Common use of RIGHTS AND RESPONSIBILITIES OF MANAGEMENT AND THE UNION Clause in Contracts

RIGHTS AND RESPONSIBILITIES OF MANAGEMENT AND THE UNION. SECTION 1. This article applies to both APF and NAF employees covered under the CMLA as described by the Federal Labor Relations Authority (FLRA). Neither the Employer nor the Council will interfere with, restrain, or coerce any employee in the exercise by the employee of any right under the Statute. SECTION 2. In accordance with 5 USC 7114(a)(2)(A), Activities will afford Local Unions the opportunity to perform representational duties at any formal discussion. Prior to conducting a formal discussion, the Local Union President, or his or her designee, will be provided with reasonable advance notice of the meeting. SECTION 3. In accordance with 5 USC 7114(a)(2)(B), Activities will afford Local Unions the opportunity to perform representational duties at any examination of a bargaining unit employee by a representative of the Activity in connection with an investigation if: a. the employee reasonably believes that the examination may result in disciplinary action against the employee, and b. the employee requests representation by the local union. SECTION 4. Prior to communicating directly in writing with employees through surveys or questionnaires, a written notice of such communication will be given to the Council or the Local Union, as applicable. SECTION 5. Activities will provide courtesy notification to Local Unions, in writing, in advance of initiating or discontinuing command-sponsored voluntary programs. SECTION 6. The union will be afforded an opportunity to make a presentation of up to thirty (30) minutes when the Employer holds new employee orientation. The Employer will consider such opportunity be given prior to the employees’ lunch period when feasible. This time may not be used for solicitation of membership, election of labor organization officials, or collection of dues. SECTION 7. Employees who are on paid breaks (i.e. periods of time where the performance of job functions are not required) may engage in solicitation of other Bargaining Unit Employees for Union membership, as long as the employee being solicited is also on a paid break. SECTION 8. Representatives may distribute literature to employees (that is not related to the internal business of the union) to the same extent that other non-work related material is distributed in the work place, provided the distribution complies with safety and security practices/regulations and does not cause a problem of litter or congestion. However, literature predominately related to internal union business may only be distributed during non-work time

RIGHTS AND RESPONSIBILITIES OF MANAGEMENT AND THE UNION. SECTION Section 1. This article applies to both APF and NAF employees covered under the CMLA as described by the Federal Labor Relations Authority (FLRA). Neither the Employer nor the Council will interfere with, restrain, or coerce any employee in the exercise by the employee of any right under the Statute. SECTION Section 2. In accordance with 5 USC 7114(a)(2)(A71 14(a)(2)(A), Activities will afford Local Unions the opportunity to perform representational duties at any formal discussion. Prior to conducting a formal discussiondiscussion dealing with matters other than grievances, the Supervisor or manager conducting the formal discussion will provide the Local Union President, or his or her designee, will be provided with reasonable advance notice of the meeting. SECTION Section 3. In accordance with 5 USC 7114(a)(2)(B71 l4(a)(2)(B), Activities will afford Local Unions the opportunity to perform representational duties at any examination of a bargaining unit employee by a representative of the Activity in connection with an investigation if: a. the The employee reasonably believes that the examination may result in disciplinary action against the employee, and b. the The employee requests representation by the local union. SECTION Section 4. Prior to communicating directly in writing with employees through surveys or questionnairesquestionnaires regarding conditions of employment, a written notice of such communication will be given to the Council or the Local Union, as applicable. Where notice and/or bargaining is appropriate, it will be accomplished as set forth in Article 4. SECTION Section 5. Activities will provide courtesy notification to notify Local Unions, in writing, in advance of initiating or discontinuing command-sponsored voluntary programs, such as fund drives, blood drives and savings bond campaigns. SECTION Section 6. The union Local Union will be afforded an opportunity to make a presentation of up to thirty fifteen (3015) minutes, with up to fifteen (15) minutes when the Employer holds additional time for a question answer period, during any form of new employee orientationorientation conducted for an Activity. Such new employee orientations shall be afforded within a reasonable amount of time from the date of starting employment. The Employer first line Supervisor will consider such opportunity provide new employees with a Local Union prepared list of the names and telephone numbers of Local Union representatives during the check in process. Bargaining unit employee check-in out sheets will provide a block, which will be given prior to initialed by the employees’ lunch period when feasible. This time may not be used for solicitation of membership, election of labor organization officials, Local Union President or collection of dueshis/her designee. SECTION Section 7. Employees who are Employee representatives of the Council or the Local Union may solicit on paid breaks (i.e. periods behalf of the union during non-work time where of the performance of job functions are not required) may engage in solicitation of other Bargaining Unit Employees for Union membership, as long as the employee being solicited is also on a paid breakemployees involved. SECTION Section 8. Representatives The Council and Local Unions may distribute literature to employees (that is not related to the internal business of the union) to the same extent that other non-work related material is distributed in the work place, provided the distribution complies with safety and security practices/regulations and does not cause a problem of litter or congestion. However, literature predominately related to internal union business may only be distributed during non-nonwork time of the representative and the employee concerned. Local Unions may negotiate Section 9. The Employer agrees to furnish or make available to the Council or the Local Union, at no cost, the most legible data to which the Council or the Local Union is entitled under 5 USC 7114 (b)(4). Where such information is downloadable electronically through the Internet, the Employer will furnish the Internet site(s) and link(s). a. Requests for information under this section and the Statute will not serve to extend any timeframes or deadlines established under this Agreement, unless mutually agreed upon. b. Each Activity, upon written request of the Local Union, will furnish the Local Union with a quarterly listing of the names, and work timelocations of all bargaining unit employees and a monthly listing of newly hired bargaining unit employees. Section 10. It is recognized that in order to maintain adequate security at its facilities, from time to time management will conduct inspections/searches of employees, their vehicles, or packages. a. When the circumstances of the inspection/search entitle the employee to compensation, such compensation will be paid as required and consistent with law and regulation. b. Inspections/searches will be conducted with the utmost courtesy consistent with the circumstances of the inspection/search.

RIGHTS AND RESPONSIBILITIES OF MANAGEMENT AND THE UNION. ‌ SECTION 1. This article applies to both APF and NAF employees covered under the CMLA as described by the Federal Labor Relations Authority (FLRA). Neither the Employer nor the Council will interfere with, restrain, or coerce any employee in the exercise by the employee of any right under the Statute. SECTION 2. In accordance with 5 USC 7114(a)(2)(A), Activities will afford Local Unions the opportunity to perform representational duties at any formal discussion. Prior to conducting a formal discussion, the Local Union President, or his or her designee, will be provided with reasonable advance notice of the meeting. SECTION 3. In accordance with 5 USC 7114(a)(2)(B), Activities will afford Local Unions the opportunity to perform representational duties at any examination of a bargaining unit employee by a representative of the Activity in connection with an investigation if: a. the employee reasonably believes that the examination may result in disciplinary action against the employee, and b. the employee requests representation by the local union. SECTION 4. Prior to communicating directly in writing with employees through surveys or questionnaires, a written notice of such communication will be given to the Council or the Local Union, as applicable. SECTION 5. Activities will provide courtesy notification to Local Unions, in writing, in advance of initiating or discontinuing command-sponsored voluntary programs. SECTION 6. The union will be afforded an opportunity to make a presentation of up to thirty (30) minutes when the Employer holds new employee orientation. The Employer will consider such opportunity be given prior to the employees’ lunch period when feasible. This time may not be used for solicitation of membership, election of labor organization officials, or collection of dues. SECTION 7. Employees who are on paid breaks (i.e. periods of time where the performance of job functions are not required) may engage in solicitation of other Bargaining Unit Employees for Union membership, as long as the employee being solicited is also on a paid break. SECTION 8. Representatives may distribute literature to employees (that is not related to the internal business of the union) to the same extent that other non-work related material is distributed in the work place, provided the distribution complies with safety and security practices/regulations and does not cause a problem of litter or congestion. However, literature predominately related to internal union business may only be distributed during non-work time