Special Emphasis Programs. A. The Agency will operate Special Emphasis Programs (such as People with Disabilities Program, Federal Women’s Program, and Hispanic Employment Program) consistent with applicable laws, regulations, and government-wide policies.
B. In consultation with the Council President or designee, bargaining unit employees may be selected to serve as Special Emphasis Program Managers (SEPM) as a collateral duty.
C. Collateral duty assignments performed as a SEPM will not be used to lower or decrease an employee’s performance appraisal rating.
D. The Agency will not use SEPMs to bypass its obligation to bargain with the Union as the exclusive representative of the bargaining unit.
E. An employee will not represent the bargaining unit to Management in their role as SEPM. This provision does not preclude any employee from serving as personal representative in EEO matters. When serving as a personal representative, the employee will not be functioning in the capacity as a SEPM.
F. The Union will be afforded the opportunity to be represented whenever bargaining unit rights are discussed during formal discussions with SEPMs.
G. The Agency reserves the right to remove any SEPM if the employee does not comply with the EEO policies and regulations.
Special Emphasis Programs. Section 9. Meetings with Interest Groups on EEO Matters History
Special Emphasis Programs a. Whenever Management meets with special emphasis program committees (for example, the Federal Women's Program and Hispanic Employment Program Committees) concerning matters which affect personnel policy and practices and other matters affecting working conditions of employees in the bargaining unit, Local 12 shall be informed in advance and have an opportunity to be present and participate at such meetings.
b. Special emphasis program managers and EEO counselors will be available and accessible to all employees in the bargaining unit.
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Special Emphasis Programs. Management shall solicit and consider nominations from the Union for employees to serve as Special Emphasis Program officials on a collateral duty basis. A copy of each Special Emphasis Program officials on a collateral duty basis. A copy of each Special Emphasis Program goals and accomplishments will be made available to the Union.
Section 1 The parties recognize and shall fulfill their responsibilities for maintaining high standards of honesty, integrity, impartiality and conduct to assure the proper performance of the Employer mission. The parties agree unequivocally that sexual harassment violates those standards, undermines interpersonal relationships, and interferes with the effectiveness of the force.
Section 2 The parties recognize that sexual harassment has been specifically defined by appropriate authority and applicable laws. The parties mutually agree that sexual harassment is unacceptable behavior and certainly is violating of the high standards of conduct required from all personnel.
Section 3 Employees who are sexually harassed should make it clear to the Harare that such behavior is offensive and will be reported to Union officials or other officials as specified below.
Section 4 Informal complaints of sexual harassment may be filled with the Equal Employment Opportunity Office, Federal Women’s Program Manager, Union Representatives or management officials within the chain of command of the harasses. Confidentiality shall be maintained in accordance with established laws and regulations.
Section 1 The Employer agrees to remain concerned for handicapped individuals and shall not discriminate against qualified handicapped individuals solely by reason of their handicap. Selections of handicapped individuals will be based on matching the employee’s total qualifications against the total requirements of the position, as such a handicapped individuals first appointment is subject to the criterion contained in Federal Personnel Manuals and certification by appropriate authorities, with the objective of making an effective placement. In no case will physical, mental or emotional stability standards, other than disqualifying handicaps, be used to eliminate a handicapped person from consideration for promotion, reassignment, or retention. Section 1- Determination
Special Emphasis Programs a. Whenever Management meets with special emphasis program committees (for example, the Federal Women’s Program and Hispanic Employment Program Committees) concerning matters which affect personnel policy and practices and other matters affecting working conditions of employees in the bargaining unit, Local 12 shall be informed, as soon as practicable, in advance and have an opportunity to be present and participate at such meetings.
b. Employees may, with advanced supervisory approval, volunteer and be actively involved in special emphasis programs. Recognition of voluntary participation enhances the program’s objectives and is encouraged.
