-CREATED ON 01-19-2005
-REGARDING CONTRACT EFFECTIVE RETROACTIVELY OCT 2004
-RETROACTIVE ENFORCEMENT IS REGULATED TO BASE WAGES
-ALL OTHER ENFORCEMENT IS BASED ON IMPLEMENTATION OF CONTRACT
Charles R. Quinones
SPOA PRESIDENT
Article 1: Agreement
Agreement entered into retroactively 1 OCT 2004
Employer recognizes the SPOA as the sole exclusive bargaining unit in Case SFR-724-H
Article 2: Access
SPOA representatives shall be allowed access upon no less than 24 hours notice
Notification to the Laboratory can be either PFD or Staff Relations
Any materials posted on bulletin boards must be dated and initialed by Association representative
Nothing libelous, obscene, defamatory or partisan political in nature shall be posted
In the event of a dispute the Lab will notify a member of the SPOA before removal of the item
Bulletin board space shall be maintained by the President of the Association
Bulletin boards shall be available at Site 300, Livermore sqd. Room, 332 break room, & training room 175
The Laboratory shall notify the SPOA about new hire training
The SPOA shall be allowed to meet with new employees after the end of training
Mailing by the SPOA shall be limited to the main Livermore Site
Where individual mail boxes exist the SPOA may use such boxes
The SPOA will be resonsible for clearing and disposing of SPOA material
Necessary personal telephone calls from Lab extensions are permitted, but kept to a minimum
Employees or the SPOA may not charge personal calls to the Lab
The SPOA may use Lab facilities subject to the operating needs of the Lab
The Lab shall prepare the official version of the contract
The Lab shall elect to print and distribute copies of this contract
The lab shall identify locations where copies of the contract are located
Article 3: Payroll Deduction
Upon voluntary written individual authorization form signed by an employee will the deduction begin
Deduction can be established by the SPOA or up to 1.5% of day shift monthly salary
SPOA may change the dues amount once per calendar year
It shall be the SPOA’s responsibility to notify all affected employees of the dues change
SPOA unit members can only withdraw from the SPOA during the period commencing 60 calendar days prior
to the expiration of agreement
The Lab shall issue to the SPOA an amount representing the collected dues into the SPOA account
The Lab shall charge the SPOA $.07 for every check remitted, which is deducted from the dues
Article 4: Non Discrimination in Employment
This shall apply to all employees covered by this agreement
Complaints regarding discrimination are reviewable as grievances to Step 3, only if there is a violation of
another article along with the allegations of discrimination
Article 5: Management Rights
Rights that are not clearly expressed in the contract remain vested with the employer
The SPOA agrees that the employer is not obligated to bargain regarding areas as outlined in 1 through 18
of this article of the contract
The rights as outlined in 1 through 18 are not inclusive and does not exclude un-specified management rights
Any decision falling under one of these 18 categories that affect the terms and conditions of the contract and/or
conditions of employment, the employer agrees that it has the obligation to bargain about those effects
The employer shall give reasonable notice prior to implementing any changes, at least 45 days from
anticipated implementation date. (See Timeline of Effects Bargaining)
TIMELINE OF OBLIGATION TO BARGAIN ABOUT EFFECTS
1. Issue prior notification of any decisions regarding changes to one of the 18 management rights that affect the conditions of employment for bargaining unit members
2. Prior notification should be at least 45 days prior to the anticipated implementation.
3. SPOA should request to meet and confer within 5 working days of notification.
4. Employer shall be obligated to meet and confer on no more than 5 occasions within the 45 days.
5. Any delay by the employer shall extend the 45 day period.
6. Requests for information shall be fulfilled within 5 days, any delay would extend the 45 days
7. If SPOA or Employer fail to agree on a resolution concerning the effects bargaining, the Employer
shall implement the noticed changes.
8. Any breech of these provisions are subject to the arbitration procedure
Notification = At least 45 days prior to implementation
Meet and confer = Request within 5 days of notification
Meetings = No more than 5 meetings within 45 day period
Delays by Employer = Extends the 45 days, number of days of employer delay
Completion = Implementation of changes after 45 days or period of extension
Article 6: Grievance Procedure
No employee shall be subject to reprisal for using the grievance procedure
The Employer encourages employees to discuss any issues which may become a grievance with
their immediate supervisor
The grievance procedure is exclusive of the SPOA and will be used to interpret this agreement
Settlements made at previous steps cannot be introduced as evidence in later Steps
Retroactive settlements cannot be applied more than 30 days prior to initial grievance date
A grievance is a written complaint by individual, group of individuals or by the SPOA
Only 1 subject matter can be covered by a grievance
Grievance must state clear statement of issue, relief sought, date of incident, and specific area of contract
Group grievances are those that involve more than 1 employee and similar issues of complaint
Group grievances must be stated so on the grievance form at Step 1
Association grievances must be stated so on the grievance form at Step 1
Withdrawing of a grievance shall be in writing to the Staff Relations office
Consolidating individual grievances can be mutually agreed upon by both parties
Form must be signed by grievant or SPOA representative
An employee or group can be represented by 1 individual of his/her choosing
A supervisor, confidential employee or managerial employee cannot represent a grievant/s
Representatives shall be released with pay for specified authorized activities related to the grievance process
for one on one meetings with grievant, and meetings with Employer representatives
Pay for release time shall not be more than 8 hours per month for SPOA representatives
Pay time for SPOA representatives can be only used for representation issues
The SPOA shall not use employer property or equipment as a matter of convenience
The SPOA representative’s immediate supervisor may authorize the use of equipment for representation
issues as operational needs make them available
Representational meetings should take place during break/meal periods
Meetings may occur during work time with prior approval of the immediate supervisor
If any grievance is not appealed to the next Step will be resolved based on the last Employer’s answer
If during any Step the Employer does not respond, the SPOA may give written notice to the Employer
within 15 days in which the grievance will be automatically appealed to the next Step
Both parties may mutually agree to extend the time limits during any Step of the grievance process
An employee who is represented by themselves or by someone other than an SPOA representative
and a resolution is agreed upon, the resolution shall not be inconsistent with the contract, the SPOA shall receive a copy of the grievance and resolution if one is found, and the Employer shall not implement the proposed resolution of the grievance until timely receipt of the SPOA’s written comments
Each Step or timeline of the grievance process may be waived by mutual agreement
Any waivers must be in writing and signed by the previous Steps representative
Time limits of the Step procedure begins on the date the grievance was received by the Employer
Resolutions of potential grievances prior to arbitration are not precedent setting
STEP 1
Date of incident or reasonable knowledge of situation (Griev Date) “G” Day
Grievance must be submitted to Staff Relations no later than 30 working days from Griev Date (G Day +30)
The immediate supervisor will issue a response within 15 working days of receipt
STEP 2
An appeal to Step 2 will be initiated by filing within 15 calendar days of receiving the immediate supervisor’s
response from Step 1
Within 10 calendar days after the written appeal the Division leader shall schedule and complete a meeting
with grievant and representation if requested
At this meeting the grievant shall present all evidence and information relevant to their grievance known at
the time of this meeting
Division leader shall issue a written response within 15 calendar days following the Step 2 meeting
The SPOA may directly appeal this grievance to arbitration
STEP 3
An appeal to Step 3 will be initiated by filling within 15 calendar days of receiving the Division leaders written
response from Step 2
Appeal shall detail the position, facts, and provisions of the agreement in support of their position
Within 10 working days the Department Manager and Representative of Staff Relations shall meet with the
President of the Association to resolve the issue
Department manager shall issue a written response 45 working days from the receipt of the appeal to Step 3
POST STEP PROCEDURE
If a resolution is not reached only the SPOA shall have the right to submit a grievance to arbitration
The resolution as proposed by the employer and basis of the dispute shall be subject to the arbitration process
GRIEVANCE OUTLINE
PROCEDURAL GRIEVANCE: Grievance based on the procedures or process of administrating a complaint
SUBSTANTIVE GRIEVANCE: Grievance based on the actual violations of the contract
Article 7: Arbitration Procedure
The SPOA has the only right to submit a grievance to arbitration
An appeal to arbitration must be received by Staff Relations within 20 calendars days after receipt of the
Department managers response from Step 3
The appeal must be signed by the President of the Association
If a grievance is not appealed to arbitration the Department Managers Step 3 response shall become final
PRE ARBITRATION PROCESS
Grievance set for arbitration may be presented at a mediation conference prior to arbitratioin
Mediation conferences can be requested by the Laboratory or the SPOA
Rules of evidence shall not apply
No record of the mediation shall be taken
Any mediator shall have 30 calendar days in which to attempt resolve the grievance
Mediator has no authority to effect a resolution
If resolution occurs, only the signed agreement shall be the only written record of the mediation
The agreement shall not set precedent unless otherwise stated in the mediation agreement
The mediator has the authority to extend the 30 calendar days, he must inform both parties in writing
Nothing in mediation can be used in arbitration if a grievance should move forward
ARBITRATION
The decision shall be final and binding upon both parties
The scope of the arbitration shall be entirely restricted to the matter which was the subject of Step 2 and 3
The scope can be modified by mutual agreement of both parties
The decision is restricted to whether there is a violation of the contract
The arbitrator in finding a violation, cannot amend, nullify or ignore the contract
The arbitrator cannot award something that was not obtained in the negotiation process
A separate arbitrator will be appointed for each grievance
When an ability to appeal a grievance to arbitration (arbitrability) is an issue a separate arbitrator shall be
assigned to determine the if the subject matter is fit for arbitration
A settlement or resolution can occur at any time prior to the rendering of a decision from the arbitrator
The SPOA has the full authority to settle, withdraw, or dispose of a grievance appealed to arbitration on behalf
of the SPOA or an employee
Any settlement offer cannot be referred to by either party during the arbitration
An arbitration shall be scheduled 180 calendar days from the date the grievance originally appealed at Step 3
The parties can mutually agree to extend the 180 calendar days
The final authority to schedule a hearing date rests with the arbitrator
14 calendar days prior to the arbitration each party shall provide relevant information to opposing party
The arbitrator shall consider evidence and render a written decision within 30 calendar days after receipt of
briefs or closing arguments
By mutual agreement the 30 calendar can be extended
The selection of an arbitrator is made by each party striking unwanted names until one remains
The arbitrator has the authority to issue subpoenas
Arbitration hearings are closed unless the parties agree otherwise
The SPOA shall have the burden of proof
The cost of the arbitration shall be paid by the losing party, unless a compromise decision is found, at which
time both parties will share the costs
Employees who are called as witness during shift will be paid
Employees who appear off shift will be at their own expense
Article 8: Discipline and Dismissal
The Employer has the authority to discipline employees
Investigatory leave is with full pay and designated for serious miscounduct
An employee can be placed on Investigatory leave without prior written warning or approval by a supervisor
Investigatory leave shall not exceed 15 days, unless extended by specific needs, for another 15 calendar days
Upon completion the Employer shall inform the employee in writing of the results of the investigation
No discipline can take place until the employee responds to the notice of intent
Discipline cannot be issued less than10 calendar days from the date of the notice of intent
Notice of intents must be given to an employee if one is to be dismissed, demoted, suspended or decreased
in salary by person or by mail
The notice of intent shall inform the employee of the disciplinary action to be taken
The notice shall inform the employee the effective date of the discipline
Inform the employee the he/she has a right to respond orally or in writing
The notice shall contain all materials upon which the charge is based
A copy of the notice of intent will be sent to the SPOA
The employee shall be entitled to respond
After an employee’s timely response, the Laboratory shall notify the employee of action to be taken
Any action taken cannot be more severe than the disciplined described in the notice of intent
Employee may appeal final discipline action by filing a grievance according to Article 6
Written warnings are only appealable to Step 3 of the grievance procedure
TIMELINE FOR DISCIPLINE
Incident or Issue for discipline = Investigation or no investigation
Placed on investigatory leave = 15 calendar days
Investigatory leave extension = additional 15 calendar days
Notice of intent = Completion of investigation
Implementation of discipline = no less than 10 days from Notice of intent
Article 9: QUALIFICATIONS FOR EMPLOYMENT AND CONDITIONS FOR CONTINUED EMPLOYMENT
The employer makes a determination for qualifications of employment
10 CFR 1046 and other applicable DOE are directives will be the guideline
Employees who fail to meet DOE standards may be terminated unless waived by DOE physician
Termination or discipline for failure to meet DOE standards are subject to grievance and arbitration procedures
Employees are required to qualify with department weapons
Employees can be reassigned to full time SO or SPO II positions if he/she fails to qualify
Employees can be terminated if he/she fails to qualify
Employees who are exhausting all efforts to qualify shall be paid at his/her regular rate
In between re-qualifications the employee will work their normal shifts in a capable capacity
Employees have a responsibility to maintain a Ca. Drivers License
Employee must notify the department within 24 hours of losing driving privileges
The employee may be reassigned to duties that will allow him/her to work without driving
Employees have 120 calendar days to have their driving license reinstated
After 120 days the employer can extend the timeline
After 120 days the employer can terminate the employee
All employees will have a telephone
Employees without a traditional phone may make arrangements with the employer
The SPOA will be informed if a lack of a phone is unacceptable
A time limit for procurrring a phone will be determined by the employer
Employees shall obtain a clearance in a reasonable time
Employees who have their clearance suspended shall be reassigned to a full time position where they can
reasonably perform duties without a particular clearance
Employees will be paid at a regular rate for 210 calendar days
After 210 days the employee shall be compensated at the bottom step of their classification
The 210 days may be extended by the employer
If there are no full time positions that can be performed by the employee, without a clearance, the employee
will be placed on unpaid leave until he/she has exhausted DOE appeal rights
If employee files a timely request the employee shall remain in the current position until the employee receives
the Hearing Officer’s recommendation
If the employee does not file a timely appeal the employee shall have 60 calendar days to find a another job or
be terminated
Article 10: Probationary Period
Probationary period shall last 9 continuous months
Time that would equal less than full pay is not time that qualifys as “continuous”
Probationary employees may be released without cause
The probationary period may be extended up to 9 months
Employees will be notified at least 7 calendar days prior to the effective date of extension
Employees must be informed and be given the reason for the extension
Employees who complete the probationary period will automatically become regular employees
Employees released on probation have no grievance or arbitration rights
Employees moving to SPO II positions from SO shall serve a 60 calendar day trail period
Employees who fail to meet SRT requirements while trying to move to the SPO III position will be returned to
his /her former position wihout a loss of seniority, if a position is still available
If position is no longer available the employee will have 90 calendar to secure another job
Whether a former position is still available is not subject to grievance and arbitration procedures
Termination for failing to meet requirements of trial period are subject to grievance and arbitration procedures
Article 11: Performance Evaluations
Employees will be evaluated at least once a year
Marginal or unsatisfactory ratings will be reviewed by Department Manager/Division Leader
The employee shall be given another evaluation in 6 months after marginal rating
Employees who fail to improve may be given a written warning and given 60 calendar days to improve
After 60 days without improvement, the employee may be dismissed
Disputes regarding performance evaluations are reviewable to Step 3 of the grievance procedure
Article 12: Hours of Work
Standard work week consists of 7 consecutive days
There are three work schedules: 8 hour, 10 hour, and 12 hour
Advance notice of the changes will be given to the SPOA unless conditions exist that would interfere
The employer will meet and consult regarding the anticipated changes
The SPOA must request to meet and confer on the effects of the decision
The employer shall provide at least 8 hours time off between shifts
Employees may request a delay of their next shift if needed
Consecutive days of work may be waived by the employeee
Consecutive days of work can be waived by the employer for reasons affecting national security/emergency
Employees will be paid overtime for all hours over 56 within the same 7 day work week, while on 8 hour shifts
Employees will be paid overtime for all hours over 60 within the same 7 day work week, while on 10 hour shifts
Employees will be paid overtime for all hours over 60 within the same 7 day work week, while on 12 hour shifts
The SPOA can request expedited arbitration if it contests the condition of national security/emergency
Article 13: LAYOFFS AND REDUCTION IN TIME
The employer shall determine layoffs
Layoffs or reduction in time shall be based on seniority
Exceptions to seniority may be made for employees who possess special skills and knowledge
Any disputes shall be subject to the grievance and arbitration procedure
Article 14: FORFEITURE OF EMPLOYMENT RIGHTS AND TERMINATION
Employees forfeit right to continued employment after a resignation
Employees forfeit right to continued employment after a being laid off more than 6 consecutive months
Employees forfeit right to continued employment after failing to return to work after layoff or written leave
Employees forfeit right to continued employment after being absent for 5 consecutive scheduled days without
approval from the employer
Employees forfeit right to continued employment after giving false reason for absence
Article 15: SENIORITY
Defined as length of service
Employees hired after April 1 1996, seniority will be based on the lowest last 4 digits
Employees hired before April 1 1996, seniority will be based on the date of the first interview
SO’s who are hired as SPO’s, the date of seniority will be the date of hire at the new classification
Article 16: SHIFT ASSIGNMENTS
Shift assignments are based on seniority
Shift transfers will be made in spring of each year
During probationary period, new employees will be assigned to a shift by the employer
Article 17: WORK RULES
Work rules are rules promulgated by the Employer
The employer may enforce these rules while the employee are on premises or outside working hours
Work rules shall not be construed as superceding the contract
Article 18: ATTENDANCE STANDARDS
Employees may be disciplined for not meeting attendance standards
Employees may be placed on a last chance agreement
Article 19: HEALTH AND SAFETY
All employees shall comply with reasonable safety rules
Each year no later than Jan 31 the employer shall serve the SPOA a listing of contact info for worn items
Article 20: BENEFITS
Benefits apply to bargaining unit members as they apply to all other university employees
Any specific changes for the bargaining unit, the employer agrees to meet and confer with the change
Article 21: HOLIDAYS
For each holiday employees will receive 8 hours of holiday pay at the regular rate
Holidays shall be the same as those offered to non-represented employees
To receive holiday pay employees must work their last regularly scheduled workday, not calling in sick
Employees who work on a designated holiday will be paid time and a half for all hours worked on that day
Holiday time will be counted as time worked for determining eligibility for overtime
Voting time, Lab health checks, blood donations, search and rescue work, and work related travel will
be treated as time worked for eligibility for overtime
Article 22: VACATION/SICK LEAVE
Vacation and sick leave benefits will be the same as other non represented lab employees
Vacation assigning will be at the discretion of the Employer
Employees may be required to submit satisfactory proof of illness
Article 23: LEAVE OF ABSENCES
This is defined as approved time of with or without pay
Berevement leave may be approved for up to 3 days at straight time excluding shift premium
Immediate family shall be spouse, children, parents, and siblings
Subpoena or jury service as directed by a proper authority will be at straight time pay including shift differential
The employee must provide evidence showing the dates and hours served
An employee may be granted a leave of absence without pay for up to 6 months
Personal leaves are not intended to be used as a vacation
Employees failing to return from leave can be terminated
Employees may use sick leave and vacation during times of work related illness
In order to use extended sick leave he/she must exhaust his/her sick leave
An employee will receive temporarily disability payments in the amount equal to the difference between
Workers’ Compensation and 80% of the basic salary plus any shift differential
Employees on extended sick leave is considered on regular pay status for purposes of this contract
Employees on probation will not be considered on regular pay status during extended sick leave
Family Care Act placed in the documentation of Article 23
Article 24: TEMPORARY/LIMITED DUTY
Temporary/ limited duty shall not exceed 6 months
The first 100 working days of a limited duty assignment shall be compensated at their regular rate of pay
After 100th day the employer may offer a continued modified duty position at a regular rate of pay
After 100th day the employer may offer disability benefits or disability retirement
Employees who do not accept any of the 2 options shall have 60 days to find another job or face medical
separation
Seniority and all other benefits shall continue for employees who accept light duty positions
Article 25: DEVELOPMENT
Employees are entitled to the same educational benefits as non represented employees
Article 26: UNIFORMS /FOOTWEAR
Employees shall wear the uniform and maintain an appearance as specified by the employer
Employer will furnish all uniforms it deems necessary
Employees will receive $30.00 a month for maintenance
Uniforms will be worn in accordance with safety principles and manufacturers recommendations
One pair of safety shoes will be provided per year
Employees will receive $ 75.00 to purchase athletic shoes to employees who complete 200 workouts
Employees will also receive $ 75.00 to purchase athletic shoes when deemed necessary Fitness Leader
Article 27: TRAVEL REIMBURSEMENT
Employees receive the same benefits as non represented employees
Article 28: WAGE INCREASES
Wage increases between each step equals 5%
Wage increases will occur on the anniversary date of the employee
The employer may start an employee above the starting rate
The employer can withold a wage increase due to job performance
Increases that are withheld are subject to the grievance and arbitration procedures
On October 1, 2004 all SPO’s will receive 8%, SO’s will receive 2%
Retroactive pay will be paid for all hours worked after October 1, 2004 for wages only
On October 1, 2005 all SPO’s will receive 5%, SO’s will receive 2%
On October 1, 2006 all SPO’s will receive 4%, SO’s will receive 2%
On October 1, 2007 all SPO’s will receive 3%, SO’s will receive 2%
Article 29: PREMIUM PAY
Shift premiums of 7% and 15% will be paid for hours worked on respective times
All hours worked shall be considered on the shift in which the employee started
When working on 2 shifts the shift that the employee worked the most hours will be the rate that he/she is paid
Employees working at Site 300 will get $5.00 per shift
Employees will be given a minimum of 3 hours of regular rate pay if called to work and no work is available
SRT employees will receive $2.00 per hour worked after October 1, 2004
SRT employees will receive $3.00 per hour worked after October 1, 2005
The SRT premium pay earned will be considered base-building for retirement calculation purposes
SRT premium pay will receive SRT pay regardless of clearance status at the end of 6 months from hire date
Officers prior to January 26, 2005 who were not receiving SRT pay will receive it after this date regardless of their clearance status, so long as they have fulfilled the 6 month requirement
FTO employees will receive $2.00 per hour worked after implementation of contract
The FTO premium pay earned will be considered base-building for retirement calculation purposes
Article 30: OVERTIME
Employees will receive wages at one and one half time their regular rate of pay for all hours worked over 40
hours in any given workweek
Employees will receive one and one half time their regular rate for all hours worked after 12 hours in a workday
Employer shall decide when overtime is needed and which employees will be assigned
Employees who sign up for overtime, but fails to work such overtime the employee may be disqualified from
signing up for overtime for a period of 3 months
Employees will be paid overtime for their workout regardless of hours worked in the week
Employees are allowed to complete 3 paid workout per work week
Article 31: MEAL PERIODS AND ALLOWANCE
Employees will be given a 30 minute meal period
During continuous operations the Employer agrees to provide a 30 minute paid meal period
A meal allowance shall not be more than $10.00
Employees who work in excess of 2 hours of their assigned shift in a workday shall receive a meal chit
Employees who are notified 3 hours or less before a shift in which they are called in to work on shall receive a
meal allowance for that shift
Emergency meals must be consumed on site or at on site cafeterias
Article 32: Rest Periods
Rest periods are not to exceed 15 minutes at least once for every 3 hours of work
Rest periods cannot be taken at the beginning or end of work shift
Rest periods cannot be saved to be used a later time
During critical situations rest breaks may not be granted when an uninterrupted presence is needed
Article 33: CONTINUITY OF OPERATIONS
Both parties agree that there shall be no strikes, slowdowns, walkouts, refusal to work, sickouts, or refusal to
cross picket lines on Laboratory owned property
The SPOA agrees that they shall not in any way directly, indirectly or authorize, encourage or lend support in
any such activities
Article 34: PERSONNEL FILES
Employees shall have the opportunity to review his/her personnel file
The employee must request this action and specific requests in writing
At the time of the request the supervisor shall inform the employee the location of the file
An SPOA representative may accompany an employee who is reviewing his/her file
The employee may authorize an SPOA representative to review the file in his/her behalf
Copies of letters and discipline, upon being placed in an employees file, will be provided to the employee
The employee can place written comments in his/her file, these comments have no authority in making the
Employer change or alter what is currently in the file
Actions other than criminal violations that are older than 2 years will be removed upon written request from
the employee or his/her designated representative
Removed items will not be used for subsequent disciplinary actions
Counseling memorandum are not considered disciplinary
Employees will not be entitled to confidential information related to pre-employment, transfers, or promotions
Article 35: COOPERATION
Both parties agree that the use of committees can be used to achieve effective work practices
Both parties agree that they will work to curb unwarranted absenteeism
Article 36: SAVINGS CLAUSE
Any part of this contract that is declared invalid, it does not invalidate the remaining of the contract
Article 37: WAIVER
Each party had the unlimited right and opportunity to make demands and proposals at negotiations
Rights in the Laboratory’s Policy and Procedures Manual do not apply to bargaining unit employees unless
otherwise stated in the contract
Each party is not obligated to have to bargain over what has been negotiated
DURATION OF AGREEMENT
Effective on (Retroactive) October 1, 2004
Contract expires on September 30, 2008
No later than May 1st 2008 the SPOA shall serve upon the Employer its written proposals for a
successor agreement
The Laboratory shall, not later than June 1, 2008, serve upon the SPOA its written proposal for a
successor agreement
SIDE LETTERS
Retirement Committee
A committee will be established to review retirement related issues. The committee’s intent is to be completed in one year. The Laboratory agrees to pay for the short-term disability benefit for one year, for every employee. (March 1, 2005)
Hours of Work Re-opener
The SPOA shall serve upon the Laboratory its written request to reopen Article 12.
Training Calendar
The Laboratory will furnish the SPOA a forecasted 12 month training calendar that indicates months of required training.
Grandfather Clause
Employees who are being currently paid at bottom step SO wages will begin receiving bottom step of the respective classification respective of Article 9 at the signing of the agreement.
Return to Work
Employees will receive the same treatment under the Laboratory’s Return to Work Program
Discipline and Dismissal
FTO’s will not be disciplined soely on the basis of the Officer in training’s inability to perform their duties.
Transition
The Employer agrees to post opening for the number of positions that it can accommodate for SPO II wanting to transition to SPO III. Assignments of qualified employees will be based on seniority.
Waiting Time
Time spent waiting for a medical exam or job related events scheduled by the employer is considered time work
Overtime Calculation
If the Laboratory should change the overtime calculation form 40 hours in aweek to more than 8 hours in a day, this would change the SPOA contract Article 30.