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Transcript of CPY Document Title - | olrcb

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A G R E E MEN Tbetween




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Between the District of Columbia Public Library and theAmerican Federation of Government Employees (AFGE), Local383.


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This Agreement entered into between the District of ColumbiaPublic Library and the American Federation of GovernmentEmployees (AFGE), Local 383, has for its purpose the promo-tion of harmonious relations between the District of Colum-bia Public Library and Local 383, AFGE; the establishment ofan equitable and. orderly procedure for th~ resolution ofdifferences; the promotion ~f the efficient operation of the -District of Columbia Public Library; and the protection ofthe rights and legitimate interests of t~e non-supervisorymembers of the Library Special Police of Local 383, and theDistrict of Columbia Public Library.

In this Ag~eeme~t the District of Columbia Public Library·hereinafter is referred to as the Library and the AmericanFederation of Government Employees (AfGE), Local 383,hereinafter is referred to as the Union.

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Section 1: The Library recognizes the Union as the soleand exclusive bargaining- agent for all non-supervisoryemployees of the Library Special Police, 'of the D. C. Publi2Library.

Section 2: This contract is applicable to all employeesin-the Special Police, other than supervisors, confidential-secretaries or any employee engaged in personnel work inother than a purely clerical capacity.

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Section 1: Voluntary Membership

Employees in the bargaining unit covered by this Agreement .'are free to join or refrain from Jo~n~ng the Union. Theterm and conditions of this Agreement and the representationby the Union shall be extended to all without regard toUnion membership. No payment of dues or other fees shall. bemade a condition of employment.

Section 2: Dues Checkoff '

The Employer agrees to deduct Union dues biweekly from thepay of employ,ee members upon proper authorization. Theemployee mus~ complete and sign Form 277 to authorize thewithholding. The amount to be deducted shall be certifiedto the Employer: in writing by the appropriate official ofAFGE 383. It is the responsibility of the empl~yee and theUnion to bring errors or changes in status to the attentionqf ~he, Employer. Corrections or changes will be made at theearliest opportunity after notification is received but inno ca~e will changes be made retroactively. Union dueswithholding authorization may be cancelled ,upon writtennotification to 'the Union and the Employer within the 30 dayperiod prior to the annual anniversary date of this Ag~ee-mente When Union dues are cancelled, 'the Employer shallwithhold a service fee in accordance with Section 3 of thisArticle.

Section 3: Service Fees

~ In keeping with the principle that employees who benefit bythe Agreement should share in the cost, the Union shallrequire that employees who do not pay Union dues pay a

.service fee equal to the biweekly union membership dues thatrepresents the cost of negotiation and/or representation.Such deductions shall be allowed when the Union presentsevidence that at least 60% of the employees in the local aremembers of the Union.

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Section 4: Cost of Processing

The Employer shall deduct S per deduction (dues or ,service fee) per pay period from each employee who has' due~or ser~ice fees deducted. This amount represents the fair'value of the cost to the Employer for performing the serviceof payroll deduction.

Section 5: Hold Harmless

The Union shall indemnify, 'defend and hold the Employerharmless against any and all claims, demands and other formsof liabilit~ which m~y arise from the operation of this ~Article. In any case in which a judgment is entered againstthe Employer as a result of deduction-dues or other fees,the amount held to be improperly deducted from an employ~ee(s) pay, and actually transferred to the Union by theEmployer, shall be returned to the Employer or conveyed bythe Union to the employee(s) as appropriate.

Section 6: Payroll Deduction of Dues

The Employer ~grees to biweekly deduct membership dues fromthe 'pay of each employee who is a member of the Union. Theamount to be deducted shall be certified to the Employer bythe duly authorized Officer of AFGE, 383. The aggregatebiweekly deductions for all employees shall be remittedbiweekly. -

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Section 1: In the administration of all matters covered bythe Contract, officials and employees will be governed by.established library procedures and where .applicable theprovisions of. existing or future laws and regulations asthey may be enacted or amended including policies set forthin the District Personnel Manual.

Section 2: Management'shall retain the sole right, inaccordance with applicable laws and regulations, (1) todirect employees of the agency, (2) to hire, promote,transfer, assign, and retain employees in positions withinthe agency and to suspend, demote, discharge or take otherdisciplinary action against employees for just cause, (3) torelieve employees from duties because of lack of work or forother legiti~ate reasons, (4) to maintain the efficiency ofthe D. C. Government operations entrusted to them, (5) todetermine the mission of the agency, its budget, its organ-ization, the number of employees, and the numbers, types,and grades' of positions of employees assigned to the organ-ization unit, Mork project or tour of duty; the technologyof performing its-work; or its internal security practices;and (6) to take 'whateve~ actions may be necessary to carryout the mission of the District Government in situations ofemergency_

ISection 3: To the extent administrative directives of theLibrary are in conflict with this Contract, the provisionsof the Contract will apply, except as stated in Section 1regarding changes in laws.

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Section 1: Any employee has and is protected in the exer-cise of the right, freely and without fear of penalty orreprisal, to form, join, and assist the Union. Except aslimited in this Agreement, the right to assist a labororganization extends to participation in the management ofthe organization and-acting for the organization in thecapacity of an organization representative, includingpresentation of the organization's views to officials of theLibrary or D. C. Government. These rights do not extend toparticipating in the management of a labor organization, ~rto acting as a representative of any such organization,where such participation would result in a conflict ofinterest, or otherwise be incompatible with law or theofficial duties of the employee. This provision does notpreclude any employee from membership in the Union.

Section 2: Employees shall not be precluded from exe~cisinggrievance or~appellate rights established by law or regula-tions; or from choosing their own representative in anappellate action, except when presenting a grievance under-the Negotiated Grievance Procedure Article of tnis Agree-ment.

Section 3: The Provisions of the contr~pt shall apply toall bargaining unit positions. Employees have the right,regardless of labor organization membership, to bringmatters of personal concern to the attention of appropr~ateofficials in-accordance with applicable laws, rules, regula-tions or established policy.

Sect~on 4: The Library affirms the right of employees toconduct their private lives as they desire. In the perfor-mance of official duties employees will be guided fn theirconduct by the Code of Conduct for Government Employees.Only in situations when an employee's behavior or conductoff the job, i.e., in his/her personal life, is of suchnature as to preclude the employee from satisfactorilyperforming his/her duties as an employee or is not consis-tent with applicable laws, regulations, or published policy,wil~ the conduct be of concern to the Employer.

Section 5: The Union and the Library will encourage but notrequire employees to participate in the One Fund Drive, bonddrive, -etc.

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Section 6: The Library shall not request an employee tomake a report concerning any outside activities or undertak-

\ ing unless such activities or undertakings are related toemployment or security clearance, to the performance of'off~cial duties, or to the development of skills, knowledgeor abilities which qualify him/her for the performance ofsuch duties or unless there is a documented reason tobelieve that the employee is engaged in outside activitiesor employment which is subject to reporting under the Codeof Conduct.

Section 7: The Parties agree that employees should presenttheir work related p~oblems to the lowest level of supervi-'sion which can "deal w'ith such problems. However, an employ-ee has the right to communicate with a Union representative,an Equal Employment Opportunity representa~ive, concerningpersonnel policies, practices, or general working condi- "tions. When an employee seeks a meeting with one of theabove officials (or his/her designee> 'or representative, theemployee shall request to be excused by the immediatesupervisor. Appointments with Library officials will bearranged at a mutually agreeable time. Details and/or,subject of such visits need not be revealed to management.No record of~~he details of suc~ meetings or requestedmeetings wilY be obtained or kept by the supervisor{s)unless it is the official with whom such meeting is request-ed. No action pan be taken against the employee for re-questing such meeting.

Sec~ion 8: The Library will provide counseling to employeeswho are of retirement age. This counseJing will includeinformation on voluntary deductions, benefits, insurance andassisting employees in preparing all necessary retirementpapers.

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Section 1: The Library shall in no way restrain, interferewith, coerce or discriminate against de~ignated representa-tives of the Union in the exercise of their responsibilitiesas representatives for the purpose of collective'bargainin~,handling of grievances and appeals, furthering effectivelabor-management relationships, or acting in accordance withapplicable regulations and agreements on behalf of anemployee or group Qf employees or in the handling of griev-ances, appeals, arid other appropriate matters with respectto employees within t~e bargainin~ uni~. .

Section 2: A reasonable number of stewards, not to exceedtwo (2) shall be designated by the Union and recognized asemployee representatives for employees in the Unit. TheUnion will supply the Library with the names of the stew-ards, which ?hall be posted on appropriate bulletin boards.The Union wiTl notify the Library, in writing, of any-changes in tne roster of stewards.

Section 3: It is recognized that during the life of thisAgreement, changes in law, regulations of appropriateauthorities or decisions of appropriate authoiitie~ maynecessitate changes in personnel policies, practices, orother matters affecting working conditi9ns. When and ifsuch occurs, the Employer, will meet and confer with theUnion.

Section 4:.A Steward may receive complaints and griev'ancesof employees during duty time from employees in the Unit.Should it become necessary for a Steward, or an em~l9yeecovered by the provisions of this Contract to leave hi~ workarea, he shall receive permission from his supervisor andthe supervisor of the section he intends to visit. TheSteward, or employee, will report to his supervisor whenhe/she returns to his/her work station.

Section 5: Duly designated non employee representatives ofthe Union will be admitted to the installation to meet withemployee(s) during non-duty hours.

Section 6: The Parties recognize that Union Officers andStewards are responsible for performing both their duties asUnion Officials and their duties as employees. If anofficer's or steward's use of official time in carrying outrepresentational duties under this Agreement, unduly inter-feres with the proper performance of duties as an employee,

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the Library agrees to first discuss the matter with theUnion before taking appropriate action. ~.

Section 7: Employees elected to any Union office orselected by the Union to do work which takes them from theiremployment with the Library shall at the written request ofthe employee and the Union be granted a ~eave of ~bsencewithout pay. The initial leave of absence shall not exceedone (1) year. Leaves of absence for·Union officials may be ~extended. No more than one (1) employee of the bargainingunit shall be on such leave at the same time.

The Library agrees that administrative leave not to includetravel or per diem may be granted to the employee ~epresen-tatives to attend training approved by the District Person-nel Office which is of mutual benefit to the Library and theUnion. Requests for training will be forwarded to thePersonnel Officer, D.C.P.L., at least ten (10) working daysin advance or as soon as possible, stating the purpose oftraining and/or agenda. Administrative leave will not beallowed for internal union business ..",

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Section 1: General

It is recognized that during the life ~f this Agreeme~t, ~changes in law, regulations of appropriate authorities ordecisions of appropriate authorities may necessitate ..changes in personnel policies, practices, or othermatters affecting working conditions. When and if suchoccurs, the Employer will meet and confer with the Union~

Section 2: Union Activities on Library Time and Premises

The Library agrees that staff members in the bargainingunit designated by the Union as its representativeswithin the limits imposed by this Agreement shall beallowed td--p~rform the following activities on theLibrary's ~remises without loss of pay during the workinghours.1. Post Union notices on designated Union bulletin

boards at his/her work site.

2. Attend negotiating sessions with the Manage~ent.

3. 1Meet with appropriate Library officials at mutuallyagreed meetings.

Any solicitation of Union me~bership. distribution ofliterature. and other internal Union business on thelibrary premises shall be confined to the non-workingtime of employees involved.


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Section 1: Definition

Seniority means an employee's total length of service withthe Library's Special Police which entitles the employee tocertain considerations specifically provided for elsewherein this Contract.

Section 2: Seniority Lists

Upon request, the Library shall compile a seniority list foremployees covered by this contract. The seniority list willconsist of name, unit, job title and seniority date. Thelist will be ~n seniority order.

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Section 1: Merit Promotion Policy

Promotions in the Library are implemented under the proce-dures of the Library's Merit Promotion Plan. The purpose ofthese procedures is to make possible the selection by theManagement of the best qualified applicants for vacancies inthe Library.

Section 2: Advertising Vacancies

All vacancies offering promotional opportunity shall be madeknow through the media of published position vacancy an-nouncements which shall be kept open for a minimum period offourteen (14) calendar days. Such vacancy announcementsshall be posted on bulletin boards designated .for thispurpose. Th~. Union· shall be furnished a copy of all suchvacancy annouhcements.

Section 3: Basic Eligibility

The Library's Personnel Department shall establish minimumqualifications for the positions involved, and shall reviewall applications for filling vacancies in order to establishbasic eligibility. Applicants who do not meet minimumqualifications, as.specified in the vacancy announcemert,will not receive further consideration.

Section 4: Panel Evaluation/Criteria

1. Evaluation Panels will follow the guidelines outlined inthe Merit Promotion Plan. A Union representative willbe present at all panels involving promotionalopportunities for bargaining unit members.

2. In filling vacancies offering promotional opportunity,the following evaluation criteria shall apply:a) Scope and quality of experience;

b) Education, as directly related to the position;

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Skills and knowledge;

Pertinent training and self-development;,In the event of a tie, the °iength of service shallbe used and shall prevail.

3. The following shall serve as advisory information (notall inclusive) for the evaluation panel:

a) Supervi~or's performance rating ~s related to thequ~lity of work <annual performance evaluation);

b) Candidate's time and attendance record •.

Section 5: Ranking and Selection

1. Following the interviews and resulting evaluation of alleligible candidates, an evaluation session will be heldto determine the total scores of individual candidatesas rated by the panel as a whole. The highly qualifiedcandidate~ will be divided from those merely qualified.

2. At th~ conclusion of the panel, the names of all highlyqualified candidates will be certified on an EvaluationPanel Ce~tificate. Their names will be arr~nged inorder of rating scores, highest score first. In thecase of a tie, the senior Library staff applicant willbe listed first.

3. Th~ Selecting Official. after considering the pariel?srecommendations. is entitled to make his/her selectionfrom any of the first five (5) candidates certified tohim/her a~ highly qualified.

Section 6: Reassignments/Details

1. Reassignments of employees without change in grade andpay are effected by the Management in the interest ofbest operatio~s oof the Library and are not grievable.unless specific violations of applicable rules andregulations are alleged. under this contract. Employeesare entitled to submit to the Management an applicationfor reassignment or to apply under competitiveprocedures ~or announced vacancies. In such situationsthe same criteria listed in Section 4 shall be utilizedand such applicants will be listed separately on an

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evaluation panel certificate from those seekingpromotion.

~ 2. Employee details to other divisions or positions inexcess of th~rty (30) days shall be documented andplaced in his/her personnel file to be used as areference qualification for job openings.

Section 7: Hiring at the Entrance Level .

Hiring of new employees at the entrance level is notcovered by, or grievable under, the provisions of thiscontract.

Section 8: Temporary Promotions

1. When determined that a temporary promotion will bemade, the employee selected will be temporarily promotedfor the expected duration of the need for his/herservices in the higher grade, but the initial period maynot exceed on~ (1) year. If his/her services are stillneeded in;·the higher grade after the initial periodends, the;Library shall review the situation anddetermine whether it actually is a temporary one. If itis not, the position shall be filled permanently. Ifthe situation continues to be temporary, it·may beextended if the total period of the temporaryappointment does not exceed two (2) years. If at anytime a temporary promotion exceeds one (1) year, theUnion shall be notified.

2. A Career Service appointee may be temporarily promotedwithout competition for a period not t9 exceed one 1hundred twe~ty (120) days.

Competitive procedures shall be used for a temporarypromotion over one hundred twenty (120) days.

3. A temporary promotion will end as of the date specifiedon the Personnel Form 1. It may be extended or ended atany time, however, prior to this date upon officialnotification to the employee. Neither the adverseaction, grievance procedures, or reduction in forceprocedures will apply if the temporary promotion isended. The employee must be returned to his/her regularposition from which promoted or placed in a differentposition in a grade no lower than his/her regularposition.

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Section 1: Twenty-four (24) Hour Service

It is understood that inherent in the su6cessful operations _of the security control functions of the Library are24-hours. seven (7) days a week guard services. Therefore,in order to assure such continuous service, assignments ofguard personnel of the unit will be distributed amongemployees on as equitable a basis as possible to assure abalanced work force of qualified personnel.

Section 2: Workday - Workweek

Work schedules showing the employee's shifts, workdays andhours shall be posted on appropriate bulletin boards.Except in em~rgencies, employees' will be given at leastseven (7) days advance notice when their work schedule is tobe changed.

Section 3: Shift Assignments

The current procedures of shift assignments will continue.rf it becomes necessary to change the current procedure, theLibrary will meet and confer with the Union.

Section 4: Rest Periods

There will be a fifteen (15) minute rest period for eachfour (4) hours of work. Rest periods will be scheduled atthe discretion of the Library. No employee may leave thework site during a rest period unless prior permission isgranted by the supervisor for emergency reasons.

Section 5:' Meal Periods

All employees will be granted a lunch period of at least 45minutes for work that extends over six (6) hours. Wheneverpossible. the lunch period shall be scheduled at the middleof each shift. If the employee works scheduled overtime two(2) or more hours, he/she will be granted a fifteen (15)minute break prior to the start of the overtime period. To

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accommodate the 45 minute lunch period 15 minutes will beadded on to the scheduled work shift.

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Section 1: Paid Leave

A. Annual Leave - Vacations

1). Annual leave will be earned as follows:(based on full-time employment in a pay status)a) Less than 3 years service - 4 hours each pay


b) More than 3 years service, but less than 15years service - 6 hours each pay period, withan additional 4 hours in the 26th pay period;

15 years service - 8 hours each pay period.

2). Leave for short periods of time, exceeding three(3) days, should be requested at least five (5)days in advance by the employee to his immediatesupervisor or designee. Except for emergencies,all requests for three (3) days or less should berequested at least one (1) day in advance.

3). -Annual leave may be accrued and accumulated inaccordance with existing regulations. Howev~r,normally no more that thirty (30) days annual leavemay be carried forward into the next leave year.Employees receive a lump sum payment for alJ annualleave not used at retirement, resignation orseparation. Any accrued annual leave remaining toan employee's credit at the end of the leave yearin excess of thirty (30) days shall not beforfeited if one of the following three conditionsare met:

a) To correct an administrative error;

b) When the annual leave was scheduled inadvance but its use denied because ofexigencies of the public business;

c) When the annual leave was scheduled inadvance but its use was precluded because of

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illness or injury.~

Vacation schedules shall be determined on the basisof employee requests and the needs of the Library.The schedule will be posted as early in the leaveyear as possible. It should provide for vacations~n a staggered basis, when possible during themonths of April through September. Scheduledconflicts in vacations will be resolved by theapplication of Seniority. Once vacation schedulesare posted, changes may not be made except bymutual agreement of the parties concerned or incase of emergency.


4. Application for Leave

A. Any request for leave of absence in excess ofthree (3) days shall be submitted in writingfive (5) days in advance by the employee to his;immediate supervisor. The request shall state'~he length of time off the employee desires.Call in for emergency annual leave shall be atleast one (1) hour before the start of thescheduled shift, and will state the reason forthe requested leave and the duration.

B. Funeral Leave for Military Death

Funeral leave not to exceed three (3) work daysshall be granted to an employee in connectionwtth the funeral or memorial services for .animmediate relative who died as a result ofwounds, disease or injury incurred whileserving as a member of the a·rmed forces j.nacombat zone. For this purpose immediaterelative is defined as a spouse, and parentsthereof; children, including adopted children,.and spouses thereof; parents, brothers andsisters and spouses thereof; and any personrelated by blood or affinity whose closeassociation with the deceased was such as tohave been the equivalent of a familyrelationship. .

C. Reserve Components

Members of reserve compo~ents of the armedforces are entitled to leave with pay for amaximum of fifteen (15) calendar days in anycalendar year upon submission of the proper

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orders. Members of the D. C. National Guard,are entitled to unlimited military leavewithout loss of pay for all days of service forany parade or encampment which·the D. c.National Guard, or any portion thereof, may beordered to perform by tne Commanding General,but does not include time spent at weeklydrills and meetings of the D. C. NationalGuard. Notwithstanding the ..above, additionalmilitary leave with pay will be granted tomembers of a reserve component of the armedforces or the National Guard for the purpose ofproviding military aid to enforce the law for aperiod. not to exceed twenty-two (22) work daysin a calendar year.

D. Court Leave

Employees shall be granted a court leave'withpay any time they are required to report forjury duty or to appear as a witness on behalfof the District Government or the U. S.'Government.,

E. .Voting Time

Where the polls are not open at least three (3)hours either before or after an employee'sregular hours of work, after making a requestin advance, he/she may be granted an amount ofexcused leave which will permit him/her toreport for work three (3) hours after the1pollsop~n or leave three (3) hours before the pollsclose, whichever requires the lesser amQunt oftime off.

F. civic Duty

Employees required to appear before a court orother public body on any matter in which theyare not personally involved shall be granted aleave of absence with pay unless paid leave is.prohibited by Federal or District regulationsor statutes.

G. Other

Administrative leave may be granted for adverseweather conditions and for other purposes as

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~ provided by applicable District Governmentregulations and under the provisions of thisAgreement.

H. Sick Leave

1. Advanced Sick Leave

In accordance with the. relevant provisionsof the DPM, advanced sick leave may begranted to employees in-case of seriousdisability or ailment.Employees requesting such leave must submitsatisfactory medical certification.

2. Regular Use of Sick Leave

a) Accrued sick leave shall be granted ~oemployees incapacitated by illness.Call in for sick leave shall be atleast one (1) hour before the start ofthe scheduled shift and will state thereason and the expected duration.Unless there is an understanding ofthe anticipated duration of theillness. an employee should call indaily during the absence. An employeemay be required to furnish evidenceacceptable to the Library for anyabsences of more than three (3) days.Certification from a physician forshorter periods ~an be required if theemployee has been individually verballycounseled. and informed of therequirement in advance in writing. Therequirement is to be in effect forninety (90) days, providing,improvement in the use of sick. leave isdemonstrated. The Union steward mayalso verbally counsel the employeeconcerning the proper use of sickleave.

All requests for sick leave forappointments which have been previouslyscheduled for medical, dental, opticaltreatment. diagnostic examinations.x-rays. or for any other purposes setforth in existing regulations, shall berequested at least five (5) days inadvance whenever possible.


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b) Accumulation

Employees sh~ll start to earn sickleave from the date of theirappointment at the rate of one-half dayfor each biweekly pay period, and shallaccumulate sick leav~ as long as theyare in the service of the Library.

c) Unused Sick Leave

Employees shall be credited withoutlimit with unused sick leave by havingsuch sick leave counted as time inservice according to Civil Serviceregulations for retirement purposes.Sick leave for employees who terminateemployment other than retirement shallremain to their credit for three (3)years.


Section II: Leave Without Pay and Leave of AbsenceA. Leave Without Pay

1. Leave without pay is an approved absence fromduty in a non-pay status. Eligibility for leavewithout pay is not dependent on a specific lengthof service and may be authorized whether or notthe employee has annual leave to his/her credit.A grant of leave without pay may not exceed ~he'duration of any employee's appointment.

2. Normally; leave without pay will not be.approvedunless there is definite expectation that theemployee will return at the end of the period forwhich leave without pay has been requested.

3. The minimum charge for leave without pay is one(1) hour. All requests for leave without pay inexcess of forty (40) hours must be submitted tothe Personnel Department in accordance withprescribed procedures.,

B. Leave of Absence

1. Leave of absence is normally granted in order toprotect the length of service and benefit rightsfor an employee whose services might otherwise be

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'.terminated. It shall be requested one month inadvance, except for emergencies.


2. Leave of absence without pay may be granted atthe discretion of the Director or one of his/herdesignated representatives.

Examples of situationr but not limited to them, ,_which may be proper for leave without pay are:

a) Educational purposes, if successfulcompletion of the school or course wouldcontribute to the work of the Library;


b) Recovery from temporary illness ordisability;

c) Pending action by the Civil ServiceCommission on disability retirement;

d)_ Employees elected to Union office or selected, by the Union to do work which takes them from, their employment.

Section III: Maternity and Parenthood Leave

Maternity leave before and following cha Ldb Lr-t.hshall be granted at the request of the employee.The employee should report pregnancy as soon asit is known, and is further obligated to adyiseher supervisor substantially in advance of theanticipated leave date. This period of absenceshould be determined by the employee and herphysician. Extensions of this period of absencefor non-medical reasons shall be at the option ofthe Library. Maternity leave is chargeable tosick leave or any combination of sick leave,annual leave, or leave without pay.

Paternity leave may be granted for a period of upto two weeks' following childbirthr and may beextended at the supervisor's discretion. Suchleave shall b~ annual leaver leave without paYror a comb~nat~on of both.

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, .~.




Section 1:

The following days shall be recognized and observed as paidholidays:

New Year's Day January 1stMartin Luther K£ng's

Birthday January 15thWashington's Birthday the third Monday in FebruaryMemorial Day the last Monday in MayIndependence Day July 4th ....---Labor Da~. the first Monday in September

,Columbus Day the second Monday in OctoberVeteran's Day November 11thThanksgiving Day the fourth Thursday 1n

NovemberChristmas Day December 25th

and any special holidays recognized by the District ofColumbia Government. 1

Section 2: All full time employees shall receive one day' spay for each of the holidays above on which they perform nowork. Whenever any of the holidays listed above fallonSaturday, the preceding Friday shall be observed as theholiday. Whenever any of the holidays listed above fallonSunday, the succeeding Monday shall be observed as theholiday. If a holiday is observed on an employee's sched-uled day off, or the employee is on sick leave or vacation,he shall not be charged leave for the unworked holiday.

Section 3: When a holiday falls on an employee's regularlyscheduled workday in his basic work week, that workday isthe employee's holiday. When a holiday falls on the employ-ee's regular day off, the employee's holiday will be eitherthe last preceding workday or the first succeeding workdayto the regular day off.

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Section 4: If an employee is required to work on a legalholiday falling within his regular basic work week, he shallbe paid at the rate twice his regular basic rate of pay fornot more than eight (8) hours of such work. An employee is.paid for overtime work performed on a Sunday or a holiday atthe same rate as for overtime performe4 on another day.

Section 5: Work on holidays will be voluntary. However, ifthere are not enough employee(s) to cover the needs, employ-ee(s) will be scheduled on a rotational basis. .,

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Corrective or disciplinary action may be taken in an effortto correct deficiencies in work performance or conduct ofstaff members. These actions will be effected only for suchcause as will promote the efficiency of the service.Disciplinary action will be appropriate to the deficienciesto be corrected and other circumstances. --

A. Corrective Actions

Corrective action ~ay be taken only for just cause andshall include the following:

1. Counseling/Oral reprimand2. Letter of warning/Direction3. written reprimand

If the emplo~er has reason to reprimand an employee, itshall be done in a manner that w i.Ll not embarrass theemployee before the public or other employees.

B. Disciplinary ActionsBefore issuing a notice of proposing a disciplinary action,the Library will make a careful inquiry into the facts andcircumstances <discussion with the employee(s) involved,careful review of records, reports and proper personnelprocedures). Whenever an employee believes that a discus-sion could lead to disciplinary action, he/she may ask for aUnion representative to be present, and said discussipn willbe held in abeyance until the Union representative ispresent. Based on the inquiry, the Library will determinewhether to institute disciplinary procedures.

Disciplinary action shall include the following:

Suspension of fourteen (14) calendar days or less

An employee who is to be suspended for fourteen (14) calen-dar days or less shall be given an advance written notice ofat least firteen (15) calendar days and shall have anopportunit~ to reply_to the allegations against him/herprior to th~ proposed effective date of suspension. Anemployee's timely reply will be considered before thedecision is made. -

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C. Adverse ActionsSus

hwithout a,discharge "

An employee who is to be suspended for more than fourteen(14) calendar days, furloughed without pay, reduced in rankor compensation, or discharged shall be given an advancewritten notice of at least thirty (30) full days and shallhave an opportunity to reply to the allegations againsthim/her prior to the" proposed effective date of the disci- ."plinary action. Exception to the notice period will be inaccordance with the provisions of Chapter 16 of the DPM. Anemployee's timely reply will be considered before thedecision is made. The notice of decision shall be deliveredto the employee at the earliest possible date. In the caseof removal or a demotion, the "Library shall deliver thenotice to the employee at least five (5) days before the .action is to become effective, except in those cases referredto in Chapter 16 of the DPM. Notices of decision shall bein writing, be dated, and inform the employee of the reasonsfor the action and of his/her right to appeal using theGrievance Procedures. '

When an employee is personally presented with advancewritten notice of a proposed disciplinary action or a noticeof decision imposing a disciplinary action, the Libraryagrees to furnish him/her with an extra copy of~the' notice.It is the responsibility of the employee to transmit this tohis/her union representative or other person of his/herchoice if he/she desires representation.D. Emergency Provisions

. !Under au~hority ~f DC Code 1-606.4(b} (1981) except10nsmay be made to the notice and answer requirements whenthe employee's conduct constitutes an "immediate "hazardto the agency, to the employee concerned or otheremployees or to the detriment of the public health,safety or welfare.

E. Absence Without Leave

Absence without leave (AWOL) is any absence from dutywhich has not been granted or approved in accordance withestablished policy and procedure. AWOL may be made abasis for disciplinary action only when the employee ischarged in accordance with applicable District ofColumbia regUlations. .

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, '.


GRIEVANCE PROCEDURE ,Section 1: .It is recognized that on occasion dissatisfac-tions and misunderstandings arise relative to the worksituation. The method for seeking redress when such mattersarise shall be set forth herein and shall be the executiveprocedure for the employees and the Union for resolving suchmatters.


Section 2: The matters for which employees seek redressinclude any dispute or complaint over the interpretation,application, or failure to abide by the terms of thisAgreement and/or matters that affect working conditions andinvolve the'application of law, of personnel policies,regulations or practices which are not specifically ad- .dressed in this Agreement. The sole exclusion will be thosematters covered by statutory appeals.

Section 3: Any initiation of due process to resolve suchmatters will not reflect unfavorably upon those who exercisethis option. ;The Library agrees that reprisal againstindividuals who exercise their rights under this Artic~ewill not be c~ndoned. Every effort will be made by bothparties to bring such matters to a satisfactory resolutionat the lowest possible level. To this end there shall begood faith in interchange between the parties.

Section 4: A dispute between the parties as to whether itis a grievance or arbitrative matter. or is a matter subjectto resolution through this procedure shall be referred tothe D. C. Board of Labor Relations. In the event the D. C.Board of Labor Relations is abolished, matters of this .section shall be referred to its successor organizationt

Section 5: Reasonable time during working hours will ,beallowed for employees and Union Representatives to discuss.prepare and present grievances. including attendance atmeetings with management.

Section 6: An employee not wishing Union Representation mayrepresent himself/herself. however. the decision rendered atStep 3 will be final and cannot go to arbitration.

Section 7: Each Grievance filed at Step 2. 3. and 4 of theprocedure shall contain:

1. Date Grievance Occurred2. Local3. Name of Steward or Union Officer Filing Grievance

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4. Date Grievance Filed5.- Name of Grievant6. Name of Library Official with whom Grievance was filed7. Name of Grievance •.8. Article and Section of Contract Violation or the Rules

and Regulations of the Library or Law9. Action Requested



Section 8:

a) It is agreed that the time limits for respondingcommence on the date following receipt of thegrievance, or -response.

b) Whenever a grievance is settled and all requiredactions are carried out, the Library agrees to notifythe Union in writing. The Union agrees to notify theappropriate management official in writing that it -considers the matter resolved and closed.

Section 9: If the grievance is submitted properly inaccordance with the procedures prescribed ~elow, and anyDistrict of Columbia Public Library official fails to actthereon within the time limits prescribed, the grievant isentitled to take his/her complaint to the next step. Timelimits may be waived by mutual consent of the grievant andappropriate presiding officer. The Personnel Officer shouldbe so informed.

Failure of the grievant or the grievant's representative topresent th_e grievance or appeal within the procedures andtime limits prescribed below shall be considered as a waiverof the grievance.-Section 10: p"i:'ocedures

Step 1: The g+ievance shall first be taken up orally by theconcerned employee and steward with the appropriatesupervisor within ten (10) working days of the dateof th~ action or the employee's or Union'sknowledge of its occurrence. The supervisor shallrespond orally or in writing to the steward andemployee within five (5) working days.

Step 2: If the grievance is unresolved, it shall be pre-sented in writing by the Union to the next levelappropriate supervisor within five (5) working daysafter receipt of response at Step 1. The nextlevel appropriate Su~ervisor will meet with thegrievant and union representative within five (5)working days, and respond to the Union within ten(10) working days after the meeting_

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Step 3: If the grievance is still unresolved, it shall bepresented in writing by the Union to the Director,within five (5) working days after the response .atStep 2 is received. The~Director, 9~ .hi~/her ..official representative will meet with the grievantand the Union within ten (10) working days. TheDirector or his/her official representative willrespond to the Union within five (5) working daysof the meeting.

\ 1

Step 4: Arbitration will only be invoked with the concur-rence of the individual employ~e or employeesinvolved, and within fifteen (15) calendar daysfrom the date of the receipt of the decision atStep 3. The Director of the Library, or his/herofficial representative, or the Union may invoKe -arbitration by written notice to the other.


Within seven (7) calendar days from the date of the requestfor arbitrati~n, either party may initiate a request to theFederal Mediation and Conciliation Service to provide a listof five (5) impartial persons qualified to act as arbitra-tors. The parties shall meet within five (S) calendar daysafter the receipt of such list. If t~ey cannot mutuallyagree upon one of the 1isted arbitrators, then the Libraryand the Union will each strike one arbitrator's name fromthe list of five (5) and then repeat this procedur~!. Theremaining person shall be the duly selected arbitrator.

The decision of the arbitrator shall be final and binding onthe parties and shall not be inconsistent with the terms ofthis Agreement. ·The arbitrator shall be requested to r~nderhis/her decision within thirty (30) calendar days afterJtheconclusion of ·testimony and argument.

The arbitrator~s fee shall be borne by the loser. If "it isa split decision, the arbitrator will set and bill eachparty for the percent they should pay.

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Secti~n 1: The Library will make every effort to provideand maintain safe working conditions. The Union willcooperate in these efforts and encourage its members to workin a safe manner and to obey established. safety practicesand regulations.

The Library will take prompt actio~ to co~rect any workingconditions determined to be unsafe.

Section 2: The Libr~ry agrees to provide facilities forfirst aid and to make first aid kits immediately accessibleto employees injured on the job. The Library also agrees toprovide transportation for employees to public healthservices or other medical facilities immediately followingan injury.

Section 3: The employer agrees. within limitations ofbudget and staff. to maintain equipment in agoQd state ofrepair. Employees will not be required to operate equipmentwhich due to a defect would cause bodily harm. Any unsafecondition brought to the attention of the Library will beexamined by an authorized official and corrective actiontaken, if necessary.

Section 4: The Library agrees to provide, at n~ tuitionexpense to the employee, training for the designated shopstewards in safety. If such training cannot be furnished bythe Library, the latter will enroll the shop steward inappropriate courses .

.Section 5: If an employee suffers an injury or becomes.illwhile in a duty status, the Library will give due considera-tion to assigning the employee to a light duty status. Thiscourse of action is predicated upon the assumption that theemployee cannot perform his/her duties in a normal way andprovided there 1S a light .duty assignment available.

Section 6: Protective devices and other equipment necessaryfor the protection of employees from injury shall be provid-ed by the employer, whe~ever such devices and equipment arenecessary, and used by the employee.

Section 7: The employer agrees to take necessary steps toensure the safety of employees who are required to workalone. The employer agrees to immediately review alipresent security/safety measures affecting these employeesand to ensure that these procedures are known and carried,f

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out by all employees. Where necessary, the employer agreesto revise and/or implement security measures for the protec-tion of the employees. A continuous review of ~ecuri-ty/safety measures shall be the joint responsibility ofMan~gement and the Union.


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DISABILITY COMPENSATION (Section 1: Any employee who sustains a disablingjob-related, traumatic injury is entitled to continuation ofregular pay for a period not to exceed 45 days, subject toconditions and limitations of the Federal Employees Compen-sation Act, as amended. Annual or sick leave or leavewithout pay may be used for a period of disabilitysubsequent to the 45 day period.

Section 2: The Library shall extend to employees who have ..suffered injuries or occupational diseases on the job allbenefits provided by the Federal Employees Compensation Act,as amended.

Section 3: Any employee who by reason of injury on the jobis disabled and cannot perform his/her assigned duties, may,upon request. be granted up to 240 hours of advance sickleave when accrued sick leave is not available to him/her.

Section 4: Aoy compensation which the employee has receivedduring this 45 day period shall be reimbursed to the employ~er when disability compensation is approved.

Section 5: Any employees needing assistance or informationregarding an on-the-job injury may contact their supervisoror the Personnel Department. ,

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Section 1: A District employee may not engage in anyoutside employment or other activity which is not compatiblewith the full and proper discharge of' his/her duties andresponsibilities as a D. C. Government employee •.Section 2: No employee of the Library shall engage in anykind of outside employment, private business venture, orother financial unde~taking, while on sick leave.

Section 3: Employees, are expected to maintain strictobservance of the official hours of duty and shall reportpunctually at their regular place of duty at the beginningof each work day and at the termination of their lunchperiod.

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Section 1: The official files of ~ll personnel within theunits covered by this Agreement ihal~ be maintained by thePersonnel Depart~ent.

Section 2: Each employee shall have the right to request anappointment to examine the contents of his/her personnelfile. The viewing of the file must take place in thePersonnel Department with a Personnel Representativepresent.

Section 3: An employee shall have the right to question anymaterial filed in his/her personnel file. It is furtheragreed that any record that is not disclosed to ~he employeecannot be used as a basis for a disciplinary action.

Section 4: No derogatory material of any nature which mightreflect adversely upon the employee's character or Govern-ment career will be placed in his/her official personnelfolder or any other file without the employee seeing orbeing aware of the document with the exception of materialrequired by law to be kept. An employee shall be permittedto have a copy of any material in his/her personnel file.

Section 5: Upon written authorization by an employee, theUnion representative may schedule an appointment to examinethe employee"s personnel file. The written autnorizationmust be presented to the personnel representative ~efore thefolder can be viewed.

Section 6: Confidential Files Arrest reports from theMetropolitan Police, fingerprint records from the FederalBureau of Investigation ahd other confidential reports ~illbe maintained in a Confidential File apart from the OfficialPersonnel Folder. No person shall have access to such filewithout written authorization from the Director or his"designated representative.

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Section 1: Each ~mployee within th~ unft will be suppliedwith a copy of his/her job descriptiori. The employee willbe informed of any changes in a job description affectinghis/her position prior to implementation and will receive acopy of the new job description.

Section 2: If the employee has any questions, he/she maypresent them to the proper person or place and may beaccompanied by a Union representative.

Section 3: The Union will be supplied with a copy of thepertinent job description upon request when needed.

Section 4: The phrase "other related duties as assigned"means duties directly related to those of the position.

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PERFORMANCE RATINGS r:,j\Section l~· The Library agrees to fair employee evaluations,

therefore all eligible emp10yees shall be annually -rated bytheir immediate supervisors. Said rating will be based onwritten job performance standards developed jointly by thesupervisor and the employee. However, if a disagreementoccurs, a union representative and/or a personnel represen-tative may be requested to help resolve the disagreement.Rating discussions and appeals will be done in accordancewith the Library procedural order PE-S.

Section 2: Performance ratings or supervisory appraisalswill be made know to each employee who will have the oppor-tunity of commenting in writing on the assigned rating.

Section 3: Should the employee question a rating and isunable to obtain clarification from the rating official orthe review official, he may request the personnel office toarrange a meeting with him and the rating official(s) tohave clarification of the rating. The employee may have aunion representative at this meeting. If the employee isdissatisfied with the rating, he/she may file a request foran impartial review in accordance with prevailing D. C.Government regulations, at which he/she may have a unionrepresentative.

Section 4: A copy of the DPM regulations circulated toagency and Department heads will be given to the unionofficial.

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Section 1: When the supervisor's evaluation leads to aconclusion that the employee's work is not of an acceptablelevel of competence, the supervisor shall provide thefollowing to the employee in writing as soon as possible andgive at least sixty (60) days advance notice.a. An explanation of each aspect of performance in which

the employee's services fall below an acceptable leveland how this renders his/her performance on the job as awhole below an aC'ceptable level. .'

b. A statement of the acceptable level of performance oneach of those work aspects.

c. Advice as to what the employee must do to bring his/herperformance up to the acceptable level.

d. What efforts including training, if any, will be made bythe immediate Supervisor to assist the employee toimprove his/her performance.

Section 2: A negative determination will be reviewedsemi-monthly with supervisory counseling.

Section 3: A negative determination may be appeal~ firstwithin the Agency and second to the Office of EmployeeAppeals. Within the Agency it may be appealed in accordancewith District Personnel regulations. A decision of theAgency sustaining a"negative determination may be appealedto the Office of' Employee Appeals within fifteen (15) daysof the final Agency decision. i

Section 4: The present system used to evaluate performancewill continue to be used until such time as the performancerating plan prescribed in Title XIV of the ComprehensiveMerit Personnel Act is establish after negotiations with theunion. The provision of this Article shall be supersededaccordingly by such new system.

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Section 1: Probationary Period

The probationary period is for one (I) year, as prescribedin the District regulation ••

Section 2: Job Counseling

1. A probationary employee will be counseled by his/hersupervisor within the first three (3) months afterhis/her entry on· duty. The employee will be advisedany areas of his/her job performance that needimprovement.


Additional counseling sessions will be held whenever theemployee's job performance falls below acceptablestandards.

2. A probat~onary employee may request conferences withhis/her supervisor to discuss his/her job performance,prospects for retention and related matters.

Section 3: Separation

A probationary employee may be separated for reason~ aboutwhich he/she has been counseled or other legitimate reasons.Section 4: Separation of a probationary employee is not agrievable matter.

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Section 1: Definition

The term r~duction-in-force, as used in this Agreement,means the separation of a permanent employee, his/her reduc-tion in grade or pay, or his/her reduction in rank becauseof: (a) reorganization, (b) abolishment of his/her posi-tion, ec} lack of work, or (d) lack of funds, or becausehe/she is displaced by an employee with greater retentionrights who is displaced becauie of Ca) through Cd) above.Section 2: Procedures

All reductions-in-force shall be in accordance with regula-tions of the District of Columbia Government and the Veter-an's Preference Act ~hen applicable.

The Library agrees to meet and confer in advance with theUnion prior to reaching decisions that might lead toreductions-in~'force in the bargaining unit. The Libraryfurther agrees to make every effort to minimize the effectof ~uch reductions-in-force on employees and to notifyaffected employees as Soon as possible and no less than 30,days in advance.


1 Section 3: Transfers ;

Employees displaced through reduction-in-force shall begiven the opportunity to transfer to vacancies in theLibrary, provided only that they ~re reasoriably able toperform the work of the position. Employees so transferredwill be given the amount of training normally given a ne~employee in the position. Such transfers will be made inaccordance with Veteran's Preference Act ahd tenure of.employment.

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Section 1: Career Ladders

The Library and the Union recognize the need for cooperationin the areas of employee training and upward mobility. Bothparties subscribe to the principles of career ladders andpromotion from within. Therefore, both parties agree tostudy and implement an upward mobility and training program"for members of the-bargaining unit; within the limitation of~funds and positions available.Section 2: Training

Training which is authorized and approved by the Libraryunder the terms of this Agreement shall be conducted duringthe duty hours of the employee concerned where practicable.This does not apply to reading assignments given as a partof training nor does this clause or any aspect of thisAgreement or any supplemental agreement preclude an employeefrom participation in training on his own time if he sochooses. ;

Section 3: Outside Training

The Library shall encourage and assist employees inobtaining career related training and education outside theLibrary by regularly collecting, publish"ing, and posting allcurrent information on training and educationalopportunities available elsewhere, and informing theemployee of any time or expense assistance the Library maybe able to provide.

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Sectiqn 1: It is agreed that matters appropriate forconsultation between the parties are regulations, policiesand practices related to working conditions and relatedmatters which are within the sc~pe of District personnelregulations.

Section 2: Management agrees to make provisions for La-bor/Management Consultation Meetings, on an as neededmonthly basis, when requested and agreed to by the parties.Meetings shall be scheduled during the administrative workweek, without loss of pay. Nothing shall be agreed to inthes~ meetings which would have the affect of altering oramending this agreement except as provided for in ArticleXIII Section 3 of this contract.

Section 3:" The Employer agrees to provide appropriatepersonnel to respond to agenda items if necessary. Ifissues are not resolved at the Labor/Management meeting, theemployer agrees to furnish the Union within ten (10) calen-dar days a response to the status of the unresolved agendaitems. The ten (10) day time limit may be waived by mutualagreement.

Section 4: The Labor/Management Consultation M~eting shallinclude representatives of the Employer and the Uni~n. TheEmployer agrees that the Union may have present at thesemeetings an officer and steward of the Local. In addition,the Union may have present other officials of the Union fromthe American Federation of Government Employees Nationaland/or the 14th District Office at all meetings, if neces-sary. . J

Section 5: As necessary other me~tings may be held as,mutually agreed, to confer on matters affecting workingconditions in the unit.

Section 6: Agendas shall be exchanged at least five (5)working days prior to such meetings. The Employer agrees toprovide appropriate personnel to respond to agenda items, ifnecessary. The employer is responsible for facilitatingthese meetings.

Section 7: Current written grievances shall not be agendaitems or discussed at the above described meetings.

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"Section 1: In accordance with meeting room~reguiations, theUnion may hold membership and board meetings in the publicmeeting rooms of the Library. Supervisors and other manage-ment officials are 'not to attend such meetings unless t,heyhave been" invited to attend.

Section 2: The Library agrees to provide sufficient spaceon an existing bulletin board at the work site for theposting of union business.

Section 3: Choice of materials to be posted will conform tothe following:a. The Union must be readily identified in the material.

The material must not contain any statement that couldbe construed to identify it as an official release ofthe Library or of the District Government, or to implythat it has been endorsed unless such endorsement hasbeen gi~en. The endorsing authority and date ofendQrsement must be shown.

b. The contents of the material must be related to theactivities of the Union. Material related to partisanpolitical matters of sectarian religious subjects maynot be posted. Material posted may not conta~npersonal attacks on individuals.

c. All costs incidental to the preparation, production,reproducti9n and/or posting of the material must beborne by the Union.

J .. "

Section 4: When furnished by the Union, the PersonnelOffice agrees to distribute the AFGE Health Benefit PlanBrochures to all employees covered by this Agreement Upontheir entrance on duty. The Personnel Office will furnishthe AFGE Health Benefit Plan Brochure to employees duringopen season enrollment periods.

Section 5: The Library will provide the Union wit~ a lockedfile cabinet of adequate size, the use of a desk withreasonable privacy, and the "use of a telephone. The expensefor toll/long distance calls received or made by other thanmanagement officials will be borne by the Union.

Section 6: The Library agrees to produce this agreement i~booklet form in type that can be easily read. The Library.:

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i further agrees to provide forty five (45) copies of theAgreement to the Union. The Union will insure that employ-ees, covered by this Agreement, receive a copy.

\ Section 7: The Library agre~s to make available to theLocal a copy of those applicable chapters of thee DistrictPersonnel Manual (DPM). Upon request the Library furtheragrees to furnish the Local all regulations and revision ofregulations pertaining to the bargaining unit.

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Section 1: ~he Library agrees to furnish clothing and'uniforms necessary to the performance of the job. Thecleaning of uniforms is the responsibility of the employee.

Section 2: The Library will furnish needed equipment (i.e.,flashlights, two way radios, revolver, ammunition, holster,rain gear, gloves, boots and plastic gloves, etc.) asdetermined by the Library.

Section 3: Weapons'must remain on the premise in accordancewith Chapter 11 of the Special Police Manual.

Section 4: The Library will provide locked cabinets orlockers for the employee's personal belongings.

Section 5: Written-up-to-date Special Police orders will bereadily accessible to all duty locations so Special Policewill have the proper information to discharge theresponsibilit-ies of their positions.



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section 1: The Library and the Union agree to cooperate inproviding equal opportunity for all qualified persons, toprohibit discrimination because of age,· s~x, race, religion,creed, color, marital status, or national origin, and topromote the full realization of equal opportunity through a " .positive continuing efxort.

Section 2: The continuing program of equal employmentopportunity in the Library is designed to ensure that:

a. All personnel actions and employment practices are basedon merit and fitness;

b. Complaints of discrimination are given prompt and fullconsideration and that every effort is made to providefor a just and expeditious resolution of everycomplaint! and

c. Any. personnel management policy, procedure or practicethat may result in the denial or equality of opportunityto any individual or group on the basis of race, color,religion, sex, national origin, age or other non-meritconsideration is sought out, corrected or eliminated.



Section 3: Objectives:

a. To raise the, level of confidence.of minority groups inmanagement's commitment to the eradication of anydiscriminatory practices and patterns.

b. To ensure the appropriate progression of qualifiedWomen, Blacks, Spanish-American and other minority groupemployees to positions compatible with their abilities,interests and potential.

c. To increase efforts to utilize the skills and abilitiesof all employees and provide equal opportunity foradvancement to grade levels commensurate withcapa~ilities and potential.

Section 4: Through the procedures established forUnion/Management Consultation meetings, each party agrees tQadvise the other of equal opportunity problems of which theyare aware. The Library and the Uniori will jOintly seeksolutions to such problems through personnel managementprocedures and programs provided in the Agreement and inLibrary regulations. .

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Section 5: The Library will promote the full realization. ofequal employment opportunity through a continuing Affirma-tive Action Plan. .


Section 6: The employer agrees to provide the local presi-dent or designee on an as needed basis an update on Affirma-tive Action.


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In the event any Article, Section, 'or portion of thisAgreement should be held invalid and unenforceable by anysubsequently enacted legislation or by decree of a Court orhigher authority which has jurisdiction over the District ofColumbia Public L~brary, such decision shall apply only to ~the specific Article, Section, or portion thereof specifiedin·the decision and upon issuance of such a decision, the.Library and Union agree to negotiate a substitute for theinvalidated Article, Section, or portion thereof •


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Section 1: Any future legislation, ordinances, .regulations,policies, or orders which improve working conditions and/orbenefits employees covered by tnis contract now receive,shall automatically be applied to such employees.

Section 2: It is further agreed and understood that any .-prior benefits, practices or understandings which have beenacceptable to the parties and are not specifically coveredby'this Agreement shall not be changed unless the partiesmeet and confer. . ~

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Section 1: The terms and conditions of this Contract shallr-emain in force :and effect for three (3) years from the datesigned by both parties.

Section 2: This Agreement shall be automatically renewedafter three (?) years unless either party gives written'notice to the other' not less than sixty (60) days prior tothe expiration date of -the Agreem~nt of its desire to amend,modify, terminate or renegotiate.

Section 3: At the end of the three (3) year period, theAgreement may require renegotiation. E~ther party may begiven written notice by the other not more than ninety (90)_days or less than sixty (60) days prior to the one (1) yearexpiration date for the purpose of renegotiating thisAgreement. Such notices must be acknowledged within ten(10) days of receipt of such notice. If the renegotiationhas not been completed and approved by the expiration date,this Agreement will remain in force until the new one isapproved.



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