
review of, 63, 85 OSHA, 56, 57
time frame, 33, 82 Other duties as assigned, 36
Local negotiations, 6, 13, 22 Outside employment, 35
Local President, 5, 18 19, 31, 40, 41, 53 Overtime, 25, 38, 42, 43
Local supplemental agreement(s), 5, 21, 23, Overtime assignment, 42, 43
83, 85
Local Union President, 6, 11, 17, 18, 21, 40, Paraphrase, 21
66 Lunch, 38 Pay period, 19, 20
Payroll allotment, 19
Management officials, 8, 28, 36 Payroll deductions, 14
Management team, 84 Penalty, 10, 13
Medical, 42, 44, 47, 48, 81 Per diem, 68, 69
Medical certificate, 47, 48 Performance, 1, 27, 33, 47, 53, 57, 59, 60,
Medical evidence, 42 64, 72
Medical reasons, 42, 48 Performance standards, 33
Medical records, 58, 72 Perimeter patrols, 62
Medical slip, 47 Permissible exposure limit, 81
Meeting facilities, 31 Personal concern, 10, 15, 45
Memorandums of understanding, 1 Personal physician, 58
Merit Promotion Plan, 51, 72 Personnel file, 37, 49
Military leave, 46 Personnel policy(ies), 1, 3, 5, 7, 16, 18, 26,
Minorities, 50 27
Misconduct, 18, 63, 73 Personnel record, 37
Mission, 1, 8, 11, 35, 44, 75, 78 Physical handicap, 50
Monitored, 43 Physician, 42, 58
Policy issuances, 5, 6
National official, 22 Position classification, 36
National origin, 10, 50 Position description, 36
National representative, 28 Practices, 1, 3, 5, 7, 8, 16, 18, 26, 27
Negotiability, 22 Pregnancy, 47, 48
Negotiability dispute, 22 President, 2, 5, 6, 28, 29, 31, 32, 38, 51, 53,
Negotiations, 5, 6, 13, 18, 21, 22, 27, 83, 84 63, 66, 73, 82
contract, 84 President
Neutral site, 69 Council of Prison Locals, 2, 5, 28, 29, 32,
New institution, 25, 29 38, 51, 53, 63, 66, 73, 82
Newly established locals, 21 Presumption, 43
NIOSH, 57 Primary duties, 56
Non-probationary employees, 27 Probationary employees, 11, 43, 64
Notices, 18, 27, 31, 45, 54 Professional, 58, 80
Progressive discipline, 63

Proposal(s), 18, 22, 64, 84, 85
Protective clothing and equipment, 81 Qualified employees, 42, 74, 77
Psychiatric, 42 Quarterly rosters, 39
Public Health Service, 44 Questioning, 11, 12
Public transportation, 45 Questionnaires, 32
Publication and distribution, 82
Race, 10, 50 SF-1187, 19, 20
Reasonable effort(s), 12, 39, 40, 41, 43, 45, 51, 86 SF-1188, 19, 20
Reasonably accommodate, 77 SF-71, 47
Reasons for resigning, 55 Shift, 25, 28, 29, 38, 39, 40, 41, 42, 43, 47, 69, 84,
Recruitment, 50 86
Recuperating, 42 Shift changes, 42, 84
Reductions in grade or pay, 63 Shift or assignment changes, 43
Reduction in force, 53, 54, 74 Shifts and posts, 38
Regional Director, 26, 63, 66 Sick and annual, 41, 42, 43
Regional Vice President(s), 2, 23, 28, 31 Sick and annual relief, 41, 43
Religion, 10, 50 Sick leave, 44, 47, 48, 58, 72, 78
Remedy, 67, 68 Sick leave records, 48
Removals, 63 Sickness, 47, 48
Renegotiation, 83 Sign-up lists, 43
Reports, 27, 29, 32, 42, 57 Specialized experience, 68
Reprisal, 10, 12, 13, 32, 57 Spouse, 44, 52
Residence, 12 Standard workday, 38
Resignation(s), 46, 55 Standards, 33, 56
Respect for the individual, 75 Statements, 5, 12, 18, 64, 73
Restraint, 10, 16, 38, 57 Supervisor(s), 11, 14, 15, 16, 17, 25, 26, 28, 33, 36,
Restrictive entry procedures, 81 38, 42, 43, 46, 47, 51, 52, 58, 64, 66, 80
Retention, 50, 54 Supplemental agreement(s), 5, 7, 16, 21, 22, 23,
Retirement information, 55 83, 85, 85
Retirements, 46 Suspensions, 63
Roadworthy condition, 62
Roll calls, 41 Technical, 38, 49, 51
Roster committee, 39, 40, 41, 86 Temporary assignment, 42
Rotation policy, 17 Testing, 49, 62
Routine questions, 11 Time off between shifts, 41
Toilet facilities, 62
Safety, 13, 24, 44, 56, 57, 59, 60, 61, 62, 73, 79 Trade approved annual leave, 46
Safety and health, 56, 57, 60 Training, 18, 24, 27, 28, 29, 46, 49, 51, 55, 56, 80
Safety and Health Committee, 56, 57 Training committee, 49, 55
Safety and health inspection, 57 Transcript, 70
Safety and health of employees, 56 Transfers, 46
Safety and Health Specialists, 56 Travel, 12, 25, 26, 27, 39, 45, 57, 68, 69
Safety Committee, 60 Travel and per diem, 68, 69
Safety equipment, 59, 62 Treasurer, 19, 28, 31
Safety Officer, 60 Treatable disorder, 73
Salary payment, 14 Treatment and medications, 58
Sanitary condition, 36
Searches, 13 Understandings, 7
Secretary, 19, 28, 31 Unforeseeable circumstances, 78
Security, 8, 11, 13, 18, 23, 28, 29, 31, 32, 42, 44, Unhealthful, 57
59, 64, 66, 72, 79 Uniform, 59, 60, 61
Self-employment, 35 Uniform allowance, 60
Seniority, 40, 44, 45, 46, 86 Uniformed employees, 59, 60, 61
Serious personnel shortage, 45 Union dues, 19
Sex, 10, 50 Union negotiating team, 84, 85
Sexual Harassment, 76 Union Officers, 17, 26, 28

Union official business, 31 Unsafe, 57
Union ratification, 83 Upward Mobility Program, 50, 51
Union representation, 24, 39
Union representative(s), 3, 11, 12, 13, 16, 17, 18, Vacancies, 51
24, 25, 26, 27, 28, 29, 31, 36, 46, 57 Vacation periods, 44
new institution, 25 Vehicles, 62
Unit position, 74 Violating law or government-wide regulation, 22
Violating the Master Agreement, 22
Volunteer(s), 43, 78

Weather conditions, 45
Well-being, 56, 72
Withdraw a resignation, 55
Witnesses, 27, 68, 69
Women, 50
Work assignments, 42
Work performance, 33
Workday(s), 11, 25, 38, 39, 68
Working conditions, 3, 7, 18, 24, 54
Working hours, 11, 58
Working relationship(s), 13, 75
Work sites, 13, 16, 17, 62
Workweek, 38, 39, 44
Written benefits, 7
Written justification, 74
Written notice, 78, 83
Written procedures, 80
Written statement, 47, 48