Interim
Agreement
The Federal Aviation Administration (hereinafter referred to as the Employer or the FAA) and the Professional Airways Systems Specialists (hereinafter referred to as PASS-MIDO, or the Union) agree to the following interim procedures and provisions for the Parties to fulfill their respective obligations under the LMR Statute. No modification or waiver of its terms and conditions shall be valid unless made in writing and executed by the national Parties. All references to days in this agreement mean calendar days, unless otherwise specified.
Article 1. Recognition and Representation
Article 2. Official Time
Article 3. Maintaining Current Policies and Pay System
Article 4. Notice of Changes
Article 5. Grievance Procedure
Article 6. Information Requests
Article 7. Access to Facilities
Article 8. Dues Withholding
Article 9. Voluntary Leave Transfer Program
Article 10. Negotiated Compensation System
Article 11. Collaborative Relationship
Article 12. Duration
The FAA recognizes the national Union as the exclusive representative for all bargaining unit employees as certified by the FLRA in Case Number WA-RP-90112, effective
January 19, 2000. The Union will provide an updated written list of the names, telephone numbers, and locations of the unit employees designated to serve as the representatives of PASS as specified below within 10 workdays of the effective date of this agreement. The Employer will also provide the Union within 10 work days the names, telephone numbers, and locations of the management officials who will serve as its designated representatives and points of contact at the Directorate and National level.
The Union will provide advance written notice to the FAA's Director of Labor and Employee Relations in Washington, D.C. of all changes of employees designated to serve as Union representatives. The Employer will recognize only those employees duly designated by the national office of the Union.
a. National Representative: The Union may designate one (1) employee from the unit
to serve as the national representative for the unit.
b. Directorate Representatives: The Union may designate one (1) employee from each Directorate to serve as representatives for their respective organizations. These representatives will be designated by the Union to serve as PASS's principal point of contact for issues affecting the Directorate.
c. Office Representatives: The Union may designate one (1) employee from each Manufacturing Inspection District Office (MIDO) and Certificate Management Office (CMO) to serve as an office representative for that MIDO or CMO.
d. Work Group Representatives: Upon written notice by the Employer, the Union may designate a unit employee to serve as the PASS representative for that work group(s). The Employer will provide the Union a statement of the necessary qualifications/ requirements for participation on that work group. Union and Employer work group representatives will have full authority to act on behalf of the Union and Employer on all matters otherwise subject to negotiations under the LMR Statute and for procuring information otherwise requested under the LMR Statute. Either party may terminate any such arrangements with thirty (30) days notice. Shorter termination notice may be given for time-limited work groups. The Employer will pay necessary travel and per diem for the above designated Union work group representative to attend scheduled meetings of the work group. To be effective, all agreements reached between PASS and the FAA will be documented in writing, and entitled “Memorandum of Agreement”.
Unless prohibited by operational requirements, the above-designated Union officials in Article 1 shall be granted official time, if otherwise in a duty status, for the purposes provided for by this agreement. Any release to use official time must be requested from the employee's supervisor first and will specify the amount and category of time needed as indicated below. All use of official time will be reported by the employee and recorded by the employee in the Manufacturing Inspector Management Information System (MIMIS). Upon request, the Employer will provide a report to the Union on the total amount of official time used.
a.
Representational Time:
A designated
Directorate representative may use up to four (4) hours of official time per pay
period and the National Representative may use up to six (6) hours per pay
period for representational purposes. This time may not be carried
over.
(This revised per ULP
settlement dated 4-06-2004)
a. Representational
time
A designated Directorate
representative may use up to four (4) hours of official time per pay period and
the National Representative may use up to six (6) hours per pay period for
representational purposes. Designated
office representatives may use up
to four (4) hours of official time per pay period for representational purposes
in accordance with Article 1 of the PASS-MIDO and FAA-AIR Interim
Agreement.
This time may not be carried over
from one pay period to another pay period, or granted or added to another
representative's time.
This section will be effective
propespectively upon approval and will remain in effect until superseded by a
negotiated term agreement.
(approved by the parties on
4-06-2004)
b. Statutory Time:
A Union representative designated under the provisions of Article 1 of this agreement shall be provided a reasonable and necessary amount of official time to prepare for and participate in negotiations with the Employer and meetings with the FLRA as provided for by 5 U.S.C. 7131(a) and (c).
c. General Labor Management Relations Time:
In addition to the above representational and statutory official time, a Union representative designated under the provisions of Articles 1(a), 1(b), and 1(c) of this agreement shall be granted a reasonable and necessary amount of official time:
(1)
to attend meetings arranged by management and which the Union is expressly invited,
(2)
to attend Weingarten meetings when representation is requested by an employee at that facility,
(3)
to attend formal discussions, and
(4)
to prepare for and present grievances under Article 5, Section 7 and Section 8, Step 4 of the negotiated grievance procedure.
d. On a one-time basis, a Union representative designated under the provisions of Articles 1(a), 1(b), and 1(c) of this agreement shall be granted up to one hour of official time to brief employees on provisions of this agreement.
e. Employees may not use official time or duty time for internal Union business. Employees may request to use leave without pay (LWOP) or annual leave to perform Union business.
Article 3. Maintaining Current
Policies.
Employer personnel policies, practices, and matters affecting conditions of employment of unit employees will remain in place as of the date of this agreement. The Union retains the right to submit proposals regarding any changes to travel policies that were made since January 1, 2000, and to AIR-200 Policy Memorandum 2000-03. In the event the Employer proposes a change to such policies, procedures, and working conditions, the Union will be notified in accordance with Article 4 of this agreement below.
The Parties agree that until a new pay system is negotiated in conjunction with a term agreement, the pay system shall be the existing FG pay system, including all annual, locality, and step increases as provided by law to GS system employees.
a.
National Level.
(1) In the event the Employer proposes to change a national personnel policy, practice, or other matter affecting working conditions, the Employer shall provide the Union written notice of the proposed change. The Union shall, within thirty (30) calendar days of receipt of the notice, submit written proposals to the Employer on those expressed or specific changes proposed by the Employer. However, if the Union desires a meeting to discuss the Employer's proposal prior to submission of its proposals, it may request such a meeting. The Union's proposals will then be submitted within fifteen (15) calendar days of the date of that meeting. If the Union does not file a timely request for a meeting or submit timely written proposals that concern the expressed or specific change(s) in the written notice, the Employer may implement the change as proposed. Only by expressed agreement of the Parties at the national level may any matters related to the proposed change be negotiated at the designated Directorate or local level.
(2)(a) In the event the Union submits timely written proposals as provided in Section a(1) of this Article, the Parties shall arrange to meet within fifteen (15) calendar days of the date of the Union's request to discuss any proposal the Union may have to amend or change the Employer proposal. If after a good faith effort agreement cannot be reached, the Parties are free to pursue whatever course of action is available to them under the Federal Service Labor-Management Relations Statute.
Any national agreements authorized under the provisions of this Article or reached under any other process may not increase or diminish entitlements or otherwise conflict with any provisions of this Agreement. In order to be binding on the Parties, all agreements must be designated as a "Memorandum of Agreement" and contain a specific expiration date or condition for expiration. All agreements must be approved in accordance with 5 U.S.C. 7114(c).
(b) The Employer will not implement the proposed change prior to completing bargaining as required under this Agreement unless required by operational necessity. Operational necessity is defined as; (1) those actions that may be necessary to carry out the Employer's mission during emergencies; or (2) other extraordinary circumstances having a significant impact on Aviation Safety; or (3) matters which the Employer has a compelling need to implement.
Operational necessity is not to be invoked as a means to avoid pre-implementation bargaining. Rather it is the firm intent of the Parties that these provisions will be strictly followed in resolving issues under this Article prior to implementation. Operational necessity will only be invoked in those cases, which meet the strict definition set forth in this Article. If the Employer believes that it is necessary to implement changes prior to the completion of bargaining due to operational necessity, the Employer will notify the Union at the national level with the reasons for proceeding.
b.
Directorate or
Office Level.
(2)(a) In the event the Union submits timely written proposals as provided in Section b(1) of this Article, the Parties shall arrange to meet within fifteen (15) calendar days of the date of the Union's request to discuss any proposal the Union may have to amend or change the Employer proposal. If after a good faith effort agreement cannot be reached, the Parties are free to pursue whatever course of action is available to them under the Federal Service Labor-Management Relations Statute.
Any Directorate or Office agreements authorized under the provisions of this Article or reached under any other process may not increase or diminish entitlements or otherwise conflict with any provisions of this Agreement. In order to be binding on the Parties, all agreements must be designated as a "Memorandum of Agreement" and contain a specific expiration date or condition for expiration. All agreements must be approved in accordance with 5 U.S.C. 7114(c).
(b) The Employer will not implement the proposed change prior to completing bargaining as required under this Agreement unless required by operational necessity. Operational necessity is defined as; (1) those actions that may be necessary to carry out the Employer's mission during emergencies; or (2) other extraordinary circumstances having a significant impact on Aviation Safety; or (3) matters which the Employer has a compelling need to implement.
Operational necessity is not to be invoked as a means to avoid pre-implementation bargaining. Rather it is the firm intent of the Parties that these provisions will be strictly followed in resolving issues under this Article prior to implementation. Operational necessity will only be invoked in those cases, which meet the strict definition set forth in this Article. If the Employer believes that it is necessary to implement changes prior to the completion of bargaining due to operational necessity, the Employer will notify the Union at the Directorate level with the reasons for proceeding.
Section 1. A grievance shall be
defined as any complaint:
a. by an employee concerning any matter relating to the
employment of the employee;
b. by the Union concerning any matter relating to the
employment of any unit employee; or
c. by a unit employee or either Party
concerning:
(1) the effect or
interpretation, or claim of breach of this Agreement and/or any agreement
reached under Article 4; or
(2) any claimed violation, misinterpretation, or misapplication of any law, rule, or regulation affecting conditions of employment as provided in the Civil Service Reform Act of 1978 or this Agreement; or
(3) any claimed violation of
a past practice.
Section 2. This Article provides the
procedure for the timely consideration of grievances. Except
as limited or modified by Sections 3, 4, 5, and 6, it shall be the exclusive
procedure available to the Parties and the employees in the unit for resolving
grievances. Any employee, group of employees, or the Parties
may file a grievance under this procedure. The Parties shall
cooperate to resolve grievances informally at the earliest possible time and at
the lowest possible supervisory level.
Section 3. This procedure shall not
apply to any grievance concerning:
a. Any claimed violation of subchapter III of Chapter
73, Title 5, U.S.C. (relating to prohibited political
activities);
b. Retirement, life insurance, health
insurance;
c. A suspension or removal under Section 7532, Title 5,
U.S.C. (relating to national security matters);
d. Any examination, certification, or appointment,
Title 5, U.S.C. 7121(c)(4);
e. The classification of any position which does not
result in the reduction in pay of an employee;
f. The removal of probationers;
g. A reduction in force. If RIF is
not covered by a statutory procedure, it is agreed that a dispute resolution
procedure relating to any grievances concerning a reduction-in-force will be
negotiated by the Parties in conjunction with the negotiation of
reduction-in-force procedures.
Section 4. In matters relating to 5
U.S.C. 2302(b)(1) dealing with certain discriminatory practices, an aggrieved
employee shall have the option of utilizing this grievance procedure or any
other procedure available in law or regulation, but not
both.
Section 5. In matters involving a removal or reduction
in pay for unacceptable performance, or a removal, suspension for more than
fourteen (14) days, a reduction in pay or a furlough of thirty (30) days or less
an aggrieved employee shall have the option of utilizing this procedure or any
other statutory appeals procedure, but not both.
Section 6. In matters relating to
overtime entitlement under the Fair Labor Standards Act, as amended, the
compliance and complaint system shall be administered in accordance with Office
of Personnel Management regulations.
Section 7. The employee and his/her
representative shall be given a reasonable amount of official time to prepare
the grievance if they are otherwise in a duty status and the representative
conducts such preparation at his/her duty location.
Section 8. Grievances filed by
employee(s) or by the Union on behalf of employee(s).
Grievances concerning disciplinary actions are to be
submitted in writing beginning with Step 2, rather than Step 1, of this
procedure no later than twenty-one (21) calendar days after the date of the
action.
Step 1.
An aggrieved employee and/or his/her Union representative may file a
written grievance with his/her immediate supervisor within twenty-one (21)
calendar days of the date of the event giving rise to the grievance or within
twenty-one (21) calendar days of the time the employee may have been reasonably
expected to have learned of the event. The grievance shall be
submitted on a grievance form supplied by the Employer and shall contain the
name of the grievant, the Article(s) of the Agreement, if any, alleged to have
been violated, a description of the facts surrounding the grievance, the
corrective action desired, and the Union representative's name.
The supervisor shall answer the grievance in writing within fifteen (15)
calendar days. A copy of the answer shall simultaneously be
provided to the appropriate Union representative.
Step 2.
If the employee or the Union is not satisfied with the answer or in the
case of grievances involving disciplinary actions, the grievance may be
submitted to the Manufacturing Inspection Office (MIO) manager within twenty-one
(21) calendar days from the receipt of the answer. A copy of
the grievance shall also be submitted to the Directorate manager.
A decision shall be delivered to the employee with a copy by certified
mail to the appropriate Union representative and to the Union's Directorate
Representative within thirty (30) calendar days of the date
the grievance was received.
Step 3.
The Union at the national level may within thirty (30) calendar days
following receipt of the Step 2 decision, or the date the Step 2 decision was
due, advise the FAA’s Director, Office of Labor and Employee Relations, by
certified mail that it desires the matter to be submitted to
arbitration. The Parties will create a panel of three (3)
mutually acceptable arbitrators. Each Party may unilaterally remove an
arbitrator from the panel and another arbitrator shall be mutually selected to
fill the vacancy. Within thirty (30) calendar days after
receipt of the request for arbitration, an arbitrator shall be selected from the
directorate panel by the Parties or by alternately striking names until one
remains. If an arbitrator is not selected and an agreement on
the scheduling of a hearing is not reached within 180 days, the grievance is
automatically void.
Step 4. The grievance shall be heard by the arbitrator as promptly as practicable on a date and at a site mutually agreeable to the Parties. The grievant and/or the Union representative, if an employee of the FAA, shall be given a reasonable amount of official time to present the grievance if otherwise in an active duty status. The number of witnesses shall be limited to those determined necessary by the arbitrator and who can be spared from their duties without interference to the mission of the facility. The Employer will make every reasonable effort to release employees called as witnesses. FAA employees who are called as witnesses shall be in a duty status if otherwise in a duty status. Each Party shall bear the expense of its own witnesses. The arbitrator shall submit his/her report to the FAA and the Union representative, as soon as possible, but in no event later than thirty (30) days following the close of the record before him/her unless the Parties waive this requirement. The decision of the arbitrator is final and binding.
Section 9. Grievances Filed by Union
or Employer.
Step 1.
In the case of any grievance either Party may have against the other, the
moving Party shall submit the grievance in writing by certified mail to the
other Party at the corresponding level within fifteen (15) calendar days of the
event giving rise to the grievance or within fifteen (15) calendar days of the
time the moving Party may have been reasonably expected to have learned of the
event and shall provide the following information:
a. The facts upon which the
grievance is based.
b. The Article and Section, if
any, of the Agreement alleged to have been violated.
c. The corrective action
sought.
Step 2. The responding Party shall answer the grievance in writing within fifteen (15) calendar days following the date the grievance was received. If the moving Party is not satisfied with the answer and desires the matter to be submitted to arbitration, it shall, at the national level, so advise the FAA’s Director of Labor Relations or the President of the Union as appropriate by certified mail within twenty (20) calendar days following receipt of the respondent’s answer or the date the answer was due. The Parties will create a national panel of three (3) mutually acceptable arbitrators. Each Party may unilaterally remove an arbitrator from the panel and another arbitrator shall be mutually selected to fill the vacancy. An arbitrator shall be selected from the panel by the Parties or by alternately striking names until one remains. If an arbitrator is not selected and an agreement on the scheduling of the hearing is not reached within 180 days, the grievance is automatically void.
Step 3.
The grievance hearing shall be conducted by the arbitrator as promptly as
practicable on a date and at a site mutually agreeable to the
Parties. Each Party shall bear the expense of its own
witnesses. The arbitrator shall submit his/her report to the
Parties as soon as possible, but in no event later than thirty (30) calendar
days following the close of the record before him/her unless the Parties waive
this requirement. The decision of the arbitrator is final and
binding.
Section 10. The arbitrator’s fees
and expenses of arbitration incurred under this Article shall be borne equally
by the Parties. If a verbatim transcript of the hearing is
made and either Party desires a copy of the transcript, that Party will bear the
expense of the copy or copies they obtain. The Parties will
share equally the cost of the transcript, if any, supplied the
arbitrator.
Section 11. The arbitrator shall
confine himself/herself to the precise issue submitted for arbitration and shall
have no authority to determine any other issues not so submitted to
him/her. In disciplinary cases, the arbitrator may vary the
penalty to conform to his/her decision provided it is consistent with law and
the FAA Personnel Management System. In accordance with 5
U.S.C. Section 7122(b), the Parties acknowledge that the Arbitrator has the
authority to render a remedy in accordance with all of the provisions of 5
U.S.C. 5596.
Section 12. The Parties shall
cooperate to resolve grievances informally at the earliest possible time and at
the lowest possible supervisory level. Failure of a grievant
to proceed with a grievance within any of the time limits specified in this
Article shall render the grievance void or settled on the basis of the last
decision given by management, unless an extension of time limits has been agreed
upon. Failure of management to render a decision within any
of the time limits specified in this Article shall entitle the grievant to
progress the grievance to the next step without a
decision.
Section 13. In the handling of
grievances under this Article, and where law and OPM regulations permit, the
Union shall have access to official records directly related to the
grievance.
Section 14. The Parties retain their
rights under 5 U.S.C. 7122 and 7123.
Section 15. In lieu of the normal
arbitration procedures in this Article, the Parties at the national level may
refer a particular grievance to expedited arbitration. The
Parties shall meet and select an arbitrator from the national or directorate
panel or by alternately striking names. The hearing shall be
conducted as soon as possible and shall be informal in nature.
There shall be no briefs, no official transcript, no formal rules of
evidence, and the arbitrator shall issue a decision as soon as possible but no
later than eight (8) days after the official closing of the hearing unless
otherwise agreed between the Parties. Determinations as to
whether expedited arbitration shall be utilized shall be based on the facts and
circumstances of each case; however, only those grievances where the passage of
time would preclude a remedy or result in irreparable harm are subject to this
expedited procedure.
Section 16. The Parties at the
national level may, by mutual Agreement, agree to stipulate the facts and the
issue in a particular case directly to an arbitrator for decision without a
formal hearing. Argument will be by written
brief.
Section 17. Questions as to whether
or not a grievance is on a matter subject to the grievance procedure in this
Agreement or is subject to arbitration shall be submitted to the arbitrator for
decision at the same time the case is submitted to the Arbitrator on the merits,
unless otherwise agreed by the Parties.
All written information requests made by the Union under the provisions of the LMR Statute will be sent to the Employer's directorate or national point of contact (POC) as appropriate.
a. Union representatives will be granted reasonable access to a telephone, fax machine and computer designated by the Employer at his/her location for the purposes of communicating with management representatives and other Union representatives on representational matters. Use of such equipment is subject to operational requirements, and may be used during official time only as outlined in Article 2 of the agreement. Such access will also be granted during non-work hours.
b. Each office will negotiate with the designated local Union representative on space in a non-work area in the office building used by unit employees where the Union may place a reasonable sized bulletin board at the Union's expense for posting Union materials.
c. Employer facilities and equipment will not be used for any internal Union business.
Section 1. Pursuant to
Section 7115 of the Federal Service Labor-Management Relations Statute,
deductions for the payment of Union dues shall be made from the pay of members
in the unit who voluntarily request such dues deductions.
Section 2. The Union
shall be responsible for purchasing Standard Form 1187, Request for Payroll
Deductions for Labor Organizations. The Union shall also be
responsible for the proper completion and certification of the forms and
transmitting them to the appropriate payroll-processing
center.
Section 3. A member
who desires to have his/her dues deducted from his/her pay must complete the
appropriate portion of Standard Form 1187, and have the appropriate section
completed and signed by an authorized official of the Union who will forward it
to the appropriate payroll processing center. The form must
be received in the payroll office at least four (4) days prior to the beginning
of the pay period in which the deduction is to begin.
Section 4. The Union
agrees to give prompt, written notification to the appropriate regional payroll
office in the event an employee having dues deducted is suspended or expelled
from membership in the Union, so that the employee allotment can be
terminated.
Section 5. An employee
who has authorized the withholding of Union dues may request revocation of such
authorization by completion and submission of Standard Form 1188 to the
appropriate payroll processing center, provided the employee has been on dues
withholding for one (1) year. Upon receipt of a revocation
form, which has been properly completed and signed by an employee, the payroll
office shall discontinue the withholding of dues from the employee’s pay
effective with the first full pay period beginning after
March 1. There shall be only one revocation period in
each year. The payroll office shall notify the Union in
writing of all revocations and provide a copy of the SF-1188 at the time the
revocation is made effective.
Section 6. The amount
of national dues to be withheld under this Article shall be the regular dues of
the member as specified on the member’s SF-1187, or as certified by the Union if
the amount of regular dues has been changed as provided in Section 7 of this
Article. A deduction of regular national dues shall be made
every pay period from the pay of an employee who has requested such allotment
for dues. It is agreed that no deduction for dues shall be
made in any pay period for which the employee’s net earnings after other
deductions are insufficient to cover the full amount of
dues.
Section 7. If the
amount of regular national dues is changed by the Union, the Union will notify
the Director, Office of Labor and Employee Relations, in writing and will
certify as to the new amount of regular national dues to be deducted each pay
period. New SF-1187 authorization forms will not be
required. Changes in the amount of Union dues for payroll
deduction purposes shall not be made more frequently than once in a twelve (12)
month period.
Section 8. The
issuance of a check for the total amount of dues deducted each pay period shall
be authorized by the appropriate payroll-processing center.
The check shall be made payable to PASS, Suite 702, 1150 17th Street, NW,
Washington, DC 20036 not later than ten (10) working days after the close of
each pay period. With each check, the Union shall be provided
with a list showing the names of employees, the amount deducted for dues for
each employee, and the amount remitted by the accompanying check. The Employer
shall continue to identify any administrative errors and remittance checks will
be corrected and adjusted within thirty (30) days after the error is
discovered. The Union shall notify the Director of Labor and
Employee Relations of any change in the mailing address
above.
Section 9. All
deductions of dues provided for in this Article shall be automatically
terminated upon separation of an employee from the bargaining unit.
The Employer shall be responsible for notifying the appropriate servicing
payroll processing center when one of these actions occur.
When an employee is reassigned from one servicing payroll office to
another, his/her national dues shall continue to be deducted without
interruption.
Section 10. Employees
are responsible for ensuring that their dues withholding are accurately
reflected on their payroll statements. Employees shall notify
the payroll-processing center promptly, but in any case no later than thirty
(30) days, after the effective date of a personnel action that affects their
dues withholding status. Failure of an employee to notify the
FAA releases the FAA and the Union from any obligation to reimburse the employee
for any dues withheld beyond two (2) pay periods.
Section 11. When advised and verified that dues are discontinued due to administrative error, the Employer shall automatically reinstate the employee’s dues. The Employer shall be responsible for reimbursing the Union in an amount equal to the regular and periodic dues the Union would have received for the period when dues should have been reinstated.
Section 12. When a bargaining unit employee is to be detailed/temporarily promoted outside of the bargaining unit, the employee and the appropriate Union representative will be notified in writing.
The Employer shall provide the bargaining unit employee with a SF-1187 prior to the beginning of the detail/temporary promotion.
The Union shall provide the Employer, at the facility level with a supply of SF-1187 forms.
Employees on dues checkoff at the time of the detail/temporary promotion shall be required to sign the SF-1187. The SF-1187 shall show the expected date of return to the bargaining unit as the effective date of the SF-1187.
For details or temporary promotions of up to ninety (90) days, the bargaining unit member shall submit the SF-1187 to his/her servicing payroll office at the beginning of the detail/temporary promotion. For details/temporary promotions longer than ninety (90) days, the bargaining unit member shall submit the SF-1187 when there are ninety (90) days or less left in the detail. The servicing payroll office will reinstate the employee on the date indicated on the SF-1187. It is the bargaining unit member’s responsibility to resubmit an updated SF-1187 if the detail is terminated early or extended.
Section 13. When advised and verified that
an employee’s dues were continued due to administrative error by
the Employer, the Employer will submit a voucher to the Union for reimbursement
under this Article. The voucher will contain the employee’s
name, pay periods covered, and a description of the Employer’s administrative
error. The Union will reimburse the Employer no later than
thirty (30) days of receipt of the Employer’s voucher, minus the Union’s
expenses expended on behalf of the employee and the Union’s normal and customary
administrative expenses expended in connection with processing the Employer’s
voucher. In no event will the Union’s expenses exceed the
voucher submitted by the Employer.
In December 1999, the FAA implemented various changes in the Voluntary Leave Transfer Program (VLTP) which included donating and receiving “Sick Leave”. Both Parties agree it is of mutual benefit to adopt these VLTP changes and agree that
these changes cover the members of this bargaining unit.
The Parties will negotiate a performance-based compensation system with pay bands, linked to market values. The Parties are otherwise free to negotiate on pay and compensation as is appropriate under law.
This Interim Agreement signifies the Union's and Employer's efforts to establish an enduring, constructive relationship for their mutual benefit and the benefit of the public. It is the Parties' sincere hope that this Interim Agreement will also lay the groundwork for forging a collaborative process that emphasizes partnership between managers and employees in a Unionized environment.
This agreement is effective upon approval under 5 USC 7114, and will remain in effect until superceded by a negotiated term agreement. After a period of one year, either Party may reopen up to three Articles, except for Articles 3 and 10. Nothing in this agreement binds or sets any precedent for either party with respect to their positions on these matters in any future contract negotiations. The Parties agree to meet on a mutually agreeable date and location to discuss proposed ground rules for upcoming contract negotiations no later than July 30, 2000.
For the Union:
For the Employer:
/s/ /s/
James H. Pratt
Donald
E. Plouffe
Allyn
Dillman
Peter Hannums
William H.
Becker
Jess J.
Robinson
Date: May 26,
2000