PREAMBLE: This agreement is made and entered into
by and between the United States Penitentiary &
Federal Prison Camp, Atlanta, Georgia, hereinafter
referred to as the "EMPLOYER", and the American
Federation of Government Employees, Council of
Prisons Locals, Local-1145 hereinafter referred to as
the "UNION". This agreement and any memoranda of
understanding by both parties as may be agreed upon
hereunder from time to time, together constitute a
collective agreement between the Employer and the
Union.
ARTICLE-1, RECOGNITION
1.) The union is recognized as the sole and exclusive
representative for all bargaining unit employees as
defined in Section b. & c. of the Master Agreement.
2.) The Elected Officers of the Union and their duly
designated representatives will be considered the voice
of Local-1145.
3.) The Union President or expressed designee will be
the designated contact person whenever the Union is
identified in this supplemental agreement, unless
specified otherwise. The Wardens designee will be the
designated contact person whenever the Employer is
identified in this supplemental agreement, unless
specified otherwise.
4.) Local-1145 recognizes its responsibilities of
representing the interest of all bargaining unit
employees without discrimination and without regard
to union membership in accordance with 5 USC, Duty
of Fair Representation and applicable regulations and
policy.
ARTICLE-2, JOINT LABOR-MANAGEMENT
RELATIONS MEETINGS
1.) Meetings will be held the 2nd Wednesday of each
month. The meeting place will be mutually agreed upon
and will be held in a neutral setting. There shall be no
requirement for a quorum of members for the purpose
of holding such meetings. Representatives of the
Employer and (2) representatives of the Union, or a
number equal to management representatives,
whichever is greater. Each party shall designate a
spokesperson.
2.) The parties will exchange written agenda items no
later than (7) calendar days prior to the scheduled
meeting. If the parties do not submit any agenda items a
written response to that affect is required. This will not
preclude the parties from submitting other significant
issues at the meeting if mutually agreed upon.
3.) Following each meeting, the minutes of the meeting
inclusive of the topics discussed and any understandings
reached, will be prepared by the Employer and a copy
will be furnished to the Union within four (4) working
days. The minutes will be signed by the spokesperson of
each party, after review by each party.
4.) For the purpose of these monthly meetings refer to
Article 2. Section a.
5.) The Union or Employer if mutually agreed upon
may call special meetings, as the need arises.
6.) A suspense date for response or corrective action on
each agenda item, when appropriate, may be
established during the discussion of the matter. These
dates shall be reflected in the minutes of the meeting.
7.) During the December Labor-Management Relations
Meeting, the Employer will provide the Union with a
copy of a sanitized listing of all bargaining unit
employees' disciplinary/adverse actions. The list will
consist of: a.) number of Disciplinary/Adverse actions
processed b.) Charges of actions c.) Sanctions imposed
ARTICLE-3, GOVERNING REGULATIONS
1.) When locally-proposed policy issuances are made by
the Employer, the local Union president or designee will
be notified by certified mail of the proposed policy. The
mailing address will be AFGE, Local-1145 mailbox at
USP Atlanta.
ARTICLE-4, RELATIONSHIP OF THIS
AGREEMENT TO BUREAU POLICIES,
REGULATIONS AND PRACTICES
Refer to Master Agreement
ARTICLE-5, RIGHTS OF THE EMPLOYER
(Refer to Master Agreement)
ARTICLE-6, RIGHTS OF THE EMPLOYEE
1.) Ordinarily, employees will be interviewed during
their scheduled duty. Employees will be eligible for
overtime in the event he/she is required to remain after
their scheduled duty hours or required to report to the
facility for an interview.
2.) The Employer will post a notice on the bulletin
boards located in the human Resource Department
advising all employees of their rights under Article 6,
Section f. g, h, i,j.
3.)The Employer will inform each new employee of the
Union's exclusive recognition and provide him/her with
a copy of the negotiated agreements (Master &
Supplemental).
4.) Both parties endorse and agree to support all
programs which enhance communication and build
morale for all staff. These programs include, but are
not limited to, wellness programs, career development
programs, affirmative action programs, employee club
programs, and correctional workers week events.
5.) If a supervisor maintains any files on an employee,
the employee shall have the right to see the file upon
request by appointment. The employee will ' have the
right to make copies of any such files.
6.) If an employee is required to sign any type of
government form/document, it is understood the
employee may elect to sign that form/document with
any color ink.
ARTICLE-7, RIGHTS OF THE UNION
1.) In the absence of the Union president, the following
Union officials, in this order, are delegated his/her
authority: Vice President, Treasurer, Chief Steward,
Secretary and Sergeant at Arms.
2.) The Union will be provided a thirty (30) minute
training slot during institution Familiarization of new
employees. The Union will provide the employee
development manager a copy of the lesson plan. The
union representative conducting the training session
will be allowed to utilize all training aids and/or
equipment available. The employer will notify the
Union in writing as to when the Institution
familiarization classes are scheduled and what date and
time the Union will be able to present its training.
3.) The Union may designate a maximum of twenty five
(25) stewards or one (1) steward per twenty five (25)
bargaining unit employees whichever is greater. These
stewards shall be vested with sufficient authority by the
Union to resolve disputes at the informal step. Final
decisions of any formal resolution can only be approved
by an Executive Officer of the Union, in the absence of
the Union President. The Union will provide the
employer with the names of all stewards. The union will
immediately notify the Employer of changes in
stewards.
ARTICLE-8, UNION DUES BY PAYROLL
DEDUCTION
Refer to Master Agreement
ARTICLE-9, NEGOTIATIONS AT THE LOCAL
LEVEL
1.) Only the Union president or an officer designated in
Article 7, of this supplement may make a final decision
in a formal negotiation. Decisions will be presented in
writing. Similarly, no decision by management is final
unless made by properly delegated authority.
ARTICLE-10, UNION REPRESENTATION ON
COMMITTEES
1.) The Executive Secretary of the Union shall be the
Union's contact person pertaining to this article.
ARTICLE-11, OFFICIAL TIME
Refer to Master Agreement
ARTICLE-12, USE OF OFFICIAL FACILITIES
1.) The employer agrees to a space provided for a local
Union suggestion box located in the main staff lounge
area, next to the Union's bulletin board.
2.) The employer agrees to furnish space on existing
bulletin boards in all staff lounge area's in accordance
to the Master Agreement.
3.) The Union will be provided space in the institutions
newsletter with the understanding that management
has the right to edit the submission. The Union will be
notified of the excluded portion of the submission and
may submit a revised version within required time
restraints.
4.) The training building will normally be made
available for regular monthly meetings of the Union, to
be held on the first Monday of each month, starting at
4:30pm, unless that Monday is a holiday then the
meeting will be scheduled for the following Monday.
The Union President, or in his/her absence, the Vice
president, accepts responsibility for the building and
activities. Special meetings may be held at the Training
building upon request of the Local Union, providing
there is advance approval and the training building is
available. If the training building is not available for
either regular or special called meetings, other space
may be mutually agreed upon.
5.) The Union may utilize the Employees mail boxes,
and a designated space below the Unions easel board in
the front sallyport for distribution of Union \R news
letters or information letters to employees in
accordance with Article 12, section a. of the Master
Agreement.
6.) The Employer will designate two (2) parking spaces
in the front circle parking area for fifteen (15) minute
parking.
7.) The Employer will designate fifteen (15) parking
spaces in the parking lot for motorcycle parking only.
These spaces will be labeled " Motorcycle Parking
Only". These spaces will also be equipped with metal
plates installed in the asphalt for the placement of
motorcycle kickstands.
8.) The Employer will provide the Union with File
Cabinet space and Office space. The office area will
also be equipped with an outside phone line.
9.) The employer will provide an adequate amount of
lockers for general staff use.
10.) The employer will maintain a staff lounge in the
following area's:
a.) Main institution b.) Detention Center c.)
Unicor/CMS d.) Education/Recreation e.) Camp The
staff lounges will be maintained at existing levels, but
equipment may be upgraded through local negotiations.
11.) The Employer agrees, with the coordination of the
Human Resource management staff, that Union
representatives will be allowed reasonable use of the
Human Resource Management copy machine for
Labor-Management relations business. In the event that
this copier is unavailable or during nonbusiness hours,
the copier in the Lt's office will be utilized.
ARTICLE-13, QUESTIONNAIRES
Refer to Master Agreement
ARTICLE-14, EMPLOYEE PERFORMANCE AND
RATINGS
1.) An employee may request a notation be placed on
his/her performance log to denote a positive
performance by submitting a memorandum to the
appropriate supervisor. The employee will advise
his/her supervisor of the details which would justify a
notation with this memorandum. The appropriate
supervisor shall make a decision and will inform the
employee.
2.) All entries on evaluations or in performance logs of
bargaining unit employees will be typed or legibly
written in ink. It is understood that employees may sign
evaluation's and or log entries with any color ink.
ARTICLE-15, OUTSIDE EMPLOYMENT
Refer to Master Agreement
ARTICLE-16, POSITION DESCRIPTION AND
REVIEW
Refer to Master Agreement
ARTICLE-17, EMPLOYEE PERSONNEL FILES
Refer to Master Agreement
ARTICLE-18, HOURS OF WORK
1.) In the event that bargaining unit employees have the
same seniority as defined in Article 19, Section e of the
Master Agreement when formulating the correctional
services roster the Employees Federal Service
Computation Date will be computed and used to
determine which Employee has the most seniority.
2.) While preparing the correctional services roster if
an employees preference request is denied for a
legitimate work related reason, then that reason will be
noted on the request form by the roster committee.
3.) The following guidelines will be utilized for roster
committees outside correctional services department:
a.) Roster committees will be formed for all
departments outside correctional services with union
representation on the committees.
4.) The following procedures will be utilized in filling all
overtime in the services department:
a.) There shall be a sign-up sheets maintained in the
prospective department. All employee's may place their
name on the sign-up sheet for overtime request. This
sign-up sheet will be renewed bi-weekly. These sign-up
sheets will be posted on Wednesday at 7:30a.m. and will
be utilized/effective Sunday. Employees may only
sign-up for themselves.
b.) The sign-up sheets will contain spaces for the
following information, 1.) Employee's Name, 2.) Phone
Number( Duty & Home), 3.) Day and Shift available for
Overtime,
4.)Employee's Department 5.) Action & Initials.
c.) The following information will be denoted in the
"Action" space by the Staff Member contacting staff
for overtime- W=Worked OT, R=Refused OT, NA=No
Answer at phone Number. The supervisor shall place
his/her initials in the appropriate space.
d.) All staff on the sign-up sheets shall be offered an
overtime assignment before an employee is offered a
second overtime assignment during the biweekly
period. This requirement will take into consideration
the "Day and Shift Available" section.
e.) If the employee is contacted and refuses the overtime
assignment the employee may be excluded from
overtime for the remaining part of the pay period.
f.) No employee will be allowed to work an overtime
assignment that will overlap their normally scheduled
shift.
g.) The Lieutenant may assign the staff member
accepting the overtime to a post other than the actual
post for which the overtime is being authorized. The
Lieutenant will inform the staff member of the actual
post he/she will be working at the time overtime is
offered.
5.) In the event an Employee is required to remain after
their scheduled duty hours the Employee will be eligible
for overtime/comptime "employees choice".
6.) Employees required to work unscheduled overtime
at least two (2) hours past their regular scheduled duty
hours will be provided the following I provisions.
a.) Allowed an opportunity to make a phone call to
notify a family member he/she is working overtime.
b.) The Employer will make a reasonable effort for the
employee to acquire a meal or snack.
ARTICLE-19, ANNUAL LEAVE
1.) Ordinarily during the last week in September the
Department head will notify their employees of the
maximum number of employees that may be on
scheduled annual leave during each one week period
for the upcoming leave-year. The notification will also
identify when scheduled annual leave will be curtailed
for annual refresher training. The department head will
notify the Union as to the date, time and location of the
leave committee. The union will notify the respective
department head of it's representative for the leave
committee.
2.) The following guidelines will be utilized in
scheduling annual leave in all departments.
a.) Each employee will be responsible for requesting
sufficient annual leave during sign-up period to insure
he/she is not in a "Use or Lose" category at the end of
the leave year. When an employee does not make a
request for annual leave he/she will be given an
opportunity to request annual leave from the leave
period open dates remaining after the leave roster is
completed. This request should be made via
memorandum for up to the total amount of annual
leave authorized to be taken by the employee.
b.) Employees earning four (4) hours annual leave per
pay period will be allowed to schedule up to three (3)
weeks.
c.) Employees earning six (6) hours annual leave per
pay period will be allowed to schedule up to four (4)
weeks.
d.) Employees earning eight (8) hours annual leave per
pay period will be allowed to schedule up to five (5)
weeks.
e.) Annual leave may be scheduled in two (2) week
increments. Employees may choose to select one (1)
week leave increments. Employee may not select two (2)
one (1) week increments under the same choice.
f.) Ordinarily Employees will not be scheduled more
than two (2) consecutive weeks of leave, however
special leave requests may be submitted to the
department head for consideration.
3.) In the event staff members have the same seniority
as identified in Article19, Section e of the Master
Agreement, the following procedure will be utilized to
identify the most senior person:
a.) Federal service computation date will be computed
and used
ARTICLE 20, SICK LEAVE
Refer to Master Agreement
ARTICLE-21, TRAINING
1.) When scheduling SORT and DCT training, the
employer will make every effort to minimize the impact
of work schedule changes effecting other employees.
ARTICLE-22, EQUAL EMPLOYMENT
OPPORTUNITY
Refer to Master Agreement
ARTICLE-23, UPWARD MOBILITY
Refer to Master Agreement
ARTICLE-24, EMPLOYMENT OF RELATIVES
Refer to Master Agreement
ARTICLE-25, REDUCTION IN FORCE
Refer to Master Agreement
ARTICLE-26, RETIREMENT AND RESIGNATION
Refer to Master Agreement
ARTICLE-27, HEALTH AND SAFETY
Refer to the Master Agreement
ARTICLE-28, UNIFORM CLOTHING
1.) Adequate steel-toed footwear for each department
will be provided by the employer as stated in Article 28
of the Master Agreement. Cataloged samples will be
provided by the employer. The final choice of the
specific shoe to be provided will be a joint decision by
the local union and the employer.
ARTICLE-29. WORK SITE CONDITIONS
1.) The employer agrees to provide all permanent ,
active institution towers with refrigerators.
2.) The employer agrees to provide the west metal
detector post with a refrigerator.
3.) The Employer will maintain a mailbox system in a
secure area for all employees. For correctional services,
WORK assignment changes will be placed in the
bulletin board. Employees are required to check this
bulletin board once during each workday. Placement of
information in the mailbox or on the bulletin board will
be considered an adequate method of notification.
ARTICLE-30, DISCIPLINARY AND ADVERSE
ACTIONS
Refer to Master Agreement
ARTICLE-31, GRIEVANCE PROCEDURES
Refer to Master Agreement
ARTICLE-32, ARBITRATION
Refer to master Agreement
ARTICLE-33, MERIT PROMOTION
Refer to Master Agreement
ARTICLE-34, EMPLOYEE ASSISTANCE
PROGRAM
Refer to Master Agreement
ARTICLE-35, PRIORITY PLACEMENT PROGRAM
Refer to Master Agreement
ARTICLE-36, HUMAN RESOURCE
MANAGEMENT
Refer to Master Agreement
ARTICLE-37, SEXUAL HARASSMENT
Refer to Master Agreement
ARTICLE-38, QUALIFIED HANDICAPPED
EMPLOYEES
Refer to Master Agreement
ARTICLE-39, FURLOUGHS
Refer to Master Agreement
ARTICLE-40, ASBESTOS
Refer to Master Agreement
ARTICLE-41, PUBLICATION AND DISTRIBUTION
OF HIS AGREEMENT
Refer to Master Agreement
ARTICLE-42, EFFECTIVE DATE AND DURATION
OF THIS AGREEMENT
Refer to Master Agreement
