ENVIRONMENTAL DIFFERENTIAL PAY. HAZARD DUTY PAY ENERGY CONSERVATION
ENVIRONMENTAL DIFFERENTIAL PAY. Section 1.0. When the Employer or the Union determines that there is a need to establish additional percentages or categories of environmental differential pay beyond those established in 5 CFR 532 Subpart E Appendix A and 5 CFR 532.511, the initiating party will notify the other of such proposed changes. Within 30 calendar days of receipt of the proposal, the parties will meet for the purpose of discussing the proposal. The Employer agrees to include the Union comments regarding the justification with the submission of a proposal for approval.
ENVIRONMENTAL DIFFERENTIAL PAY. SECTION 1. The Employer and the Union will have as their objective the elimination or reduction to the lowest possible level of all hazards, physical hardships, and working conditions of an unusual nature. When such action does not eliminate or reduce the unusual nature of the situation, an environmental differential will be paid, if it meets the criteria in existing regulations.
ENVIRONMENTAL DIFFERENTIAL PAY. Section 1: Environmental Differential Pay (EDP) will be paid in accordance with appropriate regulations. Each case involving EDP will be investigated by the Employer’s Safety Representative to determine the extent of the hazard and if the situation may be abated. When the Employer’s action cannot overcome the nature of the hazard, physical hardship or working conditions, an environmental or hazardous differential may be warranted.
ENVIRONMENTAL DIFFERENTIAL PAY a. The Employer will endeavor to eliminate or reduce to the lowest level possible all hazards, physical hardships, and working conditions of an unusual nature. When the Employer cannot overcome the unusual nature of the hazard, physical hardship, or working condition an environmental differential in pay is warranted if in compliance with government regulation.
ENVIRONMENTAL DIFFERENTIAL PAY. Section 1. The Employer shall have as its objective the elimination or reduction to the lowest level possible of all hazards, physical hardships, and working conditions of an unusually severe nature. When such action does not overcome the unusually severe nature of the hazard, physical hardship, or working condition, an environmental differential may be warranted. Even though the environmental differential is authorized, there is the responsibility to initiate continuing positive action to eliminate danger and risk which contribute to or cause the hazard, physical hardship, or working condition of unusually severe nature. The existence of environmental differentials is not intended to condone work practices which circumvent Federal safety law, rules, and regulations.
ENVIRONMENTAL DIFFERENTIAL PAY. The employer will make additional payments to employees engaged in hazardous work or under special environmental conditions as prescribed in law. In the event the parties agree there are no comparable guides for a particular task, action will be initiated to establish an additional category to the applicable directives covering Environmental Differential Pay.
ENVIRONMENTAL DIFFERENTIAL PAY. Section 1. In accordance with applicable regulations regarding hazard or Environmental differential, the Employer will compensate employees performing covered duties similar to those listed in FPM Supplement 990-2, Book 550 and FPM 532-2, Subchapter S-8 and Appendix J.
ENVIRONMENTAL DIFFERENTIAL PAY. 13.1. When the UNION determines that a local work situation may warrant coverage under payable categories of Environmental Differential Pay, in accordance with government wide regulations applicable at the time, (currently Appendix A, 5 CFR 532, Subpart E (Wage Grade), or Appendix A, 5 CFR 550, Subpart 1) (General Schedule), it will notify the Civilian Personnel Officer of the title and location of the position(s). The notice will detail the nature of the exposure so as to show clearly that the hazard, physical hardship, or working condition which results from that exposure meets the conditions set forth in the CFR’s. Within fifteen (15) calendar days of the receipt of the UNION’s position, the parties will meet for the purpose of consulting on the issue. If the EMPLOYER’s decision on the matter is not acceptable to the UNION, the UNION may elect to file a grievance following the procedures within this agreement.
